The gender confidence gap is well-documented, with research consistently showing that women tend to underestimate their abilities compared to men. This disparity isn&rsquo;t due to a lack of competence, far from it, but rather a societal issue which can be ingrained from an early age. In the workplace, this confidence gap can significantly impact career progression, decision-making, and overall job satisfaction.
The Confidence Gap and Career Progression
Studies suggest that men are more likely to apply for a job when they meet only 60% of the qualifications, whereas women often wait until they meet 100%. This hesitation means fewer women put themselves forward for promotions or leadership roles, reinforcing gender imbalances at senior levels. While organisations may claim to promote on merit, the reality is that confidence plays a key role in professional advancement.
The Mental Load and Career Impact
As well as the confidence gap, women also bear a disproportionate mental load. From managing household responsibilities such as childcare and eldercare, as well as menopause later on, the invisible labour many women undertake can impact their careers. The motherhood penalty remains a stark reality, with many women facing slower career progression, lower earnings, or even being forced out of the workforce altogether.
Returning to work after maternity leave is a critical period where employers must offer support. After experiencing a life changing event, many women return with reduced confidence, unsure of how to navigate their careers after time away. Priorities are often different, however new skills are built through parenting, and this can enable women to become even more successful and better leaders.
If businesses fail to offer adequate support, they risk losing highly skilled, experienced professionals.
What can businesses do to help?
Flexible working options &ndash; Hybrid models, part-time roles, and job shares can help retain female talent.
Return-to-work programmes &ndash; Structured support, mentoring, and skills refreshers can rebuild confidence and career momentum.
Open communication &ndash; Be vocal about supporting female employees and communicate clearly to the whole company, and ensure it&rsquo;s part of the culture.
The Cost of Inaction
The UK economy cannot afford to lose talented women due to outdated workplace structures. A more inclusive, flexible approach to work benefits businesses, employees, and society as a whole. If employers fail to support women in rebuilding confidence and balancing responsibilities, they not only contribute to the gender pay gap but also miss out on exceptional talent.
By actively addressing the confidence gap, reducing the burden of the mental load, and creating a workplace where women feel supported at every stage of their careers, we can build a more equitable and prosperous future for all.
Now is the time to act&mdash;because when women thrive, businesses thrive.

Bridging the Confidence Gap: Supporting Women in the Workplace

In light of International Women&rsquo;s Day on 8th March, Carly Jones, Recruitment Administrator for our Construction division, has bravely chosen to share her story. She opens up about the challenges she has faced and how, with the support of Acorn and her colleagues, she is now using her experiences to help others.
Here, she tells her story.
A Mother&rsquo;s Worst Fear
In February 2023, after enduring several incidents of bullying, I faced my greatest fear when my 14-year-old daughter attempted to take her own life. Thankfully, following a visit to the hospital and overnight evaluations, her physical health was deemed stable. However, this marked the beginning of an arduous journey to support her through mental health challenges, including eating disorders, self-harm, and depression.
A Career in Transition
At that time, I was employed as an administrator on a construction site. After a year in this position, the role was deemed redundant, prompting me to seek new employment. It was during this transitional period that I reached out to Osian from Acorn, who had just lost his administrator to resignation. I was invited for an interview and was fortunate to secure the role, launching my association with Acorn.
Recognising Emotional Abuse
Just when I thought I had weathered the toughest year of my life, my 12-year relationship ended. While attending a Children and Adolescent Mental Health Services (CAMHS) meeting with my daughter, I began to share my personal struggles, including the events leading up to the breakup. During this discussion, it was suggested that I reach out to a domestic abuse service. Until that moment, I had not recognised the emotional abuse present in my relationship, having spent considerable time normalising and dismissing the troubling behaviours.
Finding Strength and Seeking Help
Recognising the need for help became imperative, as I wanted to be the mother my children needed to safeguard their mental health and create a happier, more peaceful home. This journey has been fraught with challenges, and my physical health has also declined, often leaving me in pain and unable to eat. There were moments when I felt utterly lost, and the guilt of not being strong enough for my children was overwhelming.
Transforming Adversity into Action
Fortunately, my job and the unwavering support from my manager have empowered me to channel my experiences into a project aimed at enhancing my emotional well-being. I'm empowered by my experiences to speak with my employer, Acorn, about launching an initiative to support women who have faced domestic abuse or other personal challenges and are seeking assistance in regaining financial independence. Collaborating with Emily, our Head of HR, and Adele, our Senior Support Administrator, we are working to bring these sessions to life. This initiative will also become part of Acorn Impact, through which Acorn has committed 10,000 hours over the next three years to improving social mobility.
A New Beginning for Women in Need
This initiative not only serves as a source of healing for me but also raises awareness for other women who may be facing even greater adversities. It is vital to convey that it is never too late to reset one&rsquo;s life, whether that means exploring new career paths, reorganising finances, or fundamentally transforming parenting or co-parenting approaches.
A Message of Hope and Resilience
In honour of International Women&rsquo;s Day, I feel compelled to share a glimpse into my journey over the past two years. Both my daughter and I have faced significant challenges, and through our experiences, we aim to raise awareness about the struggles life can present.
My daughter has shown remarkable strength and resilience as she navigates her education while grappling with her mental health. I am incredibly proud to announce that her hard work and determination have paid off&mdash;she will be starting college this September, where she plans to study Law, Criminology, and Psychology.
Giving Back and Looking Ahead
By sharing our stories, I hope to inspire others to seek additional support when feeling overwhelmed and to transform difficult experiences into positive outcomes&mdash;not just for themselves, but for others in need as well.
I would like to extend my heartfelt gratitude to Acorn, especially my wonderful team. Your unwavering support has kept me smiling and laughing every day. To those with whom I have shared my struggles, your encouragement has been invaluable. Thank you all for being a source of strength in my journey!
If you would like to find out more about our Female Support Sessions or if you&rsquo;ve experienced similar challenges and would just like to chat, please feel free to reach out to <a href="mailto:carly.jones@acornpeople.com" target="_blank" rel="noopener">Carly Jones</a>.

From struggles to strength: a journey of resilience and support

Acorn by Synergie, in partnership with Mobile Cloud, is proud to be an approved supplier on Crown Commercial Service&rsquo;s (CCS) G-Cloud 14 framework&mdash;the UK Government&rsquo;s trusted digital marketplace for public sector cloud solutions.
&nbsp;
<h4 class="MsoNormal">Delivering Recruitment &amp; Cloud Solutions for the Public Sector</h4>
As part of G-Cloud 14, Acorn by Synergie provides specialist recruitment solutions to support Mobile Cloud&rsquo;s Cloud Hosting, Cloud Software, and Cloud Support services for government departments and public bodies.
This partnership allows us to help organisations:
<ul>
<li class="MsoNormal">Understand &amp; leverage AI/automation for innovation</li>
<li class="MsoNormal">Review and optimise existing processes &amp; technology</li>
<li class="MsoNormal">Resource and manage end-to-end cloud solutions</li>
<li class="MsoNormal">Enhance operational efficiency with tailored cloud strategies</li>
</ul>
Acorn by Synergie and Mobile Cloud, with a strong track record in recruitment and cloud technology, ensures public sector organisations have the talent and tools they need to transform, scale, and innovate.
&nbsp;
<h4 class="MsoNormal">A Commitment to Public Sector Excellence</h4>
&nbsp;
<blockquote>
<h5 class="MsoNormal">&ldquo;Being named a supplier on CCS&rsquo;s G-Cloud framework is a fantastic opportunity to deliver high-impact solutions that help public sector organisations optimise and innovate their cloud infrastructure.&rdquo;</h5>
Mark Standen, Director of Technology, Acorn by Synergie
&nbsp;
</blockquote>
&nbsp;
<blockquote>
<h5 class="MsoNormal">&ldquo;Our goal is to help organisations seamlessly integrate and scale cloud solutions. Partnering with Acorn by Synergie&rsquo;s expert recruitment services ensures the right people are in place to drive success.&rdquo;</h5>
Martin Meikle-Small, Director, Mobile Cloud
</blockquote>
&nbsp;
<hr>
&nbsp;
Discover how Acorn by Synergie &amp; Mobile Cloud can support your organisation through G-Cloud 14.
Mark Standen
<a href="mailto:mark.standen@acornpeople.com">mark.standen@acornpeople.com</a>
James Thompson
<a href="mailto:james.thompson@acornpeople.com">james.thompson@acornpeople.com</a>
&nbsp;

G-Cloud 14 Supplier

<h4>Spring into action&nbsp;</h4>
Much like the daffodils popping up across Wales, your job search starts with planting the right seeds.
Ask yourself:
<ul>
<li>What makes you tick? Think about what job would make you cariad (that&rsquo;s Welsh for "love") going to work every day.</li>
<li>What are your strengths? Whether you&rsquo;re a natural leader or a creative thinker, play to your talents.</li>
<li>What do you want to learn? A new job can be a chance to grow, just like our famous Welsh valleys in springtime!</li>
</ul>
Don&rsquo;t be afraid to shake things up&nbsp;
Wales is a land of legends, and every legend starts with a bold first step. Whether you&rsquo;re eyeing up a brand-new industry or just looking for a better fit, change can be a good thing!
Top tips for getting started:
<ul>
<li>Give your CV a bit of hwyl (that&rsquo;s Welsh for enthusiasm!) &ndash; highlight your best bits and make sure it&rsquo;s up to date.</li>
<li>Network like a true Welsh village &ndash; chat with friends, family, and connections. You never know who might have a lead!</li>
<li>Be brave, like a dragon &ndash; confidence is key, so don&rsquo;t be afraid to put yourself out there. &nbsp;</li>
</ul>
Find a job that&rsquo;s Proper Tidy
We get it - job hunting can feel like climbing Snowdon in flip-flops. But don&rsquo;t worry, we&rsquo;re here to help!
At Acorn by Synergie, we&rsquo;ve got:
<ul>
<li>Loads of job opportunities in all sorts of industries</li>
<li>Friendly experts who can help you find the perfect match</li>
<li>Top-notch career advice (without the corporate jargon!)</li>
</ul>
You&rsquo;ve got this
St. David&rsquo;s Day reminds us to &ldquo;Gwnewch y pethau bychain&rdquo; - do the little things. And that&rsquo;s all it takes to get started: small steps in the right direction. So go on, give it a go - your next big opportunity could be just around the corner!
Search for jobs <a title="Job searching" href="https://www.acornpeople.com/jobs/" target="_blank" rel="noopener">here&nbsp;</a>
You can also find other career resources by clicking <a title="Resources " href="https://www.acornpeople.com/resources/" target="_blank" rel="noopener">here</a>.
Happy St. David&rsquo;s Day from all of us at Acorn by Synergie!

Job hunting with a St. David’s Day twist: keep your career blooming!

As an Acorn by Synergie agency worker, you&rsquo;re able to access 24/7 telephone support to help you with any health, wellbeing or personal worries you may have.
This 24/7, confidential support is provided by Help@Hand from UNUM.
To find out more about this service, please click this&nbsp;<a title="Help At Hand Phone Line Flyer Agency Workers" href="https://cdn.sourceflow.co.uk/1vca304wrauydw36nzip0d9g7qcy" target="_blank" rel="noopener" data-udi="umb://media/806845fee3454e97a2659194d54ce68b" data-lf-fd-inspected-ywvko4x62lw8z6bj="true">link</a>.
If you have more complex health &amp; wellbeing needs, please email&nbsp;<a href="mailto:HR@acornpeople.com">HR@acornpeople.com</a>&nbsp;to request access to access to UNUM&rsquo;s wellbeing hub.

Employee Assistance Programme (EAP)

Valentine&rsquo;s Day is here, and whether you&rsquo;re planning a cozy night in with a romantic classic or a feel-good comedy, there&rsquo;s more to these films than just heartwarming love stories. In fact, some of the most memorable movies offer valuable lessons about ambition, resilience, and career motivation. So, as you settle in with your favorite film, let&rsquo;s explore what we can learn about career success from the movies!
1. The Power of Passion &ndash; Jerry Maguire (1996)
&ldquo;Show me the money!&rdquo; might be one of the most famous lines in movie history, but Jerry Maguire is about more than just financial success. When Jerry, a successful sports agent, experiences a crisis of conscience, he takes a leap of faith, leaving behind security to pursue work that aligns with his values.
The takeaway? Career motivation thrives when you follow your passion. If you feel stuck in a job that doesn&rsquo;t fulfill you, take a page from Jerry&rsquo;s book and seek opportunities that truly ignite your enthusiasm.
2. Overcoming Rejection &ndash; La La Land (2016)
In La La Land, Mia and Sebastian chase their dreams, encountering failure, rejection, and self-doubt along the way. But instead of giving up, they keep pushing forward.
The lesson? Rejection is inevitable in any career, but resilience is key. Whether it&rsquo;s a missed promotion or a job application that didn&rsquo;t go your way, use setbacks as stepping stones to future success.
3. The Importance of Teamwork &ndash; The Devil Wears Prada (2006)
Andy Sachs enters the fast-paced world of fashion and quickly realizes that success is rarely achieved alone. While her boss, Miranda Priestly, is undeniably demanding, Andy&rsquo;s journey highlights the importance of building relationships, learning from challenges, and finding mentors who push you to grow.
The lesson? In your own career, remember that teamwork and adaptability are just as important as personal drive.
4. Reinventing Yourself &ndash; Legally Blonde (2001)
Elle Woods goes from fashion-obsessed sorority girl to top Harvard Law student, proving that with determination and self-belief, you can reinvent yourself at any stage of life.
The lesson here? If you&rsquo;re thinking of changing careers, learning new skills, or stepping outside your comfort zone, don&rsquo;t let others&rsquo; doubts hold you back. Believe in your potential and take the leap!
5. Knowing Your Worth &ndash; Erin Brockovich (2000)
Erin Brockovich, a single mother with no formal legal education, takes on a major corporation and wins. Her story demonstrates the importance of confidence, persistence, and standing up for what you believe in.
In your career, recognising your worth and advocating for yourself&mdash;whether it&rsquo;s negotiating a salary or pushing for new opportunities&mdash;can make all the difference.
6. Finding Work-Life Balance &ndash; 50 First Dates (2004)
While 50 First Dates is primarily a romantic comedy, it also highlights the importance of balance. Henry learns that meaningful connections matter just as much as his career aspirations.
The lesson? While ambition is great, don&rsquo;t forget to prioritize your well-being, relationships, and personal happiness alongside your professional goals.
Final Thoughts
Movies have a way of inspiring us, and this Valentine&rsquo;s Day, let them remind you of what truly drives you in your career. Whether it&rsquo;s passion, resilience, teamwork, or self-belief, the best career motivation comes from embracing these qualities.
So, as you settle in for your movie night, ask yourself&mdash;what&rsquo;s your next big career move? And more importantly, what story do you want to tell?
Happy Valentine&rsquo;s Day!
Are you interested in changing careers or just need a bit of advice? Give us a call and we&rsquo;ll be happy to have a chat.

