WHERE LOCAL BUSINESS GROWS

Finding People



Taking on a graduate
 

Use the Graduate Talent Pool to advertise internships to new and recent graduates. The adverts are free.

You can advertise for internships in UK organisations of any size from the public, private or voluntary sectors.

Before you start
You’ll need to create an account before you can post an advert.

Prepare your advert

You need to include:

- job title
- location, eg town or city
- why you need an intern, eg to help cover a large project or busy period
- what they’ll be doing
- conditions, eg pay, hours, and benefits

You can also include up to 10 requirements that the candidate must meet to apply.

Vacancies must be live and can be paid or unpaid.

Visit the Graduate talent Pool - http://employer.gtp.prospects.ac.uk/index.html 

Taking on an apprentice
 

1. Overview
Apprentices are aged 16 or over and combine working with studying for a work-based qualification - from GCSEs or equivalent up to degree level.

Apprentices can be new or current employees.

You could get a grant or funding to employ an apprentice if you’re in England.

You must pay the apprentice at least the minimum wage during their placement with you.

Your apprentice must:

- work with experienced staff
- learn job-specific skills
- study for a work-based qualification during their working week (for example, at a college or training organisation)

Hiring your apprentice

There are several steps to taking on an apprentice.

1. Choose an apprenticeships framework or standard for an apprenticeship in your industry and at a suitable level.
2. Find a training organisation that offers apprenticeships for your industry - they’ll handle your apprentice’s training, qualification and assessment.
3. Check you’re eligible for a grant and apply.
4. Advertise your apprenticeship - your training organisation will do this for you through the find an apprenticeship service.
5. Select your apprentice and make an apprenticeship agreement with them.

To find out more about employing apprentices or providing traineeships, use the National Apprenticeship Service’s enquiry form. You can also call them using the number on the form.

You can use an apprenticeship training agency if you want to employ an apprentice without the responsibility for running the apprenticeship scheme.

How long it lasts
Apprenticeships can last from 1 to 4 years, depending on the level of qualification the apprentice is studying for.

2. Get a grant
You may get a £1,500 apprenticeship grant if:

- you have less than 50 employees
- your apprentice is aged 16 to 24
- You can claim support for up to 5 apprentices.

Contact the National Apprenticeship Service to check you’re eligible and apply.

National Apprenticeship Service 
Telephone: 0800 015 0600 


Funding for training
You can apply for funding to cover the costs of your apprentice’s qualification if you’re providing their formal study as well as being their employer.

Usually the training organisation provides the apprentice’s training and will get this funding - contact the National Apprenticeship Service for more information.

The amount you could get varies depending on whether the candidate is:

- aged 16 to 18 - you can get all of their course costs up to advanced level apprenticeship qualifications (for example, higher diplomas or A-levels)
- aged 19 to 23 - you can get half of their course costs
- 24 years and older - you may only get a contribution

3. Pay and conditions for apprentices
You must pay apprentices at least the minimum wage rate.

The National Minimum Wage calculator works out the exact amount that you have to pay an employee.

Conditions
Apprentices usually work for at least 30 paid hours a week and must work more than 16.

You must pay your apprentice for time spent training or studying for a relevant qualification, whether while at work or at a college or training organisation.

You must offer apprentices the same conditions as other employees working at similar grades or in similar roles. This includes:

- paid holidays
- sick pay
- any benefits you offer such as childcare voucher schemes
- any support you offer such as coaching or mentoring

Apprentices and redundancy
You can’t usually make an apprentice redundant simply because you can’t afford to pay them, (for example, if your company runs out of work).

You should get legal advice if you think you might have to make an apprentice redundant or want to end the apprenticeship early for another reason.

If you’re unsure whether you can commit to a full apprenticeship but would still like to hire an apprentice, you can use an apprenticeship training agency.

