Administration & Office Jobs

In the current climate, with businesses closed across the country and face-to-face interviews no longer taking place, more and more people are turning to video technology to maintain momentum with their hiring plans. And quite right too! History has proven time and time again that businesses that adapt to change and that innovate are the ones to prosper. Don’t let the current situation hold you back from achieving your goals. Positions still need filled, and you can still secure great candidates and get them up and running remotely. The companies that will be least affected by the unforeseen challenges covid has thrown at us will be the ones that manage to maintain operations as close to BAU as possible. Don’t let social distancing stop you from securing your dream hire. Video interviewing software is the answer to business continuity. Here’s why…BUT FIRST CHECK OUT THE VIDEO! Flexibility If you haven’t explored video interviewing as an option before then you were actually already a little behind the curve as many businesses have been enjoying the added flexibility video provides since long before Corona prompted anything but a ‘yes please’ response. First off, there’s no travel involved. ‘Ideal,’ I hear you say. But not just in response to covid. It also means you’ll have access to candidates from further afield as they can interview from wherever, whenever giving you a much wider pool of talent to choose from. There’s also no time off required which is perfect for candidates who are considering their options but who might struggle to get time off from their current roles. With self isolation and social distancing on everyone’s mind, the flexibility video offers is essential for combatting the repercussions of COVID-19. Time We’ve all heard the phrase “Time is money” and we’re all guilty of complaining about not having enough of it. You've possibly said that you’d consider video before but just didn’t have the time to explore it properly. Plus, you were successful with your current processes, so why bother? Well, thanks to COVID-19, none of us have the luxury of meeting candidates in-person anymore. But that doesn’t mean you have to halt your hiring plans. It means that now is the time to explore video properly, to embrace the change and to make the best of a bad situation. Adding video interviewing to your hiring process increases the interview to hire ratio by 70%. In many cases you know within the first five or ten minutes if a candidate is right for the role or not, but with face-to-face you have no option to stop the interview. With video you do. We’ll conduct your first stage interviews for you. Then we’ll send these back to you in a candidate shortlist for review. So you’ve immediately skipped a whole stage in the process. Plus you’ve avoided needless diary coordination and saved yourself tonnes of time sitting through interviews (even virtual ones) with people you know aren’t the right fit. The best part is, we don’t charge you any more for this service! It’s all just part of our offering. Talent We’ve already suggested that those who are open to new ideas to ‘keep on keeping on’ during COVID-19 will be the ones who thrive once we’re through the other side. But there’s another consideration too. The fact is, people are still hiring. Agile businesses are determined to keep going and are not taking this lying down. If you’re not still hiring, you’re simply going to miss out on the best talent to those who still are. The ones who are changing it up and refusing not to move forward will reap the rewards. Everyone wants to work for people who care about their employees and who are determined not to be beaten. Introducing video to your hiring process instead of putting a stop to it until it’s all blown over ensures you’re not missing out. Be flexible, save time, get the best talent and keep your business moving forward.

