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.

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.


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.


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. 



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

Did you know...
We create opportunities, we keep our members informed, connect businesses and we are the 'voice' of manufacturing representing Calderdale & Kirklees.


14 results found, page 1 of 2.  
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
Theo Paphitis Small Business Sunday Winners!

Wednesday 25 July 2018

We are delighted to be been recognised by Theo Paphitis and his Small Business Sunday initiative #SBS. Theo has set up a support network for small businesses and selects 6 winners each week to join his "clan". We look forward to meeting the man himself in the near future!
Posted by Pennine Business Partners
New Starter - Welcome Aboard Elizabeth!

Friday 20 July 2018

We are delighted to announce the appointment of Elizabeth Aben to our team, she joins us as an HR Consultant. Elizabeth is a CIPD qualified senior HR professional with a strong commercial focus which has been gained in the Blue Chip business environments of Ernst & Young and PWC. Having started her career in general management before moving into (and up the career ladder) in Human Resources, so like the rest of our team, Elizabeth has the practical experience to apply her HR skills in the real world. Key areas of her expertise are employee relations; compensation & benefits and recruitment.
Posted by Pennine Business Partners
Examiner Business Awards 2018

Friday 20 July 2018

Pennine Business Partners are again sponsoring the Employee of the Year category at this year's EBA. Entries close on 18th August and the winner will be announced at the award ceremony on 1st November. For more information on the awards and to download an entry form follow this link: http://www.eventsnorthwest.co.uk/examiner-business-awards/examiner-business-awards-entry-form/
Posted by Pennine Business Partners
Phew it's a Scorcher - but can we knock early?

Monday 25 June 2018

That capricious thing the British Summer looks set to shine on us and send temperatures soaring in the coming days. We often hear it said that there’s no better place to live and work than the UK when the weather is nice. But, that doesn’t stop many of us asking – is it too hot for work? Or, Can we knock off early? As a business owner, you may have the answers because you can decide how to proceed. Studies have shown that punctuality and absence levels deteriorate in sustained periods of hot weather as staff try to extend their weekends or lack motivation when it comes to battling a hot and sticky commute. Our advice is to remind them of their obligations to you and the business, but also be flexible if you can to make being at work less of a chore. Things you may want to consider are more flexible working, relaxed dress codes or accommodating short notice holiday / unpaid leave requests. However, this needs to be communicated clearly to avoid creating a precedent that you may not want. You should also stress that any relaxation of dress code does not apply to any PPE that employees are obliged to wear for their own safety and security. There isn’t a legally defined maximum temperature for working indoors or out. The .GOV website states that employers must keep indoor temperatures at a comfortable level and provide clean, fresh air (https://www.gov.uk/workplace-temperatures). Whether indoors or out, employers do have obligations under Health and Safety legislation and it is advised they conduct risk assessments on work places to ensure temperatures are reasonable. If you have employees working outdoors in extreme temperatures you should take heed of the HSE report on the death of two Army reservists who died on a training session in 2013 which concluded that there had been a failure to plan, assess and manage risks associated with climatic illness during the training. Had the incident involved a business and not the MOD there may well have been prosecutions. If it is a long hot summer (fingers crossed) our advice is to enjoy sensibly. Remind staff to hydrate (drink lots of water), protect themselves from excessive exposure (hats and sun cream) and try to make their working environment a good place to be.
Posted by Pennine Business Partners
Kirklees TV Interview

Saturday 02 June 2018

We recently had the opportunity to be interviewed by Liz Hey from Kirklees TV as part of their series of business programmes. We were delighted to be able to discuss how important using the Objective Management Group sales evaluation and sales candidate assessment tools can help improve sales performance in companies with sales teams. We also had the opportunity to discuss how we use the tools of one of other partners Sales STAR to help develop sales managers into super coaches. Enjoy watching the interview. http://bit.ly/2JlyThB
Posted by Ventas Sales Ltd
Kirklees’ Biggest Business Conference Returns

Tuesday 06 February 2018

Following on from the huge success of the 2017 Conference, the Mid Yorkshire Chamber is delighted to be hosting their 2018 Kirklees Business Conference (KBC) at John Smith’s Stadium, Huddersfield on Wednesday 21st March. The free, one-day conference has become an unmissable event in the local business calendar which is dedicated to helping businesses to connect, learn and grow. Attracting over 600 business people and 50 exhibitors, KBC includes a fantastic programme of engaging seminars, a discussion panel, surgery sessions and open networking throughout the day. This year the Mid Yorkshire Chamber is proud to announce an official partnership with Google bringing a Digital Garage to KBC as part of the seminar programme. Running alongside the four seminar sessions, more surgery sessions will also take place following their success last year. Held by local businesses located in the stadium boxes, the surgeries will provide the opportunity for companies to run their own seminars, workshops or one to ones. Rory Bourke, Events & Sponsorship Co-ordinator at the Chamber said: ”Kirklees Business Conference is definitely shaping up to be a day not to be missed. The conference is a fantastic opportunity to raise your profile, make new contacts and learn from other experienced professionals. There are many opportunities for local businesses to get involved through sponsorship, exhibiting or attending as a delegate.” Confirmed conference sponsors and partners include; AD:VENTURE, The John Smith’s Stadium, The Design Mechanics and Social Progress. Delegate tickets are free but registration is essential, significant interest is anticipated therefore early delegate booking via www.kirkleesbusinessconference.co.uk is advised to avoid disappointment. For further information about the conference follow @MYBizConfs and #KirkleesConf on twitter. To find out more about sponsoring or exhibiting at the event please email events@mycci.co.uk or call 01484 483679.
Posted by Mid Yorkshire Chamber of Commerce
Around Town In the Huddersfield Live Hygge Tipi

