We have another even coming up in our series of regular ‘In the Spotlight’ sessions. Finance! is a surgery style-event featuring Farnell Clarke Accountants and Norwich Credit Union. Come along to see how you could finance your business or what support you would get from an accountant.
On May 10th, Lambda Films packed up their camera gear and jetted off to the Caribbean Island of St Vincent. The objective? To scale and film La Soufrière, an active Volcano nestled within an Island community.
The purpose of this epic adventure, which was commissioned by the University of East Anglia, was to produce informational video content about the Volcano, island life and how it is disrupted by the effects of an eruption.
The videos themselves are destined to be premiered at the London Volcano event, a collaboration between UEA, Oxford University, The Seismic Research Centre at the University of the West Indies and The Natural History Museum London.
The event, which is part of national Universities week, will include a 3-metre replica of La Soufrière which will demonstrate the effects of volcanic activity. The accompanying video content will help educate audiences and bring to life the pressures and dangers of living on St Vincent in the shadow of an active volcano.
Following the event, the video content will be used as part of the STREVA project, an initiative to help strengthen resilience in volcanic areas, specifically in Latin America and the Caribbean. They will return and be broadcast around St Vincent to help educate the community on our findings.
Lambda Films is a video production company in Norwich. We produce online video content and video marketing services, so please get in touch for more information.
The cost of acquiring charitable donations is significant – each year charities spend hundreds of thousands on TV appeals, Radio appeals, events, collections, staff, mailings and so on to persuade people to support a particular cause.
At Break, we want to make our acquisition investment worthwhile by understanding what motivates someone to give their money or donate their goods in the first place and the best ways to communicate with previous or potential donors in the future. We want to make our investment (and maybe yours) work smarter.
We have therefore commissioned Zing Insights, an independent research agency to collect your views which will shape our strategy for the future. As a thank you for taking the time to give us your feedback everyone will have the opportunity to enter a prize draw to win a Pad mini.
Thankyou if you have supported Break in the past and/or for completing this survey which should take no more than five minutes.
The information we get will be so helpful to us.
Benefit Cosmetics is known for its glamorous vintage-style beauty products. But the quality of the global makeup and skincare brand goes way beyond the mascaras, lipsticks and blushers.
In 2012, the Chelmsford-based company won the overall Best Employer award, and an award for innovation based on glowing staff survey results. It seems its people really do benefit from working there, enjoying engagement techniques that are as quirky as the products themselves.
Founded in 1976 by twins Jean and Jane Ford in San Francisco, Benefit now sells in more than 30 countries. Being so well known, it could be very easy for the company to rely on its commercial reputation to attract and retain workers. However, the ‘feel-good’ brand really does ‘walk the walk’ and ‘talk the talk’. It gives its people a great place to work and in 2012, their employees showed their appreciation by giving them outstanding survey feedback.
The results and awards reinforced the areas of engagement that Benefit felt it was already strong in. Employees’ positive feedback told the company that certain elements of engagement had long been successful. Other feedback confirmed that the business was on the right track in terms of focusing on the areas that needed improvement.
With the help of Andrea Lansbury, Benefit’s HR Director, we got the inside scoop on their winning engagement strategy.
Best Employer award as a recruitment tool
Although Benefit has a presence around the world, the Best Employer regional award was very valuable in terms of attracting new staff from around Essex. Andrea points out that the awards are still used in Benefit’s recruitment process; the Best Employer logos are featured on the Benefit careers website and in email signatures.
Empowering staff to be creative
Benefit’s creativity isn’t just found on the tins of lip gloss. It’s innovative and friendly approach is applied to how employees are treated. Andrea explains: “We believe that with every pair of hands comes a free brain, and we feel strongly that all employees should feel empowered to make improvements, and propose changes and ideas. We believe that by creating a fun and quirky working environment we encourage talent.”
Putting the sparkle into employee engagement
The company’s unique engagement activities are enough to make traditionalists blush!
An example is the FISH philosophy, which swims deep at Benefit. Originating in 1998 at Seattle’s Pike Place Fish Market (yes, really!) this approach to engagement has grown into a corporate phenomenon. The philosophy incorporates four basic ideas that aim to have a positive impact on corporate culture: choosing your attitude, playing at work, making someone’s day and being present. People have more fun at work, which impacts their day-to-day life at the office and at home. It’s so effective that Benefit has trained its staff in this vibrant engagement strategy.
