FPR Group has been recruiting in the UK since 1991 and in that time we have successfully guided our clients through all economic times, legislative changes and what is required to continue attracting the most talented people.
As we now recruit through the age of information overload, our front line professionals cut straight to the point and offer you their expert opinion and thoughts on how to get ahead.
Is promotion the right answer? With the ongoing debates regarding the skills gap that we face following Brexit, many organisations are aware that internal promotion may be the answer to retaining good employees and their skills within the workforce.
Engineering UK recently released their 2017 report on the contribution engineering makes to the UK and looks how we are performing against plans to address the skills shortage. There were some recommendations on how we can counteract the shortage of skills filtering into the industry, proactively…
In 2016 Business in the Community (BIC) undertook the largest survey ever of mental wellbeing at work. They cited the following, ‘One in four people will experience a mental health problem. At any point one in six of the working age population is suffering from a mental health condition. Last year…
There is nothing in law that requires employers to use probationary periods, they are however commonly used when a new employee joins a company, and are a useful way of assessing performance in a given time frame. An employees’ statutory rights in regard to employment law are not affected by…
Adding the right people to your team should always be carefully considered. How someone will ultimately perform cannot be assessed in an interview alone. So how can you read between the lines?
So, what do you do when the engineering skills shortage starts hiking up the average market salary above what you pay your employees? Should you address your internal pay structure to reduce the chance of losing valuable assets to your higher paying competitors?
A good interview ensures that you are selecting quality staff who can contribute to the productivity of your organisation. Poor selection can be costly in terms of time, training, wages, staff morale and output!
Manufacturing companies that use a recruiter who is not interviewing, testing and assessing their temporary workers, are gambling with their productivity in 2016 and ultimately eroding their competitive edge and profitability.
