Thorn Baker Construction

I would like to take this opportunity to thank Simon Mitchell for the service he has provided over the last 12 months. Simon has listened to our requirements when our workforce has needed a boost and has supplied us with pre-screened, appropriately qualified personnel as and when required. Simon takes the time to vet potential candidates before putting them forward, unlike other agencies I have used, who just supply a body regardless of whether they can do the job or not. When asked I recommend Simon without any reservations. I would just like to take this opportunity to say that Jack is an amazing help to me on this very very large project.  When my self and Jack converse he always gives me honest straight answers and has always provided exactly what he has said labour wise.  Jack always gives me a call on the day he has new labour starting to make sure I am happy.Really looking forward to Thorn Baker’s continued support over the coming months. Rhian is an absolute delight to deal with, courteous, professional, and above all sensitive to both the needs of candidates and clients alike. I've found her to be patient and intent on securing packages that work for both parties with a view of long term placements, not just box-ticking. Rhian's attention to detail where work skills are concerned is also paramount, I found her to be very unique in reading between the lines of a typical CV to gather an accurate view of what a candidate can truly offer a business, rather than just "pigeon-holing" a candidate on first impressions. All in all, I would recommend Rhian to both candidates and clients whole-heartedly, truly a pleasure to deal with. We built up an understanding of mutual trust but also one of professional integrity. It is hugely important that my colleagues and I receive reliable and efficient service and Jack, time after time has delivered this and has exceeded my expectations. I’m confident that Thorn Baker provide a service which we can rely upon. During May we will be shining a spotlight on the fantastic work that our candidates do. Our workers are essential to our business and we’d like to share some of their achievements, success stories and the rewards that they deserve! Rob Ford, Thorn Baker Construction Director ​Our candidates are at the core of what we do and during May we’ll be looking at the great work they’re doing, the people who have found permanent work through us and speaking with them about all the rewards and incentives on offer! We pride ourselves on understanding what our candidates want and need when they’re looking for a new role. From working environments to locations, the team leave no stone unturned in providing the best experience they can. But what happens after they’ve started working? Over the month of May, we’ll be sharing some of their feedback, our teams will be sharing their own messages of thanks and we'll highlight some of the great rewards and incentives we off our workers across the Group. People who have gone onto permanent work through us. Construction candidate reward scheme MVP, who’s already reaping the benefits? Candidate of the month Weekly full attendance reward draws Loyalty bonus Refer a friend Refer a friend is a big one for us. If our candidates would recommend us to their friends and family, we've done our job well. I’m delighted to say that from our annual candidate survey 96% of our candidates would recommend us. It's a really satisfying number. Who could ask for more?​In addition, we’ll be running a survey with our clients to dive a little deeper into what businesses offer their workers as incentives during this highly competitive market. We will also be asking our candidates what exactly attracts them to a job, what would persuade them into changing jobs and the all-important question – is pay the most important factor when choosing a job? We will share the results with you when they’re in! ​May is set to be an exciting month, we’re all looking forward to focusing on our candidates, sharing the great work they do and passing on our thanks. We hope you enjoy the month too! If you'd like to learn more about our candidate rewards and incentives contact your local team today. A recent article from pbctoday talks about the current state of diversity in construction shows how much work there is to do. It created quite a few discussions in our teams and we thought you’d find it interesting as well. Let us know…​In its recent Diversity and Inclusion in Construction report, the CIOB showed that women only made up 12.3% of the UK’s construction workforce in 2019. With BAME representation as low as 5-7%, dropping to 1% within more senior industry roles. Whilst in 2018, the OutNext / PwC Out to Succeed survey found the construction industry had the third worst image out of all industries as an LGBTQ+ employer.Diversity is a solution for the construction industry, not a problemThe article gives three ideas where the hard work can start in 2022. If you'd like to read the full article (and we think you should) you can do that right here.1. Begin the perception shift It is one thing to encourage diverse groups to enter construction, but this will only do a fraction of the job. What is far more motivating is seeing diversity flourish. Kate Waters, President of WACL (Women in Advertising and Communications Leadership) recently said that “if we want to develop diverse leadership teams made up of the people most capable of leading for change, we need to start by de-gendering the traits that define what “great” looks like.” What does ‘great’ look like in construction? For many, it will be based on the evidence of the statistics they are seeing, which as we can see from the CIOB report is predominantly white and male, and it is ageing. Not a good look, when for millennials and Gen Z, diversity remains a considerable personal concern. Without doing much to address these shortfalls, an industry such as construction will only become increasingly unpalatable for early to mid-career professionals and trainees deciding on their career. A catalyst for this perception change is for construction to modernise its ways of working, and as a result, the roles available. One way of doing this is to continue to embrace technology; by shedding old-fashioned processes and bringing in digitalization. This way, those with skills, appetites and ambitions in digital, or simply beyond the construction site, no longer perceive construction as limiting, and the net is cast wider than ever before. 2. Stay flexible Covid hasn’t brought much in the way of positives, but one area it’s undoubtedly improved is the prospect of flexible and hybrid working. Despite its reliance on on-site presence, construction shouldn’t be excluded from this. Last year’s World Economic Forum survey showed that two-thirds of people want to continue to work flexibly when the COVID-19 pandemic is finally over. Whilst almost a third said they would consider looking for another job to their current one to meet this wish. Companies like Spotify took an early lead on changing how they would work post-Covid, with incentives such as Work from Anywhere, meaning an employee can choose the city or country they work from. There’s nothing to say that construction can’t follow suit and lean into the employer-employee equilibrium the pandemic has brought about. A workplace that is not determined by how, where or when a person works means those with considerations such as childcare, accessibility or healthcare will view your business and the industry as a viable option. Construction is still seen as an on-site job by many, so people don’t give it a second thought if they feel it is incompatible with their circumstances. But by being flexible, and wanting to continue to evolve, construction can be somewhere people feel confident in bringing their whole selves to work. 3. Measure what you treasure If the construction industry is going to keep this fight for greater diversity going, it needs to go one step further than the McKinsey report and start making its own business case. It can do this by producing focussed statistics that show the positive impact a more diverse, inclusive workforce can have on construction and set a template for others to follow. Our industry has always suffered from an outdated relationship with data, but diversity can be the catalyst for this to change. By bringing projects online, and having one single, accessible source of truth, we can begin to take a more accurate temperature check on how diversity is changing our industry for the better. It can help us monitor all wins, big and small, in the construction business case for diversity and build a roadmap for continued progress. Setting quotas is a sure-fire way to turn the dial on poor diversity statistics too. Take global construction company Multiplex who are aiming for woman-led teams for 10% of their projects and 50% of all graduate intakes to be female this year. Whilst in Australia, the state of Victoria is now aiming for women to make up 35% of management, supervisor and specialist labour positions. Accurate data can show teams and stakeholders how these quotas are progressing, and whether they’re even ambitious enough. It gives us the autonomy to remain truly progressive.