Date:      February 2020
Client:    Corbenic Camphill Community
Project:  Recruitment of Multiple, Cross Divisional Roles

A client who Jenson Fisher have recruited for previously has an employee that sits on the Board of Trustees of Corbenic Camphill Community (Corbenic), a registered charity supporting adults in need of specialist care. It had come to light that Corbenic were going to be recruiting for a Finance Manager and a recommendation was made that the services of Jenson Fisher be considered. Upon meeting with the General Manager for the site and discussing not only our Accountancy & Finance division but also our Office Support offering it was identified that there were in actual fact a number of key positions to be hired where Jenson Fisher could assist.

Due to a period of sustained growth, alongside a significant investment towards enhancing capabilities, the additional roles required to be filled were a HR Manager (Permanent) and a Fundraising Officer (24 Month Fixed Term Contract). Corbenic were attracted to having one point of contact for this project and as such engaged Jenson Fisher on a retained basis for all three roles enabling us to work as an extension of their organisation, approach the market with complete confidence and spearhead a national advertising campaign designed at attracting individuals who had relevant experience but, critically, a specialist understanding of the third sector.

Recruitment of Finance Manager
Alongside identifying a shortlist of candidates with charitable experience, two key challenges when recruiting the Finance Manager position were a) the location of the organisation and b) remuneration available. Whilst Corbenic were paying a competitive rate for the Perthshire area, the commute to North Perthshire is not overwhelmingly popular and historically this has been a stumbling block when recruiting in this part of the world. In this instance Corbenic were able to offer flexible working to suit the individual which went some way to bridging any gaps.

A shortlist was built as a result of the advertising campaign, our existing CRM system, our tertiary network of passive candidates and our ability to seek referrals from respected sources. As a result we were able to run a straightforward interview process and reach a conclusion where any one of a number of candidates proposed could have been offered the role. This was the first Finance Manager that Corbenic had hired for their Trochry site and one that we at Jenson Fisher were delighted to support with.

Recruitment of HR Manager
Due to the growth in terms of people, it was key for Corbenic to introduce a HR Manager to manage all personnel related issues across the site. The Head of our Office Support division has significant experience recruiting HR professionals at all levels for clients across both the private and public sector and as a result was able to approach her network, lead a dynamic marketing campaign and present a shortlist of candidates who all had significant value to bring to the organisation at Corbenic.

The same challenges were faced as were encountered with the Finance Manager position however Corbenic displayed an excellent approach to flexibility surrounding working hours and locations and as a result we were able to work together to ensure that a fantastic candidate was hired into this key role.

Recruitment of Fund Raising Officer
Corbenic were at the early stages of a proposed £2m expansion to their site in Perthshire and it had been identified that a Fund Raising Officer was required to lead and manage the internal fund generation element of this project. To say that this was a niche role would be putting it lightly and the challenges encountered for the Finance and HR positions were dwarfed by the reduction in candidate pool in terms of the experience required alongside the fact that this position was fixed term in nature.

As we were working with Corbenic on a retained basis we were satisfied investing considerable amounts of our time working towards a satisfactory conclusion for all.

The strength of our multi-divisional structure and consultative approach ensured that we at Jenson Fisher were comfortably able to provide an unrivalled service to our client and the end result for Corbenic demonstrated our ability to not only understand what our client required but also our ability to select market-leading employees across a variety of disciplines.

Published inCase Studies

Not in the last century have we experienced anything remotely close to the Covid-19 crisis. What began as a health crisis now appears to be a full-blown economic catastrophe. As the first wave of the virus passes, we have to start looking at some of the economic impacts this crisis will have in Scotland.
We already know that everyone will be affected in one way or the other; what we do not know, however, is how much it will affect each individual.
First of all, families across Scotland are experiencing financial insecurity. People’s health are threatened while going to work has become difficult. Freelancers, self-employed people, and those reliant on statutory sick pay are affected as well. People are losing their jobs, having their work hours reduced, and feeling the heat already.
According to a recent survey by Standard Life Foundation, one out of every two UK households are worried about their finances. With huge parts of the economy being decimated, their worries are justified.
The UK government’s Jobs Retention Scheme offered encouragement last month when it paid 80 percent of wages across different industries. With payment also coming this month, employers and families under pressure have been able to breathe easy for a while.
Inside 48 hours of the scheme opening, employers made 2.2 million applications, while the total number of employees enjoying the scheme is bound to reach 8 million within the month. There are fears of a significant drop in earnings for 40% of applicants if numbers continue to rise.

