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The airline first took to the skies in 1984. Flying out of London Gatwick sending red into a world of grey and creating the best experience possible for travelling customers. Since then, they have become Britain's second largest aircraft carrier, seamlessly connecting customers to over 32 locations across five continents including North America, the Caribbean, Europe, the United Kingdom, Africa, Asia, the Middle East and the Maldives.
We discovered Virgin Atlantic were experiencing engineering talent shortages and stepped in to work with them in delivering an extensive programme to identify the next generation of Aeronautical Engineers from universities across the UK with our<a href="https://www.impellam.com/customer-solutions/recruit-train-deploy"> Recruit, Train, Deploy</a> solution.
Impellam has maintained a long-standing relationship with Virgin Atlantic.

Impellam is now aiming to place  50% to 60% of UK aeronautical engineering graduates through its Recruit, Train, Deploy solution.

Creating a pipeline of high quality candidates

Developing skilled engineers

Enhancing diversity

Strengthening operations

Bridging the skills gap

<h2>The Challenge</h2>
The aviation industry has faced immense challenges in recent years. From the impact of the pandemic to a shrinking talent pool due to political volatility and retiring engineers, the available skilled talent was reduced. &nbsp;There was a significant skills gap created, and with growing pressure, the demand for engineers to maintain aircrafts increased as travel resumed. &nbsp;
Impellam always take a customer-centric approach to resourcing talent, and that proved particularly significant when tackling Virgin Atlantic&rsquo;s severe engineering shortfall.&nbsp;
Working closely with Virgin Atlantic, Impellam established that the traditional apprenticeship pathway was insufficient in meeting long-term needs.&nbsp;
&nbsp;
<iframe title="CaseStudy-VirginAtlantic-RecruitTrainDeploy" src="https://player.vimeo.com/video/1054513879?title=0&amp;byline=0&amp;portrait=0&amp;badge=0&amp;autopause=0&amp;player_id=0&amp;app_id=58479" width="1200" height="640" frameborder="0" allow="autoplay; fullscreen; picture-in-picture; clipboard-write; encrypted-media"></iframe>
<h2>The Solution</h2>
Impellam developed an extensive programme to identify the next generation of Aeronautical Engineers graduating from universities across the UK, talent scouting them over the course of their final year. The solution, titled &lsquo;Recruit, Train, Deploy&rsquo; set up by Impellam was used to empower early and experienced talent through comprehensive training and development; addressing Virgin&rsquo; Atlantic's engineering skills gaps and enhancing the organisation with fresh perspectives.
Impellam's<a title="Recruit Train Deploy" href="https://www.impellam.com/customer-solutions/recruit-train-deploy" target="_blank" rel="noopener"> Recruit, Train, Deploy</a><a href="https://www.impellam.com/customer-solutions/recruit-train-deploy"> </a>solution is well-established in tackling critical skills shortages, equipping both early and experienced talent with in-demand skills to help businesses thrive. This solution helps organisations de-risk their talent pipeline.
This, alongside Impellam&rsquo;s powerful combination of customer centricity and <a title="Culture of Virtuosity" href="https://www.impellam.com/about-us/virtuosity" target="_blank" rel="noopener">culture of Virtuosity</a> made the difference by driving value and optimal outcomes. &nbsp;
<h3>How does the solution work?</h3>
Impellam recruits, trains and deploys talent to help bridge future skills gaps. &nbsp; Recruit &ndash; find candidates with the most potential Train &ndash; use industry leaders to provide on-the-job learning Deploy &ndash; deploy candidates into the company &nbsp; Impellam nurtures career growth and drives industry innovation through a supportive framework for success.
The 18-month postgraduate programme provides graduates with the opportunity to enhance their leadership experience alongside technical training, using the apprenticeship levy to fund leadership experience development through a partnership with &lsquo;Raise the Bar.&rsquo;&nbsp;
From recruitment, training and leadership development, mentorship programmes and assessment, <a title="Recruit Train Deploy" href="https://www.impellam.com/customer-solutions/recruit-train-deploy" target="_blank" rel="noopener">&lsquo;Recruit, Train, Deploy</a>&rsquo; is implemented with a focus on practical learning.&nbsp;
Ensuring recruits receive real-world experience in Virgin Atlantic&rsquo;s engineering facilities, the programme successfully equips graduates with the necessary skills to excel in their engineering operations. It also contributes to a more diverse and inclusive workforce within the engineering teams and ensures a sustainable talent pipeline to maintain Virgin Atlantic&rsquo;s reputation for safety and reliability.&nbsp;
<h2>The results</h2>
The programme has been so successful that it was referred to as "Top Gun Academy" by Virgin Atlantic&rsquo;s Head of Engineering, Matt Sharp, due to its focus on selecting and developing the best talent.&nbsp;
<blockquote>
&ldquo;We are thrilled with the programme's success. It has not only filled our immediate skills gap but has also laid a strong foundation for the future of our engineering. team. Matt Sharp, Head of Engineering, Virgin Atlantic&rdquo;
</blockquote>
Impellam is now aiming to place 50-60% of UK aeronautical engineering graduates through its programmes.
Virgin Atlantic's collaboration with Impellam set a new standard for talent development in the aviation industry. The &lsquo;Recruit, Train, Deploy&rsquo; programme&rsquo;s success demonstrates the power of strategic partnerships and innovative training initiatives to overcome industry-wide challenges. Recruit Train Deploy solutions are fully customisable and built first and foremost with the customer at the heart.
Our strategic approach nurtured career growth and filled the gap of &nbsp;the engineering skils shortage and boosted our Virgin Atlantic's skilled workforce.&nbsp;
We believe in nurturing career growth.
Find out more about our&nbsp;<a title="Recruit Train Deploy" href="https://www.impellam.com/customer-solutions/recruit-train-deploy" target="_blank" rel="noopener">Recruit, Train, Deploy </a>solution.
&nbsp;