4. Make an apprenticeship agreement
You must sign an apprenticeship agreement with your apprentice.

This gives details of what you agree to do for the apprentice, including:

- how long the apprenticeship is for
- the training you’ll give them
- their working conditions
- the qualifications they are working towards
- You can write your own apprentice agreement or download an apprenticeship agreement template.

5. Apprenticeship training agencies
You can use an apprenticeship training agency to find an apprentice to work for you. This means that you:

- aren’t the apprentice’s employer
- can stop employing the apprentice more easily if you need to
- pay a fee to the agency for the apprentice to work for you

Apprenticeship training agency fees are usually the minimum wage for the apprentice plus a management fee.

The agency supervises the apprentice’s learning, including their training and assessment.

If you end the apprenticeship early (for example, you can’t afford to carry on employing the apprentice) the agency will find them another work placement.

Contact the National Apprenticeship Service for more information on using an apprentice training agency

National Apprenticeship Service 
Telephone: 0800 015 0600 

Taking on an unemployed person
 

1. Overview
Jobcentre Plus has a range of recruitment services that can help you as an employer. You could get:

- recruitment advice, including specialist support for businesses
- help setting up work trials to give you the opportunity to try out potential recruits
- help through the Work Better programme to employ a disabled person who needs specialist support
- support from other employment schemes, including Work Clubs and help with work experience

2. Recruitment advice and support
Contact the Employer Services Line to get practical support and advice about recruitment, including:

- specialist advisers who understand businesses’ recruitment needs and the local labour market
- help with the design and wording of your job vacancy
- help developing pre-employment training (specific to your job requirements) for people that need it
- suggesting new ways to recruit for your business and avoid excluding people, for example by offering flexible working patterns
- giving your existing employees the chance to mentor people who want to work
- an aftercare service after you’ve recruited someone

Employer Services Line
Telephone: 0345 601 2001

3. Work trials
A work trial is a way of trying out a potential employee before offering them a job. Once agreed with Jobcentre Plus, you can offer a work trial if the job is for 16 hours or more a week and lasts at least 13 weeks. The work trial can last up to 30 days.

Some of the benefits are:

- it’s risk free - you can try the person out before making a final decision
- you know they’re committed because they’re volunteering to do it
- there are no wage costs - people continue to get their benefits
- there’s very little paperwork and it’s fuss-free

The conditions for a work trial are:

- the duration of the trial must be agreed in advance
- the jobseeker must meet eligibility conditions and volunteer to take part - Jobcentre Plus will check this for you

Contact your local Jobcentre Plus to find out more.

5. Work experience and apprenticeships
Work experience
Work experience is available to every 18 to 24 year old before they enter the Work Programme.

If you offer a young person work experience you’ll be helping to give them a better chance of finding work.

Contact your local partnerships manager or local Jobcentre Plus if you want help to become a work experience host.

Apprenticeships

These are organised through the National Apprenticeship Service and often follow a period of work experience. They combine practical training with study.

If you take on an apprentice, you can get funding to train them. You might also be able to get an apprenticeship grant if you run a small or medium-sized business.

Taking on a disabled person
 

1. Job specifications
The job specification (or ‘person requirements’) of a vacancy must not exclude disabled people from applying for a job.

However, some jobs may have an essential requirement that can’t be met with a reasonable adjustment.

Examples

A vacancy for a van driver says the person must be able to drive. This might exclude some disabled people, but it is an essential part of the job.

A company advertises a job with occasional travel necessary. The person could go by train so the company should not say that the person needs a driving licence.

If you reject a disabled candidate, it must be based on their performance at interview rather than having to make reasonable adjustments.

2. Encouraging applications
Your local Jobcentre Plus can help with:

- making sure your application process is accessible
- advising you about recruitment practices that open up jobs to disabled people
- information about making reasonable adjustments that can help someone start or keep their job

Contact Jobcentre Plus to find out more.

Apply for the ‘disability confident’ symbol
The disability confident symbol has replaced the ‘two ticks’ symbol.

