<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>As one of Carbon60's wonderful Women in Leadership, Faye Jackson &ndash; Head of Specialist Markets &ndash; inspires people within her team and across our wider organisations every day.&nbsp;</p>
<p>In this blog, Faye shares her insight on what makes a great leader, her journey as a woman making her way in the world of work, and what females following in her footsteps can do to become a great leader in the future too.&nbsp;</p>
<h2 class="MsoNormal"><strong>Can you share a bit about your career journey and what led you to your current role?</strong></h2>
<p class="MsoNormal">I&rsquo;ve been working in engineering recruitment now for over 20 years, and have so far been with Carbon60 for 13 of those years. <span style="mso-spacerun: yes;">&nbsp;</span></p>
<p class="MsoNormal">I started with the company as a Consultant and have worked my way up through the ranks to my current role of Head of Specialist Markets. Throughout my journey i've focused on being a '360' - someone who has wide ranging knowledge and the ability to offer expertise and guidance to candidates, clients and those who I work with every day. <strong>&nbsp;</strong></p>
<h2 class="MsoNormal"><strong>How did you develop a passion for the recruitment industry (and your specialised sector/s) and what keeps you engaged in these fields?</strong></h2>
<p class="MsoNormal">My parents were both software engineers, so when I started in recruitment that was an area that I gravitated towards naturally. But during my career so far, i've become interested in so many different areas and specialisms, due to the exposure to them and working so closely with people within different industries.&nbsp;</p>
<p class="MsoNormal">And what keeps me engaged is really enjoy working with people and seeing how we can change people&rsquo;s lives by supporting them with getting a new role that they really want.<strong>&nbsp;</strong></p>
<h2 class="MsoNormal"><strong>What part of your role excites you the most?</strong></h2>
<p>There are two things that excite me the most during my day-to-day...</p>
<p>One is getting out and seeing customers, speaking with them and seeing what they do and how they do it. It is a privilege to get to do that. The other is being able to offer someone a role they really want, and seeing what it means to them and the difference it can make to them. <strong>&nbsp;</strong></p>
<h2 class="MsoNormal"><strong>Who or what has been the most significant influence in your professional life and how has it helped shaped your career?</strong></h2>
<p class="MsoNormal">I'm very lucky to work with a team of people who inspire me every day. The management team in particular have always enabled to me to be the very best version of myself, and driven me to do the very best I can every single day.<strong>&nbsp;</strong></p>
<h2 class="MsoNormal"><strong>What drives and motivates you in your leadership role?</strong></h2>
<p class="MsoNormal">Seeing my team being successful really drives me, and I am so motivated to help them grow and move forward in their careers.</p>
<p class="MsoNormal">Recruitment can be a tough industry and environment, but it can be very rewarding too. Success enables people to really improve their lives i.e. buying houses, cars they want, nice holidays and achieving various goals.<span style="mso-spacerun: yes;">&nbsp; </span></p>
<p class="MsoNormal">My success is to see them being successful. It means a lot. <strong>&nbsp;</strong></p>
<h2 class="MsoNormal"><strong>How do you balance the demands of your professional and personal life?</strong></h2>
<p class="MsoNormal">At home I am fortunate to have a very supportive husband who has always helped me achieve what i've wanted to achieve. And in my working life, I am lucky to be part of a company that allows me the flexibility to ensure that I am able to balance the pressures of work and home life. <strong>&nbsp;</strong></p>
<h2 class="MsoNormal"><strong>How do you inspire and influence your team and colleagues around you?</strong></h2>
<p class="MsoNormal">By doing what I am asking them to do. My role is a hands-on role still so I ensure that I am doing the same tasks that I am expecting and needing my team and colleagues to do. I think it is so important to ensure you are always leading by example.<strong>&nbsp;</strong></p>
<h2 class="MsoNormal"><strong>What advice would you give to women who aspire to leadership positions?</strong></h2>
<p class="MsoNormal">Simply... Go for it!<span style="mso-spacerun: yes;">&nbsp; </span></p>
<p class="MsoNormal">Don&rsquo;t be put off if you feel that your industry is male dominated, if there is something you want to do and achieve, work hard, prove yourself and go and get it.</p>
<h2 class="MsoNormal"><strong>W</strong><strong>hat do you believe are the most important qualities for a successful leader?</strong></h2>
<p class="MsoNormal">Being clear in direction and about my expectations, and always being approachable, empathetic and available whenever someone needs me.<strong>&nbsp;</strong></p>
<h2 class="MsoNormal"><strong>2025&rsquo;s </strong><a href="https://www.internationalwomensday.com/Theme#:~:text=LOGO%20USE%20COLLABORATIONS-,IWD%202025%20campaign%20theme%20is%20'Accelerate%20Action',March%208%20to%20help%20%23AccelerateAction."><strong>International Women&rsquo;s Day theme</strong></a><strong> is '#AccelerateAction&rsquo;. What does this mean to you?</strong></h2>
<p class="MsoNormal">It is extremely important to not only continue to impart knowledge for future generations, which is something I strive to do, but to accelerate providing such knowledge, insight and guidance, and providing opportunities to talented, driven females.&nbsp;</p>
<h2 class="MsoNormal"><strong>Can you share a memorable experience or achievement from your career that has significantly impacted your approach to leadership?</strong></h2>
<p>Being awarded Perm Consultant of the year 2 years in a row &ndash; this has enabled me to show others how it can be done.</p>

We hear from Faye Jackson, Head of Specialist Markets at Carbon60, about inspirational Women in Leadership and her journey to becoming one.  

