Natasha Neller (Collman) Assoc CIPD

Our latest Quarterly Hiring Manager Insights report is now available for the UK. These insights show how the candidate experience that hiring managers provide at interview impacts hiring outcomes. You can download the latest report here - https://lnkd.in/g6nc4QQX

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From April 2026, HMRC have announced they are mandating the payrolling of benefits-in-kind (and other expenses that would be declared on the P11D). Goodbye P11D and hello payrolling. Whilst the concept of payrolling is simple, there are MANY considerations for anyone processing payrolls. I am looking forward to talking for ICB UK (Institute of Certified Bookkeepers) on Monday 29 April. We need to be engaging with this topic now before it becomes mandatory - planning, preparation, education and communication are all key factors here

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How can you adapt your learning strategy to bridge skills gaps and build resilient lifelong learners? Check out this #SaffronRewind to explore the state of skills in the UK and how you can help your people thrive in a dynamic working landscape: https://lnkd.in/gdqDXUX #SkillsGap #FutureOfWork #LifelongLearning #NeverStopLearning

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Did you know that, on average, recruitment agencies fail to engage 85% of their candidate base annually? Clients receive even less attention, with 90% not being contacted by their agency during the same period. Don't let your CRM gather dust—spring clean it with our data hygiene guide and pave the way for growth. Access it here: https://bit.ly/44uYMmh #RecruitmentStrategy #DataHygiene

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Did you know that, on average, recruitment agencies fail to engage 85% of their candidate base annually? Clients receive even less attention, with 90% not being contacted by their agency during the same period. Don't let your CRM gather dust—spring clean it with our data hygiene guide and pave the way for growth. Access it here: https://bit.ly/44uYMmh #RecruitmentStrategy #DataHygiene

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As we get closer to Christmas (yes I said it) Please think about engaging with an HR consultant before you make redundancy announcements. - It might help you identify alternatives - It will help you navigate the challenges in a compassionate way Every year we see the cycle. This time of year through to around March, there are always lay offs. Business changes and business has to grow and adapt with the economy. It has not been an easy time. Redundancy is not just a business transaction or a cost saving exercise. - It's real people. - It can be the difference between a family being fed or not. I'm not trying to make anyone feel bad with this post. Running a business is not easy. You may feel you have no other choice. And maybe you don't. But let's do it right. And yes engaging a consultant might be another cost at a difficult time. But a good one will save you far more than they cost you. If you are fortunate enough to be recruiting right now feel free to add the details here: Role Location Salary And if you're #openwork feel free to also use this post to extend your network https://lnkd.in/ekEznpag HR | Health & Safety | STEM Specialism | Operational Management | Strategy #HRConsulting #SmallBusinessSupport #Redundancy #EthicalBusiness

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🚀 Adapting to the Future of Work! 🚀 The UK recruitment landscape is evolving faster than ever in 2025. From embracing hybrid work to prioritizing diversity and inclusion, the demand for forward-thinking hiring strategies is at an all-time high. 🔍 Key Trends: Hybrid Flexibility – The traditional 9-to-5 is out. Talent wants options, and companies are delivering. Diversity First – More businesses are embedding inclusive practices into their hiring process. AI & Automation – Recruitment tech is helping streamline processes and eliminate biases. 💬 Tip: Companies that adapt to these trends won’t just attract top talent—they’ll build more resilient, innovative teams. Is your recruitment strategy ready for the future? Talk to our knowledgeable Consultants about your next recruitment strategies and plans to grow your business. 0207 0781941 / 01993 778541 [email protected] / www.annejagger.com

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I’ve just stumbled across this great resource from CIPD which I’m sure some of you will find useful. If you’d like to understand exactly what succession planning involves, the link between succession planning and talent management programmes, and the role of people professionals in the process click the link below to access a wealth of information. https://lnkd.in/eDUAyfkv #SuccessionPlanning #TalentManagement #BusinessSuccess