You can use the disability confident symbol on adverts to show that you encourage applications from disabled people. You’ll need to sign up as a disability confident committed employer first - it’s free.

Alternative formats
You must provide information about the vacancy in alternative formats (for example, large print) on request if this is reasonable. You must also accept applications in alternative formats (for example, electronically) where possible.

3. Reasonable adjustments
You can ask if a candidate needs an adjustment to the recruitment process to allow them to be considered for the job, or you can wait to be told.

You must make adjustments if they’re reasonable, for example allowing:

- wheelchair users to have their interview on the ground floor
- candidates to complete a written test using a computer

After you’ve made a job offer, you can ask what adjustments they’ll need to do the job.

You can get help paying for extra support in the workplace through an Access to Work grant but you can’t use the money for reasonable adjustments.

Employing for the first time
 

There are 7 things you need to do when employing staff for the first time.

1. Decide how much to pay someone - you must pay your employee at least the National Minimum Wage.

2. Check if someone has the legal right to work in the UK. You may have to do other employment checks as well.

3. Check if you need to apply for a DBS check (formerly known as a CRB check) if you work in a field that requires one, eg with vulnerable people or security.

4. Get employment insurance - you need employers’ liability insurance as soon as you become an employer.

5. Send details of the job (including terms and conditions) in writing to your employee. You need to give your employee a written statement of employment if you’re employing someone for more than 1 month.

6. Tell HM Revenue and Customs (HMRC) by registering as an employer - you can do this up to 4 weeks before you pay your new staff.  

7. Check if you need to automatically enrol your staff into a workplace pension scheme.

Recruitment and selection
 

Visit the following link to obtain a useful factsheet from the CIPD website.

You may have to register your details but the factsheet can be read free of charge. 

https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/factsheet

 

Preventing discrimination
 

1. Overview
It is against the law to treat someone less favourably than someone else because of a personal characteristic, eg religion, gender or age.

Discrimination can include:

- not hiring someone
- selecting a particular person for redundancy
- paying someone less than another worker without good reason

You can discriminate against someone even if you don’t intend to. For example, you can discriminate indirectly by offering working conditions or rules that disadvantage one group of people more than another.

2. Discrimination during recruitment

Discrimination in job adverts
You must not state or imply in a job advert that you’ll discriminate against anyone. This includes saying that you aren’t able to cater for workers with a disability.

Only use phrases like ‘recent graduate’ or ‘highly experienced’ when these are actual requirements of the job. Otherwise you could discriminate against younger or older people who might not have had the opportunity to get qualifications.

Where you advertise might cause indirect discrimination - for example, advertising only in men’s magazines.

Get help advertising a job without discriminating

Small Business Recruitment Service
Telephone: 0345 601 2001 (option 2)

Questions you can’t ask when recruiting
You must not ask candidates about ‘protected characteristics’ or whether they:

- are married, single or in a civil partnership
- have children or plan to have children

Asking about health or disability

You can only ask about health or disability if:

- there are necessary requirements of the job that can’t be met with reasonable adjustments
- you’re finding out if someone needs help to take part in a selection test or interview
- you’re using ‘positive action’ to recruit a disabled person

You might be breaking the law if any discrimination happens during their recruitment process, even if you use a recruitment agency.

Asking for a date of birth

You can only ask for someone’s date of birth on an application form if they must be a certain age to do the job, eg selling alcohol.

You can ask someone their date of birth on a separate equality monitoring form. You shouldn’t let the person selecting or interviewing candidates see this form.

Spent criminal convictions

Applicants don’t have to tell you about criminal convictions that are spent. You must treat the applicant as if the conviction has not happened, and cannot refuse to employ the person because of their conviction.

There are some areas of employment that are exempt from this rule, eg schools.