Not only that, but Benefit’s charity fundraising initiatives include the ‘Brow Arch March’ for international cancer support charity, Look Good Feel Better. In 2012 the company had fundraisers running a relay from Edinburgh to London in aid of women’s charity Refuge, and which used a giant mascara wand as the rely baton! What’s next for Benefit? Since winning the award in 2012, Benefit has run a climate survey to keep track of developments, and staff will be taking part again in this year’s Best Employer survey. Andrea says: “We have done lots of work with development and introduced some new and exciting employee benefits such as summertime working hours, whereby everyone at head office and field managers can leave work at 3pm on Fridays in June, July and August. We have also increased holiday entitlement and the amount of product that we give to employees. “It would be great to see if this has had a positive impact,” she adds. “We have also achieved the status of the Number One Premium Makeup Brand – it would be amazing to know whether this has also had a positive impact on people, as well as on top line sales.” Key advice for top-class engagement
Andrea believes the key to excellent engagement is putting staff at the core of your organisation. She explains: “It really is all about your people; it’s not a cliché, they make the difference. Whilst reward and recognition is important, the need to provide a stimulating environment, and to give challenge and development is also essential.”
And it seems that Benefit is putting the bronzer to one side as they go for gold this year’s survey. Why not join them? Enter the free 2014 Best Employer survey now. Find out more by contacting Pure’s Marketing Manager, Anna Hill, on: 01223 209888 or Anna.Hill@prs.uk.com.
Two Norfolk men have spent a night sleeping rough in a city centre doorway to highlight the plight of young homeless adults. Simon Linstead is Managing Director of Nurture Financial Planning and Chris Elliot, Marketing and Fundraising Manager of Norfolk Charity, The Benjamin Foundation decided to sleep out in Norwich for a night to help raise awareness and funds to assist with tackling homelessness in Norfolk.
Simon’s company Nurture is proud to be supporting The Benjamin Foundation in 2014. He commented: “We thought that by making this minor sacrifice of just one night on the streets, it might help in some small way with the fantastic work this Charity does to support people in Norfolk dealing with many challenges that life throws at them, including homelessness. The night was a real eye-opener.’
The popular Charity helps about 2000 people every year in the county by providing hope, opportunity and stability. One of the biggest issues is homeless young people.
Explaining why he was up for this night out on the streets, Chris said: “What we did doesn’t come anywhere near the real misery and reality of those sleeping rough, night after night. Simon and I were in a controlled environment and we went home early in the morning to a hot bath and a rejuvenating breakfast. Those living on the streets cant do this – they face this ordeal in far worse conditions than we experienced.’
Chris and Simon are on course to raise more than £1000 for their sleep-out, which will go towards helping many others finding themselves in a position of homelessness. But they urge more donations by going to www.mycharitypage.com/SimonNFP or www.benjaminfoundation.co.uk
Thank you
As our business and the Nurture Financial team continue to expand, so too must our workspace.
From Tuesday 27th May, we will be operating out of a fantastic new office at Yare House, 62-64 Thorpe Road, Norwich, NR1 IRY.
We will certainly enjoy and benefit from the bigger and more attractive office location and we are sure that it will enable an even better service for our clients. We are planning a seamless transition, but ask for your understanding if the moving process slows response time a little for a few days.
As a successful firm of Independent Financial Advisers, we are always happy to talk to any qualified advisers looking for a new challenge in a supportive and innovative environment.
Bigfork hit the surf with a brand new website for the top kayak company, Tootega. Tootega kayaks are designed and made in Attleborough, Norfolk and this company has been hugely successful. The new website shows off a brand new design, product range, improved navigation system and new photography. Check out the new website and treat yourself to a kayak. See you on the water!
Question: “What’s your strategy for handling a stressful day at work?” Answer: ‘Go home and open a bottle of red’. Question: “What’s your greatest weakness?” Answer: ‘Chocolate.’ OK – we all know it’s true but these are not the answers to give in a job interview – although both of these exchanges actually occurred. Your CV has opened the door for you, but these answers just banged it shut! Those smart people at Harvard have shown that interviews are one of the weakest methods of predicting a candidates future performance – the bad news is that practically every company uses them, so with an interview coming up, what’s your plan? It needs to involve more than red wine and chocolate!
You’ve got about an hour to convince your interviewer that you are their best candidate for your dream job…. here at Pure Resourcing Solutions, we have come up with a 3 step plan to help you achieve it.
Step 1 – Research and Prepare
As the well-worn saying goes – fail to prepare and prepare to fail.
The company: Review and add to the information you already have on the company. Check their website and the press, do web searches, speak to friends and family and collect all and any information you can. Your recruitment consultant will also be a font of knowledge. Understand and sample their products or services; know their history, goals and competitors. Build your knowledge of the specific requirements of the role but also, most importantly, the company’s broader values. Whatever your skills and experience, the person interviewing you is concerned with, and judging you on whether you will fit into the team and company’s culture.