Registered Nurse, Paramedic, Occupational Therapist, Physiotherapist Location: Linwood | Glasgow | Stockton on Tees Starting Salary: £32,000 + Excellent Benefits Meridian is looking for healthcare professionals who are seeking a more structured work - life balance; whilst still utilising their NMC or HCPC registration and working in a clinical role. These positions offer extensive further development and career progression. The Position These roles are office based and involve claimant contact via telephone interaction, as well as frequent contact with other healthcare professionals. Candidates will be reviewing a case load and completing a report based on medical evidence they obtain. Suitable candidates will be required to use their clinical knowledge and expertise to analyse medical evidence and prepare reports. This is not a data input role. You are responsible for clinically evaluating the route in which a claimant's PIP file is processed You will play a key role in influencing/enhancing a claimant’s journey. You will be responsible for deciding whether a claimant requires F2F consultation or home consultation. You will utilise their clinical knowledge/skills massively within this role as they are responsible for liaising with GPs, Consultants and Specialist Nurses. You will complete telephone assessments carried out with claimants as part of the role. This is an office-based role and no two days will ever be the same. Given the wide range of conditions and disabilities you will be analysing, each day will contribute to your expanding clinical knowledge. Training This is still a clinical role and recognised by the NMC and HCPC so revalidation will continue. A fully interactive process for signing off revalidation, which is managed by the CSL. Monthly 1-hour CPD modules topics. Career Progression There will be the opportunity to widen the scope of the role at specific points in the journey. At the 6-month mark, there are various specialist back office roles that clinicians can move into. Key Points Free On-site parking at the office Paisley. Up to 50% home working. (Currently 100% home working due to COVID-19) Flexible hours within role. CORE Benefits: Bonus structure scheme available up to potential £40,680 OTE (AFTER COVID-19) 25 days annual leave (plus all eight bank holidays) Private medical insurance Annual leave (buy/sell) Health screening NMC/HCPC fee reimbursement Continuous Professional Development & support with revalidation A stakeholder pension scheme with employer contributions of up to 10% of basic salary If you are interested in the Disability Assessor position and would like to start an application, then please click on the location you are interested in to apply and someone from the Meridian team will be in touch. ​Linwood Glasgow Stockton on Tees

The global pandemic has understandably led to a rise in mental health issues, so taking care of your mind as well as your body is really important. You may feel bored, frustrated or lonely. You may also be low, worried or anxious, or concerned about your finances, your health or those close to you. It's important to remember that it is OK to feel this way and that everyone reacts differently. Remember, this situation is temporary and, for most of us, these feelings will pass. There are a number of things you can do to help look after your mental health. 1. Talk about your feelings There is a reason why people say and problem shared is a problem halved! Talking can be a way to cope with a problem you’ve been carrying around in your head for a while. Just being listened to can help you feel supported and less alone. And it works both ways. If you open up, it might encourage others to do the same. Talking about your feelings isn’t a sign of weakness. It’s part of taking charge of your wellbeing and doing what you can to stay healthy. 2. Eat Well There are strong links between what we eat and how we feel, for example, caffeine and sugar can have an immediate effect. Food can also have a long-lasting effect on your mental health. Your brain needs a mix of nutrients to stay healthy and function well, just like the other organs in your body. A diet that’s good for your physical health is also good for your mental health. A healthy balanced diet includes: lots of different types of fruit and vegetables wholegrain cereals or bread nuts and seeds dairy products oily fish plenty of water. Eat at least three meals each day and drink plenty of water, the NHS advises we should drink about 1.2 litres (6-8 glasses a day) to stop us getting dehydrated. Try to limit how many high-caffeine or sugary drinks you have, and avoid too much alcohol. Plan you meals and pre-prepare meals where possible to ensure you make healthy choices and don't feel stressed or overwhelmed at meal times. 3. Keep in touch Strong family ties and supportive friends can help you deal with the stresses of life. Friends and family can make you feel included and cared for. They can offer different views from whatever’s going on inside your own head. They can help keep you active, keep you grounded and help you solve practical problems. There’s nothing better than catching up with someone face-to-face. But as that might not be possible right now, give them a call, drop them a note or chat to them online instead. Keep the lines of communication open. It’s good for you! 4. Exercise 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. According to advice from the World Health Organisation adults aged over 18 years: should do a total of at least 150 minutes of moderate-intensity physical activity throughout the week, or at least 75 minutes of vigorous-intensity physical activity throughout the week, including muscle-strengthening activities 2 or more days per week. older adults with poor mobility should do physical activity to enhance balance and prevent falls on 3 or more days per week. But any physical activity is better than none. Start with small amounts of an activity you enjoy such as walking or cycling and gradually increase duration, frequency and intensity over time. 5. Do something you enjoy Think about the activities you genuinely enjoy and can lose yourself in. 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. If you feel you are struggling with a mental health issue, there is a list of helpful resources and organisations here that may help you. ​ Source: Mental Health Foundation