Addressing engineering talent shortages in the aviation industry 

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The specialist skillsets of professionals within STEM have always been in high demand. But with an ever-widening skills gap across UK industries, competition for talent is as fierce as it has ever been. How organisations respond, to preserve and develop talent within their workforce now and for the future is key.&nbsp;
As such, the importance of finding and nurturing the next generation of STEM talent through engaging, impactful early careers initiatives is huge &ndash; as is making investments in them and developing the workforce of the future, now.
As we embark on 2025, aside from planned changes to&nbsp;<a href="https://www.fenews.co.uk/skills/keir-starmer-announces-new-foundation-apprenticeship-at-the-labour-party-conference/" target="_blank" rel="noopener">apprenticeships</a> and the launch of <a href="https://www.gov.uk/government/collections/skills-england" target="_blank" rel="noopener">Skills England</a> announced in the Employment Rights Bill and the 2024 Autumn Budget, the UK government is also set to introduce measures to inspire younger people and open avenues into work and future careers. It was recently announced that <a href="https://news.sky.com/story/government-considering-subsidised-jobs-to-get-young-people-into-work-as-shocking-figure-reveals-scale-of-crisis-13256281" target="_blank" rel="noopener">subsidised jobs</a> are being explored to address the number of youths currently not in employment, education or training (NEET), for example.
Engaging with early careers talent isn&rsquo;t without its challenges though. An evolving demographic, difficulty balancing a company&rsquo;s talent requirements and potential budget restrictions, and disparity between skill demand and availability, are all barriers to overcome.&nbsp;
AI is also significantly transforming early talent recruitment, making the process more efficient, personalised and data-driven for employers and candidates alike, while simultaneously raising potential challenges including those around transparency and trust.&nbsp;
So, how can business, HR and procurement leaders tackle the early careers conundrum and create a more sustainable workforce?&nbsp;
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<h2>Definining early talent</h2>
To begin tackling early careers challenges across STEM, first we need to put right the mismatch in terms of how &lsquo;early careers&rsquo; is defined. &nbsp;As Darren Topping, Director of Solutions &amp; Insight at Impellam Group recently explained:&nbsp;
&ldquo;It&rsquo;s easy to think early careers will mean graduates or school and college leavers, but it doesn&rsquo;t. Those in this group include anyone starting a new career ladder or role. Some people fall into the trap of thinking of just young fresh-faced graduate with a certain level of education, when what we actually mean is someone starting a new career, regardless of any other element.&rdquo;
This sentiment is echoed by our early careers experts across all Impellam brands.&nbsp;Chris Blackburn, Director of Skills Group, added, &ldquo;If we think about the work we&rsquo;ve delivered at Impellam under the early careers umbrella, we&rsquo;ve engaged with prison leavers, those transitioning out of military as well as those moving across sectors. We&rsquo;ve also collaborated with Lorien to retrain people in digital skills. Every single one of these individuals fall into the early careers category, and employers need to be aware of the full breadth of this demographic to really maximise the opportunities that come with engaging them.&rdquo;
<h2>The benefits &ndash; and necessity &ndash; of engaging with these groups</h2>
The current state of play across industries, many of which are coping with the conflicting challenges of high productivity demands and dwindling workforces, is putting emphasis on the need to commit to early careers talent.&nbsp;
As&nbsp;Blackburn explained, &ldquo;We&rsquo;re facing low unemployment &ndash; the lowest for 40 years &ndash; while vacancy rates remain high. The UK lost 350,000 people because of Brexit and by 2032 it&rsquo;s predicted that there will be a million less children in school due to declining birth rates. Workforce sustainability is under threat if employers don&rsquo;t focus on building a thriving early talent community. The fight for these individuals is going to become more intense in the coming years because of where we are as a nation, so getting it right now really is crucial.&rdquo;
The benefits extend beyond the need for specific skills, though. A drive to make workforces more diverse, to provide career opportunities for all, is high on many agendas. According to&nbsp;SRG Account Director, Laura Docherty, engagement with early careers talent has the power to promote diversity across industries: &ldquo;For those businesses that really get their early careers talent strategy right, the potential is significant. These individuals are often the changemakers within a business. They bring diversity of thought to the table and they challenge and question the norm, all of which adds significant value to day-to-day business operations.&rdquo;
As such, early careers strategies are being intrinsically linked to EDI, a trend that will no doubt continue well into the future. The benefits of this are multi-fold, also enabling the ability to not only hire the very best talent available but give them every reason to stay with an organisation long-term too. Employers that are developing the future generation of the workforce will be the ones to hold their loyalty, as&nbsp;Topping, one of our own long standing early careers recruits explained:
&ldquo;Attrition is often a lot lower when you&rsquo;ve been involved in bringing someone into the profession or industry. I&rsquo;ve been with Impellam 16 years, and you do have a greater sense of loyalty when you start your career with a business and evolve with them. We also can&rsquo;t overlook the sheer value to a business of someone who is built and shaped exactly for your company, versus someone who&rsquo;s not.&rdquo;
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<h2>How to get it right?&nbsp;</h2>
Talking about the objectives and benefits of early careers is simple. Implementing strategies to make the very most of them isn&rsquo;t quite as easy. However, with the right approach, finding, hiring and nurturing the next generation of talent, their potential and skills can lay the foundations for the future of STEM.&nbsp;
Promoting and supporting a shift in mindsets and processes around hiring is a must. Early careers talent will likely not have the skills, experience or possibly the qualifications that would have historically made a candidate stand out from the crowd. Moving to skills-based hiring and assessments can look beyond this, though, as SRG&rsquo;s UK Early Careers &amp; Industrial Placement Programme lead for GSK &amp; ViiV Healthcare,&nbsp;Holly Hall, explained:
 &ldquo;It&rsquo;s important to explore new perspectives when it comes to recruiting and assessing early careers. Employers shouldn&rsquo;t simply focus on the standard CV and cover letter as this can be detrimental to success. There are so many assessment tools, such as gamification, to make your process stand out. We&rsquo;ve seen at GSK how breaking down barriers can really work. They&rsquo;re not asking for people to have a set grade or be on track for a certain qualification.&rdquo;
&ldquo;There may be individuals who are fantastic from a technical or potential point of view, but they don&rsquo;t have that support network to help teach them how to write a CV or cover letter, for example. Removing this really opens up that opportunity. Instead, the focus should be on strength-based interviews and asking the right questions, including scenario-based ones, to identify if they truly are passionate about working for the company or in the industry. It does take a shift in mindsets for hiring and recruitment though. You do have to go on a bit of a journey to reshape how applicants are vetted, engaged and interviewed.&rdquo;
Timing is also crucial to success. The earlier in the transition process that you engage with early careers talent, the better, particularly as competition for people grows. &nbsp;According to Blackburn, this forward-facing approach has worked well for those firms and sectors that have a strong early careers track record;
&ldquo;If we look at our best successes in recruit, train, deploy, it&rsquo;s primarily aviation businesses. When a plane is ordered, it takes up to eight years for it to be delivered. That means organisations in this industry must sort their workforce plan a lot further in advance than many other sectors. They are investing now to be able to meet future talent demand in business-critical skillsets.&rdquo;
Considering and shaping the applicant journey is also crucial. Business, HR and procurement leaders are aware of the potentially damaging impact that a negative experience can have on people and, as a result, the future hiring and retention of talent. It is no different with early careers talent. However, given the now complex mix of those that fall into this category, it is imperative to consider tailored approaches to meet the expectations and needs of a broad and diverse pool of people.&nbsp;
&ldquo;Younger demographics often need a lot more support and more hands around them during the recruitment process than someone with prior corporate experience,&rdquo;&nbsp;Docherty commented. &ldquo;You may have someone that has never gone through an interview or job application process, so they don&rsquo;t know what to expect, or what good looks like. For these individuals it&rsquo;s important to make sure that you&rsquo;re keeping them fully informed to keep them engaged. What we don&rsquo;t want to see is people drop out because they don&rsquo;t understand what&rsquo;s expected.&rdquo;
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<h2>AI in early careers hiring</h2>
Artificial intelligence is both a tool to make early career resourcing more efficient, and a potential challenge to overcome at the same time. AI is becoming a part of everyday lives both in and out of work, and that extends to the recruitment process. According to Willo&rsquo;s 2024 Hiring Humans research, employers are broadly open to using the tools themselves, with 45% believing that there&rsquo;s a place for AI in hiring, if used cautiously and ethically. Most talent leaders expect to use, or are already using AI in some way, yet the majority have some concerns about AI&rsquo;s ethical implications and strategic planning. We also know candidates already use AI in the job search and interview process, raising further questions about candidate experience.
While attention is often given to the time saving benefits that AI brings to companies, it can be a useful tool for engaging early careers talent too, as&nbsp;Hall explained: &ldquo;For this group in particular, if someone sees that a company isn&rsquo;t using AI itself or is banning the use of it, it could turn candidates off from applying. Data from Arctic Shores shows that 50% of students indicated that they would think a company is behind the times if it banned GenAI while a third wouldn&rsquo;t want to work for the business as a result. It is important to be mindful of how your decision on AI usage will impact your access to talent.&rdquo;
This particular issue has made headlines, with reports of <a href="https://www.telegraph.co.uk/business/2024/03/02/big-four-accountant-ban-grad-using-ai-write-job-application/" target="_blank" rel="noopener">accountancy firms</a> banning the use of AI in job applications receiving widespread criticism. While an equilibrium is yet to be found, some of those that make up the early careers demographic are already using AI and expect to longer term. According to regular pulse surveys commissioned by Arctic Shores, use and proficiency of GenAI is rapidly accelerating and 88% of recent graduates use GenAI regularly &ndash; up from 73% in October 2023, while 47% expect to use GenAI in the application process not only for tailored applications or CVs, but also for prompts and responses during interviews. From a social mobility perspective, allowing the use of artificial intelligence can also be a support tool, particularly for those with little to no prior experience of CV writing or interviews.&nbsp;
How AI is used in early careers recruitment is an evolving process, but, as&nbsp;Docherty explains, the best starting point is to set clear boundaries; &ldquo;We have seen varying levels of acceptance of AI in businesses. Some are completely ruling it out and taking the very strong stance that individuals will be considered to be cheating if they use AI. Then you have others with more of a balanced approach that recognise that people are using AI to some extent. What we need to see is organisations defining very clearly what their level of acceptance is when it comes to using AI in the application process and, indeed, in day-to-day work environments. Until that happens, there will be a potential mismatch and lack of understanding on what&rsquo;s acceptable and what isn&rsquo;t between talent and employers.&rdquo;&nbsp;
<h2>Making early careers recruitment work for you</h2>
The need for and benefit of a strong early careers talent programme is undeniable, yet many businesses are yet to truly capitalise on the potential of this community. There could be a fear of both the unknown and of being too far behind the competition, but in reality, the majority of companies are in the same position.&nbsp;
Moving the dial in the right direction now is crucial, especially to get ahead of the competition. Planning and implementing early careers strategies can be a tricky navigation, but thankfully there are experts, like Impellam and its supporting brands, that have the knowledge and connections to drive success.&nbsp;
Want to find out how we can accelerate your early careers recruitment? Get in touch with us via&nbsp;<a href="mailto:AskImpellam@impellam.com?subject=Early%20Careers">AskImpellam@impellam.com</a>

