<p>Health &amp; safety has been a key focus for construction businesses for many years now, but in a new world of social distancing and infection control it has highlighted the need for us to continue focusing on developing new ways of keeping everyone safe.</p>
<p>Although the government didn't formally shut construction sites during the lockdown, I know many companies considered the health &amp; safety of the workforce and closed operations for several weeks.</p>
<p>Now as we are encouraged to go back to work where it is safe to do so, we are working closely with our customers to quickly establish care packages and develop new ways of working to ensure that everyone on site remains safe and well.</p>
<h3><strong>Keeping every person safe</strong></h3>
<p>Throughout this pandemic, our focus has been on making sure all our existing workers have had access to required PPE such as face masks, sanitiser and hand soap. And in these challenging times we've had to come up with some creative solutions to make sure these resources have been continually available.</p>
<p>Now as we transition into what is a new normal, I am partnering with many of our customers to make sure we have sustainable solutions to maintain social distancing, and that all workplaces remain clean and sanitised for all workers.</p>
<p>No one yet knows the answer around the best way to do this, and as advice continues to be released, we will keep our promise to continue to work closely with our customers and develop new and innovative solutions to keep businesses running and every person safe and well.</p>

In a new world of social distancing and infection control, we need to continue to focus on developing new ways of keeping everyone safe.