Trade union membership

You must not use membership of a trade union as a factor in deciding whether to employ someone. This includes:

- not employing someone because they’re a member of a trade union
- insisting someone joins a trade union before you’ll employ them

Employing people with protected characteristics
You can choose a candidate who has a protected characteristic over one who doesn’t if they’re both suitable for the job and you think that people with that characteristic:

- are underrepresented in the workforce, profession or industry
- suffer a disadvantage connected to that characteristic (eg people from a certain ethnic group are not often given jobs in your sector)

You can only do this if you’re trying to address the under-representation or disadvantage for that particular characteristic. You must make decisions on a case by case basis and not because of a certain policy.

You can’t choose a candidate who isn’t as suitable for the job just because they have a protected characteristic.

Favouring disabled candidates
When a disabled person and a non-disabled person both meet the job requirements, you can treat the disabled person more favourably.

3. Discrimination during employment
You must not discriminate against your employees. This could be done by, for example:

- introducing measures that discriminate between workers, eg a benefit for married employees that’s not available for people in a civil partnership
- paying men and women different amounts (this includes benefits, eg company cars) when they’re doing work of equal value
- selecting someone for redundancy because they have a protected characteristic
- failing to make reasonable adjustments for a disabled worker
- firing someone for making an allegation of discrimination
- firing someone because they’re a union member
- unfairly rejecting a request for flexible working from a new parent

This includes self-employed people on a contract for you.

Training and promotion can’t just happen because of an employee’s age or the time they’ve worked for you.

You’re allowed to ask employees about their future career plans, including retirement. But you can’t just choose older workers for discussions about retirement. Such talks should be part of general discussions about each worker’s career development.

Employment tribunals

An employee who thinks they’ve been discriminated against may raise a grievance or take their case to an employment tribunal.

You’re responsible for discrimination carried out by your employees unless you can show you’ve done everything you reasonably could to prevent or stop it.

Employing family members

If you hire members of your family you must:

- avoid special treatment in terms of pay, promotion and working conditions
- make sure tax and National Insurance contributions are done correctly

Gender reassignment

The moment a worker tells their employer that they’re having gender reassignment, they’re protected from discrimination. Discrimination includes:

- disadvantaging the worker because of the time they have to take off because of medical treatment
- not enabling the worker to use facilities appropriate to their gender

To avoid discrimination, you must:

- change your records (eg human resources records) when the worker has a Gender Reassignment Certificate and a new birth certificate
- ensure complete confidentiality of all information the worker gives you about their gender history

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News

24 results found, page 1 of 3.  
Objective Management Group (OMG) wins Gold Award for 8th Year running

Friday 18 January 2019

Our business Ventas Sales is delighted to be a UK partner of @Objective Management Group and be able to bring the world class sales assessment and evaluation tools to growth-minded businesses in the UK, who are looking to grow sales. Yesterday, 2018 Top Sales Awards were announced and for the 8th year running Objective Management Group (OMG) won the Gold Award for the Top Sales Assessment. In addition, Dave Kurlan, CEO and Founder of OMG, also won 2 further awards. Thank you to all our clients and partners who are using the OMG tools to help better understand their sales teams, hire great salespeople and to help support the growth of their sales team. We look forward to working with you again in 2019. http://bit.ly/2R8sA54
Posted by Ventas Sales Ltd
New client services director for graphics specialist Leach

