Cant believe March has arrived!
Things have really picked up with us securing another 2 blue chip companies in the area.
We are looking for around 50 sales people to work for our new client and 10 for another within Customer Service.
Its been hard work over the last two years but finally our reputation goes before us in that we are not just another high street agency and we are being noted for having a high calibre staffing and job opportunities within the office and Sales!
We don't just take anyone off the street that happens to be looking, we only interview people who we are definitely placing in jobs and where interviews have been secured 100%
We are not the kind of agency where your CV just sits in a filing cabinet collecting dust!
We have turned down a lot of work within other sectors a we feel we need to specialise in what we do best.
good luck to those of you on interview this week!
Traci
Wednesday, 5 March 2008
Thursday, 31 January 2008
Age and the workplace
“By 2010 only 20% of the UK workforce will be white, able-bodied men, under 45 years old”(Department of Work and Pensions 2005)
A diverse workforce is increasingly important to ensure you are attracting and retaining the right people and the best skills for your organisation. And it’s key to UK competitiveness, especially in light of changing demographics – the aging population and shrinking workforce
As you are aware from 1st October 2006 it will be unlawfully to directly or indirectly discriminate on the grounds of age.This new legislation – the Employment Equality (Age) Regulations 2006 – covers people applying for a job, those already in employment, or vocational training. So it affects your workplace and your workforce.
The age regulations touch all parts of the employment process:
RECRUITMENT- where you advertise, what you say and how you do it.
RETENTION AND REWARD – how you reward people and the benefits you provide especially those based on length of service.
REDUNDANCY – who’s eligible, when and for how long?
RETIREMENT – when you can and can’t set retirement ages for staff, and the process you must follow.
It covers not only older workers but all ages – young, old and those in between. So employers should review any conscious or unconscious stereotyping based on age.
TURN MINDSETS ON THEIR HEADS!
“In 1950, one in ten of the population was over 65. Today it is one in six. There are now 1.5m more people aged 50-65 in the employment market than a decade ago.”(Office for National Statistics, 2005)
Ending ageism in the workplace will require significant shift in mind sets for both employers and employees.Research shows a notable difference between employers and workers concerning age in the work place of tomorrow. More than half the businesses (52%) agree they will want their staff to work beyond the age of 65 – but just 19% of employees say they will not do this. However, 35% of employees anticipate needing to supplement their pension. Employees still expect to retire by 65, but are increasingly recognising that their pensions may not be sufficient for their retirement.
DIRECT AND INDIRECT DISCRIMINATION
The Regulations prohibit unjustified direct and indirect age discrimination, harassment or victimisation on the grounds of age in all areas of employment.People of every age are covered, young or old. They include all workers-employees, agency and contract workers and the self employed, in the public or private sector. As with other discrimination legislation, employers are responsible for their own action as well as the actions of their employees. They cover the following broad areas:
RECRUITMENT
The age regulations start here to ensure you attract age diverse applicants. You can ask for a date of birth on application forms if necessary although it might be more appropriate on the equal opportunities form. And while that information is key for monitoring purposes, it should not be available to the interview.
Being clear about the skills required helps right from the start and means you can avoid relying on “years of experience” which could be seen as ageist.
Employers do not need to consider applicants over 65, unless the employer’s normal retirement age is over 65 or within six months of that age.
RETENTION AND REWARD
Pay and non-pay benefits based on length of service can continue if they are based on five years service or less.After five years the employer has to be able to demonstrate that these benefits reward loyalty or motivate staff (For example additional holiday, long service awards and bonus scheme).
REDUNDANCY AND UNFAIR DISMISSAL
Age limits for redundancy and unfair dismissal will be removed. This gives older workers the same rights to claim unfair dismissal or receive a redundancy payment as younger workers, unless there is a genuine retirement. Selection for redundancy must not be based on age or length of service, so “last in first out” rule should not be used.Lower and upper age limits in the statutory redundancy scheme will also be removed although the current age banded system stays in place.
RETIREMENT
A “national default” retirement age of 65 will be introduced for men and women (to be reviewed in 2011). Employers can set their retirement age at 65 or over, or not fix a retirement age at all. Employers need to give between six and twelve months notice to employees about their intended retirement date and notify them of their right to request working beyond retirement. This is one of the ways that employers and employees can enjoy flexible working practices, to enable better planning for retirement on both sides.