Working in the Socially Distant Future

<p><span style="color: #212121;">There are some industries which have continued to grow every year, even through the COVID-19 pandemic. One of those industries is Renewable Energy. </span></p>
<p><span style="color: #212121;">Here at Carbon60, as sector specialists we have seen the growth first-hand. There are a huge number of jobs to fill, covering everything from Engineering to Planning, Business Development to Digital.</span></p>
<p><span style="color: #212121;">Our sister company Lorien, who specialise in digital and technology recruitment, recently published a blog<strong> </strong>featuring one of our Principal Consultants Barry Jones, and their Director Chris Barton. We&rsquo;ll go over a few of their key talking points, and pinpoint some of the reasons why the Renewable Energy industry is booming.</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<h3><span style="color: #212121;"><strong>A fully futureproofed industry</strong></span></h3>
<p><span style="color: #212121;">One of the main learnings from Barry and Chris was on the impact the pandemic has had on both clients and candidates within Renewables. The general theme is one of progress and positivity.</span></p>
<p><span style="color: #212121;">Chris said: &ldquo;<em>Renewable energy weathered the pandemic pretty well, overtaking fossil fuels as the largest source of UK electricity for a full year, and the result was quite a buoyant job market</em>.&rdquo;</span></p>
<p><span style="color: #212121;">He added: &ldquo;<em>On a personal level, I have definitely seen an increase in talent demand over the last year from renewable energy companies, but also from traditional energy providers looking to increase their footprint in renewables</em>.&rdquo; </span></p>
<p><span style="color: #212121;">Barry believes &ldquo;<em>the pandemic has changed how candidates job hunt</em>&rdquo;, and the future-focused nature of Renewables is one of the things that makes it so appealing.</span></p>
<p><span style="color: #212121;">&ldquo;<em>Few industries have such a clear path for industry expansion laid out, and the chance to be a part of that movement is a key driver for candidates.</em></span></p>
<p><em><span style="color: #212121;">There&rsquo;s also a lot of career security in the renewables industry, given its focus on the future. I&rsquo;m seeing increasing volumes of candidates choosing to turn their hand to roles in renewables over more traditional engineering roles</span></em><span style="color: #212121;">.&rdquo;</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<h3><span style="color: #212121;"><strong>Solving the biggest problem</strong></span></h3>
<p><span style="color: #212121;">Business owners always talk about USPs and the need to solve an existing problem. In Renewables, every business is playing a huge part in solving the biggest and most urgent problem out there &ndash; climate change. </span></p>
<p><span style="color: #212121;">The necessity of taking steps to combat this is clear to everyone. A big part of the solution is producing clean energy, so as coal and gas power generation continue to be weaned off, renewable energy sources will take centre stage. </span></p>
<p><span style="color: #212121;">Naturally, this means there are excellent long-term career prospects here. </span></p>
<p><span style="color: #212121;">As Chris mentioned earlier, even traditional energy companies are looking to do their bit and increase their renewable footprint &ndash; so wherever you look, there are opportunities to be found.</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<h3><span style="color: #212121;"><strong>Providing people with purpose</strong></span></h3>
<p><span style="color: #212121;">The days of people being happy with just a salary and the promise of a good final pension are long gone. It&rsquo;s widely acknowledged that employees want more from a job, including a purpose and knowing they are doing something meaningful. </span></p>
<p><span style="color: #212121;">This desire has gone up a notch since the pandemic. A global study by </span><a href="https://www.gartner.com/en/articles/employees-seek-personal-value-and-purpose-at-work-be-prepared-to-deliver">Gartner</a><span style="color: #212121;"> saw 65% of respondents say the pandemic had made them rethink the place that work should have in their life, while 56% said they wanted to contribute more towards society.</span><span style="color: black;"> </span></p>
<p><span style="color: #212121;">This is one of the biggest attractions of the Renewable Energy sector. Anybody working in this space is helping to fight climate change and build the future energy system of the world.</span></p>
<p><span style="color: #212121;">In the blog for Lorien, Barry said this was one of the reasons he&rsquo;s seen an increase in interest from jobseekers.</span></p>
<p><span style="color: #212121;">&ldquo;<em>I think renewable energy has always been an interesting industry to be a part of, but over the pandemic people have renewed their values and really want to feel like they are contributing to something meaningful</em>.&rdquo;</span></p>
<p><span style="color: #212121;">He summed it up best when saying: &ldquo;<em>It&rsquo;s a very rewarding industry to join because you&rsquo;re creating a world for the next generation.</em>&rdquo;</span></p>
<p><span style="color: #212121;">Ultimately, people working in Renewables are having a bigger impact on society than most industries. For purpose driven employees, this makes it ideal.</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<h3><span style="color: #212121;"><strong>Promoted by policy makers</strong></span></h3>
<p><span style="color: #212121;">It&rsquo;s understandable that after the instability of the last two years, jobseekers now want more certainty. They want to be at a company that can weather any storms, or in an industry that has a real future. Renewables definitely ticks these boxes.</span></p>
<p><span style="color: #212121;">There is no uncertainty in this industry &ndash; it&rsquo;s backed by governments and is at the heart of many policies. For example, the UK has set a Net Zero carbon emissions target by 2050, along with a pledge to produce all electricity in the country through clean energy sources by 2035.</span></p>
<p><span style="color: #212121;">This is all driving demand within the industry, and as Chris pointed out, gives a lot of bargaining power to candidates.</span></p>
<p><span style="color: #212121;">&ldquo;<em>It&rsquo;s an interesting one, because on the one hand a lot of candidates are drawn to the sector, but on the other, demand is massively on the rise. As a result, salaries and rates in the industry are staying quite lucrative, which is another plus for candidates reconsidering their careers. It&rsquo;s not an industry where your value is going to decline, particularly because of the emphasis on specialism</em>.&rdquo;</span></p>
<p><span style="color: #212121;">All of this means that Renewables is as close to a sure thing as you can get.</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<h3><span style="color: #212121;"><strong>Going global</strong></span></h3>
<p><span style="color: #212121;">Another consequence of the pandemic and people&rsquo;s re-evaluation of what they want, is the shift towards wanting to travel. This has always been there, but as the world becomes less restrictive and more &lsquo;borderless&rsquo;, employees want to explore further.</span></p>
<p><span style="color: #212121;">Now, we mentioned the problems that are being solved by renewable energy earlier, and these problems are global. That means the same applies to job opportunities. Here at Carbon60, we&rsquo;ve been placing candidates not just in the UK, but across Europe. Demand is high everywhere so it&rsquo;s no surprise that people who are looking to relocate are keeping an eye on Renewables.</span></p>
<p><span style="color: #212121;">There are also many vacancies, such as Lead or Senior Engineers, which require occasional travel to overseas sites. This is great for people who don&rsquo;t want to relocate completely.</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<h3><span style="color: #212121;"><strong>Varied and cutting-edge tech</strong></span></h3>
<p><span style="color: #212121;">For people who are excited by technology, the Renewable Energy industry hits the sweet spot. You have the chance to work with a range of tools that are at the forefront of the latest developments.</span></p>
<p><span style="color: #212121;">The sheer nature of the industry requires constant thinking outside of the box. Recent examples are floating solar panels or the building of gigafactories for battery storage. For people who are passionate about innovation, there aren&rsquo;t many better industries to be in &ndash; something Barry was keen to emphasise.</span></p>
<p><span style="color: #212121;">&ldquo;<em>You&rsquo;re experimenting with new concepts, using the latest technology, and thinking outside the box. For people that are wanting to cut their teeth on the latest skills, you&rsquo;d be hard pressed to find a better industry</em>.&rdquo;</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<h3><span style="color: #212121;"><strong>A breadth of roles</strong></span></h3>
<p><span style="color: #212121;">Variety also comes in the types of roles you could do. Renewable energy projects &ndash; for example those involving Wind, Solar Energy or Battery Storage &ndash; require people from a range of backgrounds. You could also find yourself working on a site, in a lab, in an office, or at sea, so there&rsquo;s something to suit most people. </span></p>
<p><span style="color: #212121;">In addition, there are plenty of transferable skills which open doors for people that aren&rsquo;t in Renewables at the moment. Barry provided some examples in the blog for Lorien, saying:</span></p>
<p><span style="color: #212121;">&ldquo;<em>You might be surprised by how transferable skills for renewable energy are. I typically work with clients for renewable energy jobs in project and programme management, site engineering, quality engineering, project development, construction management, civil/structural engineering, HSE, technical and design, and logistics. </em></span></p>
<p><em><span style="color: #212121;">Experience in renewables will always be a selling point, but typically clients are looking for people with transferable skills in EPC (Engineering, Procurement and Construction), who will bring their experience and knowledge of the market with them</span></em><span style="color: #212121;">.&rdquo;</span></p>
<p><span style="color: #212121;">We also wrote a blog specifically about transferable skills </span><a href="https://www.carbon60global.com/blog/transferable-skills-for-a-career-in-renewable-energy">here</a><span style="color: #212121;"> &ndash; feel free to take a read!</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<p><span style="color: #212121;">&nbsp;</span></p>
<p><span style="color: #212121;">With so much global investment, and many government commitments, Renewables is fast becoming the industrial revolution of our times.</span></p>
<p><span style="color: #212121;">And whether it&rsquo;s financial freedom, travel opportunities, or the chance to help change the world &ndash; there are several reasons why it&rsquo;s highly sought after by jobseekers.&nbsp; </span></p>
<p><span style="color: #212121;">If it&rsquo;s an industry you like the sound of, we&rsquo;d love to have a chat and help you explore. Get in touch today!</span></p>
<p>&nbsp;</p>

An industry that is growing year on year, and will continue to do so. Find out why now is a great time to join the Renewable Energy sector.