Valentine's Day - movie career inspiration 

Valentine&rsquo;s Day is all about love&mdash;not just for people, but for the communities we live and work in. At Acorn by Synergie, we believe in giving back, supporting local talent, and making a real impact.
Through Acorn Impact, we&rsquo;re dedicated to helping individuals from challenging or marginalised backgrounds access opportunities to improve their futures. Our pledge is to work towards 10,000 hours of company time dedicated to enhancing social mobility over the next three years.
Over the past six months, our teams have dedicated time, energy, and expertise to various community initiatives&mdash;because love for your community is shown through action.
&nbsp;
<h3 class="MsoNormal">Here are just a few ways we&rsquo;ve been making a difference:</h3>
&nbsp;
<h5 class="MsoNormal">🌳 Planting Seeds for the Future &ndash; Newton Abbot</h5>
Alongside National Trust volunteers and ParkLife SW, we spent a morning planting 1,000 trees to support climate action and biodiversity. This wasn&rsquo;t just about today&mdash;it was about the future. One of our team members even brought their son along so he could one day show his family the woodland we helped create.
<img src="https://cdn.sourceflow.co.uk/fgjnx24cuws2llhrflfnd992f9v5" alt="" width="100%">
<h5 class="MsoNormal">&nbsp;</h5>
<h5 class="MsoNormal">🔄 Giving Second Chances &ndash; HMP Exeter</h5>
We visited HMP Exeter to discuss how we can support prison leavers in finding employment. By engaging with individuals pre-release, we aim to boost confidence, shift mindsets, and provide real job opportunities. We&rsquo;ve already been invited to an upcoming employment fair to connect with potential employers and continue breaking down barriers.
<img src="https://cdn.sourceflow.co.uk/feqv1acykk7dp9iviwu277z9gkcy" alt="HMP Exeter Acorn Impact" width="100%">
<h4 class="MsoNormal">&nbsp;</h4>
<h5 class="MsoNormal">🤝 Standing with Workers &ndash; Port Talbot</h5>
When redundancies hit the Port Talbot Steelworks, we stepped in to offer employment support, meeting with affected workers, registering candidates, and helping them find new opportunities.
<img src="https://cdn.sourceflow.co.uk/77u0i342ve3wko317uraptxnso7b" alt="" width="100%">
<h4 class="MsoNormal">&nbsp;</h4>
<h5 class="MsoNormal">🚧 Building Strong Foundations &ndash; Cardiff</h5>
We delivered an insight session with the OCA, guiding six individuals on the realities of careers in construction&mdash;covering everything from entry points to the mindset needed for success.
<img src="https://cdn.sourceflow.co.uk/hutzq7hnszuyxjsvntw24ta33z0s" alt="" width="100%">
<h4 class="MsoNormal">&nbsp;</h4>
<h5 class="MsoNormal">🐾 Lending a Hand (and a Paw!) &ndash; Warrington</h5>
As part of our Acorn Impact Day, two of our team members spent eight hours volunteering at the RSPCA Warrington, Halton &amp; St Helens Branch, supporting the amazing work they do for animals in need.
<img src="https://cdn.sourceflow.co.uk/3omk984ocvlvh93jn0fpekhgn94d" alt="" width="100%">
<h3 class="MsoNormal">&nbsp;</h3>
<h3 class="MsoNormal">How can we help you show love to your community?</h3>
Whether it's advancing social mobility, fostering community engagement, enhancing employee well-being, or supporting environmental initiatives, Acorn by Synergie is here to help you make a meaningful impact.
Ready to take the next step? Explore our full Acorn Impact Strategy here: <a href="https://www.acornpeople.com/acorn-impact/" target="_blank" rel="noopener">Acorn Impact&nbsp;</a>
Or <a href="https://www.acornpeople.com/support/#ContactUs" target="_blank" rel="noopener">get in touch</a> with us today&mdash;let's discuss how we can help you build stronger teams and a brighter future through purposeful recruitment.
&nbsp;

Sharing the Love: How Acorn by Synergie Supports Local Communities

Why Talking About Mental Health is Important
Mental health affects us all, yet many people still struggle to open up about their experiences. Research from Time to Talk Day 2024 found that nearly two-thirds of people in the UK put on a brave face rather than talking about their mental health. Additionally, almost half of us hesitate to open up because we don&rsquo;t want to burden others.
But the truth is&mdash;talking helps. Honest conversations about mental health can:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Reduce stigma and create supportive communities</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Encourage people to seek help when they need it</li>
<li class="MsoNormal" style="mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Strengthen relationships by fostering understanding and empathy</li>
</ul>
How Acorn by Synergie Supports Mental Wellbeing
At Acorn by Synergie, we are committed to ensuring that mental health conversations are normal, open, and encouraged in the workplace. Here&rsquo;s how we support our team:
<ul>
<li class="MsoNormal">24/7 Support: Our Employee Assistance Programme (Help@Hand) provides around-the-clock support for mental health, wellbeing, and personal concerns.</li>
<li class="MsoNormal">Mental Health First Aiders: Our trained staff are available to listen and provide guidance.</li>
<li class="MsoNormal">OpenBlend One-to-Ones: A confidential space for employees to discuss their wellbeing with managers.</li>
<li class="MsoNormal">Rewards Platform: A simple way to send an e-card to a colleague and brighten their day.</li>
<li class="MsoNormal">Practical Tips to Start the Conversation</li>
</ul>
Starting a conversation about mental health can feel daunting, but here are some simple ways to make it easier:
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Check-in with a question &ndash; A simple "How are you feeling today?" can open the door to deeper conversations.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Listen without judgment &ndash; Sometimes, just being there and listening is enough.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Share your own experiences &ndash; This can help others feel more comfortable opening up.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">Encourage seeking support &ndash; Whether it's through workplace resources or professional help, remind others that support is available.</li>
</ol>
Where to Find Help
If you or someone you know needs support, there are many organisations that can help: 🔹 Wales: <a href="https://www.timetochangewales.org.uk/en/">Time to Change Wales</a> 🔹 England: <a href="https://www.rethink.org/">Rethink Mental Illness</a>
Let&rsquo;s Start the Conversation
On Time to Talk Day 2025, let&rsquo;s commit to making mental health discussions a priority&mdash;not just today, but every day. Take a moment to check in on a colleague, a friend, or yourself. A simple conversation could make all the difference.&nbsp;

It’s Time to Talk: Why Mental Health Conversations Matter

<h3>Job Searching Lessons from the Six Nations Rugby Tournament</h3>
As the Six Nations Rugby Tournament kicks off, there&rsquo;s more to take away than just thrilling tries and crunching tackles. Believe it or not, rugby and job searching have a lot in common! Here are some key lessons from the tournament that can help you land your next role.
&nbsp;
<h4>1. Preparation is Key</h4>
Rugby teams don&rsquo;t just turn up on match day hoping for the best&mdash;they analyse opponents, refine strategies, and train relentlessly. Similarly, a job search requires preparation: research companies, tailor your CV, and sharpen your interview skills.
&nbsp;
<h4>2. Play as a Team</h4>
Even star players need a strong team around them. In job hunting, your network&mdash;friends, mentors, LinkedIn connections&mdash;can provide leads, advice, and support. Don&rsquo;t be afraid to ask for help!
&nbsp;
<h4>3. Adaptability Wins Games</h4>
A team that sticks rigidly to one game plan without adjusting to changing conditions will struggle. Likewise, jobseekers must be flexible, open to new industries, and willing to upskill when needed.
&nbsp;
<h4>4. Resilience is Everything</h4>
Rugby is a tough sport, and players take plenty of hits. Job searching can be equally challenging, with rejections along the way. The key is to stay positive, learn from setbacks, and keep pushing forward.
&nbsp;
<h4>5. Seize Your Opportunities</h4>
In rugby, a moment of hesitation can mean a missed try. If a great job opportunity comes your way, act fast! Apply promptly, follow up, and be proactive to stay ahead of the competition.
So, as you watch the Six Nations unfold, take inspiration from the pitch and apply these lessons to your job search. With the right mindset and strategy, you&rsquo;ll be scoring career goals in no time!

Job searching lessons from the Six Nations 

Kickstart Your Career: Overcome the January Job Search Blues
January can feel like an uphill battle for job seekers, often labeled as one of the toughest months to secure new employment. The combination of a post-holiday lull, chilly weather, and dwindling motivation can make the process seem overwhelming. But here&rsquo;s the good news&mdash;January is also a time for fresh starts and new opportunities. With the right mindset and strategies, you can transform this challenging month into a stepping stone for career success.
Proven Strategies to Conquer the January Job Market
<h5>1. Set Clear and Achievable Goals</h5>
Start your job search journey by outlining specific and actionable goals. Whether it&rsquo;s applying for five roles weekly, attending one networking event, or revamping your LinkedIn profile, having a roadmap keeps you focused and energised.
<h5>2. Maintain a Positive Outlook</h5>
Job hunting comes with its share of rejections, especially in a competitive month like January. Don&rsquo;t let setbacks shake your confidence. Each &ldquo;no&rdquo; brings you closer to the right &ldquo;yes.&rdquo; Embrace a growth mindset and remind yourself of your skills and potential.
<h5>3. Harness the Power of Networking</h5>
Building connections is a game-changer in your job search. Reconnect with former colleagues, join industry-specific events, and actively engage with professionals on LinkedIn. Many opportunities arise from referrals and recommendations, so make networking a priority.
<h5>4. Enhance Your Skills</h5>
January is an excellent time to invest in yourself. Take online courses, attend webinars, or volunteer in your field to sharpen your expertise and stay competitive in the job market. Highlight these efforts in your applications to demonstrate your commitment to growth.
<h5>5. Tailor Your Applications</h5>
A generic CV won&rsquo;t cut it in today&rsquo;s competitive landscape. Customise each resume and cover letter to align with the specific requirements of the role you&rsquo;re applying for. Showcase your unique qualifications and explain how you can add value to the organisation.
<h5>6. Stay Organised</h5>
Keep a detailed record of your job applications, interviews, and professional contacts. Tools like spreadsheets, apps, or job search platforms can help you stay on top of your progress and ensure you never miss a follow-up opportunity.
<h5>7. Prioritise Self-Care</h5>
The job search process can be draining, so don&rsquo;t neglect your well-being. Try to eat healthily, exercisere, and ensure you get adequate sleep. Engage in hobbies or activities that bring joy to keep your mind and body in top shape for the challenges ahead.
Turn January into a Month of Career Growth
While the job market in January may seem daunting, it&rsquo;s also filled with opportunities for those who approach it with determination and a clear strategy. Every step, no matter how small, moves you closer to landing your dream job.
Ready to take the next step? Explore <a href="www.acornpeople.com/jobs" rel="noopener">exciting job opportunities on our website</a> or connect with your local branch for personalised support. Let us help you achieve your career goals and make 2025 your year of success.

Beat the January Blues: Tips for Finding Work and Staying Positive

December is often associated with holiday cheer and festivities, but it's also a great time to focus on advancing your career. Contrary to popular belief, job searching in December can be a strategic move, as many companies are planning for the upcoming year and seeking new talent. In this blog, we will discuss some valuable tips to help you make the most of your job search during this time.
1. Network at Holiday Events:
December is filled with social gatherings and networking opportunities. Attend holiday parties, industry events, and professional meetups where you can connect with potential employers and industry professionals. Use these occasions to showcase your skills, exchange business cards, and build meaningful connections that may lead to job opportunities.
2. Update Your CV and Online Profiles:
Before diving into your job search, ensure your CV and online profiles are up to date. Highlight your most recent experiences, accomplishments, and skills. Tailor your CV to fit the specific job roles you're targeting. Optimise your LinkedIn profile by adding relevant keywords, engaging with industry groups, and sharing insightful content to increase your visibility within your professional network.
3. Leverage Seasonal Hiring:
Many industries experience a surge in hiring during the holiday season. Retail, hospitality, customer service, and logistics sectors often have an increased demand for temporary and seasonal workers. Consider exploring these opportunities as they can provide you with valuable experience, income, and potential networking connections.
4. Research Company Hiring Cycles:
While some companies may slow down their hiring processes during the holiday season, others are actively seeking to fill positions before the new year. Research companies in your desired industry to understand their hiring cycles. Some organisations may have budgetary considerations and may try to fill positions before the end of the fiscal year. Stay proactive and keep an eye out for job postings and recruitment announcements.
5. Utilise Online Job Boards:
Online job boards are an excellent resource for finding job opportunities. Websites like LinkedIn, Indeed, Glassdoor, and industry-specific job boards often have a wide range of postings. Set up job alerts to receive notifications for relevant positions, and regularly check these platforms for new opportunities. Customise your applications for each role to increase your chances of standing out from the competition.
6. Engage with Recruitment Agencies:
Recruitment agencies can be a valuable asset in your job search. They have access to a wide network of employers and can connect you with opportunities that may not be publicly advertised. Reach out to reputable recruitment agencies in your industry and schedule meetings to discuss your career goals and preferences. They can help match your skills and experience with the right job openings.
7. Reflect and Set Goals for the New Year:
December is also a time for self-reflection and goal-setting. Evaluate your career trajectory, analyse your professional strengths and weaknesses, and define your goals for the upcoming year. Use this time to identify areas for improvement, acquire new skills, and plan your career development strategy. This preparation will position you for success in your job search and beyond.
Job searching in December can be a productive and rewarding endeavour. By utilising holiday events, updating your CV and online profiles, leveraging seasonal hiring, researching company hiring cycles, utilising online job boards, engaging with recruitment agencies, and setting career goals, you can increase your chances of finding a fulfilling job opportunity. Embrace the holiday spirit, stay motivated, and remember that the perfect job may be just around the corner.
So why not start your search today? Search our website for temporary and permanent opportunities.&nbsp;

Navigating the job market: tips for job searching in December

<h5>A personal brand is a unique mix of your skills, experiences, and personality that defines who you are. It&rsquo;s how you present yourself to the world, both professionally and personally. Building and nurturing a strong personal brand can set you apart from other candidates and boost your chances of landing a job.</h5>
When you go for a job interview, you&rsquo;re essentially marketing yourself. You&rsquo;re showcasing your skills, expertise, and the value you can bring to the company. Your personal brand plays a key role in this process, communicating to potential employers what they can expect from you. It highlights your worth and the benefits you can bring to their team. Your brand also reflects your values, work ethic, and overall attitude toward work and professional growth.
<h5>It takes time. Show your perseverance.</h5>
Creating a personal brand isn&rsquo;t something that happens overnight. It takes time, effort, and self-reflection. You need to recognise and understand your unique skills, passions, and strengths, and how they align with what potential employers are looking for. Knowing what skills are valued by employers and how you can meet those needs is a crucial part of building your brand and landing your dream job.
Once you&rsquo;ve got a clear sense of your personal brand, the next step is to communicate it effectively. This means expressing it clearly, confidently, and consistently in job interviews, on your CV, and in your professional networking. Your brand should come through in everything you do during your job search, from answering interview questions to negotiating your salary.
In conclusion, building a personal brand is a key strategy for successful job interviews. It helps you stand out from the competition and shows potential employers why you&rsquo;re the best fit for the job. Investing time in understanding, crafting, and building your personal brand is essential for your professional growth and success.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/0e4za37ybnyot89uzwqfv35khmlg" alt="Person making notes on their mobile" width="100%">
&nbsp;
<h2>Top 5 goals for improving your personal brand</h2>
&nbsp;
<h5>1. Define your uniqueness and what value you bring</h5>
Goal: Clearly articulate what sets you apart from others in your field. Identify your strengths, skills, and the unique benefits you offer.
Action steps: Reflect on your experiences and feedback, and craft a concise statement that highlights your unique qualities.
<hr>
&nbsp;
<h5>2. Enhance your online presence</h5>
Goal: Build a strong and consistent online presence across social media platforms and personal websites.
Action steps: Regularly update your profiles, share valuable content, engage with your audience, and ensure your branding (photos, logos, colour schemes) is consistent.
<hr>
&nbsp;
<h5>3. Expand your network</h5>
Goal: Connect with professionals in your industry to increase visibility and create opportunities.
Action steps: Attend industry events, participate in online forums, join professional groups, and engage in meaningful conversations with peers and influencers.
<hr>
&nbsp;
<h5>4. Develop thought leadership</h5>
Goal: Establish yourself as an authority in your field by sharing insights, knowledge, and expertise.
Action steps: Write articles, give presentations, participate in forum discussions, and contribute to industry publications or blogs.
<hr>
&nbsp;
<h5>5. Consistently seek feedback and improve</h5>
Goal: Continuously refine your personal brand based on feedback and changing cultural / market trends.
Action steps: Ask for feedback from colleagues, mentors, and clients, and use this information to make adjustments to your brand strategy and approach.
<hr>
&nbsp;

Building a Personal Brand

International Men's Day is a day dedicated to celebrating the positive contributions and achievements of men in society. It is also an opportunity to raise awareness about the challenges that men face, including those related to mental health and well-being. In the workplace, men often face unique pressures and expectations that can impact their mental and emotional health. This International Men's Day, let's focus on promoting workplace well-being for men and creating a supportive environment where they can thrive.
Workplace well-being is essential for all employees, including men. Men are often socialised to prioritsze work and career success, sometimes at the expense of their own well-being. This can lead to stress, burnout, and other mental health issues. Creating a workplace culture that values and supports men's well-being is crucial for their overall health and happiness.
Tips for Promoting Men's Well-being in the Workplace:
 1. Encourage Work-Life Balance: Promote a healthy work-life balance by encouraging employees to take breaks, use their holidays, and prioritise self-care.&nbsp;
2. Provide Mental Health Support: Offer resources and support for mental health, such as employee assistance programs, counseling services, and mental health awareness training. Encourage open conversations about mental health to reduce stigma and increase awareness. Acorn provides an open blend platform, access to mental health first aiders and an employee assistance programme.&nbsp;
 3. Foster a Supportive Environment: Create a workplace culture that values open communication, empathy, and support. Encourage team building activities, mentorship programs, and opportunities for social connection among employees.
4. Promote Physical Health: Encourage regular exercise, healthy eating, and wellness initiatives in the workplace. Provide resources such as healthy snacks, and wellness challenges to support men's physical health.
5. Address Work-related Stressors: Identify and address sources of stress in the workplace, such as heavy workloads, unrealistic deadlines, or lack of autonomy. Work with employees to find solutions and create a more manageable work environment.
On International Men's Day, take the time to celebrate the achievements and contributions of men in the workplace. Recognise their hard work, dedication, and positive impact on the organisation. Show appreciation for their efforts and support their well-being by creating a positive and inclusive work environment.
In conclusion, promoting workplace well-being for men is essential for creating a healthy and thriving workforce. By prioritising men's well-being, we can create a more supportive and inclusive workplace where all employees can flourish. This International Men's Day, let's commit to fostering a culture of well-being and support for men in the workplace.
For more wellbeing advice, visit our<a href="https://www.acornpeople.com/resources/tag/wellbeing/" target="_blank" rel="noopener"> resources</a> section or the International Men's Day website.&nbsp;

