Built Environment Jobs

​The prospect of returning to the workplace following lockdown will no doubt be met by staff with mixed responses. While some employees may be raring to return, others are likely to face a range of barriers: from medical issues, fears for loved ones and workplace safety concerns, to travel-related and childcare obstacles. Normal absence management policies are unlikely to be suitable in the context of Covid-19.  So HR professionals need to think carefully about how to adjust those internal processes to fit the unusual nature of the post-lockdown return.  They also need to be ready to respond to, and where necessary accommodate, individual employee’ circumstances on a case-by-case basis.Take a moment to see if the characters below are familiar to you…Shielding Shona… received a shielding letter, as she has severe respiratory problems, and has been self-isolating in accordance with government guidance since the start of lockdown.Protective Pete… is fit and well but is concerned about returning to work as his partner is pregnant.  He doesn’t want to risk picking up the virus at work and taking it home with him.  He also cares for his elderly mother who is vulnerable.Fearful Ffion… has expressed strong concerns about the risks of working on a production line as she does not feel that sufficient care is being taken to protect her health and safety at work.  She is also worried about travelling by tube to get to work.Struggling Stan… has three children of primary school age and is unable to return to the workplace until all of his children are back at school.Symptomatic Steve… has been contacted by the NHS test and trace service and is required to self-isolate for the next 14 days.Jet-set Josephine... booked a trip to New Zealand for a family wedding pre-lockdown.  She will need to self-isolate for 14 days when she returns, in accordance with government quarantine rules.Source: HR Grapevine

​In my 20 years at Meridian I have never seen the company operate so reassuringly well given the extraordinary circumstances that we are trading in at present. We have been fortunate to see some of our markets experience greater demands which has helped to support the divisions which have been hit hard. The sharp decline of the Built Environment business was concerning at the end of April. We were pleased to support on several Nightingale projects which kept many temps in work briefly but by the beginning of May we had fallen to below 40% of pre-crisis temp levels. Almost all branches were forced to reduce their headcount  with a number of  their colleagues being furloughed for most of the second quarter. I won’t pretend we are anything like back to where we were but with 50% growth in temp business from May to June, our Transportation and Infrastructure team finding new perm markets both home and abroad and with many colleagues now returning to work (if only part time to begin with) it does begin to feel like some momentum is building. With the exceptional hard work of all the teams and the sacrifices of those that were/are furloughed we still plan to emerge from this having made no job cuts. That would be the mark of a very successful year. Our main priority remains to protect our own staff but If you have been unfortunate enough to have been made redundant during this crisis please do get in touch as we are open to hiring new talent that can help us continue to grow. Richard Ewing | Managing Director: Built Environment, Health and Permanent Recruitment

Change 100 is an initiative run by our charity partner, Leonard Cheshire. It’s a programme of summer internships that aims to unlock the untapped potential of students and graduates with disabilities. It gives organisations access to a talent pool full of ability, creativity and insight. Leonard Cheshire launched Change 100 in 2013, with an ambition to change the employment landscape for disabled students and recent graduates. By working with their partner employers to develop inclusive workplace cultures, they aim to remove barriers and create opportunities for disabled people to achieve their potential. You can see more about Change 100 here: www.leonardcheshire.org/change100We were thrilled to get involved with this fantastic initiative and on the 1st July we welcomed Sam Jones into the business as HR Assistant. Here’s a bit about Sam in his own words.My name is Sam Jones and I’m a nineteen year old student, on an internship at Meridian Business