Drawing from our research and expertise, our latest report addresses the early careers conundrum focusing on employer strategies to attract and retain tomorrow&rsquo;s talent.&nbsp;

Addressing the early careers conundrum: Employer strategies to attract and retain tomorrow’s talent 

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<a title="The Evolution of your EVP ans why it matters - UK English" href="https://cdn.sourceflow.co.uk/5h7zoa574ugds1ouge8hxjqua0cr" target="_blank" rel="noopener">UK English version</a>
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&nbsp;
The workplace of today isn&rsquo;t the workplace of yesterday. And by tomorrow, it could all change yet again. On top of external political and socio-economic factors, the constant evolution of job roles and the way people work within them, changing employee and employer expectations, and technological advancements contribute to what has become a very difficult-to-predict employment landscape.&nbsp;
Now, more than ever before, professionals across permanent and contingent workforces are weighing career moves more carefully, conscious of the potential for unpredictability.&nbsp;
Employers must respond. Not only to attract the best talent available, but to retain that high calibre talent too. It is vital to devise and deliver a powerful Employer Value Proposition (EVP), and a company culture that promotes growth, development, and stability.&nbsp;
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<h2>An evolving landscape</h2>
While we are no longer experiencing such a candidate driven market, it is &ndash; and will continue to be &ndash; a competitive talent market for the most in-demand roles, particularly as skills shortages grow. As a result, an organisation&rsquo;s culture and EVP must be agile and resilient enough to react.&nbsp;
Making a company stand out as an employer of choice, through the opportunities, rewards, development, and environment it provides for people to be the best version of themselves, can be the difference between not only finding and hiring talent, but also ensuring they stay long-term.
As Impellam North America&rsquo;s Senior Director of Strategic Planning &amp; Special Programs, Esther Swaty explains, &ldquo;Culture and candidate experience are more important than ever. Just because a brand had limited attrition last year, doesn&rsquo;t mean they will next year.&rdquo;&nbsp;
Similarly, Adam Barratt, Guidant Global UK&rsquo;s Head of Talent Marketing, believes &ldquo;There&rsquo;s a new energy with companies now; they are hiring for transformation and preparing for what the future could be. The best talent want to be a part of that, so you really can&rsquo;t afford to have a bad culture or poor EVP. If another company has a better one, it will cost you good people.&rdquo;
We&rsquo;ve seen an array of workforce trends that procurement teams have had to react to. While &ldquo;quiet quitting&rdquo; may be tapering off, we see more movement in talent pools on the horizon, and the impacts could be felt as early as now.&nbsp;
With the potential of another period of mass talent movement looming, organisations need to be prepared and proactive in their approach to attracting and retaining individuals. Whatever their needs and goals, the approach must be centred on the right employer branding.
&ldquo;Workers are looking for something deeper than a paycheque; they&rsquo;re after purpose, something they can connect with, and the chance to build careers with an organisation. The changing needs of the emerging generations are amplifying this desire,&rdquo; explains Guidant Global Vice President Client Solutions, Scott Waletzke. Indeed, a recent <a href="https://fortune.com/2024/10/14/gen-z-cares-more-about-purpose-than-paycheck/" target="_blank" rel="noopener">Deloitte</a> report on Gen Z revealed that this demographic values purpose over pay.
Darren Topping, Director of Enterprise Solutions, Insight &amp; Partnerships at Lorien &amp; Impellam UK, echoes this statement: &ldquo;Today&rsquo;s employees, particularly newer generations to the workforce, are digital natives who expect consumer-grade experiences in their work environment. By harnessing data-driven insights, we can help our customers to adapt the values of the emerging workforce, focusing on purpose, diversity, and innovation.&rdquo;
<h2>The impact of strong cultures and EVP&nbsp;</h2>
We&rsquo;ve long been advocates of strong employee culture and the impact it has, from reducing attrition rates to increasing loyalty. But there&rsquo;s so much more value that can be delivered and demonstrated with a strong EVP.&nbsp;
Empowering people to showcase their talents and be the best version of themselves not only promotes a happier, more motivated workforce, but also has a direct effect on bottom line results and productivity.
- &nbsp; &nbsp;Research from <a href="https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-core-beliefs-and-culture.pdf" target="_blank" rel="noopener">Deloitte</a> shows 88% of employees believe a distinct workplace culture is important to business success. - &nbsp; &nbsp;According to a <a href="https://www.forbes.com/sites/benjaminlaker/2021/04/23/culture-is-a-companys-single-most-powerful-advantage-heres-why/" target="_blank" rel="noopener">Forbes</a> article, companies with a strong culture have reported a 4x increase in revenue growth. - &nbsp; &nbsp;The same piece cited evidence that businesses on Fortune&rsquo;s &ldquo;Best Companies to Work For&rdquo; list see significantly higher annual returns.
Promoting authenticity, trust and loyalty creates a sense of optimism too. According to a recent&nbsp;<a href="https://www.pwc.com/gx/en/issues/workforce/the-value-of-authentic-organizational-culture.html" target="_blank" rel="noopener">report from PwC</a>, employees who felt that their behaviours and their company culture were aligned, were more positive that their company will still be in business in ten years. They were also more likely to bring innovative ideas to the team.
<h2>Measuring the impact of a negative EVP</h2>
A responsible organisation looks beyond its achievements. It is crucial to understand where risks have been negated through a strong EVP and authentic culture. &ldquo;Today&rsquo;s talent are more than potential employees and workers; they&rsquo;re also customers,&rdquo; explains Impellam Group&rsquo;s SVP of Marketing, North America, Tracy Monsour. &ldquo;Companies must consider that candidates are consumers as well, so the candidate experience is more important than ever.&rdquo;&nbsp;
The impact of talent pool experiences on consumer behaviours is highlighted by a <a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/bad-candidate-experience-cost-virgin-media-5m-annually-and-how-they-turned-that-around" target="_blank" rel="noopener">Virgin Media case study</a> demonstrating the direct link between a bad candidate experience and millions of dollars in lost revenue. This is a real-life example of how crucial it is to have a culture aligned to what talent want. And it&rsquo;s not just linked to customer buying patterns either. In the retail sector for example, global powerhouse brands such as <a href="https://www.reuters.com/business/retail-consumer/some-investors-demand-change-lvmh-after-probe-into-dior-contractors-2024-07-23/">Dior</a> and <a href="https://www.thefashionlaw.com/visibility-is-central-to-a-successful-supply-chain-heres-what-brands-need-to-know/" target="_blank" rel="noopener">Nike</a> have experienced reduced stakeholder investment in recent years due to claims of unethical labour practices.&nbsp;
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<h2>But what does a &lsquo;good&rsquo; culture and EVP look like?</h2>
Cultures and, in turn, EVPs, evolve as the expectations of people evolve. Workplaces and their workforces change as new people with new ideas, beliefs, wants, and needs become part of the working environment, and failure to adapt risks setting an organisation up to fail.&nbsp;
Beyond the experience and insights of people, an increasingly technology-driven world is presenting new ways to evaluate and evolve an EVP, Darren Topping goes on to explain, &ldquo;AI is beginning to revolutionise the way we deliver the message of our employer value proposition to the job market, enabling us to create a more personalised, inclusive, and responsive employee experience.&rdquo;
There isn&rsquo;t a &lsquo;one size fits all&rsquo; approach to creating a strong culture and EVP. The time spent getting it right &ndash; conveying a company as people-focused and a place to thrive &ndash; is time well spent. As Sarah Jane King, Impellam Group HR Director commented, &ldquo;To truly engage your workforce, including your contingent workforce, your EVP must be authentic, adaptable and multi-faceted.&rdquo;
<h2>Don&rsquo;t leave the contingent workforce behind</h2>
The contingent workforce is, and will continue to be, key to business flexibility and transformation. Just a few short years ago, it would be common to see employers approaching EVP development and cultural assessment purely from the perspective of the permanent workforce. As Esther Swaty explains,
&nbsp;&ldquo;Not everyone has paid as much attention to their contingent workforce as they perhaps should have. Encouragingly, however, many companies are recognising this. Investing in contingent will be a catalyst to growth but contingent talent pools are still often treated as a separate entity, even by those firms with an extensive history of hiring this workforce.&rdquo;
This is beginning to shift. There&rsquo;s a growing recognition that employer value propositions need to encompass contingent workers too. Employers are tapping into this segment of the workforce in growing numbers across the globe, and while contingent talent may only be with a company for a limited period, the impact they have on the culture is long-lasting.&nbsp;
Alexa Bradbury, Impellam&rsquo;s Director of Marketing, UK &amp; Europe believes "The rise of the contingent workforce is reshaping how work gets done, driven by HR and procurement working more collaboratively than ever before. As organisations embrace blended workforce models, technology enables seamless integration, ensuring that all workers &ndash; regardless of role or status, shared values. Agility and alignment are now essential for success, creating consistency across every aspect of the business.&rdquo;&nbsp;
Contingent resources also have the potential to return time and again to a business. Ensuring they are factored into a proposition will aid continued engagement with this core talent pool (which is particularly important given the role they play in alleviating the impact of skills shortages).&nbsp;
Mindsets also have to shift to be more relevant for the blended workforce. According to Adam Barratt, &ldquo;History teaches us that the term &lsquo;career&rsquo; is associated with permanent workforces, but this is an archaic view. Contractors have careers too; they have simply chosen a different route. This must be recognised to ensure cultures truly speak to these audiences.&rdquo;
<h2>The perils of misconstruing corporate culture&nbsp;</h2>
While culture must reflect and respond to the wants and needs of the workforce, it is important that authenticity remains at the heart of everything.&nbsp; Aside from the fact that attrition rates will increase, the longer-term impact of not creating the right EVP can&rsquo;t be ignored. In today&rsquo;s socially connected landscape, people feel more empowered to publicly call out brands that have mis-sold the business and will often do so.&nbsp;
And with a growing reliance on the contingent workforce, a negative or mis-directed culture risks damaging the chance of re-engaging them again, while also negatively impacting your reputation with wider contingent talent pools.
It&rsquo;s also important not to forget about the power of your leavers&rsquo; voice, as Sarah-Jane King, Impellam Group HR Director, explains, "Understanding why people leave an organisation is as important as engaging those who stay. Exits aren't always negative; they can be positive transitions that offer valuable insights. By listening to leavers, building alumni relationships, and learning from their experiences, we gain a well-rounded view of the employee lifecycle, and can enrich our people strategy.&rdquo;
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<h2>Getting the value from your EVP</h2>
Your EVP is an ever-evolving element. It will, in essence, never be complete. That doesn&rsquo;t mean that it is wrong, or you&rsquo;ve failed, but rather that you are on the right path to meet the challenges of the future.&nbsp;
An effective EVP taps into the pride of your workforce, recognising and rewarding it to inspire even greater performance. When employees feel truly proud to work for your organisation, they become your most powerful advocates. Those that master the art of culture and EVP will reap the rewards &ndash; with productivity and business resilience &ndash; especially as &ldquo;new world of work&rdquo; continues to change.&nbsp;
<h2>EVP considerations</h2>
The elements of culture and EVP vary, but as a starting point at least it is vital to consider:
- &nbsp; &nbsp;Authenticity is key: You might be able to talk the talk, but talent communities will judge you on whether or not you can walk the walk. People need to truly feel a part of the organisation &ndash; whether they are part of your contingent or your permanent workforce &ndash; and that requires having a &lsquo;golden thread&rsquo; of authenticity throughout your culture. Workers themselves have indicated the value they place on this, with a study from the <a href="https://www.inclusiveleadership.com/wp-content/uploads/2021/07/The-Importance-of-Authenticity-in-the-Workplace.pdf" target="_blank" rel="noopener">Institute for Inclusive Leadership </a>revealing that 90% of people value authenticity at work.
- &nbsp; &nbsp;Be unique: A culture and EVP that doesn&rsquo;t stand out not only has limited impact, but it also screams &lsquo;inauthentic&rsquo; to talent communities. The language and tone need to resonate with your talent. At Impellam, for example, we have our own unique &lsquo;Virtuoso behaviours&rsquo; that our brands and people recognise and use themselves.&nbsp;
- &nbsp; &nbsp;Bring your people along on the journey: Successful propositions are based on legacy and fact. If you are listening to your people and creating a two-way dialogue, it will be much more effective. Our Impellam Virtuoso Alliance, for example, creates a platform for our leadership to hear from our people directly, stay close to customers, get feedback on upcoming strategic initiatives, and involve everyone in the business. If we look at brands that have a strong culture and EVP, there&rsquo;s a clear focus on people steering the working environment. Outdoor clothing company, <a href="https://www.wework.com/ideas/professional-development/creativity-culture/what-is-company-culture-and-why-its-important#h-company-culture-examples-top-places-that-have-been-successful-in-creating-a-unique-culture" target="_blank" rel="noopener">Patagonia</a>, for example, puts the power in the hands of staff to set hours and safeguard their own work/life balance.&nbsp;
- &nbsp; &nbsp;Be versatile: While there needs to be some consistency in your EVP, it&rsquo;s not a one-size-fits-all thing. It&rsquo;s crucial to really understand your workforce and create a proposition that speaks to the unique needs of all.&nbsp;
- &nbsp; &nbsp;Feedback: One of the core components of a strong culture and EVP is the ability to share with your talent community what is being changed and why. Telling your people that you listened, and are taking action, will strengthen connections and your culture. Again, if we consider brands that have created a strong Employer Value Proposition, feedback is incorporated. <a href="https://harver.com/blog/employee-value-proposition-examples/#Yelp" target="_blank" rel="noopener">Yelp</a>, for example, uses its own five-star review business proposition with its workforce.&nbsp;
Want to learn more about developing or enhancing your company&rsquo;s employer value proposition? Get in touch with us via <a href="mailto:AskImpellam@impellam.com" target="_blank" rel="noopener">AskImpellam@impellam.com</a>.
&nbsp;