Inspired by #MentalHealthAwarenessWeek we encouraged our staff to complete a random act of kindness with the most inspiring one receiving a £100 to donate to a charity of their choice. Our winner was Rob Latimer from Manchester M&E, who not only did something kind for someone, he made sure this gesture was passed onto others too! “Whilst fishing at the weekend (adhering to social distancing of course) a young lad realised he’d forgotten an essential bit of tackle. It’s only worth a couple of quid but he couldn’t fish without it. He shouted over to see if he could borrow mine – as it happens, I was just leaving anyway so left mine with him. He offered to give me £10 for it as it was the only money he had – I told him not to be daft but to make sure that he passed on the gesture to someone if he ever got the chance to. I went to the same pond the next day to go fishing and lo and behold the lad was on there again. He came over for a chat and I assumed he was going to return the tackle, but he explained that he’d already been able to pass on the good deed – another lad on the pond was now using my bit of tackle as he’d brought his own with him this time. The smallest of gestures has already made 2 young lads days and let them enjoy themselves – I have dreams of my baiting needle (the bit of tackle) being handed down from person to person, each time letting someone fish when they would have to have given up and gone home. Made my weekend.” Rob decided to donate £100 to Mental Health Charity Mind.

Change can be a daunting prospect. Whether this change is necessitated by positive transformation, or by the detrimental effects of adverse situations, employees are likely worried about the implications of such change on their careers. For example, digital transformation may well include optimising your business through the implementation of new technology. This is hugely positive for the business, in fact according to Forbes, companies that go through digital transformation see an almost immediate upswing in productivity of around 39% on average, yet whilst you’re thinking about how improved your prospects are due to the move, your employees will inevitably be anxious about whether this will be coupled with redundancies. Leadership through COVID-19 Another obvious example is the coronavirus pandemic. The virus necessitated a vast change in a very short space of time, meaning business as usual transformed almost overnight. Remote working, the reliance on comms tech and an as-yet unconfirmed drop in business may well be affecting top-line profits, but where leaders should be concentrating their efforts is on their people, who will no doubt be experiencing both physical and mental fallout as the crisis continues. So what are the essential keys to leading through times of change? We’ve compiled five of the core elements below. Clarity In both of the above examples, the most important factor is clarity. Whilst you’re in boardrooms discussing the ramifications of change, your employees are anxiously awaiting any information that they can process. Even if the news is bad, being honest and open with your staff not only shows them the respect that they deserve for their hard work, it also allows them to feel like you’re working with them, not against them. Even if you don’t know what the outcome will be, being honest and open about this will calm nerves, especially if you assure them that as soon as developments happen, they’ll be the first to know. Edelman research found that, in a survey of over 100,000 employees, 89% rated honesty and openness as the number one factors they look for in a good boss. Confidence Without the confidence to back up your decision-making process, it’s unlikely that employees will have any faith in you. However, don’t let your confidence be misguided; this doesn’t mean making knee jerk decisions based purely on gut feeling. Confidence should be a honed art form, founded in measured research and the advice of those around you. Business consultant Kimberley Penharlow recently told The Muse that confident decisions come from the following process: “Filter decisions based on when they need to be made, what their priority is, and their impact, whether it be on the business, the team, or another important factor.” Listening As outlined above, no leader should be making decisions in a vacuum. In fact, leadership teams shouldn’t even be doing this. The most important group of people with insight into the inner working of any company are its workers. Therefore, before pulling the trigger on major decisions in times of change, consult with your employees. You may well find that the varied perspectives from the people putting in the work on the front line give you a new outlook. Also, it’s worth noting that in Edelman’s research, the ability to listen was also rated very highly on employees’ lists of key boss attributes. Engagement An absentee boss is a useless boss. Yes, you may well be swamped with a mammoth to-do list, but just as important as signing off on projects and having leadership meetings is the ability to walk the floor of the office (or, under the current circumstances, taking part in digital team meetings). See the inner processes of your workforce and make the time to understand how they operate. Again, this is a knowledge-seeking exercise as much as it is a chance for your employees to feel your presence. This, however, doesn’t mean that you’re there to offer suggestions or demand changes to workflows – this is a slippery slope into micromanagement. Forbes research states that 85% of what we know, we have learned through listening, so just listen. Be mindful Before any decisions are made, before you open your mouth or create tasks for those around you, be mindful. You must appreciate that change is a hard concept to grasp. Chances are, in times like the present, employees are extremely stressed and anxious, and as such it’s just not feasible to expect the same kind of output you may otherwise expect from them. Put yourself in the shoes of those around you, and you’ll start to realise that everyone in your company has a different outlook, different motivations and different requirements. This is both the beauty and curse of the leadership role.

