Steven Bignell

🚀 The Talent Ecosystem 🚀 Mixed views on having a fixed recruitment strategy and looks like contract project solutions as expected are on a needs basis. Upcoming topics are: - Performance coaching - Leadership coaching So far polls have included..: Cultural Fit Psychometric Testing Aligning role specifications Team Dynamics IR35 Attrition tools Mechanical Aptitude Testing Cultural Due Diligence Executive appointments Sales & Marketing Interim Management Contract recruitment International Talent Pools Using a Managed Service Partnership Restructuring Succession planning Recruitment Strategy Contract Project Solutions #talentecosystem #hiring #makehiringbetter

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The latest Talent Talks Podcast is now live!! 🎙️ This week we met with Head of Indirect Procurement at OCS Canberk Incekara , MCIPS. We discussed his experience from transitioning from a different culture in Turkey into the UK employment market and the learning curve he went through as he explains below. We also discuss the importance of soft skills in Procurement and how critical this is to be successful in leadership roles. Thanks for joining us Canberk! 🎧 LISTEN HERE: https://lnkd.in/eQWWaFQS 🎧APPLE PODCASTS: https://lnkd.in/eMMFUQM6 🎧SPOTIFY: https://lnkd.in/ecXm75Qj 👀 WATCH HERE: https://lnkd.in/e7zEcMNT

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I have the pleasure of sitting down with Ray Walker CCWP this Wednesday 8th May, to discuss all things #IR35. We'll talk about the changes that came into effect in April and what that means for organizations and contractors. It got me thinking about the spotlight often shining on permanent recruitment in the realm of talent strategies, talent pooling and DE&I initiatives. Freelance or interim recruitment, on the other hand, is frequently viewed as reactive and challenging to integrate into long-term strategies. In many cases, the engagement with contractors falls outside the purview of the TA team, instead handled by a separate entity focused on project resourcing. However, as the economic landscape continues to demand adaptation, with unfortunate layoffs of permanent staff becoming more prevalent and an increasing number of workers transitioning to contracting roles, it prompts a critical question: Is it time for organizations to re-calibrate their approach to freelancer hiring? Especially if organisations are determining contractors as Inside of IR35. Whether a freelancer is engaged for a single day or a year-long project, their presence reverberates throughout organisational culture and productivity, akin to that of a permanent employee. It's important to acknowledge the impact freelancers have. I've had some interesting conversations with the team at Worksome who are doing some great work trying to bridge the gap between permanent TA strategies and freelance resource needs. Would love to hear your thoughts on the topic!

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Business Design Lead (Organisational Change) 12 month Contract Inside IR35 £700 - £750 per day 1-2 days onsite / London SC Clearance Required As a Business Design Lead you’ll leverage new technologies, varied datasets, and specialist operational knowledge to undertake detailed analyses and develop evidence based solutions to some of the customers most complex challenges.   •      Using quantitative and qualitative analytical techniques, drive diagnostic and solution identification activity within a multi-disciplinary project team •      Design solutions using appropriate operating model development approaches and methodologies •      Identify and manage design dependencies with other inflight/planned change initiatives, and broader strategic objectives •      Manage senior stakeholders and translate complex organisational problems and solutions into simple compelling narratives that achieve broad business consensus. •      The Business Design Team, participating in knowledge sharing and contributing to the development of business design capability. •      Officers and Staff across the national network, to understand operational requirements, challenges and opportunities. You will sustain and manage this group as key stakeholders, building relationships and ensuring buy in to the design. •      Programme and Project Teams to define, document, and plan required business design activity.   •      Strategy and Performance colleagues to identify the drivers for organisational change, and to gain appropriate management information to identify and evidence the need for change. •      Finance, HR and Communications business partners to collate data, identify and manage ‘people’ impacts as part of design activity.  •      Has a proven ability to conduct detailed quantitative and qualitative analysis to define organisational problems, design appropriate solutions, and determine the impact of both on operating model •      Is able to translate complex organisational problems and solutions into simple compelling narratives that achieve broad business consensus •      Has an ability to identify and apply wider strategic and socio-economic impacts to tactical business problems and issues •      An ability to manage senior stakeholders and collaborate across multidisciplinary project teams, and confidently develop relationships even within challenging environments •      Experience in developing business operating models and delivering change through formal methodologies and approaches •      Solutions-oriented, innovative, forward-thinking approach to complex challenges •      Have an awareness of Enterprise Architecture, and the value that key Business Design Artefacts (i.e. Target Operating Models) have within an Business Design Context

