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Horticulture
Should salary banding be included on job adverts?
There is a constant question asked, should salaries be included on job adverts? There is evidence that 1/3 of people won’t apply for a job if it doesn’t have the salary included on the advert. There are many benefits to including salaries on job adverts and below are just a few of the examples. 1. Transparency: Including salary bandings in job ads provides transparency to candidates about the compensation range for the position. This clarity helps candidates assess whether the role aligns with their salary expectations and career goals. It also reduces ambiguity and misunderstandings during the recruitment process. 2. Efficiency: Salary bandings help filter out candidates who may not be suitable based on salary expectations. This saves time for both recruiters and candidates by ensuring that only those who are likely to accept the offered salary range apply for the position. 3. Attracting the Right Candidates: Clearly stating the salary bandings in job ads attracts candidates who are genuinely interested and motivated by the compensation offered. It helps in attracting candidates who are within the desired salary range and are more likely to be satisfied with the compensation package. 4. Market Competitiveness: Including salary bandings allows both candidates and employers to assess the competitiveness of the offered salary range within the market. Candidates can compare the salary range with industry standards and evaluate whether it aligns with their expectations and qualifications. Similarly, employers can use salary bandings to ensure that their compensation packages are competitive enough to attract and retain top talent. 5. Legal Compliance: In some areas; particularly public sector, including salary bandings in job ads may be a legal requirement to promote pay transparency and prevent discrimination based on protected characteristics. Ensuring compliance with these regulations helps protect the organisation from potential legal risks and promotes fairness in the recruitment process. There are equally some cons/disadvantages to including the salary and just a few of these are below: 1. Negotiation Challenges: Providing salary information upfront may limit the employer's ability to negotiate salary with candidates. If the salary range is fixed and non-negotiable, it may deter highly qualified candidates who are seeking higher compensation or have specific salary expectations. 2. Unrealistic Expectations: Candidates may develop unrealistic expectations based on the salary information provided in the job advert, leading to disappointment if the actual offer falls short of their expectations. This can result in wasted time and resources for both the employer and the candidate. 3. Competitive Disadvantage: Revealing salary information in job adverts may give competitors insight into the employer's compensation practices, potentially putting them at a competitive disadvantage. This is particularly relevant in industries where salary information is considered sensitive or proprietary. 4. Bias and Discrimination: There is a risk that including salary information in job adverts may spread bias and discrimination, particularly if salary ranges are not equitable or are based on factors unrelated to job requirements. This can negatively impact diversity and inclusion efforts within the organisation. Research on the impact of including salary information in job postings on application success rates is limited but growing. However, some studies and surveys have shed light on this topic: 1. Glassdoor's Economic Research: Glassdoor, conducted research on the impact of salary transparency on job applications. Their findings suggest that job postings with salary information receive more applications than those without. This suggests that candidates are more likely to apply to roles where salary information is provided upfront. 2. ZipRecruiter Study: ZipRecruiter, an online employment marketplace, also conducted a study on the effect of salary information on job postings. Their research found that job ads with salary information receive more views and applications compared to those without. 3. Candidate Surveys: Surveys of job seekers have consistently shown that salary information is one of the most important factors when considering job opportunities. Candidates are more likely to apply to roles where salary information is provided upfront, as it helps them assess whether the position aligns with their financial expectations and career goals.
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Commercial
What's in a job title?
“What’s in a job title?” - William Shakespeare if he was applying for a job on Indeed...There have been arguments made that job titles mean nothing, that with job titles come a sense of entitlement, define our identity, status and self-esteem and contribute to toxicity in a workplace.As a recruiter I have completely different reasons for disagreeing with the idea of job titles, there are just too many of them. Let’s look at an entry-level commercial role in a fresh produce business and the multitude of job titles that cover the same role. Graduate Trainee, Graduate Assistant Commercial Executive, Commercial Graduate, Junior Account Manager, Account Executive, Sales Account Manager are just a few versions of the same exact job. How is anyone distinguishing the difference between any of these, especially someone who is new to the workforce and realistically has no clue what the job they are about to apply for really entails.When applying for a role, a job title is the first (and maybe the last) thing people look at. Candidates use job titles to assess how well they qualify for a position - if a job title comes across as too senior, this could intimidate candidates and they could convince themselves they do not have the right qualification for the job, skipping the application process altogether.This also is true for the reverse. According to a Hewlett Packard internal report, men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100% of them.” Imagine how many of these people don’t even make it past the job title before they decide they aren’t qualified enough for a role. In a perfect world, or at least my perfect world, there would be an array of standardised job titles every business in the UK would be obligated to comply with. Unfortunately for me, we don’t live in a perfect world, and I don’t have an immediate solution to this problem, but I do know it is a topic that employers should think about when crafting job titles for various roles.My advice for all the employers out there would be to keep your job titles short and sweet, specific and concise.My advice for candidates applying for these jobs is to not read too much into a job title, or even job descriptions for that matter, but that is another topic for another blog post!