Why the Renewable Energy jobs market is red-hot

<p>Change is an ongoing challenge for businesses, and this means getting the best talent is more important than ever. Whether it&rsquo;s technological advances, shifts in customer behaviour, or the &lsquo;new normal&rsquo;, your success will depend on having the right people in place.</p>
<p>The use of contingent workers has been rapidly growing over the years, and the demand is set to accelerate. In a recent study by McKinsey, 70% of business leaders said they were planning on hiring more contingent workers after the COVID-19 pandemic than they did before.&nbsp;</p>
<p>The knock-on effect is increased pressure on businesses to manage their expanding contingent workforce. It&rsquo;s why partnering with a Managed Service Provider (MSP) is becoming a popular option. By using an expert third party to take on the responsibility for your contingent workforce programme, you can gain a better oversight, whilst reducing the demands on your own teams.</p>
<p>Here, we look at some of the main benefits of teaming up with an MSP.</p>
<h3>1) Operational and cost control</h3>
<p>When you engage an MSP, the decision of what gets managed by them and what stays in-house is completely yours. This allows you to outsource the tasks which are more repetitive and time consuming, whilst still having managerial responsibility for the service. It becomes a win-win situation, as you and your team can focus on things that add greater value to the business, without losing control of what matters.<br><br>You will also find significant cost savings by using an MSP. Their pricing models are more predictable (for example outcome-based pricing), and third-party recruitment fees will also decrease.&nbsp;<br><br>Finally, your supply chain will become much more efficient, as all contractor and supplier engagement is done through one single provider. This not only saves you time, but many MSPs will reduce the number of suppliers in your network, therefore bringing costs down even more.</p>
<h3>2) Global talent pipelines</h3>
<p>If your business operates in multiple countries, or if you&rsquo;re about to expand heavily, your talent pipeline needs to be global. This can be a challenge, and is one of the reasons organisations like to partner with an MSP that also operates globally. They will have the ability to attract and retain the best people in all of your locations, as well as valuable local know-how.&nbsp;<br><br>This last point is especially important as each country has its own labour laws and working culture. Rather than you having to get to grips with each one individually, you can allow the MSP to use their on-the-ground expertise.&nbsp;</p>
<h3>3) Access to cutting-edge technology</h3>
<p>When it comes to recruitment technology, things are constantly evolving. Internal recruitment teams are either not aware of the latest tools, or unable to purchase them. This is because investing in single-use technology is not commercially viable for most businesses.&nbsp;<br><br>An MSP on the other hand, will have access to all of these tools and will use it for your talent acquisition needs. Not only does this give you an edge over your competitors, but it means you get the benefits of the technology without having to invest your own capital.</p>
<h3>4) Agility</h3>
<p>As mentioned earlier, change is a constant challenge, and this means agility is key. When the market shifts, you need to shift with it and adapt your recruitment accordingly. An MSP will have the experience and ability to not only guide you in the right direction, but actually take the actions required. This means that even in highly competitive markets, you can attract the talent that&rsquo;s best for you, at the exact time you need it.&nbsp;</p>
<h3>5) Flexibility</h3>
<p>When it comes to hiring, there can be peaks and troughs throughout the year. One of the reasons businesses look for an MSP is because they can scale the programme up or down depending on their hiring needs. It&rsquo;s far more difficult to do this if everything is kept in-house, or if you&rsquo;re trying to work with multiple agencies on a piecemeal basis. But an MSP will see themselves as a partner rather than a supplier, so will always be able to provide that flexibility.</p>
<h3>6) Visibility</h3>
<p>As touched upon earlier, using an MSP allows you to outsource parts of the programme without losing control. Part of this control relates to visibility &ndash; you will always want full oversight of your contingent workforce. Most MSPs will provide you with a bespoke Vendor Management System (VMS). This means you can keep a handle on all the key metrics and build a better workforce strategy.</p>
<h3>7) Best practice methods</h3>
<p>Just in the last few years, many HR teams have had to deal with the complexities of Brexit, IR35 and the COVID-19 furlough scheme. It can become a bit of a bureaucratic nightmare, but partnering with an MSP give you access to experts in all legislative and governance requirements. This gives you the peace of mind that your business is fully compliant. Quite often, the MSP will also offer to train and educate your team on upcoming changes.</p>
<h3>8) Employer branding expertise</h3>
<p>With so much demand for contingent and flexible workers, you need to make sure you&rsquo;re appealing to the best talent on the market. This is particularly important in a post-pandemic world, as the needs and expectations of candidates have changed.&nbsp;<br>A good MSP can work with you, as well as any of your suppliers, to develop a strong employer brand and Employee Value Proposition (EVP). This is an end-to-end process, from research into what candidates want, right through to practical recruitment marketing strategies.</p>
<h3>The key takeaway</h3>
<p>Engaging with an MSP is a win-win for any business that has a substantial temporary workforce. It provides control without overwhelming your resources, and allows you to access high-class expertise in a cost efficient way.&nbsp;<br><br>Finding an MSP that can become a strategic partner is key to attracting, onboarding and retaining quality contingency workers. Get this right, and your business will be well positioned for success.</p>
<div>&nbsp;</div>

With the use of contingent workers growing rapidly an MSP can help position you for success.

Why should you work with a managed services provider?