Increased furlough and unemployment in Scotland
It is anticipated that over the next few months, an estimated 750,000 employees in Scotland will be enrolled on the Jobs Retention Scheme, while at least 150,000 jobs are anticipated to be lost. These numbers are not expected to be even across Scotland since different sectors face varying prospects. It is expected that Scotland’s lowest-paying sectors suffer the most.
In the retail and wholesale sector, an estimated 31,500 jobs should be lost, with 142,000 workers put on furlough. In the food and accommodation sector, an estimated 31,000 jobs should be lost, with 140,000 workers put on furlough. In the healthcare sector, however, no job losses are anticipated, with an estimated 14,000 jobs to be created.
The hospitality and tourism sector is not spared. At least 8 out of 10 employees are expected to lose their jobs or enter furlough. For workers in this sector, as well as of those in the food and accommodation services, a 20 percent pay cut will be gruesome.
Employees in the retail sector are at relative risk, even though their jobs are not secure. One out of two employees is still expected to be affected by job loss or furlough. While, the insurance and finance sectors, where employees are paid higher appear to be well insulated from the economic fall-out of the coronavirus.
What these statistics simply show, is that workers in Scotland and the UK at large with higher earnings and greater security will not suffer as much as those in the lower-paying sectors.

Financial security going into the crisis
According to statistics, one in three workers in the hospitality and tourism sector said they were under immense financial pressure; for workers in the construction sector, it is nearly one in three.
Individuals that are already struggling with financial insecurity with the ongoing crisis dread the possibilities of having their earnings cut or losing their jobs. With the rising costs of energy and food bills and an increased risk of illness adding a strain on families, the mounting pressure on workers is understandable.

The aftermath of the impending furloughs
There is a growing fear that after the withdrawal of the emergency support, and the end of all furlough schemes, a huge number of workers experiencing furlough may be redundant. This means that a mini crisis in household finances is brewing.
How the UK and Scottish government handles this crisis will be of particular interest going forward, even as it threatens to blow over.
The dream will be to see significant support continue to protect sectors and households across Scotland from extreme hardship and financial insecurity when the emergency support ends.
The general belief is that, before the crisis, the UK government erred when they pushed the risk onto those who could least bear it. The consequences have been exposed by the crisis. With focus turning towards the economic burden of the crisis, pressure has to be put on the UK government, for the provision of adequate safety measures.
The recent doubling of the Scottish Welfare Fund is a welcome sign, while inside the coming weeks, Westminster and Holyrood government will need to make fast decisions to strengthen financial security to prevent some of the UK and Scotland’s households entering into depression.

Published inLatest Insights

Firms have to tackle skills shortage by looking into hiring policies and consider flexible working. Jenson Fisher are encouraged leaders in the accountancy industry to use the possible recovery from the recent pandemic as an opportunity to resolve overdue issues in the industry.

Before the impact of the coronavirus on the economy, the fact newly qualified practitioners were able to earn more than the £40,000 average salary for the first time proved that accountants in Scotland were becoming scarce. This is not withstanding the fact experienced operators took home six-figure salaries.

Jenson Fisher issued a warning in its April newsletter, saying that underlying issues were bound to hit the accountancy industry. The article pointed out the potential of these underlying issues intensifying over the coming months as a result of the fallout and trauma caused by the pandemic.

A lack of succession planning, is one of the underlying issues highlighted, with possibilities of a lack of middle management, which could result from swinging cuts to graduate placement opportunities relating to the 2008 recession.

The outbreak is devastating so many businesses and livelihoods and we hope we can all get through this in the healthiest possible position. That said, accountants in Scotland, on the whole, should find themselves in a better position than many trades. It's hard to think there won't still be excess demand for roles, such was the prevailing shortfall.

We hope that firms also think thoroughly before cutting either middle management or graduate schemes off the back of the impending downturn, as happened throughout the last recession, which has now filtered through today with the reduced pipeline of clear future leaders. It is important that we attract more accountancy and finance professionals into the sector for the future of this essential industry.

Prior to the coronavirus outbreak, firms talked a lot about their commitment to flexible working and being willing and able to cater for a modern workforce, but there is much evidence to suggest this wasn’t actually being actioned.
Was this a staff trust issue, or resistance to change from a ‘old school’ work ethic, maybe, but now organisations have been forced to have our entire workforces work from home and recognise that the outputs did not drop, technology is available to manage staff and workflow and it is potentially extremely cost effect.

