Neil Evans

Underinsuring Vs Cost saving... Yesterdays webinar revealed that according to Aviva’s Broker Barometer survey 73% of brokers are on edge because their clients might be underinsured. Only 24% of clients have upped their coverage to the right level...?! (Why are people treating insurance updates like they’re optional dentist appointments?) What’s stopping clients from getting proper coverage? Is it cost concerns, lack of awareness, or simply procrastination? Let’s face it, staying underinsured is like driving without a seatbelt. One mishap and the financial effect could be disastrous. How can brokers help clients understand the importance of adequate insurance? Are there better ways to communicate the risks and benefits? And what can clients do to make sure they’re not caught off guard? I’d love to hear your thoughts! #Insurance #Underinsurance #ClientProtection #BrokerTalk #RiskManagement

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So I did a quick poll this week and the results were overwhelming…. The main reason for the vast majority of people to move jobs in insurance is to get more money. So here’s a simple flow chart…. 1️⃣ - are you feeling underpaid right now? No - fab, stay where you are Yes - move to step 2 2️⃣ - have you already had a direct chat with your boss about your financial package? No - go and phone your boss Yes - move to step 3 3️⃣ - are you now happy with your financial package? Yes - great, stay where you are No - call IDEX The average pay rise for those getting a new insurance job via IDEX is 17%. Oh and if you are using a job offer as leverage to get more money in your current job, then just don’t. You waste everybody’s time and it’s just cockend behaviour - #smalldickenergy For a better salary, get in touch. 07487706391 / [email protected]

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What do you think are the top factors impacting tech contractors this year? Are day rates going up? Which specialist skills will be most in demand in 2024? Let us know in our 10-minute tech contractor survey before 7th May. Our survey is open to anyone who engages with tech contractors or works as one 👉https://lnkd.in/efHS9PHx

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Today I offer a few quick tips of how to be a successful contractor. Leaving the security of a permanent role and working as a contractor can be scary for some but it can be incredibly rewarding as well. It does require a strategic approach to maximise your opportunities over time, particularly if you want to contract in the long term. In this post I have put together some points to help you thrive in the contract market. While this post is mostly aimed at IT contractors it does apply to all other sectors as well. #contracting #jobs #flexibleworking #bwflex #brightwater #bwtemps #itcontracting

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Great advice for anyone currently job searching - CV and Interview tips and Job Search advice. Head on over to our website to learn more. Share your top Job searching and CV / Interview tips in the comments below. #JobSearch #CVTips #InterviewAdvice #OpentoWork

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Stuck in your current role? 😖 Feeling undervalued and frustrated with your boss? 😕 Looking for a new challenge and curious about what else is out there? 👀 DO NOT DISMAY... It's #TimeforChangeTuesday and we've got you covered! - - - - - Click the image below to find your next opportunity in the Energy & Utilities sector 👇 And help us to help others by liking, commenting and sharing this post 💙 #MarshRPF #TFCT #TimeforChangeTuesday #Careerprogression

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Odin Careers is revolutionising recruitment with tailored solutions for all sectors, including those facing #talent shortages and #skills gaps in #finance, #tech, and #healthcare. Get in touch to see how we can help your #business thrive in a competitive market! 🌟 #Recruitment #TalentSolutions #IndustrySupport

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A decent first week back at it after the holidays with plenty of new opportunities available! (link in comments) I have seen lots of posts this week about it being one of the best periods of the year for those considering making a move, here’s a few reasons why I think it is also – 🔔Job registrations really pick up after the holidays, having choice in a job search usually results in finding the right opportunity. 🔔For someone on 4 weeks’ notice deciding to move now, it allows a good couple of months getting up to speed before 🎅🎄🧑‍🎄 🔔3 months’ notice and keen to start a fresh opportunity in the new year? I’m already laying the groundwork for various January starters, now is the time! 🔔There’s lots of projects getting the green light that have stalled in the run up to the election / general economic uncertainty latterly in 2023. 🔔If you are an Architect and not seeing your projects get built, there are opportunities out there where your ideas will now get out of the ground! 🔔Supply and demand is key to negotiating the best deal, right now demand for the talent for outweighs supply, it’s a good time to weigh up your options! 🔔Fancy a move client-side? The House Building and Developer market is picking up, expect this to continue in the coming months! 🔔Don’t fancy commuting in the winter months? You don’t need to, most of our clients offer a modern hybrid working policy where you can WFH at least 2 days. I am not a job filler…I am a seasoned Consultant who can offer sound career advice and transparent knowledge about the wider jobs market. Available anytime for a no obligation conversation 👍👍 PS - My office is based in Skipton, anyone in the area is always welcome to pop in for a brew! 😀 Thank you James 📲07815 202889