Working with Thorne Employment Ltd ensures you are drawing from an age diverse candidate pool and can help better balance from your workforce
A diverse workforce is increasingly important to ensure you are attracting and retaining the right people and the best skills for your organisation. And it’s key to UK competitiveness, especially in light of changing demographics – the aging population and shrinking workforce
As you are aware from 1st October 2006 it will be unlawfully to directly or indirectly discriminate on the grounds of age.This new legislation – the Employment Equality (Age) Regulations 2006 – covers people applying for a job, those already in employment, or vocational training. So it affects your workplace and your workforce.
The age regulations touch all parts of the employment process:
RECRUITMENT- where you advertise, what you say and how you do it.
RETENTION AND REWARD – how you reward people and the benefits you provide especially those based on length of service.
REDUNDANCY – who’s eligible, when and for how long?
RETIREMENT – when you can and can’t set retirement ages for staff, and the process you must follow.
It covers not only older workers but all ages – young, old and those in between. So employers should review any conscious or unconscious stereotyping based on age.
TURN MINDSETS ON THEIR HEADS!
“In 1950, one in ten of the population was over 65. Today it is one in six. There are now 1.5m more people aged 50-65 in the employment market than a decade ago.”(Office for National Statistics, 2005)
Ending ageism in the workplace will require significant shift in mind sets for both employers and employees.Research shows a notable difference between employers and workers concerning age in the work place of tomorrow. More than half the businesses (52%) agree they will want their staff to work beyond the age of 65 – but just 19% of employees say they will not do this. However, 35% of employees anticipate needing to supplement their pension. Employees still expect to retire by 65, but are increasingly recognising that their pensions may not be sufficient for their retirement.
DIRECT AND INDIRECT DISCRIMINATION
The Regulations prohibit unjustified direct and indirect age discrimination, harassment or victimisation on the grounds of age in all areas of employment.People of every age are covered, young or old. They include all workers-employees, agency and contract workers and the self employed, in the public or private sector. As with other discrimination legislation, employers are responsible for their own action as well as the actions of their employees. They cover the following broad areas:
RECRUITMENT
The age regulations start here to ensure you attract age diverse applicants. You can ask for a date of birth on application forms if necessary although it might be more appropriate on the equal opportunities form. And while that information is key for monitoring purposes, it should not be available to the interview.
Being clear about the skills required helps right from the start and means you can avoid relying on “years of experience” which could be seen as ageist.
Employers do not need to consider applicants over 65, unless the employer’s normal retirement age is over 65 or within six months of that age.
RETENTION AND REWARD
Pay and non-pay benefits based on length of service can continue if they are based on five years service or less.After five years the employer has to be able to demonstrate that these benefits reward loyalty or motivate staff (For example additional holiday, long service awards and bonus scheme).
REDUNDANCY AND UNFAIR DISMISSAL
Age limits for redundancy and unfair dismissal will be removed. This gives older workers the same rights to claim unfair dismissal or receive a redundancy payment as younger workers, unless there is a genuine retirement. Selection for redundancy must not be based on age or length of service, so “last in first out” rule should not be used.Lower and upper age limits in the statutory redundancy scheme will also be removed although the current age banded system stays in place.
RETIREMENT
A “national default” retirement age of 65 will be introduced for men and women (to be reviewed in 2011). Employers can set their retirement age at 65 or over, or not fix a retirement age at all. Employers need to give between six and twelve months notice to employees about their intended retirement date and notify them of their right to request working beyond retirement. This is one of the ways that employers and employees can enjoy flexible working practices, to enable better planning for retirement on both sides.
Working with Thorne Employment Ltd ensures you are drawing from an age diverse candidate pool and can help better balance from your workforce
Tuesday, 29 January 2008
Candidates
what do our candidates think of Thorne Employment Ltd?
Candidate Testimonials
Thorne Employment is a privately owned recruitment agency and has been operational for approximately 18 months. My daughter went to Thorne Employment whereby she was successfully placed within a large organisation. Thorne Employment has proven themselves in the recruitment industry, with dedication to placing the right candidate to the right organisation. Well done and congratulations!
Mrs. Trish Haines
I can speak no more highly of any Organisation that, in my dealings have been more Helpful, Friendly and Positive than Thorne Employment has been to me.
I am now at a level that I can look back and say Thank you, for the Guidance in Uncertain Times and begin fully to appreciate the hard work that Traci must have done to establish such a well run local Business. She has been an asset to Horsham and I am count myself very luck to have known her.
