Everest UK Contingent

Peak Matrix Contingent Workforce Management

Peak Matrix Services Procurement

Armed Forces Covenant

Cheshire and Merseyside

Disability Confident

empower Role Model Lists

DEI USA

DEI UK

TIARA Amdaris

TIARA DEI

SIA DEI

SIA North America

SIA Women in Staffing

SIA Staffing 100 Europe

Planet Market Certification

Payroll Giving  APGO Quality Mark Gold Award

World Staffing Awards 2025 Top 10 Top Staffing Firm

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Organisations are feeling the effects of a fiercely competitive market and evolving candidate expectations. Simultaneously, the workforce and talent solutions industry is navigating huge changes accelerated by global economic forces and digital transformation.
Here at Impellam, customer centricity is our North Star. To deepen our understanding and make sure we are delivering exactly what our customers need, we spoke to more than one hundred of our biggest clients from around the world and some key themes emerged:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Perhaps unsurprisingly, 50% told us that cost efficiency combined with cost transparency is their key concern for 2024 - cost savings, cost avoidance and budgetary control are king.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; As a result of the changing markets and ever-evolving tech there is an increasing need for workforce solutions to be agile and able to react quickly, as well as a steely focus on finding the best talent in the market.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Then there is the &lsquo;tech factor&rsquo; &ndash; how tech can be used to improve efficiencies and how organisations can find the talent needed to implement the latest developments that will provide a competitive advantage.
Based on these findings, here are some important workforce solutions designed to help you to manage costs and build better a business.
&nbsp;
<h2>1. Exploring more ways to manage costs with expert delivery</h2>
The rapidity of technological change (including increases in cyber threats) means that many organisations have had to face an inconvenient truth: they don&rsquo;t have the skills to drive the technology changes needed to compete, or survive, in the new normal. For smaller organisations that can pivot quickly, the outlook isn&rsquo;t so sobering. But larger organisations, that are struggling to adapt their legacy tech to rapid change, are feeling the urgency &ndash; especially when it comes to competing with those disruptive startups. This means that finding more ways to attract the skills needed to get work done &ndash; especially change and transformation work &ndash; is now front and centre for many organisations.
&ldquo;The hunt is on for delivery partners who can support organisations in this time of need &ndash; and what organisations are looking for has changed. For many businesses the &lsquo;hire and hope&rsquo; solution of contractors is becoming too risky &ndash; both in terms of cost and performance. This is why we&rsquo;re seeing a shift to buying outcomes, or deliverables, gaining momentum globally.&rdquo; &mdash; Steve Corbett, Client Services Director, Impellam UK&rsquo;s Science, Technology, and Engineering (STEM) brands.
Outcome-driven projects (or deliverables-based Statements of Work) with a trusted partner can provide a more competitive process for buying services, potentially offering far better value for money. Businesses get a team of experts who are experienced in delivering similar projects, along with the agility to pivot left or right mid-project. Clients get a skilled tech team with the horsepower needed to get the project done properly, along with experienced project managers. Crucially, they have the peace of mind thanks to knowing that if a partner doesn&rsquo;t deliver as agreed, they don&rsquo;t get paid.
&nbsp;
<h2>2. The rise of Direct Sourcing</h2>
While many organisations have strong supplier partnerships, they are also looking to increase the proportion of direct hires to gain greater control of their talent pool. As a result, Advanced Direct Sourcing by Managed Service Providers (MSPs), is set to become a key trend.
Direct Sourcing involves leveraging your employer brand to attract, curate and engage exclusive talent pools to support contingent hiring needs and the easy re-deployment of valuable workers. Alongside the wish for greater control of the talent pool, and the ongoing need to make cost savings, there are other factors contributing to this trend. One is data. Hiring and talent data can be too cumbersome to interpret or leverage, but a Direct Sourcing partner can give organisations the data they need, in a way that&rsquo;s simple and actionable, helping keep talent communities buoyant and engaged. This boosts the efficiency, agility and speed of hiring processes &ndash; without sacrificing the quality of hires &ndash; so helping address talent shortages in this increasingly tight labour market.
&ldquo;We expect more organisations will leverage their employer brand to attract and engage contingent labour through technology-enabled talent communities and direct sourcing. This will pave the way for a more integrated approach to workforce solutions.&rdquo; &mdash; Sara Gordon, SVP Client Relationships, Guidant Global.
The right MSP will offer a cutting-edge CRM and recruitment automation technology to reduce admin and drive efficiency when it comes to identifying and nurturing communities of talent. This technology leverages AI and Machine Learning for superior candidate matching and personalised automation at scale, while providing a single platform to manage the complete lifecycle of a candidate, from engagement and placement to offboarding and redeployment. Crucially, it frees up time for recruiters to work on all important elements like relationship building. For many organisations, the optimum approach is to mix recruitment supply chain and Direct Sourcing. However, this can lead to complexity. Again, this is where an expert MSP partner can add value by managing suppliers &ndash; especially in the realm of technology hiring where the competition is fierce.
&ldquo;The trend towards a blended workforce can create complexity, which needs to be supported and solved. We recommend finding a trusted advisor to guide you in achieving the optimal mix of fulfilment &ndash; a mix that combines supply chain and Direct Sourcing. And a specialist MSP can be invaluable when it comes to providing STEM expertise. It&rsquo;s the smarter, faster, better approach to building a custom and scalable talent pipeline. And don&rsquo;t forget to flex your EVP!&rdquo; &mdash; Alexa Bradbury, Global Marketing Director, Impellam Global Managed Services.
Last but not least, a strong Employee Value Proposition (EVP) is crucial in attracting a contingent workforce, especially given that around 40% of today&rsquo;s global workforce is non-permanent. We recommend approaching your EVP as a framework, not a fixed entity. Create numerous pillars for competitive differentiation, such as project-based work, diversity or innovation. And to be really thorough, carry out voice of the candidate work to understand the experience of people in these roles. This feeds back into personal development and then into effective talent marketing campaigns.
&nbsp;
<h2>3. Closer HR and Procurement alignment to deliver strategic workforce management</h2>
HR and Procurement, having been traditionally siloed, are having to come closer together, aligning their strategies to respond to talent shortages, skills gaps and the need for greater organisational agility and cost savings. This is fuelling a move towards strategic alignment, the bringing together of attraction and strategic and agile management of both the contingent and permanent workforce. The key reasons are talent and cost; in a tighter market with economic uncertainty, organisations need to gain better control of their entire workforce so that they can identify and leverage the skills they have at their disposal, and they are increasingly looking for new opportunities for more aggressive cost avoidance and cost savings.
&ldquo;HR and Procurement together have a full view of organisational needs and strategy. When you combine that with the specialist knowledge from influential leadership and expertise from specialist workforce and talent solutions providers, it is a powerful combination that delivers meaningful, cost-efficient results.&rdquo; &mdash; Claire Marsh, CEO, Impellam North America.
We&rsquo;re talking to customers about how they can create better alignment to enable visibility and control. Because until they&rsquo;ve got control and alignment, the issues remain: squeeze here and expenditure increases there &ndash; across permanent and contingent talent. Without gaining control, businesses are often moving problems from the most cost-effective to the least cost-effective solutions.
A successful strategic workforce management approach needs buy in from HR and Procurement leads, as well as other key leadership, such as the CIO/CTO who have oversight of the strategy and its implementation. It needs open conversations about pinch points and talent challenges, consistent sharing and analysis of workforce data between the functions, and strategic alignment on how to attract a workforce that can deliver on the organisation&rsquo;s objectives. When this is done well, it gives businesses greater control and oversight of their talent ecosystems and transforms a reactive approach to a proactive one, which in the current market we&rsquo;re seeing can be a key competitive differentiator.
&ldquo;With the trend towards a more holistic approach to talent landscapes, organisations can certainly benefit from working with an expert and flexible workforce solutions partner to help them navigate the internal complexities that may arise as a result of the shift in approach. There&rsquo;s no one size fits all, so partners need to provide bespoke solutions along with the expertise to advise on adapting nimbly to changing market conditions.&rdquo; &mdash; Annelise Smith, Managing Director, Lorien Managed Solutions.
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<h3>4. The importance of Social Impact and working with hard-to-reach communities</h3>
Another factor feeding into finding the right talent is the trend for increasingly purpose driven candidates getting more selective about where they want to work. In a recent survey, 87% of employees in North America and 68% in the UK, France, Germany and Ireland said they prioritise organisations that share their values, and in Gen Z that is more pronounced, with 90% saying they would leave their current job for one that better matches their values. It&rsquo;s a positive trend, but one that has implications for hiring and Equity, Diversity &amp; Inclusion practises.
For all the talk of skills shortages, there are still groups of people who are under-represented in the workforce and/or overlooked by employers, from women in tech to the over-50s. Dig deeper and you&rsquo;ll find barriers to employment that range from living with a disability to having a criminal conviction. Lack of confidence and connections on the part of candidates, and lack of flexibility on the part of employers, can restrict access and even exclude diverse communities from an organisation &ndash; and when competition for talent is fierce, it can make finding and keeping great people harder than it needs to be.
&ldquo;These talent shortages are an opportunity to look at more diverse talent pools and organisations are beginning to prioritise Social Impact, locally or nationally, as part of their CSR or ESG agendas. I&rsquo;d urge companies to get on board with that now and look at how social value can help drive their people and talent strategies. It&rsquo;s not just doing the right thing, it is imperative and will be crucial in maintaining an engaged workforce and to gaining the trust of your customers.&rdquo; &mdash; Chris Blackburn, STEM ambassador and Head of CSR, Impellam.
Many businesses are already working to drive social mobility in deprived areas by collaborating with schools, colleges, prisons and community groups. It&rsquo;s great for communities and it&rsquo;s excellent for forging and nurturing new talent pipelines. Increasingly, organisations are realising the value of work experience, apprenticeship and degree apprenticeship programmes too, which have the added effect of boosting the labour pool &ndash; a win-win for young people and for industry.
Ann Bookout heads up ED&amp;I at Impellam. Looking at Social Impact through the lens of technology, she believes that advancements in tech will increasingly drive Social Impact.
&ldquo;Given that AI will increasingly cover hard skills, opportunities are growing forthose with strong soft skills. This means that candidates from different backgrounds, with diverse perspectives, can progress with a less formulaic career route. A growing number of organisations have already developed programmes for learning on the job &ndash; and are making a strong Social Impact in the process.&rdquo; &mdash; Ann Bookout, Global Head of Culture and Fulfillment, Impellam.
We recommend partnering with a workforce and talent solutions specialist that understands how best to tap into and nurture diverse talent pools &ndash; and can help with training and leadership programmes so that candidates from diverse backgrounds are ready to add value from day one.
&nbsp;
<h3 class="MsoNormal" style="margin-left: 18.0pt;">As a Global company we recognise there are some regional market differences:</h3>
&ldquo;It&rsquo;s fair to say, the UK market is showing caution but resilience. We&rsquo;re seeing customers being shrewd in their approach to talent and workforce strategies and welcoming of new solutions with demonstrable results. As a result, in the coming months I expect to be having even more conversations around important solutions like Advanced Direct Sourcing, services procurement and deliverables-based SOW, as well as increased interest from all industries for the specialist STEM talent needed to futureproof businesses.&rdquo; &mdash; Simon Blockley, CEO, Impellam UK &amp; Europe.
&nbsp;
Brian Salkowski, Chief Experience Officer, Impellam takes an optimistic view.
&ldquo;For North America, predictions for 2024 suggest an economic soft landing. And with consumer spending up, more capital projects are resuming, which bodes well for a bounce back across the workforce solutions market. However, competition will remain fierce, so I predict that this bounce back will see even more organisations being very careful about the kind of workforce solution partners they select.&rdquo; &mdash; Brian Salkowski, Chief Experience Officer, Impellam.
&nbsp;
Mark Coyle, CEO, Impellam APAC recognises the need for agility in workforce solutions.
&ldquo;With unemployment at just 4%, Australia&rsquo;s candidate shortages mean a lot of organisations are struggling to find skilled staff &ndash; especially in IT and healthcare. This has led to a growing trend for offshore recruitment, set to continue. I&rsquo;d recommend partnering with an organisation that has the flex and expertise to deliver high-quality offshore talent where and when it&rsquo;s needed.&rdquo; &mdash; Mark Coyle, CEO, Impellam APAC.
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<h3 class="MsoNormal" style="margin-left: 18.0pt;">Further Information</h3>
There are cost-efficient workforce and specialist talent solutions available to solve your most complex challenges. If you want to build a better business and would like some help navigating the market, get in touch - <a href="mailto:AskImpellam@Impellam.com">AskImpellam@Impellam.com</a>
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Drawing from our research and expertise, our latest report delves into workforce solutions designed to help you manage costs and build a better business.&nbsp;

Workforce Strategies - Delivering efficiency & results

Understanding what candidates want has never been more critical, as demand for tech talent continues to evolve. Based on the latest industry research, Lorien&rsquo;s 2025 What Tech Candidates Want report provides data-driven insights from tech professionals across the UK, helping businesses refine their hiring strategies.
UK tech professionals are prioritising career advancement and skill development over salary when considering new roles, marking a significant shift in job market dynamics, according to the Lorien&rsquo;s latest What Tech Candidates Want report.&nbsp;
The findings reveal a workforce increasingly focused on long-term career prospects, skill enhancement, and learning new technologies, challenging employers to rethink their talent strategies.&nbsp;
<h4>UK Insights - Key findings&nbsp;</h4>
<ul>
<li>Learning new skills (24%) and career progression (16%) now outrank salary (9%) as top job-switching motivators.&nbsp;</li>
<li>63% of permanent tech professionals plan to look for a new role within the next six months.&nbsp;</li>
<li>More than a third (35%) say career advancement is their number one priority, compared to just 18% who prioritise salary.&nbsp;</li>
<li>23% of candidates would reject a job offer due to limited career growth opportunities.&nbsp;</li>
<li>Flexible working remains the overwhelming preference for tech professionals.</li>
</ul>
&ldquo;Tech professionals are signalling a clear shift in mentality; they seek careers, not just a job,&rdquo; said Darren Topping, Director of Enterprise Solutions Insights &amp; Partnerships at Lorien. &ldquo;Top employers should respond with structured career pathways, investment in skills development, and exposure to emerging technologies. Those that don&rsquo;t, risk losing out on the future skills they may need.&rdquo;
With these insights, businesses can adapt their hiring strategies to secure top talent and stay ahead in an ever-changing market.
Lorien is part of Impellam Group, global leaders in workforce and STEM talent solutions.
For the full insights, including a deep dive into recruitment trends and the evolving priorities of tech professionals,<a title="What Tech Candidates Want 2025 Report" href="https://www.lorienglobal.com/insights/what-tech-candidates-want-2025"> download What Tech Candidates Want 2025 now.</a>

What Tech Candidates Want Research Report

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<h4>&nbsp;</h4>
<h4>We have been made aware of a WhatsApp scam using our name. Our recruiters would not reach out or contact you on WhatsApp as a first point of contact for a new role.</h4>
<h4>&nbsp;</h4>
<h4>If someone contacts you on WhatsApp claiming to be from Impellam Group or one of our brands, please block the number or report the scam in WhatsApp.</h4>
<h4><a href="../../../../../../insights/top-tips-to-avoid-scams">You can also click here to read our top tips to avoid WhatsApp and phishing email scams</a></h4>

We have been made aware of a WhatsApp scam using our name. Our recruiters would not reach out or contact you on WhatsApp as a first point of contact for a new role.

WhatsApp scam

There&rsquo;s always a new buzzword in recruitment, we&rsquo;ve recently had &lsquo;quiet quitting&rsquo; and &lsquo;the great resignation&rsquo;, to name but a few.&nbsp;
Right now, there&rsquo;s a lot of noise about ChatGPT, and it has had many of us heading to Google to find out more. Don&rsquo;t worry, we&rsquo;ve got you!
Read more in our insight page: <a href="../../../../../../insights/chatgpt-and-the-future-of-work-and-recruitment">ChatGPT and the future of work and recruitment</a>
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An infographic which explains what ChatGPT is and how it is set apart from other chatbots

What is ChatGPT

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Women continue to make powerful changes in the world of STEM (Science, Technology, Engineering, and Mathematics). From breaking barriers to shattering glass ceilings, visionary women have not only shaped the future of technology,&nbsp;<a name="_Int_qsWwAprL"></a>they will be an inspiration for generations to come.&nbsp;
&nbsp;
Over the course of the coming weeks, our STEM brands will celebrate their relentless pursuit of knowledge, and the transformative impact they&rsquo;ve had on the world.
 At Impellam Group, we recognise the importance of fostering an environment where every aspiring woman in STEM can thrive and leave an indelible mark on the ever-evolving landscape of innovation.&nbsp;
&nbsp;
Head to each of our STEM brands blogs listed below to read more about the women who have shaped STEM.
&nbsp;
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<a href="https://www.lorienglobal.com/us/insights/the-women-who-shaped-stem-pioneering-digital-frontiers-for-future-generations" target="_blank" rel="noopener">Lorien - <span class="NormalTextRun SCXW37649614 BCX8" data-ccp-charstyle="normaltextrun" data-ccp-charstyle-defn="{&quot;ObjectId&quot;:&quot;079972c9-cd9d-4c8b-b581-4f2428155ff7|35&quot;,&quot;ClassId&quot;:1073872969,&quot;Properties&quot;:[469775450,&quot;normaltextrun&quot;,201340122,&quot;1&quot;,134233614,&quot;true&quot;,469778129,&quot;normaltextrun&quot;,335572020,&quot;1&quot;,469778324,&quot;Default Paragraph Font&quot;]}">Pioneering Digital Frontiers for Future Generations&nbsp;</a>
</div>
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<a href="https://www.srgtalent.com/us/blog/the-women-who-shaped-stem-breaking-boundaries-in-the-laboratory-and-beyond" target="_blank" rel="noopener">SRG - Breaking Boundaries in the Laboratory and Beyond&nbsp;</a>
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<a href="https://www.bartechstaffing.com/news-and-insights/visionary-voices-the-women-who-shaped-stem-engineering-a-world-of-possibilities" target="_blank" rel="noopener">Bartech Staffing - Engineering a World of Possibilities&nbsp;</a>
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Over the course of the coming weeks, our STEM brands will celebrate their relentless pursuit of knowledge, and the transformative impact&nbsp;they&rsquo;ve had on the world.&nbsp;

Visionary voices - The women who shaped STEM

In challenging economic times, businesses may find that they don&rsquo;t have the right talent to meet their business objectives. Recruitment Process Outsourcing (RPO) is a service that can help businesses meet their recruitment needs by outsourcing all or part of its permanent recruitment to a recruitment specialist &ndash; saving the business time and costs.
Even in once-off scenarios, versions of RPO such as on-demand RPO can help businesses quickly source the talent they need to fulfil any short-term projects. This is different to contingent RPO which is more long-term and includes aspects such as employer branding, ED&amp;I and supply chain management.
Read the full article by Guidant Global on how on-demand <a href="http://www.guidantglobal.com/news/what-is-on-demand-rpo">RPO can help with sudden talent needs</a> with a case study example.&nbsp;Guidant Global provides global workforce management solutions (MSP, RPO &amp; SOW) that help companies find the best permanent and contingent talent. Guidant champion #ABetterWay &ndash; a forward-thinking way of working; moving away from the embedded staffing industry mentality of 'recruitment by numbers' and taking a wider perspective, by shifting the focus to people &ndash; the vibrant force that drives thriving businesses.
There's more information on our&nbsp;<a href="https://www.impellam.com/customer-solutions/rpo-and-permanent-workforce-solutions">RPO services</a> for those intrested. Browse our fill list of <a href="https://www.impellam.com/about-us/our-group">Impellam Group brands and their specialist fields</a>&nbsp;&nbsp;or <a href="https://www.impellam.com/contact">contact us</a>&nbsp;to learn how we can support your business with your staffing requirements.

