Do you know what you’re looking for when it comes to buying an RPO solution? Travel through the RPO buying journey with RPOne, powered by Morson, and Rowena Cooper, head of talent & resourcing at St. Modwen, as we present the RPO Buying Guide.
Your priority is sourcing the very best people in your field to ensure your business prospers. But the right RPO talent partner should help you do much more than that. As well as attracting great candidates, an RPO should help to forecast your future recruitment requirements; examine, critique and improve your job application experience; understand how you’re perceived versus your competitors and find candidates that seamlessly fit your culture.
COVID-19 demonstrated that the traditional RPO model is no longer fit for purpose and simply handing over the reins to an outsourced provider could be more of a hindrance than a help to your business. Instead, time should be taken to understand how an RPO’s approach will transform your organisation for the better.
Travel through the RPO buying journey with RPOne by Morson, and Rowena Cooper, head of talent & resourcing at St. Modwen, as we present the RPO Buyer’s Guide. Helping you spot a good RPO from a great one, the guide explores the five key things you should look out for in an RPO provider that show they’ll collaborate, support and flex around you, every step of the way.
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RPOne, is the Morson Group’s boutique RPO solution. We’ve developed RPOne just as we’ll deliver it – in partnership with our clients, all of whom have different needs, to provide a truly agile talent solution that wraps around your brand today, tomorrow and for the future.
Our mission is simple: offer a flexible RPO solution that scales on demand. We’re here to change the market, and we’re already well on our way.
More than just recruitment. We are your partner to the possible. Find out more by emailing firstname.lastname@example.org going to www.rpo-one.com
RPOne, the recruitment outsourcing solution powered by the Morson Group, has been shortlisted for Best RPO Business at The Global Recruiter UK Industry Awards 2021!
The annual awards by The Global Recruiter magazine celebrate the brightest and best in recruitment across the UK. The judging panel is made up of some of the leading lights in the industry, including representatives from the REC, APSCo and The Recruitment Network.
Outsourcing recruitment requires a special relationship between the recruiter and the client. The award for Best RPO Business recognises the value adding relationships which enable clients to gain the best talent in the most effective and efficient way. The judging panel scrutinise each nomination, looking for how businesses have adapted their service during the pandemic, the implementation of efficient processes to ensure seamless recruitment and on-boarding and the overall impact of the RPO solution from a talent supply point of view.
RPOne, powered by the Morson Group
With 50-years’ experience helping clients around the world to navigate their recruitment challenges, in 2021 we launched RPOne – a transformation of the traditional RPO model, offering a more agile, custom-fit solution to organisations that wish to make their talent ambitions a reality and gain a competitive edge within their industry.
RPOne is a response to the conditions many industries have endured as a result of COVID-19. Many businesses have been left looking for an outsourced recruitment partner that could offer a high touch service and seamlessly drop into their organisation. However, with RPO offerings being a one-size-fits-all approach, most found there wasn’t a solution that could suit the changes they’d had to make to their business because of the pandemic.
Having been recognised as the leader in Managed Service Provision for decades, we were keen to push our proposition further by bringing our extensive RPO experience to the fore. And so, 2021 quite naturally became the right time for us to launch an official offering to the market.
With RPOne, we’ve developed a suite of products and services which are brought together into one enormous offering, which we wrap around our customers. They’re not just equipped with our anecdotal expertise; they have a shopping list of ‘plug in’ extras to adapt, expand and improve their service from us, on demand.
With packages available for start-ups through to enterprise organisations, RPOne is designed to be more effective than anything else currently on the market and can be adapted to suit organisations of all sorts and sizes, scaling alongside businesses at their pace and ensuring they’re prepared for the next phase in their journey.
Nurturing recruiter-client relationships | Manchester United
As well as providing our clients with a transformative recruitment solution, we’re using RPOne to turn around misconceptions that RPOs can never truly be fit for purpose because there are several Morson clients that have seen their business benefit exponentially from the fundamentals of RPOne for years – including one of the world’s most iconic brands, Manchester United.
The complexity of Manchester United’s business model and the sheer scale of its operations requires it to be best-in-class both on and off the pitch. Its mantra is to attract, develop and retain a best-in-class workforce that sits behind the scenes and sets the club apart from its competition. To achieve this, our RPO delivery arm focuses on developing the club’s employer brand, creating streamlined candidate journeys, evolving ED&I agendas and developing behavioural frameworks, all whilst delivering the plethora of diverse skills that the business requires.
In the two-and-a-half years that we’ve been part of Manchester United, we’ve recruited physios, software programmers, coaches, partnership leads, social media specialists, goalkeeping scouts, football analysts, fundraising executives and groundsmen. We’ve even recruited two seat fixers to maintain the 75,000 seats within Old Trafford.
Understanding the nuances of a client’s business is critical to our success. From day one of working together, our mission is to build mutually beneficial relationships across the entire organisation – not just with HR business partners and hiring managers – to understand how these unique puzzle pieces come together. Hiring managers come to us with every role – not just those in more technical areas – which is testament to the trust and autonomy of our relationship, and the time we invest getting under the skin of their industry.
