In today's rapidly evolving work environment, companies are increasingly exploring innovative ways to enhance productivity, employee satisfaction, and retention. One such approach is job sharing, a flexible working arrangement where two employees share the responsibilities of a single full-time role. At Mumford & Worrall, we recently trialled this concept and have witnessed firsthand the myriad benefits it offers to both employers and employees.

Enhanced Productivity and Innovation

One of the most significant advantages of job sharing is the increased productivity it fosters. When two employees bring their diverse skills, ideas, and perspectives to a single role, it creates a dynamic environment where innovation thrives. The adage "two heads are better than one" holds true, as collaborative problem-solving often leads to more efficient and creative solutions. This synergy can drive the company forward, allowing it to stay competitive in a fast-paced market.

Improved Employee Satisfaction and Retention

Job sharing can significantly enhance employee satisfaction and work-life balance. By allowing employees to work part-time while sharing a full-time role, businesses can attract and retain a broader pool of talent. This includes individuals who may have personal or family responsibilities that prevent them from committing to full-time positions. The flexibility offered by job sharing enables these employees to maintain a healthy balance between their professional and personal lives, leading to lower absenteeism and higher retention rates.

Better Coverage and Reduced Absences

With job sharing, businesses benefit from better coverage and reduced absences. When two people share a role, they can support each other during times of need, ensuring continuous workflow and minimal disruption. If one partner is absent, the other can seamlessly take over, maintaining consistency in operations. This arrangement reduces the likelihood of downtime and ensures that the company's objectives are consistently met.

Efficient Training and Continuity

Another notable benefit of job sharing is the efficiency it brings to training and continuity. If one of the individuals in a job share arrangement decides to leave the company, the other can take on the role of training the new partner. This ensures that there is always someone familiar with the responsibilities, reducing the time and resources required for onboarding. The continuity provided by job sharing ensures that business operations remain smooth even during transitions.

Case Study: Mumford & Worrall

At Mumford & Worrall, we recently implemented a job-sharing arrangement for a full-time role, dividing the responsibilities between two employees. The results have been overwhelmingly positive. Not only have we seen increased productivity and innovation, but our employees have also reported higher levels of job satisfaction and work-life balance. This trial has demonstrated that job sharing is a viable and effective solution for modern workplaces.

In conclusion, job sharing offers numerous benefits for both employers and employees. It enhances productivity, fosters innovation, improves employee satisfaction and retention, provides better coverage, and ensures continuity. As businesses strive to adapt to the changing needs of the workforce, job sharing stands out as a practical and beneficial strategy that can drive success in the long term. At Mumford & Worrall, our experience with job sharing has been a testament to its potential, and we look forward to exploring more flexible working arrangements in the future.

Studies show that 2025 is going to be all about progress over perfection. Taking action and learning on the fly is going to be more valuable than continued analysis and planning, say our experts and clients. 

 Statistics- 60% of organisations have struggled to hire in the last 12 months, with matching salary expectations cited by 49% as a main reason, meanwhile 48% of companies have struggled to find the right skills.

Customer Service and personalisation: Recruitment is no longer a transactional process — it’s an experience. Candidates today expect a seamless, tailored journey that reflects their preferences and career aspirations. From personalized career sites to hyper-targeted email campaigns, organizations are leveraging AI to create unique journeys that resonate and convert job seekers into applicants.

Social media: (On brand content.)

In the age of social media and video-driven engagement, a strong employer brand is non-negotiable. Candidates want to see more than just job descriptions — they’re looking for insight into your company culture, values, and employee experiences. Video content, in particular, has emerged as a powerful medium to tell your story and connect with potential hires. 

Recruitment aims for 2025.

Looking ahead- nurturing a future- focused mindset 

• Pre-empting future skills needs and jobs market changes 
• Driving innovation in recruitment 
• Harnessing new technology 

Looking out- delivering new services and forging a new identity.

• Taking a lead on strategic workforce planning.
• Building new relationships based on value and customer service excellence
• Making change happen on inclusion. 

Looking in- build future skills and leadership to take the industry forward.

• Building a new generation of industry leaders
• Reviewing the evolving role of recruiters.
• Investing in the future skills of recruiters

Looking to make a difference- becoming future job ambassadors. 

• Building the bridge between education and work
• Being a voice for change an employment and labour market policies
• Promoting the good recruitment message.

Importance of a focused mindset. 