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🌍 The State of Talent Acquisition: What's fuelling the fall in quality? 🌍 Across industries, we're seeing a growth in weak hiring practices and a fall in positive behaviours. Far too many appear to be struggling to succeed in their Talent Acquisition efforts – candidate ghosting, poor candidate experiences, and unclear TA strategies are becoming alarmingly common. What’s driving this, and why does it matter ❓ 👻 GHOSTING IS UP: Both candidates and companies are ghosting each other. For candidates, it’s often due to a lack of timely, transparent communication from employers. On the employer side, overwhelmed teams may simply not follow up with every applicant. This breakdown is eroding trust in the hiring process. 💔 CANDIDATE EXPERIENCE MATTERS: From initial contact to final decision, every touchpoint reflects the company’s brand. When candidates feel disrespected or neglected, they take that impression with them – and word spreads. Poor candidate experience risks harming brand perception and losing out on potential future hires or customers. 📉 LACK OF CLEAR TA STRATEGY: Many organisations still lack a coherent, end-to-end talent strategy. Without alignment to business goals and a clear understanding of the talent market, companies can end up with disjointed hiring efforts that don't attract or retain top talent. 🚽 THE COMMERCIAL IMPLICATIONS: Getting TA wrong is costly. It impacts employer brand, increases turnover, and leads to higher recruiting costs. Even more critically, the right talent in the wrong roles can mean missed revenue, stalled innovation, and lost competitive edge. Are we, as an industry, putting enough emphasis on candidate-centric processes? What steps do you believe are needed to address these challenges in TA? Share your thoughts! 💬 #TalentAcquisition #Recruitment #CandidateExperience #HR This week I’ll be hosting a group of over 30 amazing minds with expertise in all of the above and looking forward to hearing their thoughts on this. Tagging a few to fuel the debate but if you want to JOIN US THIS THU, IN BIRMINGHAM, then sign up here: https://lnkd.in/e78aZEdN 😊 Andy, Sadie, Toni, Jeff, Chris, Sarah, Andy, Kesh. #WestMidsMeetup #TalentAcquisition #Networking #ResourcingLeaders #Birmingham #RL100

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“Make no mistake, this is a game-changing moment, and one that significantly reduces the perceived risks associated with engaging freelancers and contractors,” said Qdos CEO Seb Maley. The onset of the new tax year will mark a small but significant shift in the way that IR35 regulations operate across public and private sectors. This change aims to prevent contractors from being unfairly burdened with excessive tax payments to HMRC if a determination by an end-hire, regarding IR35, is deemed 'non-compliant'. So what does that mean? IR35 can be a headache at the best of times but the long and short of the previous "double taxation" meant that when it came to HMRC calculating the tax owed by non-IR35 compliant public and private sector organisations, they neglected to consider the income, corporation, and dividend taxes already paid by Contractors engaged with these organisations - HMRC taxed twice on the same income! Seb Maley suggests that solving the problem of double taxation might incentivise businesses to explore engaging contractors under arrangements outside IR35. “So while relatively small, this legislative change should give businesses the confidence they need to engage genuine contractors in the most cost-efficient and flexible way,” he said. “It’s not an overstatement to say that it could spark life back into the market, becoming a catalyst for more freelance opportunities.” Is this the catalyst we needed to see genuine impactful change in the contract market? I would love to hear your thoughts! #IR35Reform #ITContractors #TechContracts #Change

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Some notable takeaways from the new UK employment data 👇🏽 Despite the increased competition for jobs, strong wage growth signals that employees expect and value competitive salaries. Ensuring your compensation packages are attractive is vital for both retaining current employees and attracting top talent. With more candidates available in the market, HR leaders need to fine-tune recruitment processes to quickly and efficiently identify the best fit. Investing in employee development can improve retention rates and ensure your workforce remains competitive in a tight job market.

