3 Top Tips to keep you motivated whilst working remotely! 

With most employees over the past few weeks having to work from home, it has certainly seen a lot of changes in the way we work, interaction with colleagues, clients and customers and the change in how a company has had to operate. 

In this difficult time, not having our normal routine of getting up and going to the workplace can leave us a bit out of sorts and de-motivated so we have come up with some tips to keep you positive and motivated through these unusual times. 

Having your own workspace at home: 

As easy as it may be to go sit on the sofa with your laptop and attempt to work while the TV is on, it can be highly distractive and often cause a lot of employees to be less motivated. 

If you are able to try and set up your own office space whether this is in a spare room, a corner of the kitchen table or somewhere quiet in your household, then do it. 

It may be simple but having somewhere where you can place your laptop, work gear, telephone etc away from where you would normally sit in the evening makes you feel more motivated, less distractive and not have that feeling that work is invading your home life. 

Keep in touch with colleagues: 

We often forget we spend a number of hours a week with our colleagues at work and its those conversations, team meetings and general support we miss whilst at home.

It’s important you keep in touch with colleagues whether this is by daily catch-ups on the phone, having a team meeting online using video chat and keeping each other involved in what you are doing day to day helps. 

With the number of digital tools we have at our fingertips, there is no reason why team meetings can’t happen, catching up with colleagues or having a good old team quiz to keep employees spirits high. 

A to-do list: 

Whilst being at home it is often hard to keep track of time and things to do like we normally would in the office, which is why it is handy to have a daily to-do list. 

Each morning set out what you need to get done for the day by writing a task or to-do list and let this support you throughout your day. This way it helps you keep on track, sets out what you want to achieve for the day and gives you satisfaction and that thought of accomplishment when completed. 

Remember it is important during these times you look after yourself and your mental wellbeing so keep in touch with colleagues, friends, and family and keep safe.

Coronavirus Update.

In these unprecedented times, we are operating as best we can to keep business going as usual. We are working remotely and will do our utmost to find you staff where possible. 

We appreciate that many businesses are facing huge financial and staffing challenges, so if we can help utilise staff that are currently not working for you and place them elsewhere, we will do our best.

If you have any questions, please contact our office on 01225 776500.

We will of course continue to update you with any further information and follow the government guide lines.

 Thank you for your continued support.

All the team at Direct Response Employment Services

With the uncertainty that is currently surrounding Covid-19, businesses having to close and workers concerned and worried what this means for their job, you have probably heard the word Furlough be used more often than usual and might wonder what it means for you. 

We have set out a few common questions below and a quick guide to what Furlough is and what it means.

What is Furlough and what does it mean? 

Furlough is essentially a leave of absence given to staff who may temporarily are not working for their employer but still remain on their books. Historically this has been done in cases were businesses may have a slow period and therefore furlough staff, this saves the business money during this short period and to help cut costs during a difficult time within a business without having the make staff redundant. 

Due to the impact of the coronavirus and the impact this has had on businesses the Government has introduced the Coronavirus Job Retention Scheme as a temporary measure to support businesses and employees during this difficult time.

The Job Retention Scheme allows businesses to furlough staff and claim 80% of wages back through a job retention portal, allowing businesses to Furlough staff with temporary leave and limit job losses as well as given some financial support to employees by paying 80% of their wages.  

Are you Eligible?

The Job Retention Scheme covers all employees who are paid via PAYE and have a UK bank account. All employees must have been active on the employers payroll on the 28^th of February. 

Any employees who started employment after the 28^th of February unfortunately will not be able to qualify for the job retention scheme. 

If you were made redundant after the 28^th of February 2020 you may still be eligible for the scheme.

 Your employer can agree to re-employ you and place you on furlough instead. They’ll still be able to claim a grant to cover 80% of your monthly earnings, up to a monthly cap of £2,500.

Check the Government website to see if you are eligible or for further advice on what to do if you don’t qualify for the scheme, such as claiming universal credit. 

https://www.gov.uk/guidance/check-if-you-could-be-covered-by-the-coronavirus-job-retention-scheme

How much will I Get? 

The Employer will be able to obtain a grant to cover 80% of your monthly earnings, up to a maximum of £2,500 per month. 