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📢 New Report Highlights Growing Health & Wellbeing Challenges for UK Employees 📢 This article provides deep insight into the critical state of employee wellbeing in the UK, revealing just how much the cost of living and lack of workplace support are impacting mental health and productivity. It's eye-opening to see that, despite having access to wellbeing programs, many employees aren't engaging with them—whether due to poor communication or resources not aligning with their needs. A recent report from Westfield Health reveals increasing mental and physical health challenges for UK employees, with a widening gap between their needs and the support available at work. With the rising cost of living and lack of adequate resources, the pressure is mounting. 🧠 Mental Health Concerns: 𝟯𝟬% of employees report a decline in their mental wellbeing over the past year. 𝟳𝟰% are worried about the impact of rising living costs. Mental health issues are directly impacting productivity, with 𝟰𝟱% of employees saying it has affected their work..  🏢 Lack of Workplace Support: 𝗢𝘃𝗲𝗿 𝟭 𝗶𝗻 𝟰 (27%) employees report having no access to workplace wellbeing support. 𝟲𝟬% of those with access to wellbeing programs have never used them. Feedback is often missing, with 𝟰𝟮% of workers saying they haven’t been asked what they need from wellbeing initiatives. Key Takeaway: Companies need to act now to bridge the wellbeing gap. Better communication, comprehensive support programs, and regular feedback can make all the difference—both for employees' health and business productivity. What steps is your organisation taking to support employee wellbeing in these challenging times? #EmployeeWellbeing #MentalHealthMatters #Leadership #CostOfLivingCrisis #WorkplaceWellbeing #brightmine

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Skills England has published it's first report. It has said that it will launch a series of roundtables and webinars in the autumn to test and refine the initial assessment of skills needs described in the report. It will consult employers and other key organisations to provide initial views on what high-value training should be accessible through the new Growth and Skills Levy. We shall see......... 🤔 39 occupations have been identified as in 'critical demand' and 128 others showing as in 'elevated demand' across the UK. Key facts: * 7.8% of workers are in critical demand roles (the majority of these roles do not require a degree) * The Health and Social Care industry has the most number of workers in demand occupations. * Secondary education teaching professionals, teaching assistants and higher education teaching professionals have the second largest number of workers in demand occupations. * The finance and insurance industry has the highest proportion of the total workforce industry (69.4%) in demand occupations. https://lnkd.in/eCBYcxyj

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I was able to deliver a job offer for one of my clients' open roles today. I know it's a holiday, but I just couldn't wait to deliver the news. I have been recruiting and delivering offers for years, but this one was extra special. This person had been on the market for 19 months looking for a job since their role was impacted by a RIF in late 2022 ahead of the holidays. 19 months. 19 months of stress, of worrying about bills. 19 months of interviewing, ghosting, and rejection. I could hear the exhale of relief as I said I was extending the offer. I could hardly make it through the offer details before I hear the tears, the joy, and the multitude of "thank you thank you thank you, God is good" as I was speaking. She then said to me "I don't know how to thank you." Thank me? No way. This was all her. I honestly was dumbfounded that no other company had hired her by now. I said "you don't need to thank me. Just get out there and start kicking ass like I know you will. You earned this. You deserve this." I look forward to seeing her excel in her new role here in a couple of weeks. I share this story for two reasons: First, to all of the job seekers out there, your time is coming. You are going to land your next role with an amazing company who will value your contributions and the experience you bring. Second, to companies who have to make the decision to eliminate parts of their workforce: evaluate your separation agreements. 1 - 2 weeks for every year of service is outdated, and frankly disgusting, especially in this economy. When a good portion of your RIFs are the least-tenured employees, 1 - 2 weeks for every year is a slap in the face when they are facing an average of 5.5 - 6 months to land their next opportunity.

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The world of talent acquisition is evolving rapidly as we approach 2025. From addressing skills gaps and improving the candidate experience to fostering diversity, equity, and inclusion (DEI), organisations face complex challenges in attracting and retaining top talent. Discover actionable insights to stay ahead in the talent race. Read the full blog now! ⬇️

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Find out more about risr/ and Skilltech Solutions pioneering integration for delivering #endpointassessments Check out this handy guide to epaPRO Assess and do let me know if you’d like to know any further detail… #epa #assessment #edtech #apprenticeships

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Recently Sheila Attwood, Senior Content Manager, Data and HR Insights from Brightmine, hosted a roundtable with HR Grapevine at the Argyll in London. During this event, they met with HR and compensation leaders to discuss best practices in line with the ongoing challenges large employers face regarding disclosure and data collection for ethnicity and disability pay gap reporting. Key takeaways included: ✅Building trust to encourage data sharing ✅Overcoming privacy and transparency concerns ✅Using data to drive actionable insights and foster a thriving workplace 💡Read our follow up article which includes insights and actionable tips for HR professionals. https://lnkd.in/eZcxxmAK #PayGapReporting #DisabilityEquality #EthnicityEquality #leadership