Wednesday 16 January 2019

Graphic display specialist Leach has appointed a new client services director as the team prepares for further 2019 growth. Suzanne Pitcher joins the Huddersfield-headquartered firm with more than 15 years of design, print, brand marketing and project management experience. Previously business development manager at Service Graphics, she has a wealth of knowledge of the digital signage industry coupled with print management expertise from her time at a Leeds-based B2B agency. With £500,000 of additional investment and 20% expansion forecast for Leach over the next 12 months, Suzanne will be working alongside the sales and account management team to offer a wider range of products and services to clients, plus greater penetration of markets including sports, property and retail. She will also be responsible for maintaining customer service levels across the business, during this ongoing period of change. Commenting on her new role, Suzanne said: “I’m delighted to be joining Leach at such an exciting time for the business – the product portfolio is growing each day and with the level of knowledge and expertise we have in-house, we’re able to offer a consultative and innovative approach to working with clients in the UK and across the globe. “We’re widely acknowledged as a leading visual communications partner, with the ability to offer an end-to-end service, across markets ranging from retail to events, and everything in between. This is a great platform on which to make my own impact.” Having worked with major global brands including Manchester United and Adidas, Suzanne brings a high degree of design acumen to the already-robust Leach team. Managing director James Lavin elaborated: “Suzanne’s appointment as client services director represents the first in a number of key hires for Leach, as we continue to expand our product offering and client base throughout 2019 and beyond – watch this space for new additions to our marketing, R&D, sales and account management teams. “With a 127-year history we have a strong foundation on which to grow, but our service levels will remain paramount during the next chapter of the story.” Leach began life as a one-man photographic studio in 1891. In April 2018, the 100-strong business was acquired by French-owned global manufacturing and services group Chargeurs, to help fuel the firm’s global expansion.
Posted by Scriba PR Limited
HR Consultant Appointed - Welcome Aboard Leonie

Thursday 13 December 2018

We are delighted to add Leonie Whittaker to our team. She has over 15 years HR and management experience gained in the manufacturing and finance / professional services sectors during which time she has gained extensive operational and business knowledge. In addition to being a CIPD qualified professional, Leonie is a trained Mental Health First Aider. Having worked with Lynn previously at Car Care Plan, Leonie said that she was thrilled to be joining Pennine Business Partners. “I have kept in touch with Lynn and admired how the business has grown, so when I had the opportunity to join I jumped at the chance”. Lynn and her team have a real connection with their clients which will make it a special place to work.”
Posted by Pennine Business Partners
One-time intern returns to The Engine Room as senior designer

Thursday 06 December 2018

Growing brand consultancy The Engine Room has appointed Nathan Bolton as the team’s new senior designer. But Nathan is no stranger to the company, having first worked for the business as an intern back in 2013. Nathan – who graduated with a graphic design degree in 2014 – undertook a number of work placements whilst studying at what was then Leeds College of Art. The Engine Room – which was based in The Media Centre at the time – was so impressed with his talents that they offered him a permanent position. Following 18 months in the designer role, he left to further his career in non-agency positions, working at both the University of Leeds and Huddersfield-headquartered Mamas & Papas. But fast forward to the winter of 2018 and he has gone full circle, returning to the place where his career began. Commenting on his new role, 26-year-old Nathan said: “I was always impressed with The Engine Room’s strategic approach to brand, and the collaborative exercises they carry out with clients to get to the heart of their purpose and vision. I learned a lot when I worked with the team the first time around, and I’m excited about the chance to supercharge my knowledge even further. “I’ve always enjoyed the culture here too, so it’s a great time to come back on board, now that we’re in our vibrant new workspace in Mirfield. It almost doesn’t feel like an office!” Nathan’s appointment coincides with The Engine Room’s move to the newly-converted York Mills – a 19th century piggery which business owners Darren Evans and Lesley Gulliver purchased in January 2017 and began renovating in March of this year. Expanding on the timeliness of the appointment, founder Darren Evans said: “Nathan has always had a first-class attitude and an extremely strong understanding of the role of brand. His expertise and client-centric approach align perfectly with the direction of our growing business, and further bolster our brand credentials.” Managing Director Lesley added: “It was important for him to pursue varied opportunities to widen his experience, but we’re naturally delighted that he’s decided to come back to advance his career with us – and armed with an even richer skill-set too. Finding great people isn’t always easy, but it’s a testament to the whole team that he was eager to return.”
Posted by Scriba PR Limited
Don't let your Christmas party leave your business with a hangover