Support as part of their HR department. I got the job after I went through an application process with Leonard Cheshire. They specialise in getting people who may fear they are under-equipped or not ‘good enough’ to get into work by offering them extra support and guidance along the way. Leonard Cheshire and their programme ‘Change100’ helped me get my placement with Meridian by matching me with a role which suited my needs – of which my biggest concern was being close to where I live so that I did not have to travel outside of my city to work. At the beginning of the application process, I hadn’t passed my driving test, I had failed twice and was close to giving up altogether, which was why I needed a job locally as I assumed I would have to rely on public transport. But I pushed myself to pass my driving test, and in February of this year I passed, third time lucky! In January of this year, I was debating whether I really could handle the anxiety and stress of applying for jobs. Six months later we were in a worldwide pandemic, and I had no idea if all my stress and sleepless nights would have been a waste after all. But I kept my hopes high and I DID NOT GIVE UP!! I stayed in touch with my network, attended meetings, asked questions to the Change100 staff to make sure I wasn’t falling behind, and one day Sarah Ward (my now Line Manager) messaged saying hello, and that I was now part of the team. My hard work and persistence had paid off. Life has shown me that you must never give up; push yourself, step out of your comfort zone, and keep on achieving. This is only my first step into full-time work, and after university the only thing that may hold me back will be me, and I’ve proven to myself that I shouldn’t let my worries hold me back.In my weekly blog, I will document my life on the job – challenges, achievements, highs and lows, this will be my way of sharing my experience with others to hopefully show that if you work hard and challenge yourself you can achieve things beyond your expectations of yourself. First weekFor someone that struggles with anxiety – and an unhealthy amount of overthinking, the fact that Meridian, and in particular the Head of Human Resources Sarah Ward, took so much time to put me at ease was absolutely incredible. Suffering with anxiety, I can’t help but create unlikely scenarios and worry about niche things, which can often lead to continuous nights of lost sleep, and the urge to distance yourself from whatever is worrying you. But Sarah emphasised from our first email that nothing was a stupid question, and she was going to be there to guide me from my first day of work to my last. From questions which most people would just figure out as they go along, such as ‘How bad is the traffic around that area’ etc., for me, these are things that I would prefer to know in advance and plan accordingly, but often feel too shy to ask as they feel like ‘obvious’ or ‘silly’ questions. But at Meridian, even just in my first week, I have absolutely understood that no-one there believes in stupid questions, and they are more than willing to help.Everyone has been so welcoming and kind, I don’t feel like ‘just an intern’, I feel welcome and already part of the family. Even the CEO took an hour out of his day to meet me, and we have since been in contact via text and e-mail. Every department is taking the time to reach out and introduce themselves, tell me a little about themselves and explain how and why they ended up doing what they are. This advice and experience is invaluable, as a young teenager soon graduating university and going into the world of work, hearing other professional advice in such a friendly and personal manner makes it easy to absorb the information and ask questions and have conversation about work, even in a more informal and friendly format. Richard and Sarah are also continuously going above and beyond to make sure I am okay and understand what is required of me. They both text and call regularly and take the time to make sure things are working and I have grasped it, rather than explaining it and leaving me to it. For me, this is perfect, as over-thinking can mean I am too worried to ask people to repeat steps in fear of annoying them, but they are so friendly and understanding, and make sure I have no questions before leaving me to my devices. My first week has genuinely flown by, and I have loved meeting everyone, and am greatly looking forward to the future.