International Men's Day: tips for promoting men's well-being in the workplace

Fireworks-Inspired Tips to Stand Out on LinkedIn
In the UK, more than 42.9 million people have LinkedIn accounts &ndash; therefore, standing out is no easy task. Just like how fireworks shine up the night sky, you want your LinkedIn profile to shine just as brightly, catching the attention of potential connections and recruiters.
This Bonfire Night, let us help you explore the different ways you can make your LinkedIn profile stand out with these fireworks-inspired ideas.&nbsp; 
&nbsp;
Set Off with a Captivating Profile Picture and Banner
Your profile picture is the first thing people see when they click onto your account &ndash; setting the tone for the rest of your profile.
Choose a high-quality, professional photo where you look friendly and approachable. Then, add a banner that captures your professional character or industry passion.
Tip: Use bright, well-lit images and a relevant background for your profile picture. A vibrant, personalised banner image can act like the opening sizzle, giving your profile instant appeal.
&nbsp;
Spark Interest with Your Headline
Your headline is the quick spark that either draws people in or lets them scroll by. Rather than sticking to a basic job title, let it showcase your unique strengths, specialisations, or career ambitions.
Example: Instead of &ldquo;Sales Manager,&rdquo; try something like &ldquo;Dynamic Sales Manager | Driving Growth &amp; Building Client Relationships Across Tech and Innovation.&rdquo;
Tip: Keep keywords in mind to ensure you&rsquo;re also showing up in recruiter searches.
&nbsp;
Light Up Your Summary with Personality and Purpose
Your LinkedIn summary is your main display! Craft a story that brings your skills, experience, and career motivations to life. It&rsquo;s not just about listing your experiences; share a bit of your passion, what you&rsquo;re aiming for in your career, and any personal insights that make you unique.
Tip: Write in the first person and let your enthusiasm shine. Keep it concise, focusing on your proudest achievements and goals to create a memorable impression.
&nbsp;
Showcase Skills and Achievements That Spark Admiration
Your skills and accomplishments should dazzle like the biggest fireworks in the show. LinkedIn allows you to highlight up to 50 skills but focus on the ones that matter most to your target job or industry. This section acts like the colourful variety in a fireworks show, showing off the range of your abilities and attracting attention to the areas where you excel.
Tip: Try to get endorsements for your most relevant skills to add credibility. Skills with more endorsements rise to the top and make your profile even more impressive.
&nbsp;
Make Your Experience Explode with Detail
In your experience section, bring your past roles to life by emphasising specific achievements, metrics, and outcomes. Rather than a flat description, think of it as the grand finale &ndash; give details that paint a vivid picture of your impact.
Example: Instead of saying &ldquo;Managed a marketing team,&rdquo; write something like &ldquo;Led a team of 5 to increase brand engagement by 35% through targeted campaigns, resulting in a 25% growth in sales over six months.&rdquo;
Tip: Use action words and quantifiable results wherever possible. Numbers add weight and give recruiters a clearer picture of your contributions.
&nbsp;
Add Recommendations for That Extra Sparkle
Recommendations from colleagues, managers, or clients add an undeniable shine to your profile. Much like the applause that follows a brilliant display, these endorsements validate your work ethic and impact, making you even more attractive to recruiters.
Tip: Ask former coworkers or managers for recommendations and offer to write one in return. Positive feedback from others is one of the most powerful ways to stand out.
&nbsp;
Use the Featured Section to Highlight Your Best Work
The Featured section allows you to showcase top projects, articles, awards, or portfolio pieces. This is where you can really highlight your unique expertise or creativity &ndash; the last hurrah before they leave!
Tip: Add two to three key pieces that align with your career goals. Whether it&rsquo;s a link to a published article, a project you&rsquo;re proud of, or an award you&rsquo;ve won, choose items that reinforce your narrative and showcase your talent.
&nbsp;
Engage Actively to Keep Your Profile &lsquo;Alight&rsquo;
Much like the steady crackle of fireworks, engaging on LinkedIn keeps your profile visible and your network engaged. Post relevant articles, share insights, comment on connections&rsquo; posts, and celebrate your own milestones. This regular activity boosts your presence on LinkedIn and shows recruiters that you&rsquo;re active and engaged in your field.
Tip: Aim to post or interact a few times a week. Share insights related to your industry, achievements, or relevant news to stay visible and relevant.
&nbsp;
Build Connections Like a Bonfire Night
Just as Bonfire Night brings people together, LinkedIn is a platform for connecting. Make it a goal to reach out to new people in your industry &ndash; whether alumni, colleagues, or even recruiters. When connecting, include a personalised message that reflects your genuine interest in their work or achievements.
Tip: Don&rsquo;t be shy about asking people for an informational interview or advice. Most professionals appreciate connecting with enthusiastic job seekers and can offer insights or help down the road.
&nbsp;
Polish Your LinkedIn URL for a Final Touch
Finish off your profile with a custom LinkedIn URL (e.g., linkedin.com/in/YourName). Just as a well-coordinated fireworks show ends with a signature burst, a personalised URL gives a polished look to your profile, making it easier to share and remember.
Tip: Go to your profile settings and select &ldquo;Edit public profile &amp; URL&rdquo; to create a professional-looking URL.
&nbsp;
Keep the Spark Going
Your LinkedIn profile shouldn&rsquo;t be a one-time project. Check back every few months to update your experience, achievements, and skills &ndash; this will help you stay relevant and visible to recruiters.
By lighting up your LinkedIn profile with these fireworks-inspired touches, you&rsquo;ll create a lasting impression that helps you stand out in a competitive market. Embrace the spark and let your profile shine as bright as a Bonfire Night display!
If you&rsquo;re looking for personalised support in your job search, Acorn by Synergie is here to help you take the next step in your career journey. Find your nearest branch here: <a href="https://www.acornpeople.com/branches/">Branches | Acorn</a>

Fireworks-Inspired Tips to Stand Out on LinkedIn

As the spooky season rolls around, the last thing you want is for your job application to turn into a horror story. While it might not involve haunted houses or vampires, submitting a flawed job application can sometimes feel like a nightmare to some job seekers!
To help you avoid turning your dream opportunities into scary stories, we&rsquo;ve outlined all the monstrous mistakes you should steer clear of to ensure your CV doesn&rsquo;t go straight into the job market graveyard!
&nbsp;
1. The Terrifying Tale of a Generic CV
You might think a one-size-fits-all CV will save you time, but in reality, it can doom your chances before they even begin. Think of it this way, you wouldn&rsquo;t show up to a costume party without a costume!
How to Avoid This:
Make sure you&rsquo;re tailoring your CV for each job you&rsquo;re applying for. Highlight the skills, experiences, and accomplishments most relevant to the role you're applying for. Use the keywords from the job description and your experience to demonstrate how you&rsquo;re a perfect match for the position.
&nbsp;
2. The Curse of the Typos and Grammatical Ghouls
Imagine spending hours perfecting your CV only for it to be dismissed because of a simple typo. Nothing screams "unprofessional" like spelling errors or incorrect grammar. These grammatical ghouls can creep into your application and make hiring managers run for the hills.
How to Avoid This:
Proofread your CV and cover letter carefully. Use spell check, but don&rsquo;t rely on it completely. Read your application aloud, or better yet, have someone else review it. A fresh pair of eyes can catch those sneaky mistakes that might otherwise slip by unnoticed.
&nbsp;
3. The Disappearing Act: Missing Contact Information
Picture this: the hiring manager is impressed by your qualifications, but when they try to contact you for an interview, your information is missing! Forgetting to include your contact details is a frightfully common mistake and can result in the loss of an amazing opportunity.
How to Avoid This:
Make sure your full name, phone number, and email address are prominently displayed at the top of your CV. Double-check that your contact information is up-to-date, and if you have a LinkedIn profile, include that as well.
&nbsp;
4. The Monster of Irrelevant Experience
Including every job you've ever had, from summer camp counsellor to dog walker, might seem like a way to bulk up your CV. However, irrelevant experiences can clutter your application and make it hard for hiring managers to see your qualifications for the specific role you&rsquo;re applying for.
How to Avoid This:
Keep your CV focused and concise. Only include jobs and experiences that directly relate to the position. If you have unrelated work history, emphasise transferable skills like communication, leadership, or problem-solving, but avoid overwhelming the reader with unnecessary details.
&nbsp;
5. The Haunted House of Outdated Formatting
Just like no one wants to visit a decrepit, haunted mansion, hiring managers don&rsquo;t want to sift through a badly formatted CV. Cluttered layouts, strange fonts, and excessive use of colours or graphics can make your CV a nightmare to read.
How to Avoid This:
Keep your CV clean and professional. Use a standard, easy-to-read font like Arial or Calibri, and ensure the layout is well-organised with clear headings and bullet points. A simple, polished design will help your qualifications shine through without any distractions.
&nbsp;
6. The Phantom of the Unexplained Gaps
Employment gaps aren&rsquo;t as terrifying as they used to be, but leaving gaps unexplained can raise red flags for employers. If there&rsquo;s a period where you weren&rsquo;t working, and it&rsquo;s not addressed, hiring managers may start to wonder if there&rsquo;s a skeleton in your closet.
How to Avoid This:
If you&rsquo;ve taken time off for travel, personal reasons, or education, briefly explain it in your cover letter or CV. For example, "Took a career break to pursue a personal development project" or "Returned to school for additional training." The key is to show that the gap was intentional and productive.
&nbsp;
7. The Web of Overused Buzzwords
Buzzwords can be like candy on Halloween - sweet in moderation, but too much can make you sick! Phrases like "team player," "hard worker," and "detail-oriented" are so overused that they&rsquo;ve lost their meaning. If your CV is packed with buzzwords, it can come across as generic and insincere.
How to Avoid This:
Instead of relying on vague buzzwords, focus on specific accomplishments. Instead of saying "team player," describe how you led a project that required collaboration. Replace "hard worker" with examples of how you exceeded goals or took initiative in a challenging situation. Let your achievements do the talking.
&nbsp;
8. The Ghostly Cover Letter
Submitting your CV without a cover letter is like trick-or-treating without a costume&mdash;missing an opportunity to make an impression! While some job postings may not require a cover letter, including one gives you a chance to tell your story and demonstrate why you&rsquo;re the best fit for the role.
How to Avoid This:
Always include a customised cover letter that explains why you&rsquo;re interested in the role and how your skills and experiences align with the company&rsquo;s needs. Make it personal and avoid repeating your CV word-for-word. It&rsquo;s your chance to show a bit of personality and enthusiasm!
&nbsp;
9. The Frankenstein&rsquo;s Monster of Overly Long CVs
Just like Frankenstein&rsquo;s monster was stitched together from too many parts, an overly long CV can feel pieced together without focus. Most recruiters spend mere seconds skimming CVs, and anything over two pages might send them running.
How to Avoid This:
Aim for a one- to two-page CV, focusing on the most relevant and recent experiences. Cut out older or less significant jobs and keep descriptions concise. A streamlined CV not only looks more professional but is also easier for hiring managers to digest.
&nbsp;
10. The Black Hole of No Follow-Up
After sending your application into the dark abyss, don&rsquo;t let it disappear forever. Failing to follow up after submitting your CV can make you miss out on opportunities or appear disinterested in the role.
How to Avoid This:
If you haven&rsquo;t heard back within a week or two after applying, send a polite follow-up email. Express your continued interest in the position and ask if there are any updates on the hiring process. This shows initiative and keeps you on the recruiter&rsquo;s radar.
&nbsp;
Avoiding these monstrous mistakes will help you put your best foot forward when applying for jobs. Remember, the goal is to present yourself as a qualified, polished, and enthusiastic candidate - one who stands out for all the right reasons.
Still haunted by your job search? Contact Acorn by Synergie today and we&rsquo;ll help you conjure up the perfect job match. Whether you&rsquo;re looking for a role that makes your heart race or something that&rsquo;s a little less spooky, we&rsquo;re here to guide you out of the job-hunting shadows and into the light of a thrilling new career!