The interviewer: Who are they? What’s their role? Will there be more than one person interviewing you? Google them and check LinkedIn.
The questions: Worried about the questions they’re going to ask? You’d perhaps be over confident (or arrogant?) not to be. We’ve gathered all our experience together and put a list of questions on the Pure website (we know that many interviewers use the same basic questioning techniques). Some questions are designed to highlight personality traits that are sought by companies, such as confidence levels or the ability to think under pressure. This means you can prepare thoroughly and have some unique, impressive replies ready. Do this ‘homework’ research and be a step nearer your goal. It’s in your hands…
Step 2 – Plan To Make A Positive First Impression
Remember you never get a second chance to make a good first impression!
Dress to impress. Neat and tidy and as smart as you think your boss will be. Your care here reflects how seriously you are taking the interview. Don’t think about whether you should polish your shoes – do it!
Plan your route to the interview. And aim to arrive 10 minutes early. Running in, even as fast as Bolt, is likely to be combined with sweating like a 100m sprinter – and then dropping your keys while apologising about getting caught in traffic. Bang! The job door could be shut and you’ve not even started the interview. However, do take the company’s telephone number with you just in case the worst happens and you are delayed and need to go into damage limitation mode.
Be polite and friendly to everyone. One interviewer we know likes to sit in reception so he can see how polite and engaged his candidates are to all members of staff. No Tom Cruise jumping around, however excited you feel; nor cynical asides, no matter how witty you think they are.
Greet your interviewer with a smile, a handshake, good eye contact and walk in.
Step 3 – The Interview
You’re going to a strange place to meet someone (or a few people) that you don’t know and they are going to ask you questions – the answers to which could change your life. Of course you’re going to feel nervous! It’s natural and the truth is that there is pressure. This is your future. However, being terrified won’t help and so – return to Step 1 – you need to prepare yourself mentally.
Your CV got you in. Settle your nerves. Your interviewer is another human and they wouldn’t take time interviewing you unless they genuinely thought you could do the job. You do get to answer some questions personally about your history and the sort of person you are – remember you’ll be talking to someone who is interested in your thoughts and wants to hear good things about you. They have even given you a list of things they want (in the job description) and we’ve given you a list of possible questions, they could ask and you should ask, on our web site! Your preparation is to give you confidence because you have thought of (practically) everything. Rarely will you be given the chance to list your strengths and attributes directly and so you need to be relaxed as you weave them into your responses.
Practise your questions, ideally role play them with someone. Give yourself plenty of time on the day. Be as natural as you can. That’s not to say act a part, be yourself and let your preparation and genuine interest shine a light on you. Work on relaxing but remaining focused.
After the interview, follow up with a ‘thank you’ email directly to the interviewer or via your recruiter. It’s polite and demonstrates your receptiveness, enthusiasm and wish to continue the conversation.
The interview was over, the candidate smiled and stood up, and the interviewer held the door open for him to leave. It was over and he was starting to relax. With the door open the interviewer paused and, turning, smiling said, ‘Give me three good reasons why I should remember you.’ The interviewee stood speechless – he froze and couldn’t answer the question. This really happened. Never let your guard down…or at least wait until you are about ten miles away!
Good luck with your next interview!
For more information, please contact Anna.hill@prs.uk.com
A 200-strong delegation from EEEGR (the East of England Energy Group) was promised Government support and recognition for the region’s energy industry, at a House of Commons reception
Business Secretary Vince Cable said there was a determination that a higher portion of the billions of pounds to be invested by international companies in sectors such as offshore wind should go to the UK supply chain.
And Communities Secretary Eric Pickles saluted the excellent work of the region’s energy sector and said delegates should understand that the country’s energy future rested on their shoulders.
Mr Pickles also officially launched the EPISCentre project, a skills and training hub in Great Yarmouth to bring more training provision into the region rather than sending trainees as far afield as Aberdeen or overseas. It will save companies significant amounts of money in travel and accommodation, reducing the costs of delivering projects and increasing competitiveness. By acting as the focal point for energy industry skills, it will increase the ability of local people to be able to access employment opportunities in the industry.
Such a centre of excellence would help ensure that the region took advantage of its strategic position to cash in on opportunities of the £50bn of capital to be spent in the energy industry over the coming decades.
Much of the action would be in the Southern North Sea with interest not just from the UK but across Europe.
“If the East of England is to be a magnet for that work it must be able to offer the skills,” said Mr Pickles.