Employers will also be able to claim the cost of National insurance and Pension contributions which are paid by the employer up to a total of £300 per month. 

You will still need to pay tax and national insurance contributions and any other deductions necessary on the wages you receive even while on the grant.

Your employer can choose to top up your pay by 20% so you receive full pay however this is not compulsory and is down to the individual employer. 

If you are furloughed you are still covered by your usual employment rights that includes Statutory Sick Pay entitlement, maternity rights, other parental rights, rights against unfair dismissal and to redundancy payments.

How are your monthly earnings calculated?

If you’ve been employed (or engaged by an employment business in the case of agency workers) for a full year, employers will claim for the higher of either:

• the amount you earned in the same month last year
• an average of your monthly earnings from the last year

If you’ve been employed for less than a year, employers will claim for an average of your monthly earnings since you started work. The same arrangements apply if your monthly pay varies such as if you are on a zero-hour contract.

If you started work in February 2020, your employer will pro-rata your earnings from that month.

How long can I be on the scheme? 

As a furloughed employee you will need to be on the scheme for a minimum of 3 weeks up to a 3 month period, however this could be extended by the government. 

Can I still work for my employer if I am 7ofurloughed? 

No, you cannot work for your employer or carry out any work for them if they have out you on Furlough. 

You can keep in touch with colleagues, managers and HR to keep updated on regular updates but you should not be carrying out any duties. 

Don’t be tempted to log in and check your emails or give a client a quick call as this won’t help you or your employer and could result in your employer not being able to claim the grant on your behalf if you continue to do work them.

If you would like to find out more about being furloughed or what you may be able to claim to help you in these difficult and unchartered times then pleas take a look at the Government website for all the latest advice.

https://www.gov.uk/government/publications/guidance-to-employers-and-businesses-about-covid-19/covid-19-guidance-for-employees#furloughed-workers

With all the uncertainty, which is currently sweeping across the UK, here at Direct Response Employment Services we wanted to let you know we are open and for us its business as usual. 

As the country is slowing down and taking necessary precautions to protect the nation against the pandemic which is currently affecting everyday lives and has had a crucial impact on employment. Employees are being asked to work from home, to employees having reduced hours or not be required to work due and redundancies it is certainly a worrying time. 

Direct Response have been established for 22 years and we want to let you know we are here, and we are open for business and actively recruiting candidates to work on a temporary basis across Wiltshire and Somerset. 

We have several roles at present mainly within food production or within a warehouse capacity where they are looking for staff to get on board immediately. 

If you have found your employment affected by the current circumstances and want to find some temporary work to keep you going through this difficult time, then we are certainly on hand to help and we can offer just that. 

Please get in touch on 01225 776500 to have a chat with us and see how we can help.

On 31 January 2020 at 11pm, the United Kingdom left the European Union and entered a transition period, due to end on 31 December 2020. During this transition period, Europeans can continue to live and work in the UK and are entitled to freedom of movement right as they did before Brexit.

That said, EU citizens and their family members who wish to remain living in the UK after 31 December 2020 will need to apply for an immigration status to remain legally resident.

A specific scheme called EU Settlement Scheme has been introduced for all the EU citizens. Please keep on reading if you would like to find out more.

Who can apply for the settled and pre-settled status?

If you’re a European Union (EU), European Economic Area (EEA) or Swiss citizen, you and your family will be able to apply to get either settled or pre-settled status. The EEA includes the EU countries and also Iceland, Liechtenstein and Norway. Applicants currently outside the UK can also apply for Settled or Pre-Settled Status. The deadline for the applications is the 30^th of June 2021, for anyone who wants to remain in the UK.

Please note: You will be required to apply for the Settled or Pre-settled status even if you were born in the UK, but not a British citizen.

What’s the difference between settled and pre-settled status?

EU nationals who have lived in the UK for at least five continuous years have to apply for settled status (permanent) to secure their right to stay after Brexit. While those who have been in the country for less than that or they have not been in the UK continuously for 5 years can get pre-settled status (temporary) and build up their five years. People granted pre-settled status have the same rights to work, study, receive healthcare and benefits as those with settled status.

People who have obtained pre-settled status will have to go back on the same application system and apply for settled status once they have completed the 5-year residence period.

Where do I apply and what do I need?