Drawing from our research and expertise, our latest report delves into &nbsp;the importance of devising and delivering a powerful Employer Value Proposition (EVP), and a company culture that promotes growth, development, and stability.&nbsp;

Building a Resilient Workforce: The evolution of your EVP and why it matters 

We're celebrating International Day of Persons with Disabilities (December 3),&nbsp; an international observance promoted by the United Nations since 1992. It has been observed with varying degrees of success around the planet. The observance of the Day aims to promote an understanding of disability issues and mobilize support for the dignity, rights and well-being of persons with disabilities. It also seeks to increase awareness of gains to be derived from the integration of persons with disabilities in every aspect of political, social, economic and cultural life.&nbsp;
At Impellam, we realise the power of work to change businesses, change lives and change futures. We&rsquo;re committed to driving inclusion - both for our customers and our colleagues.
<h2 class="MsoNormal">Our work covers a number of initiatives:</h2>
<ul>
<li>Implementing equitable processes throughout the candidate experience&mdash;from tailored job applications to providing access and flexible interview formats.</li>
<li>Being named leaders in the <a href="https://disabilityin.org/what-we-do/disability-equality-index/" target="_blank" rel="noopener">Disability Equality Index&reg;</a> (through Disability:IN), the leading benchmark for disability inclusion.</li>
<li>In the UK, we&rsquo;re a Disability Confident organisation, an accreditation which recognises our commitment to hiring and retaining people with disabilities.</li>
<li>Enhancing our website accessibility with <a href="https://reciteme.com/" target="_blank" rel="noopener">ReciteMe</a>, allowing visitors to personalise their experience with accessibility and language tools.</li>
<li><a href="https://www.guidantglobal.com/" target="_blank" rel="noopener">Guidant Global </a>is a Gold partner and Lorien a Pioneer for <a href="https://ridi.org.uk/" target="_blank" rel="noopener">RIDI</a> (Recruitment Industry Disability Initiative)&nbsp;</li>
<li>We sponsor disability inclusive events, including Guidant Global who are the headline sponsor of Sitting Bucks Volleyball Club in the UK&nbsp;</li>
<li>Our IMAble, our employee-led group hosting impactful events, that this year includes a guest speaker sharing their experiences living with a disability.</li>
</ul>
&nbsp;
&nbsp;