Recruitment Process Outsourcing (RPO) is a service that can help businesses meet their recruitment needs

Using on-demand RPO to help attract and retain talent

Does your business operate in the UK and employ more than 250 employees? If you answer yes, then your business is required to submit an annual gender pay gap report. This report essentially shows the median pay gap between male &amp; female employees.
To help explain what the median gender pay gap is, imagine all women in your business are standing in one line, from lowest paid by hour to highest, and all men employees doing the same in another line. The median gender pay gap is the percentage difference in hourly pay between the woman and man in the middle of both lines.
&nbsp;
Promoting gender equality in the workplace is beneficial to your business.1 Joel Peterson, Chairman of JetBlue Airways sums it up nicely: &ldquo;Men and women are equal, not identical&rdquo;. His quote points out that diversity in opinions and ways of thinking is required for a successful business. Gender diversity brings varied perspectives, produces more holistic analysis of issues a business faces, leading to improved decision-making.
&nbsp;
Ways to improve gender equality can include reviewing jobs advertisements which encourage both men and women to apply, placing greater value on soft skills and abilities, and providing different forms of mentoring to support the development of women for leadership roles.1
 Data transparency is an important part of the UK&rsquo;s gender pay gap reporting requirements.2 The UK government put these requirements in place to boost activity to close gender pay gaps. Having a deadline specifically for this report ensures the published data and the actions organisations are taking to close the gap, receives the attention it needs. The requirement to publish on the government pay gap viewing portal, as well as company websites, makes it easier for the public to access, understand and act upon the data. 
According to the latest data from Glassdoor, the gender pay gap has narrowed slightly in the UK, US, France and Australia, showing improvement since Glassdoor's study in 2016.
Today, the unadjusted pay gap between men and women in the UK is 17.9%, meaning women earn, on average, 82p for every &pound;1 men earn. This is a 5.0% reduction in the unadjusted pay gap from three years ago, when women earned, on average, 77p for every &pound;1 men earn.
Similar to the US, pay gaps have slightly improved over the past three years in the UK and Australia, but not in Germany. Of the eight countries in the 2019 study, Germany has the largest unadjusted pay gap (22.3%), while France has the smallest unadjusted pay gap (11.6%).
We at Impellam welcome the annual requirement to publish gender pay comparisons &ndash; it offers an important opportunity to reinforce our existing work, as well as provides stimulus for continuous improvement. &ldquo;This report reminds us that we must seek further opportunities to stretch our ambitions and that there is more we can do. We will continue to encourage honest discussions that represent all our people, regardless of gender or level of seniority, so that we can truly understand the barriers that prevent fulfilment of potential.&rdquo; &ndash; Julia Robertson, Impellam Group CEO
 Last year, Impellam Group had an overall median gender pay gap of 2.00%, which includes our permanent and temporary workers. This year, our median gender pay gap has improved slightly to 1.55%. Among our permanent employees our median gender pay gap is 21.93%. We are uncomfortable with this gap, even though it is largely driven by wider norms in society. Closing our gender pay gap is not a &lsquo;quick fix&rsquo;, and requires continuous work over the long-term. Our vision at Impellam is to be the world&rsquo;s most trusted staffing company &ndash; trusted by our people, our customers and our investors in equal measure. A key part of building trust with all of our stakeholders is transparency.&nbsp; We see it as our responsibility both to understand and to address the root causes of inequality&nbsp;to ensure that all Impellam people, including our candidates, are able to reach their full potential and do work which gives them fulfilment and a sense of purpose.
At Impellam Group, we work across a wide variety of different sectors; from education, to life sciences, to office work, and we understand both the challenges and opportunities workplace diversity can present. If you&rsquo;d like to build a better business through diversity, regardless of your sector, Impellam Group have a brand that can help.
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Notes
 1 www.gethppy.com/hrtrends
2 www.parliament.uk

Understanding the Gender Pay Gap Report

<h2 class="MsoNormal">Under a proposed overhaul of UK workers' rights, more individuals will become eligible for statutory sick pay, parental and bereavement leave, and enhanced protections regarding unfair dismissal.&nbsp;</h2>
Most of the <a href="https://www.gov.uk/government/news/government-unveils-most-significant-reforms-to-employment-rights" target="_blank" rel="noopener">proposed changes</a> will take effect in two years after an initial consultation period. The new Labour government calls it "the biggest upgrade to rights at work for a generation," aiming to balance worker and business interests, with some details still under discussion.
Ministers say this change will impact about nine million workers employed by their current employer for less than two years.
<h3 class="MsoNormal">What will change?</h3>
Flexible working: Employers must consider all flexible working requests from day one unless they can demonstrate the request is unreasonable.
Statutory sick pay (SSP) with lower earning threshold: SSP will start from the first day of illness. Workers earning under &pound;123 weekly will now be eligible for SSP at a new reduced rate.
Paternity leave and unpaid parental leave: Eligibility for paternity and unpaid parental leave will begin from day one of employment.
Unpaid bereavement leave: This will now be a right from day one of employment.
Unfair dismissal protections: Removal of the two-year qualifying period, but a proposed nine-month probation period allows dismissal without a full process.
Zero contract hour regulations: Employers must provide guaranteed-hours contracts reflecting hours worked over 12 weeks. Zero-hour workers should expect reasonable notice of any shift changes and compensation for cancelled shifts or shifts that were reduced in length.
"Too many people are drawn into a race to the bottom, denied the security they need to raise a family while businesses are unable to retain the workers they need to grow," said Deputy Prime Minister Angela Rayner.&nbsp;
"We&rsquo;re raising the floor on rights at work to deliver a stronger, fairer and brighter future of work for Britain."&nbsp;
Approximately 30,000 fathers or partners will qualify for paternity leave due to this change, and 1.5 million parents will gain the right to unpaid leave from the first day.&nbsp;
<h3 class="MsoNormal">Learn more in our upcoming webinar&nbsp;</h3>
Join us for a joint webinar with Impellam UK and DWF (UK and Ireland) to discuss employment law changes under the new Labour government, key upcoming changes, and how employers can prepare.
<a href="https://dwfgroup.com/en/news-and-insights/events/what-does-a-new-labour-government-mean-for-employment-law" target="_blank" rel="noopener">Sign up to attend</a>

UK Government unveils new bill to ‘upgrade’ workers’ rights 

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<h2>&nbsp;</h2>
<h2>Top tips to recognise legitimate recruiter emails and avoid phishing scams</h2>
There&rsquo;s been a recent increase in email and WhatsApp phishing scams targeting recruitment companies, where people are being contacted by scammers posing as recruiters. 
We would never want our candidates to fall victim to these spoof scams that are using our name. 
Here are our top tips to distinguish legit recruiter emails and avoid phishing scams.
<h2>Beware of WhatsApp</h2>
Our recruiters would not reach out or contact you on WhatsApp as a first point of contact for a new role.
If someone contacts you on WhatsApp claiming to be from Impellam Group or one of our brands, please ignore the message and block the number.
If you believe you may have been a victim of a WhatsApp scam, you can&nbsp;report it&nbsp;to the app by following these steps:
<ol style="text-align: start;">
<li aria-level="1">Android: open WhatsApp, tap&nbsp;More Options, and head to&nbsp;Settings&gt;Help&gt;Contact Us&nbsp;to submit a scam report.</li>
<li>iOS: Open WhatsApp, tap Settings&gt;Help&gt;Contact Us.</li>
</ol>
<h2>Check for official contact information</h2>
Genuine recruiters provide their contact information, including a phone number and an official company address. Verify this information by searching for the recruiter or the company online through Google or LinkedIn.
Be wary if you can't find any information or if the contact details are inconsistent with the company's official information.
<h2>Verify the sender's identity</h2>
Start by checking the sender's email address. Legitimate recruiters usually use corporate email domains (e.g., @impellam.com). 
Be cautious if the email comes from a generic or suspicious domain, such as @gmail.com or @yahoo.com. Or if the company name has a spelling mistake in the domain. Scammers sometimes go to the lengths to include a company name but spell it incorrectly such Innpellam instead of Impellam.
<h2>Don&rsquo;t succumb to the pressure of urgent requests</h2>
Phishing emails often use urgency or high-pressure tactics to manipulate or trick the recipients. They may claim that you must act immediately to secure a job opportunity. Legit recruiters typically provide a reasonable timeframe for response and encourage you to research the opportunity.
<h2>Check the email content</h2>
Pay close attention to the email's content as legitimate recruiter emails typically contain personalised information, such as your name and details about the job opportunity. 
Be cautious if the email is overly generic, lacks specific details, or contains numerous spelling and grammatical mistakes, as these can be red flags.
<h2>Don't click on suspicious links</h2>
Be wary of any links or attachments. Hover your mouse over links to see the URL and verify it without actually clicking on them and do not open or download any attachments. Legitimate recruiters may include links to their company website or a job portal however, phishing emails can often contain links to malicious websites or attachments to infiltrate your computer &ndash; so make sure you check.
&nbsp;

There&rsquo;s been a recent increase in email and WhatsApp phishing scams targeting recruitment companies. Here are our top tips to distinguish legit recruiter emails and avoid phishing scams.

Top tips to avoid scams

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Congratulations to&nbsp;Lorien&nbsp;who won the The&nbsp;Amdaris&nbsp;Long-Term Partnership Award (Enterprise) and&nbsp;Comensura, in partnership with&nbsp;Veolia UK, who won the DE&amp;I Award at the 2023 TIARA Talent Solutions Awards Europe!
The&nbsp;TIARA Awards&nbsp;shine a spotlight and celebrate the best RPO, MSP and Talent Solutions providers in Europe.
The judges provided the following feedback for each of the awards -&nbsp;
DE&amp;I Award - "Comensura demonstrated clear metrics for success,&nbsp;actions&nbsp;and measurable results across a wide spectrum of DE&amp;I.&nbsp;The energy around this project&nbsp;leapt of the&nbsp;submission.&nbsp;The judges applauded&nbsp;the diversity&nbsp;and&nbsp;ambition&nbsp;of their&nbsp;targets,&nbsp;and&nbsp;the work that&nbsp;went into tackling each of&nbsp;them."
The&nbsp;Amdaris&nbsp;Long-Term Partnership Award (Enterprise)&nbsp;-&nbsp;This was an impressive submission with&nbsp;great detail&nbsp;around the growth of the partnership and&nbsp;scalability. Lorien showed a strong focus on delivery, but also on diversity. The judges loved&nbsp;the focus on upskilling,&nbsp;development&nbsp;and knowledge sharing.&nbsp;Lorien has delivered value across so many key areas for their client and&nbsp;demonstrates&nbsp;strong outside of the box thinking to diversify hiring pipelines. We&rsquo;re proud that our Virtuosos from&nbsp;Lorien&nbsp;and&nbsp;Comensura&nbsp;have been recognised for their incredible work in helping our customers build better businesses, changing the lives of under-represented talent, and making a measurable impact.
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Congratulations to Lorien who won the The Amdaris Long-Term Partnership Award (Enterprise) and Comensura, in partnership with Veolia UK, who won the DE&amp;I Award at the 2023 TIARA Talent Solutions Awards Europe!

TIARA Award Winners

The dramatic rise of artificial intelligence (AI) and machine learning provokes intense debate amongst business leaders. So much so, we see conflicting arguments appear almost every day.&nbsp;
On one side are the techno-pessimists, who claim AI technologies will signal the loss of millions of jobs world-wide. A <a href="https://www.mckinsey.com/featured-insights/digital-disruption/harnessing-automation-for-a-future-that-works" target="_blank" rel="noopener noreferrer">2017 McKinsey Global Institute report</a> revealed half of all UK and US jobs could be automated in the near future. Likewise, a <a href="https://www.oxfordmartin.ox.ac.uk/downloads/reports/Citi_GPS_Technology_Work_2.pdf" target="_blank" rel="noopener noreferrer">2016 Oxford Martin School study</a> suggested 57% of jobs in the Organisation for Economic Cooperation and Development (OECD) area could be lost to digital automation in the next twenty years.&nbsp;
With statistics as distressing as these, it&rsquo;s little wonder that media reports reacting to such figures shock the public into believing that the adoption of AI will lead to economic, social and psychological Armageddon. But gloom-ridden predictions surrounding new technologies rarely turn out to be as bad as expected.
<h3>Should we fear technological transformation?</h3>
<blockquote>&ldquo;The key to artificial intelligence has always been the representation&rdquo; Jeff Hawkins</blockquote>
Fears of unemployment caused by technological advancement is not something particularly new. Whether it be the Luddites, John Maynard Keynes or The Guardian&rsquo;s Economics Editor, fear that machines will replace all human labour has existed since the start of technological transformation &mdash; from the first steam powered cotton loom, to the deep learning AI systems we see today. However, we also know that when the first machine age happened, the number of occupations lost to technology was replaced with hundreds of new careers which didn&rsquo;t previously exist. Likewise, whilst post-industrialisation led to job losses in manufacturing and heavy industry, new roles in different sectors were created in their place. Robots may make some jobs redundant in the market, but they also tend to create new ones.&nbsp;
In addition, AI will often just replace the tedious tasks that negatively impact productivity in our roles &mdash; it can be an enhancer. If AI lives up to its true potential in the workplace, it will not only help to free up time to produce better outcomes, it will allow us to do more positive, meaningful work.
<h3>More AI, more jobs</h3>
<blockquote>&ldquo;AI could destroy a lot of jobs in some sectors and create a need to retrain people. But AI could also be one of the solutions to better train these people and help them find new jobs&rdquo;&nbsp; Emmanuel Macron</blockquote>
Take roles within businesses today. Twenty years ago the roles of UX Designer, Python Developer and Digital Marketing Manager would not have been understood even by the most forward-thinking hiring manager. Today, these roles are common in all but the most traditional organisations. The implementation of AI is likely to have the same effect. We may see some job losses in specific sectors. But, considering what happened in the past, it is likely the effects of digital transformation won&rsquo;t be as catastrophic as many fear. In fact, AI technology could help to sustain, or even grow the job market. For example, if the negative predictions about AI were true, then why, even with increasing AI solutions being adopted by businesses, are we not seeing significant job losses today? Most western nations are, in fact, experiencing the opposite effect. Take the UK. According to <a href="https://www.gov.uk/government/news/employment-rate-at-new-record-high" target="_blank" rel="noopener noreferrer">government statistics</a> released earlier this year, the UK has a 75.7% rate of employment, the highest since records began.&nbsp;
<a href="http://reports.weforum.org/future-of-jobs-2018/" target="_blank" rel="noopener noreferrer">The World Economic Forum&rsquo;s Future of Jobs 2018 report</a> also predicts a more positive future for the world of work. It predicts the rise of AI, machine learning algorithms and robots will create 133 million new jobs by 2022. Compare this with the 75 million jobs set to be replaced, and it suggests AI technologies could be the driver of positive change. Not just good news for businesses, but for people in work too.&nbsp;
<h3>The current impact of AI</h3>
<blockquote>&ldquo;More and more industries are being influenced by AI...our society as we know it is transforming.&rdquo; Anthony Delgado</blockquote>
Most consumers are already experiencing the positive impact of AI in our day-to-day lives. From the machine learning algorithms built into Netflix and Spotify, tailoring recommendations based on our consumption habits, to smart home assistants which help to organise our lives, AI has a strange habit of augmenting our experience. And the rate at which consumers learn to adopt and trust these powers of AI is rapid. Whilst this trust is fast-gained by consumers, widespread acceptance of AI in the workplace hasn&rsquo;t quite travelled at the same rate of knots.&nbsp; Despite this, we are starting to see the first shoots which suggest the true business potential of AI. Both AI and machine learning can help to improve judicial systems, the healthcare sector, climate change, inequality, human rights abuses, financial markets, transportation and infrastructures, social media, and even cucumber detection, as suggested in Nick Polson and James Scott&rsquo;s latest book, <a href="https://www.penguin.co.uk/books/1115366/aiq/9780593079775.html" target="_blank" rel="noopener noreferrer">&lsquo;AIQ: How artificial intelligence works and how we can harness its power for a better world&rsquo;</a>.
How far AI can ultimately go in improving the world around us is unknown. What is known, however, is the world of work is going to change beyond comprehension.
<h3>Upskilling for the future</h3>
<blockquote>&ldquo;Automation and AI have the potential to support the development of quality work.&rdquo; Matthew Taylor</blockquote>
New jobs created through businesses implementation of AI will theoretically require new skills. It is likely people currently in work may need to upskill to adapt to rapid technological change, whilst education will need to shift in order to meet the demands of a shifting, dynamic workforce. The skills required to be prosperous over the coming years are, however, those which have always been requisite for success. From critical thinking to creativity, strategy to imagination, the most vital components of a future worker remain the same core soft skills. Learning how to use new technology will also be key, but with highly developed emotional and strategic intelligence, this aspect of the future of work will likely be the simplest. And ultimately, the work of the future will require the skills that give greater meaning to our roles within a business.&nbsp;
<blockquote>&ldquo;As a society, we must be absolutely committed to people finding employment in productive and meaningful&hellip;jobs.&rdquo; Bill Dembski</blockquote>
In the fullness of time, current fears surrounding AI will begin to seem misguided. Throughout history, people have lived in fear of everything from the printing press, to the calculator. And though AI is arguably the most transformative of all emerging technologies today &mdash; perhaps the most impactful since the internet &mdash; there is little to fear if society, governments, and individuals commit to respecting fulfilling work that provides a sense of purpose, and embraces human intelligence, as <a href="https://billdembski.com/science-and-technology/the-future-of-meaningful-work/" target="_blank" rel="noopener noreferrer">Dembski suggests</a>.&nbsp; Organisations, and therefore people, will choose what role AI performs in our societies, economies, environments, and in the world of work. It&rsquo;s important that we make the right choices for a better future state. Not only is it predicted AI will increase the number of jobs in the market, it is also set to improve our cities, infrastructure and health; as well as augmenting our time at work, making us more effective and productive, and our work more meaningful.&nbsp; There are unintended consequences to innovation, and the dangers of AI relate to humans not making the right choices on how to use it for the betterment of society, individuals, economies, and labour markets. Ultimately, the true business potential of AI, for both companies and people, is infinite &ndash; it&rsquo;s up to humans to make the right decision on how to best use the potential.&nbsp;
Read more on <a href="https://www.impellam.com/about-us/our-group">Technology and Innovation</a> at Impellam.
<div>&nbsp;</div>

The dramatic rise of artificial intelligence (AI) and machine learning provokes intense debate amongst business leaders. So much so, we see conflicting arguments appear almost every day.