<p>Trust. A word defined by the Cambridge English Dictionary as: "to believe that someone is good and honest and will not harm you, or that something is safe and reliable."</p>
<p>Most of us understand that trust forms the basis of personal relationships, but did you know that it's just as paramount when it comes to business and professional relationships too?</p>
<p>The most successful organisations across the globe are built on trust and that means developing strong, trusting relationships between not only your employees and colleagues, but external contacts as well. It's a fact that people buy from people they trust, so ensuring that your customers believe and have confidence in you is essential in ensuring your ongoing success.</p>
<p>In this article we'll explore the importance of building workplace trust and how forging trust in you and your company are crucial steps to ensuring you're smashing those all-important business objectives.</p>
<h3><strong>Trust me, I'm an engineer!</strong></h3>
<p>We've already mentioned how important trust is in any organisation, but it's perhaps especially important in industries such as engineering. From the perspective of employees, engineers often work in challenging or high-risk environments, meaning that having trust of your management and peers comes down to much more than simply feeling warm and fuzzy at work - it can in fact have serious implications when it comes to safety and wellbeing.&nbsp;</p>
<p>From the point of view of a client, the risks are similar, and your customers will want to know that their potentially high-risk, high-value project is in safe hands. Your primary route to convincing them of that is to ensure you gain their trust in both you and your abilities.</p>
<h3><strong>Meeting objectives through trust</strong></h3>
<p>There's no doubt that trust is a key component to business success. Statistics have shown time and time again that teams instilled with trust are higher performing. But why is this the case? And why is it so important that you're gaining trust in your workplace and amongst your teams?</p>
<p>Well firstly, let's consider&nbsp;<strong><em>morale and motivation</em></strong>. When team members trust their management, and to some extent their colleagues too, morale is naturally higher. Like it or not, employees are inherently inclined to mistrust managers, but where leaders are able to turn this preconception around and actually gain the trust of their staff, the result is an increase in both morale and motivation. Employees working for individuals they believe 'have their back' are automatically more efficient, hardworking and greater performing.</p>
<p><strong><em>Decreased workplace stress&nbsp;</em></strong>is something that can be achieved through ensuring a culture of trust as well. This spans not only your management/leadership team, but peer-to-peer trust too. Employees want to know they can trust that your Board will demonstrate openness when communicating on things like change, profit and loss figures and their career progression.</p>
<p>And, where team members have trust in one another, there's less hostility and increased&nbsp;<strong><em>teamwork and collaboration&nbsp;</em></strong>- all factors that will greatly benefit your organisation, productivity and retention.&nbsp;</p>
<p>Next, let's look at&nbsp;<strong><em>loyalty and retention&nbsp;</em></strong>- equally important considerations when thinking about both your employees and customers.</p>
<p>It goes without saying that having sound relationships built on trust in place, will ensure that you're able to retain valuable customers and that they're returning to use you time and time again. A business' reputation depends heavily on trust - not only so that your customers know they can rely on you and your services, but so that you can in turn, rely on them to pay invoices, bring return business and recommend you to others.</p>
<p>Having robust customer relationships in place will also help you to build market-place credibility through gathering things like case studies and testimonials that demonstrate to others that you are a trustworthy and professional partner.</p>
<p>Focusing on the <strong><em>loyalty and retention of employees,&nbsp;</em></strong>all businesses strive to lower their staff turnover rates, and a major consideration in achieving excellent staff retention ratios is whether your people place trust in you as their line manager and employer. There's a well-known saying that 'employees don't leave bad companies, they leave bad managers', and this is never truer when thinking about the levels of trust that your employees are able to place in you and your leadership team.&nbsp;</p>
<p>Where trust isn't apparent, your people will feel uneasy, demotivated and are more likely to move to another organisation. Where trust is evident, employees will be more loyal, committed, productive and are much more likely to stay with your company for the long-term.</p>
<p>Closely linked with staff retention, trust should also be of significance when&nbsp;<strong><em>hiring.&nbsp;</em></strong>An individual's perception of you and your business will normally begin right from when they interview with you and you'll want to instill a sense of trust in order to attract new talent to your organisation.</p>
<p>And let's not forget things like&nbsp;<strong><em>remote working.&nbsp;</em></strong>Several recent surveys carried out on employee benefits have revealed that the most sought-after employee benefits are no longer necessarily linked to salaries and bonuses. Nowadays, and overtaking money-related benefits as employees' top priorities, are things like work/life balance and flexible/remote working options. But to successfully implement these kinds of opportunities into your workplace, there has to be a strong sense of trust between management and workers. Employees want to know they're trusted enough to carry out their work remotely, and managers of course want to be reassured that work will still be completed to a high standard under more flexible conditions. Once trusting relationships are built however, these more modern ways of working can function well in your organisation - and often result in a happier, more efficient workforce.</p>
<h3><strong>A culture of trust</strong></h3>
<p>There's no denying then, that building trust in the workplace is important, and it's obvious to see how gaining the trust of your colleagues and customers can play a vital role in helping you to achieve your critical business goals.</p>
<p>A key point to remember though? Building true trust into a relationship can be a very slow, steady process - but breaking that trust irreversibly can happen in an instant.</p>
<p>Make sure therefore, that trust is at the centre of your strategy for success and promoted throughout your business as an integral part of its culture.</p>
<p><strong><a href="https://calendly.com/chrispblackburn/the-importance-of-building-workplace-trust?back=1&amp;month=2020-05&amp;utm_source=carbon60&amp;utm_medium=blog&amp;utm_campaign=llmay20" target="_blank" rel="noopener noreferrer">&nbsp;</a></strong></p>

Trust. A word defined by the Cambridge English Dictionary as: "to believe that someone is good and honest and will not harm you, or that something is safe and reliable."

Why is workplace trust so important?