The questions are, will this be reflected in major changes to workplace culture once we have the ability to safely return to office environments? Will we even rush back to our offices at all?

So many practitioners are also juggling childcare and home-schooling and childcare to meet the needs to work at different hours. More than ever before, workplaces are going to have to prove to many seeking a career move that they can be an attractive, flexible employer able to cater those wishing to work from home.

Another trend that was seen was the number of candidates ready to move to smaller companies. We expect to see a large amount of restructuring, redundancies, mergers and acquisitions which has meant that big organisations have lost some of their attraction. They were always seen as a safe bet, able to offer a clear path to progression, however, there has been an interest in start-ups, fintech and the opportunity to be more entrepreneurial. It'll be interesting to see whether this trend increases or abates following the Covid-19 fallout.

 

Published inLatest Insights

I began my career as a trainee financial adviser and moved into recruitment withing 12 months with a client I was working with on some keyman insurance. I initially recruited in the broker sales market before moving to London to work in the IFA market before finding the Pensions corporate market, where I have recruited in for over 20 years. Since then I have grown into working towards the upper end of the market, all things pensions and consulting across large and small entities. I have been instrumental in recruiting at all levels from mid-management to Board within Employee Benefits & Pensions, and to some can be viewed as well regarded in the industry.
Why did you choose to become a Recruitment Consultant?
Was offered the opportunity from a head hunter in the broker sales market at the time where adverts were in trade publications and generally all candidates were self-sourced but at the introduction of new technology where I could email clients cv’s opposed to faxing them.

And if you had not been a Recruitment Consultant?
Something to do with maths, although my parents wanted me to be an Accountant

Most exciting moment?
With exception of marriage and children, playing ‘keepie ups’ with Pele and Andy Roxborough when the under 16 World Cup was held in Scotland.

Interests:
Family, travelling, Golf, watching football and walking the doodles.

Published inTeam

I commenced my career within the Recruitment industry in 2016 after deciding to join the world of work, as opposed to, heading to university. After working in sales and insurance, I entered the Recruitment sector with a keen interest of dealing with people and I have never looked back. During my time at Jenson Fisher, I have grown into an expert within my industry field, operating within the Financial Services sector.

I am now an instrumental part of my clients’ businesses in helping them to develop their teams, as well as, being a partner to my candidates as their careers’ grow and flourish.

Why did you choose to become a recruitment Consultant?

In short, my interest in people (very cliche, I know!); I have always enjoyed working with people and recruitment allows me to do this at all levels, from someone who may be a candidate and needs a partner to help them through a process, to a client that needs my expertise to ensure they are attracting the right staff to their business.

And if you had not been a Recruitment Consultant?

Once you become a Recruitment Consultant, you find it hard to imagine yourself doing anything else, such is the nature of the job. However, when I was even younger than I am now, I had always hoped to be a footballer walking out to You’ll Never Walk Alone at Anfield. Nowadays, I fancy myself as a Gordon Ramsay in the making!

Most exciting moment?

I’m only in my early 20’s, so I am sure my most exciting moments in life are to come, or at least I hope. However, one without a doubt would be the Istanbul Champions League Final 2005, at 7 years old, my mum allowed me to go to a Scouse bar with her and watch the game. I remember as Alonso sealed the equaliser, I was thrown around the bar from one man to the next. On top of that, has to be the incredible holiday to Bali with my girlfriend, an incredible place with better company.

Interests

A passionate lover of Liverpool, which I can proudly say after these last few years! A very big foodie - you’ll find me eating somewhere Asian inspired on a Saturday night, such as Nobu or Din Tai Fung. More recently, getting involved in Golf, albeit the quality is not quite up to par yet...

Published inTeam

I have worked within the Recruitment Industry since 2001, covering both the temporary, contract and permanent markets, specialising within many different sectors such as IT, Call Centre, and Office Support before finding my niche within Accountancy and Finance in 2011.

For the last 9 years, I have worked with many clients within Public and Private sectors recruiting Transactional Accountancy, Part Qualified and Qualified roles in Glasgow and the West of Scotland.
I have established many exclusive client relationships, whereby I have recruited their full Finance Team and have gained many new clients through my excellent reputation as a specialist Accountancy Recruiter.

Why did you choose to become a Recruitment Consultant?