Monstrous Mistakes to Avoid in Your Job Application

Document&nbsp; 100-0046 | Rev 001
<h3 class="p1">1.0&nbsp; PURPOSE</h3>
All agency workers are entitled to be treated with dignity and respect. This means freedom from&nbsp;sexual harassment, feeling safe and supported, and having access to redress if such behaviour does&nbsp;arise.
Sexual harassment takes many forms but whatever form it takes, it is unlawful under the Equality Act&nbsp;and it will not be tolerated.&nbsp;
We are committed to ensuring that reasonable steps are taken to prevent sexual harassment to all agency workers. This policy will be reviewed and updated from time to time to ensure the company&rsquo;s compliance with its duties under the Equality Act 2010 as amended by the Worker Protection (Amendment of Equality Act 2010) Act 2023 to ensure that all reasonable steps are taken to prevent sexual harassment.
Instances of sexual harassment or victimisation may lead to disciplinary action, including termination&nbsp;of employment.
This policy is reviewed regularly to ensure it remains up to date and to monitor its effectiveness. Any&nbsp;changes required will be implemented and communicated to all employees.
&nbsp;
<h3 class="p1">2.0&nbsp; SCOPE</h3>
We condemn all forms of sexual harassment and seek to ensure that the working environment is safe&nbsp;and supportive to all those who work for us. This includes employees, workers, agency workers,&nbsp;volunteers and contractors in all areas of the company. For agency workers who are placed with&nbsp;client companies, please refer to procedure 100-0047.
&nbsp;
<h3 class="p1">3.0&nbsp; RESPONSIBILITIES</h3>
3.1 All workers are responsible for ensuring they understand and comply with this policy and they must:
<ul>
<li class="p1">Treat colleagues, clients, and third parties with respect.</li>
<li class="p1">Refrain from any behaviour that could be interpreted as sexual harassment.</li>
<li class="p1">Report any incidents they witness or experience.</li>
</ul>
3.2 Managers and supervisors are responsible for promoting a culture of respect and equality. They&nbsp;must:
<ul>
<li class="p1">Take all reports of harassment seriously and act promptly.</li>
<li class="p1">Ensure their teams are aware of the policy and have completed the associated training.</li>
<li class="p1">Foster an environment where harassment is not tolerated.</li>
</ul>
&nbsp;
<h3 class="p1">4.0&nbsp; RELATED DOCUMENTS</h3>
100-0002 &ndash; Disciplinary Procedure
100-0013 &ndash; Equality &amp; Diversity Procedure
100-0010 &ndash; Dignity at Work Procedure
100-0047 &ndash; Sexual Harassment Procedure &ndash; Agency Workers
&nbsp;
<h3 class="p1">5.0&nbsp; PROCEDURE</h3>
<h5 class="p1">5.1 Definitions</h5>
Sexual harassment is unwanted conduct of a sexual nature which has the purpose or effect of&nbsp;violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive&nbsp;environment for that person. It also covers treating someone less favourably because they have&nbsp;submitted to or refused to submit to unwanted conduct of a sexual nature, or that is related to&nbsp;gender reassignment or sex.
Sexual harassment may be committed by a fellow worker, an agent of an organisation, or a third&nbsp;party. It does not need to occur in person. It can occur via digital means including social media sites or&nbsp;channels. Someone may be sexually harassed even if they were not the target of the behaviour.
&nbsp;
Examples of sexual harassment include, but are not limited to:
a) sexual comments or jokes, which may be referred to as &lsquo;banter&rsquo;
b) displaying sexually graphic pictures, posters or photos
c) suggestive looks, staring or leering
d) propositions and sexual advances
e) making promises in return for sexual favours
f) sexual gestures
g) intrusive questions about a person&rsquo;s private or sex life or a person discussing their own sex&nbsp;life
h) sexual posts or contact in online communications including on social media
i) spreading sexual rumours about a person
j) sending sexually explicit emails, text messages or messages via other social media
k) unwelcome touching, hugging, massaging or kissing
&nbsp;
Victimisation is when someone is treated less favourably as a result of being involved with a&nbsp;discrimination or harassment complaint.
The law says victimisation means 'suffering a detriment' because you've done or intend to do a&nbsp;'protected act'. A 'protected act' means taking action related to discrimination law. This includes:
a) making a claim or complaint under the Equality Act 2010 (for example, for discrimination or&nbsp;harassment)
b) helping someone else to make a claim by giving evidence or information in connection with&nbsp;proceedings under the Equality Act 2010
c) making an allegation that someone has breached the Equality Act 2010, or
d) doing anything else in connection with the Equality Act 2010
&nbsp;
Examples of victimisation may include:
a) failing to consider someone for promotion because they have previously made a sexual&nbsp;harassment complaint
b) dismissing someone because they accompanied a colleague to a meeting about a sexual&nbsp;harassment complaint
c) excluding someone from work meetings because they gave evidence as a witness for another&nbsp;employee as part of an employment tribunal claim about harassment.
&nbsp;
<h5 class="p1">5.2 Circumstances covered by this policy</h5>
This policy covers behaviour which occurs in the following situations:
a) a work situation
b) a situation occurring outside of the normal workplace or normal working hours which is&nbsp;related to work, for example, a working lunch, a business trip or social function
c) outside of a work situation but involving a colleague or other person connected to the&nbsp;Company, including on social media
d) against anyone outside of a work situation where the incident is relevant to your suitability to&nbsp;carry out the role.
&nbsp;
<h5 class="p1">5.3 What to do if you are subject to sexual harassment or victimisation</h5>
We are committed to ensuring that there is no sexual harassment or victimisation in our workplace.&nbsp;Allegations of sexual harassment and victimisation will be treated as a disciplinary matter, although&nbsp;every situation will be considered on an individual basis and in accordance with the principles of our&nbsp;disciplinary procedures.
&nbsp;
<h5 class="p1">5.4 Informal Complaint</h5>
We recognise that complaints of sexual harassment or victimisation can be of a sensitive or intimate&nbsp;nature and that it may not be appropriate for you to raise the issue through our normal grievance&nbsp;procedure. In these circumstances you are encouraged to raise such issues with a senior colleague of&nbsp;your choice (whether or not that person has a direct supervisory responsibility for you) as a&nbsp;confidential helper. This person cannot be the same person who will be responsible for investigating&nbsp;the matter if it becomes a formal complaint.
If you experience sexual harassment and you feel comfortable to do so, you should make it clear to&nbsp;the harasser on an informal basis that their behaviour is unwelcome and ask the harasser to stop. If&nbsp;you feel unable to do this verbally then you should send a written request to the harasser, and your&nbsp;confidential helper can assist you in this.
In addition, you may also choose to raise concerns during your regular communication with your&nbsp;manager, for example, in a 1-2-1 meeting. Your manager will listen to you and take your concerns&nbsp;seriously if you do this, but may encourage you to follow the reporting procedures set out below.
&nbsp;
<h5 class="p1">5.5 Formal Complaint</h5>
Written Complaint
Where the informal approach fails, or if the sexual harassment or victimisation is more serious, you should bring the matter to the attention of either; your Line Manager, a more senior manager, or a member of the HR team.&nbsp;
Your concerns should be done so in writing and can be done so via email, or&nbsp;via our&nbsp;<a href="https://forms.office.com/pages/responsepage.aspx?id=JzYsf6gj0Ea6ZcMJJMFDCZCKMTuAqgFMlqTzWlWCPdlUQVgySVdZOVQ0V08zREpXOElHWDdJV09FWC4u&amp;route=shorturl" target="_blank" rel="noopener">Sexual Harassment Report Form</a>.
If possible, you should keep notes of what happened so that the written complaint can include:
a) the name of the alleged harasser;
b) the nature of the alleged harassment;
c) the dates and times when the alleged harassment occurred;
d) the names of any witnesses; and
e) any action already taken by you to stop the alleged harassment.
&nbsp;
We will acknowledge your complaint within 5 days and we will take action to separate you from the&nbsp;alleged harasser to enable an investigation to take place. This may involve a temporary transfer of the&nbsp;alleged harasser to another work area or paid suspension until the matter has been resolved.
&nbsp;
Investigation
The matter will then be investigated in the following way:
<ul>
<li class="p1">You will be invited to attend a meeting to discuss the matter with an Investigating Manager&nbsp;and a member of the HR team. This will normally be within 5 working days of the receipt of&nbsp;your complaint. You have the right to be accompanied at this meeting by a colleague of your&nbsp;choice and you must take all reasonable steps to attend.</li>
<li class="p1">The alleged harasser will be interviewed, along with any witnesses.</li>
<li class="p1">Any documentation or evidence will be reviewed e.g. emails, messages, photographs, CCTV&nbsp;etc.</li>
<li class="p1">Those involved in the investigation will be expected to act in confidence and any breach of&nbsp;confidence may be dealt with under the disciplinary procedure.</li>
</ul>
&nbsp;
Outcome
On conclusion of the investigation (which will normally be within ten working days of the meeting&nbsp;with you) the decision of the investigator, and the reasons behind the decision, will be sent in writing&nbsp;to you.
&nbsp;
Appeal
You have the right to appeal against the findings of the Investigating Manager. If you wish to appeal,&nbsp;you must do so within five working days, ensuring that you outline grounds for the appeal. You will&nbsp;then be invited to a further meeting. As far as reasonably practicable, this will be held by a more&nbsp;senior manager than the Investigating Manager.
Following the appeal meeting, you will be informed of the final decision, normally within ten working&nbsp;days, which will be confirmed in writing.
Regardless of the outcome of the procedure, we are committed to providing the support you may need. This may involve mediation between you and the other party or some other measure to&nbsp;manage the ongoing working relationship.
&nbsp;
You will not be victimised for having brought a complaint.
&nbsp;
<h5 class="p1">5.6 Anonymous reports</h5>
The company&rsquo;s Sexual Harassment Report Form allows you to report allegations of sexual harassment&nbsp;anonymously. You will receive an auto-generated message confirming receipt of the form. If you&nbsp;provide any contact details, the company will also contact you via these channels to confirm receipt.
Please note that anonymous reports can sometimes make it difficult to thoroughly investigate&nbsp;incidents, as the company might lack important context or details that would come from direct&nbsp;communication with the complainant. The company will none the less carry out a thorough and fair&nbsp;investigation and in accordance with the same principles as set out in the previous section.
&nbsp;
<h5 class="p1">5.7 What to do if you witness sexual harassment or victimisation</h5>
If you witness sexual harassment or victimisation, you are encouraged to take appropriate action to&nbsp;address it. You should not take any action that may put you at risk of sexual harassment or other&nbsp;harm. If you feel able, you should intervene to prevent the matter continuing. If you are not able to&nbsp;do this, your action may include offering support to the person who has been sexually harassed and&nbsp;encouraging them to report the incident or reporting the incident yourself.
If reporting the incident, you should bring the matter to the attention of a senior manager, or a&nbsp;member of the HR team in writing. Alternatively, you can report instances of sexual harassment by&nbsp;emailing or by visiting your senior manager. Our online means of reporting sexual harassment are&nbsp;continually monitored.
Your concerns will be handled by Senior Management who will sensitively talk to the person subject&nbsp;to sexual harassment to determine how they want the matter to be handled.
&nbsp;
<h5 class="p1">5.8 Third-Party Sexual Harassment</h5>
Third-party sexual harassment occurs when someone is subjected to sexual harassment by someone who is not part of Acorn&rsquo;s or the client&rsquo;s workforce but who is encountered in connection with work. This includes customers, suppliers, members of the public, clients, friends and family of colleagues, delegates at a conference, self-employed contractors etc.
Third-party sexual harassment of our workforce is unlawful and will not be tolerated. The law&nbsp;requires employers to take steps to prevent sexual harassment by third parties.
The law does not provide a mechanism for individuals to bring a claim of third-party harassment&nbsp;alone. However, failure for an employer to take reasonable steps to prevent third-party sexual&nbsp;harassment may result in legal liability in other types of claim.&nbsp;If you have been subjected to third-party sexual harassment, you are encouraged to report this as&nbsp;soon as possible to senior management.
Should a third party sexually harass a member of our workforce, we will advise the third party about&nbsp;their behaviour and provide information to support the third party in any investigation. Any criminal&nbsp;acts will be reported to the police.
We will not tolerate sexual harassment by any member of our workforce against a third party.&nbsp;Instances of sexual harassment of this kind may lead to disciplinary action including termination of&nbsp;employment.
&nbsp;
<h5 class="p1">5.9&nbsp;Disciplinary&nbsp;Action</h5>
If the decision is that the allegation of sexual harassment or victimisation is well founded, the&nbsp;harasser/victimiser will be liable to disciplinary action in accordance with our disciplinary procedure&nbsp;up to and including summary dismissal. An employee who receives a formal warning or who is&nbsp;dismissed for sexual harassment/victimisation may appeal by using our disciplinary appeal procedure.
When deciding on the level of disciplinary sanction to be applied, we will take into consideration any&nbsp;aggravating factors affecting the case. One example of aggravating factors is an abuse of power over&nbsp;a more junior colleague.
If, due to the investigation, it is concluded that your complaint is both untrue and has been brought&nbsp;with malicious intent, disciplinary action will be taken against you.
&nbsp;
<h5 class="p1">5.10 Training</h5>
We provide training to all our staff on sexual harassment to ensure there is a clear understanding of,&nbsp;amongst other things, what sexual harassment is and how it may occur, that it will not be tolerated,&nbsp;expected levels of behaviour, how they can report any incidents of having been sexually harassed or&nbsp;having witnessed it and that acts of harassment will be dealt with under the disciplinary procedure&nbsp;potentially resulting in dismissal.
We will regularly review the effectiveness of our training and will provide refresher training as&nbsp;appropriate.
&nbsp;
<h5 class="p1">5.11 Employee Assistance Programme</h5>
We would like to remind you that further support is available by via the Help@hand Employee&nbsp;Assistance Programme (EAP).
&nbsp;
&nbsp;

Sexual Harassment Policy

Document 100-0047 | Rev 001
<h3 class="p1">1.0&nbsp; PURPOSE</h3>
All agency workers are entitled to be treated with dignity and respect. This means freedom from&nbsp;sexual harassment, feeling safe and supported, and having access to redress if such behaviour does&nbsp;arise.
Sexual harassment takes many forms but whatever form it takes, it is unlawful under the Equality Act&nbsp;and it will not be tolerated.&nbsp;We are committed to ensuring that reasonable steps are taken to prevent sexual harassment to all&nbsp;agency workers. This policy will be reviewed and updated from time to time to ensure the company&rsquo;s&nbsp;compliance with its duties under the Equality Act 2010 as amended by the Worker Protection&nbsp;(Amendment of Equality Act 2010) Act 2023 to ensure that all reasonable steps are taken to prevent&nbsp;sexual harassment.
This policy is reviewed regularly to ensure it remains up to date and to monitor its effectiveness. Any&nbsp;changes required will be implemented and communicated to all employees.
&nbsp;
<h3 class="p1">2.0&nbsp; SCOPE</h3>
We condemn all forms of sexual harassment and seek to ensure that the working environment is safe&nbsp;and supportive to all those who work for us. This policy applies specifically to agency workers who are&nbsp;working via the company at a client site.
&nbsp;
<h3 class="p1">3.0&nbsp; RESPONSIBILITIES</h3>
3.1 All workers are responsible for ensuring they understand and comply with this policy and they must:
<ul>
<li class="p1">Treat colleagues, clients, and third parties with respect.</li>
<li class="p1">Refrain from any behaviour that could be interpreted as sexual harassment.</li>
<li class="p1">Report any incidents they witness or experience.</li>
</ul>
&nbsp;
<h3 class="p1">4.0&nbsp; PROCEDURE</h3>
<h5 class="p1">4.1 Definitions</h5>
Sexual harassment is unwanted conduct of a sexual nature which has the purpose or effect of&nbsp;violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive&nbsp;environment for that person. It also covers treating someone less favourably because they have&nbsp;submitted to or refused to submit to unwanted conduct of a sexual nature, or that is related to&nbsp;gender reassignment or sex.
Sexual harassment may be committed by a fellow worker, an agent of an organisation, or a third&nbsp;party. It does not need to occur in person. It can occur via digital means including social media sites or&nbsp;channels. Someone may be sexually harassed even if they were not the target of the behaviour.
Examples of sexual harassment include, but are not limited to:
a) sexual comments or jokes, which may be referred to as &lsquo;banter&rsquo;
b) displaying sexually graphic pictures, posters or photos
c) suggestive looks, staring or leering
d) propositions and sexual advances
e) making promises in return for sexual favours
f) sexual gestures
g) intrusive questions about a person&rsquo;s private or sex life or a person discussing their own sex&nbsp;life
h) sexual posts or contact in online communications including on social media
i) spreading sexual rumours about a person
j) sending sexually explicit emails, text messages or messages via other social media
k) unwelcome touching, hugging, massaging or kissing
&nbsp;
Victimisation is when someone is treated less favourably as a result of being involved with a&nbsp;discrimination or harassment complaint.
The law says victimisation means 'suffering a detriment' because you've done or intend to do a&nbsp;'protected act'. A 'protected act' means taking action related to discrimination law. This includes:
a) making a claim or complaint under the Equality Act 2010 (for example, for discrimination or&nbsp;harassment)
b) helping someone else to make a claim by giving evidence or information in connection with&nbsp;proceedings under the Equality Act 2010
c) making an allegation that someone has breached the Equality Act 2010, or
d) doing anything else in connection with the Equality Act 2010
&nbsp;
Examples of victimisation may include:
a) failing to consider someone for promotion because they have previously made a sexual&nbsp;harassment complaint
b) dismissing someone because they accompanied a colleague to a meeting about a sexual&nbsp;harassment complaint
c) excluding someone from work meetings because they gave evidence as a witness for another&nbsp;employee as part of an employment tribunal claim about harassment.
&nbsp;
<h5 class="p1">4.2 Circumstances covered by this policy</h5>
This policy covers behaviour which occurs in the following situations:
a) a work situation
b) a situation occurring outside of the normal workplace or normal working hours which is&nbsp;related to work, for example, a working lunch, a business trip or social function
c) outside of a work situation but involving a colleague or other person connected to the&nbsp;Company, including on social media
d) against anyone outside of a work situation where the incident is relevant to your suitability to&nbsp;carry out the role.
&nbsp;
<h5 class="p1">4.3 What to do if you are subject to sexual harassment or victimisation</h5>
We are committed to ensuring that there is no sexual harassment or victimisation in the workplace.
Allegations of sexual harassment and victimisation involving a situation at a client site must be&nbsp;reported.
&nbsp;
<h5 class="p1">5.4 Informal Complaint</h5>
If you experience sexual harassment and you feel comfortable to do so, you should make it clear to&nbsp;the harasser on an informal basis that their behaviour is unwelcome and ask the harasser to stop. If&nbsp;you feel unable to do this verbally then you should send a written request to the harasser.
&nbsp;
<h5 class="p1">4.5 Formal Complaint</h5>
Written Complaint
Where the informal approach fails, or if the sexual harassment or victimisation is more serious, you&nbsp;should bring the matter to the attention of either; your Line Manager, a more senior manager, or an&nbsp;Acorn Representative. Your concerns can also be raised in writing either via email to&nbsp;hr@acornpeople.com, or via our <a href="https://forms.office.com/pages/responsepage.aspx?id=JzYsf6gj0Ea6ZcMJJMFDCZCKMTuAqgFMlqTzWlWCPdlUQVgySVdZOVQ0V08zREpXOElHWDdJV09FWC4u&amp;route=shorturl" target="_blank" rel="noopener">Sexual Harassment Report Form</a>.
If possible, you should keep notes of what happened so that the written complaint can include:
a) the name of the alleged harasser;
b) the nature of the alleged harassment;
c) the dates and times when the alleged harassment occurred;
d) the names of any witnesses; and
e) any action already taken by you to stop the alleged harassment.
&nbsp;
Investigation
The matter will then be investigated in the following way:
<ul>
<li class="p1">You may be invited to a meeting to discuss the allegation.</li>
<li class="p1">The alleged harasser will be interviewed, along with any witnesses.</li>
<li class="p1">Any documentation or evidence will be reviewed e.g. emails, messages, photographs, CCTV&nbsp;etc.</li>
<li class="p1">Those involved in the investigation will be expected to act in confidence.</li>
</ul>
Please note that any investigation is likely to involve the client company where you might be working&nbsp;and they may have their own procedures that they are required to follow.
&nbsp;
Outcome
On conclusion of the investigation (which will normally be within ten working days of the meeting&nbsp;with you) the decision of the investigator, and the reasons behind the decision, will be sent in writing&nbsp;to you.
&nbsp;
Appeal
You have the right to appeal against the findings of the Investigating Manager. If you wish to appeal,&nbsp;you must do so within five working days, ensuring that you outline grounds for the appeal. You will&nbsp;then be invited to a further meeting. As far as reasonably practicable, this will be held by a more&nbsp;senior manager than the Investigating Manager.
Following the appeal meeting, you will be informed of the final decision, normally within ten working&nbsp;days, which will be confirmed in writing.
Regardless of the outcome of the procedure, we are committed to providing the support you may&nbsp;need.
You will not be victimised for having brought a complaint.
&nbsp;
<h5 class="p1">4.6 Anonymous reports</h5>
The company&rsquo;s Sexual Harassment Report Form allows you to report allegations of sexual harassment&nbsp;anonymously. You will receive an auto-generated message confirming receipt of the form. If you&nbsp;provide any contact details, the company will also contact you via these channels to confirm receipt.
Please note that anonymous reports can sometimes make it difficult to thoroughly investigate&nbsp;incidents, as the company might lack important context or details that would come from direct&nbsp;communication with the complainant. The company will none the less carry out a thorough and fair&nbsp;investigation and in accordance with the same principles as set out in the previous section.
&nbsp;
<h5 class="p1">4.7 What to do if you witness sexual harassment or victimisation</h5>
If you witness sexual harassment or victimisation, you are encouraged to take appropriate action to&nbsp;address it. You should not take any action that may put you at risk of sexual harassment or other&nbsp;harm. If you feel able, you should intervene to prevent the matter continuing. If you are not able to&nbsp;do this, your action may include offering support to the person who has been sexually harassed and&nbsp;encouraging them to report the incident or reporting the incident yourself.
&nbsp;
<h5 class="p1">4.8 Third-Party Sexual Harassment</h5>
Third-party sexual harassment occurs when someone is subjected to sexual harassment by someone&nbsp;who is not part of Acorn&rsquo;s or the client&rsquo;s workforce but who is encountered in connection with work.&nbsp;This includes customers, suppliers, members of the public, clients, friends and family of colleagues,&nbsp;delegates at a conference, self-employed contractors etc. Third-party sexual harassment is unlawful&nbsp;and will not be tolerated.
If you have been subjected to third-party sexual harassment, you are encouraged to report this as&nbsp;soon as possible via the reporting channels detailed above.
We will not tolerate sexual harassment by any member of our workforce against a third party.&nbsp;Instances of sexual harassment of this kind may lead to the termination of your assignment.
&nbsp;
<h5 class="p1">4.9 Action</h5>
If the decision is that the allegation of sexual harassment or victimisation is well founded, any action&nbsp;taken against the harasser/victimiser will be taken by the client company where you are working.
If, due to the investigation, it is concluded that your complaint is both untrue and has been brought&nbsp;with malicious intent, your assignment may be terminated.
If you are involved in any act of sexual harassment, your assignment will be terminated with&nbsp;immediate effect.
&nbsp;
<h5 class="p1">4.10 Employee Assistance Programme</h5>
We would like to remind you that further support is available by via the Help@hand Employee&nbsp;Assistance Programme (EAP).
&nbsp;
&nbsp;