<p style="text-align: justify;">The video games industry is&nbsp;expected to grow from &pound;73.9 billion (2015) to a staggering&nbsp;<em>&pound;95.5 billion</em><strong>&nbsp;</strong>by 2019.</p>
<p style="text-align: justify;">Video games are popular for many reasons, including the boost in self-esteem from solving puzzles or trivia games, to the relief of stress by focusing your mind on something else by escaping to another world for a few hours. Games release&nbsp;dopamine in the brain which is the chemical responsible for the excitement we feel when we chase a reward, something which video games are full of, and is also one of the reasons many people find them addictive.</p>
<p>A fun, addictive, stress relieving escapism for many people which employers are starting to utilise in different ways to make more mundane, everyday tasks more exciting.</p>
<h3 style="text-align: justify;"><span style="font-size: 24px; color: #7c97ab;">What is gamification?</span></h3>
<p style="text-align: justify;">You can&rsquo;t get further from a &lsquo;game&rsquo; than when you&rsquo;re at work, but gamification refers to the use of game theory, mechanics and design in non-game situations and environments.</p>
<p style="text-align: justify;">By the end of 2015, 40% of the world&rsquo;s top 1000 organisations used gamification as the primary mechanism to transform their business, and it&rsquo;s predicted that the worldwide gamification market will grow from &pound;195 million in 2012 to an incredible &pound;2.2 billion in 2016.</p>
<p style="text-align: justify;">Gamification as a concept is used in various scenarios in different ways. It&rsquo;s already heavily used in fitness (<a href="https://www.myfitnesspal.com/">MyFitnessPal</a>), productivity (<a href="https://habitica.com/">Habitica</a>), mood/mental health (<a href="https://www.mindbloom.com/">Mindbloom</a>) and managing your finances.</p>
<p style="text-align: justify;">Gamification taps into peoples&rsquo; basic intrinsic motivators, the top 5 being:&nbsp;Autonomy &ndash; &ldquo;I control&rdquo;, Mastery &ndash; &ldquo;I improve&rdquo;, Purpose &ndash; &ldquo;I make a difference&rdquo;, Progress &ndash; &ldquo;I achieve&rdquo; and Social interaction &ndash; &ldquo;I connect with others&rdquo;.</p>
<p style="text-align: justify;">These motivators are common to everyone and research has shown that satisfying them can make an activity more productive and enjoyable.&nbsp;By making tasks feel more like games, it becomes a lot more effortless to encourage people to complete the tasks if they appear to be getting instant gratification or a buzz from them. People will then be rewarded for completing certain tasks which could be in the form of achievement badges, filling a progress bar or even being rewarded a virtual currency. Also, making these rewards visible to other players (i.e. work colleagues) in the form of leaderboards, will encourage others to compete against them in the quest to become the best.</p>
<p style="text-align: justify;">A range of industries are now utilising the concept of gamification within the work environment for various reasons whether it be improving the motivation of their staff or attracting people to work for them.</p>
<h3 style="text-align: justify;"><strong><span style="font-size: 24px; color: #7c97ab;">In the workplace</span></strong></h3>
<p style="text-align: justify;">Regardless of how much someone enjoys their job, being able to keep everyone engaged fully is a challenging task. Traditionally, KPIs are put in place to show staff what targets in particular they need to achieve on a regular basis, but sometimes these tasks can prove tiresome and repetitive, causing interest to fluctuate and people to become less interested in the job at hand.</p>
<p style="text-align: justify;">Employees are strongly motivated by recognition, rewards and the sense of accomplishment, so taking the essence of games such as fun and competitiveness and applying them to non-game contexts, people are more likely to want to participate, driving positive behaviours and therefore becoming more driven to complete the task or hit the target.</p>
<p style="text-align: justify;">Research by Gallup shows that companies are increasing their interest in gamification because only 31% of employees are engaged at work. The least engaged generation are Millennials with only 28.9% engagement compared to 32.9% for Gen X &amp; Baby Boomers. Considering that Millennials are going to make up 75% of the global workforce by 2025, you can understand why companies are having to adapt.</p>
<p style="text-align: justify;">The issue with the traditional method of performance management is that your weekly/monthly/yearly targets and objectives can become stale, but using a real-time performance management tool - where you could visually keep track on how you&rsquo;re doing towards target, how you compare to others, how far to your next milestone and perhaps even how you&rsquo;re doing compared to this time last year &ndash; can keep things relevant and interesting.</p>
<h3 style="text-align: justify;"><span style="font-size: 24px;"><strong><span style="color: #7c97ab;">In recruitment</span></strong></span></h3>
<p style="text-align: justify;">From a recruitment perspective, it can be used to measure a candidate&rsquo;s potential suitability and commitment before you&rsquo;ve even looked at their CV.</p>
<p style="text-align: justify;">Unilever have a digital recruitment programme which uses online games to help with candidate selection. To help them narrow down the 250,000 graduate applications they receive every year, they now invite each candidate to play a series of games which are used to determine the candidate&rsquo;s potential and how well they connect with the company&rsquo;s goals. The top performing applicants are then invited for a video interview which is then followed by a face to face.</p>
<p style="text-align: justify;">PricewaterhouseCoopers in Hungary developed and launched a game called Multipoly which is made up of an online part and a section based on personal participation. The &lsquo;player&rsquo; submits a virtual application, takes part in the virtual interview process which presents them with tasks based on the competencies of the company. PwC then narrow down the applications to the best players and invite them in for a real interview. The outcome was that the candidates who played the game were much more prepared for the live face to face interviews because they had been pre-educated by the game. Time spent on their career page went from an average of 15 minutes to up to one and a half hours.</p>
<p style="text-align: justify;">Using gamification, recruiters can become more efficient. Rather than organising an interview, why not send the candidate a game which can simulate the work environment and test their personality traits? This can then enable recruiters and employers to see upfront how a candidate may react in different scenarios. This can help decide whether someone is the right match for the company/job before they&rsquo;ve even stepped into the office.</p>
<p style="text-align: justify;">Regardless of the skills required for a role, gamification can be tailored to target its content around those attributes. It saves time for the recruiter, but it&rsquo;s also is a good measure of the candidates&rsquo; commitment &ndash; if they can&rsquo;t be bothered to complete the tasks the game requires, chances are they would have dropped out of the process at some point anyway. It&rsquo;s also beneficial to the candidates; they get to build up a picture of what the company&rsquo;s like and figure out if it&rsquo;s the right fit for them.</p>
<p style="text-align: justify;">Gaming is a way of injecting a bit of fun into the recruitment process, encouraging some friendly competiveness between candidates while providing valuable insight and information to recruiters.</p>
<p style="text-align: justify;">Regardless of how gamification is applied - whenever you have a contest that has a winner, you create losers. If gamification isn&rsquo;t done right, it can have the opposite effect and end up demotivating people. In the workplace, the trick is to create more winners more often, and don&rsquo;t just keep it focused on individuals - also reward teams for working together.</p>
<p style="text-align: justify;">Businesses need to adapt to changing technology and market conditions which won&rsquo;t work without a motivated team. Some people are concerned that Gamification is just a sugar-coated, game-like facade to make work cute and fun, which normally causes people to dismiss it at face value. Applied in the wrong context and that&rsquo;s exactly all gamification would be, however used in an ingenious, original and engaging way means it can be a game changer. Not just making it more fun to hit targets, but changing the culture and the way people tackle and perceive work could be the breath of fresh air employees need.&nbsp;</p>
<p style="text-align: justify;">Interested to hear how we can improve your recruitment? Get in touch with us today:&nbsp;</p>
<p style="text-align: justify;"><a class="button-secondary" href="~/link.aspx?_id=41A0870BBA104687B23323B701F21120&amp;_z=z">Contact Us</a></p>

Employees are strongly motivated by recognition, rewards and the sense of accomplishment, so introducing the essence of gaming into the workplace can really help boost employee engagement and bring out their competitiveness...

