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Meridian is delighted to win Recruitment Campaign of the Year at The IRP Industry Awards 2019. We were recognised for a recruitment campaign we successfully executed for one of our Onsite clients, a leading meal kit provider. The campaign saw us supply up to 300 production staff daily, within a very tight labour market where competition for labour was very high and unemployment is 0.5%! Judges were impressed by Meridian’s partnership approach which saw them team up with local job centres to promote wellbeing initiatives, this along with the company’s disability confident status, encouraged some candidates who may not have felt confident to apply or enter the workforce, to engage. This resulted in Meridian attracting a new pool of candidates and helped position the client as an “employer of choice” locally. The client commented: “We have been partnering with Meridian for two years. Key to our successful Peak Delivery is the agency’s ability to resource temporary staff in a very tight local labour market. Competition for labour is very high in the local area and unemployment is 0.5% - consequently, we rely on Meridian to promote our business as the “assignment of choice” locally and provide upwards of 300 production staff per day.” The IRP Awards, held at The Royal Lancaster Hotel, celebrates the best of the best in the recruitment industry. Derek Skelton, CEO at Meridian Business Support, said: “I am delighted that our dedicated Onsite team has been recognised for its hard work and dedication to offering tailor-made recruitment solutions and coming up with an innovative campaign to attract candidates in a tight labour market. We are honoured to have been awarded the Recruitment Campaign of the Year Accolade. This campaign is representative of the service offered to all of our clients, not just this account so it’s fantastic to have the business recognised by such a highly respected industry body.” If you are struggling to find the right candidates in a tight labour market, please do not hesitate to contact us today! We have proven we are the experts in our field and would be happy to assist with your next recruitment campaign.

Established in 2004 at the instigation of the UK government, ALP is a specialist trade association promoting responsible recruitment and good practice for organisations that supply the workforce to the food processing, agricultural and wider consumer goods supply chain. The ALP influences government and regulatory policy and provides a range of very useful information and services to its members. The ALP’s mission is for “UK labour provision to be recognised as a model of global good practice” achieved through six policy focus areas: Supply Chain Partner – Driving awareness of the crucial role labour providers undertake in supply chains through the sourcing and supply of a high calibre future workforce. Access to Labour – Promoting national policy actions and developing industry capability to maintain ongoing access to an adequate labour supply of all skill levels. Fair Charge Rates – Promoting payment of fair charge rates to labour providers that enable business sustainability and do not foster worker exploitation or tax evasion. Fair to Workers – Supporting labour providers to meet legal and ethical responsibilities and to treat workers fairly and with respect. Fair Competition – Support for clear and proportionate regulation of labour provision that facilitates fair competition. Responsible Recruitment – Leading a stakeholder partnership approach to drive continuous improvement in responsible recruitment standards applied by labour providers. The ALP is governed by a Members’ Council of labour providers with an independent Chairman and Chief Executive and supported by the following team. Meridian's CEO Derek Skelton is a member of the council. The Association of Labour Providers (ALP) is the specialist trade association promoting responsible recruitment for labour providers. ALP represents and supports its members to ensure that the provision, use and management of labour in our sectors is recognised as a model of good practice. ALP Members range from small local labour providers to the largest national multi-sector suppliers. All organisations in the supply chain are welcomed as Associate Members.

Meridian has been a corporate member of the REC since 2000. Being a member of the REC means being among the best recruitment agencies in the UK. The REC represents a network of more than 3,500 recruitment businesses and more than 10,500 individual recruiters through its Institute of Recruitment Professionals. Maintaining and improving industry standards is a pivotal part of the work that the REC does, which means that all members’ sign up to the Code of Professional Practice and complaints and disciplinary process. In addition, all members’ must pass the REC’s mandatory Compliance test. Which ensures all REC members conduct themselves ethically and adhere to best practice. There binding Code of Professional Practice ensures all REC Members conduct themselves ethically and adhere to best practice. Click here to find out more.