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How can a recruitment agency help graduates?
Yesterday I attended a ‘Student Launchpad’ event at Sheffield Hallam University hosted by the IFST, and was part of a mentoring lunch speaking to students about MorePeople and how we can help with that all-important first job search. It was clear that upcoming graduates didn’t know how recruitment companies worked, with some even saying they thought the contact they’d had from some companies was a scam, so it was great to have the opportunity to explain and showcase how we can help and what the benefits are. The official definition of recruitment is ‘the process of finding people to work for a company or become a new member of an organisation’, but we do so much more than that!Speaking with a recruitment consultant means we can assess what specifically you’re looking for. We can understand your existing skills and experience and find you positions that will suit you and your needs.We can take a proactive approach to finding your first full-time role. Even if certain companies you like the sound of don’t look like they’re hiring, we can prepare introductions for you. This is due to the extensive client list we’ve built relationships with over the 24 years MorePeople has existed.We can help you with your CV and interview skills so you are as prepared as you can be for your interview, and we support you through the whole process.This includes negotiating on your behalf once you’re offered a job things like salary, start dates and flexible working. We will chase for feedback, so even if you don’t get asked for an interview, we’ll be able to tell you why!Please note, none of this comes with a cost to the candidate! If a company is using a recruiter for their roles, they often won’t advertise the job elsewhere so sometimes graduates won’t see these jobs themselves without the help from the recruiter.The industry is desperate for graduates and young people to join the industry, the variety of roles available within food manufacturing, fresh produce, Agriculture and Horticulture is so vast, but we operate in every single role from farm to fork, starting at seed breeders, farmers and growers through the food supply chain to the retail storefront. We have dedicated teams that specialise in:Commercial roles (Marketing, Sales, Account Management, Buying and so on)Technical (QA/QC, New Product Development, Technical Managers and more)Horticulture – Growing, Agronomy, Landscaping, Seed Breeding, NurseriesAgriculture – Farm Managers, Farm Foreman, Site Managers, Harvest ManagersOperations – Engineers, Production/Manufacturing, Logistics / TransportProfessional Services – HR, IT, FinanceWe also have teams that work with Garden Centres for more specialised Plant Area Managers, and Rural teams who work with Chartered Surveyors, Agricultural Business Managers and so on.Our functional structure ensures we have the best experience and knowledge to help you on your career journey. So, if you’d like to find out more and have an informal chat, just get in touch on info@morepeople.co.uk or 01780 480 530.
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Ride For Freedom May Tour
MorePeople is still proudly supporting the efforts of Gordon Miller and the Ride For Freedom Team as they continue to raise awareness to end modern slavery. This year we have sponsored Gordon's jersey for a bike ride which will take place in May. He will embark on a 5-day ride, covering a distance equivalent to the length of Wales. Gordon holds 2 Guinness World Record titles! He set the record for the “Greatest distance covered by an electric bicycle in one week” In October 2021 and in 2020, Gordon set the record for the "Largest GPS drawing by bicycle (individual)”. He achieved this by cycling 620.5 miles (998.7kilometres) around England, from 18 September-2 October 2020, to spell ‘end modern slavery’. For his ride in May, one record holder will be joined by another, Kate Strong is an Environmentalist who holds 3 world records. In 2021 Kate made history for the furthest distance travelled on a static bike breaking the 1- and 12-hour world records and setting a new 24-hour world record. They're joining forces to raise awareness around the pressing issue of how climate change is creating conditions for modern slavery to be perpetrated. Here are several ways that this occurs: 1. People moving because of climate problems can make communities shaky, making them easy targets for traffickers. 2. If people have to move because of climate issues, they might end up being forced to work or trafficked, especially if they lose their jobs and connections with their communities. 3. Communities without good protection from climate disasters can be tricked by traffickers who promise better opportunities, putting individuals in bad situations. 4. When climate emergencies happen, people can become victims of businesses harming the environment, creating a cycle of exploitation. 5. Big industries that contribute to climate change can hurt local communities and exploit vulnerable people for cheap labour, worsening the cycle of exploitation. These interconnections highlight the urgent need to address both climate change and modern slavery to protect vulnerable populations and build more sustainable, equitable futures. If you would like to get involved with this particular tour you can find out more about you can help by clicking here.Visit the Ride for Freedom website by clicking here
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Commercial
The Significance of Salary Transparency in Recruitment