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WHAT MAKES ME ANY DIFFERENT TO ANY OTHER HR PROFESSIONAL? I've been sharing what retained HR services look like when working with me in posts over the last couple of weeks. Yet why choose me when there are so many others 'out there'? Well, I suppose it's 'me' in a nutshell and also what I bring to the table in terms of experience and expertise. I also do the work required on time and on budget. My work ethic is strong.   If you don't know, I have more than 38 years’ of experience in HR and people management both as an employee and self-employed. I had a long career with Royal Mail before striking out on my own. With all new clients, when I onboard them, I carry out a detailed analysis of the current state of their HR compliance, policies and procedures through an initial audit. This creates a base line for our future work together - and this picture will vary depending on the type of business, what was or was not in place before and also in line with recent changes in the business. I will then move on to create policies and contracts, relevant to them and their business structure, to ensure legal compliance. This will always be tailored to a client's specific needs and the needs of the law. I provide a comprehensive administrative service with personal completion of all requirements – not just the provision of templates which could easily be downloaded from the internet. For retained clients, I offer unlimited remote advice on the telephone or via email every month. Also in the case of emergency which has arisen suddenly and needs to be acted upon. In these rare circumstances, I offer a guarantee of that advice being given the same day.  For some clients (and others who are interested though at a higher cost) I offer a range of employment law training modules for line managers who need to know and understand the law, what's coming up and what needs to be planned ready for changes in the coming months. At the moment, outside of work, I'm keeping an eye on the football! As anyone who knows me knows I'm a bit of a fan! Tonight I'll be hoping that England do well in their match against Denmark!  

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Going from in-house HR roles for over 20 years, it’s a totally different thing marketing my HR services. It takes time to build trust and connection. So what can I do for your business? 𝗠𝘆 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗶𝘀 𝗶𝗻 –  ▶ Delivering change projects from redundancies, to TUPE in or out, or to changing structures. Dealing with them in the right way, so people are listened to ▶ Practical manager training – the day-to-day manager fundamentals. Meaning that your leaders are more empowered and feel more capable ▶ Business partnering - perhaps you have a gap due to absence? I can support and be a sounding board. Leaders appreciate my pragmatic business partnering, and making sense of the ever changing employment landscape   ▶ Developing strategic plans around well-being and inclusion. After all, if people can be themselves at work, they are more likely to thrive 𝗦𝗼 𝗵𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗺𝗮𝗸𝗲 𝘆𝗼𝘂𝗿 𝗹𝗶𝗳𝗲 𝗲𝗮𝘀𝗶𝗲𝗿? I’ve worked in some hectic environments, so people I’ve worked with appreciate my calm energy. Other feedback I’ve had: 💠 “Your coaching, especially on DE&I topics have made me a much more thoughtful and knowledgeable leader and person”. 💠 “Your gentle and calm spirit brings balance to the storms that sometimes arise. You handle pressure so gracefully!” 💠 “You have raised awareness of so many topics and not been afraid to address every day issues (such as periods, menopause and mental health) and tackle them head on” 💠 “You have endless positivity!” ➡ I have some availability from December, my business can support one-off or ongoing. If you’re seeking support in these areas or know someone who is, please feel free to connect directly. PS if only the weather was like this now! 🌞

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Poor mental health costs UK employers £51 billion per year in associated employee costs such as absenteeism, presenteeism & lower productivity (Deliotte, 2024). Sarah Clarke CDir Fellow ABP joined Institute of Directors (IoD) to present the first Inclusive Business webinar highlighting how organisational culture can improve employee mental health for all employees. If you would like to know how psychologically safe your organisation is - or benchmark your culture against other businesses please reach out to us. Improving mental health in the workplace needs to be proactive, not reactive, and focus on the causes not just the symptoms. Linda Doe Emma Nicholson B.A, MSc, FCIOB, FIEMA, FWES, CEnv, FAPM Katie Passley Stuart Waddington - Intranet Solutions - IOD Chair Cheshire Debbie Black Judeline Nicholas (she/her/hers) Calum Gaskell Nigel Sibanda IoD North West Steph Durbin - ICF PCC Think Performance. Think Excellence. Think Impact. https://lnkd.in/eP-Tk3Uy

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To implement an effective talent plan, you first need to understand what it involves. Talent planning is a comprehensive approach to attracting, hiring, developing, and retaining critical employees for your organisation. It involves taking a strategic approach to determining which professionals you need to attract to your team, how you’ll source new candidates and how you’ll engage your current team members. We share how this works and more in our latest blog here -> ✍👉 https://lnkd.in/e_Nykhwb The Recruiting Office - Bringing Talent & Opportunity Together!

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