Women in Leadership at Carbon60: Faye Jackson's Story

<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>Whether you&rsquo;re hoping to find the perfect first role, or already have years of career experience behind you and are looking for the next step on your journey, the job search, application and hiring process can be daunting.</p>
<p>Thanks to the ever-changing job market and variety of approaches that recruiters and employers take, it is difficult to know what to expect from each specific job hunt.</p>
<p>But whilst we can&rsquo;t predict how each process will go; it still pays to be as prepared as you can and to benefit from as much as insight and helpful information you can get.</p>
<p>Our handy guide below is a great place to start.</p>
<h2>What to expect during your job search</h2>
<ul>
<li><strong>It may take some time to find the right role</strong>:&nbsp;When you begin your job search, you&rsquo;ll likely have a specific role, and specific expectations, in mind. And that&rsquo;s fine. But finding the job that is ideally suited to what you&rsquo;re looking for will likely not be a quick and easy process &ndash; it may take a fair amount of searching and time to find roles that you want to apply for, sifting through the variety of job listings and advertisements you&rsquo;ll find.</li>
<li><strong>Prepare for a rollercoaster ride:</strong> A job search can be frustrating. Not only is it a potentially time-consuming process, but it is also one that can create a seemingly endless list of hurdles to clear too. Expect to find jobs that, after further investigation, aren&rsquo;t quite as initially advertised; be prepared to find that your &lsquo;perfect role&rsquo; isn&rsquo;t in a location that suits you or doesn&rsquo;t offer pay and benefits that you deem fair, and to face strong competition in a very competitive market.</li>
<li><strong>Expect an employer-driven environment</strong>: Whilst you&rsquo;re busy looking for your perfect role, remember that potential employers are out there looking for the perfect candidate too. So, job listings and processes may seem overly specific, demanding or even critical, as employers look to narrow and streamline their own search &ndash; this can be a little disheartening if you don&rsquo;t know to expect it.</li>
</ul>
<p><strong><em>Carbon60&rsquo;s Job Search Advice</em></strong>: Don&rsquo;t let potential hurdles such as these put you off &ndash; the right job, at the right time, offering all the right opportunities, pay and benefits, is out there for you! Yes, it may take some time to search for and find the perfect role, but it will be time well spent. It is better to be patient and thorough, than to rush into something.</p>
<p>And don&rsquo;t be disheartened by employer&rsquo;s approaches in the market &ndash; use it to your advantage to focus your search and prepare yourself to showcase what you could bring to a role when you apply for any.</p>
<h2>What to expect during a job application</h2>
<ul>
<li><strong>No two application processes are the same</strong>:&nbsp;Long gone are the days of popping into a business and handing over your CV to Reception and asking to be considered for any roles that may be available. Today most job applications are through websites or online portals. Unfortunately, whilst online job applications are usually simple and offer the convenience of allowing you apply from practically anywhere, there isn&rsquo;t a &lsquo;one size fits all&rsquo; approach, and the systems and software used by one employer will likely differ to that of the next. So, expect to see, use and experience several different formats when applying for different roles.</li>
<li><strong>You&rsquo;ll likely need more than just your CV</strong>:&nbsp;The job market is extremely competitive, with the number of people looking for and applying for certain roles often hugely outweighing the number of roles available. As such, to help them decide who would be most suited to their available jobs, and the best fit for their company, employers will usually want and need to receive much more than a CV from applicants &ndash; additional, supporting documents and information they may require could include a cover letter, a portfolio of relevant work, reasons for applying for the role and what you value feel you could bring, and much more.</li>
<li><strong>You may not always get a response</strong>: As mentioned, employers will be looking for the ideal candidate for the role they have available. And as it is very likely they will receive a vast number of applications; they must be selective in their approach when deciding who to take to the next step. This can take considerable, valuable time &ndash; time that they may not be able to afford to use on replying to every single applicant. As such, unsuccessful applicants may not hear back regarding their application.</li>
</ul>
<p><em><strong>Carbon60&rsquo;s Job Application Advice</strong></em>: It is important to ensure you&rsquo;re as prepared as possible for what applying for a job entails. So, before you start looking to submit any applications, make sure your CV is up to date, create a generic, easily to edit and adapt covering letter, and research the companies that you&rsquo;re potentially going to apply to, to gauge an idea of their expectations, culture and their processes.</p>
<p>Be prepared to change your CV and covering letter in accordance with what may be required and asked for during the application process, and to promote yourself and your skills most effectively.</p>
<p>And don&rsquo;t be disappointed or aggrieved if you don&rsquo;t hear back regarding any application &ndash; it&rsquo;s not your fault. And don&rsquo;t be afraid to contact anywhere you&rsquo;ve applied to, asking for an update or feedback.</p>
<h2>What to expect from a job hiring process</h2>
<ul>
<li><strong>Initial Contact:</strong>&nbsp;Given that <a href="https://standout-cv.com/pages/job-search-statistics-uk#job-interview-stats">&ldquo;The average time it takes from applying for a job to &lsquo;landing it&rsquo; takes 28 days&rdquo;</a>, you may find &ndash; despite how long the rest of the finding and applying for a job process can take &ndash; that the hiring phase may actually develop and progress quite quickly. Having narrowed down their search for candidates to those they wish to proceed with, employers will likely want to contact chosen applicants and arrange interviews and next steps quickly. So, if you&rsquo;re a shortlisted applicant, expect a phone call!</li>
<li><strong>Interview</strong>: If you&rsquo;re contacted as a shortlisted applicant for a role, it is likely that this contact will be made to arrange a first interview. Again, there may be a quick turn around between initial contact and the interview stage. In some cases, you could be asked to attend multiple interviews, and complete tasks that will showcase your ability to be a success in the role. Post-pandemic, many employers have adopted remote, online-hosted interviews, though in-person interviews are still preferred by many. Either way, the experience will be very similar, and it is your chance to present yourself and your skills and make an impression.</li>
<li><strong>Background Checks &amp; References</strong>: During the hiring process, the company you&rsquo;ve applied to will likely reach out to applicants&rsquo; provided references and conduct background checks, to ensure that any potential hire is the right fit, professionally and culturally, have any required qualifications for the role, and have the right to work. This is very common, and completely normal &ndash; so don&rsquo;t panic!</li>
<li><strong>Job Offer</strong>: If you find the right role, get your application right and do a great job during the interview stage, you&rsquo;ll hopefully move on to the final and most exciting part of it all &ndash; being offered the job! In most instances, job offers will be made via phone or email, with a follow-up afterwards to discuss further details, such as salary, start date and more about the role and company.</li>
</ul>
<p><em><strong>Carbon60&rsquo;s Job Hiring Process Advice</strong></em>: Even before any initial contact between you and any company you&rsquo;ve applied for a role at, it pays to be interview ready &ndash; you never know when you&rsquo;ll be reached out to and asked to attend an interview! Of course, all interviews are different, but to help you prepare as best as possible for what could be to come, be sure to <a href="https://www.carbon60global.com/blog/how-to-succeed-at-a-job-interview">read through our handy guide</a>.</p>
<p>Make sure your reference contacts are up-to-date on your CV at initial application too, just in case the company does wish to get in touch with them to carry out their checks and find out more about you, and ensure that anyone you list as a reference will speak will of you, your skills and your employability.</p>
<p>And, if you do receive a job offer, don&rsquo;t be afraid to give your potential new employer a counteroffer or negotiate the salary or any other aspects of the offer to ensure the role suits you, as well as them, before you accept or reject.</p>