The True Potential of AI

This is the second instalment of a two-part blog series on the widening skills gap, which turns the spotlight on UK STEM. View part one, &lsquo;Are you losing out on extraordinary talent? Consider a skills-based approach to recruitment and redeployment?&rsquo; <a href="https://www.linkedin.com/pulse/you-losing-out-extraordinary-talent-consider-approach-penny-queller/?trackingId=7slTSrGdEIDPEC85D31JKw%3D%3D">here.</a> 
The UK economy has hit the headlines for all the wrong reasons over recent weeks, and unsurprisingly, employer confidence is cooling. Even before this, the number of job vacancies in the UK fell by 3.6% in July to September 2022 &ndash; the third consecutive quarterly fall. But with 1,246,000 vacancies still available, this number was still 450,000 (56.6%) higher than before the pandemic, and nearly 117,000 (10.3%) above the level of a year ago.<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn1" name="_ftnref1">[1]</a>
Some sectors are feeling the talent squeeze more than others. According to the BBC, there were more than two million UK job vacancies in tech last year, more than any other labour area. <a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn2" name="_ftnref2">[2]</a> And a report by Tech Nation, published in June this year, says tech roles now make up 14% of all job opportunities in the UK, up from 11% in 2019.<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn3" name="_ftnref3">[3]</a>
As a specialist recruitment and workforce solutions provider, we have first-hand experience of the talent shortages affecting our clients across the UK, and we&rsquo;re working with them to find new ways to plug the skills gap, especially in high-value, vital STEM occupations.
Technology talent shortages 
Lorien, our technology and digital specialist brand, has a large portfolio of clients in financial services &ndash; a sector that has been going through a digital transformation. This transformation accelerated during the pandemic as the workforce became remote, and customers moved to digital and cashless payments and mobile banking.<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn4" name="_ftnref4">[4]</a>
Managing Director David Gettins explained that the demand for tech people has increased as everyone from retail to financial services companies look to improve the customer experience. He said: &ldquo;It&rsquo;s no longer just IT companies recruiting tech people: everyone is. And it&rsquo;s not just the big players either; even the smallest organisation is now going digital. Companies need those skills to create new digital products, reduce operating costs and prevent cybercrime.&rdquo;
It&rsquo;s an additional pressure on an already competitive market in which the talent pool is smaller too. With our homegrown workforce lacking the technical skills and experience required, and the UK no longer recruiting talent from APAC and Eastern Europe, the need is being met, at least in part, by workers from India and Pakistan.
Life sciences and engineering 
And it&rsquo;s not just technology experiencing the skills squeeze &ndash; other areas of STEM are finding recruitment and retention of quality talent equally challenging. According to the UK Commission for Employment &amp; Skills, 43% of science, technology, engineering and maths (STEM) vacancies are hard to fill.<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn5" name="_ftnref5">[5]</a> Audrey McCulloch, Operations Director of SRG, our life sciences, engineering and clinical recruitment specialists, explained that Covid had led to an unprecedented demand for biological scientists, and while the testing requirement has receded, vaccine developers are still needed. She said: &ldquo;We&rsquo;re seeing fewer individuals coming from European countries and that&rsquo;s creating a skills shortage.&rdquo;
The root of the skills gap is education. Although there has been an increase in STEM undergraduates over the past few years, only 24% of graduates in STEM subjects are known to be working in a STEM occupation six months later,<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn6" name="_ftnref6">[6]</a> and two-fifths of employers cited a shortage of STEM graduates as a key barrier to recruiting appropriate staff.<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn7" name="_ftnref7">[7]</a> Audrey also points to a decrease in the number of students doing industry placements as part of their degree, as well as a number choosing to go back into further education.
And it&rsquo;s not just in biological sciences. According to Audrey, the chemicals industry is facing a &lsquo;retirement cliff&rsquo;, and with many due to retire in the next five to 10 years, the candidate pool is being squeezed at both ends.
So, what can we do to reduce the skills gap?
For David, it starts with education. &ldquo;We need to focus on technology,&rdquo; he said, pointing to the technology colleges and universities of China, India and Eastern Europe.
Getting girls on board is crucial too. Lorien has partnered with TechGirls to raise awareness of tech careers among schoolgirls. As part of this partnership, the team spoke to pupils in Manchester and London about the opportunities available at one of our well-known retail clients, from product designers and product owners to UX designers. &ldquo;It opened their minds,&rdquo; said David. Lorien is also using a tool to make sure job adverts and job specifications are gender neutral.
SRG supports client engagement with universities, and it&rsquo;s working with one client to promote its apprenticeships and industry placements to future talent. Another client is investing in employee training to plug the skills gap &ndash; not only helping to tackle the problem but aiding retention too. &ldquo;Individuals who go through on-the-job training tend to be a lot more loyal,&rdquo; explained Audrey.
Retraining employees whose jobs are at risk is another way to meet the skills need &ndash; particularly those jobs at risk from the very digital transformation that is driving the demand for tech talent. For example, companies are moving away from project management to more agile methodology, with smaller teams working across a business to deliver new products more quickly. So, why not reskill and retain the project managers?
As for the current job market, with everyone after the same talent, companies must stand out from the crowd to attract talent. Clients are reviewing their compensation and benefits package, with cost-of-living bonuses and share options among the methods being used to attract and retain staff. Lorien has seen average permanent salaries for technology hires increase by 17% since the pandemic, compared to the first half of 2019.
Employers have to be more flexible too. They must be open to remote working, contract recruitment, and hiring candidates those whose skills and experience might not meet the job specification but who have the capability to grow. David said: &ldquo;We are having to think differently when we&rsquo;re putting teams together. Fortunately, our clients are open to new ways of doing things &ndash; in fact, they were among the early adopters of hybrid working. And as our business covers the whole of the UK, we can give our clients access to talent pools throughout the UK.&rdquo;
Audrey is also seeing flexibility in a sector that has been more rigid in the past. &ldquo;We&rsquo;re talking to clients and asking them to consider, do people have to be on site? Do they have to be based in the country? Some of the big pharmaceutical companies in the UK previously said &lsquo;no&rsquo; to remote working, but now they&rsquo;re realising they don&rsquo;t need to have all staff on site.&rdquo;
Finally, and perhaps most importantly of all, in today&rsquo;s disrupted talent market a brand&rsquo;s value proposition is key to attraction. According to research conducted by Gartner, a strong employee value proposition (EVP) can reduce the compensation premium by 50%, decrease annual employee turnover by just under 70% and increase new hire commitment by nearly 30%.<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn8" name="_ftnref8">[8]</a> And with more than a third of employees willing to quit their job if their employer does little or nothing to fight the climate crisis &ndash; rising to over half (53 per cent) of people aged between 18 and 24 years old<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftn9" name="_ftnref9">[9]</a> &ndash; it&rsquo;s clear that a company&rsquo;s mission, purpose and values are what attracts candidates to employers &ndash; and what keeps them there. David agreed that those clients with an attractive EVP are easier to recruit for &ndash; which is why both SRG and Lorien have been working with clients to understand and promote their value proposition. He added: &ldquo;Money is still a key driver, but purpose is the number one.&rdquo;
How can we help? 
If you need help attracting and retaining the right people, contact Impellam Group.
We&rsquo;re a collaborative network that delivers the right specialist recruitment and workforce solutions at the right time.&nbsp;
Our people are specialists in their fields and care about providing good work for people and good people for work.
Our unique, connected way of working gives our customers access to the full breadth of our solutions. Supported by our Customer Office, our customers benefit from a borderless, seamless service that delivers on the promises we make.
In a fast-moving, talent-short, disrupted world, our model delivers more innovation, ideas and growth in less time, more efficiently.
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<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref1" name="_ftn1">[1]</a> https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/jobsandvacanciesintheuk/latest
</div>
<div id="ftn2">
<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref2" name="_ftn2">[2]</a> https://www.bbc.co.uk/news/technology-62098767
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<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref3" name="_ftn3">[3]</a> Tech Nation, People and Skills Report 2022, https://technation.io/news/uk-tech-jobs-people-skills-report-2022/
</div>
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<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref4" name="_ftn4">[4]</a> https://www.fingent.com/blog/digital-transformation-in-financial-services-all-you-need-to-know
</div>
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<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref5" name="_ftn5">[5]</a> https://www.telegraph.co.uk/business/ready-and-enabled/stem-skills-shortage/
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<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref6" name="_ftn6">[6]</a> https://www.nao.org.uk/wp-content/uploads/2018/01/Delivering-STEM-Science-technology-engineering-and-mathematics-skills-for-the-economy-Summary.pdf
</div>
<div id="ftn7">
<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref7" name="_ftn7">[7]</a> https://luminate.prospects.ac.uk/the-uks-stem-skills-shortage
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<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref8" name="_ftn8">[8]</a> https://www.gartner.com/en/human-resources/insights/employee-engagement-performance/employee-value-proposition
</div>
<div id="ftn9">
<a href="file:///C:/Users/laura.eustace/AppData/Local/Microsoft/Windows/INetCache/Content.Outlook/P6E0P54U/Article_talent-shortage_181022%20FINAL.docx#_ftnref9" name="_ftn9">[9]</a> https://www.msn.com/en-gb/money/careersandeducation/employees-are-willing-to-quit-jobs-over-weak-climate-action-by-employer/ar-AA135Wr3
</div>
</div>

This is the second instalment of a two-part blog series on the widening skills gap, which turns the spotlight on UK STEM. View part one, &lsquo;Are you losing out on extraordinary talent? Consider a skills-based approach to recruitment and redeployment?&rsquo; here.

Strategies for closing the STEM skills gap

What&rsquo;s better than beating a world record? Beating your own world record!
That&rsquo;s what Guidant Global&rsquo;s Stephen Salmon has done. He completed the 2022 London Marathon in two hours, 56 minutes and seven seconds. It&rsquo;s the fastest marathon time for a participant in a non-racing wheelchair &ndash; and over 22 minutes fastest than his previous Guinness World Record of three hours 18 minutes and 15 seconds, which he set last year.
What&rsquo;s more, Stephen raised another &pound;3,642 for Whizz-Kidz, which funds wheelchairs, equipment and services for young wheelchair users. And we&rsquo;ve matched funds donated by Stephen&rsquo;s colleagues too.
As a wheelchair user, Stephen understands how important it is to empower young wheelchair users to be independent. While serving as a Royal Engineer in the British Army in his mid-20s, he suffered from an illness that resulted in him needing a wheelchair &ndash; and abruptly ended his military career. He&rsquo;s been volunteering for Whizz-Kidz since 2018 and has raised over &pound;15,000, wheeling 3 marathons. He says the charity played a key role turning his life around.
He says: &ldquo;Achieving the personal goal of setting new Guinness World Records has been made more meaningful for me by being able to support Whizz-Kidz at the same time. Through my association with the charity, I&rsquo;ve added a greater purpose to the life experience that resulted in me becoming a wheelchair user.&rdquo;
Stephen joined Guidant Global in 2019 and is now Senior Marketing Executive. He is co-lead of IMAble, our employee-led group for disability and mental health, and as a Disability Inclusion Specialist, he is helping to drive our disability inclusion strategy and shape best practice towards disability confident recruitment.

Guidant Global&rsquo;s, Stephen Salmon, completed the 2022 London Marathon in two hours, 56 minutes and seven seconds. It&rsquo;s the fastest marathon time for a participant in a non-racing wheelchair.

Stephen breaks world record

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Impellam Group, an industry-leading workforce and STEM talent solutions company, today announced that two senior executives, Claire Marsh, CEO of Impellam Group North America, and Brian Salkowski, Chief Experience Officer, Impellam Group, have been named Staffing Leaders to Watch in 2024 by Candidate.ly as presented at the World Staffing Summit.&nbsp;&nbsp;
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The World Staffing Awards, held at the World Staffing Summit, is an annual event in North America that recognises exceptional staffing leaders who drive innovation, offer meaningful solutions to solve industry challenges, and set the trends for more effective business operations. Marsh and Salkowski were recognised as the #1 and #2 &ldquo;leaders to watch&rdquo; respectively.&nbsp;
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Julia Robertson, CEO, Impellam Group, commented &ldquo;Claire and Brian are passionate, dynamic and innovative leaders. They take the time to truly understand our clients&rsquo; needs and work with their teams to deliver agile, customer-centric workforce and STEM talent solutions. This is an incredible achievement and confirms what we already know &ndash; our people make the difference.&rdquo;&nbsp;
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Jan Alexander Jedlinski, CEO &amp; CO-Founder Candidate.ly, said &ldquo;Claire's and Brian's achievements highlight their role in driving forward-thinking changes in the staffing sector. As we continue to recognise exceptional leaders at the World Staffing Summit, we are excited about the prospect of seeing Claire and Brian on the list again, showcasing the ongoing impact they have in our industry.&rdquo;&nbsp;
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Marsh has been recognised for her leadership style that is rooted in fostering inclusivity, where every individual's voice is not only acknowledged, but valued. Her dedication to promoting diversity and innovation has left an indelible mark on Impellam Group&rsquo;s culture. Similarly, this is the second year in the Top 100 for Salkowski, a testament to his unwavering commitment to changing the dynamics of MSP services and driving a superior customer and candidate experience. Both champion a better, more forward-thinking approach in the dynamic field of workforce and specialist talent solutions.&nbsp;&nbsp;
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<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">Claire Marsh, CEO of Impellam North America and Chief Experience Officer, Brian Salkowski, have been named Staffing Leaders to Watch in 2024 by Candidate.ly.&nbsp;

Staffing Leaders to Watch

SRG, powered by Impellam Group, today announced the launch of SRG Ireland. This expansion of SRG, the industry-leading workforce solutions and specialist recruiter for life science candidates in the UK, Europe and North America, is designed to support local talent and global customers.&nbsp;&nbsp;
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SRG Ireland will operate via expert in-country teams based in Dublin and Cork and offer agile workforce and specialist life sciences recruitment solutions.&nbsp;
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&ldquo;We are delighted to launch SRG Ireland, we think we can complement the burgeoning Irish life sciences sector and find exciting new roles for world-class Irish talent,&rdquo; commented Andrew Turner, Managing Director, SRG.&nbsp; &ldquo;We already work with many companies with a presence in the market and we recognise the wealth of new opportunities we can provide to candidates &ndash; locally and globally.&rdquo;&nbsp;
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SRG&rsquo;s expansion to Ireland, where the development of STEM talent is being driven by various schemes and initiatives &ndash; including the Irish Government&rsquo;s STEM Education Implementation Plan to 2026, will help local talent to build and thrive in STEM careers.&nbsp;
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SRG recruit across the Life Sciences product life cycle - covering scientific research and development (R&amp;D), clinical trials, manufacturing, and engineering disciplines. Services available to customers include:&nbsp;&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Temporary and Permanent Recruitment&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Managed Services and Contingent Workforce Solutions&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; RPO and Permanent Workforce Solutions&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Statement of Work&nbsp;&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Early Talent&nbsp;&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Executive Search&nbsp;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Technology and Strategic Partnerships&nbsp;
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For more information visit <a id="LPlnk292170" href="http://www.srgtalent.ie/" target="_blank" rel="noopener noreferrer" data-auth="NotApplicable" data-linkindex="0">www.srgtalent.ie</a>

SRG, Leading Life Sciences Recruiter, Launches in Ireland.
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SRG Launches in Ireland

We&rsquo;re delighted to announce that Patrick Stedman has been appointed Senior Vice President of SRG in North America.
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Patrick brings 17 years&rsquo; experience in staffing and talent management, with a background focusing on Life Sciences, Clinical Research, and IT verticals. Patrick will lead SRG&rsquo;s North American business, driving growth and strategic development and he&rsquo;ll play a pivotal role in our STEM senior leadership team, collaborating with our other brands.
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Ryan McMahon, President, describes Patrick as: "A proven leader with a track record of delivering outstanding results and building strong relationships with clients and candidates."
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<a href="https://www.srgtalent.com/us/blog/srg-appoints-patrick-stedman-as-new-sr-vice-president-" target="_blank" rel="noopener">You can find out more here.</a>
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Welcome to Impellam Group, Patrick!

SRG appoints Patrick Stedman as Senior Vice President.

SRG appoints Patrick Stedman

SRG announced the appointment of Andrew Turner to the role of Managing Director.
Turner joins SRG to execute the strategic and commercial leadership of the business, reporting in to Impellam&rsquo;s STEM portfolio CEO Kelly Morton. Turner will drive SRG&rsquo;s strategic vision and direct the development of new services and client offerings, while strengthening SRG&rsquo;s people-centric business culture.
Commenting on the appointment, Kelly Morton, STEM Portfolio CEO at Impellam Group, said: &ldquo;Andrew has an amazing and award-winning record of success. He understands what is needed to help our clients to build better businesses with the specialised talent SRG are experts in finding. I look forward to working with Andrew to establish and elevate our STEM recruitment and I&rsquo;m confident in his ability to continue SRG&rsquo;s mission in building tomorrow&rsquo;s world through powerful partnerships&rdquo;.
Andrew Turner, Managing Director SRG, said: &ldquo;Having enjoyed a career with Impellam for a number of years, I am looking forward to beginning my journey with Kelly and SRG. SRG&rsquo;s dedication to empowering individuals and STEM businesses to enhance the now and shape the future is not only inspiring, but crucial to match the ever-evolving needs of the STEM industries. I believe SRG&rsquo;s established talent network and partnership model places us in a unique position to solve the issue of futureproofing talent pipelines in scientific businesses across the world.&rdquo;
Turner joins SRG following an established career in strategic and commercial leadership for some of Impellam&rsquo;s global brands, most recently in the Asia and Pacific Regions. As Executive Director for Medacs, Global Medics and Litmus Workforce Solutions, Turner oversaw a full-scale business transformation including significant expansion of sales and operational functions to standardise business practice and streamline cost bases.

SRG announced the appointment of Andrew Turner to the role of Managing Director.

SRG appoints Andrew Turner

With more Ukrainian refugees entering the UK, one of Impellam Group&rsquo;s own has recently welcomed a Ukrainian refugee under the <a href="https://www.gov.uk/guidance/apply-for-a-visa-under-the-ukraine-sponsorship-scheme" target="_blank" rel="noopener noreferrer">Ukraine Sponsorship Scheme</a>. Choosing to remain anonymous, they share their experience on finding someone to sponsor and being prepared for their arrival.
<h4>It was something we always wanted to do.</h4>
My partner and I have previously considered opening our home up to people in need, but the timing had not been right for our family before. Sheltering a person in need can have a significant impact on your household. We wanted to wait until our children were mature enough to understand such an undertaking and handle the emotional aspects involved.
Now that they&rsquo;re older, we felt compelled to help. After all, we would want someone to help our family if the roles were reversed.
<h4>Finding someone to sponsor.</h4>
We had to use our initiative to find out how we could sponsor and host a Ukrainian refugee in the UK as we didn&rsquo;t have any Ukrainian connections beforehand. We found Oleksandra (not her real name) through a forum for musicians.
Alternatively, the mobile app, <a href="https://nextdoor.co.uk/" target="_blank" rel="noopener noreferrer">Nextdoor</a>, is a great resource for connecting with your local neighbourhood, and more importantly, finding a Ukrainian community in your area. Facebook groups are also a great way to connect with that community.
<h4>Our search for someone to sponsor.</h4>
While doing our search, we tried to look out for someone who had an interest in music so they would feel more comfortable in our home. Our family is musically inclined so we felt it would be a great way to bond if we couldn&rsquo;t communicate through a common spoken language.
Oleksandra happened to be a piano teacher and also had a great command of English so that made the connection easier to build. We initiated a few Skype calls at first so we could all to get to know each other a little better. The majority of the refugees are women and children, and sadly, they are also the ones most at risk.
<h4>Learning more about each other.</h4>
While we didn&rsquo;t ask too much about her current situation, we did check in on the kind of skills and work experience she had (so we could support her to find work in the UK), if she had any contacts in the UK and shared links to our local area so she could familiarise herself with it.
It was important we informed her of our home dynamic (such as if we had pets or young children), as well as the type of living quarters she&rsquo;d receive (such as if she would have a shared or private bathroom or a lock on her door) so she could know what to expect.
We created a WhatsApp group to share photos of our home with her so she could see where she would be staying. It was a great way to communicate as she was able to ask us whatever she wanted to before arriving.
<h4>Speeding up the application process.</h4>
Once we knew we wanted to sponsor Oleksandra, we submitted the paperwork online through the UK Government website. It could take weeks for the visa to get approved, so we wrote to our local MP who ultimately helped accelerate the application process. You will need to upload passport documents of anyone over 18 living in the household as well as downloading an invitation letter to share with the refugee.
<h4>Preparing for Oleksandra&rsquo;s arrival.</h4>
Some refugees may arrive with minimal belongings. There is always the likelihood that they may arrive with nothing, so I prepared essentials such as toiletries, feminine products, a dressing gown, extra clothes, transport apps and a working sim card. You may also want to set up a WhatsApp group introducing them to their local Ukrainian community.
Each refugee will receive a one-off &pound;200 credit card from the government when they arrive which they can use to spend on getting supplies. As a sponsor, you&rsquo;ll receive &pound;350 a month as a &ldquo;thank you&rdquo; from the government to contribute towards the extra costs involved in having another person in your home.
While Impellam Group were great at letting me work flexibly while I helped Oleksandra settle in, you may want to request time off with your employer as you&rsquo;d need time to show them around the neighbourhood and organise other items they might require.
<h4>Be patient, empathetic and respect their space.</h4>
Prior to Oleksandra&rsquo;s arrival, we spoke with mental health professionals on how we could support her. The best advice we received was to not ask too many questions and give her as much space and time as she needed.
It was important that she was allowed to adjust to a new life in her own time and that we didn&rsquo;t push her for details about what she had been through. We took a step back and let her talk to us when she felt comfortable.
You could never comprehend what a refugee has gone through, so we were mindful that Oleksandra may not be ready to talk about her experiences or what she has gone through in recent months.
<h4>In the three weeks since her arrival, Oleksandra has settled in really well.</h4>
She has made some new friends and has found work here. She is finding her place in our house and is sharing her culture with us, as well as learning from ours. My family and I are humbled to be able to support Oleksandra and will do everything we can to assist her during her time in the UK.

With more Ukrainian refugees entering the UK, one of Impellam Group&rsquo;s own has recently welcomed a Ukrainian refugee under the Ukraine Sponsorship Scheme and they share their experience on finding someone to sponsor and being prepared for their arrival.

Sponsoring Ukrainian refugees in the UK: Everything you need to know

Congratulations to our Impellam North America CEO, Claire Marsh, who has been named on SIA&rsquo;s North America Staffing 100 list for the third consecutive year.
The thirteenth annual&nbsp;list highlights the top 100&nbsp;influencers&nbsp;in the staffing and workforce solutions industry.
We&rsquo;re&nbsp;delighted that Claire has been named&nbsp;and recognised for her leadership and commitment to attracting and retaining top talent within Impellam, as well as her work and support in our global Equity, Diversity &amp; Inclusion Council, UNITY.
This follows a recent announcement that Claire was named #1 Staffing Leader to Watch in 2024 by Candidate.ly.