The third blog in our COVID-19 & Mental Health series looks at how Meridian has built Mental Health and Wellbeing into our company culture. Raising awareness of mental health and challenging the stigmas attached to it is, rightly so, receiving a lot of press at the moment. During COVID-19 employers worldwide adapt their operations in response to challenges posed by the COVID-19 pandemic and many workers have found their situations have changed and they are now dealing with a lot more stress whether they have been furloughed, working from home and /or homeschooling their children. But actions speak louder than words - perhaps now more than ever and with this in mind, increasing understanding about mental health is essential, not just for the benefit of our people but for our candidates too. Meridian have several initiatives to help create a mentally healthy workplace. Mental Health Awareness Training for all Managers Last year we sent our line managers on Mental Health First Aid (Mental Health First Aid) Training. The courses were delivered by Simon Osborne, a qualified MHFA Instructor at MHFA England. This training was designed to help managers identity those struggling with mental health issues which is now invaulable during COVID-19; our managers are equipped with the knowledge and understanding to indentify those struggling with the current situation and offer them the help that they need. Mental Health First Aiders As part of our campaign to raise awareness of Mental Health issues in the workplace, Meridian has two dedicated Mental Health First Aiders. A Mental Health First Aider in the workplace is the go-to person for anyone who is going through some form of mental health issue. This person may have to have an initial conversation with a colleague. The first aider will be present to help guide the person in distress to the relevant help that they need. The 24hr Helpline The Employee Assistance Programme (EAP) we brought in last year is now more important than ever and we promote it to our staff at every opportunity. The EAP is a free 24/7 counselling service available to all our employees and their families offering free & confidential advice on a wide range practical & personal issues. Communication During COVID-19 when all staff have been working from home we have made sure that we communicate with our colleagues on a regular basis including those we have had to furlough. It is vital that everyone feels part of a team especially whilst remote working, which can be isolating. We encourage regular team video catch-up meeting, the Chief Executive emails the business everyday and we have a monthly internal communication called Meridian Matters that keeps all staff up to date with what is going on in the business. Learning & Development With many people unable to work, either because they are self-isolating or are on furlough, our Learning & Development team have provided our staff with a guide designed to prompt a few learning and development ideas and make your development time productive and, hopefully, fun! The Meridian Learning and Development (L&D) Team also provide opportunities for continuous professional development. Firstly, there is our online learning platform Litmos Heroes. It's free, available 24/7 and provides a huge range of courses, workshops and videos, including IT Skills, Presentation and Public Speaking, Negotiation and Influencing and Project Management skills. These bite-sized courses are quick and easy to complete. The L&D Team also scheduled professional development workshops online via our WebEx Training Centre. Running workshops on a wide variety of topics, including Candidate Management, Employment Law, Negotiation Skills, Time and Project Management, Sales Development and many more. Time for Shopping We understand that some of our staff are not only looking after themselves and their loved ones during this crisis, but looking after looking out for their friends and neighbours as well. In recognition of this, during these exceptional time of the pandemic, the Board offered all staff the opportunity to take a couple of hours off a week to allow time to go shopping during the day to support your elderly and/or vulnerable relatives, friends & neighbours. We hope this gesture helps to the relieve the pressure for some of our staff and would benefit their wellbeing. During normal circumstances we also offer our employees time off for 'moments that matter' like school sports days and plays and we look forward to getting back to the office for our Yoga, Mindfulness, Massage and Pizza days! Useful resourses: Mental health issues in the workplace are common, especially depression, anxiety and problems related to stress. Mental health in the workplace and the wellbeing of our employees and temporary workers is very close to our hearts at Meridian, click here for a list of helpful resources and organisations if you feel you are struggling with a mental health issue.