Friday 30 November 2018

The ‘Christmas Work Do’ Strikes Again!!!! Most staff look forward to the office party all year and why not!! The tradition of the “Christmas party” is a chance for you to thank your staff for all their hard work and efforts during the year. However, with spirits running high, you may find yourselves managing Christmas Party HR issues, well into the New Year. Whilst you should be encouraging staff to enjoy themselves, preparation is key to avoid any HR issues arising and knowing how to cope when they do. Here are a few things to consider: • Before the party, you may want to send out a clear statement about acceptable behaviour and the consequences of inappropriate actions. Remind staff of HR policies and that any inappropriate behaviour on the night will be treated the same way as during working hours. It is a work event and they are still expected to act in a professional manner however you expect them to have fun, after all it is a party. • You should encourage responsible drinking, try to limit the amount of free alcohol available and ensure the bar staff are instructed to refuse alcohol where appropriate. • Remind staff of the dangers of drinking and driving. After a bit of merriment, some people can get over zealous and distasteful jokes, remarks and colourful language can often be a problem. Jokes can often single out one specific characteristic for example women and this can lead to a potential discriminatory claim. Sexual harassment claims are one of the biggest risks you can encounter as an employer, when the alcohol is flowing. What one person may see as harmless flirting, another may view as unwanted sexual attention. Employers can be held accountable to the behaviour of staff as tribunals view the office party as an extension of the normal work environment. Although staff are responsible for their own actions, you have an obligation to provide a healthy and safe environment and could be liable for the actions of staff at a party, if you have not taken reasonable steps to prevent inappropriate or unacceptable behaviour.
Posted by Pennine Business Partners
NCS Graduate from Huddersfield Represents the Region at National Training Programme

Tuesday 13 November 2018

Huddersfield NCS Graduate and HGCT Education first-year student Ben Roberts has successfully represented the region at NCS’ National Graduate Training Programme, ‘KICKSTART’. Currently studying towards his BTEC Level Extended Diploma in Performance and Excellence, Ben is also an aspiring professional rugby player. The KICKSTART programme is an extension to the NCS programme, designed to prep NCS graduates that are going to be representing their Regional Youth Board (RYB) in the year ahead. The week-long event took place in Milton Keynes and involved a series of sessions designed to help the young people get to know each other and hear about the varied NCS experiences they have had so far. The event also included an appearance from popular actor Will Poulter. Ben commented, “My long-term goal with NCS is to become a leader in either the summer programme or the Regional Youth Board programme. I hope to progress on to the National Youth Board and make a bigger difference worldwide and help people understand the struggles some people are facing on a daily basis.” NCS Graduate manager Ben Quinn commented, “Ben has been given the opportunity of a lifetime to be able to participate in the KICKSTART programme, only a select few get this privilege in our region. Ben was a fantastic individual on the NCS programme through the summer and a well-mannered, polite young man who I look forward to working with on the graduates' programme. Together, amongst others we strive to make the Huddersfield NCS graduates programme the best it can be, taking into account the ideas of a previous young person in Ben.” NCS Manager Katy Stockdale commented, “It was such an exciting day when we received the details of Ben being selected for the National KICKSTART programme, graduates have to independently apply for this scheme and applications are cross-examined nationally. It is great to hear how impactful the programme was for Ben, and how inspired he is to take his NCS journey further by representing Huddersfield. He will now have further opportunities to make a change, generate ideas and will hopefully be part of empowering the NCS programme nationally. A huge well done and I am excited to see what Ben achieves over the next 12 months”. If you are interested in taking part in the NCS summer programme, the NCS team will be visiting local schools in the upcoming months. In the meantime, you can sign up online by clicking here, or call 01484 442242 for more information.
Posted by Huddersfield Giants Community Trust
Trio of new appointments for rope access specialist Access North