Impellam North America CEO, Claire Marsh, has been named on SIA&rsquo;s North America Staffing 100 list for the third consecutive year.

SIA Staffing 100 North America

A big congratulations to our&nbsp;Impellam Group&nbsp;CEO,&nbsp;Julia Robertson, CEO of Global Managed Services,&nbsp;Simon Blockley&nbsp;and Managing Director of&nbsp;Lorien,&nbsp;David Gettins, who have all been named on&nbsp;Staffing Industry Analysts&nbsp;2023 Staffing 100 Europe list!&nbsp; The list recognises European staffing leaders who are champions of change and boldly creating new pathways within the transforming workforce solutions ecosystem.&nbsp; We are thrilled that they have been recognised once again for their incredible work and leadership, as this is&nbsp;Julia&rsquo;s 9th,&nbsp;Simon&rsquo;s 7th and&nbsp;David&rsquo;s 2nd consecutive time appearing on the list.&nbsp;

A big congratulations to our Impellam Group CEO, Julia Robertson, CEO of Global Managed Services, Simon Blockley and Managing Director of Lorien, David Gettins, who have all been named on Staffing Industry Analysts 2023 Staffing 100 Europe list!

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<h3 class="Paragraph SCXW136487012 BCX8" style="color: windowtext; background-color: transparent; margin-right: 0px; margin-left: 0px; padding: 0px;">A big congratulations to Impellam North America CEO, Claire Marsh and Guidant Global COO, Brian Salkowski, who have been named on SIA&rsquo;s North America Staffing 100 list for 2023.</h3>
The twelfth annual list highlights the top 100 influencers in the staffing and workforce solutions industry whose work significantly impacts the workforce ecosystem.
We&rsquo;re delighted that Claire and Brian have been named and recognised for their incredible work within Impellam Group.
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A big congratulations to Impellam North America CEO, Claire Marsh and Guidant Global COO, Brian Salkowski, who have been named on SIA&rsquo;s North America Staffing 100 list for 2023.

SIA's Staffing 100

Congratulations to our&nbsp;Impellam Group&nbsp;CEO,&nbsp;Julia Robertson&nbsp;and CEO, Impellam North America,&nbsp;Claire Marsh, who have been named on the&nbsp;Staffing Industry Analysts&nbsp;2023 Global Power 150 Women in Staffing list! This annual list recognises women for exceptional contributions in the staffing industry, and whose innovative thinking and mentorship help propel the entire industry forward and provide inspiration to the next generation of leaders. We&rsquo;re delighted that they have been recognised once again for their incredible contributions and leadership.&nbsp;Julia&nbsp;has been recognised on the list every year since it started nine&nbsp;years ago, and it&rsquo;s&nbsp;Claire&rsquo;s fifth consecutive year on the list.&nbsp;

Congratulations to our Impellam Group CEO, Julia Robertson and CEO, Impellam North America, Claire Marsh, who have been named on the Staffing Industry Analysts 2023 Global Power 150 Women in Staffing list!

SIA Global Power 150

<header class="l-section hero-section hero-section-blog">
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<h2 class="blog-article-hero-title">Robin Sanders promoted</h2>
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<h3>We are delighted to announce&nbsp;<a href="https://www.linkedin.com/in/ACoAAAALjcgBqt3-TqczXObJz4D4cocl293Zelw" data-attribute-index="0" data-entity-type="MINI_PROFILE">Robin Sanders</a>&nbsp;has been promoted to Chief Sales Officer of&nbsp;<a href="https://www.linkedin.com/company/impellamgroup-plc/" data-attribute-index="2" data-entity-type="MINI_COMPANY">Impellam Group</a>&nbsp;North America.</h3>
 
Robin has been part of the Group for over 10 years, most recently in the role of Senior Vice President of Client Solutions at our brands&nbsp;<a href="https://www.linkedin.com/company/lorien/" data-attribute-index="4" data-entity-type="MINI_COMPANY">Lorien</a>&nbsp;&amp;&nbsp;<a href="https://www.linkedin.com/company/guidant-global/" data-attribute-index="6" data-entity-type="MINI_COMPANY">Guidant Global</a>. She will be leading&nbsp;<a href="https://www.linkedin.com/company/impellamgroup-plc/" data-attribute-index="8" data-entity-type="MINI_COMPANY">Impellam Group</a>&nbsp;North America's growth strategy across our brands to acquire new customers for the Solution Sales Group.&nbsp;
Simon Blockley, CEO of Global Managed Services at Impellam said of her promotion "Robin is a highly respected leader and has been a true Virtuoso throughout her 10+ years of dedicated service. Over the past 12 months, Robin has taken on significant additional responsibility as the Sales Leader for Impellam in North America and is spearheading sales for our Integrated Workforce Solutions for GMS and STEM.
Robin is an outstanding contributor and a wonderful colleague&hellip; and I can&rsquo;t wait to see the next barrage of amazing achievements!"
Congratulations&nbsp;<a href="https://www.linkedin.com/in/ACoAAAALjcgBqt3-TqczXObJz4D4cocl293Zelw" data-attribute-index="10" data-entity-type="MINI_PROFILE">Robin</a>!&nbsp;
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Robin Sanders has been promoted to Chief Sales Officer of Impellam Group North America.

Robin Sanders promoted

The 11th of November is an important date, which holds significance in the regions we work in around the world. In the UK, and Commonwealth countries including Australia and Canada, Remembrance Day commemorates the contribution and sacrifice of military and civilian servicemen and women in the two World Wars and later conflicts. In the US, our colleagues will be marking Veterans Day, honouring all those who have served in the United States Armed Forces. Thank you to all who served and those who continue to serve to defend our freedoms and protect our way of life.

The 11th of November is an important date, which holds significance in the regions we work in around the world. Remembrance Day for the UK and the Commonwealth countries, and for the US, Veterans Day.

Remembrance and Veterans Day

In today's diverse landscape, fostering an inclusive and accessible workplace is essential for organisations to thrive. Embracing diverse talent not only enriches the workforce but also supports high employee retention and boosts business performance.
The 22nd-26th of July marks Recite Me&rsquo;s annual awareness week, Accessibility to Me, a key day for celebrating the importance of inclusion.&nbsp;
This year, the theme is &lsquo;A Workplace for Everyone&rsquo;, a campaign dedicated to promoting the importance of inclusive recruitment and the creation of accessible workplaces. Highlighting how diverse talent can drive innovation and success, enhancing communication strategies and strengthening connections with customers, staff, and stakeholders.&nbsp;
We are proud to offer Recite Me assistive tools on our website to empower every visitor to customise their digital experience according to their needs.&nbsp;
You can choose from a range of tools including, text-to-speech functionality, customisable styling options, reading aids and a translation tool that boasts over 100 languages, including 65 text-to-speech voices.&nbsp;
&ldquo;Inclusion is important for our organisation to make sure that everyone feels valued by being heard and recognised for their input in the workplace. We are committed to in creating a working environment which allows people to feel they can bring their authentic selves to work&rdquo;.
Over 1 billion people worldwide live with some form of disability or impairment, so we must prioritise inclusivity.&nbsp;
Together with Recite Me we are on a mission to create an inclusive digital world, in total Recite Me is used on over 5,000 websites and we are thrilled to embark on this journey with them.&nbsp;
Acessibility is important to us as it provides all users with equal access and opportunities, regardless of their individual circumstances. We are committed to online accessibility and this can be achieved with the use of the <a href="https://reciteme.com/product/website-accessibility-checker/" target="_blank" rel="noopener">Recite Me Accessibility Checker </a>and <a href="https://reciteme.com/product/assistive-toolbar/" target="_blank" rel="noopener">Assistve Toolbar.&nbsp;</a>

Raising Awareness of ‘A Workplace for Everyone’ on Accessibility to Me Awareness Week 2024 

At&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/impellamgroup-plc/" data-attribute-index="0" data-entity-type="MINI_COMPANY">Impellam Group</a>, it&rsquo;s our culture of Virtuosity and the collaboration between our Virtuosos which truly sets us apart. Last week, we celebrated our people and their combined expertise, by holding a Proposition Growth Event alongside our direct sourcing technology partners,&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/bullhorn/" data-attribute-index="2" data-entity-type="MINI_COMPANY">Bullhorn</a>&nbsp;for Salesforce. Our Virtuosos were given a safe space to ask questions, discuss opportunities and share experiences.&nbsp;We were so impressed with the energy everyone put into thinking outside of the box, whilst keeping our customers at the heart of everything we do. Through our ongoing determination to do more and to be bold and brave, we help change lives, businesses and futures through the power of work.

Impellam Group celebrated our people and their combined expertise, by holding a Proposition Growth Event alongside our direct sourcing technology partners, Bullhorn for Salesforce.

Proposition Growth Event

At&nbsp;Impellam Group, we&rsquo;re changing businesses by breaking stereotypes and striving to improve diversity, equity and inclusion.&nbsp;Comensura&nbsp;has been partnering with&nbsp;New Futures Network&nbsp;and prisons to help prisoners reintegrate into society and employment. Recently, they hosted a Prison Collaboration Day at our Luton office, with Prison Employment Leads from HMP Drake Hall, Featherstone and Chelmsford, because members of our leadership team -&nbsp;Hoa Ngo,&nbsp;Simon Blockley,&nbsp;Joscelin Conrad&nbsp;and&nbsp;Lianne Watkinson&nbsp;- are part of their Employment Advisory Boards.&nbsp; The day was designed to share knowledge, with guests learning from Impellam subject matter experts and in turn, our guests hosted a lunch and learn sharing the great work they are leading which is designed to help prisoners into meaningful work and reduce reoffending. &nbsp; In addition, our business resource group IMWomxn organised clothing donations for the women at Drake Hall to wear during interviews to help build confidence.
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Comensura has partnered with New Futures Network and prisons to help prisoners reintegrate into society and employment - Impellam held a hosted a Prison Collaboration Day at our Luton office.

Prison Collaboration Day

The correlation between political and economic landscapes with business and recruitment confidence is intrinsically intertwined. Unsurprisingly, the political uncertainty the UK experienced for much of the first half of this year correlated with a fall in optimism and GDP.
However, the return to stability is often a catalyst for the re-invigoration of the economy and, subsequently, the labour market. All party manifestos included a clear focus to boost the UK&rsquo;s skills strength, so changes in the talent and employment landscape were inevitable.
There has been such growth and evolution in the world of work in the last few years &ndash; not to mention challenges and hurdles to overcome &ndash; that refocused efforts are welcomed.
<h2 class="MsoNormal">What are the core plans in progress and what do they mean for the UK&rsquo;s talent economy? &nbsp;</h2>
<h2 class="MsoNormal">The next 100 days</h2>
The new Prime Minister and his cabinet have been swift, with the first announcements being issued by Number 10 within a matter of days of Labour&rsquo;s appointment.
The King&rsquo;s Speech has laid the foundations for the next 100 days of the new Government, with skills and fair employment clearly at the heart of the plans to &ldquo;Make Work Pay&rdquo; for the UK. There&rsquo;s also a clear investment in a number of key industries that will see further pressures on specialist skills across the country, particularly within the green energy and technology remits. &nbsp;
While not all plans will be relevant to every business, or to skills development, there are a vast number of proposals from both the manifesto and subsequent speeches that will have an impact on the UK&rsquo;s talent landscape.
Here are the core topics HR, talent and procurement leaders need to stay on top of.
<h2 class="MsoNormal">Making work pay</h2>
Perhaps the most widely discussed part of Labour&rsquo;s initial campaign and manifesto was the new Employment Rights Bill. As was announced in the King&rsquo;s Speech new protections will be afforded to workers in accordance with the Labour party&rsquo;s &ldquo;<a href="https://labour.org.uk/wp-content/uploads/2024/06/MakeWorkPay.pdf" target="_blank" rel="noopener">Plan to make work pay</a>&rdquo; report.
There&rsquo;s a lot to digest in the plans, but the core <a href="https://www.hilldickinson.com/insights/articles/what-employment-law-changes-can-we-expect-new-labour-government" target="_blank" rel="noopener">regulatory </a>changes that will have the greatest impact on HR, talent and procurement leaders include:
<ul>
<li class="MsoListParagraphCxSpFirst" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp;The ban of zero-hour contracts to provide baseline security and predictability for all workers. This would require the employer to pay compensation to the individual if shifts or hours are cancelled or changed without reasonable notice.</li>
<li class="MsoListParagraphCxSpMiddle" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; A ban on fire and rehire practices, again focused on providing more stability for the worker and weeding out poor practice behaviours or abuses of power.</li>
<li style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp;Minimum wage reforms that would see the current cost of living also incorporated into rate decisions.</li>
<li class="MsoListParagraphCxSpMiddle" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; A new duty for businesses to inform workers &ndash; regardless of the model of their employment &ndash; of their right to join a union.</li>
<li class="MsoListParagraphCxSpMiddle" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; A right for the self-employed to have a written contract.</li>
<li class="MsoListParagraphCxSpLast" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp;Replacement of the current single status categories of worker (employee, worker and self-employed) with worker and self-employed.</li>
</ul>
Any legislative changes related to employment regulations are understandably difficult to navigate. The sheer scale of nuances in working style make a one-size-fits-all approach impossible. What is clear, though, is that workers and employers alike are set to navigate significant employment law changes in the very near future.
For Impellam customers, the good news is that our expert teams are well versed in supporting customers through significant legislative and economic change. We can provide compliant workforce and STEM talent solutions that help you to navigate and stay ahead of the evolving regulatory landscapes while securing mission-critical skills.
<h2 class="MsoNormal">The Back to Work Plan</h2>
Economic inactivity <a style="mso-endnote-id: edn1;" href="#_edn1" target="_blank" rel="noopener" name="_ednref1"><span style="font-size: 11.0pt; line-height: 107%; font-family: 'Calibri',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: Arial; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">[i]</a> has been a topical news item for much of this year. Data from the Office for National Statistics has shown persistently high levels of inactivity throughout the first half of 2024, with younger demographics often <a href="https://www.bbc.co.uk/news/business-52660591" target="_blank" rel="noopener">cited</a> as a large proportion of this group.
In a bid to address this, the new Work and Pensions Secretary, Liz Kendall, revealed further details on the Government&rsquo;s <a href="https://www.gov.uk/government/news/back-to-work-plan-will-help-drive-economic-growth-in-every-region" target="_blank" rel="noopener">Back to Work Plan</a>.&nbsp; As with much on-going political developments we have seen so far, the picture is constantly moving, however the <a href="https://www.personneltoday.com/hr/back-to-work-plan-labour/" target="_blank" rel="noopener">core</a> details of this plan at the time of writing include:
<ul>
<li class="MsoListParagraphCxSpFirst" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp;Creating a new national jobs and careers service through the merger of Job Centre Plus and the National Careers Service.</li>
<li class="MsoListParagraphCxSpMiddle" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp;Bringing in new devolved powers for mayors and local authorities to tailor skills development options on a regional level. This will include health support aimed largely at helping those with a disability into work where feasible.</li>
<li class="MsoListParagraphCxSpLast" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; The development of a Youth Guarantee for those between 18 and 21 which provides more training, further apprenticeships and better help into employment for this age group.</li>
</ul>
The finer details of the Back to Work Plan are still being mapped out and there have been calls from parties including the <a href="https://www.hrmagazine.co.uk/content/news/labour-s-back-to-work-plan-must-account-for-employers-disability-charity-says" target="_blank" rel="noopener">British Disability Forum</a> to take a consultative approach with employers and relevant bodies to &ldquo;get the plan right&rdquo;. Whatever shape this eventually takes, businesses across the UK should get involved in reshaping the skills development of future generations for the benefit of all.
<h2 class="MsoNormal">Skills England: driving workforce transformation</h2>
With an updated Employment Bill and new plans to get more people into work, there needs to be a clear line of reporting to ensure positive changes are implemented. The driver of this will be a new public body, <a href="https://labour.org.uk/wp-content/uploads/2023/07/Mission-breaking-down-barriers.pdf">Skills England</a>.
The make-up of this new body is yet to be fully defined, but commentators are hoping it will include representatives from business, education and employment to ensure any action is aligned with the needs of the modern workforce. Currently there are plans to equip Skills England with the tools to address concerns around training and development for early careers workers, which includes replacing the Apprenticeship Levy with a growth and skills one.
This would broaden the scope of the Levy, giving employers far more flexibility around how to invest their funds into their talent pools, including the flexible workforce. While the likes of the <a href="https://ifs.org.uk/articles/labours-growth-and-skills-levy-would-give-more-flexibility-firms-employers-would-still" target="_blank" rel="noopener">Institute of Fiscal Studies (IFS)</a> have warned that employers will need to &lsquo;get on board&rsquo; with these changes to reap the rewards, others, including the Association of Professional Staffing Companies (APSCo), have highlighted the benefit this will have to modern workforces.
As Tania Bowers, Global Public Policy Director at APSCo, commented: &ldquo;The commitment to reform the Apprenticeship Levy to deliver a Growth and Skills Levy is more akin to the modern world of work where rigid training routes simply don&rsquo;t work. Skills, migration and industrial strategy must be in alignment and employers need genuine flexibility around using their Levy funds to fulfil their potential and help solve the skills crisis. We continue to call for the funding of upskilling and reskilling of all workers, including agency workers and the self-employed, and will work closely with the new government on the detailed implementation of this policy.&rdquo;
<h2 class="MsoNormal">New councils, roles and responsibilities&nbsp;</h2>
With the pace of change in the UK economy accelerating at speed, plans have also been unveiled to create new bodies, councils and reshape responsibilities to best help the country thrive.
Key changes that will have an impact on workforces and recruitment include:
<ul>
<li class="MsoListParagraphCxSpFirst" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; A new Industrial Strategy Council to steer growth in &lsquo;clean power&rsquo; and create a more resilient UK. This new council will be driven by what the new Government has referred to as a &lsquo;genuine&rsquo; partnership between businesses, workers, unions and universities, delivering &lsquo;good&rsquo; jobs and developing core skills.</li>
<li class="MsoListParagraphCxSpMiddle" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; Launching a Single Enforcement Body to enforce statutory employment rights through stronger powers to inspect workplaces and uphold legislation for workers.</li>
<li class="MsoListParagraphCxSpMiddle" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; &nbsp;The expansion of the Department for Science, Innovation and Technology (DSIT) into a digital centre for Government to drive digital transformation in the UK and across the likes of the NHS.</li>
<li class="MsoListParagraphCxSpMiddle" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; Reforming the current points-based immigration system to have a more direct link to skills and the needs of UK businesses.</li>
<li class="MsoListParagraphCxSpLast" style="text-indent: -18pt;">&nbsp; &nbsp; &nbsp; &nbsp; An enhanced role for the Office for Budget Responsibility which may not have a direct link to skills growth, but will provide clear and planned fiscal rules to deliver stability in the UK economy.</li>
</ul>
<h2 class="MsoNormal">Creating more diverse employment practices</h2>
While the King&rsquo;s Speech outlined plans to improve equal pay and other elements to improve diversity in the workforce, one point that was missing that we certainly want to draw attention to is the plan to engage with prisons to help prison leavers into employment.
At Impellam, we know all too well that this is a significantly untapped talent pool and we are supporting many clients on campaigns to address this. Indeed, we have our own representatives at three prisons across the UK acting on their Employment Advisory Boards. Our brands including <a href="https://www.impellam.com/insights/prison-collaboration-day" target="_blank" rel="noopener">Comensura</a> have run prison collaboration days to share insights with employers on how to better engage with this demographic and help more people into work. &nbsp;&nbsp;
The appointment of James Timpson as Prisons Minister is a move that we fully support in driving change and we&rsquo;re hopeful that we will see positive changes in rehabilitation very quickly.
<h2 class="MsoNormal">Building a resilient skills landscape</h2>
It is clear the UK is in real need of a strong skills market.. Talent pools are limited in core STEM remits while demand is accelerating at a pace previously unseen. You can access the data that support this via our industry leading STEM talent solutions company Lorien and their latest <a href="https://www.lorienglobal.com/salary-survey-2024" target="_blank" rel="noopener">2024 Technology &amp; Digital Report.</a>
In amongst this, the makeup of the workforce itself has become more fluid and flexible. As Impellam&rsquo;s UK &amp; Europe CEO and Chair of the Employment Advisory Board for HM Prison Chelmsford Simon Blockley, explained, the next 100 days and beyond will be critical to lay the foundation for growth that the country&rsquo;s employers and workforce are expecting;
&ldquo;We&rsquo;re seemingly at a pivotal point. Economic positivity, business optimism and a strong labour market all go hand-in-hand. As the new Government settles in and the UK looks towards the future, continued evolution, skills growth and development are top of the agenda.
&ldquo;We are all excited to see what the next few months hold for the UK and will continue to work closely with our customers and their talent pools to support them all through a transitionary period.&rdquo;
If you want to talk to our workforce solutions and STEM talent experts or need help navigating the latest labour market challenges, please get in touch: <a href="mailto:askImpellam@Impellam.com">askImpellam@Impellam.com</a>
<div style="mso-element: endnote-list;">
<div id="edn1" style="mso-element: endnote;">
&nbsp;[i] People not in employment who have not been seeking work within the last 4 weeks and/or are unable to start work within the next 2 weeks.
</div>
</div>

Political change: What the new UK Government means for talent

We are proud to announce that we are working with&nbsp;Planet Mark&nbsp;to support our decarbonisation journey on the pathway to net zero. Through the Planet Mark Business Certification, we will be measuring and reducing our carbon footprint to ensure that we are embedding sustainability into our business practices. At&nbsp;Impellam Group, we are committed to making environmental improvements to drive a more sustainable future and to improve the social, economic and environmental wellbeing of the communities in which we operate.