Why gamification can improve employee engagement

<p>Most people would assume that December would be the worst time of year to start thinking about a career change. Companies cease trading for the festive period, fewer people are in the office and budgets tend to be tight. But if a new job is at the top of your Christmas list this year, we&rsquo;re here to tell you why there&rsquo;s actually no better time to start looking.<br><br><strong>You have more time&nbsp;</strong><br>A lot of businesses tend to cease trading around mid-end December which means more free time for you to clean up your CV and start that lengthy application process. You might also have annual leave you need to take before the end of the year, so why not use it to focus on your career development? As well, if your general workload starts to ease you can always spend that extended lunch scanning jobsites for the latest vacancies. Just remember to save your favourites and apply for them out of work when you&rsquo;re not distracted and can give them your full attention.&nbsp;<br>&nbsp;<br><strong>Less competition</strong><br>Most people take the time out over Christmas to enjoy the festivities and spend time with family which naturally means less time is spent focusing on job hunting. It&rsquo;s always easier to stand out from the crowd and get ahead of the game by January when the rest of the talent pool are still &lsquo;umming and ahhing&rsquo; about their current jobs. Stay determined, be pro-active and be sure to keep up conversations throughout December. Recruiters are more likely to have a stronger rapport with a candidate that has kept in contact with them throughout this period than those who have been unresponsive.&nbsp;<br>&nbsp;<br><strong>Companies are still hiring</strong><br>Despite what you might think companies are still hiring and most companies will still trade throughout December. In fact, a lot of companies may have remaining budget that they need to spend by the end of the year. If this is the case, they could be looking to hire in December to ensure they are prepared for the New Year. Take advantage of this and remember, December can be a difficult month for recruiters who may be struggling to hit target so they&rsquo;ll be more than happy to help you find your next role.&nbsp;<br>&nbsp;<br><strong>More vacancies</strong><br>It&rsquo;s quite common that people leave their jobs at this time of year to spend more time with loved ones and to start a fresh in January. This inevitably opens up new opportunities for you. Companies will want to start out the new year with everything in place and with no loose ends which could mean hiring extra people is at the top of their to do lists.<br>&nbsp;<br><strong>Increase in networking opportunities</strong><br>Whether it&rsquo;s a Christmas party thrown by family and friends or a business function hosted by work or professional association, this means plenty of opportunities to let others know you&rsquo;re on the market for a new job or career change. Fellow party-goers may be feeling merry and could be willing to put you in touch with potential connections. If your friend works for a company where you&rsquo;d like to be employed, then why not see if you can attend their Christmas party with them &ndash; it&rsquo;s a great opportunity to make some solid connections and really sell yourself in a more informal environment.&nbsp;<br>&nbsp;<br><strong>Temp work</strong><br>When you think of Christmas temp work don&rsquo;t automatically just think of retail. Many companies look for temporary staff to assist with end of year clean-ups and hectic tasks that current staff don&rsquo;t tend to have time for. It may not be exactly what you&rsquo;re looking for at present but at least it means you&rsquo;re available immediately when you do find your next perm role. It can also mean you&rsquo;re in the right place at the right time when the company is looking to take someone on permanently in the New Year so never overlook it as an option.&nbsp;<br>&nbsp;<br>So what are you waiting for, click <strong><a href="~/link.aspx?_id=F686E099855840E198F5A4CA85A93D33&amp;_z=z">here</a></strong> to view our latest vacancies or <strong><a href="~/link.aspx?_id=AB14FDB6E1774692B7A61987DA632874&amp;_z=z">contact us</a></strong> for help with any aspect of finding and landing your next great job.</p>

There's no better time than Christmas to start looking for that new role and getting ahead of the game...