Finding yourself a new job can be a daunting task, one that could be made tricky if you’re not fully prepared for what to expect. Therefore, it pays to be ready for what to expect from a job search, application and hiring process. 

What to expect from a job search, application and hiring process

<p>As specialists within the Engineering and Technical markets, we work with a range of different businesses, and it&rsquo;s abundantly clear why so many of them are choosing the executive search route. When you think about the well-documented skills shortage within this sector, combined with the demand for people who can really accelerate business growth, it makes sense to go for a highly specialised service.</p>
<p>That said, at times people can misunderstand what executive search is. Often, the term gets used interchangeably with &lsquo;recruitment&rsquo;. Both terms do relate to the art of hiring, but executive search is a very different model.</p>
<p>To provide some clarity, we&rsquo;ve put together an overview of executive search, and the differences compared to traditional recruitment. This is also a way for you to analyse which solution could work for your business.</p>
<h3><strong>What is executive search?</strong></h3>
<p>Executive search is a highly specialised service, used when companies need talent that&rsquo;s hard to find. Often this is for senior level roles, such as Vice Presidents, Directors or Chief Operating Officers. Alternatively, it may be because the role is in a niche sector where the candidate pool is small. Either way, these are high-impact and strategically important roles.</p>
<p>This is where executive search comes in.&nbsp; Unlike other recruitment models (such as contingency recruitment), it involves a highly bespoke and targeted approach. Your executive search partners will have industry expertise and a proven track record of sourcing hard-to-find people. They&rsquo;ll also have a strong network of contacts, and the ability to conduct searches in a highly confidential manner.</p>
<p>It&rsquo;s more than just hiring as well. Executive search consultants offer a range of other bespoke talent related services. Examples include market mapping, employer branding, benefits analysis and Diversity &amp; Inclusion advice. Many businesses go down this route because they need the extra expertise to build out their hiring strategy.</p>
<h3><strong>Is executive search the same as headhunting?</strong></h3>
<p>Headhunting is another word used interchangeably with executive search, but the two aren&rsquo;t the same. Headhunting is actually one of the techniques used during a search.</p>
<p>Put simply, it&rsquo;s when your executive search partner identifies and approaches a passive candidate &ndash; someone who&rsquo;d be a good fit for the position, but isn't actively looking for a new role.</p>
<p>Headhunting plays a part in executive search, but there's a lot more to the process.</p>
<h3><strong>What about a retained search?</strong></h3>
<p>Retained search is when you have a consultant working on an exclusive basis to fill your role. Many companies like this exclusivity, knowing that they&rsquo;ll have someone completely dedicated to their vacancy.</p>
<p>To secure this, an up-front fee (known as the &lsquo;retainer&rsquo;) is paid. There are then normally two additional payments &ndash; one when a shortlist of candidates has been provided (you can specify how many people need to be on the shortlist), and then a final payment when a candidate has been placed.</p>
<p>Some agencies may operate on a fixed-fee basis, where they receive a specified amount if they can fill the role within an agreed timeframe.</p>
<h3><strong>How would a retained executive search actually work?</strong></h3>
<p>When using a retained executive search agency, the service you&rsquo;ll get will be bespoke. Think of them as partners rather than suppliers.</p>
<p>Once you&rsquo;ve finalised the agreement and paid the retainer fee, the executive search consultant will have detailed conversations with you to find out what you want from the candidate.</p>
<p>This isn&rsquo;t just about a simple job description. They will want a full picture of your needs, your Employee Value Proposition (EVP), and crucially, the type of person you want. This is important because if someone is being hired in a business-critical role, you&rsquo;ll want them to fit in from a cultural point of view. An executive search consultant will sometimes use psychometric testing or other profiling tools, to see how aligned a candidate is with your values and how likely they are to stay for the long-term.</p>
<p>Because this is an exclusive agreement, they can dedicate maximum resources into filling the role, both in terms of their time and the tools they&rsquo;ll use to analyse the market and reach out to quality candidates. Usually, these candidates won&rsquo;t be actively seeking opportunities, so they wouldn&rsquo;t register on your radar, or that of a traditional recruiter. Executive search teams on the other hand, will have the network and tools to find them, as well as the track record to engage them in a discussion.</p>
<h3><strong>Should I use retained executive search for my business?</strong></h3>
<p>This depends on the type of role you are hiring for. There are normally some key factors you should consider when deciding what type of agency to use for your hiring needs.</p>
<ul style="list-style-type: disc;">
<li><strong>Candidate pool size</strong><br>If the type of talent you&rsquo;re looking for is readily available, you should go to a traditional recruitment provider. If it&rsquo;s hard to find, then executive search is a better option. <br><br></li>
<li><strong>Sensitivity of recruitment </strong><br>In some cases, a candidate search needs to be confidential. This may be because you&rsquo;ll need to hire someone from a competitor, or because the person in your role currently is leaving and you don&rsquo;t want the news to leak. In this scenario, executive search is your best bet.</li>
<li><strong>Geographical spread</strong><br>Are you looking for someone purely from the UK, or is the search more global? If it&rsquo;s the latter, opt for executive search. <br><br></li>
<li><strong>Market data</strong><br>If you&rsquo;re not sure about the typical compensation and benefits packages in the market, a search team will be able to provide you with this data.<br><br></li>
<li><strong>Time-critical</strong><br>Do you need to find someone urgently? As mentioned earlier, a retained executive search agreement means you have a dedicated consultant, so this may be a good option for you.<br><br></li>
</ul>
<p>Ultimately, the quality of your hires will determine the growth of your business. That&rsquo;s why choosing the right recruitment model and partner is so important. By analysing your business needs, you can make an informed decision and increase your chances of landing the right talent.</p>
<h3><strong>SEARCH by Carbon60</strong></h3>
<p>Our STEM focussed search offering combines the technical expertise of Carbon60, Lorien &amp; SRG to offer a data-led approach that delivers much more than just a list of CVs.</p>
<ul style="list-style-type: disc;">
<li>SEARCH BY CARBON60 &ndash; offering senior technical hires within the product lifecycle.</li>
<li>SEARCH BY LORIEN &ndash; Digital, transformation &amp; technical recruitment.</li>
<li>SEARCH BY SRG &ndash; Scientific, Technical &amp;&nbsp;Operations, Commercial,&nbsp;Medical &amp; Clinical Development, AI, Machine Learning and Bioinformatics.</li>
</ul>
<p>Specialising in your niche we can help you to attract and retain the right talent with:</p>
<p>Find out more here:&nbsp;<a href="../../../../../../our-services/search">https://www.carbon60global.com/our-services/</a></p>