Celebrating Inclusion on International Day of Persons with Disabilities 

We are delighted to announce that Claire Marsh, our CEO of Impellam Group North America, was named among the most influential leaders in the Staffing Industry Analysts 2025 Staffing 100 North America list for the third consecutive year.
<h2 class="MsoNormal">Here is why:</h2>
Claire Marsh has delivered year-over-year growth across Impellam Group North America&rsquo;s portfolio for three consecutive years, including double-digit growth in its STEM brands against a volatile economic climate in 2024. Marsh fosters a culture of collaboration, driving &ldquo;One Impellam&rdquo; initiatives that are resulting in substantial margin benefits. Her dedication to growing Impellam&rsquo;s people through professional development initiatives has led to an attrition rate of less than 7%. She was named the No. 1 Staffing Leader to Watch in 2024 by Candidate.ly. Marsh leads the Unity ED&amp;I Council, which she founded in&nbsp;2020.&nbsp;
<h2 class="MsoNormal">About the SIA Staffing 100 North America list&nbsp;</h2>
In its 14th year, Staffing Industry Analysts annual list highlights 100 North American staffing leaders who have demonstrated extraordinary vision, resilience and adaptability and are shaping the world of work. Those on the list include CEOs, CFOs, COOs, company founders and more.
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-north-america/2025-staffing-100-north-america" target="_blank" rel="noopener">View the full list here.</a>

Claire Marsh, CEO Impellam North America named in the SIA 2025 Staffing 100 North America list

We are thrilled to announce we have been named as a &ldquo;Best Place to Work for Disability Inclusion&rdquo; by<a href="https://www.linkedin.com/company/disabilityin/" target="_blank" rel="noopener">&nbsp;</a><a href="https://www.linkedin.com/company/disabilityin/" target="_blank" rel="noopener">Disability:IN</a><a href="https://www.linkedin.com/company/disabilityin/" target="_blank" rel="noopener">&nbsp; </a>Disability Equality Index&reg; (DEI). The DEI is a comprehensive benchmarking tool that helps companies build a roadmap of measurable, tangible actions that they can take to achieve disability inclusion and equality. The DEI is an initiative of <a href="https://www.linkedin.com/company/disabilityin/" target="_blank" rel="noopener">Disability:IN</a>, the global business disability inclusion network, to collectively advance the inclusion of people with disabilities. At&nbsp;<a href="https://www.linkedin.com/company/impellamgroup-plc/" target="_blank" rel="noopener">Impellam Group</a><a href="https://www.linkedin.com/company/impellamgroup-plc/" target="_blank" rel="noopener">,</a> we are dedicated to creating a working environment which allows people to feel they can bring their authentic selves to work. We are proud of the work of our Equity, Diversity and Inclusion Council &ndash; UNITY, our colleague-led business resource groups, our senior leaders and our Virtuosos. We are committed to continuing to our progress on our&nbsp;<a href="https://www.linkedin.com/feed/hashtag/?keywords=disabilityinclusion&amp;highlightedUpdateUrns=urn%3Ali%3Aactivity%3A7084538889113088001">#DisabilityInclusion</a>&nbsp;journey, to drive tangible actions toward full inclusion and equality. To learn more about the Disability Equality Index, please click&nbsp;<a href="https://disabilityin.org/what-we-do/disability-equality-index/2024companies/" target="_blank" rel="noopener">here.</a>

Impellam NA and UK named as a &ldquo;Best Place to Work for Disability Inclusion&rdquo; by Disability:IN Disability Equality Index&reg; (DEI).

Disability Inclusion Award 2024

At Impellam Group we&rsquo;re dedicated to helping create inclusive and welcoming workplaces by removing barriers to employment and providing life-changing opportunities. As part of our work, we make an impact in our communities, nurture future talent and give back by donating our time and expertise.
Recently, <a href="https://www.linkedin.com/in/jenniferlsimpson/" target="_blank" rel="noopener">Jennifer Wallace</a>, our Senior Director of Finance Transformation in North America, visited Britt Elementary School in Snellville, Georgia, to participate in Career Day. During her visit, she shared insights into finance and imparted valuable life skills to an eager group of 10- to 11-year-olds.
With her extensive experience in finance and business, Jennifer connected with the students, igniting their curiosity about what the future could hold for them.
During her session, Jennifer discussed the importance of adaptability and continuous learning in today's dynamic job market. She drew from her journey and emphasized that embracing change can lead to fulfilling career paths. 
Jennifer also recognized the importance of financial literacy and took the time to educate the students on practical aspects of finance, such as managing bills and investing asking questions like, &ldquo;What do you spend your money on?&rdquo; and &ldquo;Do you spend it all at once?&rdquo; Her initiative to equip young students with essential money management skills is important, given many schools in North America do not have the resources to address the topic of financial education.
As a representative of Impellam Group, Jennifer embodies our commitment to making a positive difference in the communities we serve.
"The kids LOVED the Impellam dollars. I left them with the classrooms for the teachers to incorporate into future maths lessons. A few teachers asked to download<a href="https://a.co/d/dR8PWbq" target="_blank" rel="noopener"> the financial literacy link</a> on my last slide to teach their kids. That was a cool feeling" - Jennifer Walace.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/dlb4vg2n0xj05b7pih24r392biif" alt="" width="402" height="120">
Investing in the next generation shapes young minds and lays the foundation for a brighter, more empowered future.

Empowering the Next Generation at Career Day

Impellam proudly participated in the MK Innovates Women in STEM Festival, a vibrant event bringing together over 30 organisations to inspire and support women pursuing or advancing careers in STEM.
From interactive activities to invaluable career insights, the festival was an empowering space for all.
<h2 class="MsoNormal">Fireside Chats: Journeys in STEM </h2>
Our Director of Skills Growth, Christopher Blackburn, hosted engaging fireside chats with two remarkable women, Kayleigh Alabaster, Graduate Aircraft Engineer at Virgin Atlantic and Sophie Bolton, Communications Consultant at Impellam, diving into their journeys and the impact of apprenticeship pathways in STEM.
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Kayleigh Alabaster, Graduate Aircraft Engineer at Virgin Atlantic: Kayleigh shared her journey into aerospace engineering and how STEM apprenticeships paved the way for her career.</li>
</ul>
Watch the video
<iframe title="Kayleigh Video STEM Festival" src="https://player.vimeo.com/video/1036054448?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>
<ul>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Sophie Bolton, Communications Consultant at Impellam: Sophie reflected on her experiences and the transformative impact of apprenticeships on her professional growth.</li>
</ul>
Also, our Client Services Director, Angela Hackett, shared her thoughts on Sophie and the incredible work she&rsquo;s doing in her business area.
Watch the video
<iframe title="Sophie STEM Festival Video" src="https://player.vimeo.com/video/1035642164?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="450" frameborder="0" allow="autoplay; fullscreen; picture-in-picture; clipboard-write"></iframe>
<h2 class="MsoNormal">Supporting the Next Generation </h2>
We were also joined by Chris Bradley, Head of Employer Advocacy and Ambassador Network at the Department of Education, who emphasised the importance of apprenticeships in shaping the future workforce. &ldquo;Through the Apprenticeship Ambassadors Network, we&rsquo;re committed to inspiring, engaging, and supporting the next generation in pursuing meaningful careers,&rdquo; Chris Bradley shared. We&rsquo;re proud to have over 100 apprentices across Impellam and our customer sites, helping to shape the future of the industry and create opportunities for growth.&rdquo;
The MK Innovates Women in STEM Festival showcased the power of connection, mentorship, and opportunity
At Impellam, we&rsquo;re deeply committed to building better businesses and helping people lead fulfilling lives through the power of work.
&nbsp;