In the ever-evolving landscape of recruitment, certain practices have remained constant while others have shifted with the tides of industry trends and candidate expectations. One such practice that has garnered much debate is the disclosure of salary information in job postings. As part of a global shift towards pay transparency, we’re seeing more and more businesses make a greater effort to be open about salaries as part of their intent to operate as a responsible employer, however job boards are still full of adverts for roles with salaries listed as “negotiable”. So, why do certain job postings opt to withhold salary information? There are several factors at play. Confidentiality During sensitive transitions, employers may choose to withhold salary information in job postings as part of a broader strategy to maintain confidentiality. This can often be the case for senior level appointments or business critical roles. Competitive Concerns In a market where there is fierce competition for top talent, companies may choose to conceal salary details to avoid providing competitors with insights into their compensation structures.Budget AllocationEmployers might want to maintain flexibility in allocating budget for the role, especially if they are unsure about the market rate for the position. Allowing for flexibility on salary may also enable employers to open up applications to a wider pool of applicants with a broader range of skills or experience.However, embracing salary transparency offers distinct advantages: Attracting the Right CandidatesTransparently stating the salary range ensures alignment with candidate expectations, attracting individuals who are not only qualified but also motivated by the compensation package offered, therefore facilitating a more efficient recruitment process. Time EfficiencyCandidates have a clear understanding of the compensation package upfront, leading to fewer instances of negotiation breakdowns or wasted time for both parties. It fosters a more efficient recruitment process by aligning expectations from the outset. Enhanced Employer BrandCompanies that openly disclose salary information demonstrate transparency and trustworthiness, enhancing their employer brand. This transparency fosters positive perceptions among candidates and portrays the organisation as fair and respectful of candidates' time and efforts. Does it improve outcomes for recruitment campaigns?Absolutely. The impact of salary transparency on recruitment campaigns is profound. Data from recent surveys has suggested that the number of applicants applying to a job is reduced by between 25-50% if the salary is not advertised. Strong candidates are likely to be in employment, often with busy lives outside of work. When candidates are aware of the salary range and benefits offered, they can make informed decisions about whether the role aligns with their financial expectations and career goals and prioritise applications accordingly. With salary transparency, recruiters internally or externally, can also focus on evaluating candidates based on their skills, experience, and cultural fit relevant to the role, streamlining the recruitment process, saving time and resources for both recruiters, businesses and candidates.While the decision to disclose salary information in job postings may vary depending on organisational preferences and industry norms, the benefits of transparency cannot be overstated. In today's competitive talent market, embracing transparency is not just a best practice but a strategic imperative for attracting top talent and driving organisational success.
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International Women's Day 2024
Diversity within our industries, or lack of it, especially in terms of women - has been a topic of conversation recently – great timing as International Women’s Day was just around the corner. As many of you may know, we host monthly client dinners as part of our MorePeople Executive Networking Club and as recently as last month it was brought up during the dinner regarding the lack of women there. We try our hardest to ensure women are invited to every event, but it is apparent the lack of females in senior positions. We have recently contributed to Farmers Weekly campaign Level the Field Campaign, on their guide to female-friendly recruiting which you can read here >There are some amazing groups and organisations championing women in the food, fresh produce, horticulture and agriculture industries; Meat Business Women Women In Food and Farming Women in horticulture Women in dairyWomen in the food industry MorePeople are keen to be involved with these organisations celebrating women in the industry, consultants Lucy and Alesha are attending the Meat Business Women event today celebrating International Women’s Day and we’ll be sponsoring part of their main conference in May. Later this year we’ll be hosting and event for the Women in Food and Farming community at our offices. “The office International Women's Day 2024 campaign theme is 'Inspire Inclusion';“In 2024, the campaign theme Inspire Inclusion emphasises the importance of diversity and empowerment in all aspects of society. This year's campaign theme underscores the crucial role of inclusion in achieving gender equality. It calls for action to break down barriers, challenge stereotypes, and create environments where all women are valued and respected. Inspire Inclusion encourages everyone to recognise the unique perspectives and contributions of women from all walks of life, including those from marginalized communities. One of the key pillars of Inspire Inclusion is the promotion of diversity in leadership and decision-making positions. Women, especially those belonging to underrepresented groups, continue to face barriers when seeking leadership roles. By championing inclusion, organisations and communities can harness the full potential of diverse perspectives, leading to better decision-making and innovation.” The team of women here at MorePeople are continuing to grow, and currently represent 40% of the business and women represent 50% of our middle management team, which is amazing to see!