Monday 12 November 2018

Huddersfield-based work at height specialist Access North has almost doubled its headcount in recent months, making three new business appointments following several new business wins. Working from Access North’s HQ at Brooke’s Mill in Armitage Bridge, the number of office team members has grown from five to eight as a result of this latest recruitment drive. Danielle Lohan has joined the team as operations coordinator, working alongside senior operations manager Richard Knight and facilities and operations manager Diane Basnett. Danielle will streamline the internal logistics and procurement processes, with a focus on developing strong supplier relationships. Rachael Howard is the specialist’s second appointment and has come on board as a project assistant, working alongside the project engineer. With a wealth of management-level experience, Rachael has previously worked in the rail and construction industries. Her duties will include procurement, prospecting, health and safety, customer relations and project planning. A further appointment sees Matthew Wilson joining the growing team as a project engineer. Coming from a new-build background, Matthew is well-versed in ETFE, glass, steel and construction. He brings plenty of international experience with him to his new full-time role. With some incredibly exciting new projects and challenges for Access North on the agenda over the coming months, it was imperative that the right people were in place to fulfil rising demands for the company’s specialist services. Managing director Berenice Northcott explained: “Once it became clear we needed another pair of hands in the office, we took a step back as a team and thought about what the company required. We interviewed Danielle and Rachael for the same position, and we were so impressed by each of them that we decided to create a role for them both. Luckily, we had just won a big new contract and could justify the expansion! “As we continue to grow, we’re constantly on the lookout for great people who fit with our ethos and attitude. We’re delighted to have our three new faces on board for this next chapter.” Access North Structures provides specialist rope access, ETFE, tensile fabrics and fall protection services to sites across the UK.
Posted by Scriba PR Limited
KC Communications enhances PR & Marketing Account Team with two new appointments

Friday 12 October 2018

Huddersfield-based marketing consultancy KC Communications team has gone from strength to strength, with the appointment of two new PR & Marketing Account Managers, Kirstie Wilson and Anna Goddard. Their appointment comes after a year of impressive growth for the company, which has seen KC Communications increase turnover by 41% and gross profit by 76%. The growth is a result of increased client retention and winning a number of key accounts including boutique hotel and restaurant Manor House, accelerator hub Elmwood LaunchPod and veterinary medical specialists Orthomed. Kirstie and Anna will be heading up a number of key B2B and B2C accounts with responsibility for marketing, PR, design services and social media. With a Professional Diploma in Direct and Digital Marketing from the Institute of Direct and Digital Marketing, Kirstie is able to provide innovative ideas and has her finger on the pulse of the industry. Previous account management experience in telecoms, tech and retail has enabled Kirstie to work with a range of industries and organisation types, from multi-national banking corporations to local takeaways. With 15 years’ marketing and communications experience in both client-side and full-service agency backgrounds specialising in online/digital projects and customer relationship management (CRM), Anna has helped public and private sector organisations - from local farm shop to blue chip - build successful brands that deliver maximum return on investment. Katrina Cliffe, Managing Director of KC Communications said: “Kirstie and Anna join KC Communications at a very exciting time. "Aside from the recent account wins, we have a number of new business opportunities in the pipeline and a strategy to grow the business further over the next 12 months, which they will both be a key part of”.
Posted by KC Communications
Doozy Vape Co continues growth with double recruit