We are proud to announce that we are working with Planet Mark to support our decarbonisation journey on the pathway to net zero.

Planet Mark Partnership

We are delighted to announce that Impellam&rsquo;s UK operations are now Planet Mark Business Certified, recognising how successfully we&rsquo;re embedding sustainability into our business practices and our commitment to continuing to do so.
Impellam Group is committed to making environmental improvements to drive a more sustainable future, be a trusted partner and improve the social, economic and environmental wellbeing of the communities in which we operate.
In November 2023, we <a href="https://www.impellam.com/insights/planet-mark-partnership">appointed environmental consultancy Planet Mark</a> to support our decarbonisation journey in the UK on the road to net zero.
With Planet Mark we are measuring our progress against UN Sustainable Development Goals with notable achievements including:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 83% of our energy demand met by renewable energy
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 98% of our waste recycled and composted
You can see our <a href="https://cdn.sourceflow.co.uk/x5u5yyit9754tzqq0ub39dhyr9f4" target="_blank" rel="noopener">Planet Certificate here.</a>
You can find out more about Impellam&rsquo;s Sustainability Strategy, and our partnership with Planet Mark, in our <a href="https://www.impellam.com/insights/impellam-launches-impact-report">Global Impact Report 2023</a>.

Impellam&rsquo;s UK operations are now Planet Mark Business Certified.

Planet Mark Business Certified

We&rsquo;re thrilled that <a href="https://www.srgtalent.com/">SRG </a>has launched its annual Global Talent Trends and Insights report, in partnership with <a href="https://www.linkedin.com/company/jobs.newscientist/">New Scientist Jobs</a>. &nbsp; Whether you&rsquo;re a business looking to attract and retain talent, or a professional hoping to find out more about STEM sector salary trends &ndash; this report is your go-to resource.&nbsp; &nbsp; Based on primary research from over 4,000 life sciences and STEM industry professionals, the report gives exclusive insights on what sparks their career ambitions, what they seek in an ideal employer, their outlook on AI&rsquo;s impact on the future of work, salary benchmarking and diversity and inclusion. &nbsp; &nbsp; Did you know:&nbsp;
<ul>
<li>More than half of the UK respondents said they are likely to change jobs this year. &nbsp;</li>
<li>Female life sciences professionals in North America are moving toward closing the gender pay gap. Today it is 8% from the previous deficit of 21%. </li>
<li>Engineering scientists make the most, with an average salary of $98,720 in North America.&nbsp;</li>
</ul>
To find out more and get the full insights, download the SRG reports below.&nbsp;
<a href="https://www.srgtalent.com/us/salary-survey">Download the US report.</a>
<a href="https://www.srgtalent.com/global-talent-trends-and-insights-2024">Download the UK report</a>

New Global Talent Trends and Insights report launched

Happy National STEM Day! We&rsquo;re delighted to celebrate (today and every day!) the work and achievements of our experts and talent community in the ever-evolving world of science, technology, engineering and mathematics (STEM). At Impellam, we&rsquo;re proud to have filled more than 26,500 STEM roles over the last year and we continue to engage with over 1 million STEM experts in our talent communities. In the UK our experts have continued to make a difference with their work to support young people getting into STEM, including working with charities like&nbsp;STEM Learning UK&rsquo;s Ambassador Program and&nbsp;MAMA.codes - Raising Digital Kids. We also working to support and encourage the growing pool of future talent through our&nbsp;STEM Council For Good&nbsp;North America programme, which provides mentorship pathways for people wanting to get into STEM. We are dedicated to breaking down barriers and unleashing the potential of our diverse and ambitious STEM candidates, helping them change lives, change businesses and change futures.

National STEM Day

According to NHS England, one in 4 adults and one in 10 children experience mental illness, and many of us know and care for people who do. Mental health includes our emotional, psychological, and social well-being. It affects how we think, feel and act, and also helps determine how we handle stress, relate to others and make choices.1
&nbsp;
Common types of mental health problems include panic attacks, bipolar disorder, depression and eating problems.2 Hosted by the Mental Health Foundation, Mental Health Awareness Week takes place in the UK from 13 -19 May 2019 to create awareness around mental health in our communities.
&nbsp;
The theme this year is Body Image &ndash; how we think and feel about our bodies3. "All of us live with our bodies as they evolve and change. Just as all of us have a role in shaping an inclusive culture where we help others feel comfortable in their own skin."
&nbsp;
It&rsquo;s important that employers and their employees take steps to promote positive mental health and support those experiencing ill mental health.1 People that feel good about themselves often work productively, interact well with colleagues and make a valuable contribution to the workplace. A recent Chartered Institute of Personnel and Development study found, for the first time, stress is the major cause of long-term absence in workers. Promoting positive mental health in your workplace can therefore be very beneficial, and ways to promote mental health in the workplace include1:
&nbsp;
<ul style="list-style-type: disc;">
<li>Understanding mental health: staff supported by their employer are more likely to be able to stay in work or return to work after a period of absence, reducing long-term absences in the organisation; </li>
<li>Commit to improving mental health: employers should publicise its commitment to promoting mental health, which can start normalising the subject and encourage staff to talk to their manager and colleagues about their mental health; </li>
<li>Educate staff about mental health: train managers on how to spot ill mental health and manage someone experiencing ill mental health. Provide them with the confidence to approach matters that concern them and help them to support their team in the best possible way.&nbsp;&nbsp;</li>
</ul>
&nbsp;
As an international people business, we at Impellam Group have a responsibility as both an employer, and as a gateway to numerous industries, to ensure we work to embed <a href="https://www.impellam.com/edi-statement">Equality, Diversity and Inclusion (ED&amp;I)</a>&nbsp;across our Group and the workplaces we serve across the world. We&rsquo;ve therefore created an internal EDI council that&rsquo;s open to all Impellam Group employees to be part of.
&nbsp;
Our EDI council brings our people, candidates and clients together; to realise a vision for a personal, fair and diverse collective of organisations where everyone&rsquo;s voice is heard, where everyone is represented, and where everyone - whether they&rsquo;re our people candidates or our clients &ndash; can ultimately contribute towards building better businesses.
&nbsp;
The Mental Health Foundation are hosting Mental Health Awareness Week from 13 &ndash; 19 May 2019. 
&nbsp;
Notes
1 acas.org.uk 2 mind.org.uk 3 mentalhealth.org.uk

Understanding mental health is the first step to promoting positive mental health in the workplace. If properly dealt with, overall worker absence can be reduced.

Mental Health Awareness Week

A huge congratulations to our longest serving employee Maria Lewis, for 35 years at&nbsp;Impellam Group!&nbsp;
Paul McMahon, Group Director of Operations and Transformation, commented on the occasion, "Maria celebrates her 35 years&rsquo; service this week and is now the longest serving employee at Impellam which is truly amazing. Maria&rsquo;s many years of service are a true testimony of her dedication and commitment to the organization,&nbsp; Thank you for your hard work and dedication over the last 35 years and a big congratulations for achieving such a significant milestone".
We couldn&rsquo;t be more thankful and proud of her dedication and work with us, over all these years - she is a true OG Virtuoso!&nbsp;

A huge congratulations to our longest serving employee Maria Lewis, for 35 years at Impellam Group!

Longest serving employee

<header class="l-section hero-section hero-section-blog">
<div class="l-container">&nbsp;</div>
</header>
<div class="blog-article-body">
Congratulations to our UK Managing Director of Guidant Global, Karina Townley, who has been named as APSCo OutSource Leader of the Year at the APSCO OutSource Awards for Excellence 2023!&nbsp; The award recognises a member who has demonstrated great leadership skills and qualities in motivating and inspiring their teams.&nbsp; We&rsquo;re so proud of Karina for being recognised for her incredible leadership and work for our colleagues and clients!&nbsp;
&nbsp;
</div>

UK Managing Director of Guidant Global, Karina Townley, who has been named as APSCo OutSource Leader of the Year at the APSCO OutSource Awards for Excellence 2023!

Karina Townley named APSCo Leader

On International Women&rsquo;s Day (and every day) we celebrate the extraordinary contributions of women across Impellam Group, including our colleagues, clients and candidates.
This year&rsquo;s International Women&rsquo;s Day (IWD) theme, #AccelerateAction, calls for urgent steps to drive meaningful change.
<h2>Our Commitment to Action</h2>
At Impellam, we&rsquo;re turning words into action with two key initiatives:
1. Global Clothing Drive for Women&rsquo;s Charities
We&rsquo;re collecting clothing donations to support regional women&rsquo;s charities, helping to empower women with professional and everyday attire for confidence and success. We believe in the power of work to change lives and change futures.
The charities we are supporting include: Smart Works in the UK &ndash; learn more here: <a href="https://www.smartworks.org.uk/" target="_blank" rel="noopener">https://www.smartworks.org.uk/</a> Dress for Success in the US &ndash; learn more here: <a href="https://dressforsuccess.org/" target="_blank" rel="noopener">https://dressforsuccess.org/</a>
2. Supporting Inherit Your Rights
This year we are donating the fee we usually pay for a speaker to one of the recognised official IWD charities. We have made a donation to Inherit Your Rights, a charity dedicated to fighting gender-based injustice in Tanzania. Learn more about their incredible work: <a href="https://www.inherityourrights.org/" target="_blank" rel="noopener">https://www.inherityourrights.org/</a>
We&rsquo;re also empowering the Workforce: From mentoring programmes to breaking barriers, read more about our initiatives in our <a title="Impact Report" href="https://www.impellam.com/about-us/impact-report" target="_blank" rel="noopener">Impact Report.</a>&nbsp;

International Women’s Day: Accelerating Action for a More Equal Future

For over a decade, Impellam Group has been a Managed Services partner with a major energy company that powers the lives of millions. Based in the United States, this Fortune 500 company employs over 28,000 individuals and serves 8.2 million customers.
We discovered they were experiencing mission-critical skills shortages in digitalisation and automation, and quickly stepped in with an Integrated Talent Solution.
Our customer is a Fortune 500 energy company based out of the United States and is one of the country&rsquo;s largest energy holding companies. With over 28,000 people serving 8.2 million customers, and collectively owning 50,000 megawatts of energy capacity, it has powered the lives of customers and communities for many years.

Over 28,000 people

Collectively owning

2,600 contingent workers & 56 key suppliers

Providing support for 

99.4%

More than $2 million

13% 

21% 

<h2>The Challenge</h2>
As business needs, digitalisation, automation and markets evolved, the customer's contingent talent solutions requirements quickly shifted towards hard-to-find technology talent. We need to pivot our approach to meet the customer's increasing demands for these mission-critical technology skillsets with the right people, at the right time, without increasing costs or compromising talent quality.
<iframe title="Video_CaseStudy-US Energy Company UK version Final" src="https://player.vimeo.com/video/1033106113?title=0&amp;byline=0&amp;portrait=0&amp;badge=0&amp;autopause=0&amp;player_id=0&amp;app_id=58479" width="700" height="400" frameborder="0" allow="autoplay; fullscreen; picture-in-picture; clipboard-write"></iframe>
&nbsp;
<blockquote>
&ldquo;It was impressive to see how much Impellam values our relationship. They presented agile new solutions to address our business challenges. We now work with true subject matter experts. Impellam&rsquo;s &lsquo;outside of the box&rsquo; mindset has improved efficiencies, dramatically improved fill rates and has even driven our own internal collaboration and connectedness. We are excited to see what the future holds.&rdquo;
</blockquote>
<h2>The Solution</h2>
We created a scalable, cost-effective talent programme designed to find the skillsets needed to futureproof the client&rsquo;s business. We did this through our Integrated Talent Solution, a blend of MSP and STEM talent expertise, delivering mission-critical talent when the client needed it.
At Impellam, we consistently listen and re-evaluate our service so we can establish the workforce solutions needed to help our customers build better businesses. Our unique, connected way of working gives clients access to the full breadth of our customisable solutions.
By working in a close, trusted partnership with the client, our people were able to identify and understand their challenges, share specialist insights, and challenge thinking. In doing so, we were able to co-create a scalable, cost-effective technology talent programme catered to meet their changing needs.
Our Integrated Workforce Solutions (IWS) model was key. Impellam STEM talent experts were embedded directly into the customer&rsquo;s MSP programme to support contingent hiring within the tech function.
Impellam&rsquo;s access to far-reaching mission-critical STEM talent is unrivalled. We don&rsquo;t work jobs, we build talent communities with leading tech, engineering, and life sciences experts around the world, so we were able to present our customer with the best contingent technology talent in the market and deliver exactly what they needed at pace and scale.
The powerful combination of customer centricity and Impellam Group&rsquo;s culture of Virtuosity makes a difference by driving value and optimal outcomes. Our integrated approach and direct access to an established community of contingent technology talent enabled us to quickly ﬂex our approach, providing the organisation with direct access to the right resources to help future-proof the business.
<h2>The Results</h2>
The customer has the right data at their ﬁngertips, so they can make the right decisions at the right time. Their leadership team has access to data on the progress against agreed targets and visibility into their spend on talent, as well as guidance on cost avoidance and greater consistency across all contracts and engagements. Creating a trusted relationship and ensuring customer collaboration is at the very forefront of our partnership.
Backed by our specialist industry research and talent insights, the organisation has been able to strengthen its employee value proposition and to be an industry leader when it comes to talent attraction.
With the ability to tap into the full range of expertise we offer at Impellam, from award-winning talent marketing to market rate strategies, our connected approach gives this leading energy provider the exact talent they need to power the homes of their 8 million customers.
This partnership demonstrates how Impellam&rsquo;s integrated workforce solutions and unique, connected way of working give clients access to customisable solutions - built with the customer&rsquo;s strategy at the heart.
Our strategic approach drove significant cost savings and boosted our client&rsquo;s&rsquo; workforce capabilities. Find out more about our<a href="https://impellam.com/customer-solutions/integrated-talent-solutions" target="_blank" rel="noopener"> Integrated Talent Solutions.</a>

Integrated Talent Solutions: Energising the workforce

Managers who invest energy and time into delivering clear lines of communication will build trust with their teams, ultimately leading to increased productivity and team morale.
With up to 40% of the global workforce now contingent, it&rsquo;s important to acknowledge and effectively communicate with temporary workforces like permanent staff. It takes specific skills to listen effectively, including listening with an open mind, not interrupting and picking up on non-verbal clues.
Careful consideration should be also be given to creating an effective employee feedback process&nbsp;so that it&rsquo;s deployed as part of a wider engagement strategy.
There's also a full blog from Blue Arrow on <a href="http://www.bluearrow.co.uk/latest-blogs-improving-productivity/how-listening-to-your-temporary-workforce-can-increase-productivity">how to listen to your temporary workforce,. </a>Blue Arrow is one of the UK&rsquo;s largest recruitment consultancies, placing candidates into fulfilling temporary roles within transport, logistics, call centres, hospitality, catering, manufacturing, production and Public Sector roles.&nbsp;
To learn more about the <a href="https://www.impellam.com/about-us/our-group">benefits of employee engagement</a> for busines.

Delivering clear lines of communication will build trust with temporary workforces

Increasing workforce productivity through listening

At Impellam Group, we have a proud heritage of supporting the military community and the broader defence sector. We have a talented and ever-growing community from the Armed forces in our Group, and a dedicated employee-led Business Resource Group, IM Military, for our veterans.
Earlier this month, IM Military, organised an event for our signing of the UK Armed Forces Covenant. We are proud to have formally signed, showing our commitment to continue to support the Armed Forces Community.
Simon Blockley, CEO of Global Managed Services, said of the signing, &lsquo;At a brand level, Carbon60, Lorien, Comensura and Guidant Global are already signed up to the Armed Forces Covenant. By elevating this support to the group level, we will be able to have a bigger impact on the Military community through a louder unified Impellam voice. Not only ensuring Impellam supports and treats the Armed Forces community with fairness and respect but by influencing our extensive client base to do the same.&rsquo;
At Impellam we are committed to creating an inclusive and diverse culture built on trust. We look forward to building on our support as a Group and providing greater impact on the Armed Forces Community.

At Impellam Group, we have a proud heritage of supporting the military community and the broader defence sector.

Impellam signs Armed Forces Covenant

Impellam Group North America has been named forth &lsquo;Top Staffing Companies to Work For&rsquo; at the World Staffing Awards presented by Candidate.ly. &nbsp;
Claire Marsh, CEO Impellam North America, commented, &ldquo;These awards are meaningful because they represent organizations that make a real impact, and are voted for by our customers, suppliers, candidates and colleagues. To achieve a spot in the Top 5 is testament to our growing reputation as industry experts and talent leaders, as well as the customer and candidate centricity we demonstrate, every day.&rdquo; &nbsp;
<h2>About the World Staffing Awards&nbsp;</h2>
Each year, the World Staffing Award selects the Top Staffing Companies to work for and Top Staffing Leaders to watch. The winners are selected by a public voting taking place and announced during the World Staffing Summit.&nbsp;
<h2>About Candidate.ly&nbsp;</h2>
The host of the World Staffing Summit, Candidate.ly is the leading AI-powered platform for modernizing how staffing agencies present and manage talent. &nbsp;

Impellam North America is named a Top Staffing Company in 2025! 