The Global Recruiter UK Industry Awards ceremony will be held in the afternoon of October 14th 2021 at East Wintergarden, Canary Wharf, where the Best RPO Business winners will be formally announced.
To see how RPOne can transform your business visit RPOne.com, or email us at email@example.com
Our new IR35 Health Check MOT service supports businesses that are currently unsure of whether their assessments are valid to avoid the financial and reputational risks associated with not meeting IR35 regulations.
The pandemic has created huge fluctuations in contingent labour requirements, with businesses turning to contractors to manage demand for their services and source niche or volume skillsets.
The 12-month delay to IR35 saw HR and talent teams granted more time than originally anticipated to determine whether their contractor workforce fell inside or outside of the legislation, while many contractors who previously job-hopped felt more inclined to remain with a trusted client as markets coped with some of the most turbulent social and economic conditions ever witnessed.
In the run-up to the delayed introduction of IR35 reform in the private sector – which eventually came into play in April 2021 – thousands of businesses used HMRC’s CEST tool to determine whether their contractors fell inside or outside of IR35. Despite HMRC saying the tool was fit for purpose, businesses have since discovered that may not have been the case. Several incorrect statuses assigned to contractors have been declared, with affected companies now at risk of being fined – despite taking HMRC’s own recommended steps to protect themselves.
While the IR35 reform is now enforced, HMRC has announced it will offer businesses a grace period to ensure their assessments are completed accurately. This is a crucial time to take a step back and ensure you’re entirely compliant, so to help clients achieve exactly that, we’ve launched a brand new IR35 Health Check MOT service.
The challenges of conducting an IR35 assessment in-house, without the support of a third-party advocate, are well documented and amongst other things, include:
- The need to allocate dedicated resources to assess each contractor individually
- The need to roll out new policies and procedures to manage the assessment process, in addition to hiring manager training
- Changing mindsets as to how contractors are treated in relation to employees. This covers the possible removal of benefits, such as staff parking and training, and issuing new hiring manager guidelines on how to engage with contractors in an evolving landscape
- The need to police your supply chain, as all suppliers have to carry out adequate assessments of their own
- The risk of significant financial penalties, as well as potential legal and reputational damage if assessments are found to have been completed inaccurately
Our new IR35 Health Check MOT service supports businesses with contingent workforces of all sizes to ensure their contractors have been assessed individually and is fully insured against the outcome as it’s backed by employment law experts, not just algorithms like alternative tools available today.
We aim to ensure that by using the service, businesses that are currently unsure of whether their assessments are valid can avoid the financial and reputational risks associated with not meeting IR35 regulations.
The service includes:
- A review of tools used during assessment of incumbent contractors leading up to April 6th
- A review of all assessment outcomes
- A review of users’ ‘business as usual’ processes and procedures post-April 6th
- Agency Worker Regulations (AWR) considerations
- Analysis of policies and procedures to identify any outstanding risks and potential for improvements to operations
- Use of Morson’s market intelligence tools and consultancy
Above all else, it provides users with the opportunity to review their IR35 position away from the pressures and time constraints that were present during the initial implementation phase, meaning they’re empowered to make more accurate and considered assessments, following our operational best practice and using our approved PSL of suppliers who are all FCSA regulated.
Our role as talent solutions specialists is to arm companies affected by IR35 with intimate knowledge of its regulations, and how they can thoroughly assess their workforce to remain compliant. Whether your contractor workforce is vast or tiny, we want to help you avoid the potential mistakes that might be incurred by your business’ individual practices, and offer you total confidence that despite IR35, there won’t be any hurdles in being able to access and utilise contingent labour.
Once you understand your responsibilities with IR35, you can better define your process for current and future contractors.
Let us conduct an IR35 Health Check MOT, and you’ll be armed with the clarity you need to move forward in line with the regulation rather than against it. To find out more get in touch at firstname.lastname@example.org or contact Morson compliance and assurance director, Phil Beardwood, directly at email@example.com
Our boutique RPO brand, RPOne, are delighted to have been recognised as a finalist in the TIARA Talent Solutions Awards Europe for The Giant Group Best New Talent Solutions Provider! The TIARAs set a new standard of excellence for the RPO/MSP sector’s crowning achievements and recognise exemplary growth, innovation and leadership.
With 50 years’ experience helping clients with operations around the world to navigate their recruitment challenges, in 2021 we launched RPOne to the market. It’s a transformation of the traditional RPO model, offering a more agile, custom-fit solution to organisations of all sizes that wish to make their talent ambitions a reality and gain a competitive edge within their industry.
Over many years, we’ve developed a suite of products and services to complement the entire talent journey, whether that’s technology that tracks a candidate throughout their lifecycles; management information dashboards; accredited training schemes or HR consultancy that ensures our clients remain in line with changing legislation. RPOne brings all these things together, which we wrap around our customers. They’re not just equipped with our anecdotal expertise; they have a shopping list to adapt, expand and improve their service from us, on-demand.