Empowering Women in STEM: Highlights from the Women in STEM Festival 

&ldquo;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&rdquo;
<h2>A Decade-Long Partnership</h2>
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.&nbsp;
We discovered they were experiencing mission-critical skills shortages in digitalisation and automation and quickly stepped in with an Integrated Talent Solution.
The results include fulfilment ratios increased to 99.4% and more than $2 million in cost avoidance and savings.
<h2>How can Integrated Talent Solutions help you?&nbsp;</h2>
In addition to managing workforce supply chain, our Integrated Talent Solutions deploy subject matter experts at your point of need to enhance your ability to source the best talent across STEM skills categories. &nbsp; Integrating our talent SMEs directly into your MSP or RPO programme gives cost-effective access to sourcing the very best specialist contingent and perm STEM talent on the market.&nbsp;
Our customer-centric approach means we work with you to co-create a bespoke solution tailored to cover your entire contingent talent ecosystem. By bringing together workforce and STEM talent solutions we provide the guidance and specialist support to help you navigate a rapidly changing and skills-short labour market, and find the talent needed to give you a competitive edge.
Elevate your MSP or RPO and get better access to the mission-critical talent you need to futureproof your business.
Find out how our Integrated Talent Solutions helped build a better fortune 500 business <a title="Integrated Talent Solutions - Energising the workforce" href="https://www.impellam.com/insights/integrated-talent-solutions-energising-the-workforce" target="_blank" rel="noopener">here</a>

&ldquo;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&rdquo;

Energising the workforce

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>

Five Ways to Future-Proof Your Workforce with a Strong EVP

&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

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

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;.
&nbsp;
<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® 

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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;
</div>
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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;
</div>
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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;
</div>
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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;
</div>
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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;
</div>
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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;
</div>
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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>
</div>

Impellam Group Leading the Way   

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 

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

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>
&nbsp;

Impellam leadership named in the SIA Global Power 150 Women List

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! 

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

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

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 

<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 

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

<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>
&nbsp;
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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

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

To celebrate Pride our business resource group, IMProud, created a truly inspirational video that delves into the essence of Pride, the role of allies, and some cherished Pride memories from our colleagues.
The Importance of Pride Month is more than just a celebration; it&rsquo;s a powerful reminder of the ongoing journey toward equality and acceptance. It commemorates the struggles and achievements of the LGBTQIA+ community and highlights the importance of visibility and representation. &nbsp;
At Impellam, our commitment goes beyond just celebrating Pride Month. We strive to create workplaces that are inclusive and supportive, where everyone feels valued and respected. We believe that when employees can bring their authentic selves to work, they are more engaged, innovative, and productive. Our initiatives, led by groups like IMProud, aim to build an environment where diversity is celebrated, and everyone has the opportunity to thrive.
<a href="https://www.youtube.com/watch?v=0JP1qFpEhB4" target="_blank" rel="noopener">Watch our video</a>

Celebrating Pride Month: Embracing Authenticity and Allyship at Impellam

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

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 

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

We&rsquo;re delighted to announce that Patrick Stedman has been appointed Senior Vice President of SRG in North America.
&nbsp;
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.
&nbsp;
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."
&nbsp;
<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>
&nbsp;
Welcome to Impellam Group, Patrick!

SRG appoints Patrick Stedman as Senior Vice President.

SRG appoints Patrick Stedman

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

In recognition of British Science Week, we are shining a spotlight on one of our incredible Early Talent STEM (Science, Technology, Engineering and Maths) programmes in the UK.
At Impellam, we&rsquo;re 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.
We do this by empowering businesses working across STEM to drive diversity by addressing a key driving factor behind under-representation &ndash; early talent.
SRG&rsquo;s Early Talent team specialise in supporting businesses to identify and attract top early talent from a range of backgrounds to progress onto successful careers in STEM.
Each year SRG supports a global pharma industry partner with their long-standing Industrial Placement Programme, which equips students who are looking for an impactful industry placement across Life Sciences as part of their Undergraduate Degree or Integrated Masters.
They offer up to 300 placements a year across a range of locations across the UK.
This has included work with the non-profit organisation The 10,000 Interns Foundation, who aim to remove barriers to entering the workforce for underrepresented individuals. With SRG&rsquo;s support, our client exceeded their initial targets of interns, activating more opportunities for talented young people to power their careers in STEM.
We&rsquo;re proud of the part we play in support of the next generation of STEM talent.
Get in touch to find out more about how we work collaboratively with our partners to connect and invest in a diverse talent pipeline in STEM.
<a class="primaryBtn" href="https://www.srgtalent.com/blog/diverse-talent-pipelines-in-stem" target="_blank" rel="noopener">Learn more at SRG here.</a>

In recognition of British Science Week, we are shining a spotlight on one of our incredible Early Talent STEM (Science, Technology, Engineering and Maths) programmes in the UK, at SRG.

British Science Week

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

<div class="OutlineElement Ltr SCXW37649614 BCX8">
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;
</div>
<div class="OutlineElement Ltr SCXW37649614 BCX8">
<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>
<div class="OutlineElement Ltr SCXW37649614 BCX8">
<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>
</div>
<div class="OutlineElement Ltr SCXW37649614 BCX8">
<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>
</div>

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

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

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

<div class="OutlineElement Ltr SCXW139981993 BCX8">
Click the buttons below to open the PDF versions of this report.
<a class="primaryBtn" href="https://cdn.sourceflow.co.uk/1emkoxtsdpfm2tj1fyt4x26yual0" target="_blank" rel="noopener">UK English version</a>
<a class="primaryBtn" href="https://cdn.sourceflow.co.uk/7dwuapyozhxvkkhorjdzqqlf7upp" target="_blank" rel="noopener">US English version</a>
<hr>
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.
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<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.
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<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

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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;
&nbsp;
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;
&nbsp;
&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;
&nbsp;
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;
&nbsp;
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 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&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

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

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

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

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

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!

SIA Staffing 100 Europe

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

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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 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;
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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

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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

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

Recently our&nbsp;Lorien&nbsp;North America team and members of our sustainability-focused business resource group&nbsp;IMEarth, partnered with&nbsp;HEAL THE PLANET&nbsp;- an environmental education charity that actively engages with communities on important environmental initiatives. &nbsp; We&rsquo;re proud of our team for clearing 72 pounds of rubbish during the beach clean-up at Fort Lauderdale and to show our commitment we also donated $1000 to help&nbsp;HEAL THE PLANET&nbsp;to continue to do their essential work!&nbsp; Well done to our&nbsp;Lorien&nbsp;and IMEarth team and shout out to&nbsp;Lorien&nbsp;President&nbsp;Ryan McMahon&nbsp;for sponsoring and supporting this initiative.
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Our Lorien North America team cleared 72 pounds of rubbish during the beach clean-up at Fort Lauderdale partnering with HEAL THE PLANET.

Beach Clean Up - HEAL THE PLANET

We&rsquo;re thrilled to announce&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/bartech-staffing/" data-attribute-index="0" data-entity-type="MINI_COMPANY">Bartech Staffing</a>&nbsp;has been recognized as a Top-Rated IT &amp; Engineering Staffing firm 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/great-recruiters/" data-attribute-index="2" data-entity-type="MINI_COMPANY">Great Recruiters</a>&nbsp;for the second time running!&nbsp; The accolade recognizes how&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/bartech-staffing/" data-attribute-index="4" data-entity-type="MINI_COMPANY">Bartech Staffing</a>&nbsp;has distinguished themselves in the industry, for the first half of 2023 by receiving 231 reviews with an average rating of 4.83! This reflects the incredible commitment and work of our Virtuosos. We are proud of our&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/bartech-staffing/" data-attribute-index="6" data-entity-type="MINI_COMPANY">Bartech Staffing</a>&nbsp;team for nurturing and providing the best engineering talent in North America.&nbsp;&nbsp; Congratulations to our&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/bartech-staffing/" data-attribute-index="8" data-entity-type="MINI_COMPANY">Bartech Staffing</a>&nbsp;team!&nbsp;

Bartech Staffing has been recognized as a Top-Rated IT &amp; Engineering Staffing firm by Great Recruiters for the second time running!