Sexual Harassment Policy – Agency Workers

Yesterday marked World Mental Health Day, a vital reminder of the importance of mental well-being in our lives, especially in the workplace. In today&rsquo;s fast-paced and ever-evolving world, mental health has become a critical focus. As employees face increasing workloads, digital distractions, and the pressures of everyday life, organisations must recognise their role in supporting mental health. Not only is this a matter of corporate responsibility, but it is also a strategic priority that can boost productivity, staff retention, and overall workplace culture.
Why Mental Health Matters at Work
The workplace significantly influences an individual&rsquo;s mental health, for better or worse. Research has shown that excessive workloads, long hours, lack of support, and unhealthy work environments can lead to stress, anxiety, and burnout. Mental health issues not only affect employees&rsquo; well-being but also have a financial impact on organisations. In the UK, mental health problems cost employers between &pound;42 billion and &pound;45 billion per year in lost productivity, absenteeism, and staff turnover, according to a <a href="https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/949524/References_Health_and_Work_infographics_v_final.pdf#:~:text=Poor%20mental%20health%20among%20employees%20costs%20UK%20employers,to%20%C2%A329bn%20and%20turnover%20costs%20of%20around%20%C2%A39bn.">2020 report by Deloitte</a>.
Organisations that prioritise mental health are more likely to have motivated, engaged, and resilient employees. Those that ignore this critical area may face higher rates of absenteeism, lower morale, and increased turnover. By supporting mental health, businesses can cultivate a healthier and more productive workforce.
Initiatives at Acorn by Synergie
Here at Acorn by Synergie, we are committed to supporting employee mental health through various initiatives that go beyond standard practices. Our OpenBlend platform empowers employees to set the agenda for one-to-one conversations with managers, allowing them to track their well-being and highlight what motivates them. This personalised approach helps foster meaningful connections between employees and management, enabling open dialogues about mental health.
Additionally, we offer the Help@Hand Employee Assistance Programme, which provides access to remote GP appointments, counselling, physiotherapy, and lifestyle coaching. This comprehensive support system ensures that employees can access the help they need when they need it, without added stress or barriers.
Moreover, our Mental Health First Aiders are available for immediate support, ensuring that employees have someone to turn to during difficult times. This peer support can make a significant difference, offering comfort and understanding to those in need.
Finally, each employee is entitled to a You Day for personal rest and recharge. This day is a vital recognition of the importance of taking time for oneself, allowing employees to step back from their work responsibilities and focus on their mental and emotional health.
Shifting the Conversation
This World Mental Health Day, it&rsquo;s essential that both employers and employees recognise that mental health is not a luxury or an afterthought&mdash;it&rsquo;s a critical component of a thriving workplace. For too long, mental health has been stigmatised, leaving many individuals feeling isolated and unsupported.
According to a <a href="https://www.ipsos.com/en-uk/one-two-young-people-have-missed-work-last-year-because-stress-new-global-survey-ipsos#:~:text=36%25%20of%20Britons%20say%20that%20they%20felt%20stressed,to%20stress%2C%20versus%2029%25%20of%20Gen%20Z%20men.">2024 survey by Ipsos</a>, more than half (59%) of Britons report having experienced stress severe enough to affect their daily lives, further emphasising the need for workplace support. Today, and every day after that, we have an opportunity to shift the conversation toward building healthier, more sustainable work environments. This begins with understanding that mental health is just as important as physical health. By actively promoting mental well-being initiatives, businesses can foster a culture of care that resonates throughout the workplace.
Practical Steps for Organisations
To create a supportive environment, organisations can implement the following practical steps:
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Promote Mental Health Awareness: Regularly provide training sessions and workshops to educate employees about mental health, reduce stigma, and encourage open discussions.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Offer Flexible Work Options: Allow for flexible working hours and remote work arrangements to help employees better balance their personal and professional lives.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Create a Supportive Policy Framework: Develop clear policies that address mental health issues and outline the support available for employees.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Gather Feedback and Improve: Regularly survey employees about their mental health needs and preferences, and be open to making adjustments based on their feedback.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Celebrate Mental Health Days: Use observances like World Mental Health Day to reinforce the importance of mental health and celebrate initiatives that support employee well-being.</li>
</ol>
As we reflect on World Mental Health Day 2024, let&rsquo;s commit to making mental health a priority in our workplaces. By recognising the importance of mental well-being and taking proactive steps to support it, businesses can create environments where employees thrive. Together, we can break the stigma surrounding mental health, encourage open conversations, and foster a culture of support that benefits everyone. At Acorn by Synergie and beyond, let&rsquo;s work together to build a future where mental health is celebrated as an integral part of a healthy workplace!

Organisations Role in Supporting Mental Health

Every year on October 10th, we mark World Mental Health Day, a day dedicated to raising awareness about mental health issues across the globe. In 2024, the focus is on a place that shapes much of our daily lives &ndash; the workplace. This year&rsquo;s theme, Workplace Mental Health, shines a light on how crucial it is to address mental well-being in our jobs, not just for the benefit of the business, but for employees like you and me, and the communities we live in.
As employees, we spend a significant portion of our lives at work, often navigating long hours, tight deadlines, and increasing expectations. While jobs can bring purpose, financial security, and professional growth, they can also be a source of stress and anxiety if mental health is neglected. Understanding how mental well-being impacts us as employees is essential to fostering healthier work environments for everyone!
Why Mental Health at Work Matters
Mental health is a deeply personal aspect of life, but it doesn&rsquo;t disappear once we clock in. Whether it&rsquo;s stress from job demands, tension with colleagues, or balancing work and life, mental well-being directly affects our performance, satisfaction, and even our physical health. When our mental health suffers, it&rsquo;s difficult to bring our best selves to work, leading to a range of challenges like reduced focus, burnout, and fatigue.
But this issue goes beyond how it affects us individually &ndash; it also affects our relationships with our teams and our overall career growth. When we&rsquo;re not mentally well, it can strain our interactions with colleagues, cause us to withdraw, or prevent us from seizing new opportunities for professional development. In contrast, when mental health is prioritised, we feel supported and more capable of managing stress, performing well, and building stronger, more collaborative relationships.
The Impact on Work-Life Balance
A key aspect of mental health in the workplace is finding a balance between professional responsibilities and personal life. Many of us have experienced the difficulty of trying to maintain that balance, particularly as remote work has blurred the boundaries between home and office. Working late into the evening, constantly checking emails, or feeling guilty for taking time off can all contribute to mental strain.
As employees, it&rsquo;s vital to set boundaries to protect our well-being. However, workplace culture plays a big role in this. If the culture encourages constant availability or views taking time off as a weakness, it becomes much harder to prioritise mental health. This is why it&rsquo;s so important that companies, leaders, and managers take proactive steps to create an environment that supports work-life balance for everyone.
The Benefits of Addressing Mental Health at Work
When mental health is recognised as a priority in the workplace, the benefits extend to all levels. For employees, the most immediate advantage is the feeling of support and security. Knowing that your workplace values mental well-being can be a huge relief, making it easier to seek help or discuss mental health challenges without fear of stigma.
A mentally healthy workplace also means a more productive one. When we feel good mentally, we&rsquo;re more likely to stay focused, motivated, and engaged in our work. We collaborate more effectively, contribute creative ideas, and are generally more satisfied with our jobs. This, in turn, leads to greater job retention, lower absenteeism, and better overall performance.
What Can We Do to Support Our Mental Health?
While companies have a major role in fostering a supportive work environment, we as employees can also take steps to safeguard our mental well-being. Here are a few ways to be proactive about mental health at work:
<ol style="margin-top: 0cm;" start="1" type="1">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Set Boundaries: Establish clear boundaries between work and personal life. Don&rsquo;t be afraid to log off when the workday is over and make time for rest and self-care.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Communicate Openly: If work is becoming overwhelming or if you&rsquo;re struggling with stress or anxiety, don&rsquo;t hesitate to communicate with your manager or HR. Many companies now offer mental health resources, and speaking up early can help prevent burnout.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Take Breaks: It&rsquo;s easy to feel like we should always be &ldquo;on,&rdquo; but regular breaks during the day can improve focus and reduce stress. Step away from your desk, go for a walk, or take a few moments for deep breathing to clear your mind.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Use Available Resources: If your company provides access to mental health programs or Employee Assistance Programs (EAPs), take advantage of them. Counselling, mental health workshops, or even mindfulness training can be incredibly helpful.</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Support Colleagues: Sometimes, the best support comes from our peers. If you notice a coworker struggling, offering a listening ear or a word of encouragement can make a huge difference.</li>
</ol>
Prioritising mental health in the workplace is not just something to discuss on World Mental Health Day; it&rsquo;s an ongoing journey that we all share. By creating a culture of support, setting clear boundaries, and taking advantage of available resources, we can help each other thrive both personally and professionally.
As we reflect on the importance of mental well-being today, let&rsquo;s commit to making it a part of our everyday conversations. Together, we can build a workplace where everyone feels valued, understood, and empowered to take care of their mental health every single day!

Tips on Prioritising Workplace Mental Health

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The Olympic Games are a pinnacle of human achievement, showcasing athletes who have trained for years to reach the top of their sport. 
Their dedication, discipline, and strategies can offer valuable lessons for someone looking for a job and striving to reach their dream careers. Whether you&rsquo;re just starting your job search or looking to take your career to the next level, here are some Olympic-inspired tips to help you achieve success <span style="font-family: 'Segoe UI Emoji',sans-serif; mso-ascii-font-family: Aptos; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-hansi-font-family: Aptos; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB; mso-char-type: symbol-ext; mso-symbol-font-family: 'Segoe UI Emoji';">🎉👇🏻
&nbsp;
1. Set your Goals
Every Olympian sets clear, measurable goals to guide their training and performance.
Define what success looks like for you in your job search. Are you looking for a specific role, company, or industry? 
Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) for your job search. For example, aim to apply for five positions each week, network with two industry professionals, or secure three interviews within a month &ndash; you&rsquo;ll be surprised with how many opportunities come our way! 
&nbsp;
2. Develop a Training Plan
Athletes follow a detailed training regimen that includes physical conditioning, skill development, and mental preparation.
Following in the steps of Olympic athletes&hellip; create a structured job search plan! Dedicate some time each day to job hunting activities such as researching companies, updating your CV, writing cover letters, and preparing for interviews.
Just like athletes break down their training into manageable segments, break your job search into daily or weekly tasks to maintain momentum and avoid feeling burnt out.
&nbsp;
3. Continuous Improvement
Athletes continually refine their techniques and improve their performance through regular practice and feedback.
Therefore, you could continuously improve your job search strategies! After each interview, reflect on what went well and what could be improved. Recruitment consultants are there for a reason &ndash; make sure you take advantage of their knowledge!
Likewise, keeping your resume and LinkedIn profile updated to reflect new experiences or skills ensures you are ahead of the game. Staying on top of industry trends means you can use this knowledge in your job applications.
&nbsp;
4. Build a Support Team
Athletes rely on coaches, trainers, nutritionists, and a supportive network to achieve their goals.
Surround yourself with a supportive network. For instance, you could join job search groups, attend industry meetups, and connect with professionals who can offer advice, referrals, and encouragement.
A mentor or career coach can provide valuable guidance and keep you motivated. Don&rsquo;t hesitate to lean on family and friends for emotional support during your job search journey!
&nbsp;
5. Stay Mentally Tough
Mental resilience is crucial for athletes, helping them to stay focused and perform under pressure.
Job hunting can be stressful and filled with setbacks. One way to avoid this is by developing a mental resilience.
While this is sometimes easier said than done&hellip; it can be achieved by maintaining a positive mindset and practising stress-reducing techniques, such as mindfulness, meditation, or exercise.
Remember to celebrate small victories along the way, too. For example, if you get a call back or land an interview &ndash; it can keep your spirits high! Maintaining persistence and a positive attitude will help you overcome these obstacles.
&nbsp;
6. Embrace Rejection as Part of the Process
Even top athletes face failures and setbacks, however, instead of seeing this as something negative, they use these experiences to grow stronger!
Rejection is a natural part of the job search process. Instead of being discouraged by rejection, use it as an opportunity to learn and improve. Each "no" brings you one step closer to a "yes." Analyse what might have gone wrong, seek feedback when possible, and refine your approach for future opportunities.
&nbsp;
7. Network Like a Pro
Networking is crucial for athletes, from building relationships with sponsors to gaining fan support.
Networking is equally important in the job search. For instance, you could attend industry events, join professional associations, and engage in online forums related to your field. Reach out to contacts on LinkedIn and ask for informational interviews to learn more about potential employers and job opportunities. Building and maintaining a strong professional network can open doors to job opportunities that might not be advertised publicly!
&nbsp;
8. Visualise Success
Many athletes use visualisation techniques to picture their success and enhance their performance.
Visualise your success in the job search. Picture yourself acing the interview, receiving the job offer, and thriving in your new role. Visualisation can boost your confidence and help you stay focused on your goals.
Grab a pen and paper and write down your career aspirations, placing it somewhere (e.g. on the fridge or a mirror) where you can regularly view them to keep your motivation high and get that job!
&nbsp;
Conclusion
Training for a successful job search is much like preparing for the Olympics. It requires clear goals, a well-structured plan, continuous improvement, a supportive network, mental resilience, and a positive attitude toward setbacks.
By adopting these Olympic-inspired strategies, you can enhance your job search process and increase your chances of landing the job you desire. Remember, like an Olympian, your dedication and perseverance will lead you to success.
Go for the gold in your job search and achieve your career dreams with the help of Acorn by Synergie. Explore all our latest jobs here: <a href="https://www.acornpeople.com/jobs/">Start your job search with Acorn by Synergie. (acornpeople.com)</a>.

Olympic-Inspired Job Search Tips

While the job search can sometimes feel like an uphill battle, drawing inspiration from unexpected sources can offer valuable insights and motivation.
&nbsp;Let's take a look at how the journey to finding a job can be likened to the preparation and excitement surrounding the upcoming 2024 Paris Olympics.
1. Setting Goals: Just like athletes training for the Olympics, setting clear and achievable goals is crucial in your job search. Define what you want to achieve, whether it's landing a specific role, advancing your career, or transitioning to a new industry. Having a clear vision will help you stay focused and motivated throughout the process.
2. Preparation and Training: Athletes dedicate countless hours to training and preparation to ensure they are at their peak performance during the Olympics. Similarly, job seekers need to invest time and effort in enhancing their skills, updating their CV, and practicing for interviews. Continuous learning and development are essential to stay competitive in today's job market.
3. Resilience and Persistence: The road to securing a job can be filled with setbacks and rejections, much like the challenges athletes face in their journey to the Olympics. It's important to stay resilient, learn from failures, and persist in your efforts. Remember, every rejection brings you one step closer to your ultimate goal.
4. Teamwork and Support: While athletes compete individually, they often rely on a team of coaches, trainers, and supporters to help them succeed. Similarly, in your job search, building a strong network, seeking mentorship, and leveraging the support of friends and family can make a significant difference. Surround yourself with people who believe in your potential and can offer guidance along the way.
5. Embracing the Journey: The path to finding a job is not always straightforward, and there may be unexpected twists and turns along the way. Just like the excitement and anticipation leading up to the Olympics, embrace the journey of self-discovery, growth, and new opportunities that come with the job search process. Stay open-minded and adaptable to make the most of every experience.
As you navigate the job search process, remember that the qualities of determination, perseverance, and passion that drive athletes to excel in the Olympics can also propel you towards success in your career. By drawing parallels between the two journeys, you can find inspiration and motivation to overcome challenges and achieve your professional goals.
Don't forget, we have a range of job opportunities on our website and more advice to help in your job search.
Good luck on your job search, and may the spirit of the 2024 Paris Olympics guide you towards a fulfilling and rewarding career!