In recent years, executive search has become a popular option for employers looking to hire top talent. This is especially the case within the STEM sector.

What is executive search and how does it differ from other recruitment models

<p>"We don't use agencies" you hear yourself saying for the fortieth time that week as you put down the phone to another recruitment agency.</p>
<p>We can probably hazard a guess as to why you don't use agencies:</p>
<ul>
<li>You don't need to</li>
<li>They cost too much</li>
<li>They're ineffective</li>
<li>They're old-fashioned</li>
<li>They don't know your business</li>
</ul>
<p>You know something? I'm sure in some cases, you're absolutely right. However before you write agencies off completely, read on to see the reasons it would benefit you to use a specialist technical recruitment agency such as Carbon60.</p>
<p><strong>Get the best talent</strong></p>
<p>According to <a href="https://business.linkedin.com/talent-solutions/blog/2014/03/active-vs-passive-candidates-the-latest-global-breakdown-revealed" target="_blank" rel="noopener noreferrer">LinkedIn</a>, only 12% of the workforce are actively looking for a new job, but 85% are open to hearing about new opportunities. This means that only a small minority are likely to be responsive to advertising, as the rest just aren't looking - peculiarly referred to as 'passive candidates' in recruitment circles. Agency recruiters don't sit around and wait for a quality candidate to walk through the door (or respond to an advert), they'll proactively target your competitors and scour the marketplace for people in similar positions, to see if anyone is interested in new opportunities.</p>
<p>A specialist agency either already has a database of excellent candidates, or if not then they know the best places to find them. As they live and breathe recruiting, they have more time to identify and reach out to passive candidates in a way that's probably just not possible for your recruitment team or hiring managers.</p>
<p>There are strong brands out there, yours may be one of them. But a candidate has greater access to the employment market through registering with a third party. Many who decide to start actively looking for a job are more likely to register with a specialist agency first. This increases significantly in the temporary workforce and specialist contractor marketplace.</p>
<p><strong>More efficient</strong></p>
<p>Most agencies are able to manage the whole process. Agencies can save you time sifting through countless CVs and provide you with only the best. For instance, Carbon60 can provide vetting, arrange interviews, relay feedback and negotiate the offer. In addition, due to the large pool of candidates, temporary roles can be filled at short notice. We can turn a month-long search into one that lasts only a few days, as our experts can understand your niche and find the right people quickly.</p>
<p>In small companies especially, employees' time is already stretched thin, therefore recruiting in-house doesn't make for a wise investment of resources, so reducing the in-house resource you use for recruitment saves not only your time, but money too.</p>
<p>As recruitment is their core function, agencies can invest more in recruiting tools, job-board credits and candidate management technology, automating where possible, resulting in both time and cost efficiencies.</p>
<p><strong>Cost saving</strong></p>
<p>Posting job adverts is expensive, so we cover that cost and not only post them on your behalf, but create awesome adverts for you too. A decent agency will always provide replacements or rebates if they provide someone that you're not happy with.</p>
<blockquote><em>"Within our Engineering Technology division, we have a diamond guarantee that goes beyond recruitment standard practices. We are so confident that your new hires will be the right fit for your business, that if you're not happy with one of our candidates or the service we provide, you don't pay. In fact, we go further than that - if we place someone in a permanent position and they leave within the first 100 days, and we aren't able to re-fill it for you, we refund you 110%." </em>- <strong>James Spurling, Associate Director, Carbon60.&nbsp;</strong></blockquote>
<p><strong>Give us a try!</strong></p>
<p>We hope those are enough compelling reasons to use a specialist recruitment agency if you don't already, and we would love to chat to you if you're looking to use our services in future.</p>
<p><strong>Call us on 01329 227000 or email us at&nbsp;<a href="mailto:enquiries@carbon60global.com?subject=Specialist%20Recruitment">enquiries@carbon60global.com</a></strong></p>

Hear us out - this is why you should use Carbon60.