Since the coronavirus pandemic hit British shores, some ‘non-essential’ businesses were forced to shut up shop as the UK went into a strict lockdown.The public were only able to leave their homes for essential trips such as to go food shopping or to collect medicine. Due to these restrictions, may businesses suffered particularly if they had no online presence to help them trade their way through the lockdown period.A well-documented example of this is Primark. In April, the Financial Times reported that the fashion brand, owned by Associated British Foods, was hit hard because it didn’t have an ecommerce wing. It was reported that sales had gone from £650million per month to zero, according to Consultancy UK. It was also reported that the UK Government’s CJRS furlough scheme prevented thousands of Primark staff from losing their jobs.Of course, for any employee, they will want to feel confident that the industry they are working in is robust enough to weather economic challenges, such as that posed by the coronavirus pandemic. Recessions can hugely impact consumer spending habits and this can hinder business as a result. In addition, if staff are made redundant due to a lack of company money, an organisation’s productivity levels could take a hit. A recent article from Point Franchise pointed towards three business sectors for those wanting to maximise their chances of surviving a recession.Businesses that sell ‘essential’ goodsWhile consumers may have curbed splurging on luxury items, they have still had to buy essential goods such as food, toilet roll and washing powder. During the pandemic, Glassdoor put together a list of companies experiencing a hiring surge in the UK due to increased demand. Among the list was Aldi, Tesco, Whole Foods Market and Co-op which is likely down to the ‘essential’ goods that they stock and sell.IT companiesDuring the coronavirus pandemic, companies have relied on technology to stay connected and to keep business ticking over. Recruitment firm Randstad Technologies told the website that the IT sector weathered the 2008-2009 recession better than any other sector, stating: “The growth in fin-tech jobs and IT security jobs [has] helped the tech sector do well compared to other industries.” So, it is possible that the same could be said for the pandemic as companies are constantly seeking new ways to improve efficiency, streamline processes and increase communication.Health-related businessesPeople will always need medication and treatment if they are unwell so any businesses offering products or services relating to this will likely always be in demand. When Prime Minister Boris Johnson enforced strict lockdown measures, the public were allowed to leave the house for things such as collecting medication, according to Metro. Therefore, this could be deemed one of the more recession-proof business sectors.​​Source: Executive Grapevine

​As the Coronavirus Job Retention Scheme (CJRS) – which was created by the UK Government and announced by Chancellor Rishi Sunak earlier this year to stave off mass redundancies due to the pandemic – shifts and winds down its central operations, many major employers such as Rolls-Royce, British Airways, OVO Energy and Travis Perkins have announced that job cuts have become a necessity.As a result, the recruitment market, which was until recently heavily candidate-led, has transformed. In fact, the latest data from jobs board CV-Library has revealed that competition for current roles has intensified to the point at which applications are up across the board by an average of 32%.The spike was most keenly felt in June when roles saw interest jump by over one quarter – there were a reported 106% more applicants battling for jobs than in the same period in 2019. And whilst the rise in applicants was felt across the whole recruitment market, several cities within the UK experienced even higher demand. These were:Leicester +47.6% Nottingham +45.9% Brighton +43.6% Leeds +43.6% Liverpool +42.4% Cardiff +41.2% Sheffield +39.4% Southampton – 38.6% Birmingham +35.8% Newcastle +34.1% The same can be said for the split across industries, with sales seeing the largest hike in prospective candidates of 82.5%, recruitment seeing a spike of 66.2%, design by 60%, marketing by 56.8% and administration by 56.5%.“The rise in applications will be welcome news to organisations that have struggled to source top talent in recent years. However, the sad reality is that hundreds of thousands of people have been forced to look for a new role because of the pandemic,” said Lee Biggins, Founder and CEO of CV-Library, who conducted the research.“Competition for these jobs is intensifying and businesses need to be sensitive of the situation and remember that employer branding is still important. Try to give constructive feedback, communicate your hiring timeline and be as honest and open as possible with candidates,” he added. When looking at average applications per vacancy in June compared to one year previous, it appears that the most competitive locations to find a job in right now are Bristol at 202.6% more applications per vacancy, Edinburgh at 165.5% more, Brighton at 149.9% more, Southampton at 148.1% more and finally Portsmouth at 122.2% more.HR Grapevine