There is an increasing recognition amongst recruiters of the need to be aware of the changing shape of the UK’s jobs market- including automation, demographics, changing candidate expectations, and evolving business needs. 

Future-focused – practical steps recruiters are taking 1. Building internal project teams to scope potential developments 2. Hosting ‘future of jobs’ events for clients 3. Tapping into the work of trade associations to pre-empt developments in specific sectors 4. Attending external events and reviewing latest research 5. Analysing trends and developments in other countries (for example North America) 6. Reviewing regional industrial strategy plans to pre-empt where future jobs are most likely to be created 7. Ramping up longer-term business planning activities.

Workforce planning- ready for the year ahead.  

Asking the right questions: 

1. What is the current profile of our workforce? Do we hold the right data? 
2. What succession plans are in place? 
3. What are our current employee skill sets and where are the gaps? 
4. Are there any regulatory changes that we need to factor in? 
5. What technological changes might have an impact? 
6. What are our current pay levels? How do they compare with the market? 
7. How can we best prepare for different post-Brexit scenarios?

Importance of building client relationships:

Over half of all firms fear that there will not be enough people available with the skills needed to fill their high-skilled jobs, and candidate availability has declined month-on-month since June 2013 according to Report on Jobs.10 Latest data shows that many sectors, particularly healthcare, social care, construction and finance, continue to struggle to find the right candidates for roles, both in permanent and temporary positions. This is the backdrop against which recruiters can build different working relationships with clients. 

In addition to playing a role in strategic workforce planning, recruiters will increasingly be called to provide genuine consultative advice to clients on a range of practical challenges. For example, four in ten employers admit that the interviewing and assessment skills of their staff should be improved.

Investing in future skills: 

Attracting new people into the industry is one thing; providing development opportunities so that people remain within it is another. Businesses across all sectors are investing in skills (more than £45 billion a year), with well over half of all employees (63 per cent) receiving some training during the course of a year.

Why you should hire for Attitude over Skill

 Attitude or skills — which one should you go for? Here are the reasons why hiring for personality is beneficial when recruiting new talent in the workforce.

Companies are realising that technical skills can be mastered over time. Acquiring a good-fitting talent with the right work attitude should be your priority — do not focus on technical skills alone. 

There are two types of candidates who will show off their strengths during the recruitment process. One has excellent hard skills and experiences; another has remarkable soft skills and values that align with the company culture. Deciding between the two is a tough call, but it is the HR manager's duty to carefully decide on who will perfectly fit in at the company. 

Take a look at why companies are now putting more value on a candidate’s work attitude rather than performance alone. 

 1. Job demands are evolving

Over the last decade, more jobs were created to meet the growing demands of the community. With this, many skill sets are not as relevant now as they were before. You want employees who are capable of adapting to change and open to upskilling opportunities that will make them more competitive in the workplace.  

2. Work attitude is difficult to change

Compared to technical skills, a positive attitude is a lot harder to teach. This is why prioritising someone who already possesses the ideal personality will be better for your organisation. If a candidate lacks certain hard skills, they can eventually attend short courses that would help them develop what they need. Employees can also improve or learn through workshops provided by the company.   

3. Companies value the power of networking

Candidates who know how to connect with the right group of people will have an easier time landing their dream job. If they have been referred to by people whom you trust and have worked with in the past, you would be more assured that they are suitable for the role they are applying for. 

4. Work attitude can be assessed in different situations

How do you measure work attitude? Check how a candidate communicates with you during an interview. Include interview questions about handling certain work situations that require more than technical skills. 

For example, you can give a scenario of how employers are now being challenged in managing a remote workforce . A candidate can talk about their adaptability when it comes to shifting from an office-based to a home based work arrangement. Your discussion can also focus on their communication skills and how they managed to keep their team motivated and engaged while working from home. Listen attentively and determine how their past experiences would apply if they work with you in the future.  

 5. Hiring for attitude reduces the possibility of cultural misfit

Companies are now asking department heads and staff to participate in the interview process so that everyone can assess whether a candidate is fit for the position and their team. Some companies even let candidates experience the actual environment of working with their team.

If employees share the same ideas, values and goals, they are proven to feel happier and more satisfied with their jobs. 

 6. Positivity is contagious

Work is work; but at the end of the day, you want someone who has a positive mindset and finds joy in what they do. Try to bring in a candidate who knows how to work smart and have fun at the same time. Handling deadlines for major projects or big events is stressful, but an employee who can work under pressure and make the stress manageable for everyone is definitely an asset to the team.