Gary Henshall
Having dealt with many recruitment agencies in the past, I have found Thorne Employment to have been one of the most helpful and courteous. I was kept informed at every stage of my application for a position and I was extremely impressed with how personal their service was. I wish Traci and the team every success for the future and have already recommended Thorne Employment to others.
Joel Hudson
Candidate Testimonials
Thorne Employment is a privately owned recruitment agency and has been operational for approximately 18 months. My daughter went to Thorne Employment whereby she was successfully placed within a large organisation. Thorne Employment has proven themselves in the recruitment industry, with dedication to placing the right candidate to the right organisation. Well done and congratulations!
Mrs. Trish Haines
I can speak no more highly of any Organisation that, in my dealings have been more Helpful, Friendly and Positive than Thorne Employment has been to me.
I am now at a level that I can look back and say Thank you, for the Guidance in Uncertain Times and begin fully to appreciate the hard work that Traci must have done to establish such a well run local Business. She has been an asset to Horsham and I am count myself very luck to have known her.
Gary Henshall
Having dealt with many recruitment agencies in the past, I have found Thorne Employment to have been one of the most helpful and courteous. I was kept informed at every stage of my application for a position and I was extremely impressed with how personal their service was. I wish Traci and the team every success for the future and have already recommended Thorne Employment to others.
Joel Hudson
Telesales Positions
We have several positions with an extremely large B2B publisher based in both London & Sutton with excellent benefits including; 28 Days Holiday, Pension Scheme & on-site Starbucks Coffee shop.
With Salaries starting at around £18,000 + Comission for classified sales executive positions if you have experience within telesales or ideally media sales please do not hesitate in giving us a call on 01403 756772
With Salaries starting at around £18,000 + Comission for classified sales executive positions if you have experience within telesales or ideally media sales please do not hesitate in giving us a call on 01403 756772
Tuesday, 22 January 2008
Recruitment Positions
We have just picked up 4 different specialised recruitment working with a well known and established recruitment agency that deals with the Defense, Rail & Aerospace environment. Please call us on 01403 756772 for further information
Friday, 18 January 2008
9 Reasons To Not Accept A Counter Offer
You have just told your current employer that want to resign and they give you all sorts of reasons why you should stay put, this is very flattering but ultimately you will always be under observation, below are 9 reasons why you shouldn't accept a counter offer;
What type of company do you work for if you have to threaten to resign before they give you what you are worth?
Where is the money for the counter-offer coming from? Is it you next raise early? All companies have strict wage and salary guidelines, which must be followed.
Your company will immediately start looking for a new person at a cheaper price.
You have now made your employer aware that you are unhappy. From this day on, your loyalty will always be in question.
When promotion time comes around, your employer will remember who was loyal and who wasn’t.
When times get tough, your employer will begin the cutback with you.
The same circumstances that now cause you to consider a change will repeat themselves in the future even if you accept a counter-offer.
Statistics show that if you accept a counter-offer, the probability of voluntarily leaving in six months or being let go within one year are extremely high.
Once word gets out, the relationship that you now enjoy with your co-workers will never be the same. You will lose the personal satisfaction of peer group acceptance.
What type of company do you work for if you have to threaten to resign before they give you what you are worth?
Where is the money for the counter-offer coming from? Is it you next raise early? All companies have strict wage and salary guidelines, which must be followed.
Your company will immediately start looking for a new person at a cheaper price.
You have now made your employer aware that you are unhappy. From this day on, your loyalty will always be in question.
When promotion time comes around, your employer will remember who was loyal and who wasn’t.
When times get tough, your employer will begin the cutback with you.
The same circumstances that now cause you to consider a change will repeat themselves in the future even if you accept a counter-offer.
Statistics show that if you accept a counter-offer, the probability of voluntarily leaving in six months or being let go within one year are extremely high.
Once word gets out, the relationship that you now enjoy with your co-workers will never be the same. You will lose the personal satisfaction of peer group acceptance.
Thursday, 17 January 2008
HR Officer
Hi, Simon here and I have a really great position I am currently recruiting for, it is with an aviation company based in Crawley they are looking for an HR Officer, you will need to have a CIPD qualification level 1 and plenty of practical, hands on experience. The Salary on offer is around £25,000 and I would be interested in hearing from anyone that would like to be submitted for the role.
In other news, I found a really interesting site that helps you resign from your current job in a professional manner, check it out at http://www.i-resign.com/
In other news, I found a really interesting site that helps you resign from your current job in a professional manner, check it out at http://www.i-resign.com/
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