The goal of any leader is, ultimately, to increase output. In the current volatile business climate simply maintaining allows other key players in the industry to gain advantage. However, simply brandishing a whip and telling your team to ‘work harder’ is far from a sustainable way to truly up productivity. Whilst you may see a small increase in output in the short term, of course any leader worth their salt will know that this simply cannot last, or will be at the detriment of quality and diligence. Truly increasing productivity isn’t down to one thing; like most elements of effective leadership, the concept should be approached with finesse and an overarching view of the business’ key functions – one of which should always be to ensure that workers are treated well and with respect. Simply pushing them to their limits will lead to high turnover, poor wellbeing and ultimately a complete breakdown in function. But then what works? How can leaders actually up productivity without compromising other areas? Read on to find out… Review functions Most workers aren’t performing as well as they can, but the truth is that it’s not their fault. Often, good workers simply pick up small voids left by others. This may be as simple as watering plants, or fixing the printer when it jams, yet these little incremental tasks take them away from their actual jobs and waste time. It may take just five minutes to fix a printer jam, but this one task takes them out of whatever they were doing and it may take more than half an hour to get back into the productivity ‘zone’. If you want to ensure that all workers are operating at 100%, take away the fluff that surrounds their core function. Promote breaks It sounds counterproductive, yet ensuing that workers are taking the time to mentally decompress between big tasks is massively beneficial to productivity. A survey conducted by Tork in the US last year found that those who took a fifteen-minute break between big tasks to decompress were not only 38% happier at work, but also 22% more productive; the study also found that the quality of their work was better. So, to do more, professionals must work less. Set small goals It’s all well and good aiming for a grand company objective – yet often this is vague and sets no roadmap to strive for. Your workers don’t need to know that they’re aiming for ‘excellence’ in customer service. This is a given, and provides absolutely no aide in getting there. Instead, set smaller, far more achievable goals with tangible roadmaps to success. Instead of ‘excellence’, why not ‘Upsell THIS service to 10 customers today’. This is easily achievable, and ups productivity through proper guidance. Consider work-life balance No professional is at their best when they can’t mentally divide themselves for their work. Burned out workers get ill, they let things slip and their wellness evaporates, along with their drive and purpose. ONS research suggests that work-related stress was the single largest cause of workplace absence last year. And if you’re their manager, it’s your fault, not theirs. Fight this by ensuring that they aren’t messaged about work outside of work hours, that they go home on time every day, and that they don’t work in evenings and weekends. By dividing these two worlds, they’ll be far more refreshed and ready to work. Promote collaboration Good teams work together to achieve goals, and as a worker, knowing that you have a vast network of expertise that you can call upon if you’re stuck is a massive advantage. But this doesn’t come naturally. Workers are far more likely to simply try and keep their workloads to themselves – so it takes the promotion of collaboration from managers to make it happen. Source: Executive Grapevine

The word depression is used in many different ways. Everyone can feel sad when bad things happen. However, everyday sadness is not depression. People may have a short-term depressed mood, but most manage to cope and soon recover without treatment. A clinical depression lasts for at least two weeks and affects the person's behaviour and has physical and psychological (emotional and cognitive) effects. It also interferes with their ability to work and to have satisfying personal relationships. Depression is a common but serious illness and can be recurrent (people recover but develop another episode later). Symptoms of Depression The World Health Organisation states that a person who is clinically depressed will have at least two of the following symptoms for at least two weeks: An unusually sad mood that does not go away Loss of enjoyment and interest in activities that used to be enjoyable Lack of energy and tiredness People who are depressed can also have other symptoms such as: Loss of confidence in themselves or poor self-esteem Feeling guilty when they are not really at fault Wishin they were dead/suicidal thoughts Bleak and pessimistic views of the future Having difficulty sleeping or sleeping too much Loss of interest in food or eating too much, leading to either loss of weight or putting on weight How many symptoms someone has depends on how severe their depression is. Here is a guide to the severity of depression: Mild depression: 4 of the 10 symptoms over the past two weeks. Moderate depression: 5-7 of the 10 symptoms over the past two weeks Severe depression: 8 out of the 10 symptoms over the past two weeks. Where to go for help? We have put together a list of helpful resources and organisations that can help you or someone you know if they are suffering from depression or any mental health issue. Source: MHFA England