​​ In our previous blog, we looked at how you could make the most of the current candidate driven market. This time we’ll look at what the Industry is doing to help solve the skills shortage problem long-term. Perhaps you’ve been thinking about re-training? Or maybe you’ve been thinking ahead for friends and family?Rob Ford, Thorn Baker Construction DirectorIt’s no secret that the Construction industry is struggling across the board with a skill and staff shortage – we’ve all been talking about it for what seems like an age. In our last blog Our Top 5 Tips for Job Seekers in the Current Labour Shortage we looked at the current advantages you have as a workerFocus on your career goals. What kind of career do you want? Which job/s appeal to you in the long term? Be bold in your applications. Think about upskilling. Research businesses.Be confident. The CITB Construction Skills Network forecast has said that the Construction has bounced back quicker than expected from the Covid-19 pandemic and the industry will reach 2019 levels of output in 2022. By 2025, the industry will need to recruit an additional 217,000 new workers just to meet demand.To compete, thrive and grow in an ever-changing industry, new skills are essential, any business looking to compete for staff in this market must look at their long-term plans as well as the immediate issues. A successful apprenticeship scheme will be central to that.CITB Policy Director Steve Radley said:‘It’s great to see construction coming back so strongly and creating lots of job opportunities. We need to adopt new approaches to meet these growing skills needs and deliver these quickly. We are working closely with the government and FE to build better bridges between FE and work and make apprenticeships more flexible. We are also making significant investments in supporting work experience that make it easier for employers to bring in new blood.’Encouraging courses from a young age could help guide young people into construction careers via the apprenticeship route.Do you know someone considering a career in Construction? What is out there currently to attract people into apprenticeships?CITBCITB's Strategic Plan 2021-25 supports employers to bring people into work and provide the training they need. The Plan includes expanding work experiences, creating a new pathway from FE into apprenticeships and jobs, and boosting the numbers of apprentices completing their programmes.Highlights from the Strategic Plan include:Investing £110m to support apprentices and employers, on top of grant support, to increase overall numbers and completion ratesSupport for 28,000 taster experiences and investment in Go-Construct to give people the chance to see the wide range of opportunities construction offers and how to access themUsing the Grants Scheme and other funding to help employers invest in training to first rebuild after the pandemic and then to modernise and raise productivity.The Strategic Plan can be seen in full hereWant to find out more?If you’re feeling inspired and would like to find out more about how you could get involved? You can do that right here.Women into ConstructionWomen into Construction is an independent not-for-profit organisation that promotes gender equality in construction.They provide bespoke support to women wishing to work in the construction industry and assist contractors to recruit highly motivated, trained women, helping to reduce skills gaps and create a more gender-equal workforce.They support workers and businesses with:Bespoke Short Employment ProgrammeSeconded WiC Project ManagerStudent Mentoring ProgrammeSub-contract Entry to Employment ProgrammeWork PlacementsWith women making up half the population, it’s great to see the industry looking at tapping into this talent pool.Want to find out more about how you and the women in your life could get involved? Click here.​These are just some examples of initiatives that are focusing on a long-term solution for the staffing and skills shortage. Construction has the potential to offer real career opportunities for young people and women, whatever their background – we need to let them know what is available to them.Future talent pipeline is something that we talk about a lot as a team, let us know your thoughts on what’s currently available around the skills shortage. Know of another great initiative? Let us know! In our previous blog, we discussed the solutions you could look at implementing in your business. This time we’ll be looking at what the Construction Industry is doing to help solve the problem long-term. Does your business have a plan in place to secure its future talent pipeline? Rob Ford, Thorn Baker Construction DirectorIt’s no secret that the Construction industry is struggling across the board with a skill and staff shortage – we’ve all been talking about it for what seems like an age. In our last blog Labour Shortage: The Real Life Solutions for Your Business we talked about changes you could look at implementing in your business such as:Focusing on why working for your company is greatUp your recruitment budget – it’s competitive out thereWork with an agencyBe flexible Promote your business onlineInvest in training Look at your benefits packageBut, these solutions really focus on attracting people who are already working in Construction. How do we attract new people into the industry?The CITB Construction Skills Network forecast has said that the Construction has bounced back quicker than expected from the Covid-19 pandemic and the industry will reach 2019 levels of output in 2022. By 2025, the industry will need to recruit an additional 217,000 new workers just to meet demand.To compete, thrive and grow in an ever-changing industry, new skills are essential, any business looking to compete for staff in this market must look at their long-term plans as well as the immediate issues. A successful apprenticeship scheme will be central to that.CITB Policy Director Steve Radley said:‘It’s great to see construction coming back so strongly and creating lots of job opportunities. We need to adopt new approaches to meet these growing skills needs and deliver these quickly. We are working closely with government and FE to build better bridges between FE and work and make apprenticeships more flexible. We are also making significant investments in supporting work experience that make it easier for employers to bring in new blood.’Encouraging courses from a young age could help guide young people into construction careers via the apprenticeship route.So, what is out there currently to attract people into apprenticeships as well as tapping into new talent pools?CITBCITB's Strategic Plan 2021-25 supports employers to bring people into work and provide the training they need. The Plan includes expanding work experiences, creating a new pathway from FE into apprenticeships and jobs, and boosting the numbers of apprentices completing their programmes.Highlights from the Strategic Plan include:Investing £110m to support apprentices and employers, on top of grant support, to increase overall numbers and completion ratesSupport for 28,000 taster experiences and investment in Go-Construct to give people the chance to see the wide range of opportunities construction offers and