We don't use agencies

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<h1>We are Carbon60, building a better future.</h1><p>As sector experts, our approach spans beyond traditional recruitment services. We partner with market-leading engineering specialists and deliver on our promises.</p><p>We understand the challenges of finding the right talent for your team. With our industry knowledge, we devise innovative solutions tailored to your needs.</p>

<h2>Our specialisms in Aerospace and Defence</h2><p>Whatever your stage in the project lifecycle, from initial concept to after-market servicing, Carbon60 works alongside you to make a difference to the way you operate and to the wider manufacturing and technology industries.<br></br>We pride ourselves on offering a comprehensive range of specialisms that cater to the unique demands of the manufacturing and technology industries. And having understood your specific needs, we will provide access to an extensive talent pool of professionals ready to make a measurable impact on your business.<p>

<h2>Interested in finding out more about Aerospace and Defence?</h2><p>Interested in learning more about how Carbon60 can support your Aerospace and Defence recruitment needs? Get in touch today to discuss tailored solutions or explore current job opportunities.</p>

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<h2>Get in touch with us today</h2>             <p>               Simply complete the form and one of our Ex-Forces advisors will be in touch soon.             </p>

<h2>Help for you, and your family too</h2>
<p>As part of our ongoing commitment to veterans and ex-forces personnel, we are also dedicated to supporting military families as they also experience the journey from service life to civilian life, which for many can be difficult to navigate and understand. We provide guidance on what support is available for those struggling with their physical or mental health or finding it hard settling back into a civilian way of life and struggling to find work or somewhere to live; can direct people towards specialist care they may need; and even help them to get financial support. Help for you, and your family too.</p>

<h2>The Support Carbon60 Provides</h2>
<p>The insights and support that our experienced people provide can be invaluable to any ex-forces personnel or veteran who may be unsure if and how they can find and start a new career that&rsquo;s suited to them, their skills and experience and their journey back into civilian life.</p>
<p>Carbon60&rsquo;s own ex-forces and veterans, many of whom served in the military for several years but are now thriving in their new careers, strive to help people take the next steps, at the right time &ndash; not just in their career, but in every day civilian life &ndash; by sharing experience and knowledge; helping them tailor CV&rsquo;s and better identify and showcase their skills; and point them in the right direction, connecting them with employers across a variety of sectors.</p>
<p>Such advice and guidance are also available on our website, through a variety of insightful blogs and guides; whilst we also feature employers and companies offering roles and opportunities available that would be ideally suited to ex-forces and veterans, their skillsets and their experience.</p>

<h2>Why Connect with Carbon60?</h2>
<p>Carbon60&rsquo;s long-term support for our brave military service men and women, and passion for championing their skills, dedication and finding them a secure, rewarding and enjoyable route back into civilian life isn&rsquo;t only proven through our experience and expertise.</p>
<p>As Forces Covenant civilian employment support providers and one of the UK&rsquo;s Top 25 Veteran Employers, and advocates of STEM learning through hands-on experiences and practical education, Carbon60 are recognised as a company that ex-forces and veterans can trust and depend on as they look to take a vital next step in post-service life.</p>
<p>So, if you&rsquo;re a military leaver and need help beginning or building a better civilian career journey, we are here for you. Get in touch for more information, support and guidance and we&rsquo;ll put you on the right path.</p>

<h2>Career Opportunities for Ex-Forces and Veterans</h2>
<p>It isn&rsquo;t only us who strive to support ex-forces and veterans, recognising their skills, discipline and commitment and the potential to apply it to a career outside of service &ndash; many companies Carbon60 are in partnership with do too.</p>
<p>That&rsquo;s why you&rsquo;ll find that many of our clients, including globally-recognised organisations such as STS Aviation, provide career opportunities that have been created specifically with ex-forces and veterans in mind &ndash; ranging from apprenticeships offering chances to build-on and develop existing skills and qualifications to full-time roles in which people can take on and thrive within.</p>

<h1>Carbon60: Committed to Supporting Ex-Forces and Veterans</h1>
<p>For many years, Carbon60 have been committed supporters and partners of the military and their personnel, including those who are currently serving in one of our Armed Forces - who we support and celebrate through sponsorship of various events - and particularly ex-forces and veterans who have retired from the forces and navigating life after service.</p>
<p>Understanding that making the transition back into civilian life can be a significant challenge and concern for many ex-forces personnel, we utilise the experience, expertise and connections of our people - including some who are veterans themselves - to not only help create new career opportunities for them, but offer the advice, support and guidance needed to help kick-start a post-service career too.</p>

<h2>Drive better workforce performance</h2><p>Book a call with us and find out how we can help you and your team achieve greater heights.</p>

<h2>Our Specialisms in Aviation MRO</h2><p>Carbon60 are proud of its diverse network of skilled professionals who are passionate about Aviation MRO. From airside operations to advanced aircraft maintenance, our specialists have the expertise – and access to a widely skilled and diverse talent pool – to meet your needs. We understand the importance of precision, safety, and efficiency in maintaining aviation excellence, and that’s why we strive to deliver talent that embody these values.</p>

<h2>Interested in Finding Out More About Aviation MRO?</h2><p>At Carbon60, we’re passionate about helping organisations and individuals succeed in the Aviation MRO sector. Whether you’re looking for tailored workforce solutions or seeking your next career opportunity, we’re here to assist.</p>

What are the benefits to Building, Construction and Infrastructure?