To apply to the EU Settlement Scheme people will either need to fill in an online form at GOV.UK website or download the app on your smartphone or tablet.

However, the app is currently only available for Android phones, but the government is looking to introduce the app for Apple devices as well. 

When applying you will need:

• an identity document – your passport, national identity card, biometric residence card or permit.
• a digital photo – you can take a selfie during the application.
• your National Insurance number or proof of how long you’ve lived in the UK.
• a mobile phone number.
• an email address.
• proof of your relationship if you’re applying for a child or another family member. 

What if I already have permanent residence or ILR?

If you currently hold UK permanent residence, you can apply to transfer to settled status. 

If you already have indefinite leave to remain or enter, you will not be required to apply for settled status. However, you may consider this option since settled stouts permits absences of up to five years without loss of status, whereas ILR is limited to two years out of the country.

How much does it cost to apply?

There will be no application fee for those applying for settled status or pre-settled status.

If you currently hold UK permanent residence, transferring to settled status will also be free of charge. Also, if you have accumulated five years’ residence and are applying to transfer from pre-settled to settled status under the scheme, again there will be no charge.

Can a family member join me in the UK?

Existing close family members living overseas will be able to join you in the UK in the future in the same way as they can now, provided your relationship with them began before 31 December 2020 and you are still in the relationship when they apply to join you.

A close family member includes a spouse, civil partner, durable partner, as well as a dependent child, grandchild, parent or grandparent. This includes the child, grandchild, parent or grandparent of your spouse or civil partner.

We hope this article formed in a question and answer format has helped you to gain more information on the EU Settlement Scheme. 

Direct Response Employment Services is constantly providing support to its employees with applying for the settled and pre-settled status. If you are having any problems with your application and you are working with us then please don’t hesitate to contact us.

With the National Living Wage and National Minimum wages being increased this week, we have set out the increases below and a few easy mistakes which employers often don’t take into consideration when thinking about the minimum wage. 

The National Living Wage: 

The National Living Wage came into effect in 2016, providing legislation for employers to pay anyone over the age of 25 years and above a minimum amount. 

Currently the living wage is set at £8.21 per hour but this is set to increase to £8.72 an hour from the 1^st of April 2020 providing those who fall into this bracket an extra £1000 a year to their pay. 

The National Minimum wage: 

The National Minimum wage covers 4 age brackets and falls into 4 basic categories those aged 21 – 24 years, 18 – 20 years, 18 and below and those students who are currently earning though their apprenticeships. 

The table below sets out current minimum pay for the above brackets and the increases set to take place on the 1^st of April 2020.

Although most companies aim to always remain compliant when it comes to the above minimum wages, there are some common mistakes employers can fall short on.

• Including Tips as part of their wage. 
• Uniform requirements that push employees below the minimum wage. 
• Not updating an employee’s wage when they move into the next age bracket or keeping track. 
• Not including time to change into uniform, team meetings and briefings and traveling between work meetings or different work sites. 

These are easy enough mistakes but they have a big impact on employees being paid less and a big impact on you as the employer, not only does it take time to correct these mistakes, it can also have a detrimental effect on the business reputation and even cause legal cases to be raised and prosecution against the company. 

Its imperative employers make sure processes and procedures are in place, good systems and technology and that HR and Payroll staff are fully up to speed with any updates and changes. 

If you are getting set for the increase and would like some further advice, please get in touch and we would be happy to assist.

Recruiting new employees can be a costly and time-consuming process for many organisations; it often uses a lot of time and resources, but doesn’t offer any guarantees. No matter what size organization, a recruitment agency can help meet the changing needs of your business by finding quality candidates and assuming a variety of staffing needs.

There are a number of reasons why an employer may decide to outsource their hiring process; we have outlined some of the main advantages below:

1. Recruiters save employer’s time.

Hiring talent into your business can be long and often stressful. Advertising and screening CVs is often the most time consuming process and can be difficult to manage, as you can only tell so much from a CV. Working with a recruitment agency will help, as this would be taken care of and only the suitable candidates will be sent for you to look at. This means you have more time to get on with your actual job and it will also give you a peace of mind that you will be receiving only the right candidates for your vacancy. 

This is a great advantage that can significantly shorten the full recruiting process. In other words, you can hire the best candidate much faster!

