There are a wide range of reasons why a more diverse workforce can benefit employers. From increased innovation and creativity, due to a bigger range of perspectives; to better decision making; to better company culture; and making yourself a more attractive employer, diversity is a business enabler
 
Research, common sense and a swathe of academic papers show that those businesses who get their diversity and inclusion strategies right are highly likely to reap rewards. Both in terms of a benefit to their working culture and, crucially, their commercial prospects.
 
It helps to frame the discussion in some key statistics. In their Diversity Matters report, the global management consultants, McKinsey & Co, analysed 366 companies and found a statistically significant connection between diversity and financial performance. Here’s a few of their key findings:



Of course, there is much more research that highlights the benefits of diversity. Two final statistics to add to that already impressive list is from recent research by Josh Bersin that found that inclusive companies are 1.7 times more likely to be innovation leaders in their market and a recent survey by Glassdoor that found 67% of job seekers argued that a more diverse workforce is important when they consider taking a job.
 
And of course, we are a recruitment consultant, so one of the key aspects from our perspective is the importance of inclusive recruitment. So, why you should be truly inclusive in your recruitment policies?

What does inclusive recruitment mean?
At its heart, inclusive recruitment is about recognising the biases and discrimination candidates can face during the hiring process and designing and implementing solutions to minimise the impact of bias.
 
Types of bias
Awareness of bias is incredibly important; however, it cannot be trained away, therefore it’s essential to examine every stage of the recruitment process with an inclusive lens and ensure you have removed barriers to underrepresented talent.
 
Confirmation bias
A type of cognitive bias that involves favouring information that confirms your previously existing beliefs or biases.
 
Heuristic Bias
This judges someone’s job suitability by superficial factors such as visible tattoos or personal body weight standards.
 
Affinity Bias
When you unconsciously prefer people who share qualities with you or someone you like.
 
Conformity Bias
Is the tendency people have to behave like those around them rather than using their own personal judgement.
 
Intuition
When an interviewer makes a judgement on the basis of his or her “sixth sense”, he is intuitively selecting a candidate or in other words, intuitively rejecting all other candidates.
 
So, how do you prevent bias?
There are many different ways you use to eliminate boas from your recruitment process. Here are just three of them:
 
Job Descriptions
Ensuring a job description is in place and that all involved in the hire have agreed to the criteria is one way of avoiding bias as you start the search with a set of skills and competencies in mind rather than the profile of an individual. Additionally, ensure that all language used is gender neutral and reflective of our inclusive culture.
 
Blind Recruitment
Removing names, gender, age and other types of information such as education and hobbies helps us to focus on skills and prevent biased decisions whether unconscious or conscious.
 
Job Advertising
Using gender-neutral language in your job advertising is known to fill jobs faster than posts with a masculine or feminine bias and attracts a more diverse mix of people. Additionally, candidates from diverse backgrounds are more likely to apply if our equal opportunities’ statement is visible on your adverts.
 
The importance of building a Diversity, Equality and Inclusion Strategy
If you don’t have one in place already, we highly recommend you consider building one. We have provided the full research paper from The Recruitment Network below. Within it, you will find more detail on what we have already outlined, as well as an incredibly useful process to create your strategy. To access it, just click here.

As you are hopefully more than aware of, at Enterprise we never stand still. We are always looking for ways to enhance our service, improve our processes and make everything we do easy for you. So, we’re thrilled to be able to tell you about some new things we have put in place to do just that.



It’s a new package that focuses on the candidate journey, ensuring we gain relevant and useful feedback at every step of the process.
 
Candidates will review us across a range of factors. They’ll look at how we have presented the role, the package, the company background and its culture. They’ll look at how well we have understood what they are looking for. And they’ll rate us on how well we have explained the interview process and timeframes, as well as how we prepared them for their interviews,
 
At placement stage they provide feedback on whether the job offer was in the expected range, whether the interview process was as described and how well we did on communication and general transparency throughout.
 
Finally, candidates will review you on how well you were prepared for the interview, whether the duties and responsibilities were clearly articulated, whether the benefits of working for your business were described in detail, and how well the company and team culture was explained.
 
We can then collate and present this data to you. At the end of the recruitment process, we’ll ask you to score us across a range of factors. And whist we hope we always score well; we understand that we won’t always get it right. But what we will do is act on any feedback you provide.
 
We think that this will make us a better business, ensuring we remain your recruitment partner of choice for years to come. If you’d like to find out more, then just speak to your usual contact.

Like so much of life, the ongoing global pandemic has had a profound effect on the world of recruitment. Whether it’s what has been termed as the Great Resignation, with employees quitting their jobs at record setting rates; or the upward movement in average salaries in the world of tech; or indeed the need to strike a better work-life balance, business leaders and HR professionals are seeing new challenges come at them every day.