Recent events have forced both employees and employers to work differently. Offices, restaurants, leisure facilities and pubs were all forced to shut following the UK Government’s guidelines to enforce a nationwide lockdown in an attempt to curb the coronavirus outbreak, which has drastically changed the world of work. However, new research has confirmed that many UK professionals will reduce their time spent in the office, due to the new working patterns that have been prompted due to COVID-19. In fact, almost half of Brits predict a permanent change to their employers’ approach to flexible working once the lockdown lifts and people are allowed back to work. According to O2 Business’ new report The Flexible Future of Work, conducted in partnership with ICM and YouGov, many employees revealed that they would be reluctant to give up their new way of working, as nearly half claimed that flexible working will increase, while 33% expect the amount they work from home to increase by at least three days after lockdown ceases. Changing commutes If flexible continues to prove the norm, 63% of respondents said that they would be willing to live up to an hour away from the office, a figure that is double the amount that currently do so, which would give employees greater flexibility about where they can work and live. This could likely lead to increasing competition for businesses to attract and retain talent, meaning organisations would need to ensure they are adopting new tech advancements in order to maintain their employees and attract new talent. A flexible future With no plans to reduce social distancing any time soon, remote and flexible working is an option employers can no longer ignore. As such, more and more employers are relying on tech platforms to help them carry out the same talks they would in the workplace. From software such as Zoom and Slack, these tech offerings have made working remotely a possibility for organisations up and down the UK. This is something that O2’s Director of Business Sales and Service believes companies needs to stay up-to-date with. Katy Liddell explained: “With more of us working flexibly than ever before, for most businesses, digital infrastructure has become more important than physical infrastructure. In the face of this, businesses must continue to evolve to meet the changing needs of their workforce to ensure they continue to attract and retain talent.” In contrast, however, O2’s study discovered that some employees are finding the lack of social interaction due to the lockdown challenging. 30% of those surveyed stated that working from home can be lonely, while 26% admitted to missing informal socialising with co-workers. With this in mind, Liddell emphasised the importance of communication tools such as Slack and Microsoft Teams, and why employers should enforce this type of software to try to boost morale among team members, while also combating the feelings of loneliness. She added: “Whilst it’s difficult to fully gauge what the long-term impact of COVID-19 will be, The Flexible Future of Work shows us how the demand for flexible working and the role of technology in our working life is accelerating during lockdown, and how this might shape the future of the workforce. What is clear is the ever-critical role connectivity will continue to play in our working lives going forward, wherever we are working from.”