2. Advertising made simple.

Advertising jobs can often be a frustrating process for companies, especially due to the skills gap in the current labour market. Firstly it tends to be quite expensive, as job boards tend to charge a lot more for job posting if you are not buying in bulk. 

Secondly, just because you have advertised your job on multiple job boards doesn’t mean that you will attract the right candidates. Sometimes when employers advertise vacancies, they do not receive applications with the skills they are looking for. They are recruiting for an experienced candidate with certain skill set, but the CVs they receive simply don’t hit the mark. Often, this is down to poor marketing; the high-calibre people they need simply don’t see the advert. And if they aren’t aware of the opportunity, they can’t apply for the job.

Also, working with a recruitment agency offers you the ability to reach a huge number of highly relevant and talented candidates through their database and existing relationships.

3. Good knowledge of the market.

Any great recruitment agency will have great recruitment consultants who have in-depth knowledge of the market. Firstly they will know the current recruitment trends. This will offer you insight into what competitors are offering for similar positions ensuring you are not setting yourself up for a difficult and sometimes impossible task of attracting talent into your business. 

Secondly, any great recruitment consultant will have a solid understanding of the professions and industries they are supplying. This really helps to target the right candidates for the position and means that when a CV is put in front of you it will most of the time be a quality and highly relevant CV. 

Employers don’t need to go alone, when it comes to hiring. The benefit of a recruitment agency, such as Direct Response is that we can help businesses and organisations access the skills and experience they need, in good time, without breaking the bank. If you are currently recruiting and would like to discuss the services we offer, then please don’t hesitate to contact one of our friendly consultants.

Many agency workers are not convinced they understand how the holiday is accrued and how many days exactly they are entitled to when working on temporary basis.  Please keep on reading if you would like to find out more on holiday pay and entitlement. 

How is it calculated?

As a temporary worker you should receive at least 5.6 weeks’ paid holiday a year pro rata. This is the statutory entitlement that all employers must provide as an absolute minimum.

As an agency worker, your hours and pay may vary considerably over time depending on the hours you have worked each week. If this is the case, your earnings over the most recent 12-week period are divided by the hours worked over the same 12 weeks to give you an average hourly rate and determine your holiday pay. If you did not do any work at all in one or more weeks, you simply discount that week and move to the week immediately before it, until you have a total of 12 weeks’ work and pay on which to work out your average hourly rate.

(Note that the government plans to change the law. From April 2020, holiday pay for workers whose pay varies will be averaged over 52-weeks instead of 12.)

If you are not satisfied and feel your holiday entitlement is incorrect, please speak with your consultant or the accounts team and they will be happy to investigate and look into the matter.

Possible changes after 12 weeks.

It is worth knowing that your holiday entitlement may change after completing 12 weeks of work. 

In addition to your statutory holiday rights under the Working Time Directive, agency workers have extra rights under the Agency Workers Regulations. In particular, since 1 October 2011, temporary agency workers have had the right to the same holiday entitlement (pro rata to their hours) as a comparable direct hire employed by the hirer to do the same job. This right applies once the agency worker has completed a 12-week qualifying period.

For example, if the hirer’s employees are doing the same job as you are and they are entitled to 35 days’ holiday a year, you will also be entitled to 35 days, once you have completed the 12-week qualifying period.

If you work part-time, your leave entitlement can be calculated on a pro rata basis. In other words, your entitlement will be proportionate to the hours you work. For example, if you only work six months rather than a complete year, you will be entitled to half the annual entitlement.

After qualifying for equal treatment (after 12 weeks), you should be treated the same as the hirer’s employees when requesting and being permitted to take holidays. You will also be entitled to equal treatment on enhanced pay for working on bank holidays or public holidays, and the right to time off on bank holidays or public holidays.

Please remember you must take your holiday in a period called a ‘leave year’. Your contract or Written Statements will say when that begins and ends. It might not be the same as the calendar year (e.g. April to March)

Help and Advice

Your recruitment agency should be your first point of contact if you are concerned about your holiday pay or benefits. At Direct Response Employment we explain all your rights upon registration and all workers who have joined Direct Response will have this information in writing in their Assignment Details and in the agency workers handbook.