Bartech Staffing Top Rated

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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

Oar-some work from our teams who took part in the Corporate Charity Dragon Boat Race event! Our teams included participants from&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/carbon-60/" data-attribute-index="0" data-entity-type="MINI_COMPANY">Carbon60</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/company/comensura/" data-attribute-index="2" data-entity-type="MINI_COMPANY">Comensura</a>, our Customer Office,&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="4" data-entity-type="MINI_COMPANY">Guidant Global</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/company/lorien/" data-attribute-index="6" data-entity-type="MINI_COMPANY">Lorien</a>&nbsp;&amp;&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/srg-/" data-attribute-index="8" data-entity-type="MINI_COMPANY">SRG</a>. Teams battled it out on the water at Dorney Lake and were joined by clients to raise money for some great causes. A huge well done and paddle on the back to everyone who took part!&nbsp; Our teams and clients raised an extra-oar-dinary&nbsp;&pound;10,308 for our charity partner <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/liaswingsuk/" data-attribute-index="10" data-entity-type="MINI_COMPANY">Lia's Wings</a>, as well as, <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/save-the-children/" data-attribute-index="12" data-entity-type="MINI_COMPANY">Save the Children UK</a>, <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/marie-curie/" data-attribute-index="14" data-entity-type="MINI_COMPANY">Marie Curie UK</a>, <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/comic-relief/" data-attribute-index="16" data-entity-type="MINI_COMPANY">Comic Relief</a> and <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/national-autistic-society/" data-attribute-index="18" data-entity-type="MINI_COMPANY">The National Autistic Society</a>.&nbsp;&nbsp;

Our teams took part in the Corporate Charity Dragon Boat Race event! Our teams included participants from Carbon60, Comensura, our Customer Office, Guidant Global, Lorien &amp; SRG.

Dragon boat race charity event

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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

Congratulations to&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/ACoAAAM--1sBPQoJL9bZMw8NeLt1629PeVZ9Ot4" data-attribute-index="0" data-entity-type="MINI_PROFILE">Arsenio T. Bell,</a>&nbsp;on being named on&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/staffing-industry-analysts/" data-attribute-index="2" data-entity-type="MINI_COMPANY">Staffing Industry Analysts</a>&nbsp;40 under 40 list! Arsenio started his career as a recruiting intern in 2008, and today serves as VP of client solutions for global managed services 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/guidant-global/" data-attribute-index="4" data-entity-type="MINI_COMPANY">Guidant Global</a>. In his interview, Arsenio said, &ldquo;I want to shake this industry up &mdash; make changes for the better. Someone might see me on this 40 Under 40 list and say, &lsquo;He was an intern just like me.&rsquo; I have a responsibility to be a role model for people who look like me.&rdquo; Read Arsenio&rsquo;s<a href="http://40under40.staffingindustry.com/arsenio-t-bell-2023/"> full profile head to SIA</a>

Arsenio T. Bell named on Staffing Industry Analysts 40 under 40 list!

Arsenio Bell in SIA 40 under 40

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;<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

<h3>Chicago Pride Fest 2023</h3>
<h4> At Impellam Group, we&rsquo;ve been recognising and celebrating Pride month. We were honoured to sponsor a booth at the Chicago Pride Fest. It was organised by our Business Resource Group IMProud, as part of our Unity &ndash; Equity Diversity and Inclusion Council. In attendance, to celebrate the LGBTQIA+ community, were many of our North America IMProud Virtuosos and senior leadership team.</h4>
Anna Leszczynski our IMProud BRG Co-Lead, attended and said 'Between the positive energy, sunshine, fun giveaways, and new faces brought to our booth &ndash; it was exceptionally heartwarming. IMProud to work for a company like Impellam Group that embodies authenticity, allyship, and the beauty of individuality, diversity, and equity throughout this past weekend and beyond!'

Impellam were honoured to sponsor a booth at the Chicago Pride Fest and attend with many of our colleagues joining.

Chicago Pride Fest 2023

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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

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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