Never before have talent teams been under such different extremes of pressure. Many have seen their industries transform around them, pivoting to become HR experts overnight in the face of redundancies and furlough. For others, the last 18 months has been a battle to identify adequate skillsets fast enough to meet the surge in demand for their service. This has left many looking for an outsourced talent solutions partner that can offer a high touch service that seamlessly drops into their organisation. But what COVID-19 demonstrated was that the traditional RPO model is no longer fit for purpose. Rigid in their makeup, most RPO solutions currently on the market have left many businesses exasperated. They seek to bolt on extra services in response to the pandemic but are forced to go through prolonged procurement processes.
The ‘one-size-fits-all’ approach to RPO now fits no-one. At the Morson Group, we can break down the blueprint for RPO into individual parts that customers can buy as and when needed, without challenge or pain. Offered as a boutique facility with 50 years of expertise behind it, our new RPO service, RPOne, is designed around the client and candidate needs we hear about today and every day. As well as providing our clients with a transformative talent solution, we’re using RPOne to turn around misconceptions that RPOs can never truly be fit for purpose. We’ve developed it just as we’ll deliver it – in partnership with our clients, all of whom have different needs. And it’s because of them that RPOne has flexibility at its root, with Grow RPO – a solution designed specifically for start-ups and tech businesses – a prime example of how our model wraps around the client, rather than restricting them. Our mission is simple: offer a flexible RPO solution that scales on-demand. We’re here to change the market, and we’re already well on our way.”Adrian Adair – Morson Group COO
With packages available for start-ups through to enterprise organisations, RPOne has been developed in response to the changed and ever-evolving needs and expectations of businesses who want to attract the very best talent to their organisation. It’s designed to be more effective than anything else currently on the market and can be adapted to suit organisations of all sorts and sizes, scaling alongside a business at their pace, ensuring they’re prepared for the next phase in their journey.
Find out how RPOne can transform your talent strategy visit www.rpo-one.com or get in touch with our team firstname.lastname@example.org
Winners of the TIARA Talent Awards for The Best New Talent Solutions Provider will be announced at the awards ceremony on Thursday 30th September, taking place at the stunning IET, Savoy Place, London.
Emma approached Morson back in November 2019 as she was made redundant from her position at Warwick University and looking for her next role. After a successful first and second stage interview, which included psychometric tests, Emma secured the position with Peel Ports in Liverpool as an Automation Technician. Starting on the 16th March, Emma will be joining their growing automation team and will be looking after all automation at Peels Liverpool dock.
Emma explains why she chose to become an engineer and her aspirations for the future:
“I never knew what I wanted to be when I was growing up; people would always suggest things but none of them ever appealed to me. When I was 15, I was at my friend’s house talking to her dad about what he had been doing in his engineering role and my friend started joking saying ‘if you are going to talk to my dad about his work, just go and work there so I don’t have to hear it’. That’s when I realised that she was right, and I should try engineering.
Before this point, I’d just never considered engineering as an option for a future career. After that, I started looking for apprenticeships. The main question I remember being asked was ‘would you be okay working with all males and being the only female’, at the time, I knew that I wanted to be an engineer and I was determined to not let this phase me.
I am currently studying my HNC in Controls and Instrumentation Engineering, so my plan for the next 5-10 years is to complete that, continue to my HND and hopefully obtain my degree to help me to further my career.”
Traditionally, engineering has always been perceived as a male-dominated industry, Emma talked about why it’s important that more women take up engineering:
“I think that it is important for anyone looking into a career in engineering to feel like it’s an option for them. A lot of women – or even young girls – get put off when they’re told that it’s a ‘male-dominated’ industry.
I’m a strong believer in the idea that everyone should be allowed to follow their dreams and take a job that they want regardless of gender. The only way to change the stereotype would be for women to take up engineering and prove that it isn’t just a ‘man’s job’.”
She explains why campaigns encouraging women into STEM professions such as International Women’s Day and Women in Engineering is so important:
“Some of the challenges have come from people being surprised to see a female in a workshop. It makes you feel like you have to work twice as hard just to earn the confidence of your co-workers and prove that you can actually do the job you were hired to do.
I think the work being done to encourage women in engineering has helped a lot with that though. Another challenge was always when you join a group of males and they suddenly act like they can’t make jokes in case they offend you. It takes a while for them to become comfortable around you as a female if they have never worked with women in their field before.
Equality is still an issue within engineering. I sometimes feel as an anomaly as a female automation technician.
Gender equality is so important because you should be able to do what you love and what you’re good at and enjoy your job. It’s better to have a company of great engineers regardless of gender. There are so many amazing women in engineering and I would hate to think that these people wouldn’t be in the field if gender equality had never become important.”
What is the most important message you want to send out to young women thinking about their careers?
“I think the most important thing to say to women thinking about their careers would be to follow your hearts. If you want to go into engineering, then just ignore what anyone else says and do it because you won’t regret it. The only way to gain equality in engineering is to have women join the field and prove that it isn’t just a man’s job.”
We’re working with all candidates and clients to provide a truly accessible and inclusive recruitment journey, find out how we can support your organisation here.