<h2>Awards &amp; Industry Recognition</h2>

<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. </p><p>Explore below our services and find out more about how Carbon60 can help you.</p>

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<h2>Our Specialisms</h2><p>At Carbon60, our experts deliver exceptional knowledge, experience, passion and a steadfast dedication to excellence, ensuring your civil and infrastructure projects are supported by the industry’s finest talent. Our commitment to quality ensures that every client receives tailored solutions matched to their specific needs, enabling projects to be completed with.<br><br>With a wealth of experience in recruitment for civil and infrastructure sectors, we understand the unique demands of these industries. From large-scale public works to specialised engineering challenges, our team sources skilled professionals who have the drive to contribute to the success of infrastructure projects, ensuring they make an impact on the world of today, and of tomorrow.</p>

<h2>Interested in Finding Out More About Civils and Infrastructure?</h2><p>At Carbon60, we’re passionate about delivering excellence in recruitment for the civils and infrastructure sector. Whether you’re looking for the right talent for your project or exploring new career opportunities, our team is here to support your goals. </p>

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<h2>Our Specialisms</h2><p>The construction sector is diverse, spanning multiple disciplines that require specific expertise and experience. Carbon60’s dedicated recruitment teams understand the diversity and demands, enabling them to connect you with skilled professionals for every facet of your project, from initial planning through to project delivery and aftercare. Our people pride themselves on sourcing talent that not only meets technical requirements but also aligns with the goals and culture of your organisation.</p>

<h2>Interested in Finding Out More?</h2><p>Our team is ready to help you navigate the complex landscape of construction recruitment. Whether you’re hiring for your next big project or looking to take the next step in your career, we’re here to assist.<br></br>Reach out to us to learn more about our recruitment services and job opportunities. </p>

<h2>Do you work for Carbon60?</h2><p>If you are an existing contractor/ temporary worker and require support, please get in touch with our Ask Team for any queries you may have regarding timesheets payroll and holidays &ndash; <a href="mailto:ask@impellam.com" target="_blank" rel="noopener noreferrer">ask@impellam.com</a> or <a href="tel:03333232450" target="_blank" rel="noopener noreferrer">03333 23 24 50</a></p><h3><br>General Enquiries</h3><p>For all other enquiries -&nbsp;<a href="tel:enquiries@carbon60global.com" target="_blank" rel="noopener noreferrer">enquiries@carbon60global.com</a><br><br></p><div class="mb-5"><h3 class="h4 fw-bold mb-4">Carbon60 Contact Numbers:</h3><p><strong>C60 Engineering</strong>&nbsp;-&nbsp;<a href="tel:02039267970">020 3926 7970</a></p><p><strong>Mechanical &amp; Electrical</strong>&nbsp;-&nbsp;<a href="tel:02039953671">020 3995 3671</a></p><p><strong>Heavy Industrial Services</strong>&nbsp;-&nbsp;<a href="tel:07850187526">07850 187 526</a></p><p><strong>Facilities Management &amp; Engineering</strong>&nbsp;-&nbsp;<a href="tel:02039953672">020 3995 3672</a></p><p><strong>Energy &amp; Renewables</strong>&nbsp;-&nbsp;<a href="tel:02039953670">020 3995 3670</a></p><p><strong>Professional and Technical</strong>&nbsp;-&nbsp;<a href="tel:02038418523">020 3841 8523</a></p></div><h3 class="h4 fw-bold mb-4">Carbon60 Construction Trades Contact Numbers:</h3><p><strong>Manchester</strong>&nbsp;-&nbsp;<a href="tel:07545716165">07545 716 165</a></p><p><strong>Birmingham</strong>&nbsp;-&nbsp;<a href="tel:07711734452">07711 734 452</a></p><p><strong>Glasgow</strong>&nbsp;-&nbsp;<a href="tel:07850187526">07850 187 526</a></p><p><strong>Cardiff</strong> - <a href="tel:+44 2920 034970">+44 2920 034970</a></p>

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<h2>Ask Our Managing Director Paul</h2><p>At Carbon60, we put people first. Building trust through genuine, honest relationships is one of our core values and underpins everything we do. Ask Paul is all about resolving problems quickly, helpfully and at the source.</p>

<h1>CSR &amp; Partnerships</h1><p>Collaboration is key at Carbon60. We’re the proud partners of the below companies, who help us to help you.</p>

 <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>

<h1>Diversity Questionnaire</h1><p>&nbsp;</p><p>The information you provide in the below form will be anonymous.</p>

<h2>Carbon60 Latest News, Events, and Insights</h2>

<h2>How Carbon60 add value<p>Our approach to early talent development is multifaceted, ensuring that we not only attract the best candidates but also support their growth and integration into the company. 

<h2>Eriks Apprenticeship Programme</h2>                        <p>Book a call with us and find out how we can help you to achieve greater heights.</p>

<h2>Our Specialisms</h2><p>Facilities management is a diverse and dynamic sector. Our expertise and experience enable us to navigate potential challenges and provide solutions tailored to your specific requirements.<br></br>From operational support to technical leadership, we offer a full range of recruitment services that meet the demands of clients and candidates alike. Our deep understanding of FM allows us to source talent with the right skills, qualifications, and drive to thrive in this essential industry, nationally and globally.<br></br>Whether you are managing a single site or a multi-location portfolio, we deliver skilled professionals who contribute to the smooth running and ongoing success of your facilities. With a focus on innovation and efficiency, we’re committed to connecting you with talent that drives excellence.</p>

<h2>Interested in Finding Out More?</h2><p>We’re here to help you take the next step in your facilities management career or find the ideal professional for your team. Get in touch today to explore how we can support your goals.<br></br>With Carbon60, you gain a partner committed to excellence in facilities management recruitment, helping businesses thrive and professionals succeed. </p>