Today is the last day of Meridian Business Support’s half year for 2020 and it has been a true roller coaster six months. The company is doing extraordinarily well in some pockets of the business and poorly in some other parts. Thankfully the good bits seriously outweigh the poor bits.A huge thank you to the magnificent Meridian team who are producing these superb results. We have begun the process of returning some furloughed staff to full time working, which is terrific news. The rest will trickle back over the coming months.Given the teams’ strong performance so far this year we have shut no offices and have made no redundancies. We fully intend to retain all of our staff and all of our offices.Indeed,we are looking to expand into new sectors and we are in discussions with a number of  people who have been let go by their last employers, who will expand the sectors that we are already operating in.If you are looking for investment, or a job with job security and you can bring something new and exciting to Meridian, please get in touch. We would love to hear from you. Come and join the Meridian family! We invest in people, because it is people that the make a business a success or a failure.Meridian Business Support loves its people. I am so proud of the business that our people are building, one temp, one perm placement at a timeStay safe and stay well.​​Derek Skelton | CEO

​Most people will be familiar with the term ‘fear of missing out’ (FOMO), however, a new term has come onto the scene which describes the exact opposite of this.A recent article from Metro reported on the term ‘fear of meeting up’ (FOMU) which was recently coined by the dating app Badoo.In response to UK Prime Minister Boris Johnson’s lockdown instruction and subsequent social distancing measures, people have been encouraged to stay away from others and to wear protective equipment such as face masks to contain the spread of the virus.With Johnson announcing the further easing of lockdown measures in England and a reduction in social distancing rules to “one-metre plus”, the public is becoming more and more able to meet others again – of course at a safe distance. Yet, it seems that some people are afraid of resuming normal life meaning that FOMU doesn’t just apply to meeting up with people for social occasions. This fear can be seen in professional life too.This is supported by statistics from Bupa Health Clinics which found that 65% of employees are anxious about returning to the office. The most common concern was around the safe implementation of social distancing measures (46%), with the potential spread of infection and cleanliness of office premises also high up on the rankings. This research has demonstrated a high level of anxiety among staff when it comes to returning to work, therefore the HR function should think about how they can support colleagues.What can HR do?Adhering to the UK Government’s ‘COVID-secure’ guidelines is crucial to ensure that any returning staff are safe in their place of work, but it is natural that some people will feel anxious about going back to work after a long period of being at home.One way that this can be achieved is by listening to the concerns of employees and acting upon it in a way that can counter their anxieties.Another way to achieve this is to communicate with staff about the health and safety measures that have been put in place ahead of their return. Cary Cooper, Professor of Organisational Psychology and Health at the Manchester Business School, previously told HR Grapevine that employers should have a re-induction phase.“What every HR department should be doing now is a virtual video of what the office is going to look before people join it,” he explained. Knowing what to expect when they reach the office will help put their minds at ease, particularly if they have a public transport commute to worry about.Finally, if lots of employees are feeling anxious about the return to work, HR may want to consider whether it is the right time to bring them back. If an employees’ job allows them to work remotely, and they would feel more comfortable doing so for the time being, then it may be worth pursuing this. Of course, this can be reassessed on a regular basis.

​Has COVID-19 turned your job search upside down? You’re certainly not alone according to an article by Standout CV. These unprecedented times have affected employers and professionals across the nation. In fact, many businesses have had to adapt to operating remotely; and some have had to close altogether.  As a result of this, some employers have temporarily slowed down their hiring efforts; while others have had to learn to conduct their recruitment strategy digitally, to abide by social distancing rules.  But just because COVID-19 presents some challenges to your job search, you shouldn’t give up. To help you through these uncertain times, here are six top tips for job searching during the coronavirus outbreak.Attend virtual events  Just because it’s no longer possible to attend events in person, it doesn’t mean they aren’t taking place. Several providers have now taken their careers fairs online to provide a virtual experience for job hunters.  