Job Search Lessons from the 2024 Paris Olympics

Football, also known as soccer in some parts of the world, is a sport that captivates millions of fans worldwide. Beyond being a source of entertainment and passion, football can also provide valuable lessons and insights that can be applied to various aspects of life, including the search for the perfect job or career.
In this blog, we will explore how the principles of football can be translated into the realm of career development and finding the right professional path.
1. Goal Setting and Persistence: In football, the ultimate goal is to score goals and win matches. Similarly, in the world of work, setting clear goals and objectives can help guide your career path. Just like a football team that persists and keeps pushing for victory until the final whistle, individuals should demonstrate persistence and resilience in pursuing their career goals. Whether it's landing a dream job or climbing the corporate ladder, staying focused and committed to your objectives can lead to success.
2. Teamwork and Collaboration: Football is a team sport that requires players to work together towards a common goal. The ability to collaborate effectively with teammates, communicate clearly, and leverage each other's strengths is crucial for success on the field. In the workplace, teamwork is also essential for achieving organisational goals and fostering a positive work environment. Building strong relationships with colleagues, being a team player, and valuing collaboration can enhance your career prospects and open up new opportunities.
3. Adaptability and Resilience: Football is a dynamic sport where conditions can change rapidly, requiring players to adapt to different situations and challenges. Similarly, the modern workplace is constantly evolving, and individuals need to be adaptable and resilient in the face of change. Developing a growth mindset, being open to learning new skills, and staying flexible in your approach can help you navigate the ups and downs of your career journey.
4. Leadership and Decision-Making: In football, captains and coaches play a crucial role in leading and guiding their team to victory. Leadership skills, such as decision-making, communication, and strategic thinking, are highly valued both on the pitch and in the boardroom. Whether you aspire to a managerial role or simply want to stand out as a leader in your field, honing your leadership abilities can set you apart and propel your career forward.
5. Passion and Dedication: Football is a sport fueled by passion and dedication, with players often sacrificing time and effort to pursue their love for the game. Likewise, finding the perfect job or career requires passion, dedication, and a genuine interest in what you do. When you are passionate about your work, you are more likely to excel, stay motivated, and find fulfillment in your professional life.
In conclusion, the principles of football can offer valuable insights into the world of work and career development. By applying the lessons of goal setting, teamwork, adaptability, leadership, and passion from the football field to your professional life, you can enhance your career prospects, achieve your goals, and find fulfillment in your chosen career path. Just like in football, success in your career journey requires strategy, perseverance, and a winning mindset.
If you are on the search for a new career path, head to our job search page for opportunities!&nbsp;

How football links to Finding the Perfect Job or Career

In today's dynamic job market, temporary work has become a popular choice for many professionals seeking flexibility and diverse experiences. Whether you are a recent graduate looking to gain valuable skills or a seasoned professional exploring new opportunities, utilising a recruitment agency can be a game-changer in your job search.
Let's explore the top benefits of using a recruitment agency to find temp jobs.
1. Access to a Wide Network of Job Opportunities: Recruitment agencies have extensive networks with various employers across different industries. By partnering with a reputable agency, you gain access to a vast pool of temporary job opportunities that may not be advertised elsewhere. This increases your chances of finding the right fit for your skills and preferences.
2. Expert Guidance and Support: Navigating the job market can be overwhelming, especially when looking for temporary positions. Recruitment agencies have experienced consultants who can provide expert guidance and support throughout the job search process. They can help you polish your resume, prepare for interviews, and offer valuable insights on industry trends.
3. Time-Saving and Efficient Job Search: Searching for temporary jobs on your own can be time-consuming and frustrating. Recruitment agencies streamline the job search process by matching your skills and preferences with suitable job openings. This saves you valuable time and effort, allowing you to focus on other priorities while the agency works on finding the right opportunities for you.
4. Flexibility and Variety: Temp jobs offer the flexibility to work on short-term assignments, part-time roles, or project-based work. Recruitment agencies specialise in matching candidates with temporary positions that align with their availability and career goals. This flexibility allows you to explore different industries, gain diverse experiences, and build a versatile skill set.
5. Potential for Permanent Placement: Many temporary positions have the potential to turn into permanent opportunities based on your performance and the company's needs. Recruitment agencies can connect you with temp-to-hire positions where you have the chance to showcase your skills and transition into a full-time role if both parties are satisfied with the arrangement.
6. Networking Opportunities: Building relationships with recruitment consultants and employers through a recruitment agency can expand your professional network. These connections can lead to future job opportunities, referrals, and valuable insights into the job market. Networking is a crucial aspect of career development, and recruitment agencies provide a platform to connect with key industry players.
In conclusion, utilising a recruitment agency to find temp jobs offers numerous benefits, including access to a wide range of job opportunities, expert guidance, time-saving efficiency, flexibility, potential for permanent placement, and networking opportunities. If you are considering temporary work as part of your career strategy, partnering with a reputable recruitment agency can be a valuable asset in achieving your professional goals.
If you think a recruitment agency might be right for you, consider registering with us! We offer job placements and access to Acorn Rewards, which includes our well-being hub, discounts, and shopping offers.

The Top Benefits of Using a Recruitment Agency to Find Temp Jobs

Embracing Diversity and Celebrating Pride Month
June is widely recognised as Pride Month, a time to celebrate and honor the LGBTQ+ community and their ongoing struggle for equality and acceptance. This month is a powerful reminder of the importance of embracing diversity, promoting inclusivity, and standing up for the rights of all individuals, regardless of their sexual orientation or gender identity.
Pride Month holds significant historical significance, as it commemorates the Stonewall Riots of June 1969, a pivotal moment in the fight for LGBTQ+ rights. Today, Pride Month serves as a beacon of hope and a call to action for continued progress towards equality and acceptance for all.
At the core of Pride Month is the celebration of love, individuality, and self-acceptance. It is a time for people to come together, show solidarity, and raise awareness about the challenges faced by the LGBTQ+ community. It is also a time to reflect on the progress that has been made and the work that still needs to be done to ensure equal rights and opportunities for all.
It is essential for all of us to actively support and uplift the LGBTQ+ community, not just during Pride Month, but every day. We can do this by educating ourselves on LGBTQ+ issues, amplifying LGBTQ+ voices, advocating for inclusive policies and practices, and fostering a culture of respect and acceptance in our communities.
Pride Month is a reminder that love is love, and everyone deserves to live authentically and without fear of discrimination or hatred. By embracing diversity, celebrating individuality, and standing in solidarity with the LGBTQ+ community, we can create a more inclusive and equitable society for all.
As we celebrate Pride Month, let us recommit ourselves to the values of equality, acceptance, and love. Together, we can build a more compassionate and inclusive world where everyone is free to be their true selves, without fear of judgement or persecution.
 Happy Pride Month! 🏳️&zwj;🌈 Let's continue to stand together in love and solidarity.

Embracing Diversity and Celebrating Pride Month

In today's digital age, virtual interviews have become increasingly common. Whether you're interviewing for a new job or a promotion within your current company, preparing for a Teams or Zoom interview is essential to make a positive impression. Here are some tips to help you get ready and ace your next virtual interview:
<ol>
<li>Test Your Technology: Ensure that your internet connection is stable, your camera and microphone are working properly, and the platform you'll be using (Teams or Zoom) is installed and updated. Test everything in advance to avoid any technical glitches during the interview.</li>
<li>Dress Appropriately: Treat a virtual interview the same way you would an in-person one. Dress professionally from head to toe, as you never know when you might need to stand up during the interview. Choose solid, neutral colors and avoid distracting patterns or logos.</li>
<li>Prepare Your Environment: Find a quiet, well-lit space for your interview. Remove any potential distractions and make sure the background is clean and professional. Consider using a virtual background if your surroundings are not suitable.</li>
<li>Practice Your Body Language: Sit up straight, make eye contact, and smile to convey confidence and professionalism. Avoid fidgeting or slouching, and use hand gestures sparingly to avoid distractions.</li>
<li>Research the Company: Familiarise yourself with the company's products, services, culture, and recent news. Be prepared to discuss how your skills and experience align with the organisation's goals and values.</li>
<li>Prepare for Common Questions: Practice answering common interview questions, such as "Tell me about yourself," "What are your strengths and weaknesses," and "Why do you want to work here?" Tailor your responses to highlight your relevant experience and accomplishments.</li>
<li>Have Questions Ready: Prepare insightful questions to ask the interviewer about the role, team dynamics, company culture, or future projects. This shows your interest in the position and helps you evaluate if the company is the right fit for you.</li>
<li>Follow Up: After the interview, send a thank-you email to express your appreciation for the opportunity and reiterate your interest in the position. Mention specific points discussed during the interview to personalize your message.</li>
</ol>
By following these tips and adequately preparing for your Teams or Zoom interview, you'll increase your chances of success and leave a lasting impression on the interviewer. Good luck!

Connect on the go with our new app

Mental Health Awareness Week 2024 is currently taking place with a focus on the theme of &ldquo;Movement: Moving more for mental health&rdquo;. This year's theme highlights the important connection between physical activity and mental well-being, emphasising the positive impact that movement can have on our mental health.
In today&rsquo;s fast-paced and demanding work environments, it is crucial to prioritise mental health and well-being. Incorporating movement into your daily routine at work can help reduce stress, improve mood, boost productivity, and enhance overall mental health.
Here are some tips to help you move more for mental health during Mental Health Awareness Week 2024 and beyond:
1. Take regular breaks: Make it a point to take short breaks throughout the workday to stand up, stretch, and move around. This can help prevent feelings of stagnation and improve circulation, keeping both your body and mind energised.
2. Schedule walking meetings: Instead of sitting in a conference room, suggest having walking meetings with colleagues. Walking and talking can stimulate creativity, enhance problem-solving skills, and provide a refreshing change of scenery.
3. Use the stairs: Opt for the stairs instead of the elevator whenever possible. Climbing stairs is a great way to incorporate physical activity into your day, and it can also help boost cardiovascular health and strengthen muscles.
4. Practice desk exercises: Incorporate simple exercises into your work routine, such as seated leg lifts, shoulder stretches, or desk yoga poses. These movements can help alleviate muscle tension, improve flexibility, and promote relaxation.
5. Stand up and move: If you have a desk job, make a conscious effort to stand up and move around every hour. Set a timer to remind yourself to take short walking breaks or do some quick exercises to break up long periods of sitting.
6. Get outside: Take advantage of your lunch break to go for a walk outside or engage in a physical activity you enjoy, such as jogging, cycling, or practicing mindfulness in nature. Spending time outdoors and getting fresh air can have a positive impact on your mental well-being.
7. Stay hydrated: Remember to drink plenty of water throughout the day to stay hydrated and maintain optimal energy levels. Proper hydration is essential for cognitive function, mood regulation, and overall physical health.
Remember that small changes can make a big difference in promoting mental well-being and creating a healthier work environment for yourself and your colleagues. Let's prioritise mental health and embrace the power of movement for a happier, more fulfilling life.

MHAW 2024: Tips for moving more for mental health at work

There are not many people out there who don&rsquo;t love some sun, but how do you cope with the heat when you are still working?
With temperatures getting high, we wanted to share some tips on staying cool at work.
Keep hydrated
Firstly, keep hydrated &ndash; make sure you drink at least 8 glasses of water a day, not only will it keep you cool but it will help avoid fatigue.
Ditch heavy clothes
Find something lighter to wear, it maybe less formal but will help you stay cool. Remember, black absorbs the heat! If you have long hair, you could also wear it up!
Find a fan or step outside
Head to the office if they&rsquo;ve got aircon or find a desk fan. If you can&rsquo;t, pop outside and find some shade &ndash; cool down then head back into the office.
Change how you eat
Try find some lighter foods for lunch &ndash; salads are full of water and can help you stay cool!
Take breaks
And finally, take breaks &ndash; being overheated and frustrated isn&rsquo;t productive so try take extra short breaks when you can.

Staying cool at work during a heatwave

The importance of taking breaks at work

<h4>Don&rsquo;t think a temporary production job is for you? Think again!</h4>
Have you been out of work for a little while and need to get back out there?&nbsp; Are you tired of 9 to 5, and want a job with flexible hours or shifts to fit around other commitments?
Acorn works with a number of leading companies throughout the UK who offer fantastic opportunities in production across a vast range of industries.
&nbsp;
<h4>What are the benefits of working as a temporary production worker?</h4>
<ul>
<li>
Temporary production work offers flexible hours, with different shift patterns covering weekends and evenings as well as weekdays and nights.
</li>
<li>
They provide a great solution for those juggling childcare, or other family commitments, as well as graduates looking to earn extra cash during the holidays.
</li>
<li>
It&rsquo;s a family affair &ndash; many of our agency workers recommend our jobs to their friends and family, which helps save on travel costs as well as being able to enjoy work with people you already know.
</li>
<li>
Whilst some may use temporary work for a short period of time, the production roles we manage often have great long-term opportunities and career progression.
</li>
<li>
You get to work with leading international companies and truly make a difference to the products they make.
</li>
<li>
Normally no, or little, experience is required as you&rsquo;ll get the relevant training on the job, so it&rsquo;s a great opportunity to learn a new skill.
</li>
</ul>
&nbsp;
<h4>What will you be doing as a production operative?</h4>
As a temporary production worker, daily tasks could include measuring, operating machinery and production equipment, testing, cleaning or working on the warehouse assembly lines.
&nbsp;
<h4>Where will you work?</h4>
There are temporary production roles available across the country in sectors including pharmaceutical, printing, engineering and food and drink manufacturing.&nbsp; Temporary roles often crop up when companies need extra manpower due to holiday periods, new projects or seasonal staffing needs, however, we have a constant stream of production roles available.
&nbsp;
<h4 class="usercontent">What financial benefits will you experience?</h4>
On top of your basic salary, there are plenty of opportunities for overtime within production roles, resulting in a great earning potential.
Think temporary production work may be for you after all? Search through our latest production roles today.

Benefits of temporary work

<h5 class="__intro">Life tends to throw things at us when we least expect it &ndash; and the world just keeps on turning. We&rsquo;re still expected to get up and go to work and carry on with normal life.&nbsp;So what are we meant to do when it all just gets too much?</h5>
Here are some practical tips to help you manage stress.
<h4>Balance work and homelife</h4>
Lots of companies are now embracing a new way of working since the pandemic. If you have a supportive boss, perhaps you could find out if there is a way you could work from home some of the week or change the hours you work if you are finding things too much.
&nbsp;
<h4>Switch off</h4>
Do you have a hobby you really enjoy such as golf, drawing or even knitting but find you&rsquo;re too busy to do it? Now is definitely the time to get back into it &ndash; the best thing about doing something you love is that it usually takes concentration, which in turn really helps you to switch off and clear your mind, even if it&rsquo;s only for a couple of hours.
&nbsp;
<h4>Be mindful</h4>
Mindfulness is a word that is thrown around a lot these days, however, there really are a lot of benefits. If you&rsquo;re not into Yoga or meditation, maybe try going for a walk outdoors &ndash; you&rsquo;ll be surprised at how much exercise and being out in nature helps your state of mind.
&nbsp;
<h4>Try something new!</h4>
It&rsquo;s sometimes said that a change is as good as a rest. Always fancied ballroom dancing or Jujitsu? Perhaps see if there is a local class. Or sometimes booking time off work for a holiday or a few day trips is helpful to gain perspective and space from whatever is happening in your life right now.
&nbsp;
<h4>You&rsquo;re not alone, talking helps</h4>
It really does help to share. Sometimes just talking through what you&rsquo;re going through with someone can help you feel like a weight has been lifted, and if you really feel like you are struggling help is always just around the corner, whether that&rsquo;s support from work, your Doctor, the Samaritans or a friend.
&nbsp;

Dealing with stress 

In honor of this day, we interviewed Emma Lewis, a former agency worker at Acorn who received support from our driving division to secure a position as a Class 1 Driver. Emma has since become a permanent driver with the company.&nbsp;
Read on as she provides valuable insights into her role as a Class 1 Driver and offers advice to women aspiring to join the industry.
What was your job title and how long did you work in the role?
My job title at Acorn was Class 1 Driver. I began working with them last year, having previously worked through the agency in the past. I started around September and remained in the role until recently when I transitioned to a permanent job.
Can you elaborate on your responsibilities?
My primary responsibilities included conducting daily checks on the lorry to ensure its safety and smooth operation. I assisted the forklift driver in loading the lorry, ensuring proper weight distribution over the axles. Upon reaching destinations, I unloaded and reloaded the lorry, following the same procedures. Upon returning to the yard, I would complete another vehicle check before finishing my shift.
How did you find yourself in a driving role?
Driving has always been my passion since I obtained my license. I enjoy the freedom of the open road and the sense of autonomy it provides.
Did you feel supported as a female working in an industry in which women have been, and often still are, under-represented?
I have felt exceptionally supported by both the drivers and office staff at base. They provided assistance with routes, alerted me to road closures, and offered valuable tips and advice based on their extensive experience in the industry.
Your thoughts on working with Acorn?
Acorn is an excellent company to work for, especially during challenging times like when I lost my previous job. I deeply appreciate their support. Unlike many other agencies, the staff at Acorn are friendly and genuinely helpful.
Any advice for women considering a similar career?
I encourage other females to consider joining the industry. Driving isn't as intimidating as it may seem, especially with larger lorries. I find joy in the work and often have a good laugh along the way. It doesn't feel like work at all &ndash; take the leap!
Thanks for sharing your story, Emma!&nbsp;
If you share Emma's passion for driving, explore our opportunities or consult with our experienced Consultants on how to kickstart your journey in the industry.