how to access themUsing the Grants Scheme and other funding to help employers invest in training to first rebuild after the pandemic and then to modernise and raise productivity.The Strategic Plan can be seen in full hereWant to find out more?If you’re feeling inspired and would like to find out more about how your business could get involved? You can do that right here.Women into ConstructionWomen into Construction is an independent not-for-profit organisation that promotes gender equality in construction.They provide bespoke support to women wishing to work in the construction industry and assist contractors to recruit highly motivated, trained women, helping to reduce skills gaps and create a more gender-equal workforce.They support workers and businesses with:Bespoke Short Employment ProgrammeSeconded WiC Project ManagerStudent Mentoring ProgrammeSub-contract Entry to Employment ProgrammeWork PlacementsWith women making up half the population, it’s great to see the industry looking at tapping into this talent pool.Want to find out more about how your business could get involved? Click here. These are just some examples of initiatives that are focusing on a long-term solution for the staffing and skills shortage. Construction has the potential to offer real career opportunities for young people and women, whatever their background – we need to let them know what is available to them.Future talent pipeline is something that we talk about a lot as a team, let us know your thoughts on what’s currently available around the skills shortage. Know of another great initiative? Let us know! We're delighted to announce Iain Brown's appointment to the newly created role of Head of People Services to put learning and development at the heart of our business.As Head of People Services, a newly created role, Iain will help us deliver our People Strategy and intentions of improving learning and development opportunities for staff across the business so we can nurture, train and develop our own talent.  Iain has over 20 years of experience within the recruitment industry and has created and led people strategies, improved learning and development, employee engagement, onboarding and staff retention, at other leading recruitment firms. Iain joins Thorn Baker from The Best Connection Employment Group, where he enjoyed a 15-year career as Head of People Services supporting over 1,000 members of staff in their professional development and career progression.Through his newly created role, Iain will align the People Strategy and HR function of the Group with the overall strategic plan. This will ensure that staff benefit from having industry-leading learning and development opportunities and effective onboarding and employment engagement policies and are supported through a person focussed HR policy.The formation of a ‘Head of People Services’ role and Iain’s appointment is part of the continuing evolution of Thorn Baker. Having grown consistently over recent years, including throughout the pandemic, experiencing strong demand for staff from our clients in the construction, industrial and estates and facilities maintenance sectors. Thorn Baker is on course to achieve close to a £40 million turnover in this financial year, a landmark for us.By creating the Head of People Services role, we are aiming to become one of the leading employers within the recruitment industry so that it can attract the best talent and achieve excellent staff retention and productivity. Paul Jackman, Thorn Baker Group CEO comments: 'I am very proud that we are continuing to grow as a business and are able to support our clients with the people they need to help their companies thrive. As we grow, we want to ensure that we are continuing to invest in our people, supporting, training and nurturing their talent, so that we have outstanding teams across the UK. I am a firm believer that if you put your people first, then everything else will follow.'I am delighted that Iain has joined Thorn Baker and I’m sure his complementary skillset will be a valuable addition to our senior team. Through Iain joining us as ‘Head of People Services’ it sets our intention as a business and shows that we are taking staff welfare and their learning and development seriously. Upon joining the business, we want our staff to know there is a career pathway for them and to ensure they are supported with effective onboarding, engagement and learning and development opportunities. For our clients, they benefit from working with highly trained recruitment specialists who will be on top of issues affecting their businesses, such as compliance and Modern Slavery.'Iain Brown comments: 'I am hugely excited about my new role with Thorn Baker and I am looking forward to working with the senior team and staff at all levels to help shape the People Strategy for the business. The Thorn Baker board and I share the same view that looking after our staff and becoming a leading employer must be at the heart of the business, especially if we are to continue to grow successfully. I have been impressed by how the company responded to the pandemic, the culture and ethos and how it has supported its staff, and this played a large part in my decision to join the business.'I love supporting people to enable them to progress in their careers. This role will help me reconnect with that purpose and the part of my role that energises me the most, working with people at all levels of the business to help them progress and become excellent at what they do.' The country's labour shortage is one of the hot topics right now. No doubt as a worker you are being bombarded with new job offers with increasingly enticing benefits every day. How could you as a worker make the most of what is most definitely a candidate-driven market?Rob Ford, Thorn Baker Construction DirectorWe’ve all seen the impact from the severe shortage of HGV drivers on everything from our local supermarket shelves to our pharmacies to possibly not having turkey this Christmas. This is not a Talent or a Skills Shortage (although, that has long been the bane of the construction and technical markets) – this is a Nationwide Labour Shortage.CITB has reported that Construction has bounced back quicker than expected from the Covid-19 pandemic and the industry will reach 2019 levels of output in 2022. By 2025, the industry will need to recruit an additional 217,000 new workers just to meet demand.There are simply not enough people looking for work in this country to fill all the jobs available.Jobs in the UK: What are the numbers saying?The ONS’s vacancies and jobs in the UK October report said that in July-September:Job vacancies were at a record high of 1,102,00012 out of 18 job sectors saw an increaseAll sectors are above or equal to their pre-pandemic levels, food and accommodation services seeing the biggest rise of 59%All industries had a record number of vacanciesUnemployment is currently at 4.6%Employment is at 75.2%Nett Migration is at minus 10% (more leaving than arriving), with an estimated 1.3 million EU nationals have left the UK in the last 12 monthsAverage pay has increased by 7.4% (excluding bonus payments)However, the rate of vacancy growth is beginning to decrease, with a rise of 27.7% it is down from the previous quarter (38.9%).As recruitment specialists this is a trend we can confirm, the difficulties of Summer do indeed seem to be easing.As a Group we work across a broad range of industries and the conversation with the offices has been that although it is still tough market conditions are getting better. Applications are increasing, advertising spending has eased (a little) and candidates are once again asking what work we have available.And the announcement this week the UK’s “national living wage” is to go up to £9.50 an hour from next April, meaning a pay rise for millions of low-paid workers. This is a 6.6% increase from £8.91, which applies to workers aged 23 and over. For those aged 21 to 22, the minimum will increase from £8.36 to £9.18.So, if things are looking brighter why do we still seem to have an issue?Is migration the easy answer?This could be seen as a yes and a no answer. On the surface, it would be simple to blame Brexit and the difficulties around worker