<h2>Want to Know More?</h2><p>If you haven’t found what you’re looking for, try searching. Alternatively, you can reach out to a member of our team, and we can get back to you with your enquiry.&nbsp;&nbsp;</p>

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<h2>Our Recruitment Expertise</h2>
<p>Specialising in Aviation, Building, Construction, Manufacturing, Technologies and Renewables, we can help you find expert-led solutions to fit your needs.</p>

<h2>Allies in Engineering</h2>
<p>We&rsquo;re dedicated to people and the difference we make in our industry.</p>

<h2>Our Insights | Latest News, Events &amp; Case Studies</h2>

<h1>Engineering and technical recruitment specialists.</h1>
<h2>Driving the future of engineering.</h2>
<p>With ambitious people at our heart, we’re driven by our ability to facilitate positive change. Connecting engineering and technical specialists with the very best and brightest talent, we go the extra mile to create talent solutions that work for them, covering one-off placements, specialised search, consultancy, temporary workforce solutions, permanent workforce solutions and more.</p>

<h2>Our Specialisms</h2><p>With decades of experience in industrial services recruitment, we are proud to connect businesses with highly skilled professionals across a broad range of specialisms. Our tailored approach ensures that every placement aligns with both your technical needs and company culture. And, whether you require short-term contract workers or long-term permanent hires, our agile team adapts to your changing demands.<br></br>We understand the intricacies of the industrial engineering sector and the importance of having the right talent to meet project deadlines and maintain safety standards. Our candidates are fully vetted, ensuring you receive only the best talent for your critical projects, from major Blue Book projects to local site operations.</p>

<h2>Interested in finding out more?</h2><p>Looking for your next hire or a new role? Our dedicated team of industrial recruitment specialists is here to help. Whether you're searching for the perfect candidate or seeking your next challenge, we’re ready to assist.</p>

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<h1>Insights</h1><p>As recruitment specialists, we’re dedicated to providing insights for all who venture across our website. With our vast industry knowledge and dedication to the sector, you will discover our case studies, blogs, interviews, career tips and so much more.&nbsp;</p>

<h2>Subscribe to our Job Seeker Newsletter</h2><p><br></p>

<h2>Want to know more?</h2><p>If you haven’t found what you’re looking for, try searching. Alternatively, you can reach out to a member of our team, and we can get back to you with your enquiry.&nbsp;&nbsp;</p>

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<h2>Subscribe to our newsletter</h2><p>Are you looking to keep in touch and stay up to date with the latest industry trends? Perhaps you want to be notified of our job listings each month, or are interested in staying in tune with our blogs?&nbsp;</p>

<h2>ERIKS Apprenticeship Programme 2025</h2><p>Register your interest today!</p>

<h2>Latest News, Insights and Case Studies</h2>

<h2>Want to be featured as an Employer?</h2><p>At Carbon60, we support world-leading organisations in taking their technology above and beyond their competitors. Likewise, we encourage talented candidates to take the next step in their career with our bespoke service that offers candidates unique roles with high-profile employers that are exclusively partnered with Carbon60. Candidates can browse through the roles to see what best aligns with their desired career path and ambitions on each business page.</p>

<h2>Contact Us Today</h2><p>If you are interested in working with one of our featured employers, complete the form and find out how we can help you.</p>

<h2>Jobs from Forces to Civilian Transition Programme 2025: Military Pathway to B1 Mechanical or B2 Avionics Licence</h2><p>Find the best tech and digital career opportunities.</p>

<h2>Contact Us Today</h2><p>If you are interested in this transition programme, complete the form and find out how we can help you.</p>

<h2>Jobs from STS Aviation Group</h2><p>Find the best tech and digital career opportunities.</p>

<h2>Contact Us Today</h2><p>If you are interested in working with STS Aviation Group, complete the form and find out how we can help you.</p>

<h2>Contact Us Today</h2><p>If you are interested in this graduate programme, complete the form and find out how we can help you.</p>

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<h2>We have more than 200 live vacancies.</h2><p>Find our latest opportunities.</p>

<h2>Latest News, Events &amp; Insights</h2>

<h1>Job Seekers</h1><p>Our clients have a range of roles for all skills and experience levels, so whether you are looking to transition into a new field or want to make the next step in your career, we are here to help.</p><p>We're passionate about the Aerospace and Defence sector, and experts in sourcing and placing talent globally.</p><p>If you are a client and are ready to work with a like-minded organisation, get in touch with us today.</p>

<h2>Looking for more?</h2><p>Search our career advice blogs for tips and tricks for interview success, workplace management and more!</p>

<h2>Join Our Talent Network</h2><p>Are you looking to take the next steps in your career? Register your resume in the form and let our recruitment team help you.</p>

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<h2>Featured Jobs</h2><p>Find the best tech and digital career opportunities.</p>

<h3>Send Us Your CV/Resume</h3><p>If you're looking for your next great opportunity, send us your CV!</p>

<h1>Join Our Team</h1><p>If you're looking for an environment to grow and develop in your career while delivering excellence to your clients and candidates, Carbon60 is the place for you. Developing alongside creative and driven colleagues, you'll have the opportunity to work with a range of dynamic clients.</p>

<h2>Get in Touch</h2><p>If you haven&rsquo;t found what you&rsquo;re looking for, try searching. Alternatively, you can reach out to a member of our team, and we can get back to you with your enquiry.&nbsp;&nbsp;</p>

<h2>Our specialisms</h2><p>Whatever your stage in the production lifecycle, from initial concept to after-market servicing, Carbon60 works alongside you to make a difference to the way you operate and to the wider manufacturing and technology industries.  <br></br>We pride ourselves on offering a comprehensive range of specialisms that cater to the unique demands of the manufacturing and technology industries. And having understood your specific needs, we will provide access to an extensive talent pool of professionals ready to make a measurable impact on your business.</p>