A Conversation with Emma Lewis, Class 1 Driver on International Women's Day

Today marks International Women&rsquo;s Day, celebrating the incredible achievements of women worldwide while advocating for a future of gender equality. This year's theme, #InspireInclusion, resonates deeply as we recognise and honor the contributions of women in all spheres of life.&nbsp;
To commemorate this day, we had the privilege of speaking with Gemma Redmore, who is employed at Port Talbot Steelworks through Acorn. Gemma's journey with Acorn began during a two-week shutdown in 2018, and she has since established herself as an Environmental Operative on the Hot Mill. Join us as Gemma shares insights into her role at the steelworks and offers valuable advice to women aspiring to enter the industry.
Q: What is your job title, and how long have you been in this role?
A: I am currently serving as an Environmental Operative on the hot mill at Tata Steel PT, and I have been in this role since July 2018.
Q: Can you describe your day-to-day responsibilities in your role?
A: On a daily basis, my primary duties involve emptying all waste stations around the hot mill area and segregating the waste from my 26 stations into the appropriate disposal skips. Additionally, I manage the incoming and outgoing materials in my yard to minimize any potential cross-contamination.
Q: How did you end up applying for the role?
A: Initially, I applied for a two-week summer shutdown in 2018. During that time, I became involved with stores and driving around the plant to assist the team with various tasks. Upon the completion of my two weeks, I was offered the environmental role that I am still engaged in today.
Q: As a female working in a predominantly male sector, do you feel supported?
A: I've always received the support I needed. The management team ensured I had the right facilities, and any queries were handled professionally and promptly. Throughout my time with Acorn, I've never felt uncomfortable in my role.
Q: How was your experience working through Acorn?
A: I was introduced to the opportunity to work the two-week shutdown in 2018 by a family member already in the hot mill. They suggested that having a female on the team would be beneficial and assured me of a good (albeit dirty, lol) working environment. I was confident I would be given further work after the shutdown, and my experience with Acorn has been positive.
Q: Any advice for women considering a similar job?
A: I would encourage any woman interested to give it a try. Since my time here, several women have participated in shutdowns and secured full-time roles through Acorn, all leaving with a positive perspective. There's been a noticeable increase in women on-site from various contractors and Tata, indicating a positive shift for the future.

 Gemma Redmore's Inspiring Journey at Port Talbot Steelworks 

Part 1 &ndash; Before the interview&hellip;
<h3>Preparing yourself</h3>
&nbsp;
If you have spent time objectively considering what you have to offer to a prospective employer you will feel more comfortable presenting these strengths, skills, and aptitudes to an interviewer.
Taking the time to think through the following areas will help you to understand yourself better. Completing the exercises, yourself and asking for the opinions of someone you trust will also help you to be objective and consider other people&rsquo;s perceptions of you.
Part 1 &ndash; Before the interview&hellip;
<h3>Preparing yourself</h3>
If you have spent time objectively considering what you have to offer to a prospective employer you will feel more comfortable presenting these strengths, skills, and aptitudes to an interviewer.
Taking the time to think through the following areas will help you to understand yourself better. Completing the exercises, yourself and asking for the opinions of someone you trust will also help you to be objective and consider other people&rsquo;s perceptions of you.
&nbsp;
<ul>
<li>Your skills and aptitudes</li>
<li>Your strengths</li>
<li>Your achievements</li>
<li>Your areas for improvement</li>
<li>The whole picture</li>
</ul>
The interview is an opportunity to stand out and be noticed. An interviewer will often see many candidates in one day and the one who will be remembered is the one who was distinctive, had something interesting to say and left a definite impression.
<h3>Your skills and aptitudes</h3>
An interviewer will be looking to establish what you are able to do in terms of your skills and aptitudes.
<h5>Your strengths</h5>
Your skills show what you can do, and your strengths show how you do them. Use the following list to help you identify your strengths.
<ul>
<li>Assertive</li>
<li>Conscientious</li>
<li>Creative</li>
<li>Determined</li>
<li>Displays initiative</li>
<li>Enthusiastic</li>
<li>Flexible</li>
<li>Quick to learn</li>
<li>Self-motivated</li>
<li>Self-reliant</li>
</ul>
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<h3>Your weaknesses</h3>
You will often be asked about your weaknesses in an interview, it is important to be honest and self-aware when choosing weaknesses. Here are some tips below to assist you.
<ul>
<li>Avoid choosing a strength and presenting it as a weakness, select a genuine area of weakness.</li>
<li>Demonstrate the steps you&rsquo;re taking to overcome your weakness and how you overcome it on a day-to-day basis.</li>
<li>Avoid a flaw that is fundamental to the job itself.</li>
</ul>
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<h3>Your achievements</h3>
To help you consider your achievements, make a list of all your accomplishments, for example:
<ul>
<li>Your academic record from school, college, or university</li>
<li>Your qualifications, professional or technical</li>
<li>A difficulty you have overcome</li>
<li>A significant problem you have solved</li>
<li>A skill you have mastered</li>
<li>A way in which you have improved results</li>
<li>An example of when you led or supervised a group</li>
<li>An initiative you came up with</li>
<li>Any other area in which you have studied</li>
<li>A sporting accomplishment</li>
</ul>
<h3>Summary</h3>
An interview is often described as a &ldquo;selling&rdquo; exercise in which you sell your skills, experience, and personality to the interviewer. Your challenge is to persuade an interviewer that you are worth &ldquo;buying&rdquo;. Remember that if the company recruits you, they have taken a decision to make a long-term investment in you and it is in their interests to make the right choice.
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<h3>Do your research&hellip;</h3>
The more research you can do, the better prepared you will be and the bigger advantage you will have over other candidates. The key areas to research are:
<ul>
<li>The interview</li>
<li>The job</li>
<li>The company</li>
</ul>
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&nbsp;The interview
In order to plan your route and travel arrangements, you will need to find out the date, time and location of your interview. If you are unsure of the location or journey, you may want to do a &ldquo;trial&rdquo; run before the day of the interview to make sure you can arrive in plenty of time.
At the beginning or end of the interview, you may be asked to undertake some form of test or other assessment. For example, for an industrial position, you may be asked to complete a numeracy and literacy test. Whilst you may feel nervous about taking a test or assessment remember it is the best way a company must check your skills or aptitude.
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<h3>The job</h3>
It is essential that you know as much as you can about the job for which you are going to be interviewed. Make time to discuss this with your consultant, prior to your appointment.
If you have been sent a job description prior to the interview, make sure you read this through several times and that you understand what the job will involve.
If you know anyone who does the same or similar role, talk to them to obtain first-hand information about the job.
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<h3>The company</h3>
At the interview, you are likely to be asked what you know about the company. This can be one of the easiest ways to demonstrate that you have taken the time and trouble to find out about the company and therefore stand out from other candidates.
You should try to find out as much as possible from as many different sources as you can. Aim to discover in what areas and markets the company operates, its size, structure and geographical locations, when the company was formed, a brief history, how well the company is doing in terms of profitability or its reputation, who are its competitors.
You can also use social media to find out more about the company and their latest news and projects. You can follow their Facebook page, check their profile on LinkedIn, follow their Twitter profile and like them on Facebook. Remember that depending on the settings of your own profile, the company may be able to see all your personal details. If you have a LinkedIn account, make sure it is updated and matches your CV.
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Candidate Interview Guide

The Six Nations Championship is not only a thrilling rugby tournament but also a source of inspiration for various aspects of life. As we anticipate the highly anticipated Wales vs England clash, this article explores the parallel between the game of rugby, teamwork, and finding the perfect job. We will dive into the essence of teamwork exhibited on the rugby field and how it translates to success in the job market.
1. The Power of Teamwork:&nbsp;
 Teamwork is the backbone of any successful rugby team, just as it is in the professional world. The Wales vs England match provides a perfect example of how a cohesive unit can overcome individual talents. Emphasise the importance of collaboration, communication, and support in achieving collective goals. Drawing parallels between the rugby pitch and the office space, discuss how effective teamwork fosters productivity, innovation, and overall success.
2. Identifying Strengths and Weaknesses:
 In rugby, teams strategically analyse their opponents' strengths and weaknesses to devise a winning game plan. Similarly, job seekers must identify their own strengths and weaknesses to find the perfect job fit. Highlight the significance of self-awareness, self-assessment, and recognizing areas for improvement in both team dynamics and individual career journeys. Provide links to resources that aid in discovering personal strengths and weaknesses for job seekers.
3. Leveraging Diversity:
Rugby teams thrive on diversity, combining players with different skill sets, backgrounds, and playing styles. This diversity often creates a dynamic and balanced team. In the job market, diversity in skills, experiences, and perspectives is highly valued by employers. Highlight the importance of embracing diversity in the workplace and provide links to job search platforms that promote diversity and inclusion.
4. Effective Communication:
Communication is crucial for success in rugby, ensuring that players are on the same page, making split-second decisions, and adapting to changing circumstances. Similarly, effective communication is essential in the professional world. Discuss the significance of clear and concise communication in the workplace, emphasizing the ability to articulate ideas, listen actively, and collaborate seamlessly. Include links to resources that offer tips for improving communication skills in job interviews, team settings, and daily work interactions.
5. Resilience and Perseverance:
Rugby matches are often intense, physically demanding, and mentally challenging. The ability to bounce back from setbacks and maintain focus is vital. In the job search process, resilience and perseverance are equally important. Job seekers face rejections, setbacks, and unpredictable circumstances. Offer advice on developing resilience, staying motivated, and seeking support during the job search journey. Provide links to resources that offer guidance on building resilience and maintaining a positive mindset.
The Wales vs England Six Nations match serves as a reminder of the power of teamwork, resilience, and the pursuit of excellence. As we cheer on our favorite rugby teams, let's draw inspiration and apply these principles to our own lives, particularly in finding the perfect job. By embracing teamwork, identifying strengths and weaknesses, leveraging diversity, fostering effective communication, and developing resilience, we can enhance our career prospects and achieve success in the professional arena.
If you are looking for work, start your search Start your<a href="https://www.acornpeople.com/jobs/"> job search </a>with Acorn by Synergie.&nbsp;

The Wales vs England Six Nations Match: A Lesson in Teamwork and Finding the Perfect Job

Privacy Statement

<h5>Within the UK we utilise Horsefly, a market-leading talent analytics tool, that provides real-time worker insights, we will work with you to undertake searches for multiple roles to identify where we can provide the talented professional you require.</h5>
Horsefly can produce the following data sets:
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<li>
<h6>Salary Data &ndash; providing accurate salary data for almost any skill set across the UK</h6>
</li>
<li>
<h6>Labour Supply &amp; Demand &ndash; providing experience, skill level and gender statistics</h6>
</li>
<li>
<h6>University Insights &ndash; Identifying which institutions provide the skills and qualities you require to allow early engagement opportunities</h6>
</li>
<li>
<h6>Company Movement &ndash; See where the talent you&rsquo;re looking for is currently employed and which companies they move to as part of their career progression</h6>
</li>
<li>
<h6>Career Path Analysis Data &ndash; See the career paths employees take from a specific job title and additionally identify which job titles have led to a current role allowing you to hire for the future</h6>
</li>
</ul>
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<a href="../../../../../../recruiting/">Find out more about our Services</a>
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Understanding the talent landscape through tech

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It is a legislative requirement that all private and voluntary sector employers in England, Scotland and Wales, with 250 or more employees, calculate their gender pay and gender bonus gaps as they are on 5 April each year, and that details of the organisation&rsquo;s gender pay gap are published on an annual basis.
Our approach to gender equality
Here at Acorn by Synergie, we are committed to promoting diversity, inclusivity and equality in all areas and have a range of measures in place to support and implement this.
Our principles are:
<ul type="disc">
<li class="MsoNormal">Top-level ownership -We lead from the top, and the Acorn by Synergie Board is fully committed to the ownership and sponsorship of gender equality. This includes holding overall responsibility to support and cascade new and existing policies supporting diversity, inclusivity and equality at Acorn by Synergie to our colleagues.</li>
<li class="MsoNormal">Consistency &amp; fairness&nbsp;-&nbsp;We have introduced career pathways and pay scales for Recruiters; to encourage further transparency and consistency with regard to remuneration packages.</li>
<li class="MsoNormal">Best practice -We routinely benchmark against comparable sectors to evaluate our own performance to ensure best practice.</li>
<li class="MsoNormal">Learning and development -&nbsp;We regularly conduct full analysis against training requirements relating to the importance, understanding and management of equality, diversity and inclusion for our colleagues.</li>
<li class="MsoNormal">Investment -We regularly hold discussions with our key stakeholders to discuss ongoing learning requirements and secure budget for training design and delivery.</li>
<li class="MsoNormal">Accountability -&nbsp;Objectives relating to fair and inclusive working practices form an integral part of interim and annual performance reviews throughout the year and are a key part of our employee responsibilities.</li>
<li class="MsoNormal">Empowerment -&nbsp;We have an Equality, Diversity &amp; Inclusion working group which meets on a monthly basis to discuss any EDI issues, promote EDI throughout the group and to develop &amp; implement new EDI initiatives.</li>
</ul>
&nbsp;
Our Gender Pay Gap &ndash; snapshot date 5 April 2023
<ul type="disc">
<li class="MsoNormal">The mean hourly rate for women is 8.6% lower than the mean hourly rate for men.</li>
<li class="MsoNormal">The median hourly rate for women is 8.8% lower than the mean hourly rate for men.</li>
<li class="MsoNormal">Our top salary quartile has 80.4% men and 19.6% women</li>
<li class="MsoNormal">Our upper middle salary quartile has 71.5% men and 28.5% women</li>
<li class="MsoNormal">Our lower middle salary quartile has 71% men and 29% women</li>
<li class="MsoNormal">Our lower salary quartile has 65% men and 35% women</li>
<li class="MsoNormal">Our female bonus pay is 35.6% lower (mean) and 50% lower (median) than male bonus pay</li>
<li class="MsoNormal">52% of men and 57.3% of women received bonus pay</li>
</ul>
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What do the numbers say?
Acorn by Synergie places some 2,500 people into hundreds of different client companies each week. Under gender pay gap reporting requirements, we legally obliged to include our temporary workforce in the gender pay gap calculations.
As a recruitment organisation, the pay rates of the workers we place are dictated to us by the clients we engage with. The types of workers we place vary on a huge scale &ndash; from industrial and production workers through to senior executives and highly-skilled specialist consultants.
The gender pay gap reporting requirements, and as such, our analysis, means that we need to take into account all roles at all levels &ndash; meaning not just within the Acorn by Synergie itself, but also to include those of our clients too.&nbsp;
Because of this, our data is not limited to comparing pay received by men and women performing the same roles.
As a national organisation supplying an expansive variety of workers across the UK, our pay rates are also influenced by a range of external factors including geographical variations and demand against specific skills shortages in specific areas, and as such are subsequently unrelated to gender.
Gender neutral by design
Because of these external variations, the gender pay gap report statistics are not truly indicative of what the Acorn by Synergie pays our &lsquo;internal&rsquo; staff.
Our approach to pay is gender neutral by design, meaning that men and women who do equivalent jobs are paid equally. As a company, we are able to regularly review and analyse our internal employee pay to make sure that men and women are treated equally when performing the same role.
It should be noted that the gender pay gap shows the difference in average pay between women and men, regardless of their role, and is therefore different to &lsquo;equal pay&rsquo;. As such, we are therefore confident that we do not have equal pay issues.
Committed to equality
We have strong female representation throughout our internal workforce (59% female v 31% male). Conversely, proportionally more men than women are directly assigned to our clients (70% male v 30% female).
We&rsquo;re committed to developing a deeper understanding and analysis of the reasons behind the gender pay gap, and where appropriate, defining and implementing appropriate actions such as the ones above to help us continue to promote equality and diversity as an employer.
I confirm that the information and figures in our disclosure are accurate and have been calculated in accordance with gender pay gap reporting requirements as outlined in the legislation and accompanying guidance.
Bernard Ward, Group Managing Director
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Gender Pay Gap 

The support we provide to all our colleagues, clients and jobseekers is responsive, versatile and effective. Our commitment is based on our core values:
&nbsp;
<h3>Customer first&nbsp;</h3>
To put our clients and candidates at the centre&nbsp;
<ul>
<li>Putting our clients and candidates at the centre of everything we do is imperative &ndash; every decision you make should consider how it will impact the customer experience.</li>
<li>We want to ensure we understand our customers and strive to continually increase customer satisfaction rates.</li>
</ul>
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<h3>Accountability &amp; integrity</h3>
Take responsibility for your actions and stand by your promises.
Accountability is about ownership and initiative. Be responsible for your actions, behaviours and decisions and take pride in what you do.
&nbsp;
<h3>Effective communication&nbsp;</h3>
We want to create a culture of teamwork, collaboration and helping each other.
In order to achieve this, it's important to communicate clearly and openly with colleagues, candidates and clients.
&nbsp;
<h3>Respect</h3>
For each other, our communities, and our environment
<ul>
<li>Treat people how you&rsquo;d like to be treated and use empathy and patience &ndash; think before you act considering body language, tone of voice and expression.</li>
<li>Treat all people equally to encourage inclusiveness and avoid discrimination.</li>
<li>Be mindful of our social, economic, and environmental impact.</li>
</ul>
&nbsp;
<h3>Empowerment&nbsp;</h3>
You will be given the tools, training, and support to be able to make decisions and take actions, in line with company goals and values.
Autonomy and responsibility will encourage creativity and continuous improvement.
&nbsp;

Our Values

<h4>Organisation activities</h4>
<hr>
<div>Acorn by Synergie is a professional organisation encompassing recruitment, training and associated disciplines.&nbsp; Our aim is to identify and pursue the key objectives and needs of our clients, to translate those needs into an optimal solution and to ensure that the solution is delivered in a manner that meets the expectations of our clients and those who use our service.</div>
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<h4>Aims</h4>
<hr>
Acorn by Synergie seeks to develop an ethos of environmental awareness and responsibility to all employees as well as the management of our buildings. This is based on recognition of the need to contribute at a local, regional, national and global level to sustainable use of natural resources and be cost effective wherever possible.
&nbsp;
<h3>Our commitment to the Environmental Policy</h3>
<hr>
To deliver these aims:
<ul>
<li>We are committed to oversee and review our environmental policy and all of our operations and to set the future direction of our environmental practices, conduct monitoring and seek continuous improvement in our environmental performance.</li>
<li>We are committed to providing information and appropriate training for and seek feedback from all staff on our environmental procedures and goals.</li>
<li>We are committed to the prevention of pollution in all our activities by:
<ul>
<li>Eliminating, reducing, re-using and recycling waste e.g. paper, plastic, toner cartridges.</li>
<li>Reducing the amount of driving time by promoting car sharing, pool cars, conference calls and ensuring engines are well maintained in company vehicles.</li>
<li>Energy using equipment is switched off after hours - computers / printers and photocopiers are automatically powered down using specialist software.</li>
<li>Installing Point of Use water facilities within 90% of Acorn buildings reducing the need for bottled water.</li>
<li>Ensuring surface water and drainage are not polluted by our actions.</li>
</ul>
</li>
<li>We are committed to the continual improvement of our environmental management system by monitoring our activities and auditing our environmental practices in order to improve our performance.</li>
<li>We are committed to complying with all applicable legislation relevant to Acorn Groups' operations by identifying and applying the best available techniques wherever possible.</li>
</ul>
ISO Certified&nbsp;
<a href="https://cdn.sourceflow.co.uk/43r4l0ewa0ddiuvfa0nrfrfykdw9">Certificate&nbsp;</a>
<h4>Carbon Net Zero</h4>
<h5 class="MsoNormal">The 'net zero target' refers to&nbsp;a government commitment to ensure the UK reduces its greenhouse gas emissions by 100% from 1990 levels by 2050. If met, this would mean the amount of greenhouse gas emissions produced by the UK would be equal to or less than the emissions removed by the UK from the environment.</h5>
At Acorn by Synergie, we aim to be Carbon Net Zero by 2050.&nbsp;
Scope 1, 2 and 3 are in the process of being addressed. We will be working with our parent company Synergie for a Group-wide response to Carbon Net Zero.