visas. However, according to Alan Manning, economist and professor of economics at the LSE we need to look at it from a different view – are there not enough people to do the job or do people not want to do the job (because of poor pay and/ or conditions)?In his blog, Alan Manning discusses these issues more in-depth and it’s a great read, you can see it here.A summary for you is that:The Pandemic: At the end of June 2021 there were still 1.9 million workers on furlough from 580k employers, some of them in the same sectors that are also reporting shortages.Brexit: Some European workers have returned home, or perhaps they believe they now have better options elsewhere. ‘One horticultural company quoted a loss of 25% of staff since Jan 2021 due to those returning to Europe as pay is now much better in Norway’. IR35: It has forced many drivers to swap their status resulting in falls in the income of up to 25%​What ‘real life’ top tips could benefit you right now?There’s no denying it’s tough out there at the minute, but there are things you can do to help your job search.Think about your career goals. What kind of career do you want? Which job/s appeal to you in the long term? If you’re just about to enter the job market this is a key moment to figure exactly what you are looking for. In the current market, you will have a whole host of options in front of you, it could be as simple as indoors vs. outdoors or maybe you like to be active and the thought of being at a desk is just not appealing. These steps can help you narrow your job search to positions you are passionate about and will help you advance professionally.Be bold in your applications. Maybe you really like the sound of a particular job but you only fulfil some of the requirements. Now is the time to take that risk, employers are definitely thinking outside the box in terms of transferable skills.Been thinking about upskilling? This is a great time to look at taking a course to help develop your career. Maybe this is something you could talk to your Manager about if you’re currently in a job, it’s worth asking the question. An employer or a local job centre could have access to training funds that you could benefit from.Research businesses. Right now you will more than likely have every person and their dog throwing jobs at you, it can be overwhelming. Especially when they have enticing joining bonuses etc. But does that mean you’ll be happy there? Does the company reflect your values and can they offer more in terms of investing in your future than just additional £’s?Be confident. As the job seeker, you have a monopoly on the market. Make the most of it. But remember that these markets can and do change, keep in mind if you are working with recruitment agencies who helped you, who understood your needs? Hopefully, you won’t need to get in touch again but it’s always best to shake hands on a good note.At Thorn Baker Construction we’re absolutely committed to improving our recruitment process and helping our candidates find the very best jobs for them during this labour shortage.Contact the team today to find how they can help you today, or if you know someone looking for work fill out our form here and you'll be entered into a draw to win a £250 Gift Card. The country's labour shortage is one of the hot topics right now. There’s been a lot of debate as to what is causing the shortage from migration to wages, but what is the solution? From a recruitment agency point of view, our aim is less why is there a shortage and more of how do we help solve the shortage problem?Rob Ford, Thorn Baker Construction DirectorWe’ve all seen the impact from the severe shortage of HGV drivers on everything from our local supermarket shelves to our pharmacies to possibly not having turkey this Christmas. This is not a Talent or a Skills Shortage (although, that has long been the bane of the construction and technical markets) – this is a Nationwide Labour Shortage. There are simply not enough people looking for work in this country to fill all the jobs available.CITB has reported that Construction has bounced back quicker than expected from the Covid-19 pandemic and the industry will reach 2019 levels of output in 2022. By 2025, the industry will need to recruit an additional 217,000 new workers just to meet demand.Jobs in the UK: What are the numbers saying?The ONS’s vacancies and jobs in the UK October report said that in July-September:Job vacancies were at a record high of 1,102,00012 out of 18 job sectors saw an increaseAll sectors are above or equal to their pre-pandemic levels, food and accommodation services seeing the biggest rise of 59%All industries had a record number of vacanciesUnemployment is currently at 4.6%Employment is at 75.2%Nett Migration is at minus 10% (more leaving than arriving), with an estimated 1.3 million EU nationals have left the UK in the last 12 monthsAverage pay has increased by 7.4% (excluding bonus payments)However, the rate of vacancy growth is beginning to decrease, with a rise of 27.7% it is down from the previous quarter (38.9%).As recruitment specialists this is a trend we can confirm, the difficulties of Summer do indeed seem to be easing.As a Group we work across a broad range of industries and the conversation with the offices has been that although it is still tough market conditions are getting better. Applications are increasing, advertising spending has eased (a little) and candidates are once again asking what work we have available.And the announcement this week the UK’s “national living wage” is to go up to £9.50 an hour from next April, meaning a pay rise for millions of low-paid workers. This is a 6.6% increase from £8.91, which applies to workers aged 23 and over. For those aged 21 to 22, the minimum will increase from £8.36 to £9.18.So, if things are looking brighter why do we still seem to have an issue?Is migration the easy answer?This could be seen as a yes and a no answer. On the surface, it would be simple to blame Brexit and the difficulties around worker visas. However, according to Alan Manning, economist and professor of economics at the LSE we need to look at it from a different view – are there not enough people to do the job or do people not want to do the job (because of poor pay and/ or conditions)?In his blog, Alan Manning discusses these issues more in-depth and it’s a great read, you can see it here.A summary for you is that:The Pandemic: At the end of June 2021 there were still 1.9 million workers on furlough from 580k employers, some of them in the same sectors that are also reporting shortages.Brexit: Some European workers have returned home, or perhaps they believe they now have better options elsewhere. ‘One horticultural company quoted a loss of 25% of staff since Jan 2021 due to those returning to Europe as pay is now much better in Norway’. IR35: It has forced many drivers to swap their status resulting in falls in the income of up to 25%​What ‘real life’ solutions can you implement?There’s no denying it’s tough out there at the minute, but there are things you can do to help your business recruit great staff.Focus on why working for your company is great. The support, flexibility, improved technology, training budget etc. Whatever it is you are doing well, shout about it! Spend some money on your recruitment. Whether that is with agencies like us, advertising, specialist job boards, sponsored Facebook adverts or an internal refer a friend scheme etc. A free advert on Indeed is not going to get you the staff you need.Work with an agency. Make sure they are promoting your business (not just the job). At Thorn Baker Construction we focus more on what staff are looking for now. Working with your recruiter will ensure you get the best outcome, it’s what we do all day, make the most of our knowledge and connections.Competing with other businesses. This is something that’s not always thought about but if you’re already working with an agency communicate with them what your own plans are. You will undoubtedly end up in competition with each other on jobs – and in the end, you’ll end up spending more money than you need to.Remember it’s a candidate market. If you want to hire the best, you’re going to have to treat them with respect, flexibility and sensible job