The coronavirus has turned much of the business world on its head but there are two certainties which right now employers would do well to remember. The first is that talent - especially good talent - can be hard to find. Second, talent - especially good talent - will always gravitate to opportunities which reward well and promptly. Currently there are 6.3 million employees on furlough, waiting to get back to work. Lockdown is beginning to loosen, businesses are considering how to get back to work and most importantly, government financial support for businesses is being scaled back. Over the next few weeks, employees are going to find out what the future holds. Some will have nothing to return to, some face an uncertain future and others just don’t want to wait and see. Talent - especially good talent - is lockdown weary and keen to do something meaningful. Time away from the daily grind has provided many with the chance to re-assess what they want from their career and life. They are looking for a positive outcome after what has been a stressful and depressing time. In short, for most sectors, the pre-Covid–19 candidate-driven talent market no longer exists. Instead companies are in the driving seat - if they can offer great opportunities, recruit efficiently and provide an onboarding process which unleashes the potential of new employees. Get this right and companies can get great talent while being up against minimum competition. Remote talent acquisition The sudden lockdown of the country meant many businesses rushed into remote working. Now is the time to take a strategic approach to life beyond the office, ensuring technology, strategy and practice work together to attract and retain the best people. For years recruiters and suppliers to the recruitment function have been perfecting the art of online talent acquisition. With the right tools, your business can get ahead of the pack and get the talent you need right now. Visibility: Through job boards, social media, networking platforms and more your business can appeal to those who are looking for new opportunities. This could mean creating audio/visual material to directly appeal to job hunters. This could mean investing time in developing the right networks in order to reach the talent you need, perhaps through hosting industry specific online events. Simply raising your presence will demonstrate that your business is still operating, still ahead of the game and still an exciting proposition for employees. Talent management systems: An effective talent management system will enable you to talk effectively with candidates, to track crucial communications and keep everyone clear as to where you are in the process of job offer, acceptance and onboarding. This system cannot be a one-size-fits-all but needs to have the flexibility to incorporate different communication styles, contents and platforms to reflect the needs of each candidate. If you’re after top talent the chances are they’re going to be busy during office hours and will have particular requirements over when and how they can be contacted. Respect these, use these and you’ll be able to guide your talent home. Engagement: The days of walking prospective candidates around the office, impressing them with the decor and ambience are gone. To ensure your new talent wants to work for you there needs to be a strong message around company culture and expectations from employees within the new normal. How do communications work across the business? What tools are used, when and for what what purpose? Your business values still need to be clear even when the workforce is dispersed. Onboarding: Once they start working for you, ensure your new talent is well supported. You could send them equipment and/or branded items to welcome them. Set up introductory video chats with other team members and important people in the company. Ensure your new arrival knows what is expected of them, when and how they’ll be contacted and so on. Arrange and deliver regular calls to make sure they’re happy and able to be productive. Time is of the essence, employers who can get these elements in place will have first choice of the best talent to lead their company forward. Not only that, but transferring the recruitment process to the online environment can bring with it new efficiencies – one business reported that it can now go from finding a prospect to interview and offer in days rather than weeks. With gains like this, it is unlikely a company will ever want to return to business as usual.

Whilst many may assume that the sudden shift to remote working has effectively eliminated one of the oldest and most widespread issues in the workplace – presenteeism – worryingly, it seems that physical presence isn’t a necessity for the issue to remain prevalent. In fact, 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. The research, which was commissioned by LinkedIn and the Mental Health Foundation, 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. What impact is this having on employees? With less of a work-life balance, nearly a third (31%) of employees say they are now sleeping badly, 30% have experienced rising anxiety and 24% admitted that their mental health has taken a hit. Yet, surprisingly, despite the struggles of working from home full-time, two in five (44%) have reported that they feel more connected to their family. More than half (54%) can also see the benefits that come with working from home and would like their employer to give them the option to do so more often when lockdown is over. What can employers do to help? “Burnout, which is caused by chronic workplace stress, is a modern phenomenon that poses a huge risk to our physical and mental health,” explained Chris O’Sullivan from the Mental Health Foundation. “People working from home during these unprecedented times are at a greater risk of burnout due to the high stakes environment we find ourselves in both globally and personally. We cannot have the same business-as-usual expectations on ourselves or of our employees – there simply aren’t enough hours in the day to work full time, look after children at home and keep up our other responsibilities.” He added.

Organised annually by the International Council of Nurses, International Nurses Day celebrates the contribution that nurses make to societies around the world. The date has a very strong significance, being the birthday of perhaps the world’s most famous nurse, Florence Nightingale. Alongside the encouragement of a fully deserved congratulations owed to nurses, the organisation also produces an International Nurses Day Kit to educate and assist health workers around the world, with a different theme each year. Past publications have focused on working with the poor, fighting AIDS, equal access to care, and sustainable development. The International Council of Nurses has set the theme for International Nurses Day 2020 as “nursing the world to health”, with a focus on the “true value of nurses to the people of the world”. Click here to learn more about Meridian Health.