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

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

<h2>Are you curious about ChatGPT? Interested in Artificial intelligence?</h2>
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Are you wondering what is the future of ChatGPT? Check out our research below to learn more about its impact on the future of work and recruitment., along with insights on technology and its limitations, and how technology will help us be more productive and help shape our roles.
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<h2>Asking yourself 'How does ChatGPT work?' Interested in Artifical Intelligence? We've got you covered.&nbsp;</h2>
Learn more about the future of work and recruitment from our industry experts, along with insights on technology and its limitations, and how technology will help us be more productive and help shape our roles.&nbsp;
&nbsp;
<h2>So what is the future of ChatGPT Recruitment?</h2>
There&rsquo;s been a lot of noise about ChatGPT since it was made available to the public for free in November 2022. What sets it apart from other AI models &ndash; according to ChatGPT itself &ndash; is its ability to understand context and generate responses that are relevant to the conversation in a human-like way. In other words, it can &lsquo;think.&rsquo; It can create new content and ideas, and even write essays, scripts and poems. In fact, some of the leading names in tech recently penned an open letter calling for a six month pause on AI experiments, stating "Contemporary AI systems are now becoming human-competitive at general tasks."
Not surprisingly, skilled professionals, from content creators to SEO specialists, are feeling vulnerable. And the latest version, GPT-4, which launched in March 2023, looks set to make everyone from web developers to lawyers nervous too. In fact, automation will impact all workers across all sectors, with one in four jobs at risk. Forrester predicts that, by 2030 1.5million jobs will be lost in Australia <a title="test" href="https://www.forrester.com/press-newsroom/forrester-automation-will-cause-australias-job-market-to-shrink-11-by-2030/" target="_blank" rel="noopener">Australias job market to shrink by 2030</a>, and by 2040, <a href="https://www.forrester.com/press-newsroom/forresters-future-of-jobs-forecast-12-million-jobs-will-be-lost-to-automation-across-europe-by-2040/">12 million jobs will be lost in France, Germany, Italy, Spain, and the UK</a>. In the US, <a href="https://financesonline.com/jobs-lost-to-automation-statistics/">39 million people could lose their jobs by 2030</a>.
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<h2>How do I use ChatGPT to work more effectively?&nbsp;</h2>
At Impellam Group, our approach is human first, augmented by technology. It&rsquo;s important to utilize advantageous technology. For example, we&rsquo;ve invested in a digital process automation platform, to take care of our more repetitive tasks so our employees (we call them Virtuosos, because they make the difference) can focus on higher value ones like building relationships with our customers and candidates. In one instance, a Virtuoso was spending 80% of their time answering supplier emails. By automating responses to common queries, we&rsquo;ve reduced this to 90 minutes a week. Pamela Beard, SVP Technology &amp; Project Management, Guidant Global, says: &ldquo;People find no pleasure in a lot of repetitive work. By using the process automation platform, we&rsquo;re making the lives of our fellow team members better and their jobs more interesting.&rdquo;
We&rsquo;re also embracing automation and personalisation so we can provide a more responsive and engaging experience for candidates. Alexa Bradbury, Global Marketing Director, Guidant Global, explains that we use chatbots in high-volume recruitment programmes to bring efficiencies to first-round screening &ndash; for example, by filtering out those without a right to work and self-enabling administrative tasks such as interview scheduling. When it comes to saving time and money, the stats speak for themselves. &nbsp;The latest recruitment technology allows advanced automation and personalisation at scale, resulting in an average of 12% more placements per recruiter, 34% more submissions per head, and 8.5 days less time to fill. More importantly, recruiters are using this time to focus on developing relationships with the most qualified candidates, resulting in 64% higher fill rates&nbsp;and a 21% increase&nbsp;in redeployment.
&nbsp;
<h2>How does ChatGPT improve the candidate experience?</h2>
As well as enabling more time to be spent with candidates, AI can also improve the overall candidate experience. Darren Topping, Director of Solutions and Insight for Lorien UK commented, &ldquo;Our research into a positive candidate journey has shown that the right technology will benefit candidates as well as our clients. Things like real-time status updates of application progress, enabling applications to be created quickly and allowing candidates to rate their recruitment experience through various stages of the project can be achieved using AI and provide us with valuable data that will help us measure candidate satisfaction.&rdquo;
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<h2>What are the limitations of ChatGPT?</h2>
But AI technology such as ChatGPT has its limitations. Charlotte Horton, Head of Innovation and Insight, Impellam Group, says: &ldquo;We&rsquo;ve not seen a technology that can replace the emotional engagement that our people have with our customers and candidates. We buy services from people we like and people we trust; we can&rsquo;t (and don&rsquo;t want to) replace that.&rdquo;
Ryan McMahon, President, Lorien, agrees. He&rsquo;s been here before. The online job boards were going to be the end of recruiters; except they weren&rsquo;t and we&rsquo;re still here. He says: &ldquo;People want to communicate with people &ndash; especially about a job, something you spend 40 hours a week doing.&rdquo;
Technology is an enabler, but it can&rsquo;t form relationships. It can&rsquo;t listen, or question, or gather insight. It can&rsquo;t engage with customers to understand their problems and come up with a solution that best suits their needs. What AI can do is manage high volumes of work and at pace. It can automate tasks such as building resumes and creating job offers. It can make us more productive in carrying out these tasks, or it can free us up to use our human skills to focus on more rewarding work.
Of course, a number of current jobs in today&rsquo;s market could be described as repetitive &ndash; more than a third of them<a href="https://www.forrester.com/blogs/twenty-five-percent-of-europe-5-jobs-are-at-risk-from-automation-12-million-jobs-will-be-lost-by-2040/"> &lsquo;involve little complex thinking, judgment, or human interaction&rsquo;.</a> &ndash;. According to McKinsey, up to <a href="https://www.mckinsey.com/featured-insights/future-of-work/australias-automation-opportunity-reigniting-productivity-and-inclusive-income-growth">21 million people in Europe and 5 million in Australia.</a>may have to leave <a href="https://www.mckinsey.com/featured-insights/future-of-work/the-future-of-work-in-europe">declining occupations.</a>And in the US, nearly <a href="https://www.mckinsey.com/featured-insights/future-of-work/the-future-of-work-in-america-people-and-places-today-and-tomorrow#section-header-2">40% of jobs are in occupations that could shrink by 2030</a> Even if your job is safe, you can expect your day-to-day activities to change. McKinsey&rsquo;s 2017 analysis of occupations found that, in 60% of jobs, at least <a href="https://www.mckinsey.com/featured-insights/future-of-work/jobs-lost-jobs-gained-what-the-future-of-work-will-mean-for-jobs-skills-and-wages">30% of activities could be automated.</a>
But to suppose that technology is coming for our jobs misses an important point: by 2030, <a href="https://www.mckinsey.com/featured-insights/future-of-work/the-future-of-work-in-europe">Europe will have 20 million fewer people of working age.</a> Not only that, the World Economic Forum predict there will be 150 million new technology jobs created over the next five years, and by 2030<a href="https://www.weforum.org/agenda/2022/10/why-are-young-people-not-preparing-for-the-jobs-of-the-future/"> 77% of roles will require digital skills.</a> Charlotte explains: &ldquo;Ultimately, there aren&rsquo;t enough people in the workforce with the right skills to do the work. The robots aren&rsquo;t replacing humans; they&rsquo;re helping us to work smarter and do more.&rdquo;
So, fear not, with the right investment in both technology and people, robots can help us create a world of work that is more productive and rewarding than ever before. At Impellam we make sure people make the difference. Together, we can deliver a world where you&rsquo;ll always have exceptional people doing exceptional work.
ChatGPT is just one of the many tools impacting how we live and work&hellip;
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<h2 dir="ltr">Is ChatGPT part of the Metaverse?&nbsp;</h2>
Although ChatGPT isn&rsquo;t necessarily a part of the metaverse, AI technology similar to it plays a big part in the virtual world. The potential is unlimited. Literally. The metaverse will allow us to be in two (or more) places at once: to pursue an alternate career in an alternate reality, selling skills augmented by AI. In the metaverse, an avatar can produce and sell content while the real-life person sleeps. If it sounds out of this world, that&rsquo;s because it is, but it has practical applications for business in a world where we&rsquo;re beginning to embrace the global marketplace &ndash; and it could be the solution for remote working.
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<h2>&ldquo;Write For Us&rdquo; Technology will accelerate change &ndash; and bring new challenges for people to solve</h2>
AI like ChatGPT needs data centres and data centres need renewable energy &ndash; and they both need people to design, build, manage and maintain them. Ryan expects to see these sectors expand, alongside cyber security, as Lorien, our digital, transformation and technology recruitment brand, staffs the next generation of AI technology. In fact,&nbsp;worldwide employment in<a href="https://www.weforum.org/agenda/2023/01/renewable-energy-transition-green-jobs/"> renewable energy is set to grow by more than 38 million jobs by 2030.</a>
And it&rsquo;s not only <a href="../../../../../../customer-solutions">STEM skills</a> that will be in demand either. Social and emotional skills such as entrepreneurship, initiative taking and leadership, and higher cognitive skills including creativity and critical thinking, will also be sought after.
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<h2>What is the potential of ChatGPT Recruitment? Opening up world(s) of talent and breaking down job definitions</h2>
Remote working has already opened up a world of talent, and new digital tools are helping to remove bias from the recruitment process and increase access to opportunity. Add the metaverse to the mix and what do you get? That means 24/7 access to worlds of talent &ndash; a supersized gig economy that augments your core workforce. As organisations automate or outsource more tasks, we&rsquo;ll see less defined job roles and lots of appetite for skills mapping. Talent will flow to work, enabling people to focus on their expertise &ndash; and technology will play a role in helping organisations to understand employees&rsquo; skill sets and behaviours and how to utilise them.
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<h2>What limitations does ChatGPT have?</h2>
Technology is only as good as the humans behind it &ndash; not to mention the humans using it too. AI draws its data from content produced by people, which means it&rsquo;s as flawed as those who created it. It might be misinformed, or biased, or both, and it requires human intervention to lead it in the right direction. As a research tool, ChatGPT is helping people to generate content in a more efficient way. Alexa explains: &ldquo;It helps our writers to do their research into the market quickly, but it&rsquo;s definitely not a silver bullet. It&rsquo;s a content aggregator, not original thought: we need to sense check it, make sure it&rsquo;s fit for purpose and put our own stamp on it.&rdquo;
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<h2>How do I get the most out of ChatGPT as an employer?</h2>
Digital natives embrace new technologies, and as more of them enter the workforce, they&rsquo;ll bring this acceptance &ndash; and expectation &ndash; with them. Employers competing for talent will need to engage with these people who&rsquo;ve grown up online &ndash; and AI will enable organisations to keep up with demand for content.
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<a href="../../../../../../contact">To find out more, contact us here</a>
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ChatGPT and its impact on the future of work and recruitment. Learn more about the future of work and recruitment from industry experts, along with insights on technology and its limitations, and how technology will help us be more productive and help shape our roles.

ChatGPT - What is the future of work and recruitment

<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>
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Here are 5 of our top ways -&nbsp;
1. Check-in
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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
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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
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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>
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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

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

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

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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

As part of our ongoing drive to help Ukrainian refugees to find work in the UK, we held a special event for Impellam colleagues with Ukrainian national Nataliya Mykolska. Nataliya is a member of DATTALION, a not-for-profit organisation run by Ukrainian women to help document the war in Ukraine.
Hundreds of employees tuned in to hear about Nataliya&rsquo;s experience of the war. They learned about the work she is doing with DATTALION, the struggles faced by displaced Ukrainians when they arrive in a new country and what we can do to help them find work and settle.
Nataliya also explained how we can support Ukrainians still living in their home country through organisations such as&nbsp;<a href="https://www.supportukraine.uk/">supportukraine.uk</a>&nbsp;or through&nbsp;<a href="https://war.ukraine.ua/donate/">the official website of Ukraine</a>.
Following the launch of our Jobs for Ukraine scheme earlier this year, we&rsquo;ve received thousands of applications from Ukrainian nationals looking for work &ndash; and we need your support to find them roles.
If you can help, email jobs4refugees@impellam.com. All profits from placements will be donated to International Red Cross.
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As part of our ongoing drive to help Ukrainian refugees to find work in the UK, we held a special event for Impellam colleagues with Ukrainian national Nataliya Mykolska

Insights

Future-proof your business