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Whether you're hiring or looking to retain your best employees, it’s essential to ensure your salaries are aligned with market standards. Download our 2025 Salary Guide for Technology, providing insights into salary benchmarking across the UK, hiring trends and timelines, and exclusive insights into the candidate sentiment in 2025.    📥 Download your copy today: https://lnkd.in/gUduQyj2 #MPSalaryGuide2025   

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Are you reviewing your Talent Strategy and Salaries for 2025? Are you looking for better data and greater insight on salaries in UK, whats changing, current trends on Talent Management and Recruitment? We can HELP! Tomorrow 20/11/24 at 09:30 via webinar is the launch of our 2025 Salary and Recruiting Trends Report Register here: https://lnkd.in/e5bTyYzu Or private message me and I can book you in. Our market-leading, trusted report provides invaluable and comprehensive insights into the evolving world and salary trends. This year we have guest speakers from: CBI, Birketts and Anglia Ruskin University where we will discuss the impacts of the budget and cover the following topics: How have long-term employment outlooks changed? What are the top hiring challenges expected for the year ahead? How are employers overcoming skills shortages? How is AI set to impact the workplace? How have salaries changed over the last year and what’s the importance of pay transparency? What motivates employees to move role and how can employers make their organisation more attractive to those looking for a new job?

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As expected, both temporary and permanent placements decreased again in November 2024. At the same time, continued redundancies means that there are more candidates available to place. A few recruiters have mentioned that they’ve seen hiring take a positive turn so far in December, and ideally, this continues into the new year when hiring is more likely to pick up. No clear sign of what’s to come but one thing is clear: Sourcing and nurturing candidates ahead of time can only improve your chances of placing them once hiring starts to pick up. Recruiters, active candidates are valuable. Find them and build relationships with them now so you’re in a better position to place them when the time comes. CE Career Services #ReportonJobs

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Rethinking Agency Staffing in the NHS: A Call for a Balanced Approach The debate around agency staffing in the NHS often centres on cost, but it’s time we look beyond the price tag to understand the true value agencies bring to our healthcare system. Agency staff are not just a stop-gap; they are a vital part of a dynamic workforce, providing flexibility, specialised skills, and rapid responses to changing needs. In a system as complex and demanding as the NHS, this adaptability is crucial. However, the conversation needs to shift from simply controlling costs to ensuring that agency staff are integrated effectively into the workforce, with their contributions recognised and optimised. Current policies can sometimes create false economies. For example, restricting rates or imposing budget constraints on permanent placements often leads to higher overall spending through short-term, temporary solutions. More importantly, it can result in gaps in care, increased waiting times, and overstretched staff. Here’s how we can reshape the narrative: Workforce Planning: Integrate agency staff into long-term workforce strategies rather than seeing them as a last resort. This ensures we have the right skills at the right time, maintaining continuity of care. Collaboration over Competition: Foster collaboration between the NHS, agencies, and unions to create sustainable staffing models that benefit everyone. Agencies can be partners in delivering high-quality care, not just suppliers of labour. Data-Driven Decisions: Use data and insights to understand where agency staffing is most effective and where changes can be made to improve outcomes and efficiency. Fair Pay and Conditions: Address the disparities between substantive and agency staff, ensuring fair compensation and conditions that reflect the true market value of healthcare workers. Let’s move away from the outdated narrative that sees agency staffing as an expensive problem and start recognising it as an opportunity for innovation, flexibility, and better patient outcomes. A balanced, thoughtful approach to agency staffing could be a game-changer for the NHS. #HealthcareInnovation #NHSSustainability #AgencyStaffing #WorkforceStrategy #Collaboration #PatientCare #FutureOfHealthcare #ValueOverCost #HealthcareLeadership

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Recruitment is REALLY tough! This week marks my last back at IPS before moving back next week to the world of Internal Talent Acquisition. (More on that in the next few days) I was going to make the statement that agency life is really hard, but that would be to suggest it is easier on the TA side, but I know that is not the case! All around recruitment remains really hard, and that is for candidates and hiring managers as well. Demands on all sides have never been so high and while there will always be success stories(and we need to hear them!) don't be fooled into thinking that should be the case for everyone. If you are struggling on the agency side, don't think for a second it is just you! If you are on the TA side and the work is piling up and demands grow day by day, you are not alone. Of course there are great stories out there but for each of those, I would suggest there are 100 tough challenges you are not hearing about!! Just look at the great recruiters who are out of work right now! We all hope the market is turning and as tough as it is for many right now, we must try to find a way of staying positive, but this is a message to say that it is hard, and it is not all sunshine and roses right now, so hang in there and don't believe you are the only one in that situation.