Stress is everywhere and whilst a little stress is OK and some can actually be beneficial, too much stress can wear you down and make you sick, both mentally and physically. Stress can come in many different forms: Physical stress - late nights, binge drinking, illicit drug use, lack of routine, poor diet, illness Environment stress - poor housing, social isolation unemployment, new environments to adjust to such as moving house or holidays Emotional stress - relationship problems, peer pressure, expressed emotion within the family home, conflicting cultural values and beliefs, leaving home, marriage Acute life events - bereavements, physical illness/accident, arrest/imprisonment, fights, pregnancy and childbirth, rape and assault. Chronic stress - accommodation problems, debts, prolonged use of drugs and alcohol. Mental health issues can also become a chronic source of stress in and of themselves. The first step to controlling stress is to know the symptoms of stress but recognising stress symptoms may be harder than you think. Most of us are so used to being stressed, we often don't know we are stressed until we are at the breaking point. What are the symptoms of stress? Stress can affect all aspects of your life, including your emotions, behaviours, thinking ability, and physical health. No part of the body is immune as illustrated in the infographic above. But, because people handle stress differently, symptoms of stress can vary. Symptoms can be vague and maybe the same as those caused by medical conditions. So it is important to discuss them with your doctor. You may experience any of the following symptoms of stress. Stress in the workplace The Health & Safety Executive (HSE) has identified six main sources of stress in a workplace environment, which impact not only individual health but also organisational health. These are: 1. Demands (workload, finances, work pattern and work environment) 2. Control (how much say the employee has in the way they work) 3. Support (from the organisation, line manager and colleagues) 4. Relationship (promoting positive working to avoid conflict and dealing with unacceptable behaviour) 5. Role (if employees understand their role and whether the organisation ensures that they do not have conflicting roles) 6. Change (how change is managed and communicated) ​Help is available Stress is a part of life, what matters most is how you handle it. The best thing you can do to prevent stress overload and the health consequences that come with it is to know your stress symptoms and ask for help when it is needed. We have put together a list of helpful resources and organisations that can help you or someone you know if they are suffering from stress or any mental health issue. Sources: MHFA England, WebMD

Mental health issues in the workplace are common, research indicates that one person in four experiences some form of mental health issue in the course of a year, and estimates suggest that at least one in six workers experience depression, anxiety or stress-related issues at any one time. Throughout the course of any person's life, it is highly likely that they will either develop mental ill-health themselves or have close contact with someone who does. There are many different conditions that are recognised as mental illnesses. The more common types include: Depression Anxiety Eating disorders Self-harm Psychosis Substance misuse In the coming weeks, we will be looking at each of these conditions in more detail. Please click here to access our useful mental health resources.

Meridian is holding a recruitment event in Linwood, Paisley on the 13th December to recruit Disability Assessors. Open Positions PIP (Personal Independence Payment) - Disability Assessor We will take the following specialities for this role: Registered Nurse (RGN, RMN or RNLD) Occupational Therapist Physiotherapist Paramedic Locations We have a number of Disability Assessor roles based in Paisley, however, there are also positions available throughout Glasgow and Scotland Requirements Must be registered with either the NMC or HCPC with 2 years post-graduate experience What to wear Dress code is Casual (come as you are, but please be presentable) Event Location Atos, Pavilion 2, St James Business Park, 83 Linwood Rd, Paisley, PA3 3BB Event Perks Chance to see a working office environment Meet current assessors and discuss their experiences Start an application with an experienced consultant Snacks and refreshments Company merchandise and job packs Raffle – every attendee gains automatic entry into our raffle with a chance to win a fantastic prize Referral bonus – bring a friend who meets the requirements and gain an extra entry into the raffle Form ID:5085 About the company Independent Assessment Services (IAS) delivered by Atos is an independent assessment provider assessing Personal Independence Payment (PIP) cases on behalf of the Department for Work and Pensions (DWP). IAS job is to help the DWP understand how a person’s health condition or disability affects their daily lives. The team of trained Health Professionals includes Registered Nurses (RGN, RMN or RNLD), Physiotherapists, Occupational Therapists and Paramedics. All our team are experienced practitioners and trained as Disability Assessors. IAS delivers PIP assessments in: Scotland, North East and North West of England as well as London and Southern England About the role The purpose of the role is to provide the DWP with a report that meets their required quality standards and forms part of an evidence pack. This allows them to make a decision on a person’s PIP claim. In order to be able to carry out assessments, comprehensive training and mentoring support is given, with final approval to be able to carry out the role being given by the Secretary of State. The Personal Independence Payment (PIP) was introduced in 2013 to replace the Disability Living Allowance (DLA). PIP is designed to help towards some of the extra costs incurred as a result of living with long-term ill health or a disability and is focused on the extent to which an individual’s health conditions may impact on their daily life, rather than the health conditions themselves. The role sees you carrying out functional assessments of Personal Independence Payment (PIP) cases on behalf of the Department of Work and Pensions (DWP). You will be the first person to review PIP cases, including terminal illness cases and cases where further evidence has been requested or submitted. Meridian Business Support Meridian Business Support is a multi-sector employment agency with branches across the UK and 30 years of recruitment experience. We have a branch based in Liverpool that specialise in disability recruitment. The team of Senior Consultants in Liverpool have an in-depth knowledge of the sector and a track record of placing candidates into these roles. You will have a dedicated consultant who is on call to answer any questions and take you through the application and interview process as well as arranging your start date/training date. If you have any questions about the event or recruitment in general, please contact Martyn Cahill: Tel: 07500 827 519 - Email: mcahill@meridianbs.co.uk