 

But what to do about them? One of the things we’ve been asked about by a number of our clients recently is around effective recognition and retention strategies.  As employees increasingly look around for their best options, how can businesses ensure they keep their people happy, motivated and in the best possible place?
 
So, we thought we’d share our thoughts and ideas. At the end of this article, you will find a link to our website and a page that lists a huge number of strategies, but we’ll give you a little flavour before that.
 
Tell the world how good they are
Okay, maybe not the world, but we find that public recognition is increasingly one of the most rewarding things an employee can receive. Whether it’s a testimonial on LinkedIn, a shout out on a work WhatsApp Group, a group email, or pride of place on the company website, there are a number of ways to really show your appreciation.
 
There’s nothing as precious as time.
Or so they say. These days, it’s more important than ever, or certainly more valued. Good, flexible parental leave, lots of remote working, options to buy more holiday, and the perennially popular duvet day, are just a few things you can offer. And letting people finish early if they’ve had a productive week has always been a good strategy, and it remains one even these days.
 
More than cash
Of course, people come to work to earn money, but it’s not the only driver. Offering a well th0ught through benefits package works well for many organisations. Healthcare, insurance, childcare cost provision, even pet insurance. All are usually well received. One of our clients specifically made sure every one of their employees had family healthcare during Covid. That’s the type of thing that cements a level of loyalty within an organisation that any business would value. Highly.
 
Celebrate with them
There’s nothing like making a fuss over someone. Taking people out on their work anniversary is always a nice touch. A birthday brunch maybe. And, if you’re feeling really generous, let them go home after that. A big old cake to celebrate an anniversary or a birthday is always a nice touch. For some people, the traditional stuff works best. Get the awards out and run quarterly competitions. There’s not many of us who don’t like picking up some silverware in front of our colleagues.
 
Get out of the office, sometimes for a few days!
Whilst there are many new strategies on offer, sometimes the old ones are the best. Offering day trips for individuals, or for them and their family, to show how much you value them are great. Annual trips abroad for top performers are still some of the best motivators and most appreciated things you can do.
 
Make it personnel
We’ve written about lots of things you could do, and there’s more via the link below, but perhaps one of the best things you can do is ask your people what they’d like. Send a staff survey out asking about what motivates people. What would they like to see on the benefits package? What would make a difference to them? We know some businesses who make a point of asking people about what they like when they join and make a note of it to deliver a few surprises further down the line. That’s often seen as a lovely touch.
 
To sum up
There’s lots of options available to you. To find out about even more then follow the link below. Or, if you want to talk about it, then just get in touch.

Self-employed or contracting? With more and more reporting to HMRC required from July 2015 onwards it’s important that everyone concerned understands what is needed. Agencies must now supply information on National Insurance numbers, duration of assignments, how much has been paid to contractors etc so it pays to know what is going to be submitted. If you need further information, or want to know what specifics will be reported about you (if applicable) please call our contract recruiters for more information.

We’ve just launched our new website! It’s much more mobile and tablet friendly than our last one, so much easier to use, but still has all the essential job information you need to help you make an informed decision on your next move. Check it out and let us know your thoughts...

Faced with the challenge of filling niche roles with a limited talent pool, leading audio company Monitor Audio turned to Enterprise Recruitment for expert assistance.

About Monitor Audio:

Founded in 1972, Monitor Audio is a British manufacturer of superior audio systems for the domestic and commercial markets

Key Roles Filled:

• Software Test Engineer
• Software Team Lead
• Electronics Engineer

Our Solution:

We combined branding, digital marketing, our network, and university partnerships to attract top talent and boost results.

Download Case Study

Enterprise Recruitment Ltd specializes in successfully filling key quality positions, even in the face of significant recruitment challenges.

Roles Filled:

• Product Quality Engineer
• Supplier Quality Engineer
• Head of Quality
• Director of Quality

Key Challenges:

• Limited candidate pool
• Niche skillset requirements
• Salary bracket constraints

Our Approach:

We utilized advanced advertising platforms and tailored recruitment strategies to identify and attract top-quality candidates for these niche roles.

Download Case Study

Our recent webinar featured David Thomas, memory expert and Guinness World Record holder, who shared his insights and experiences on what it takes to create the perfect presentation. David captivated the audience with his practical advice on capturing and maintaining attention during any presentation.

About David Thomas

David is a renowned memory expert with multiple Guinness World Records for memory feats. Drawing from his wealth of experience, he has helped countless professionals and organizations improve their presentation skills, develop confidence, and leave lasting impressions. His engaging approach makes even the most daunting presentations feel achievable.