You might have an impressive CV and engaging cover letter, but finding those roles and being invited to an interview is still a challenging task. Recruitment agencies might sound scary and unpromising, but they can seriously fast-track the recruitment process and help you find the perfect role! Many think that recruitment agencies are only for those looking for temporary, short-term positions, however depending on the agency you choose they provide services within different sectors.

As a recruitment agency we provide support to local companies within Wiltshire and Somerset. We work with a large selection of industries and can help find you a role within the following sectors: office, engineering, manufacturing, catering & hospitality, accountancy and driving. 

Working with a recruitment agency can be a great option for many job seekers. We have outlined some of the most important advantages of working with a recruitment consultant. 

1. In-depth job search.The advantages of using a recruitment agency are clear when you look at how they can help tailor your job search. Skilled recruiters will know their clients well – and the roles they have available. As a result, they will be able to target the vacancies they can put you forward for.With a recruitment agency helping you with your job hunt you will be put forward for roles that are right for you, as oppose to applying blindly to companies with only the job description to have a look at.
2. Variety of positions and duration.Depending on the recruitment agency, they can provide temporary, contract and permanent positions which offers you the flexibility whether you’re looking for a temporary role when in between of jobs or when you would like to move on in with your career in a permanent position. Also, you can find a job in almost every industry through an employment agency.
3. Support throughout.A recruitment agency is built on the skills of its recruiters – they know the job market, they’re experts in interviewing and skills assessments, they know their client’s requirements and they know how to help you shine in the eyes of the employers.A great recruitment agency will be able to help you strengthen your interview skills, tidy up your CV and focus on your career goals.  
4. Feedback.

Finally, a recruitment agency will help you go onwards and upwards by providing constructive criticism and feedback. If you didn’t quite get that job after an interview, recruiters will be able to help you understand why and then help you strengthen your interview skills or otherwise in time for your next attempt.

Recruitment agencies can turn a month-long search into one that lasts just a few days. Knowing when and how to use them effectively can not only reduce the stress of recruiting, it can help you guarantee a long-term hire. Don’t be scared – call one of our friendly recruitment consultants now for more information and advice. 

In this week’s blog we will focus on how recruiters (or future employers) can create a great candidate experience. What is candidate experience? In its most simple definition, it is how job seekers see your brand throughout the hiring process –from job description, interview through to final offer. Is the process easy and comfortable? Or is it difficult and frustrating? Their experience will not only inform whether or not they take the job, but also how they portray the company to their network of other prospective talent.

What are the biggest mistakes when recruiting? How to improve the recruitment process? If you want to find out then keep on reading. 

1. Time We all know that hiring new talent is a time-consuming and costly process, but you need to make the effort and be as responsive as possible. This is because the demand is higher than the supply. In other words, there is a shortage of talent on the market and candidates expect better treatment if a company wants them on board.55% of candidates will give up on a position if they don’t hear back from the company after two weeks of applying. It’s simple – there are lots of opportunities and jobs to apply to, and if you’re taking too long, the candidates will go to an employer that appreciates their time moreThere are plenty of ways to cut down on your time to hire, but the first step is to analyse your current processes and find out the biggest time drains, so remember time is precious for both you and the candidate! 
2. Application process60% of job seekers have quit an application in the middle due to its length or complexity. A lengthy application process weeds out the candidates who aren’t as invested in or committed to working at your company. But top candidates have plenty of choices, and they won’t jump through hoops just to apply.Do you know what your application process is like? Try going through it as if you’re a candidate. See how long it takes, and if you’re asking questions that you could easily find out later. A good idea would be to add a simple and relevant question whenever someone applies for your job e.g. Do you have your own transport? This will be a quicker way for you to shortlist candidates.  
3. Communication

At the center of providing a great candidate experience is good communication. In surveys, candidates rated communication as the number one way to engage talent. For example, significant numbers of respondents reported that:

• Not receiving a basic application confirmation email created a bad experience.
• If they did receive an email, the communication was weak and inconsistent.

So how can you up your communication game? The best recruiters provide candidates with consistent communication – whether the news is good or bad. What you might do is create a well-written confirmation and follow-up emails so applicants remain interested in your company, regardless of the outcome of their application.

Finally, remember that a candidate experience shouldn’t end the moment they become an employee. Provide new hires with resources to succeed on the job. Your current staff can help with referring other applicants, which can increase your talent pool.