<h2>Interested in Finding Out More About Manufacturing Technologies?</h2><p>Let’s discuss how Carbon60 can support your recruitment or career aspirations in manufacturing technologies. Whether you’re looking for expert talent or seeking the next step in your career, our team is here to help.</p>

<h2>Our specialisms</h2><p>The mechanical and electrical sectors require talent for a diverse range of roles and disciplines, all critical to the design, construction, and maintenance of essential systems and structures. With a dedicated team of recruiters, Carbon60 delivers tailored solutions to meet the requirements of every project and their hiring needs.</p>

<h2>Interested in Finding Out More?</h2><p>At Carbon60, we understand the challenges and demands of the mechanical and electrical sectors. By leveraging our vast network of candidates and clients, we ensure seamless connections between the right talent and the right roles. Our commitment to quality, speed, and precision has earned us a reputation as a leading recruitment partner in these fields.<br></br>Whether you're an employer looking for the perfect candidate or a professional seeking the next step in your career, we’re here to help.</p>

<h1>Meet the Team</h1><p>Our people are what make Carbon60 extraordinary. We believe in our people and support their wins, providing an exceptional team of talented individuals who share our values and passion.&nbsp;</p>

<h2>Get in Touch</h2><p>If you haven’t found what you’re looking for, try searching. Alternatively, you can reach out to a member of our team, and we can get back to you with your enquiry.&nbsp;&nbsp;</p>

<h2>Work for us</h2><p>Become part of our specialist recruitment consultancy and service provider and fulfil your potential with Carbon60.&nbsp;&nbsp;</p>

<h2>Benefits of a Managed Service Provider Solution</h2>

<h1><strong>Carbon60 Our Values</strong></h1><p>Our Values, or as we like to call it at Carbon60; Our DNA.</p><p>We are proud to be accredited by Investors in People and take pride in providing an environment where our staff feel happy, empowered, and passionate about their work.</p>

<h2>Our Specialisms</h2><p>At Carbon60, we understand the critical roles that underpin the Power, Utilities, and Renewables industries. These sectors demand a diverse range of skills and expertise, and our recruitment solutions are tailored to meet those needs. We specialise in sourcing exceptional talent across a wide spectrum of disciplines, ensuring that organisations have access to the skills required to drive growth, innovation, and sustainability.<br><br>Our team works closely with clients and candidates to deliver recruitment strategies that align with the unique demands of this sector. Whether it’s connecting project managers to transformative renewable energy projects or finding maintenance professionals for crucial infrastructure, our solutions are designed to empower businesses and individuals alike. </p>

<h2>Interested in Finding Out More?</h2><p>Whether you’re seeking top talent or exploring new career opportunities, Carbon60 is here to help. Our team of specialists provides personalised support and expert guidance tailored to your needs. Fill out the form below to get started.</p>

<h2>What are the benefits to Recruitment Process Outsourcing?

<h2>What are the benefits to Search by Carbon 60?

<h2>What are the benefits to SOW - Statement of Work?

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<h1>Sustainable Recruitment</h1><p>Using the expertise and extensive experience of Carbon60&rsquo;s dedicated subject matter experts, we're committed to nurturing engineering and construction talent pipelines across all of society.</p><p>Our objective is to bridge existing and future skills gaps and contribute any way we can to the sustainable future of our industries, customers, and people.</p>

<h2>Our Services</h2><ul><li>Temporary supply</li><li>Permanent recruitment</li><li>Outplacement actions (for different locations)</li><li>Fixed price projects</li><li>On-Boarding Service</li><li>MSP</li><li>Market Intelligence</li><li>SOW</li><li>Head Hunting</li><li>Executive search</li></ul>

<h1>Carbon60 Switzerland</h1><h4>Offices in Basel, Lausanne and Olten</h4><p>With over 15 years of local presence in Switzerland, Carbon60 is at the forefront of engineering recruitment, driven by ambition, expertise, and dedication. Our specialized team focuses on aviation, aerospace, defence, special equipment manufacturing, and civil engineering. We bridge the gap between engineering and technical specialists and the brightest talents, offering comprehensive talent solutions and services tailored to the needs and challenges of businesses, their teams, and the wider industry. Within these niche sectors, we are generalists, capable of covering all types of technical roles.</p>

<h2>What are the benefits to Talent Marketing Solutions?

<h2>Contact Us Today</h2><p>If you are interested in one of our Training and Apprenticeship programmes, complete the form and find out how we can help you.</p>

<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>

<h2>Allies in Engineering</h2><p>We’re dedicated to people and the difference we make in our industry.</p>

<h1><strong>Project engineering and technical recruitment specialists - Driving the future of engineering.&nbsp;</strong></h1><p>With ambitious people at our heart, we’re driven by our ability to facilitate positive change. Connecting engineering specialists with the very best and brightest talent, we go the extra mile to create bespoke solutions and powerful collaborations.</p>

<h2>Virgin Atlantic Aeronautical Graduate Programme</h2><p>Complete the form to register your interest in the graduate programme.</p>

<p>At Carbon60, we welcome the opportunity to share our gender pay gap as it will help us have more meaningful conversations with our people and our customers about equality, diversity and inclusion.</p>
<p>We have made good progress with diversity and inclusion at Carbon60 and understanding our gender pay gap drives us to do more. We are investing in a range of initiatives to bring about change.</p>
<p>Our report outlines what we are undertaking as part of a broader focus on creating a more inclusive workplace.</p>
<div><a href="-/media/96be436efcd64156a18dc6ca715bf159.ashx"><strong>Download the Carbon60 gender pay gap report here</strong></a></div>

Our report outlines what we are undertaking as part of a broader focus on creating a more inclusive workplace.

Gender Pay Gap Reporting

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