Mumford & Worrall’s experienced Recruiters know a thing or two when it comes to successfully pitching your skills, experience and expertise to Hiring Managers.

Are you seeking a new role but don’t know where to start?

Perhaps you are busy interviewing but haven’t quite got “over the line”?

Whatever your stage in your job-hunting journey, Mumford & Worrall are here to help.

Better Access to Companies

With an impressive network to date and ever expanding, Mumford & Worrall pride themselves on their relationships with local businesses and are ever continuing to expand this even further. With key connections across Royston and the surrounding areas, Mumford & Worrall could be just the people who introduce you to that contact who didn’t respond to your speculative letter, or help you realise a whole host of other companies you were unaware of / hadn’t considered previously.

Specialist Support to Help You Prepare For Interviews

Why not trust in Mumford & Worrall to do the leg work for you? Experts in CV writing, cover letter writing, equipped with all the hints, tips and advice to successful interviewing, Mumford & Worrall can find the jobs for you, introduce you to the companies, secure the interviews, guide you through the interviews We can work with you to ensure you are on your “A -Game” when interviewing.

You’ll come away raring to go!

Manage The Communication Pre and Post Interviews

Contacted numerous Hiring Managers but haven’t heard anything back?

Been unsuccessful but not informed as to why?

These are frustrating and do not allow you to learn what, if anything, you need to do differently, and implement changes for your next interview. At Mumford & Worrall, we find out everything you need to know regarding the interview structure, so you can be best prepared to deliver. We gather your feedback and the clients following your interview, and come back to you with a decision at the earliest convenience. We would have carefully planned a recruitment timeline with the client, ensuring we have timeframes we are working to, to ensure you stay informed each step of the way.

Considered Temping?

New to the world of work?

Coming back to work after a period of leave?

Not sure what you wish to do?

Temping is a great way to gain work experience, earn money, and help realise what type of work and within what type of company suits you. Temping is a flexible option for our clients too, allowing them to employ people during busy times, to cover sickness / absence, or trial candidates.

Mumford & Worrall will secure you temp work, pay you weekly, and be there for you if / when you wish to move on. We will be working behind the scenes to secure you a permanent role too, if this is your wish.

Networking Opportunities

Just because you weren’t successful this time, doesn’t mean you won’t be next time…

Attending interviews and meeting with hiring managers can make lasting impressions. Just because they couldn’t accommodate you this time, making a lasting impression will stay with them and they may just have a role come up just around the corner / in the not-so-distant future. Alternatively, their colleague in another department may find themselves looking to expand their team, and yourself recommended to them could be another foot in the door.

Refer a Friend

Recommend us to a friend, family, neighbour or colleague and receive a £50 Amazon / All4One voucher upon successful placement of the referred candidate.

Need a local Industrial / Commercial recruitment agency to find you your next job? Call us today!

MUMFORD & WORRALL – YOUR TRUSTED RECRUITMENT PARTNER

At Mumford & Worrall, our client base boasts key players within their respective industries. With over 30 years of industry expertise, our team are market experts, consulting our candidates and clients to deliver an over and above service.

GEOGRAPHIC MARKET INTELLIGENCE

Serving Royston and the surrounding areas, we pride ourselves on our market intelligence within our local area. Together with key relationships in place, we are already sharing great candidates, recruiting techniques and market knowledge with our clients and aim to grow this wider within our local area.

SPECIALIST INDUSTRIAL & COMMERCIAL RECRUITMENT KNOWLEDGE

We can let you know how to best achieve your recruitment needs, and get the perfect employee at the end of the process. We are exceptionally equipped to give professional advice and guidance to hiring better candidates in the Industrial and Commercial sectors, as well as exemplifying the acute ability to interview for positions of all levels of seniority across the Industrial and Commercial spaces.

FASTER HIRING PROCESS

Using Mumford & Worrall for your recruitment can speed up the time it takes to find a new employee. When using Mumford & Worrall, we partner with you to fill your vacancies, creating a recruitment plan with deadlines. This strategy streamlines the process, allowing us to take ownership whilst you focus on your day job. Our impressive database, extensive network of connections we can leverage, and other tools we have at our fingertips to and access both active and passive candidates enables us to swiftly locate people with the skills you are looking for. This means that the only people that we submit for your review are already screened and right to work checked, best fit your criteria.