Mental health issues in the workplace are common, especially depression, anxiety and problems related to stress. Research indicates that one person in four experiences some form of mental health issue in the course of a year, and estimates suggest that at least one in six workers experience depression, anxiety or stress-related issues at any one time. Throughout the course of any person's life, it is highly likely that they will either develop mental ill health themselves, or have close contact with someone who does. A large part of our daily lives is spent at work, so chances are high that at some point we will encounter mental ill health in our staff, colleagues or ourselves. Mental health in the workplace and the wellbeing of our employees is very close to our hearts at Meridian and we recognise that wellbeing affects both work life and life outside of work and therefore, to be fully engaged and enjoy coming to work every day, people need to achieve a healthy balance between the two. Looking after our people’s wellbeing is extremely important to us, so we try and do this in a number of ways. All of our directors and managers are trained in mental health awareness and we have two dedicated mental health first aiders that all staff can call upon. Employees and their families have access to an employee assistance programme which is a confidential helpline and counselling service, manned by trained counsellors, that offers advice and guidance on a vast range of topics including relationships, finances, legal matters and health concerns. We organise regular wellbeing activities for staff such as yoga, meditation and mindfulness sessions and pizza and massage days. We recognise how important it is for people to have flexibility in their working lives and our managers are empowered to support ad hoc flexibility at team/branch level. We also have a range of more formal flexible working arrangements in place such as reduced hours and staggered start and finish times. The mental wellbeing of our temps is also very important to us; research has shown that the expansion of the so-called gig economy, where flexible patterns of employment are more common, is leading to a rise in mental health issues in temporary workers. With this in mind, we have created a page of useful mental health resources on our website that both our employees and our temporary workers have access to. Please click here to access our useful mental health resources.

The following steps have been researched and developed by the New Economics Foundation and the Mental Health Charity Mind. Connect There is strong evidence that indicates that feeling close to, and valued by, other people is a fundamental human need and one that contributes to functioning well in the world. It’s clear that social relationships are critical for promoting wellbeing and for acting as a buffer against mental ill health for people of all ages. With this in mind, try to do something different today and make a connection. Talk to someone instead of sending an email Speak to someone new Ask how someone’s weekend was and really listen when they tell you Put five minutes aside to find out how someone really is Give a colleague a lift to work or share the journey home with them. Be active Physical activity is associated with lower rates of depression and anxiety across all age groups. Exercise is essential for slowing age-related cognitive decline and for promoting well-being. But it doesn’t need to be particularly intense for you to feel good - slower-paced activities, such as walking, can have the benefit of encouraging social interactions as well providing some level of exercise. Today, why not get physical? Here are a few ideas: Take the stairs not the lift Go for a walk at lunchtime Walk into work - perhaps with a colleague – so you can ‘connect’ as well Get off the bus one stop earlier than usual and walk the final part of your journey to work Organise a work sporting activity Have a kick-about in a local park Do some ‘easy exercise’, like stretching, before you leave for work in the morning Walk to someone’s desk instead of calling or emailing. Take notice Reminding yourself to ‘take notice’ can strengthen and broaden awareness. Studies have shown that being aware of what is taking place in the present directly enhances your well-being and savouring ‘the moment’ can help to reaffirm your life priorities. Heightened awareness also enhances your self-understanding and allows you to make positive choices based on your own values and motivations. Take some time to enjoy the moment and the environment around you. Here are a few ideas: Get a plant for your workspace Have a ‘clear the clutter’ day Take notice of how your colleagues are feeling or acting Take a different route on your journey to or from work Visit a new place for lunch. Learn Continued learning through life enhances self-esteem and encourages social interaction and a more active life. Anecdotal evidence suggests that the opportunity to engage in work or educational activities particularly helps to lift older people out of depression. The practice of setting goals, which is related to adult learning in particular, has been strongly associated with higher levels of wellbeing. Why not learn something new today? Here are a few more ideas: Find out something about your colleagues Sign up for a class Read the news or a book Set up a book club Do a crossword or Sudoku Research something you’ve always wondered about Learn a new word. Give Participation in social and community life has attracted a lot of attention in the field of wellbeing research. Individuals who report a greater interest in helping others are more likely to rate themselves as happy. Research into actions for promoting happiness has shown that committing an act of kindness once a week over a six-week period is associated with an increase in wellbeing. Source: Mind & New Economics Foundation