For example, Talent Fest 2020 and STEM Women, both have virtual events coming up that enable job hunters to access career advice and opportunities, as well as watch talks from employers and industry leaders.So, log on to careers sites within your industry and book onto as many fairs, courses and live chats as you can!Consider a different industry (for now)  If you are unable to find any inspiring roles in your industry, why not consider choosing a different sector for the time being?Supermarkets, warehouses, farms and care homes are just a few of the types of organisations that are desperate for workers right now.  This doesn’t need to be a permanent career path. Merely a temporary solution which enables you to keep earning money, fill the gap on your CV and show you were willing to take on a new role during the fight against COVID-19. As well as showing future employers that you’ve got an incredible work ethic, these roles can also equip you with a stronger set of transferable skills to shout about on your CV, cover letter and during interviews. Continue to boost your CV  As a result of the ongoing lockdown, it’s likely that you’ve found yourself with more time on your hands than ever before. So why not use this wisely to continue boosting your CV? Consider taking an online course, learning a new skill set or even starting up a new hobby. The good news is, there are plenty of free or budget-friendly resources out there that you can use. For example, apps like Duolingo are ideal for learning a new language, while online courses are in abundance across a multitude of sectors. In addition, there are thousands of YouTube tutorials are available at the tip of your fingers.Work on a side hustle  Similarly, with more downtime on your hands, now could be the perfect opportunity to start a side hustle or do some freelance work. This will provide you with both an income and more experience for your future CV; it’s a win-win. Some examples of lucrative freelance jobs you can do from your laptop include copywriting, accounting, web design, administration work and online teaching (depending on your skillset, of course). Expand and engage your network  It pays to continue growing your network, because you never know when someone might reach out to you with an exciting opportunity.  While you might not be able to attend events and meet people in person, you can continue to engage with and expand your network online.  So, use LinkedIn and industry forums to post articles, share ideas and comment on content from others in your industry. You can also engage with your favourite brands and companies through social media platforms like Twitter and Facebook.Keep applying during COVID-19 It can feel disheartening when you haven’t got many roles to choose from, especially if the competition is tough. But it’s important that you continue applying and keep up the momentum.  This will not only increase your chances of landing a job, but also means you’ll be on the radar of employers once this is all over and many begin ramping up their hiring efforts once again.Are you prepared for a different type of job search?  Ultimately, your job search is going to be a little bit different right now. But, there are several ways you can continue to boost your employability and search for your dream role.  Keep in mind that everyone has been affected by COVID-19 and the subsequent regulations. So, it may take longer than usual for employers to get back to you; and you may have to take part in phone or video interviews.  Using our six tips above, you can bolster your CV and continue your job search despite this ongoing uncertainty. Source: CV Library, StandOut CV

This week (22nd - 26th June) is World Wellbeing Week! Now in its second year, Wellbeing week provides the opportunity for participants worldwide to promote an overall awareness for the wide-ranging aspects of wellbeing, including social, physical, emotional, financial, career, community and environmental wellbeing.​We wanted to take this opportunity to focus on the importance of wellbeing whilst working from home. With the steep increase in remote working tools such as Slack, Microsoft Teams and Zoom, it’s possible for employees to be ‘plugged in’ to work for far longer, as on average, those working from home are racking up an extra 28 hours of monthly overtime since lockdown began. It equates to nearly four days’ work.As research recently commissioned by LinkedIn and the Mental Health Foundation, has revealed that four in five (79%) think that the extended period of remote working has encouraged a culture dubbed ‘e-presenteeism’, meaning employees feel that they should be online and available as much as possible even if out of hours, or if they are unwell.Three-quarters (75%) feel that the issue has the potential to negatively impact employees’ mental health by causing additional stress, burnout and anxiety. And this isn’t lost on managers. More than half (54%) think mental health issues such as anxiety, burnout, isolation and loneliness have become more prevalent among employees in their company due to the impact of coronavirus on the way we work, and 56% fear lower team morale.So what can we do about it? Here are 5 easy steps to help you focus on your wellbeing whilst working remotely: ConnectDon’t be alone – there are many others in your situation right now. Speak to friends, family and colleagues about how they are managing. Try to maintain healthy social contact between co-workers and exchange notes on how you are each coping