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Retaining top talent is crucial for your business to maintain a competitive edge, particularly in the Welsh job market. Here are several (some obvious) effective strategies for retaining your top talent: ⬇ ◾ Competitive Compensation and Benefits: Ensure that your salary packages are competitive within your industry. Include comprehensive benefits like health insurance, pensions, and bonuses. Flexible benefits, allowing employees to choose what suits them best, can also be very appealing. ◾ Work Life Balance and Flexibility: Offer flexible working such as remote working, flexible hours, and part time opportunities. This flexibility can significantly enhance job satisfaction and loyalty. ◾ Career Development Opportunities: Provide clear career pathways and opportunities for professional development. This could include funding for further education, access to training and workshops, and opportunities to work on challenging projects. ◾ Recognition and Rewards: Implement a system to regularly recognise and reward employees for their hard work and achievements. Recognition can be monetary, such as bonuses or pay raises, or non-monetary, such as awards, extra annual leave days, or public acknowledgment. ◾ Strong Organisational Culture: Foster a positive workplace culture that aligns with the values of your employees. Encourage inclusivity, teamwork, and communication. A strong culture can enhance employee engagement and decrease turnover. ◾ Employee Engagement: Regularly engage with employees through surveys, town hall meetings, and one on one check ins to gather feedback and act on it. Engaged employees are more likely to stay committed to the company. ◾ Leadership and Management Training: Invest in training managers to be effective leaders who can inspire, motivate, and support their teams. Good management practices are often a key factor in an employee’s decision to stay with a company. ◾ Health and Well-being Programmes: Support employee health and well-being through initiatives like gym memberships, mental health days, wellness programs, and supportive workplace policies. ◾ Work Environment and Tools: Ensure that employees have a pleasant work environment and the tools they need to perform their jobs effectively. This includes everything from ergonomic office equipment to the latest technology. ◾ Corporate Social Responsibility (CSR): Employees increasingly value working for organisations that demonstrate social responsibility. Engage in community service projects, sustainability initiatives, and ethical business practices to align with these values. By focusing on these areas, companies in Wales/UK can enhance their ability to retain top talent, thereby stabilising their workforce and fostering a productive and committed team. Anything you think I've missed? Huw Jenkins MBA Mark Lightburn Artis Recruitment #HRinWales #TalentRetention #Talent

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It’s the little things that matter. Pensions, Life and Critical illness cover, Private Health care are all important employee benefits. ✅ These foundational benefits are the essentials but it’s often the little things that are the most impactful. 🎉 I recently spoke someone who was thrilled that their employer had arranged a fish & chips van to come to the office to celebrate the end of summer. 🐟 🍟 It got me thinking about the importance of those little things at work that have a big impact. In the past few years, especially since COVID, it seems like many companies have lost that personal touch with employees. Traditional benefits are important, but more thoughtful gestures can really make your team feel appreciated. 🫂 For example, Radial we have a tradition of giving team members a Le Creuset pot for big life events like buying a home. 🏡 These aren’t just perks; they’re moments that remind us we’re appreciated. 🤝 As leaders, it’s worth considering: what are the small ways we can show our teams that they matter? #Leadership #TeamAppreciation #MarketingScotland

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🌟 Sales in recruitment doesn’t have to rely on KPIs or "hard-sell" techniques. CKB Recruitment - The Insurance Recruitment Experts, we believe in a relationship-first approach. 🤝 Today, we reached out to some of our past clients—not just for business, but to reconnect and check in. Why? Because we know that sales done right is all about building rapport, understanding each client’s unique needs, and staying updated on the market. 📈 When we take the time to be personable and genuinely listen, we create connections that last. These are relationships we can build on in the future, based on trust and mutual respect. 💬 Let’s redefine what recruitment sales can be. 🌍 #recruitment #sales #relationshipbuilding #CKB #peoplefirst

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We all know how sparse good talent is in commercial insurance. And yet I continue to witness how hesitation can cost firms the opportunity to hire top talent. One of my clients had been searching for a Commercial Broker to join their growing team. They had been searching for 3 months due to the technical nature of the position. I presented them with an exceptional candidate who fit their requirements to a tee - the right technical insurance expertise, industry qualifications, and a proven track record of driving client relations and managing complex client accounts. My client seemed very interested in the candidate's profile, however due to meetings, holidays and a busy schedule, they decided to "take some time to review" before moving forward with an interview. Unfortunately, during that delay, another firm swooped in and extended an offer. By the time my client decided they wanted to speak with the candidate, they had already accepted the other role. The moral of the story? When you find a great commercial broker, don't wait - act quickly. The best talent often doesn't stay on the market long. Indecision can mean missing out on the opportunity to bring top performers onto your team. Lesson learned the hard way by this particular brokerage. Don't let it happen to you. Stay agile in your commercial broking hiring process and be prepared to move fast when you identify a stand-out candidate. It could make all the difference.

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