Dr Cable told delegates that international energy giants chasing the business must make good use of local suppliers.
“I had to call in one of the big offshore wind operators when I discovered their UK content was 20%,” he said. The company assured me they couldn’t find firms in the UK with the relevant experience but admitted they hadn’t tried. They are now trying and the purpose of our industrial strategy is to work with them. “
Great Yarmouth MP Brandon Lewis, who co-hosted the event, said there had been a great start to the year for the region with Great Yarmouth and Lowestoft gaining Assisted Area Status; a three-year extension on business rate discounts for companies moving to the Great Yarmouth and Lowestoft Enterprise Zone; and now the launch of EPISCentre.
Bruce Provan, chairman of the Norfolk and Suffolk Energy Alliance (NSEA) said it was vital for Government to be resilient and strong in encouraging good UK content within investments into the East of England Energy Zone.
“We must ensure we gain from these huge projects, which will be subsidised by the UK taxpayer but often delivered from outside the country. We welcome international companies to join us and work with us in the East of England for the advantage of all,” he added”
EEEGR chief executive Simon Gray said afterwards the reception was a huge success.
“To have two Secretaries of State and many MPS attending was a real coup and a testament to EEEGR and the region’s energy industry. It was good to have next generation representatives such as Lowestoft College, the University of East Anglia and Colchester Institute attending. It shows how bright the future is for our industry.”
For more information please contact Simon Gray or Martine Watker at EEEGR, 01493 446535
Business launches initiative to help local community
The storm and tidal surges of December 2013 battered the whole of the UK but the East Coast was particularly hit hard with many towns and villages seeing disruption and significant property damage.
The East Coast village of Hemsby, just north of Great Yarmouth, hit the national media headlines when the raging North Sea attacked the shoreline so badly that five properties were actually lost in to the sea leaving residents homeless and loosing virtually all of their possessions. At the time the local community rallied to help those involved and residents came forward to offer emergency accommodation and support.
The Hemsby residents, have for a while, been working together to raise awareness to the problems their village was facing and in fact been so concerned about the threat of coastal erosion they had started to build a 200 metre stretch of their own sea defences, raising money, buying the raw materials and hiring plant equipment to make 3 cubic metre concrete blocks and positioning them on the beach in an attempt to slow down the effects of the sea. This battle continues and as their fund raising efforts gain momentum they have received a big boost by local business R Todd Insurance Services who has launched a campaign to make financial donations to the Save Hemsby Coastline project.
The initiative will see Norfolk Chamber of Commerce Member R Todd Insurance Services donate the equivalent of 5% of the value of new insurance premiums generated from within the NR29 post code area, which covers Hemsby and the surrounding villages.
Business Development Executive Steve Tubby said “the residents of Hemsby are not only being affected directly by the effects of the North Sea but also indirectly as many are finding insurance premiums rising and in some cases insurance being declined. Our aim is to do our utmost to offer residents and business owner’s competitive insurance solutions and in doing so we will also support the Save Hemsby Coastline scheme financially.”
In the few days since the scheme was launched, one such Hemsby business has really benefitted from the expertise of R Todd Insurance Services, Steve explains “we have just helped a Hemsby business reduce its insurance costs by over £750.00, a saving of 46% compared to their renewal proposed by their existing insurer. This massive saving underpins our determination to reduce costs as well as donate to the charity.”
Steve Tubby adds “R Todd Insurance Services have been the area’s independent insurance brokers for over thirty six years and we are looking to use our extensive experience and local knowledge to offer competitive personal and commercial insurance. So if residents and business owners in the NR29 post code areas are looking for insurance for their home, car, van, boat, or their business then we would certainly encourage them to talk to us and get a no obligation quotation, as not only will we work hard to be as competitive as we possibly can be, but if they choose to use our services they will know that together we are helping the local community. As an independent broker we are not tied to any specific insurer so have the wide UK insurance market open to us, with many schemes only being available to brokers and we would pitch ourselves against the endless online comparison sites thereby offering competitive prices but with the added advantage of dealing with a real local person, making resolving any claims or queries so much easier.”
In 2012, Suffolk creative agency Spring scooped the Best Employer, Eastern Region award for innovation in employee engagement.
As a medium-sized agency, Spring proved to everyone that it’s not just global corporates that are able to be innovative in encouraging loyalty among its staff (who are known as ‘Springers’ in this case), while creating a great place to work.
Innovation means different things to different employers, but it does have a place in all kinds of organisations, and across all industries. The East of England is home to very talented professionals who want to be engaged and motivated, and employers certainly don’t need a trendy London postcode to justify injecting creativity into their engagement strategy.