An opportunity arose for myself to apply for a Graduate IT Recruiter post while I was working for a leading IT organisation. At the time, I was looking for a role that would challenge me with targets and I would be able to earn commission based on performance. Recruitment was perfect.

And if you had not been a Recruitment Consultant?

I obtained a Business Degree with History at Strathclyde University, and fell into working within a Sales role in IT. I was not sure what I wanted to do, although as a child I did dream of being an actress!

Most exciting moment?

My most exciting moment was living the life of a carefree backpacker travelling all through Thailand, Malaysia and Australia in 2004 and the many adventures I embarked upon and amazing people I met along the way.

Interests:
I love spending time with my two daughters. However, when I have free time, I like to see live bands, and attend music festivals. I enjoy playing tennis, hill-walking and going to the gym. I have a passion for the Arts and Modern Independent Cinema, and I attend a Twin Peaks festival with many other David Lynch fans every year.

Published inTeam

With a successful career in the Health & Fitness sector and a passion for working with people, I started working in recruitment in 2012 with a global recruitment firm quickly finding my niche in Office Support hires. Anyone who has worked with me will vouch for the fact that I am fuelled by a desire to work with the highest calibre people and employers around!

During this time I have enjoyed working with a number of clients, often working with them to build their entire admin function, whilst with interest the career paths of the quality candidates that I have placed.

Why did you choose to become a Recruitment Consultant?

A friend of mine had started working in recruitment a year previous and had spoken on multiple occasions about how much she enjoyed her role and the rewards and career opportunity that could be provided. This planted a seed for me and all these years later I am delighted with how things have grown.

And if you had not been a Recruitment Consultant?

Not influenced whatsoever by Hollywood movies, I could see myself being a wedding planner! Seeing a significant amount of hard work all come to a satisfactory conclusion is very rewarding to me and would tap into two of my key strengths, attention to detail and planning…whilst also unleashing my inner control freak!

Most exciting moment?

I am fortunate enough to have been selected to represent my country on a number of occasions, earning over 25 caps for the Scottish Hockey Team. I am now focussing on my new adventures as a mum and a wife, looking forward to the future moments that this will bring.

Interests:
Aside from placing fantastic people into fantastic opportunities…I still play hockey at club level, consider myself an avid gym user and I enjoy “munro-bagging” with my friends and family. Additionally, I enjoy a good old fashioned movie night with my top picks including the Marvel franchise, cheesy classics and, of course, the occasional Disney princess movie with my daughter.

Published inTeam

I started my career in the technological sector before moving into recruitment on January 3rd 2007 with a global business, specialising from day one in the Accountancy & Finance sector. This was an area I had no previous background in so needless to say the homework was exhausting!

Since then I have played a key role in placing fantastic people into valued clients of mine, many of whom are still there to this day. I have built up an unrivalled network across Scotland including strong alliances with professional bodies within the sector. I am fortunate enough to have recruited for some of the best businesses around with a considerable number of placements made at both qualified and non-qualified through to senior executive level.

Why did you choose to become a Recruitment Consultant?

I was looking to make a move into something that would be a long-term career for me and a close friend had suggested moving into recruitment as I have always loved working with people. To date, the best piece of career guidance I have been given!

And if you had not been a Recruitment Consultant?

Growing up I always wanted to be an Actor however my first job was working as a Barista in a well-known coffee chain, perhaps I would have my own cafes…leaving that itch unscratched for now!

Most exciting moment?

Putting my wedding day and the arrival of my two daughters aside, it would have to be either seeing Andy Murray win Wimbledon (either time!) or going to see Paul McCartney with my Dad at the Hydro Arena in Glasgow in 2019.

Interests:


Outside of work I have three main passions, my family, tennis and cycling. I love the outdoors in all its’ forms and can often be found navigating my way around some of Scotland’s nicest, quiet places with my Goldendoodle.

Published inTeam

I worked for an International Investment bank prior to embarking on a recruitment career in the City for a global Plc consultancy, so that makes me quite old! It’s okay, I don’t mind sharing this with you, I have matured gracefully during this time and have become an expert in the complex Financial Services, Accountancy & Finance and Project Management sectors.

I have been instrumental in recruiting at all levels from mid-management to Board and built up an invaluable network across the sectors I specialise in. I really enjoy delivering an excellent service, as well as working on challenging assignments. The greatest pleasure for me, which the years have afforded, is seeing businesses I have worked with grow and the careers of people I have helped flourish.

Why did you choose to become a Recruitment Consultant?