offers.Flexibility. Can you offer different shift times? A selection of our clients has already done this, and they’ve seen great results. By changing their previous hours to suit school hours as well as part-time they’ve attracted more staff and retained them.Promote your business online. Building an online community is a great way to attract staff. Pay rates will always be an attraction but it doesn’t always compensate for being happy in your job.Invest in training. There’s a wealth of excellent Candidates out there with the right attitude and the wrong qualifications.Benefits packages. Enhanced maternity and paternity pay, pension plans above and beyond the statutory minimum, increased holidays, private healthcare, and a whole host of flexible benefits and rewards. There are so many ways to improve your offering above and beyond improving the basic salary.Remote working. People want less commuting and more leisure time (at least a couple of days a week) and that attitude is here to stay. Plus allowing your people to work from home where possible will boost your environmentally friendly creds too. If it’s feasible for your business to offer this, why not?At Thorn Baker Construction we’re absolutely committed to improving the recruitment process and helping businesses during this labour shortage.We work with businesses that struggle to hire Labourers, Joiners and Bricklayers every day. Contact the team today to find how they’re already helping your competitors and how they could support your hiring needs. Or complete our enquiry form here and we'll contact you. After more than a year of disruption, it's encouraging to see that construction employers are hiring at pre-pandemic levels. But are you doing everything you can to secure the top talent for your business? Read my top three tips to ensure that you don't miss out.Rhian Newman: Business Manager Offsite & ProfessionalWhilst we know it will take time for some parts of the construction sector to fully recover, we are seeing strong demand for new staff in Fit-out, Civil Engineering, Housing & Residential and Offsite Construction & Manufacturing.As the easing gathers pace and many things return to what we would consider normal, it has become clear that employers have a number of new post-Covid considerations to take into account if they want to be able to attract and retain the best talent.Recent reports found that wellbeing has risen to the top of the list of things employees think employers could have done better. Followed by helping to upskill, provision of the right hardware and software to work remotely, better support for working parents and time spent maintaining organisational culture.My question to employers: are you demonstrating a commitment to wellbeing in your hiring process? A big part of well-being from a jobseeker’s perspective is a feeling of being wanted, unfortunately, some companies are failing to address it.During the pandemic, some employers needed support and hired quickly, as a result, poor habits started to creep in. For example, delays getting back to candidates with interview feedback and with offer letters or contracts. These might seem like small things, but they feed into the sentiment of feeling wanted.It matters because candidates in high demand roles have options.If you’re not making a good impression in the recruitment and onboarding process, the reality is that people will leave and go to your competitors who are doing it better.Many candidates are getting two or three offers at the same time, so emotion comes into not only the recruitment process but the pre-start phase and first days in the job.So, what can you do to improve your recruitment process? I'm glad you asked...My three top pieces of advice to ensure you don’t miss out on top talent:Make sure you have all the resources in play to make the hiring easy. From working with a great recruiter, giving feedback quickly on CV’s & interviews, producing an offer letter and contract quickly and keeping the recruitment process as concise as possible to demonstrate agility.Be clear on your policy towards hybrid working. Get feedback from your employees and industry to know what is attractive.Look at your onboarding process. Does it provide the opportunity to meet people in an organised and useful way? Remote working means you can meet more colleagues but these only need to be 15-minute coffee meetings, mixed with virtual tours, social, and training. Could you also create a buddy system for experienced team members to come alongside new hires?These three things are incredibly important to an employer’s ability to retain talent as well as hire it. Post-pandemic I think attraction & retention is going to be one of the biggest challenges employers will face in the construction sector.Looking to hire great talent? Or maybe you'd like to discuss my top three tips for securing the best talent further? You can email me here or call me on 07969 972 412.  SUPPORTING OUR CLIENT TO WIN CONTRACTOR OF THE YEAR THROUGH A SOLID RECRUITMENT PARTNERSHIP.CTS Shopfitting Ltd is a national Fit-out provider based in Hull. In their own words, were born out of shopfitting, starting out as maintenance services specialist employees for greengrocers they supported their clients in areas such as shopfitting, refrigeration and signage. As the market changed, they decided to start their own business and CTS Shopfitting was born.As a business, they work with some of today’s most known high-street brands such as:WaitroseCo-op FoodCo-op FuneralcareSainsbury’sToday their number one goal is to provide excellent shopfitting services, and it is easy to see that they do just that. Let’s take a look at how Thorn Baker Construction’s commitment to getting it right first time, every time was exactly the service that they needed.WHAT WAS THE ISSUE?Due to peaks and troughs in the shopfitting industry having a flexible workforce would be more cost-effective for periods when things were quiet. Having labour providers who could quickly ramp up during busy times with experienced trades and labour anywhere in the UK was key to successfully delivering client projects.WHAT WAS THE IMPACT OF NOT FIXING THE ISSUE?In an industry where deadlines and handovers are tight, the financial implications are heavy, delivering projects late would have both a monetary and financial issue. CTS Shopfitting has worked hard to build its excellent reputation in the sector over many years and won’t compromise on delivering projects on time, to a high standard and on budget.HOW DID WE SOLVE THE ISSUE?CTS Shopfitting required experienced Joiners to work on food retail stores at several locations across the UK and deliver a high-quality finish.This was a combination of days, nights, and weekends. A key element was that workers needed to have current Asbestos Awareness certificates and be Face Fit trained.We used our Proven Process to take a detailed job description, looked at our regular shopfitting Joiners who had worked on previous projects of a similar nature, and we knew would deliver a high standard of work combined with reliability.Availability was managed and communicated for which Joiners we had organised, their previous experience and our planned implementation of both Asbestos Awareness and Face Fit training would be undertaken.This was achieved in two stages; we used our regular training provider to deliver UKATA accredited online Asbestos Awareness courses. A copy was held on their individual records and we sent a copy to CTS prior to them commencing work.The Thorn Baker team are trained to deliver qualitative Face Fit training in all our offices. Working with CTS Shopfitting before each shift started, one of the team was on-site prior to the start of each new shift to take the Joiners through the Face Fit training. They had all been briefed in advance of this training and were prepared prior to arriving on site.The outcome was that the projects had the correct number of Joiners for every shift, the projects were delivered on time and the client happy with the outcome.The proof is in the pudding as they say and CTS Shopfitting won contractor of the year with this particular client.WHAT DID THEY HAVE TO SAY?Martyn Clark, Key Account Manager at CTS Shopfitting said: ‘I generally come to you as