In fact, Spring’s home is the bustling town of Southwold, and is an example of how East Anglian businesses can deliver fantastic work for clients, while providing a positive working environment, regardless of size.
The Best Employer award is a stamp of quality
Spring is clearly very proud to win the award, and believes it is evidence of the support that they give to its most valuable asset – its Springers. The agency has mentioned the accolade in marketing materials, demonstrating to customers that it knows how to look after the team, which is responsible for producing quality marketing programmes for local and national brands.
Since the award-win, Spring hasn’t had to alter their strategy, which in itself is a sign that they have been getting it right all along. Erika Clegg, Founder and Executive Creative Director, says: “As an employer we always strive to ensure Springers feel like an active part of the company’s growth and management.” And this long-term vision is one of the reasons that their 2012 survey results were so impressive.
What is innovative employee engagement?
Innovation isn’t just for hi-tech firms, although it does take an imaginative mind to give employee engagement that unexpected twist! Spring’s approach to investing in its team’s sense of belonging involves a spectrum of original initiatives. The agency’s cultural expansion grants get its employees out and about, broadening their cultural horizons. Twice a year Spring pays for individual staff members to travel within the UK to an event, see a show or get involved in other activities. Lunch is even part of the deal.
The ‘Spring Hero’ lectures see senior experts from other organisations visiting the office to give lunchtime talks. With the firm also offering fitness training and making long-term workers shareholders, Spring is certainly taking exciting measures to make Springers feel “motivated, rewarded and inspired”.
Taking the proactive approach
With all of its focus on engagement and success to date, you’d be forgiven in assuming that Spring wouldn’t bother doing the survey again. Yet, Erika is taking the proactive approach and is asking staff to take part in the 2014 BEER survey in the coming weeks. She explains: “I have had an enforced absence from the business over the last few months, and this is a good opportunity to gauge whether that has had any impact on morale.” It seems the award is a bonus, but, only in its second year, the Best Employer survey has already become a vital HR tool.
Top tip for other Best Employer survey participants
There is no doubt that Spring has benefited from the survey and award on many levels. So, based on first-hand experience, what would Erika advise to other employers in the region?
She says: “I believe that the best companies, irrespective of their output, should respect and nurture their people. This is my top tip for a shipshape business, as well as a happy life.
“I highly recommend that other employers take part in this survey. We found staff very happy to answer the questions, and it’s really helped us keep track of what our employees feel about working for Spring. We were delighted with the results in 2012, and we look forward to receiving the Springers’ feedback in this year’s survey.”
Thanks Erika, we couldn’t have put it better ourselves!
A big thank you to Erika for contributing to our blog, and everyone at Pure and eras ltd would like to wish the Springers the best in this year’s Best Employer survey and awards.
Would you like to win a Best Employer award? Why not ask your employees to do the free, 15-minute survey? Find out more from Anna Hill, Pure’s Marketing Manager: 01223 209888 or Anna.Hill@prs.uk.com.
Pure Resourcing Solutions (Pure) was recognised at the recent 2014 FDs’ Excellence Awards, held on 1 May. The awards, sponsored by the ICAEW, saw Pure shortlisted for the third consecutive year for the prestigious Recruitment Firm of the Year Award. Pure were thrilled to be acknowledged once again for the award.
The prestigious event saw Tim Score from ARM Holdings in Cambridge accept the well-regarded FTSE 100 FD of the Year award. Also, Joe Lister from UNITE group took home FTSE 250 FD of the Year.
Established by Real Business and supported by the CBI, the FDs’ Excellence Awards recognise finance directors and service providers that support Britain’s finance community using the results of a survey, in which UK finance directors and financial decision-makers recorded their opinion.
Ian Walters, Managing Director of Pure, said “It is such an honour for us to be recognised on a national basis. Although we are based in the East of England, our exceptional reputation as a first class recruitment consultancy firm has ensured that we were considered alongside larger, nation-wide companies.
Ian adds, “Although we may not have taken home the award this year, we continue to be inspired to develop Pure to provide our clients and candidates with excellent customer service and specialist regional recruitment knowledge.”
Pure was judged, alongside other shortlisted companies, on criteria including business knowledge, innovation and quality of advice. The firm continues to enhance its expertise and develop new and relevant initiatives such as the Best Employers Eastern Region, Women’s Leadership Programme, auto-enrolment seminars and senior finance forums which add value for our broad range of clients.
To find out more about Pure’s professional recruitment services, contact Anna Hill, Marketing Manager, on: 01223 209888 or Anna.Hill@prs.uk.com.