Following a 9-month sabbatical living in Kentucky, USA a good friend introduced to the industry and I have not looked back!

And if you had not been a Recruitment Consultant?

I realised quite early that my ambition become a football star were somewhat misplaced, after which I always dreamed of becoming a fighter pilot, after watching Top Gun. But let’s face it, being a recruitment consultant is definitely a step-up!

Most exciting moment?

Avoiding the clichés about marriage and birth of children, they are mostly football related. Being there when my beloved Tottenham qualified for the Champions League in Manchester. Being in the San Siro to see us beat Milan and of course going to the finals in Madrid to lose to Liverpool. Beating Arsenal on the way to the FA Cup triumph in 1991. We could be here all day, but you get what I am talking about.

Interests:

Today I enjoy coaching my son’s football team, living my non-playing days through his eyes, road cycle for miles with friends and hacking my way around a golf course, ruining a great walk. I love to travel with the wife and kids and sharing time with friends and family.

Published inTeam

Date:      February 2020
Client:    Horsecross Arts Ltd
Project:  Recruitment of Head of Finance & Administration

In February of 2020 Jenson Fisher alongside a number of other search and selection firms from across Scotland were approached by Horsecross Arts Ltd, a high profile organisation under public scrutiny, to discuss the recruitment of a new Head of Finance. Upon meeting with the Chief Executive and discussing not only the Jenson Fisher methodology but also our proven track record hiring similar positions we were subsequently awarded the business.

In this instance, Horsecross Arts Ltd were in the process of emerging from a period of significant turmoil, financial mismanagement and changes at board level including the appointment of a new Chief Executive to spearhead the change in fortunes. It was essential, at this point, that we maintained constant communication with the client and had a full understanding of the organisation’s position in order to maintain a consistent and transparent brief with all individuals concerned.

Recruitment of Head of Finance & Administration

This position was handled by one of our Partners and, in agreement with our client, we adopted a multi-faceted approach from the off which comprised of a national, full-scale advertising campaign (maximising the attraction of both the Horsecross and Jenson Fisher brands) a thorough market research resulting in a longlist of candidates with crucial sector-specific experience and the use of our own state of the art CRM system, existing candidate database and existing candidate networks alongside a direct headhunt of passive individuals to generate interest and potential referrals.

The timeframe agreed with the client was 3 weeks from engagement to shortlist which presented its’ own challenges however with the correct approach, time and dedication we were able to perform the shortlisting process within this time. This included meeting all potentially suitable candidates, fully briefing them on Horsecross as an organisation and discussing frankly with them the challenges previously faced whilst also highlighting the opportunity that this subsequently provided for the successful candidate. Additionally, this provided us with the opportunity to pre-screen each individual and probe further around technical and personal competencies. Our initial objective was to provide a shortlist of 5 individuals who met the criteria required, the shortlisting process itself generated over 100 potential candidates with over 25% being met and further qualified.

At this point, the shortlist was submitted to the Chief Executive and a meeting took place to discuss their thoughts and feedback and also our reasons for shortlisting for the position. Each candidate had a CV professionally prepare by Jenson Fisher written in a consistent format containing consultant notes and also highlighting clearly areas of particular relevance. At this point interviews were confirmed for all candidates and the structure of how this would work was agreed in terms of interview dates, second interviews and structure of feedback. At this point we also confirmed expected remunerations for all candidates to avoid any issues or concerns later in the process.

Uniquely, for this role, upon completion of the first interviews our client felt that there was one candidate who stood out as being absolutely perfect for the position. Given the urgent need for the new Head of Finance to join the organisation, and to avoid potentially losing the candidate to another opportunity, the decision was made to offer at this point which, given the work undertaken thus far, was smooth and straightforward.

The offer was made in advance of the Covid-19 outbreak and as a result the individual concerned was able to start, albeit remotely, during the lockdown period. This in itself presented a unique challenge to both the candidate and the client and also to Jenson Fisher. However, maintaining regular communication with all parties and structuring as straightforward an induction period as possible ensured that there were no hiccups and all parties were delighted with the outcome.

The Head of Finance & Administration position with Horsecross Arts Ltd is one of, if not the, highest profile finance positions in the Perthshire area. At Jenson Fisher, we were able to confidently support here given our commitment and experience to the Accountancy & Finance sector, our specialist experience and unrivalled network of candidates. Like all of our divisions, we have a far stronger fill rate than direct advertising and aim to take the pain out of any recruitment process.

Published inCase Studies

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