I get excellent service and I know there is a genuine commitment to giving ourselves what we need. I like to place a call and leave the task with yourselves and you then come back to me with the labour I require.I do recommend you to others within our business and also our operatives on-site, due to the service I receive. We get good workers at a reasonable rate that works within our budgets.If I had to describe you in three words it would be: Quick, easy and reliable.’Andy Marr, Key Account Manager at Thorn Baker Construction said:'The projects were with one of the UK’s best-known retailers and the enjoyment was overcoming several key challenges. Being able to provide quality Joiners, who met both CTS Shopfitting and their clients’ strict compliance procedures and who delivered a quality finish in a fast-paced environment being one.The Joiners we provide are requested back by CTS Shopfitting on other projects time and time again which demonstrates a perfect fit to their labour requirements and Thorn Baker’s ability to provide the correct calibre of worker right first time, every time.'We’re here to help you solve your unique challenges, so allow us to step in and alleviate some pressure. Ready to make the most of our Proven Process? Contact us today. The 2021 Euros are nearly upon us and I don’t know about you but we can't wait! To celebrate Thorn Baker would like to invite you to take part in our 'Guess the Goals' competition.Rob Ford, Head of Thorn Baker ConstructionDates for Your Diary: The Euros start on the 11th of June with Turkey taking on Italy  The final is on July the 11th (England currently 5/1 to win!) England’s first game is on the 13th June against Croatia, followed by the 18th of June against Scotland and 22nd June against the Czech Republic Closing date to enter our competition 9th June @ 5.00pm So What Do You Need to Do to Enter? It’s Easy!All you need to do is to email [email protected] the following predictions along with your name, trade and the best number to contact you on (so we can confirm your entry!) How many goals you think will be scored in total throughout the competition (penalty shootout goals not included) As a tie-breaker in case, we have a draw: How many yellow cards you think will be dished out through the competition? The Prize: The full football strip of any country taking part in the tournament. Will you go for England or maybe something a little more exotic like Macedonia or Austria? A bottle of Moet  Good Luck! I'm delighted to announce that Thorn Baker Construction has signed a three year deal with the National Association of Shopfitters (NAS) to become its preferred recruitment partner from 2021, enhancing the benefits offered to its members.Rob Ford, Head of Thorn Baker ConstructionWith over 20 years of specialist construction recruitment expertise, we have a successful track record in placing candidates in temporary and permanent roles within the building, construction and fit-out industry, from our five locations nationwide.  The new deal will see us offer an exclusive recruitment package to NAS members to support them with their ever-changing recruitment needs.NAS is the UK’s dedicated professional association for shopfitters, fit-out and interior contractors., representing its members' interests nationwide. Benefits of membership already include discounts leading to savings on insurance and fleet breakdown, discounted or subsidised training and development opportunities and free advice and guidance on HR and legal matters.As a preferred partner of NAS, Thorn Baker Construction, now offers an exclusive package to NAS members to support people in their recruitment needs. This includes psychometric testing, a rebate scheme, discounted fees on first permanent placement as well as bi-annual CV and job advert training sessions. We're excited to sign this deal as the preferred recruitment partner for NAS and is looking forward to bringing our extensive industry knowledge and recruitment expertise to support NAS members. We have an active role in the fit-out industry, finding the right tradespeople, labourers and site managers to help deliver high-quality fit-out work on time, every time.Key Account Manager, Andy Marr added: We are proud of our aptitude for placing good quality, reliable candidates into a range of roles for our clients up and down the country. We are very much looking forward to working in partnership with NAS for the next three years, who are a highly respected organisation within the industry.'So, when you’re looking to work with recruiters that specialise in Fit-out we’re proud to be the preferred recruitment partner of the NAS. Contact your Fit-out team today to discuss how we can support your business needs. With less than 13 working days to go before the changes to IR35 kick in, the last few weeks have seen a huge amount of client activity as the recent 3rd March Budget confirmed that HMRC wouldn’t kick it down the road another year once more.Rob Ford, Head of Thorn Baker ConstructionInterestingly, the approaches being taken by our clients are far from consistent, even though the challenge is the same – so rather than regurgitate the changes that are coming (the links at the end of this blog are always useful) we’ve decided to share what’s going on in an effort to stimulate some thought and discussion amongst those who are hurtling towards this imminent deadline.To lighten the seriousness of IR35, we’ve been able to categorise the 4 main types of approach we have experienced in recent weeks and would invite you to assess your own approach and plot your own position with the following Matrix.                                No need to share but if you or your business are in any way involved in getting ready for the changes then a bit of self-reflection won’t harm.The ‘Headless Chicken’ has high IR35 knowledge and knows the importance of getting things right but finds themselves either disorganised or in a disorganised business that has left it late. Compliance is important and implementation is proving tricky.The ‘Ostrich’ represents those individuals within impacted hirers that have their heads in the sand when it comes to understanding what needs to be done. There is a business to run right now in a global pandemic and that’s what matters – not some more legislation. Ignorance is bliss?Our (Anxious) Deer, in contrast to the Ostrich, is alert to the danger posed by non-compliance, of getting the Status Determination wrong and of upsetting their supply chain, but lacks the detailed knowledge that is required to get this right and is unsurprisingly frozen in which direction to go as every path looks trickyThe Wise Owl has it all under control. They’ve audited everything in good time to assess the scale of the issue, they’ve assessed all the roles where they have contractors in place and passed the Status Determination Statement down the supply chain. Whether roles are inside or outside IR35 they are safe in the knowledge they have taken reasonable care and can provide evidence to HMRC if required.Well done if like many of our clients you’re a Wise Owl; but if you’re not then please do get in touch with me or my team to gain some additional ‘know-how’ on IR35 to help you implement the changes over the next few weeks. We are very well placed to help your organisation whether you currently use our services or not, and if necessary we can refer you to some even more knowledgeable experts.In the meantime, here are some very useful links from HMRC that the Wise Owl will almost certainly have read.Guidance overview (landing page)April 2021 changes to off-payroll working for clientsDeemed employer responsibilitiesCEST toolCEST tool guidanceDetailed off-payroll guidance                                I'm thrilled to announce two senior appointments to our Nottingham office, brothers Simon and Chris Brend. Both are highly regarded experts and will add further experience to our thriving Nottingham construction team.Rob Ford, Head of Thorn Baker ConstructionSimon and Chris join Thorn Baker Construction from Approach Personnel. Simon will be taking on the role of Business Development Manager and Chris will be appointed as a Recruitment Consultant, bringing with them over two decades of construction recruitment