<ul style="list-style-type: disc;">
<li>Danny Cohen to lead STEM human capital solutions delivered in Lorien, SRG, and Bartech across North America as Managing Director of the STEM portfolio</li>
<li>Tracy Monsour appointed SVP, Marketing, North America in newly developed US-based marketing function</li>
<li>Impellam North America has been recognized by Forbes in the categories for Best Executive, Professional, and Temporary Recruitment Firms, among only 22 of 455 companies to have ranked on all three lists.</li>
</ul>
We are delighted to&nbsp;announce today the appointment of Danny Cohen as Managing Director, STEM, North America and Tracy Monsour as SVP, Marketing, North America. Cohen and Monsour both report into Claire Marsh, CEO, Impellam, North America.
Cohen has direct oversight and is responsible for driving strategy across the Impellam STEM portfolio, including the Lorien, SRG, and Bartech divisions, working closely with the respective brand presidents.
Monsour leads marketing and communication activities across all Impellam brands in the US and Canada, including Bartech, Corestaff, Lorien, and SRG.
&ldquo;It&rsquo;s a really exciting time for Danny and Tracy to join Impellam, as they&rsquo;ll play integral roles in the ongoing, rapid growth of our business in North America,&rdquo; commented Claire Marsh, CEO, North America, &ldquo;We&rsquo;re also honored to be one of a very select few companies recognized by Forbes as leaders in executive, professional, and temporary recruitment. Our reputation is set to continue to rise with the appointment of Danny and Tracy. Recruiting two people of their stature demonstrates the magnitude of our ambition and our commitment to delivering excellence across all areas of our business. We have a world-class leadership team in place, and I can&rsquo;t wait to see what we can deliver together for our clients and candidates.&rdquo;
Danny Cohen, Managing Director, STEM North America, &ldquo;I am thrilled to join Impellam. Community is important to me, and in Impellam I have found a community of like-minded people enthusiasts who embrace originality, agility, and doing the right thing. A great passion of mine is in finding pathways for everyone into the STEM industry and I&rsquo;m delighted this ethos is shared by Claire and our team.&rdquo;
Tracy Monsour, SVP, Marketing, North America added, &ldquo;Impellam has some of the most respected staffing brands in the market, and I am proud to work for a company that puts trust and people at the heart of everything they do. The leadership team values creativity and collaboration, so I am looking forward to working together to deliver bold new campaigns for our brands.&rdquo;
The news of Cohen and Monsour&rsquo;s appointments follows the recent announcement that Ann Bookout has joined as Global Head of Culture and Fulfillment for Impellam Group.
NOTES
Danny Cohen
Cohen started his career&nbsp;in&nbsp;recruitment in&nbsp;Europe over&nbsp;20&nbsp;years ago, working via&nbsp;many specialist brands within the&nbsp;SThree&nbsp;Group.&nbsp;He moved to Amsterdam in 2005 eventually leading all STEM contract brands across Benelux and France before relocating to the&nbsp;US where he was promoted to&nbsp;Computer Futures&rsquo;&nbsp;Head of&nbsp;Americas.&nbsp;Away from his day job,&nbsp;Cohen&nbsp;sits on a&nbsp;number of&nbsp;diversity&nbsp;and&nbsp;tech&nbsp;boards; he is the co-founder of&nbsp;Breaking&nbsp;the&nbsp;Glass,&nbsp;a leading&nbsp;professional program for&nbsp;women&nbsp;in&nbsp;the&nbsp;tech community&nbsp;and their allies;&nbsp;and board member at both 50/50 Women Board and the San Diego Tech Hub,&nbsp;a&nbsp;partnership to help under-served and under-represented communities get jobs in&nbsp;technology.
Tracy Monsour
Monsour has significant executive experience in the field of marketing and communications. She has spent most of her career working in and around the human capital industry and has a passion for developing and mentoring young professionals. She started her career working for Bernard Hodes Group and during that 15+ year tenure, rose to SVP and co-head of national sales; and later held roles in TMP Worldwide (now Radancy) and most recently in Randstad. At Randstad she rose to become the Global Head of Content, Thought Leadership and Enterprise Insights where she headed a team that was responsible for driving share of voice for the company across all relevant media platforms, with a focus on engaging enterprise client companies. Monsour was also instrumental in developing the women&rsquo;s mentorship program for Randstad that fosters and develops early-to-mid career women in achieving professional growth and fulfillment.

Impellam has announced today the appointment of Danny Cohen as Managing Director, STEM, North America and Tracy Monsour as SVP, Marketing, North America. Cohen and Monsour both report into Claire Marsh, CEO, Impellam, North America.

Impellam North America announces executive hires and prestigious Forbes recognition

Four of Impellam&rsquo;s global leadership team have been named in the 2024 SIA Global Power 150 Women in Staffing - Julia Robertson, Group CEO, Claire Marsh, CEO North America, Kelly-Ann Lynch, Managing Director APAC and Nicole Trudgett, COO APAC.
<h2>Julia Robertson, Group CEO</h2>
Julia Robertson has been a prominent figure in the staffing industry since founding her own recruitment business in 1986. In 2024, she became CEO of HeadFirst Global when HeadFirst Group joined forces with Impellam to become one of the world&rsquo;s largest STEM talent and MSPs. She has led Impellam Group since 1996, driving strategy and growth for more than 20 years. Looking forward, Robertson plans to leverage the combined strength and capability of the group&rsquo;s well-known brands, people and distinctive technology to deliver market-leading, digitally enabled and differentiated solutions to customers across the world.
<h2> Claire Marsh, CEO North America</h2>
For three consecutive years, Claire Marsh has delivered year-over-year growth across Impellam Group North America&rsquo;s portfolio, including double-digit growth in its STEM brands. Marsh has also spearheaded the integration of technology and automation to enhance delivery and contractor engagement at Impellam Group NA. Under Marsh&rsquo;s leadership, Bartech Staffing &mdash; an Impellam Group brand &mdash; was rated Top IT and Engineering Staffing Firm in 2024 by Great Recruiters. In the same year, it was named one of the Largest Engineering Staffing Firms in the US by SIA.
&nbsp;
<h2>Kelly-Ann Lynch, Managing Director APAC</h2>
&nbsp;When Kelly-Ann Lynch first joined Impellam Group in 2018, she led the organization&rsquo;s Comensura Australia business to become the leading provider of vendor-neutral MSPs in the country with over 50 programs. Since Guidant Global launched in APAC in 2021, Lynch has achieved a 100% customer retention rate and spearheaded DE&amp;I initiatives to expand the number of Indigenous-owned businesses within recruitment supply chains. She also helped grow Impellam APAC&rsquo;s MSP spend under management to nearly AU$1 billion. Lynch is a sought-after industry mentor and speaker and last year participated in Impellam&rsquo;s global Virtuoso Alliance, collaborating with other industry leaders.
<h2>Nicole Trudgett, COO APAC</h2>
Driving a culture of continuous improvement, Nicole Trudgett has enabled Impellam Group to achieve over 90% customer retention in APAC since she joined the company in 2015. Trudgett leads the customer experience (CX) team and launched the Workforce Delivery Centre (WDC) in October 2023. The WDC has placed over 350 candidates since its launch and continues to be a key part of Impellam&rsquo;s global fulfilment strategy. The CX team has also enjoyed a 100% employee retention rate over the last year. Under Trudgett&rsquo;s watch, diversity and inclusion have also increased within the MSP supply chain to encompass 11% of suppliers.&nbsp;
<h2>About the SIA Global Power 150 Women List</h2>
In its milestone 10th year, SIA&rsquo;s annual list highlights 100 women from the Americas and 50 globally who have made significant contributions to the success of their companies and the workforce ecosystem. Those on this list include CEOs, entrepreneurs, division heads, technologists and more.
<a title="SIA 2024 Global Power 150 Women List" href="https://www.staffingindustry.com/lists/global-power-150/global-power-150-women-staffing" target="_blank" rel="noopener">View the full list</a>
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Impellam leadership named in the SIA Global Power 150 Women List

We are delighted to announce that two of our leadership team at Impellam Group were named among the most influential leaders in the Staffing Industry Analysts 2024 Staffing 100 Europe list: Julia Robertson, our Group CEO and Simon Blockley, CEO Impellam UK and Europe.
<h2 class="MsoNormal">Julia Robertson</h2>
Group CEO
Julia Robertson has been a prominent figure in the staffing industry since founding her own recruitment business in 1986. In 2024, she became CEO of HeadFirst Global when HeadFirst Group joined forces with Impellam to become one of the world&rsquo;s largest STEM talent and MSPs. She has led Impellam Group since 1996, driving strategy and growth for more than 20 years. Looking forward, Robertson plans to leverage the combined strength and capability of the group&rsquo;s well-known brands, people and distinctive technology to deliver market-leading, digitally enabled and differentiated solutions to customers across the&nbsp;world.
<h2 class="MsoNormal">Simon Blockley</h2>
CEO, Impellam UK and Europe
After a five-year tenure as CEO of Impellam Global Managed Services, Simon Blockley assumed his current role in January. In 2023, Blockley led the organisation to 9.9% year-over-&nbsp; year growth in revenue. His current focus is driving further portfolio growth through Impellam&rsquo;s Integrated Workforce Solutions model, which offers a combination of workforce and STEM talent solutions expertise. One of Blockley&rsquo;s passions is championing workplace inclusivity. As chair of the Employment Advisory Board for HM Prison Chelmsford, he helps prisoners transition from incarceration to rewarding&nbsp;careers.
<h2 class="MsoNormal">About the SIA Staffing 100 Europe list&nbsp;</h2>
The Staffing 100 Europe list recognises those European staffing leaders whose significant accomplishments and vision are shaping the world of work.
It is a celebration of the industry&rsquo;s top leaders shaping the future of recruitment.
<a href="https://www.staffingindustry.com/lists/staffing-100-europe/2024-staffing-100-europe" target="_blank" rel="noopener">View the full list here.</a>

Impellam leadership named in the SIA 2024 Staffing 100 Europe list

We are delighted to announce that two of our team at Impellam Group have been named on the 2024 SIA Diversity, Equity &amp; Inclusion (DE&amp;I) Influencers list for the US and Canada: Ann Bookout, SVP, ED&amp;I and Change Effectiveness and Geogina Gold, North America Programme Director at Guidant Global.&nbsp;
<h2>Georgina Gold&nbsp;</h2>
In addition to her day job, Georgina looks after the in-house mentorship program at Impellam, pairing mentors with mentees to develop and retain top talent at Impellam in the US. &nbsp;
Georgina is the North American leader of IMWomxn, the group which celebrates anyone who identifies as female, provides a safe space for members to discuss these issues and share their experiences. For her the benefits of confronting uncomfortable topics far outweigh the initial discomfort. &ldquo;Don&rsquo;t be afraid to &hellip; have the big talk,&rdquo; she urges. &ldquo;You'll get deeper relationships and better connections from doing so.&rdquo;&nbsp;
<h2>Ann Bookout&nbsp;</h2>
Ann counts the successful planning and execution of our Diverse Supplier Summit among her recent DE&amp;I achievements. The event brought a wide range of diverse customers, suppliers and community partners together. It also featured a keynote speaker from a local historically Black college who talked about the talent landscape and the importance of building a pipeline of diverse talent. &ldquo;The event really focused on bringing diverse suppliers into the conversation but also [on] the diversity of talent communities,&rdquo; Bookout says. &ldquo;It led to really great cross-collaboration with our customers.&rdquo; &nbsp;
<h2>About the SIA DE&amp;I Influencers list&nbsp;</h2>
The SIA DE&amp;I Influencers list recognizes leaders in organizations who are placing a strong focus on diversity, equity and inclusion and creating real change. &nbsp;
It&rsquo;s a celebration of those who have had a demonstrable influence within the workforce solutions sector, challenging others to think differently by bringing challenging issues into the limelight.
<a href="https://dei.staffingindustry.com/">Click here to take a look at the full list.</a>

Impellam leadership named in SIA DE&I Influencers list 2024 

<h2>Introducing the 2025 Impellam Global ESG Impact Report.&nbsp;</h2>
Our latest<a title="Impact Report" href="https://www.impellam.com/about-us/impact-report" target="_blank" rel="noopener"> Impact Report </a>shows how we&rsquo;re working to remove the barriers to employment and providing candidates with life-changing opportunities &ndash; all while helping to create workplaces that are both inclusive and inviting.&nbsp;
We&rsquo;re also sharing how we&rsquo;ve made a meaningful impact in our communities, nurturing future talent, and giving back by donating not just money, but through the time and expertise of our people &ndash; arguably even more valuable.&nbsp;
We&rsquo;re equally committed to looking after our own people. Thanks to our culture of Virtuosity, reinforced by our UNITY Council driving our equity, diversity and inclusion initiatives, we create a safe, welcoming, and inclusive working environment.
You can also read more about how our environmental focus continues, with steady progress towards our decarbonisation and 2045 Net Zero journey. We&rsquo;ve implemented initiatives and Science-Based Targets and engaged colleagues to make a meaningful difference in their everyday actions.&nbsp; Increasingly people are looking to businesses to lead the way on economic, environmental and social sustainability. As a purpose-led, connected business we&rsquo;re uniquely placed to help build better businesses and help people lead more fulfilling lives through the power of work.&nbsp;
<h3>Your Partner in Purpose-Driven Success&nbsp;</h3>
Our Global Impact ESG Report highlights how we are:
1. &nbsp; &nbsp;Delivering social value for our customers and communities&nbsp; 2. &nbsp; &nbsp;Creating inclusive cultures that empower talent &nbsp; 3. &nbsp; &nbsp;Providing life-changing opportunities by removing barriers to meaningful employment&nbsp; 4. &nbsp; &nbsp;Driving sustainable climate action with a transparent sustainability roadmap to Net Zero&nbsp; 5. &nbsp; &nbsp;Helping customers find the mission-critical STEM talent they need to futureproof their business&nbsp;
<h4>Discover how we&rsquo;re changing lives, changing businesses, and changing futures.&nbsp;</h4>
&nbsp;
<h3>Click on the links below to view the UK English or US English versions of our Impact ESG Report</h3>
<a title="Impact Report UK English " href="https://cdn.sourceflow.co.uk/tmzdj6sst804w9qa0w1kellfte1l" target="_blank" rel="noopener">Read our Global Impact ESG Report UK English</a>
<a title="Impact Report US English" href="https://cdn.sourceflow.co.uk/hopru5d1dg5gm7x1bm9menqq0wgx" target="_blank" rel="noopener">Read our Global Impact ESG Report US English</a>
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Our Global Impact Report showcases our commitment to economic, environment and social sustainability. We use the power of work to build better futures for our colleagues, clients, communities and planet.

Impellam launches Impact Report

Impellam Group is delighted to have won the prestigious Workplace Award for &lsquo;Most Impressive Executive Engagement&rsquo; in Amsterdam, the Netherlands on 27th September, 2018.
Impellam Group rolled out the internal communication platform in April 2018 across the five continents in which our brands operate.
Since being rolled out, Workplace has broken down silos, streamlined internal communications, and opened up new channels of strategic conversation across the business to improve Group insight and productivity.
The leaders of Impellam Group have pioneered Workplace from the very start. Group CEO, Julia Robertson, regularly shares engaging videos and posts that provide the business with insight into our collective mission and vision; to be the world&rsquo;s most trusted staffing company &ndash; trusted by our people, our customers and our investors in equal measures.
Julia has leveraged the democratic capabilities of Workplace through the use of polls, and our leaders engender trust and transparency with business updates and engagements with colleagues&rsquo; posts on Workplace.
The internal communication platform facilitates heightened collaboration across our portfolio of managed services and specialist staffing brands. Collaboration through innovation enables Impellam Group to provide international clients with the expert recruitment support that their businesses require in a changing world.&nbsp;
Workplace also supports Impellam Group&rsquo;s strategic business objective to love our candidates. The collaborative nature of Workplace allows our brands to instantly share candidate feedback. Candidate feedback enables Impellam Group to gain a deep understanding of how we can improve our service to ensure we find fulfilling work that provides a genuine sense of purpose for everyone around the world.&nbsp;
Workplace enables all 3,200 Impellam Group employees to have a voice and engage easily with everyone, including leaders, across our international business, whilst supporting our commitment to our strategic objectives.&nbsp;
We&rsquo;re delighted to have won this award, and would like to extend special thanks to <a href="https://www.azuronaut.com/" target="_blank" rel="noopener noreferrer">Azuronaut </a>for their support in implementing Workplace. Impellam is excited for the future efficiencies and strategic powers that Workplace will provide our business.&nbsp;
<div>Visit our <a href="https://www.impellam.com/jobs">Careers page</a>&nbsp;for more awards we've won.</div>

Impellam Group is delighted to win prestigious Workplace Award for &lsquo;Most Impressive Executive Engagement&rsquo;.

Impellam Group wins Workplace Transform Award

Impellam Group PLC, the 2nd largest staffing business in the UK and 7th largest MSP worldwide has acquired Flexy Corporation Limited (<a style="text-align: left;" href="http://www.flexy.com/">www.flexy.com</a>), a leading flexible staffing platform based in London.&nbsp;
Founded in 2015, Flexy uses psychometrics, machine learning, and nudge theory to unlock local talent. It was designed and built by a team of psychologists, recruitment experts, and digital architects to streamline the casual labour market. Flexy enables meaningful connections between companies looking for flexible labour and individuals looking for flexible work.
Flexy provides an innovative, data-driven analysis platform to provide insights and consumer-grade digital experiences. The efficiency gained through the utilisation of technology combined with Impellam&rsquo;s deep staffing experience will augment our portfolio and service offering to customers and candidates.&nbsp;&nbsp;
Oliver Crofton, Managing Director, Flexy, added: &ldquo;We are delighted to be joining Impellam and to sit alongside such trusted recruitment brands. We developed Flexy to help companies leverage the power of technology to reach local candidates, and now with the backing of Impellam, we can accelerate our growth in this exciting and evolving recruitment landscape&rdquo;
Julia Robertson, Group CEO, Impellam Group: &ldquo;The strategic partnership with Flexy combines digital capabilities and technologies with our current portfolio&rsquo;s deep heritage and expertise; to offer new solutions, more choice, and better, technology-led experiences for customers and candidates alike&rdquo;.
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 Notes to editors:
Press contact:
Stuart-James Mitchell 02030964667
 Information about Impellam Group
Impellam is the second largest staffing company in the UK and seventh largest Managed Services provider worldwide. Our vision is to be the world&rsquo;s most trusted staffing company &ndash; trusted by our people, our customers and our investors in equal measure.&nbsp; We provide Managed Services and Specialist Staffing solutions across the UK, Europe, US, the Middle East and Australasia. We have over 2,500 Impellam people throughout our network of 13 market-leading brands across 76 worldwide locations.&nbsp; Impellam Group&rsquo;s mission is to provide fulfilment and a sense of purpose to our people and to help customers build better businesses in a changing world.
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We also have more<a href="https://www.impellam.com/customer-solutions">&nbsp;information on technology solutions</a> delivered by our brands for those interested.
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Impellam Group PLC has acquired Flexy Corporation Limited, a leading flexible staffing platform based in London

Impellam Group PLC Acquires Flexy, an AI Powered Staffing Platform

We&rsquo;re proud to announce that we have achieved the Planet Mark Business Certification globally, demonstrating our commitment to reducing our impact on the planet. This is an incredible achievement involving the entire company.&nbsp;
The Planet Mark Business Certification is an internationally recognised sustainability certification for all organisations acknowledging continuous progress, encouraging action and building an empowered community of like-minded individuals.&nbsp;
In order to achieve this sustainability certification, we&rsquo;ve followed a robust three-step process: Measuring our impact, engaging everyone in the business and communicating our progress. We have measured our own carbon footprint and will continue to take responsibility of our carbon emissions to have a positive impact on planet and society. We are also contributing to the UN SDGs (Sustainable Development Goals) as we believe that it&rsquo;s important, more than ever, to do more good and create a sustainable future.&nbsp;
At Impellam Group, we are committed to making environmental improvements to drive a more sustainable future and to improve the social, economic and environmental wellbeing of the communities in which we operate.
Our entire business has contributed to our achievement in becoming Planet Mark certified, and every individual will continue to play an important role in our sustainability commitment. &nbsp;
Our vision is to be the world&rsquo;s most trusted workforce and STEM talent solutions group. Impellam is committed to being a trusted sustainability partner to candidates, customers and colleagues and to the year-on-year reductions needed to reach net zero by 2050.
<a href="https://cdn.sourceflow.co.uk/vt8vix200qdk6piomyfzrz16cbyt">Read about out commitment to achieving Net Zero here.</a>

Impellam Group Planet Mark Business Certified globally

Impellam Group, powered by Guidant Global, Lorien and Comensura, today announced Leader status in two key Everest Group PEAK Matrix&reg; categories:
-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Contingent Workforce Management (CWM)/Managed Service Providers (MSP)
-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Services Procurement/Statement of Work (SOW)
Impellam Group is one of only five companies globally to have been named a Leader in both categories.
<h2>Contingent Workforce Management (CWM)/Managed Service Providers (MSP)</h2>
&ldquo; In a highly competitive MSP market, we are proud that Impellam has maintained Leader status yet again,&rdquo; commented Simon Blockley, CEO Impellam UK &amp; Europe. &ldquo;Our rich experience, customer-centric approach and diversified portfolio, combined with our extensive investments in our people and technology, ensure we are always providing the mission-critical talent needed to futureproof our customers businesses."
"Impellam Group continues to enhance its global talent solutions, which will be further bolstered following its recent collaboration with HeadFirst Group," says Krishna Charan, Vice President at Everest Group. "Its strategic investments in technology, direct sourcing, and automation, supplemented by its ongoing proprietary VMS and analytics enhancements, helped Impellam Group cement its position as a Leader in Everest Group&rsquo;s 2024 Contingent Workforce Management (CWM) / Managed Service Provider (MSP) PEAK Matrix&reg; Assessments." 
<h2 class="MsoNormal" style="line-height: 150%;">Services Procurement/Statement of Work (SOW)</h2>
&ldquo;At Impellam we function as an extension of our customers&rsquo; Procurement teams, providing operational best practice guidance and real-time data-led insights, giving access to the expertise needed to deliver transformational value through our services procurement solutions.&rdquo; commented Claire Marsh, CEO Impellam North America. &ldquo;We are thrilled to have been recognised as Leaders in services procurement and continue to develop our service offering to ensure we are always helping our customers build better businesses.&rdquo;&nbsp;
&ldquo;Impellam Group&rsquo;s experience in managing both procure-to-pay and strategic source-to-contract processes of services procurement has solidified its position as a Leader in Everest Group&rsquo;s Services Procurement / SOW PEAK Matrix&reg; 2024," says Krishna Charan, Vice President at Everest Group. "Through dedicated investments in SOW analytics, proprietary VMS capabilities, and establishing a Centre of Excellence for SOW management, Impellam Group continues to cater to varied client needs.&rdquo;
<h2 class="MsoNormal" style="line-height: 150%;"> About the Everest Peak Matrix&reg; 2024</h2>
The Everest Group PEAK Matrix&reg; is a highly respected global benchmarking framework that provides the analysis and insights customers need to make critical selection decisions about global services providers, locations, and products &amp; solutions. It is widely trusted to assess market success and delivery capabilities, providing valuable insights for making informed decisions. The framework categorises companies into Leaders, Major Contenders, and Aspirants, based on two primary dimensions: market success (which includes client wins and revenue growth) and delivery capability (which encompasses scale, innovation, and customer satisfaction).