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Learn What the New UK Government Means for the Talent Economy! https://lnkd.in/ejUdhGSU Since coming to power, the new government has been swift to announce some key changes. We’ve outlined 5 key topics that HR, talent acquisition and procurement leaders need to stay on top of, including the new Employment Rights Bill, the Back to Work Plan, Skills England, a new Industrial Strategy Council and measures to improve equal pay and diversity in the workforce. “As the workforce becomes more fluid and flexible, the next 100 days will be crucial for setting the foundation for growth”, explained, Simon Blockley, our UK & Europe CEO and Chair of the Employment Advisory Board for HM Prison Chelmsford. “We are excited about what the next few months hold for the UK and will continue to work closely with our customers and their talent pools through this transitionary period”. Find out what it all means in our latest blog. https://lnkd.in/epa5HrwG If you want to talk to our workforce solutions and STEM talent experts or need help navigating, please get in touch. Impellam Group powered by Carbon60, Comensura , Guidant Global, Lorien SRG. #UKGovernment #TalentEconomy #HR #Recruitment #SkillsGrowth #EmploymentMarket #EconomicGrowth

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𝗬𝗼𝘂𝗿 𝗹𝗶𝗯𝗿𝗮𝗿𝘆 𝗼𝗳 𝗳𝗿𝗲𝗲 𝗦𝗔𝗣 𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗜𝗥𝟯𝟱 𝗚𝘂𝗶𝗱𝗲  Advice from Qdos Contractor to help hiring managers build an internal business case for engaging outside IR35 contractors. Get it here: https://lnkd.in/ewBEJwTu 𝗪𝗼𝗺𝗲𝗻 𝗶𝗻 𝗦𝗔𝗣 𝗥𝗲𝗽𝗼𝗿𝘁  How the percentage of women in SAP has progressed over time, the impact of AI, practical interventions to get more applications from women, and key insights from UKISUG. Get it here: https://lnkd.in/e9eSsz8g 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁𝗼𝗿 𝗦𝘂𝗿𝘃𝗲𝘆 𝗥𝗲𝗽𝗼𝗿𝘁  UK & Ireland contractor survey results on how much contractors are paid, what drives them to accept or reject a role, and what makes them stick around for the duration of a project. Get it here: https://lnkd.in/eGzeTreJ 𝗛𝗶𝗿𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿’𝘀 𝗣𝗹𝗮𝘆𝗯𝗼𝗼𝗸  Eighteen pages filled with useful, objective data on how to attract and retain great SAP contractors. Get it here: https://lnkd.in/ecN_M3TS 𝗦𝗔𝗣 𝗟𝗶𝗰𝗲𝗻𝘀𝗶𝗻𝗴 𝗚𝘂𝗶𝗱𝗲  Practical advice from Gaurish Dessai, Enterprise Solutions Architect, on how to navigate the complex world of SAP licensing. Get it here: https://lnkd.in/eGBXwXDM -- 𝗦/𝟰𝗛𝗔𝗡𝗔 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝗚𝘂𝗶𝗱𝗲𝘀 -- The 5 biggest challenges of an S/4HANA implementation (and how to overcome them) with Paul Kelly, Chief Technical Architect Get it here: https://lnkd.in/eyPpmxkY The five key components of a successful S/4HANA implementation in retail with Paul Drage, SAP Retail Programme Manager Get it here: https://lnkd.in/eyPpmxkY

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Did you know that over 90% of UK businesses are SME’s? As an HR Consultant, I work with small and medium organisations with growing teams in: ·      Advising on how to introduce policies and HR best practice Supporting early employment, appraisals and capability frameworks ·      Resourcing the right people for the organisation long term  ·      Building a culture with core values reflecting organisational goals. ·      Management coaching in key areas of people management. As a sole trader, I am someone who really gets to understand your business, offering consistent service from an individual rather than an HR call centre. I offer a free compliance review together with advice on how to plan for the proposed Make Work Pay government changes. #smallbusinessuk #SME #makeworkpay #outsourcedhr

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