experience. Commenting on his appointment, Simon said: “I am joining at an exciting time for the company and I am looking forward to working with the Thorn Baker team. Its construction offering in its Nottingham head office has really developed over the past two years and both Chris and I are pleased to be adding our experience to the team.”Chris Brend adds: “Elsewhere in the UK, Thorn Baker Construction is the go to company for construction recruitment and Simon and I want to help the team get to that position in the Midlands. I am sure that our combined experience across the region will play an important role in achieving that goal.” The appointment of Chris and Simon will further strengthen Thorn Baker Construction through adding senior expertise to the team. Both are well known in the industry and have excellent contacts and will be able to instantly benefit Thorn Baker’s construction clients. Simon will be focussing on the public sector build market and Chris will be primarily working within the housing market in the Midlands and nationally. Both will support Construction and Group Director Rob Ford and Demi Harman in developing the team through further appointments and training new staff. Commenting on the new appointments, Rob Ford said: “Thorn Baker Construction has successfully navigated the pandemic and we are delighted that we are in the position to recruit two highly thought of experts. We are another step closer to achieving the status of the go-to agency in the Midlands.”“Simon and Chris match the focus of the Thorn Baker Group and I am delighted to welcome them to the team. We plan to support Demi Harman, who has done an excellent job over the past two years, with the top talent in the industry so she can further develop the team and also continue to deliver on her core business areas.  I am excited about the growth of the team and look forward to supporting our clients and candidates.”As both Simon and Chris are able to focus on their specific areas of the business, Demi will concentrate on her core area of the interiors fit-outs market and continue to build relationships around her core base. Demi comments: “It’s been a great two years since Rob took charge at Thorn Baker Construction and the brand has continued to grow despite the Covid-19 pandemic. The appointments of Chris and Simon means they can take over other areas of the brand and I’m looking forward to working alongside them both.”If you'd like to pass on your congratulations or you're looking for staff on your site you can contact Simon here and Chris here.  I'm delighted to announce that our Bristol team have just moved into their new and improved office. It's great to see how well the team are doing both before and during the pandemic - they've set and smashed their targets, and having a newly fitted out office compliments their success.Rob Ford, Head of Thorn Baker ConstructionWe've just moved to Prince Street, which isn't too far from where we were but the team are really please with getting the opportunity to fit-out the office how they liked. And as specialist fit-out recruiters we know how these things work!I've been with the company for 16 years and four offices later I m over the moon with how our latest Bristol home looks like and the feedback has already been amazing from the team - well the ones that have used it so far.We originally set up home in Bristol in what can only be described as a box with a window. Back then we were a minnow in the recruitment pond and I'm proud to see that our latest premises reflect the fact we are now among the top construction recruitment business’s in the South West, and the team were actually a finalist in the recent Bristol property awards!As a business we've always looked to deliver a comfortable high-quality workspace for our staff which includes conference facilities, meeting rooms and the latest IT. At the same time, it gives them some creature comforts like a quality coffee machine, table tennis, darts board and beer fridge.I look forward to welcoming many of our staff back into the office when COVID-19 and lockdown allow along with future recruits, candidates and clients alike.If you'd like to pass on your congratulations or maybe you'd like to learn more about the new office you can contact them here.   Being amongst the finalist of this year's Bristol Property Awards was such a great achievement. The team have all worked really hard to achieve this recognition and I'm really proud of them all. So we went to the awards... how did it go?Rob Ford, Head of Thorn Baker ConstructionCelebrating Bristol PropertyThe 2020 Bristol Property Awards were held virtually on February 12 2021 as part of the Bristol Property Symposium.This Symposium is a unique three-stage property conference:Thought Leadership: Plenary sessionNetworking: Unique sponsor-hosted HubsExcellence: Awards celebrating the best of the sectorMarvin Rees, Mayor of Bristol said:Winners!Whilst we may not have won (this year!) the experience was invaluable. The team really enjoyed the one to one networking time, getting to know people individually is always great. But we would like to pass on our congratulations to all of the Bristol Property Awards 2020 winners. All entries were well deserved and we really enjoyed seeing who won and hearing why and all about their business within the local area.We'll definitely be making an appearance next year - so look out future finalists!If you'd like to pass on your congratulations or maybe you'd like to learn more about the awards you can contact them here.   Over the last few weeks, we’ve spent a fair amount of time engaging with our clients, talking about the changes they've made on their sites to make their working environments safe. Getting everyone back on-site during the pandemic has been tough but there have definitely been some benefits to looking at how sites were operating and making changes. In this blog, I’ll be sharing the top 3 changes we’ve identified…Rob Ford, Head of Thorn Baker ConstructionIn our previous blog, The Top 3 Ways Construction Companies Want to Be Supported during COVID-19 we looked at how our clients wanted and needed to be supported by us during the early days of the pandemic. Since then we’ve been having a lot of conversations with our clients about the changes they've made on their sites. What practices would they recommend? Has there been a positive in having to re-evaluate their processes? And as promised we’re going to share the results with you.Whilst our clients operate in sectors and each site will have different requirements there is definitely a common theme...The Top Three Changes Our Clients Have Made to Their Sites during the PandemicBut what were the other responses? We actually received quite a few from this question but the top 3 we're definitely clear. The next four responses received came up evenly within our poll:You can see all responses here:​September’s issue of the Glenigan Construction Review has identified positive trends inactivity as the industry has emerged from lockdown, restarted projects, and progressed new projects to site. The value of projects starting on-site averaged £4.7 billion per month during the three months to August, a decline of 30% on the previous year. Underlying projects, valued at less than £100m, declined 32%, but rose 28% on the preceding three month period, seasonally adjusted. Major projects, anything over £100m, declined 22% on the previous year.So whilst year on year the outlook has declined, comparing quarterly things are starting to look up. Could these changes have been a major part of this? Do you think that making these changes will be long term improvements in your business?Comparatively the pandemic also made us reevaluate how we work as a business and whilst some changes aren't always comfortable we are starting to come through the lockdown a strong, leaner more productive construction recruitment team. If you haven't already read our blog about the changes we made you can do that here.