Wednesday 15 November 2017

What better time to get together than Christmas? Around Town believe that connecting the business community of Huddersfield in its iconic locations and organisations is a brilliant way to share ideas, hear inspirational stories and have some FUN. Organised by Oli Smith, Michelle Crowther and Chris Buckley Around Town create memorable events every 3 months. 2018 plans are already underway; “as well as meeting at some amazing businesses we are walking Around Town in Spring - a fantastic way to get to know each other whilst experiencing some award winning locations and scenery in Huddersfield “ says Michelle And with Huddersfield Live December promises to be a memorable Around Town event. Hosted in the Hygge Tipi in St Georges Square, hear Sam Watt and Poppy Stahelin tell of the fabulous work the team at Huddersfield Live are doing and some of the stunning events planned for next year. Laura Drury sets the backdrop of how she formed the The Hygge Tipi and how it creates a convivial atmosphere for Huddersfield folk to mingle, drink mulled wine, and keep the winter night out in front of the log fire. All In the heart of Huddersfield. Tickets are limited and can be reserved FREE here. Chamber members old and new are very welcome. Around Town Events for 2018 confirmed. March 1st - Valli Opticians May 17th - Owen Scott Tailors May 25th - (Walk) Around Town - 15miles (approx) Breakfast Sarnies, The Kirklees Way, Finish in a Brewery!
Posted by The Alternative Board
Develop and Prosper - Free HR Seminar

Thursday 26 October 2017

In the third and final of our Autumn Seminars we explore the link between staff development and company strategy. We look at the important role that line managers have to play in building an effective team and how providing training opportunities can improve performance as well as increasing motivation and commitment. https://goo.gl/WgJGE6
Posted by Pennine Business Partners
Social Progress at 2017 Chamber Business Awards

Monday 23 October 2017

Social Progress, a Social Media & Digital Marketing Agency from Huddersfield, West Yorkshire, has been crowned one of the winners in the Yorkshire and Humber heats of the Chamber Business Awards 2017. Now in their 14th year, the Awards are a highlight of the business calendar, recognising the key role that local businesses play in driving the UK economy. The Best Use of Social Media award winner, Social Progress will now go forward to represent the Yorkshire and the Humber region in the national finals, which take place in London in November. Janet Bebb, Owner & DM of Social Progress said: “The announcement took us completely by surprise. We entered but never thought we’d be selected as Regional Winners. “The entry showcased the interactive social media software we’ve developed called Big Screen Social that can be used at events. It’s a highly visual Twitter & Instagram Wall which, because of the unique visual presentation, is designed to encourage delegates, sponsors and exhibitors to post throughout the day or evening using the event’s specific hashtag. This gives added media exposure to the event. “Big Screen Social is going down a storm at conferences, award evenings, etc. Mid Yorkshire Chamber have used the software at two of their events this year, the Kirklees Business Conference and the Wakefield Business Conference. Francis Martin, President of the British Chambers of Commerce (BCC) said: “Businesses are the backbone and driving force of the UK economy. Even in the face of uncertain times, they continue to show their resilience and strength – creating opportunities for employment, investment and growth. “Our judges are always impressed by the high standard of submissions, and the calibre of entries this year was no different. The finalists in the Chamber Business Awards represent the best of this country’s entrepreneurial spirit, creativity and hard-work. “The Chamber Business Awards are the perfect opportunity for us to celebrate our business communities’ achievements, to take stock of the outstanding performances of UK businesses over the past year, and to encourage and inspire others to follow in their footsteps.” Social Progress is a Yorkshire based Social Media Agency specialising in social media strategy, social media training and social media content management on behalf of clients. Our client base stretches from micro-businesses to large corporations and all training and services are tailored to suit their requirements. We ensure training is suitable for the individuals involved and tailor the teaching to suit their skill-level and learning pace to ensure they make the most of the training and feel confident enough to go away and have a go themselves. We offer Content Managed Packages for clients who wish to out-source their social media management ranging from low-level to detailed social media strategy and support. All packages can also have additional training bolted onto them to ensure the client is confident to manage their own social media after a time. Social Media Strategy Packages help to focus business owners and marketing department on the what, why, how and when of using social media for business. We help give them a purpose to using social media and help them to use if more efficiently and effectively. We also strive to encourage authenticity and to show their personality through their social media channels/activity. We’ve also developed a highly interactive and visual Twitter & Instagram Wall called Big Screen Social which is designed to enhance any event. Be that conferences, exhibition stands, award evening, charity functions, festivals, music concerts, weddings & parties. Big Screen Social can be purchased to use for a day or on an ongoing basis by event planners, social media agencies, PR agencies, advertising and marketing agencies and AV technicians. The display posts using a given hashtag. It can be moderated and customised to suit the branding of the event.
Posted by Social Progress
14 results found, page 1 of 2.  

Events Posted

1 result found 
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Employing Staff & HR Introduction
Thursday 4 October 2018, 09:00 - 12:30
Civic Centre, Doncaster Road, Selby, YO8 9FT
Free Entry - 15 places
1 result found 
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