Impellam Group named industry leader in Everest Group Peak Matrix® 2024 

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<h2 class="Paragraph SCXW168026229 BCX0">Impellam Group named largest staffing firm in the UK</h2>
We are pleased to announce that Impellam Group has been named the largest staffing firm in the UK, according to research by Staffing Industry Analysts (SIA). SIA&rsquo;s &lsquo;Largest Staffing Firms in the UK 2024&rsquo; report lists the 125 biggest firms in the UK based on 2023 revenue, whilst also highlighting the fastest growing staffing organisations, and offers an insight into the structure, size and state of the current UK marketplace.&nbsp;&nbsp;
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With a diverse portfolio of specialist brands and a global footprint, Impellam offers unparalleled workforce and STEM talent solutions expertise to provide organisations with mission-critical skillsets to future-proof their business.&nbsp;
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Simon Blockley, CEO Impellam UK &amp; Europe commented "We are pleased to be recognised as the number one staffing firm in the UK. It is testament to the trusted relationships we build with our customers, candidates and colleagues and the important solutions we deliver. We are excited for what the future holds and remain committed to shaping the workforce of tomorrow&rdquo;.&nbsp;
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The report also highlights that Recruit-Train-Deploy (RTD) models are becoming more prevalent in the staffing industry, as they offer a unique solution to expanding skills gaps, particularly in technology. Given the UK&rsquo;s ongoing talent scarcity issues, these models and companies may start appearing more commonly in the market.&nbsp;&nbsp;&nbsp;
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Impellam&rsquo;s <a href="https://www.impellam.com/customer-solutions/recruit-train-deploy" target="_blank" rel="noopener">Recruit, Train, Deploy</a> solution is well established in tackling the UK&rsquo;s critical skills shortages, equipping both early and experienced talent with in-demand skills to help businesses thrive.&nbsp; This solution helps organisations de-risk their talent pipeline while strengthening the UK economy. By connecting businesses with diverse, motivated talent and providing pathways to success, we&rsquo;re building a skilled workforce that meets today&rsquo;s challenges and prepares for tomorrow&rsquo;s opportunities.&nbsp;
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At Impellam, we believe in the power of work to build better businesses and help people lead more fulfilling lives.&nbsp;
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<a href="https://www.staffingindustry.com/research/research-reports/emea/largest-staffing-firms-in-the-uk-2024">Read SIA&rsquo;s largest staffing firms in the UK report.&nbsp;</a>
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Impellam Group Leading the Way   

One of two companies globally named Leader in three categories of Everest Group PEAK MATRIX&reg;
Impellam Group today announced it is one of only two companies globally with brands recognised as Leaders in Everest Group PEAK MATRIX&reg; in the categories:
 - &nbsp; &nbsp;Contingent Workforce Management (CWM)/Managed Service Providers (MSP)&nbsp; - &nbsp; &nbsp;Services Procurement/Statement of Work (SOW) &nbsp; - &nbsp; &nbsp;UK IT Contingent Talent and Strategic Services&nbsp;
&ldquo;At Impellam we are proud of our global scale and unparalleled heritage in delivering expert workforce &amp; STEM talent solutions, and I am delighted that we have again been recognised as Leaders by Everest Group,&rdquo; says Julia Robertson, Group CEO, Impellam Group. &ldquo;Our strength lies not just in our specialist vertical markets and regional knowledge, but in our people working together as one team; we collaborate, and we are connected. &nbsp;As a result, we can support customers in a unique way by seamlessly bringing together large-scale MSP services with the specialist mission-critical talent they needed to future-proof their businesses&rdquo;.
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<h2>About the Everest Group Peak MATRIX<span style="font-size: 11.0pt; line-height: 107%; font-family: 'Arial',sans-serif; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-ansi-language: EN-GB; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">&reg; </h2>
The Everest Group PEAK MATRIX&reg; is a highly respected global benchmarking framework that provides the analysis and insights customers need to make critical selection decisions about global services providers, locations, and products &amp; solutions. It is widely trusted to assess market success and delivery capabilities, providing valuable insights for making informed decisions. The framework categorises companies into Leaders, Major Contenders, and Aspirants, based on two primary dimensions: market success (which includes client wins and revenue growth) and delivery capability (which encompasses scale, innovation, and customer satisfaction).

Impellam Group Brands named industry Leader in Everest Group PEAK MATRIX® 

June 2024
&nbsp;
A year after signing the Armed Forces Covenant, Impellam is proud to have been awarded silver accreditation in the Defence Employer Recognition Scheme.&nbsp; The Employer Recognition Scheme (ERS) acknowledges employers that provide exceptional support to the Armed Forces community and Defence by going above and beyond their Covenant pledges. At Impellam, we have a proud heritage of supporting the military community and the broader defence sector. We have a talented and ever-growing community from the Armed Forces in our Group, and a dedicated employee-led Business Resource Group, IMMilitary, for our veterans. At <a class="app-aware-link " href="https://www.linkedin.com/company/impellamgroup/" target="_self" data-test-app-aware-link="">Impellam Group</a> we change businesses, we change lives and we change futures.

Impellam awarded silver accreditation in the Defence Employer Recognition Scheme  2024

We&rsquo;re still buzzing from the Tech Talent &amp; AI conference we co-hosted with&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/lorien/" data-attribute-index="0" data-entity-type="MINI_COMPANY">Lorien</a>&nbsp;recently!&nbsp; The event included a keynote speech by our guest speaker&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/in/ACoAAAA_vhsBhIQe7nqkSnBNN8xYZpStrr7Oapg" data-attribute-index="2" data-entity-type="MINI_PROFILE">Priya Lakhani OBE</a>, Founder &amp; CEO of&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/century-tech/" data-attribute-index="4" data-entity-type="MINI_COMPANY">CENTURY Tech</a>. She was joined by our&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/lorien/" data-attribute-index="6" data-entity-type="MINI_COMPANY">Lorien</a>&nbsp;Sales Director&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/in/ACoAAAFRk9ABP-0XdsAaMeT3G64iFUyZPmr0WMU" data-attribute-index="8" data-entity-type="MINI_PROFILE">Joanna Fagbadegun</a>&nbsp;and Director of Solutions and Insights&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/in/ACoAAAHhaxwBuR3a6eSmoLyO3DlzZsKegLWeSF0" data-attribute-index="10" data-entity-type="MINI_PROFILE">Darren Topping</a>&nbsp;to discuss all things tech, the fascinating world of AI and the impact on talent solutions.&nbsp; It was an inspiring event, and we were thrilled to bring together the very best of&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/impellamgroup-plc/" data-attribute-index="12" data-entity-type="MINI_COMPANY">Impellam Group</a>&nbsp;for our partners.&nbsp;&nbsp;

Impellam and Lorien hosted a Tech Talent &amp; AI Conference with special keynote speaker, bringing together the best of Impellam.

Impellam and Lorien Conference

To celebrate this year&rsquo;s International Women&rsquo;s Day, we held events in the UK and North America, where Impellam colleagues shared their experiences of the barriers women and others can face at work, and how Impellam can help drive more equitable workplaces and opportunities for all.
In our London event organised by Impellam&rsquo;s IM Womxn Business Resource Group, guest speaker Lauren Neal, best-selling author of &lsquo;Valued at Work&rsquo; was joined by Hoa Ngo, Managing Director, Comensura; Hayley Klaff, Director of Projects &ndash; STEM, Lorien; and Laura Browne, Client Services Manager, Guidant Global.
They discussed the question, &lsquo;why do we need to inspire inclusion?&rsquo;
Sharing examples of bias and sexism she&rsquo;s encountered working on engineering projects, Lauren said inclusion is about making sure that everyone feels valued by being heard and recognised for their input in the workplace: &ldquo;If we don&rsquo;t have an ability to have everybody take part and be valued for taking part, we&rsquo;re going to miss everything.&rdquo;
For Hoa, inspiring inclusion &lsquo;is an everyday thing&rsquo; we can each demonstrate in how we interact with our peers and show respect for others.
This backed up by Hayley Klaff: &ldquo;Everyone has a part to play in this. It&rsquo;s important people feel they&rsquo;ve got an opportunity to contribute and their voices will be heard &ndash; this is why we ensure that we&rsquo;ve got an inclusive environment [at Impellam].&rdquo;
Hoa said there have been men who have been supportive and encouraging to her in her career, and urged more men to &lsquo;open the door&rsquo; and support female colleagues.
The panel went on to discuss issues such as why companies box-tick to meet Equality, Diversity &amp; Inclusion recruitment targets when they should instead focus on why they&rsquo;re recruiting women and from other under-recognised groups. Hayley said recruiting: &ldquo;&hellip;shouldn&rsquo;t feel like box-ticking, it should feel authentic and ask, &lsquo;what matters to us and what matters to the people who work for us?&rsquo;&rdquo; And then putting time and effort into providing those things.
The panel also discussed how allyship could be increased by walking in others&rsquo; shoes and asking, to better understand the challenges they experience; and why mentoring and sponsorship is so important in supporting each other to rise. &ldquo;We all meet &lsquo;Queen Bees&rsquo; in our careers, but we&rsquo;re lucky at Impellam - we have women in leadership who are really supportive,&rdquo; said Laura Browne.
In North America, Claire Marsh, CEO North America, hosted a panel event with Jillian Montgomery, HR Business Partner; Danielle Keane, Senior Director - VMS Implementations, Impellam; Lizzie Verbeek, P&amp;D Business Partner, Impellam; Briana Moglia Boyajian, Principle Mobile Recruiter, Lorien; Jillian Montgomery, HR Business Partner, Impellam; and guest Kahlila Alexander, Associate Director and Diversity Advocate - Kimberly Clark.
The panel shared insights on how everyone can work together as coaches, mentors, allies and sponsors to create more equitable workplaces and provide equality in opportunities for all. They also discussed making sure others &lsquo;know what you know&rsquo; by sharing your story with others to &lsquo;put yourself out there&rsquo;.
Once concept that struct a chord was &lsquo;The Platinum Rule&rsquo;. This is treating others the way they want to be treated, over and above treating others how you&rsquo;d like to be treated (the &lsquo;Golden Rule&rsquo;). As Claire said: &ldquo;[Adopting] this approach allows us to build more effective relationships and recognize the unique strengths that everyone brings to the table.&rdquo;

Impellam celebrated International Women's Day with two panel discussions with guest speakers, exploring the theme of 'Inspire Inclusion'.

How Impellam inspires inclusion

For an organisation to flourish in the digital economy, it needs to stand at the forefront of technological innovation. This is true across all industries &mdash; whether it be recruitment, managed services or aeronautical engineering.
&nbsp;
One of the major technological trends on the lips of everyone this year is blockchain. Most of us have become aware of it through cryptocurrencies like Bitcoin and Ethereum. And through architectural change, it is already transforming the financial sector in the form of smart contracts, distributed ledgers and decentralised currencies. UBS has already issued its &lsquo;utility settlement coin&rsquo; for use in the financial markets, for example.
&nbsp;
Blockchain, however, looks set to reach far beyond the walls of the city. We are already beginning to see it secure grounding in recruitment and managed services. From verifying CVs, to creating trusted candidate profiles, to reducing the logistical pressures on HR departments, there is huge potential for blockchain to transform our industry. No doubt we will also see more beneficial uses for the technology going forward that aren&rsquo;t yet visible too.
&nbsp;
Over the past ten years, transactional, communication and advertising spends have all been reduced thanks to the internet. Speed and efficiency have also helped us focus on adding genuine value through the products and services we sell &mdash; especially as the marketplace we live and work in is increasingly globalised.
&nbsp;
With blockchain technology, these trends are not only going to accelerate, they are likely to move us towards a position we currently think unattainable. Every day businesses reap the rewards of digitisation. In the future, we are likely to be in a position where we can look back at these early stages of blockchain and recognise the revolutionary impact it had on society, commerce and humanity.
&nbsp;
But where are we at now, and what are we likely to see in the near to medium-term future? And what positive, and potential negative impacts are we likely to see blockchain have on recruitment and managed services?
&nbsp;
<h3 style="margin-bottom: 0.0001pt;">Establishing trust through blockchain</h3>
&nbsp;
A significant amount of time in the recruitment process is taken up by verifying candidate identities. From checking that references are legitimate, to confirming academic qualifications, to making sure the candidate&rsquo;s work history is accurate, this chunk of time could be used more effectively.
&nbsp;
Blockchain technology offers a solution. Startups like APPII may be at an early stage in their evolution, but the technology it presents could revolutionise the way we recruit. APPII uses blockchain technology to verify education, CVs and career profiles. If employed successfully, it would allow recruiters to instantly confirm candidate identity. As Co-founder and Managing Director of APPII, Gary McKay suggests:
&nbsp;
&ldquo;It is imperative for employers to undertake due diligence on future employees in industries where health, safety, security, and the environment are given heavy focus. For example, in financial services if you&rsquo;re providing your money to someone to invest, you don&rsquo;t want that person to have been given their role by falsifying their CV. It is the same if you go to see a doctor or nurse. APPII has harnessed blockchain technology to help employers find pre-verified candidates quickly and at a lower cost and for candidates to increase their employability through pre-verified CVs.&rdquo;
&nbsp;
One of the questions surrounding this is whether it could spell the end of recruitment as we know it. The time saved doing this could reduce the number of staff needed to attract and place candidates &mdash; for some companies at least. But the best organisations will use the time saved verifying identities through blockchain to focus on making sure candidates and clients match culturally. Head of Innovation &amp; Insight at Impellam Group, Charlotte Horton, is excited about the potential of blockchain in recruitment:
&nbsp;
&ldquo;The full potential of blockchain technologies are yet to be fully realised due to the maturity of the landscape but we see applications like APPII signalling a fundamental shift in the power balance between job seekers and employers. In these instances the need to consistently reproduce documentation and verify credentials is significantly reduced for job seekers creating a smoother experience and reducing the time it takes to start working.
&nbsp;
 Blockchain creates a trusted network, reduces the cost and more importantly puts job seekers at the centre of the pre-employment checks, referencing and ID verification. We&rsquo;re enthusiastic about the possibilities that blockchain offers but recognise that we are still years out from seeing true business transformation as there are still multiple economic, technological and social barriers to overcome."
&nbsp;
By focusing on cultural fit, candidates that are placed into positions that match their skills and ambition will engage with roles for longer. Likewise, companies are more likely to return to the same recruiter if they feel they are being provided with tailored staff that culturally match their business. For the best organisations in our sector, this is a potential win-win. Blockchain has the potential to improve retention and motivation &mdash; both vital in the modern economy.
&nbsp;
<h3 style="margin-bottom: 0.0001pt;">Blockchain solutions to recruitment problems</h3>
&nbsp;
If you&rsquo;re already tired of hearing about GDPR this year you&rsquo;re not alone. Making sure every aspect of an organisation is compliant can be painful and time-consuming &mdash; especially for an industry like recruitment that handles vast swathes of personal information every day.
&nbsp;
The fact that information is decentralised on a blockchain which cannot be deleted will worry some in the legal sphere. However, it is possible with platforms like APPII for candidates to destroy their information by deleting their personal access key, which adheres to the &lsquo;right to be forgotten&rsquo; aspect of GDPR policy. There are still some questions, what with blockchain being an early stage innovation, but it should make complying with GDPR simpler for organisations.
&nbsp;
More importantly, all information stored on a blockchain is watertight. It will allow organisations to store huge amounts of data without the need to secure large databases &mdash; with blockchain, at no point can data be breached. As Divya Joshi of Business Insider suggests:
&nbsp;
 &ldquo;Data cannot be overwritten, data manipulation is extremely impractical, thus securing data and eliminating centralized points that cybercriminals often target.&rdquo;
&nbsp;
A more exciting role that blockchain can play in the recruitment industry is through the use of crypto coins. Most of us are already au fait with cryptocurrencies like Bitcoin. But the possibilities for digital currency to be used on a smaller, personalised scale, for individual organisations, is potentially huge. One idea might be to offer coin tokens for referrals which can then be spent on pre-determined products and services. But ideas that reach beyond this are likely to break out once we&rsquo;ve started to fully understand blockchain&rsquo;s true potential.
&nbsp;
<h3 style="margin-bottom: 0.0001pt;">The roles of the future</h3>
&nbsp;
With new technology comes new scare stories that signal the end of all jobs. Whether it&rsquo;s AI powered robots, the internet, or blockchain, there has been, and probably always will be doomsayers. But over the course of history, new jobs have in fact been created by technology.
&nbsp;
Consider the digital marketing roles, or Java developer jobs that are commonplace today &mdash; 10 years ago they didn&rsquo;t exist. With the fourth industrial revolution, new roles will be created. Our economy has survived and thrived under the previous three, and it&rsquo;s likely it will flourish with the latest technological advancements too.
&nbsp;
With more time to focus on cultural fit, the role of the recruiter will be freed up to do what they do best &mdash; engage in long-lasting personal relationships with both candidates and clients. We can&rsquo;t predict the full impact that blockchain will have right now, but it&rsquo;s sure to change recruitment, managed services and every other major industry on earth.
&nbsp;
Organisations that choose to ignore it might just find themselves left behind.
&nbsp;
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We also have more<a href="https://www.impellam.com/customer-solutions">&nbsp;information on technology solutions</a> delivered by our brands for those interested.
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Blockchain is already transforming the financial sector in the form of smart contracts, distributed ledgers and decentralised currencies. Now we're beginning to see blockchain secure grounding in recruitment and managed services.

How blockchain technology will impact recruitment

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<h3 class="OutlineElement Ltr SCXW136487012 BCX8" style="color: #000000; background-color: #ffffff; margin: 0px; padding: 0px;">Congratulations to our UK Managing Director of&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/comensura/" data-attribute-index="0" data-entity-type="MINI_COMPANY">Comensura</a>,&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/in/ACoAAADQZJ0B25zpe_V6TGOABJxNdWJDuPShhYg" data-attribute-index="2" data-entity-type="MINI_PROFILE">Hoa Ngo</a>, who has been named in the&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/involvepeople/" data-attribute-index="4" data-entity-type="MINI_COMPANY">INvolve - The Inclusion People</a>&nbsp;Empower 2023 Top 100 Executives list.</h3>
<div class="OutlineElement Ltr SCXW136487012 BCX8" style="color: #000000; background-color: #ffffff; margin: 0px; padding: 0px;"> The Empower Role Model lists supported by&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/youtube/" data-attribute-index="6" data-entity-type="MINI_COMPANY">YouTube</a>, showcases and celebrates leaders who are leading by example through driving inclusion, breaking down barriers and opening up opportunities within the workplace for people of colour. At&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/impellamgroup-plc/" data-attribute-index="8" data-entity-type="MINI_COMPANY">Impellam Group</a>, we are committed to creating an inclusive and diverse culture built on trust. We&rsquo;re proud that&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/in/ACoAAADQZJ0B25zpe_V6TGOABJxNdWJDuPShhYg" data-attribute-index="10" data-entity-type="MINI_PROFILE">Hoa Ngo</a>&nbsp;has been named and recognised for her incredible work in promoting diversity and inclusion within the workplace.&nbsp; <a class="button" href="https://empower.involverolemodels.org/poll/2023-top-100-executives/">You can read the full list of Executives here.</a></div>

Congratulations to our UK Managing Director of Comensura, Hoa Ngo, who has been named in the INvolve - The Inclusion People Empower 2023 Top 100 Executives list.