with working from home. The equivalent of a ‘virtual’ coffee machine chat can be achieved and maintained through social media, conference calling and/or a simple telephone chat, and is a healthy part of maintaining good working relationships. Whilst you might be relying on your line-manager for help and support at this time, remember that they might need support too – so check in with their wellbeing when you can.Get Active Exercise releases chemicals like endorphins and serotonin that improve your mood. If you exercise regularly, it can reduce your stress and symptoms of mental health conditions like depression and anxiety, and help with recovery from mental health issues.Be MindfulThink about the activities you genuinely enjoy and can lose yourself in, it doesn't necessarily have to be yoga or meditation but these are great for your wellbeing. Maybe it's a hobby you haven't done for a while but used to enjoy. Enjoying yourself helps beat stress. Doing an activity you enjoy probably means you’re good at it and achieving something boosts your self-esteem. Concentrating on a hobby like gardening, baking or reading can help you forget your worries for a while and change your mood.Keep LearningResearch has shown that education programmes provide a simple, low cost way of helping people to reduce symptoms of mild to moderate depression and anxiety. There are so many amazing, free webinars and podcasts available right now. It is a great time to take advantage of this and learn something new. Give to OthersPeople who are kind and compassionate see clear benefits to their wellbeing and happiness. They may even live longer. Kindness can also help reduce stress and improve our emotional wellbeing! Wow, there you go, lots of reasons to be kind and do something for other people. ​​

​Organisations may have tried to replicate the traditions of the pub after work on a Friday by hosting a virtual drinks session where employees can reflect on the working week and catch-up with one another.But, given that a large portion of employees are still working at home due to COVID-19, it is possible that some may be feeling a little drained by the repetition of virtual drinks on a Friday.So, what other activities can HR and employers host to get employees together and to promote a positive culture other than clinking glasses to mark the end of a long week?HR Grapevine has collated five different tips below…Bring your pets to the virtual meetAs a nation of pet lovers – and as a population that has endured weeks of distraction from fluffy tails and tiny paws while working from home – a Friday virtual meet-up may be the perfect opportunity to get your furry friends involved.Read more Less than one-third of employees feel like they belongBack in the office, some firms such as Amazon, Google and Ben & Jerry’s allowed staff members to bring pets in from time to time, so why not make your remote office dog-friendly too?When employees are downing tools for the day and are looking for something other than virtual drinks, getting together and bringing pets onto the call may be a good way to boost spirits and morale.Host a work quizFor weeks, employees may have used virtual quizzes in their personal lives as a way to stay in touch with friends and family and to have fun over the weekend. Given that virtual communication has substituted human contact for quite some time, it is possible that there is a level of apathy towards the traditional way that these quizzes are run.But, these quizzes don’t always have to be based on trivia and general knowledge; they can be made personal to allow staff to get as involved as possible – and it may even help teams get to know each other better.One example of this could be to circulate photos of colleagues’ desks with a small clue hinting at who it belongs to and ask staff to guess whose set-up it is.In addition, sharing emoji quizzes and guessing which baby photo matches up to which colleague could be a good way to keep staff engaged.After work yogaThroughout this period of homeworking, the physical wellbeing of some employees has taken a hit, particularly if they don’t have the correct or comfortable desk set-up.So, to help employees relax– and as a way to help alleviate aches and pains – organisations could host virtual yoga sessions after work.From our content partner Workplace Culture Change during the COVID-19 CrisisThis could also be a good way for people to down tools and for them to separate personal and professional life.Host a virtual bake offFor all of those Bake Off lovers out there, hosting a virtual cookery competition could be a good way to get employees chatting and engaging about something other than work.Getting employees to try their hand at baking a cake and showcasing their efforts over video call, in return for a score from critiquing colleagues, could be a nice way to wind down after work.To make it inexpensive and accessible to all staff members, employers could set a maximum five pound spend limit. This should also encourage employees to get creative too.Do virtual bingoAnother alternative to Friday work drinks is hosting a virtual bingo session. Assign one employee as the online bingo caller and employees can either play using a virtual bingo card or by printing off their cards so they can complete it on paper.Source: HR Grapevine