Why Christmas is the best time to job hunt

<p>Interviews can be a nerve-wracking experience but it&rsquo;s important that you come across as professional and don't say the wrong thing. No-one&rsquo;s perfect, and the interviewer will know that, but your challenge is to turn any negatives into positives to present the best version of yourself.</p>
<h3>&ldquo;So&hellip;&rdquo; (See also: like, sorry, just, um)</h3>
<p>Using 'so' and 'like' as filler words give the impression that you're unsure of yourself and haven&rsquo;t prepared sufficiently. If you need to pause, just pause, and use the time to think about what you're going to say next.</p>
<h3>&ldquo;Bad.&rdquo; (See also: boring, hate, annoying)</h3>
<p>Never use negative language in an interview, focus on the positives. Even if what you&rsquo;re describing turns out to be positive, using negative language sets a bad tone for the whole process.</p>
<h3>&ldquo;Ugh, my previous company was just the WORST.&rdquo;</h3>
<p>Don&rsquo;t badmouth your previous company. Try and focus on turning everything into a positive &ndash; if you had a bad experience with your last employer, try describing what you learnt from it, and how you managed the situation.</p>
<h3>&ldquo;My last boss and I had a terrible relationship.&rdquo;</h3>
<p>The interviewer has no way of knowing whether this was your fault or not, so it could reflect badly on you. Explaining it further could result in you digging yourself into a hole, so it's best to avoid the topic altogether.&nbsp;</p>
<h3>&ldquo;I&rsquo;m so nervous.&rdquo;</h3>
<p>Being nervous is a natural part of the interview process, and your interviewer will expect it, but there&rsquo;s no reason to actually tell them! You're a skilled and professional individual so focus on speaking positively and confidently.</p>
<h3>&ldquo;My weaknesses are&hellip;&rdquo; (Unless the interviewer asks for them)</h3>
<p>Don't be self-deprecating, always big yourself up. However, the interviewer may ask you what you think your weaknesses are, in which case tell them - everyone has flaws &ndash; and then describe what steps you&rsquo;re taking to improve.</p>
<h3>&ldquo;I&rsquo;ll do anything!&rdquo; &nbsp;</h3>
<p>The interviewer wants to hear how passionate and devoted you are to the role that you&rsquo;re there to discuss, not that you&rsquo;ll take any job going. When preparing for the role, think about all the skills you&rsquo;ve got that make you a good fit, and all of the things that you&rsquo;ll enjoy about the job if you get it.</p>
<h3>&ldquo;I&rsquo;m sorry I don&rsquo;t have much experience.&rdquo;</h3>
<p>Don&rsquo;t apologise for not having much experience &ndash; use it as an opportunity to explain how willing you are to learn, and how you&rsquo;re going to further your skills.</p>
<h3>&ldquo;No.&rdquo;</h3>
<p>Obviously you can answer questions using the word no, but when the interviewer asks if you have any questions, it&rsquo;s best to have some prepared. They don&rsquo;t have to be complicated, just things that you might want to know e.g. are there opportunities for progression?</p>
<h3>&ldquo;It&rsquo;s on my CV.&rdquo;</h3>
<p>Not only is this a rude response when asked about your skills or experience, it gives the impression that you&rsquo;re not willing to expand on anything you&rsquo;ve done, and that you&rsquo;re not particularly invested in the interview.</p>
<h3>&ldquo;What's in it for me?&rdquo;</h3>
<p>Don't talk about the salary or benefits in the early stages of the interview process, otherwise it might look like you're only after the money. If you need to confirm salary details, either contact the employer after the interview, or say something like &ldquo;was the salary estimation on the job advert correct?&rdquo;</p>
<h3>&ldquo;F$%k.&rdquo; (See: any other swear word)</h3>
<p>This should be a given, but keep your language clean, even if the interviewer swears. Right now you need to sound professional.</p>
<h3>&ldquo;I don&rsquo;t know.&rdquo;</h3>
<p>Even if you&rsquo;ve really got no idea what to answer with, don&rsquo;t say this. Say something like &ldquo;let me think&hellip;&rdquo; and use the time to really consider your answer. If you absolutely have nothing to say and have gone completely blank, just say: &ldquo;I&rsquo;m really not sure on this, but it&rsquo;s something I&rsquo;d love to learn more about, and I think this job gives me the opportunity to do that.&rdquo;</p>
<p><span style="color: #ffffff;"><strong>For further career guidance, CV help and more, email us at </strong><strong><a style="color: #ffffff;" href="mailto:enquiries@carbon60global.com">enquiries@carbon60global.com</a>, or browse our jobs here: <a style="color: #ffffff;" href="https://www.carbon60global.com/jobs">Find a new Job with Carbon60 today.</a></strong></span></p>

Interviews can be a nerve-wracking experience but it's important that you come across as professional and don't say the wrong thing.

What NOT to say during an interview!

<p>Ever wondered what kind of project manager you are? Answer the five multiple choice questions below to find out whether you&rsquo;re a superhero, a sensei or a general!</p>
<p>1) You and your team have been working on a project for a long time and are close to completion, but the client has suddenly requested for the deadline to be moved forward. It&rsquo;s an unforeseen emergency from a big client and it would really boost your business if the project was a success. Do you:</p>
<p>a) Agree to the deadline and throw yourself at the project. This is all on you. It&rsquo;s your responsibility to ensure deadlines are successfully met and clients are kept happy.</p>
<p>b) Talk with your team. Do they think it&rsquo;s achievable? Would they be willing to work</p>
<p>extra hours to get everything done? If yes, great! If not, you&rsquo;ll need to tell the client the original deadline will have to stand.</p>
<p>c) Agree to the deadline, gather the team together and sort out how this can be achieved. The hard work will pay off.</p>
<p>&nbsp;</p>
<p>2) Your team has had a series of spats recently. A small misunderstanding has blown way out of proportion and the atmosphere is heavily charged. Do you:</p>
<p>a) Allow the team some time to sort it out themselves. It needs to be resolved, but by making a thing out of you&rsquo;ll only make things worse.</p>
<p>b) Bring the team together and talk it out. What happened? How did it start? How can it be resolved?</p>
<p>c) Talk to the individuals involved and tell them to get a hold of themselves. They&rsquo;re adults at work. Either they get over it, or they leave.</p>
<p>&nbsp;</p>
<p>3) A few members of your team have booked holidays soon and are beginning to fall behind schedule in the run-up to them. Do you:</p>
<p>a) Pick up the slack for them. They&rsquo;re going away on a long-deserved break, they&rsquo;re allowed to wind down a little in the lead up to it.</p>
<p>b) Speak to the team together. Ask them why progress is slowing down and what they can do to get back on track.</p>
<p>c) Talk to the slower members of the team individually and tell them to get back on schedule. They&rsquo;re not on holiday yet.</p>
<p>&nbsp;</p>
<p>4) The business is in a bit of a bind financially &ndash; no one is to blame, it&rsquo;s just bad luck &ndash; and the only thing to do is cut salaries. Do you:</p>
<p>a) Take it all out of your own salary without telling anyone. You don&rsquo;t want to worry the team, plus you earn the most.</p>
<p>b) Talk to each team member individually and tell them everyone is going to have a small salary cut, including you. Be transparent and honest about the reasons why.</p>
<p>c) Tell the team about the cuts at the same time, explaining the logic behind your decision and its importance for the business.</p>
<p>&nbsp;</p>
<p>5) You made a mistake. It isn&rsquo;t devastatingly huge, but a sizeable problem that will impact the team. Do you:</p>
<p>a) Avoid telling the team and concentrate on fixing it yourself before anything goes wrong.</p>
<p>b) Tell your team individually, asking for assistance so that you can all turn things around quickly.</p>
<p>c) Come clean in a team meeting and outline how you&rsquo;re going to fix things.</p>
<p><strong>&nbsp;</strong></p>
<p><strong>Mostly As - You're a Superhero</strong></p>
<p>If something goes wrong, you want to be the one people turn to. You confront issues head-on and</p>
<p>deal with problems directly, even if they&rsquo;re not your own. You&rsquo;re willing to sacrifice yourself for the</p>
<p>good of the team and everyone feels safe with you as their leader. However, you need to remember</p>
<p>that relying on others isn&rsquo;t a character flaw and is sometimes necessary.</p>
<p><strong>Mostly Bs - You're a Sensei</strong></p>
<p>You're a real team-player. You believe in moving forward as a collective and emphasise the</p>
<p>importance of building a supportive network within a relaxed atmosphere. Day-to-day things are</p>
<p>happy and smooth-sailing. All for one and one for all! You&rsquo;re like a gentle, caring parent, coaching</p>
<p>others with wise words and logic, but you're not always as authoritative as you perhaps should be.</p>
<p><strong>Mostly Cs - You're a General</strong></p>
<p>You rouse the troops into action on a daily basis with a no-nonsense attitude and a black and white</p>
<p>approach. You get things done and make the team feel as though they can get things done as well.</p>
<p>You're powerful, strong and people respect you. You might be accused of micro-managing on</p>
<p>occasion, but your team would follow you into battle without a second&rsquo;s thought.</p>
<p><strong>A Mixture -&nbsp;You&rsquo;re a Chameleon</strong></p>
<p>You change your approach to fit the situation. Sometimes certain issues call for a change in tactic,</p>
<p>but try to remain consistent where you can. Your team will feel more at ease if they can predict your</p>
<p>reaction.</p>