Hoa Ngo named in top 100

LONDON, 21st MARCH 2024: HeadFirst Group and Impellam Group today announced that they have joined forces to become one of the world&rsquo;s leading STEM talent and Managed Service Providers with a distinctive HR tech platform for professionals. The expanded group has &euro;8 billion spend under management, 2,100 expert colleagues, and over 75,000 professionals serving customers across the globe.
&nbsp;
This strategic step provides customers with a unique, truly global tech and talent solution to ensure they stay at the forefront of their industry. The deal has created an unparalleled force in digital, IT, data, life sciences, clinical and engineering talent and leaves the expanded group well-placed to drive market beating growth and to deliver increased value for colleagues, customers, professionals, suppliers, and shareholders. 
&nbsp;
Han Kolff, chairman of the Board, commented: "We are proud to have brought industry leaders HeadFirst and Impellam together. As well as vast geographic reach, our expanded group combines world-class expertise and market-leading tech, providing customers with mission critical talent, hereby creating a unique platform for growth in a growing market. I am confident HeadFirst and Impellam will power the next world of work together.&rdquo; Julia Robertson, CEO of Impellam and the enlarged group, said: &ldquo;We have an exciting future ahead of us. In a world where talent and tech must come together to build better businesses, we will collaborate to leverage the combined strength and capability of our market-leading brands, our people, and our distinctive technology. Our complementary cultures and our focus on our customers&rsquo; needs will ensure we deliver market leading, digitally enabled and differentiated solutions to our customers across the world.&rdquo;
<h3 class="MsoNormal" style="line-height: 115%;"> Experienced team driving growth agenda</h3>
Leading the future success and growth of the combined business, the Board of the new group includes: Han Kolff, non-executive chairman, Julia Robertson, group CEO, Tim Briant, group CFO, Marion van Happen, CEO of HeadFirst Group, as well as non-executive directors and co-founders Koen Bekkering and Boyd Sleeman. 
&nbsp;
There will be no immediate changes to the day-to-day operations of Impellam Group and HeadFirst Group. Impellam and HeadFirst will continue to deliver industry-leading solutions to customers, suppliers and professionals. 
&nbsp;
Following the completion of the transaction, Lord Ashcroft, the former majority shareholder of Impellam Group will serve as non-executive director on the board.

<h2>HEADFIRST GROUP AND IMPELLAM GROUP JOIN FORCES TO BECOME A GLOBAL LEADER IN STEM, DIGITAL AND IT TALENT, MANAGED SERVICES AND HR TECH</h2>

HeadFirst Group and Impellam Group join forces

&nbsp; &bull; &nbsp; &nbsp;Renowned global technology leader Edzard Overbeek named as HeadFirst Global CEO&nbsp; &bull; &nbsp; &nbsp;After 25 years, staffing industry leader Julia Robertson has decided to step down from leading HeadFirst Global
LONDON, 6th February 2025 &ndash; HeadFirst Global, a world-leading STEM talent and Managed Service Provider powered by a cutting-edge HR technology platform, today announced the appointment of Edzard Overbeek as Group CEO. Overbeek succeeds Julia Robertson, who has decided to step down after 25 years of transformative leadership.&nbsp;
With bold plans to redefine the future of workforce solutions, HeadFirst Global acquired Impellam Group and HeadFirst Group in March 2024 creating a company primed for accelerated growth with enhanced service offerings and tailored solutions for customers and professionals globally. Overbeek&rsquo;s appointment underscores HeadFirst Global&rsquo;s ambition to deliver workforce solutions powered by the world&rsquo;s foremost intelligent HR technology ecosystem that harnesses industry expertise and the power of data together with the largest STEM talent, partner, and supplier community.
With decades of technology, sales, general management, and executive experience, Overbeek has held key leadership positions across Fujitsu, Siemens, and Cisco Systems where he led the Global Services organisation, responsible for over $12 billion in revenues. In 2016, Overbeek took the reins of HERE Technologies and transformed the company into a global location data and technology platform serving diverse industries.
The HeadFirst Global Board commented: "In Edzard, we have appointed a dynamic and highly respected, global technology leader for the next strategic era. As we pursue ambitious growth and create a seamless, intelligent ecosystem that connects STEM talent and workforce solutions, Edzard at the helm will be instrumental in unlocking new opportunities and ensuring global businesses secure the specialist talent they need to thrive. Edzard&rsquo;s proven track record in leading global teams, and driving innovation make him the ideal leader to build on our strategic momentum and to continue to redefine the workforce solutions landscape.&rdquo;
Edzard Overbeek commented that "HeadFirst Global is at the forefront of revolutionising workforce solutions, and I am honoured to lead the company into its next ambitious chapter. In today&rsquo;s rapidly evolving digital world, organisations need outstanding talent and true innovators to stay competitive. I look forward to driving HeadFirst Global&rsquo;s vision to lead with a world-class technology platform connecting businesses and STEM talent worldwide to power the future of work with confidence."
The HeadFirst Global Board commented, "We extend our deepest gratitude to Julia for her exceptional leadership, strategic and cultural vision, and unwavering commitment to leading HeadFirst Global to be well-positioned for an exciting new future. Julia is a hugely respected industry leader, and under her direction, the company has become a global STEM talent and workforce solutions powerhouse, poised for future growth and success.&rdquo;
Outgoing CEO Julia Robertson reflected on her tenure, saying:&nbsp; "HeadFirst Global is on the cusp of an exciting new era. I am incredibly proud of the bold ambitions we, the board, and the leadership team, have set in motion. With Edzard Overbeek as Group CEO, I am confident the company will continue to break new ground in the industry."&nbsp;
Robertson has led HeadFirst Global plc as Group CEO, having driven the strategy and growth of Impellam Group plc as Group CEO for more than 10 years previously after joining the Group in 2000. With a career in workforce and talent solutions spanning some four decades, Robertson founded her own recruitment business, and served as Chief Executive of the REC.
Robertson and Overbeek will work closely in the coming months to ensure a seamless transition.&nbsp;
ENDS&nbsp; &nbsp; About HeadFirst Global&nbsp; HeadFirst Global is an ambitious world leading STEM talent and Managed Service Provider powered by a cutting-edge HR technology platform. HeadFirst Global provides a global, differentiated technology and talent proposition in the fast-evolving workforce solutions ecosystem whilst unlocking exciting new opportunities for mission-critical talent across a diverse global customer network. HeadFirst Global amplifies technology and talent, powering the next world of work.
About Julia Robertson &nbsp; Robertson led HeadFirst Global plc as Group CEO, having driven the strategy and growth of Impellam Group plc as Group CEO for more than 10 years after joining the Group in 2000. With a career in workforce and talent solutions spanning some four decades, including founding her own recruitment business, and serving as Chief Executive of the REC, Robertson has always been driven by the burning belief that there has to be a &lsquo;better way.&rsquo;
About Edzard Overbeek Edzard Overbeek studied Business Administration at the University of Bradford in the UK. He is regarded as an expert in cloud solutions and has held key leadership positions at global giants such as Fujitsu, Siemens, and Cisco Systems where he led Cisco&rsquo;s Global Services organisation, overseeing more than $12 billion in revenue. In 2016 he was appointed CEO of HERE Technologies. HERE, a &euro;1BN technology company with more than 6500 employees in 52 countries, is a pioneer in mapping and location technology and the platform is recognised as the most complete in the industry leading to the #1 location platform, powering location-based products, services and custom maps for organisations and enterprises across the globe. Overbeek is credited with transforming HERE from a successful single-industry business into a dynamic, global location data and technology platform serving diverse industries. His strategic leadership positioned HERE at the forefront of innovation in location intelligence.
Press enquiries: Kirsty Tranter,<a href="mailto:kirsty.tranter@impellam.com" target="_blank" rel="noopener"> Kirsty.Tranter@Impellam.com</a> or call +44(0)7785385750
 &nbsp;
&nbsp;

LONDON, 6th February 2025 &ndash; HeadFirst Global, a world-leading STEM talent and Managed Service Provider powered by a cutting-edge HR technology platform, today announced the appointment of Edzard Overbeek as Group CEO. Overbeek succeeds Julia Robertson, who has decided to step down after 25 years of transformative leadership.&nbsp;

HeadFirst Global appoints Edzard Overbeek as Group CEO to drive next phase of growth and global expansion

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<h3>Happy Pride Month! 🌈 </h3>
 We&rsquo;re excited to be celebrating Pride Month with events and resources organised by our Business Resource Group IMProud. These include a Group-wide trivia quiz, an ABC of Pride &ndash; the 2023 edition will include recommendations of podcasts, movies and books from our Virtuosos. We&rsquo;re also honoured to be sponsoring the 2023 NA Chicago Pride Fest on the 17th of June. We have Virtuosos and members of our Impellam NA senior leadership team attending to celebrate the LGBTQIA+ community. We will soon be making an announcement about how we are deepening our support as a global group for the LGBTQIA+ community &ndash; stay tuned for news soon! At Impellam, we want everyone to feel they can bring their authentic selves to work. Our support for the LGBTQIA+ community doesn't start and stop in June, it is underpinned by a year-round commitment to creating equitable workplaces for all our people.

At Impellam, we want everyone to feel they can bring their authentic selves to work. Our support for the LGBTQIA+ community doesn't start and stop in June, it is underpinned by a year-round commitment to creating equitable workplaces for all our people.

Happy Pride Month 2023

At&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/impellamgroup-plc/" data-attribute-index="0" data-entity-type="MINI_COMPANY">Impellam Group</a>, we are proud supporters of Armed Forces Day, a day that celebrates those serving, service families, veterans and cadets. Earlier this year,&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/impellamgroup-plc/" data-attribute-index="2" data-entity-type="MINI_COMPANY">Impellam Group</a>&nbsp;joined&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/carbon-60/" data-attribute-index="4" data-entity-type="MINI_COMPANY">Carbon60</a>,&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/lorien/" data-attribute-index="6" data-entity-type="MINI_COMPANY">Lorien</a>,&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/comensura/" data-attribute-index="8" data-entity-type="MINI_COMPANY">Comensura</a>&nbsp;and&nbsp;<a style="color: var(--color-action); background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/guidant-global/" data-attribute-index="10" data-entity-type="MINI_COMPANY">Guidant Global</a>&nbsp;in officially signing the Armed Forces Covenant. The Armed Forces Covenant represents our promise to ensure that those who have served or are currently serving in the armed forces, as well as their families, are treated with fairness and equity.

At Impellam Group, we are proud supporters of Armed Forces Day, a day that celebrates those serving, service families, veterans and cadets.

Happy Armed Forces Day

<h2>Ramadan Mubarak&nbsp;to our colleagues, customers, candidates and all who celebrate!</h2>
<div class="x1e56ztr xisnujt" style="color: #050505; background-color: #ffffff; margin-bottom: 8px;">At Impellam, we want everyone to be able to bring their authentic self to work.&nbsp;&nbsp;We are often asked by clients how they can support their teams during Ramadan, so we have pulled together a guide of our suggestions.</div>
&nbsp;
Here are 5 of our top ways -&nbsp;
1. Check-in
&nbsp;
Ask all of your team if any of them are intending to observe Ramadan - ask how they could be best supported
2. Be flexible
Where possible, offer flexible working times - or offer working from home
3. Be mindful
Avoid business functions that involve food and drink. Try to host these&nbsp;events outside of Ramadan dates
4. Consider the timing of work meetings
&nbsp;
Late afternoon meetings could be avoided when energy levels may be low due to fasting
5. Outside of work
Be flexible with annual leave requests to celebrate Eid
&nbsp;
You can read our full guide with suggestions <a href="-/media/e4d5f6a0d5e34f71b7fcf348883f5b90.ashx">here</a>
<div class="x1e56ztr xisnujt" style="color: #050505; background-color: #ffffff; margin-bottom: 8px;">We wish those observing a comfortable fast and all a blessed Ramadan!&nbsp;Assalamu alaikum wa rahmatullahi wa barakatuhu (May the peace, mercy and blessings of God be upon you)</div>
&nbsp;
&nbsp;

Ramadan Mubarak to our colleagues, customers, candidates and all who celebrate! We are often asked by clients how they can support their teams during Ramadan, so we have pulled together a guide with some suggestions.

Guide to helping team members during Ramadan

Impellam Group&rsquo;s talent acquisition and managed services provider, <a href="https://www.guidantglobal.com/" target="_blank" rel="noopener">Guidant Global</a>, has integrated Brightfield&rsquo;s AI-driven workforce analytics platform, Talent Data Exchange (TDX), into their international client offering. The AI-driven platform enables clients to identify areas for improvement across their organisations in a time and cost efficient way, based on informative market data.
"We'll be able to turn the volume up to 11 in terms of offering strategic value to our clients," said Brian Salkowski, North American President of Guidant Global. "TDX benchmarking and analytics will give our clients unprecedented visibility, helping them to make better decisions and meet their objectives."
TDX enables clients of the Impellam managed services brand to model and test various workforce strategies using international market data. The AI-driven workforce analytics platform leverages comprehensive market data to deliver high level insights, including real-world job descriptions. The AI analytics enables greater precision for the Impellam brand and their partners when modelling and benchmarking workforce strategies.&nbsp;
Airbus have benefitted from the strategic technological capabilities delivered to them by Guidant Global. The client sought to evaluate job titles used across their organisation in an effort to standardise the variety of titles used across numerous competencies that the Airbus team at Guidant Global recruit for. The intelligent AI-driven TDX platform has made the evaluation of job titles efficient and highly informed, and strategic decisions are made based on the market-informed data gathered by the platform.&nbsp;
We also have more<a href="https://www.impellam.com/customer-solutions"> information on technology solutions</a> delivered by our brands for those interested.

Guidant Global and Brightfield Strategies have a strategic partnership that delivers client efficiencies, driven by artificial intelligence (AI).

Guidant Global's AI Partnership Delivers Client Results

We are thrilled to announce the partnership between&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/guidant-global/" data-attribute-index="0" data-entity-type="MINI_COMPANY">Guidant Global</a>&nbsp;and&nbsp;<a style="background-color: #ffffff; margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/sapfieldglass/" data-attribute-index="2" data-entity-type="MINI_COMPANY">SAP Fieldglass</a>&nbsp;with their new pre-defined MSP &amp; VMS solution, @PACE. It delivers agile, efficient and scalable solutions and is based on the most common new contingent workforce programme requirements, cutting out complexities to provide savings to customers of all sizes. We&rsquo;re excited for the future of this partnership and how through the power of collaboration and work, we will help customers build better businesses and help people lead more fulfilling lives. <a href="https://www.youtube.com/watch?v=l51YU9zHsQo" target="_blank" rel="noopener">Watch the video to find out more.</a>

We are thrilled to announce the partnership between Guidant Global and SAP Fieldglass with their new pre-defined MSP &amp; VMS solution, @PACE.

Guidant Global Partnership Solution @PACE

We are delighted to announce&nbsp;<a style="margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/in/ACoAAAGJSY8BecwHhJ0URKR8D6rsMIKbj59h6K4" data-attribute-index="0" data-entity-type="MINI_PROFILE">Scott Waletzke</a>&nbsp;has been appointed Vice President of Talent Fulfilment for&nbsp;<a style="margin: var(--artdeco-reset-base-margin-zero); padding: var(--artdeco-reset-base-padding-zero); border: var(--artdeco-reset-link-border-zero); text-decoration: var(--artdeco-reset-link-text-decoration-none);" href="https://www.linkedin.com/company/guidant-global/" data-attribute-index="2" data-entity-type="MINI_COMPANY">Guidant Global</a>, North America.
As VP of Talent Fulfilment, Waletzke has been tasked with building direct delivery capability across the organization&rsquo;s well-established MSP and RPO portfolio, elevating its already significant direct sourcing proposition in the market. 
Simon Blockley, Global Managed Services CEO, believes Scott is the ideal person to drive talent fulfilment forward for Guidant Global and Impellam. &ldquo;We are thrilled to welcome Scott to our team as the new executive leader for talent fulfilment in direct sourcing and RPO. He is a collaborative, innovative, and boundary-pushing talent acquisition leader with a passion for reimagining the art of the possible. With his impressive background in the recruitment industry, he will play a pivotal role in helping us achieve our strategic growth objectives for direct sourcing and RPO, as we continue to innovate and deliver exceptional service to our clients.&rdquo; Scott Waletzke says he looks forward to collaborating with industry leading colleagues across the Group and creating best in class talent acquisition strategies for customers: &ldquo;I&rsquo;m privileged to have been asked to lead and further enhance talent fulfilment and workforce solutions for Guidant Global. Guidant&rsquo;s strong, and inclusive culture was evident to me right away and we share a passion for finding a better way to deliver talent solutions for our customers, as they navigate the ever-changing world of work.&nbsp;I look forward to working with and supporting my colleagues, and to creating strong, meaningful relationships with our outstanding portfolio of clients.&rdquo;
 Scott Waletzke is a recruitment Industry executive leader with over 25 years&rsquo; experience designing, implementing, and operating successful contingent workforce and RPO programs across multiple industries. He is a thought leader and influential business partner focused on customer success and profitable delivery outcomes. His career history includes previous roles with Adecco Group, Hire Velocity, Career Builder, and Spherion.

Guidant Global North America announced the appointment of Scott Waletzke as Vice President of Talent Fulfilment

Guidant Global NA appoints Scott Waletzke

In today&rsquo;s fast-evolving workplace, a strong Employer Value Proposition (EVP) is no longer a &ldquo;nice to have&rdquo;&mdash; it&rsquo;s essential.
<h3>Watch our video</h3>
<iframe title="Impellam EVP Video" src="https://player.vimeo.com/video/1060070657?title=0&amp;byline=0&amp;portrait=0&amp;badge=0&amp;autopause=0&amp;player_id=0&amp;app_id=58479" width="800" height="600" frameborder="0" allow="autoplay; fullscreen; picture-in-picture; clipboard-write; encrypted-media"></iframe>
Here are five actionable strategies to future-proof your workforce by creating a culture and EVP that attract, engage, and retain top talent.
<h2>1. Prioritise Authenticity</h2>
Today&rsquo;s workforce values transparency and authenticity. Employees want to feel connected to their company&rsquo;s mission and culture. Ensure your EVP reflects genuine values and practices, not just marketing rhetoric. Consistently deliver on your promises to build trust with both current and prospective employees. Action Tip: Conduct employee surveys to ensure your EVP aligns with actual workplace experiences.
<h2>2. Embrace Purpose Over Pay</h2>
For emerging generations like Gen Z, purpose outweighs pay. They seek roles where they can make a difference and contribute to meaningful goals. Highlight how your organisation supports sustainability, innovation, and community impact. Action Tip: Communicate your company&rsquo;s mission and purpose clearly in job postings, onboarding, and internal communications.
<h2>3. Create a Culture of Growth and Development</h2>
Employees stay longer when they see opportunities for personal and professional development. Invest in training, mentorship, and career progression to build loyalty and engagement. Action Tip: Launch personalised learning programs and establish clear career pathways for both permanent and contingent workers.
<h2>4. Include the Contingent Workforce</h2>
Contingent workers play a critical role in business flexibility and innovation. Build an inclusive EVP that values and supports temporary, freelance, and contract employees just as much as your full-time staff. Action Tip: Recognise and reward the contributions of contingent workers through tailored benefits and communication strategies.
<h2>5. Leverage Technology for Personalisation</h2>
AI and data-driven insights can help tailor your EVP to the diverse needs of your workforce. From personalised onboarding to predictive analytics that address employee pain points, technology can enhance the employee experience. Action Tip: Use AI to analyse workforce trends and customise engagement initiatives that reflect employee preferences.
<h2>The Bottom Line</h2>
A strong, adaptable EVP is the foundation of a resilient workforce. By focusing on authenticity, purpose, growth, inclusivity, and technology, organisations can attract top talent and retain them for the long haul. Start evolving your EVP today to thrive in tomorrow&rsquo;s workforce landscape.
At Impellam, we believe work should have purpose, work should make a difference.
<h3>To find out more, <a href="https://www.impellam.com/insights/building-a-resilient-workforce-the-evolution-of-your-evp-and-why-it-matters" target="_blank" rel="noopener">read our EVP article.</a></h3>

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