HIGHER QUALITY CANDIDATES

Our recruiters at Mumford & Worrall are experts in candidate selection. Partnering with us increases your ability to meet with high-quality candidates as we have access to a large database of pre-screened and referenced candidates. As an employer, you will only meet with candidates that have been already carefully assessed and interviewed by a trained consultant. We meet with candidates daily, and we’re experts at interviewing. Our acute attention to detail allows us to understand our candidate’s needs and your job role requirements to make a great match.

TEMPORARY RECRUITMENT

Need someone to “gap-fill” for a few days / weeks to cover sickness / absence? Or to support during busy periods for your business? Maybe a “try before you buy” approach fits better for some of your recruitment requirements? Mumford & Worrall will discuss with you at job brief stage the recruiting options available to you. Whether that be short term or long term temp (s), temporary to permanent employment, fixed-term contract or straight permanent employment. We have a bank of temps ready to work, as well as candidates seeking longer term / permanent employment. Temporary positions are great for candidates because it allows them to gain experience and possibly work their way up to a more permanent position. Need a local Industrial / Commercial recruitment agency? Call us today! It has never been easier to save time, find qualified candidates, and fill your open roles faster than with the help of our team. At Mumford & Worrall we believe a company can only become great by hiring equally great people. It's that simple. We are committed to achieving the highest standard and as a small independent agency, we can provide our clients with a competitive advantage in attracting and securing new talent whilst delivering cost-effective solutions. Get in touch today!

In today’s digital age, video interviews have become increasingly common. Whether it is for a remote role or for the initial screening stage, acing a video call interview is crucial to making a strong impression on potential employers. While the format is different to a traditional face-to-face interview, the principles of preparation, professionalism and confidence remain. Furthermore, it is a great chance to prove some computer skills!

In this blog post, we will cover some essential tips to help you shine in any video interview.

1. Test Your Tech and Set Up Your Space

Before the interview date, ensure you have all the necessary technology in place. This includes a reliable computer, high-quality webcam, a clear microphone, and stable internet connection. Familiarise yourself with the video call platform chosen by the interviewer and ensure any links sent to you work. Test your equipment with a Zoom, Teams, FaceTime, or Skype call to a friend! This will give you plenty of time to address any issues and avoid scrambling on the day. Set up your interview space in a quiet, well-lit room, with a clutter-free background. Ensure you have good lighting and position your camera at eye level.

2. Dress Appropriately

Even though your interview is not in-person, dressing professionally is a must! Choose attire that is appropriate for the role you’re applying for and that matches the company’s culture. This will show you’ve done your research and understand the vibe. Solid colours work best on camera, and you should aim to avoid distracting accessories. Dressing appropriately shows your respect for the interview and helps boost your confidence.

3. Prepare Thoroughly

As with any interview, preparation is essential. Research the company, its values, culture, and recent news. Understand the job description and be ready to discuss your CV. Be prepared to talk about your qualifications and experiences and how they align with the role.

4. Practice Your Video Presence

Being on camera can feel different to being in-person, so practice is crucial. Record yourself answering common interview questions and review the footage. Pay attention to your body language, facial expressions, and tones of voice. Practice maintaining good eye contact with the camera, so you can replicate this in the interview.

5. Minimise Distractions

Inform your family or roommates of the interview time, to avoid any distractions and keep your phone on silent. Close any unnecessary browser tabs or applications to minimise the risk of notifications or pop-ups during the call.

6. Prepare Relevant Questions

At the end of your interview, you will have the opportunity to ask any questions. Preparing a few will demonstrate your genuine interest in the role and the company. Focus on topics like team dynamics, company culture, and the company’s future goals.

7. Maintain Professionalism

Address the interviewer by their name, speak clearly, and be polite and courteous. If technical issues arise, handle them calmly and professionally. It’s essential to convey that you can adapt to unexpected challenges.

8. Follow Up

After the interview is complete, send your interviewer an email to express your gratitude for the opportunity to interview. Use this email as an opportunity to briefly reinforce your qualifications and enthusiasm for the role.

By following these tips, you can confidently navigate the world of video interviews and increase the chances of you landing your dream job. Remember, practice makes perfect, so hone your video interview skills to stand out in today’s competitive job market. Good luck and don’t forget to contact admin@mumfordworrall.co.uk if you are interested in interviewing for any of our roles!