Why Presenting Matters

At some point, almost everyone will need to present to an audience—whether it’s during a one-on-one appraisal, a team meeting, or on stage at an event. David provided valuable tips on what to avoid, as well as actionable guidance for those moments when you’re unsure what to do.

Are you curious about the current salary trends for Mechanical Design Engineers in the UK? Whether you're an employee checking if your earnings are on par with industry standards or an employer aiming to offer competitive salaries, our detailed salary survey provides the insights you need. Explore the comprehensive breakdown of salary ranges across various regions below.

Midlands:

Junior: £25,000 - £32,000 | Mid-Level: £32,000 - £45,000 | Senior: £70,000 - £65,000

North East:

Junior: £22,000 - £27,000 | Mid-Level: £27,000 - £38,000 | Senior: £38,000 - £50,000

North West:

Junior: £24,000 - £30,000 | Mid-Level: £30,000 - £42,000 | Senior: £42,000 - £60,000

Scotland:

Junior: £24,000 - £30,000 | Mid-Level: £30,000 - £42,000 | Senior: £42,000 - £60,000

Wales:

Junior: £23,000 - £28,000 | Mid-Level: £28,000 - £40,000 | Senior: £40,000 - £55,000

South East:

Junior: £28,000 - £35,000 | Mid-Level: £35,000 - £50,000 | Senior: £50,000 - £70,000

South West:

Junior: £26,000 - £32,000 | Mid-Level: £32,000 - £45,000 | Senior: £45,000 - £65,000

East Anglia:

Junior: £25,000 - £30,000 | Mid-Level: £30,000 - £40,000 | Senior: £40,000 - £60,000

Yorkshire:

Junior: £23,000 - £28,000 | Mid-Level: £28,000 - £40,000 | Senior: £40,000 - £55,000

London:

Junior: £30,000 - £40,000 | Mid-Level: £40,000 - £60,000 | Senior: £60,000 - £80,000

Is it a match?

Is your existing salary aligned with the standards for your job position? Are you an employer concerned about competitive salaries and what you should be paying? Let us help!

If you're interested in exploring new career options, please submit your CV. Alternatively, if you need support with recruitment, or would like free salary benchmarking across the entire business, submit a vacancy or give us a call!

Please note, these salaries are based on estimation, if you would like a more accurate salary for your business, please get in touch!

Are you curious about the current salary trends for Hardware Design Engineers in the UK? Whether you're an employee checking if your earnings are on par with industry standards or an employer aiming to offer competitive salaries, our detailed salary survey provides the insights you need. Explore the comprehensive breakdown of salary ranges across various regions below.

Midlands:

Junior: £35,000 - £50,000 | Mid-Level: £45,000 - £65,000 | Senior: £60,000 - £80,000 | Lead: £75,000 - £100,000

North East:

Junior: £33,000 - £45,000 | Mid-Level: £40,000 - £60,000 | Senior: £55,000 - £75,000 | Lead: £70,000 - £95,000

North West:

Junior: £33,000 - £45,000 | Mid-Level: £40,000 - £60,000 | Senior: £55,000 - £70,000 | Lead: £70,000 - £95,000

Scotland:

Junior: £33,000 - £45,000 | Mid-Level: £40,000 - £60,000 | Senior: £55,000 - £75,000 | Lead: £70,000 - £95,000

Wales:

Junior: £33,000 - £45,000 | Mid-Level: £40,000 - £60,000 | Senior: £55,000 - £75,000 | Lead: £70,000 - £95,000

South East:

Junior: £37,000 - £55,000 | Mid-Level: £47,000 - £70,000 | Senior: £65,000 - £85,000 | Lead: £80,000 - £110,000

South West:

Junior: £35,000 - £50,000 | Mid-Level: £45,000 - £65,000 | Senior: £60,000 - £80,000 | Lead: £75,000 - £100,000

East Anglia:

Junior: £35,000 - £50,000 | Mid-Level: £45,000 - £65,000 | Senior: £60,000 - £80,000 | Lead: £75,000 - £100,000

Yorkshire:

Junior: £35,000 - £45,000 | Mid-Level: £40,000 - £60,000 | Senior: £55,000 - £75,000 | Lead: £70,000 - £95,000

London:

Junior: £40,000 - £60,000 | Mid-Level: £50,000 - £75,000 | Senior: £70,000 - £95,000 | Lead: £90,000 - £120,000

Is it a match?

Is your existing salary aligned with the standards for your job position? Are you an employer concerned about competitive salaries and what you should be paying? Let us help!

If you're interested in exploring new career options ,please submit your CV. Alternatively, if you need support with recruitment, or would like free salary benchmarking across the entire business, submit a vacancy or give us a call!Please note, these salaries are based on estimation, if you would like a more accurate salary for your business, please get in touch!