Thursday 11 October 2018

Specialist e-liquid manufacturer, Doozy Vape Co, has recruited Myles Jensen as Head of Marketing and Bradley Jensen as Head of Social as the company continues its rapid growth. With over 3 years’ experience in the marketing industry, Myles Jensen’s role will include taking all marketing plans from concept to execution, as Doozy Vape Co looks to continue its growth within the FMCG market. He’ll also be tasked with drawing up brand-building strategies to excel in the international markets, bolster and complement existing marketing activity, and develop brand identity in such a way that it resonates with mass UK and international consumers. Having worked with a number of prestigious brands on various high-profile campaigns, Bradley Jensen will be tasked with curating fresh, innovative marketing plans that challenge the industry and Doozy Vape Co’s competitors, whilst also managing the company’s global influencer network. Bradley worked with Nike on their famous “Nothing Beats a Runner” campaign this year, and was named as O2’s Go Think Big Digital Leader of the Year. Doozy Vape Co’s CEO, Imran Ismail, commented on the appointments, “We are delighted to have Myles and Bradley working for us. It’s a huge step in the right direction as we try to broaden our reach within the FMCG market. "With experience outside the vaping industry, we hope that Myles and Bradley will be able to release a new breath of life with the use of disruptive innovation. "Having an outsider’s perspective brings a whole new dimension and angle that many of our competitors fail to incorporate, thereby meaning they remain stagnant.”
Posted by KC Communications
Ex-offender entrepreneur Jacob Hill takes rallying cry to Westminster

Thursday 26 July 2018

Jacob Hill – a Yorkshire entrepreneur and founder of ex-offender employment specialist Offploy – has urged MPs to be more aware of the need to work with people who have convictions. He travelled to Westminster last week to meet Justice Secretary David Gauke and his peers, as well as a number of employers including Greggs, DHL and Sodexo. And his speech acted as a rallying cry for the Government and business community to do more to find jobs for those who have served time. The rehabilitation plea is one that is close to Jacob’s heart, following his own integration back into society after serving a nine-and-a-half-month sentence. He spoke openly to his Portcullis House audience about his career, which notably began with him establishing a festival camping brand that attracted £300,000 of investment as well as support from Sir Richard Branson. But as his business spiralled, so too did the debts he became unable to repay. Jacob shared how he made the regretful mistake of selling drugs, which led not only to his criminal conviction but also the birth of Offploy. And it was whilst serving time in prison that he met – and has since started to represent – others who need to overcome the sense of hopelessness they feel when rebuilding their life upon release. “I hope it wasn’t just my personal journey that struck a chord with MPs,” explains Jacob. “I talked about one young man we have helped for example – someone who came to Offploy after 10 years inside. A fight over a girl turned into murder, and he was fearful that he would never get a second chance. But he developed many new skills in prison, which meant we could place him with a local construction company keen to fill their talent gap. “Admittedly it hasn’t been plain sailing, and the employer deserves praise for the open-minded attitude of their entire workforce. However, with peer mentoring and employer support, this ex-offender is approaching his 16th month in the same role.” In the two years since Jacob’s release from prison, Offploy has grown from a one-man-mission to a nine strong team that has placed 60 people with convictions into meaningful, mentored and sustainable work. But more needs to be done, he insisted during his Westminster visit. And the answer could lie in the voluntary sector. “We know that employment – coupled with flexible wrap-around support for the individual and organisation – is one of the biggest factors in the reduction of reoffending,” he elaborates. “Changing societal stigma surrounding this topic represents a mammoth task, but the recent Ministry of Justice policy direction emphasising training and employment through the CJS, is a sign that phenomenal progress is underfoot. “As a social enterprise, we’ve established a commercially-viable business model that I know we can sustain. However, we want our voluntary sector to be encouraged to bid for employment contracts and develop partnerships that will get more ex-offenders back into the world of work. The whole community benefits from their rehabilitation, in both the immediate and long term.” Justice Secretary David Gauke said: “I have been clear that I want prisons to be places that propel offenders into employment, ultimately reducing reoffending and protecting the public. “As stories like Jacob’s show, securing work can turn ex-offenders lives around and make a positive contribution to the workforce, society and the economy.” This speech comes at a time when Offploy is within the final 12 months of its social mission to place 250 people with criminal convictions into employment. In addition, the company is undergoing expansion and has just launched projects in Hull to double the team size and support over 200 other people into employment. Commenting on last week’s event, Jacob said: “Offploy has already made contacts with businesses present on the day, that have agreed to hire people with convictions for their organisations – it was a great success.”
Posted by Scriba PR Limited
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