​We’d love to hear from you. We'd like to continue getting your feedback so that we can share ideas, best practices, and general feedback. If you’d like to have a chat with your Consultant feel free to call us or ask for a call back (at your convenience). We recently announced the launch of our specialist offsite construction team, we're focused on helping our clients to source the very best talent to meet the ever-increasing demand in the offsite construction sector. I'm happy to let you know that we're now a member of the Offsite Alliance!Rhian Newman Business Manager Offsite & ProfessionalWho are the Offsite Alliance?Formed in 2019 the Offsite Alliance has brought together a wide collaboration of makers and shakers who have a vast depth of experience all working within the Offsite sector. Through collaboration and action we will deliver the transformation the Construction industry needs. Driving innovation and change.Focused on offsite residential we help to create the beautifully designed sustainable homes and communities that are truly for all.What do they do?The Offsite Alliance works alongside leading organisations, industry bodies, government, local authorities, housing associations and most importantly its members to increase the uptake and delivery of Offsite technologies across the residential sector.They promote best practice, share innovation, and work together to create the high quality, sustainable homes of the future. Collaboratively we create the new skills needed to fuel a revolution in housing, inspiring generations to join the new and exciting world of manufactured construction.How can we help you?We’ve visited over 75% of the UK’s Offsite manufacturing facilities and have helped to build many of the most successful modular companies within the market today.The team have an unrivalled reputation in delivering candidates of all levels within Offsite construction. Whether you’re an established provider of MMC looking for a full Site and Commercial team or maybe you’re looking for that industry expert to help drive Modular Build within your Traditional construction company - we are here to help.We recruit from Site Supervisor level to Construction Director and from Trainee Estimator/QS to Commercial Director.  With our Proven Process we can provide quality, vetted candidates on both a temporary and permanent basis.Sectors Include Timber Frame, Modular Build, Light Gauge Steel Frame and Cross Laminated Timber (CLT).  When you’re looking to work with recruiters that specialise in Offsite, Design & Technical, Sales, Manufacturing & Operations and Professional - we’re proud to be your go-to recruiter. Contact your Offsite team today to discuss how we can support your business needs. I'm delighted to announce that we're amongst the finalist of this year's Bristol Property Awards. The team have all worked really hard to achieve this recognition and whether we take the prize or not I'm really proud of them all. Rob Ford, Head of Thorn Baker ConstructionThis will be the second year of the Bristol Property Awards celebrating the dynamic Bristol property sector. From residential to commercial, lettings to new builds, civic buildings to bold re-imaginings, Bristol is jam-packed with exciting and forward-thinking property businesses who are helping to shape Bristol's skyline. Property matters to us all. Professionally in financial terms; aesthetically in its creativity; practically in somewhere to live or work.As specialists in construction recruitment across the South West our goal is to ensure that we are the go-to recruiter for our clients and candidates. By offering our candidates the best opportunities in the region we can ensure that our clients have the very best choice of staff and talent working within their business and on-site.We're delighted to announce that we qualified for two categories; employers and suppliers and services. EMPLOYER'This Award recognises the best employers in the sector – tell us about your staff retention, incentives, development, and anything else that makes your company the best in Bristol when it comes to employment.'How did we qualify?The average tenure of over 9 years, all bar one of the team live in BristolAll of the staff have worked their way up including our Director, we like to develop people into their rolesThree internal promotions in the last 12 months with two more on the horizon in 2021Moving to bigger bespoke fitted premises on Victoria Street in January 2021 to accommodate a bigger team and give them a better working environmentRegular competitions & rewards revolving around hitting targets, demonstrating our values, and passing milestones – prizes in the last 12 months have included holidays, surfboards + lessons, high street vouchers, and many moreThree members of staff currently taking part in a 12-month recruitment apprenticeshipMonthly training sessions in recruitment hosted by either our leadership team or external providersKatie Smith‘I started at Thorn Baker fresh to recruitment and construction, the success I’m currently enjoying comes from the support and development I’ve received.Recruitment can be tough but it’s incredibly rewarding, I love nothing more than going out on-site and seeing the exciting projects that are happening in the area. Seeing a completed building or housing project knowing that I’ve played a part in supporting that build is a great feeling.My career has been supported continuously throughout from both Jack and Rob. From learning the ropes to becoming a Managing Consultant it’s been great. Our internal training plan covers every aspect of what we do. I’m currently working on an external Level 3 Management qualification – knowing that I’m working for a company that cares about my development as much as I do means a lot to me.’Rhian Newman‘Thorn Baker have given me the freedom and trust to really put my own ideas into practice and it’s been an incredibly rewarding 12 months, and I feel very lucky to work for a company whose goals are so aligned to my own.We’ve been really busy over the last year launching a new team within Thorn Baker Construction and will be working on a more refined look for our White Collar offering across the South West – There are some great things to come and we can’t wait to share them with you.Thorn Bakers’ entrepreneurial approach, their continued ability to remain true to their core values of been People-Driven, Positive-Minded, and Solution-Focused make this such a great place to work. Staff are rewarded and recognised for their efforts and each member of the team really cares about the business. It’s not about individuals here it’s about ‘team’ and that’s rare to find in a recruitment environment.’SUPPLIERS AND SERVICES'This category showcases suppliers to the industry and key support from a professional service to property in the Bristol area. Although the service m

Jamie Moran
5 Star
By far the best agency I’ve dealt with over the years. Thorn Baker go the extra mile for you when it comes to location, rates and duration of the work. I’ve dealt with Ellie recently, she is absolutely class and super responsive for anything you need and really looks after you. Big ups Thorn Baker
Wednesday 9th February 2022

Alex Millson
5 Star
Really helpful and very professional. Sean Scott kept in constant contact to make sure everything was ok and I was happy with my site, my role and my colleagues. Always answers calls and messages in a friendly but professional manner. I would highly recommend to anyone looking for work to get in touch with Thorn Baker.
Friday 5th November 2021

Shaun Ferris
5 Star
I applied for a vacancy and within 5 minutes I had a call from Sean Scott, conditional job offer and some incredibly professional back and forth organising my employment. Constantly checking in on my welfare and generally being an incredible point of contact. Will be recommending the agency to any and all!
Sunday 14th November 2021

Mack Life
5 Star
Hi, recently signed to work with Thorn Baker extremely professional check my references and CSCS tickets, had me up an working within 2 days, Sean kept in touch with me the whole way through happily answered any questions. Top class team recommend, Thorn Baker Construction for anyone looking for a work within the industry. 👍👍
Tuesday 2nd November 2021

jay scholey
5 Star
An agency that cares about their clientele and their workers is hard to come by. Thorn Baker is willing to put in the extra effort to assist applicants into finding their perfect job. Thankyou Ellie 👍
Tuesday 23rd November 2021