Ever wondered what kind of project manager you are? Answer the five multiple choice questions below to find out whether you’re a superhero, a sensei or a general!

What kind of project manager are you

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 <h2>Our Culture </h2>           <p>Many organisations talk about how there’s nothing quite like their culture,              but at Carbon60 we mean it. We understand people have different working styles, commitments,               and skills and we endeavour to offer a working environment that suits everyone.                What unites us all is a shared dedication to delivering exceptional solutions for our clients.              </p>              <p>We celebrate diversity and understand that an inclusive workplace only strengthens our team.                From hosting celebrations and recognising meaningful days, to proudly committing to the Disability                Confident Scheme, we’re continuously working to improve our equality. </p>                <p> We’re welcoming, supportive and collaborative; when you join us, you’re officially part                  of the Carbon60 community.</p>

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<h1>Business Solutions</h1><p>As project engineering and technical recruitment specialists, we’re dedicated to people and the difference we make in our industry. We collaborate with our clients to create talent solutions that work for them, covering one-off placements, specialised search, consultancy, temporary workforce solutions, permanent workforce solutions and more.</p><p>Explore below our services and find out more about how Carbon60 can help you.</p><p><br></p>

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<h1>About adi Group&hellip;&nbsp;</h1>
<p>adi: Multi-discipline engineering for a better future.</p>
<p>With teams of expert, multi-discipline engineers providing award-winning engineering solutions, adi Group are a vital link in the supply chain for a variety of leading manufacturers.&nbsp;</p>
<p>From their base in the heart of the Midlands, and 12 regional sites around the UK, adi Group are on hand to support global brands and household names in sectors including Food and Beverage, Automotive, Aerospace and Defence, Petrochemical, Biosciences, as well as manufacturing entities in other industries.&nbsp;</p>
<p>Striving to be the engineering partner of choice, delivering excellence in everything they do, adi Group are driven by a desire to engineer a better future for their clients and their market sectors. And whilst doing so, they are dedicated to being an organisation that people aspire to work for, and one in which everyone can develop and showcase their talents.</p>

<h1>Culture &amp; Values</h1>
<p>Behind adi Group&rsquo;s purpose &ndash; to grow a company that adds value to customers&rsquo; businesses and the sectors they support &ndash; are steadfast values, a diverse, welcoming and inclusive culture, and a dedication to creating and maintaining a safe and ethical working environment for all.&nbsp;</p>
<p>Adi Group&rsquo;s values are at the heart of their mission, and include:&nbsp;</p>
<p>&bull; &nbsp; &nbsp;Being proud of everything they do<br>&bull; &nbsp; &nbsp;Promoting responsible business and the wellbeing of employees<br>&bull; &nbsp; &nbsp;Working together as one great team<br>&bull; &nbsp; &nbsp;Championing innovation and creativity<br>&bull; &nbsp; &nbsp;Taking ownership and accountability for actions<br>&bull; &nbsp; &nbsp;Respecting and practicing diversity, providing equal opportunities<br>&bull; &nbsp; &nbsp;Inspiring one another<br>&bull; &nbsp; &nbsp;Breeding leadership success<br>&bull; &nbsp; &nbsp;Adopting sustainable business practices<br>&bull; &nbsp; &nbsp;Supporting and valuing local communities</p>

<h1>Opportunities with adi Group&nbsp;</h1>
<p>If you&rsquo;re looking to begin or build your engineering career, adi Group could be the place for you. Working in partnership with Carbon60, utilising our extensive recruitment expertise and knowhow, they are looking for the very best talent to continue their growth and ensure they remain the engineering partner of choice.</p>

<p class="MsoNormal"><span style="font-size: 10.0pt; mso-bidi-font-size: 12.0pt;">With teams of expert, multi-discipline engineers providing award-winning engineering solutions, adi Group are a vital link in the supply chain for a variety of leading manufacturers. </span></p>

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