Environmental Policy 

Acorn by Synergie is committed to providing a high level of service to all our customers (temporary workers, permanent candidates, contractors and clients). If you do not receive satisfaction from us we need you to tell us about it. This will help us to improve our standards.
If your complaint refers to anything to do with the Agency Workers Regulations (AWR), please refer to AWR Information Request Procedure for Agency Workers.
Complaints Procedure
For minor complaints, please contact your local branch who will endeavour to resolve your concerns.&nbsp;
If you have a more serious complaint or you feel that concerns you have raised with your local branch have not been resolved, please contact the Acorn Group HR Department; Somerton House, Hazell Drive, Newport, NP10 8FY or hr@acornpeople.com
Next steps
<ol>
<li>We will acknowledge your complaint and may ask you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive this acknowledgement within 5 days of us receiving your complaint.</li>
<li>We will record your complaint in our central register.</li>
<li>We will then conduct a thorough investigation into your complaint which will involve interviewing all parties concerned.&nbsp;</li>
<li>You will receive a detailed written response to your complaint within 10 days of completion of the investigation.&nbsp;</li>
<li>If you are not satisfied with the outcome of your complaint, you may contact a company director; details of whom will be provided in the outcome letter.&nbsp;</li>
<li>The complaint will be reviewed and we will write to you confirming our final position on your complaint and explaining our reasons.&nbsp;</li>
<li>If you are still not satisfied, you can contact the Employment Agencies Standards Inspectorate at the Department for Business Innovation and Skills or the REC, the industry trade association, of which we are a member by writing to the Consultancy and Compliance Team, REC, Dorset House, 1st Floor, 27 - 45 Stamford Street, London, SE1 9NT.</li>
</ol>
If we have to change any of the time scales above, we will let you know and explain why.&nbsp;

Complaints Procedure 

<div>
<h5 class="p1">One of our core values is to uphold responsible and fair business practices. It is committed to promoting and maintaining the highest level of ethical standards in relation to all of its business activities.&nbsp;</h5>
Its reputation for maintaining lawful business practices is of paramount importance and the Company therefore is committed to acting fairly and with integrity in all of its business dealings and relationships and to implementing and enforcing effective systems to counteract corruption and/or bribery.&nbsp; Acorn by Synergie ensures that all possible steps are taken to prevent bribery and/or corruption in our business and to comply with relevant legislation, by:
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<li>
<h6>ensuring compliance with anti-bribery laws, rules and regulations, not just within the UK but in any other country within which the Company may carry out its business or in relation to which its business may be connected; and</h6>
</li>
<li>
<h6>enabling any Relevant Person to understand the risks associated with bribery and to encourage them to be vigilant and effectively recognise, prevent and report any wrongdoing, whether by themselves or others; and</h6>
</li>
<li>
<h6>providing suitable and secure reporting and communication channels and ensuring that any information that is reported is properly and effectively dealt with; and</h6>
</li>
<li>
<h6>creating and maintaining a rigorous and effective framework for dealing with any suspected instances of bribery or corruption.</h6>
</li>
</ul>
<div>&nbsp;</div>
<div>
All individuals associated with the Acorn Group are required to take whatever reasonable steps are necessary to prevent, detect and report any suspected bribery and/or corruption.&nbsp; If you know or suspect that any individual associated with the Company (employee, worker, contractor, supplier, client etc.) plans to offer, promise or give a bribe or to request, agree to receive or accept a bribe in connection with the Company&rsquo;s business, you must report this on the SYNERGIE Integrity Platform Line immediately:
 &nbsp;</div>
<div><a href="https://synergie.integrityline.com/?lang=en" target="_blank" rel="noopener">SYNERGIE Integrity Line</a></div>
 
<div>
This is a secure whistleblowing platform which will allow for a full investigation to be completed into any allegations of bribery and/or corruption which are reported and appropriate action then taken as necessary.&nbsp; This may include either reporting the matter to an appropriate external government department, regulatory agency or the police and/or taking internal disciplinary action against relevant employees and/or terminating contracts with associated persons.&nbsp;
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Anti-Corruption and Bribery 

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<h3>Are you someone who is looking to craft your own destiny? Are you looking for some direction in your career?</h3>
Let&rsquo;s get started then! Acorn by Synergie's Steps to Success programme is here to kick off your career in permanent recruitment.
As leaders in recruitment, we have a rich history of investing in talented individuals looking for a change and wanting to try something new. This is the perfect time to join Acorn Recruitment as we launch our Steps to Success programme with the goal being to help you become a full-fledged recruitment consultant.&nbsp;
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<h1>Every consultant has their own journey</h1>
On joining, you will be assigned your own market aligning with your strengths which'll provide unique challenges to overcome.
You will become an expert in your field and be part of a full and comprehensive 12-week training programme to set you up in your career with continuous development to help you succeed.&nbsp;
We offer a fully transparent growth and development structure giving you complete control of your career and allowing you to progress at your own pace.&nbsp;
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<h4><img src="https://www.acornpeople.com/media/3737/people_variety_sml.jpg?width=976&amp;height=203&amp;mode=max" alt="" data-udi="umb://media/8070f6aa4c5e4265911c76faef31ae62"> We are looking for people who are passionate, ambitious and want to succeed, with a genuine desire to thrive in their careers.</h4>
If you have a strong understanding of business and aren't afraid of getting involved with sales then come and talk to us.
Clear development opportunities Excellent reward and recognition Full training and ongoing coaching 
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<div class="quoteblock-quote">"The training has been incredibly smooth and straightforward. I have come so far in just a short amount of time, making 3 placements in 6 weeks." &mdash; Olivia</div>
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<h2>Where do I start?</h2>
When you first join us, you'll start as an Associate Recruitment Consultant &mdash; helping people who want a change in career and companies looking for new talent.&nbsp;
You'll take part in our 12-week training programme, learning the ropes of your sector, we work across many different sectors&nbsp;
As you develop, you'll advance through our Steps to Success programme - giving you peace of mind that your career is on the right track.
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<h2>Do I need experience?</h2>
Most importantly, you'll have the drive to succeed in a recruitment and sales career.
You'll be keen to progress and learn new skills.
You're motivated by your own wins - happy to work to targets whilst still delivering a first-class service.
You'll be a star negotiator with a great understanding of business, people and selling.
Being on the phone won't&nbsp;phase you in the slightest, and your time management will be second to none.
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<h2>Benefits&nbsp;</h2>
<ul>
<li>We offer a competitive basic&nbsp;starting&nbsp;salary of &pound;20k&ndash;&pound;22k, plus an uncapped commission scheme</li>
<li>You'll have the opportunity to develop a long-term career with an achievable, structured progression plan</li>
<li>25 days holiday increasing with length of service, plus bank holidays, plus your birthday off, plus a 'You day'</li>
<li>Innovative and industry-leading sales, recruitment and personal development training, with ongoing coaching and mentoring</li>
<li>A fantastic and supportive team culture with days out, sporting events and summer parties</li>
<li>Hybrid working policy</li>
</ul>
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Steps to success 

Document 100-0041&nbsp; |&nbsp; Rev 006
<h3>1.&nbsp; PURPOSE</h3>
Our Corporate Social Responsibility (CSR) policy refers to the way in which we regulate ourselves to ensure that all our activities positively affect society. Our CSR policy guarantees we work ethically, consider human rights as well as the social, economic, and environmental impacts of conducting business.&nbsp;
This policy sets out the minimum standards which the Senior Management Team expects from staff in their internal and external dealings with interested parties; colleagues, customers, workers, third party providers, regulatory bodies, residents.
<h5>1.1 Basic Standards of Conduct</h5>
a) We will conduct every aspect of our business with honesty, integrity and openness, respecting human rights and the interests of our employees, learners, customers and third parties.
b) We will respect the legitimate interests of third parties with whom we have dealings in the course of our business.
c) We will maintain the highest standards of integrity &ndash; for example, we will not promise more than we can reasonably deliver or make commitments we cannot or do not intend to keep.
&nbsp;
<h3>2.&nbsp; SCOPE</h3>
The policy applies to all employees of Acorn (Synergie UK Ltd) and all subsidiary companies. &nbsp;A copy of this policy and procedure can be viewed on the Company intranet.&nbsp;
&nbsp;
<h3>3.&nbsp; RESPONSIBILITIES</h3>
It is the responsibility of Acorn Directors to ensure that the CSR policy is aligned with the overall business strategy and operations.
It is the responsibility of the HR department to ensure that the CSR policy is closely linked to and aligned with HR initiatives and processes.
It is the responsibility of all managers to ensure that their team(s) are fully aware and adherent to the CSR policy.
&nbsp;
<h3>4.&nbsp; ASSOCIATED DOCUMENTS</h3>
100-0010&nbsp; Dignity at Work Policy
100-0013&nbsp;Equality &amp; Diversity Policy &nbsp;
100-0018&nbsp;Training &amp; Development Policy
100-0025&nbsp;Ethical Trading Policy
100-0037&nbsp;Preventing Hidden Labour Exploitation &nbsp;
100-0039&nbsp;Anti-Bribery and Corruption Policy
300-0001 Health &amp; Safety Policy
300-0015 Environmental Policy&nbsp;
Forms 300-0015 Volunteer Request Form &nbsp;
&nbsp;
<h3>5.&nbsp; PHILANTHROPY AND VOLUNTEERING</h3>
Acorn practices social responsibility by donating to national and local charities and supporting our employees on charity events and volunteering activities.
5.1 We are active in both the local and wider communities, particularly with regard to charity fund raising and encouraging employees to &lsquo;work&rsquo; a day in the community whereby they can support local charitable causes and initiatives such as clearing local areas of beauty, voluntary work etc.&nbsp;
5.2 We are active in the sponsorship of both local and national sporting and non-sporting teams and events.
5.3 We will attempt wherever possible to support local businesses through utilising the goods and services of local suppliers and establish local working partnerships. &nbsp;This includes cleaning, stationary, workwear etc.
5.4 Employees are entitled to have one additional days holiday per year for charitable or community cause activities, the following rules apply:
<ul>
<li>One application per person, per year&nbsp;</li>
<li>Activity must be for a charitable or community cause&nbsp;</li>
<li>Activity must take up the equivalent of a full working day; or must add up to a full working day if completed over multiple days.&nbsp;</li>
<li>A maximum of one day&rsquo;s holiday will be credited to the holiday system; subject to HR approval&nbsp;</li>
</ul>
&nbsp;
<h3>6.&nbsp; ETHICAL LABOUR PRACTICES&nbsp;</h3>
Acorn fully supports ethical labour practices and believes in treating employees fairly and ethically. &nbsp;
6.1 Within Acorn, we focus hard on attracting, recruiting and retaining the best individuals, ensuring that we recognise their achievements and reward their success. Through striving to provide and encourage a motivating, fulfilling and rewarding workplace environment, it is hoped that this will contribute to our objective of being an employer of choice.&nbsp;
6.2 Within Acorn, we acknowledge that the foundation to our success is our employees. &nbsp;We have a much higher than average retention rate within the industry, as a result of our people management processes and interventions. &nbsp;Every member of staff is fully inducted within the organisation and receives regular performance reviews to determine their individual training and development needs, based on both organisational and individual requirements and aspirations.
6.3 Acorn is fully committed to training and educating employees on their social and environmental responsibilities, ensuring that these values are embedded within both organisational and individual objectives.
6.4 Acorn is fully committed to promoting equal opportunities in both our employment practices and our service to clients, which in practice promotes an efficient organisation and effective service delivery. &nbsp;Acorn ensures that everyone is treated fairly regardless of race, colour, ethnic or national origins, marital status, gender, sexual orientation, age, disability or religious beliefs.
6.5 Acorn is fully committed to ensuring that the health &amp; safety of all employees, workers, clients and visitors is protected at all times through the provision and maintenance of safe and healthy working conditions, equipment and systems of work, providing such information, training and supervision as needed for this purpose. &nbsp;Everyone has a duty of care and is responsible for maintaining a safe working environment.&nbsp;
&nbsp;
<h3>7. &nbsp;ENVIRONMENT&nbsp;</h3>
One primary focus of corporate social responsibility for Acorn is the environment. As a business we aim to take steps to reduce our carbon footprint, namely:
7.1 We are committed to the continual improvement of our environmental management system by monitoring our activities and auditing our environmental practices in order to improve our performance and achieve required the required standards. &nbsp;
7.2 We are committed to overseeing and reviewing our environmental policy and all of our operations and to set the future direction of our environmental practices, conducting monitoring and seeking continuous improvement in our environmental performance.
7.3 We are committed to working with our clients to embed sustainability in the provision of the services with which we supply, to assist in negating the need for travel and reduce our post-consumer waste.
7.4 We are committed to the prevention of pollution in all our activities by:-
<ul>
<li>Operate the business to the systems required by ISO14001:2015, legislation and our stakeholders in order to protect the environment&nbsp;</li>
<li>Reduce its consumption of resources and improve the efficient use of those resources.&nbsp;</li>
<li>Manage waste generated from its business operations incorporating reduction, re-use and recycling.&nbsp;</li>
<li>Prevent pollution and minimise emissions.&nbsp;</li>
<li>Aim to minimise consumption of natural resources e.g. energy, water as far as is economically practicable.&nbsp;</li>
<li>Fulfil our compliance obligations and comply as a minimum with all relevant environmental legislation&nbsp;</li>
<li>Raise awareness amongst members of staff through appropriate education and training.&nbsp;</li>
<li>Continually monitor, review and improve its environmental management system to enhance our environmental performance.</li>
</ul>
&nbsp;
<h3>8.&nbsp; POLICY ADHERENCE MONITORING AND REVIEW&nbsp;</h3>
8.1 This policy is subject to regular review and will be updated in accordance with both legislative obligations and organisational requirements.&nbsp;
&nbsp;
&nbsp;

Corporate Social Responsibility Policy

<h3 data-ogsc="" data-ogsb="white">Looking to secure employment at the Construction Phase of The pentre Awel development in Llanelli? Or in the construction industry generally?</h3>
Bouygues UK is one of the UK&rsquo;s leading Construction Contractors delivering projects such as schools, colleges, hospitals, leisure centres and housing.&nbsp;
We have partnered with recruitment specialists Acorn to create an employment hub for the Llanelli and wider Carmarthenshire area for individuals interested in the construction industry. As two specialist businesses with a wealth of construction knowledge we would like to use the monthly hubs to help local individuals initiate, restart or further their careers in construction.
Follow the Link below to Register for the next employment hub on site in Llanelli.
<a title="Original URL:
https://forms.office.com/Pages/ResponsePage.aspx?id=JzYsf6gj0Ea6ZcMJJMFDCaZbS1mw_J9AjSUbslW7rd9UNDJQVThPQUc3QTdBSEhGSEZWWlJXMjZKUi4u

Click to follow link." href="https://eur01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fforms.office.com%2FPages%2FResponsePage.aspx%3Fid%3DJzYsf6gj0Ea6ZcMJJMFDCaZbS1mw_J9AjSUbslW7rd9UNDJQVThPQUc3QTdBSEhGSEZWWlJXMjZKUi4u&amp;data=05%7C02%7CLogan.Williams%40acornpeople.com%7Cc836587067e843435f3408dc122e7bf5%7C7f2c362723a846d0ba65c30924c14309%7C1%7C0%7C638405238067547454%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C3000%7C%7C%7C&amp;sdata=vSpYORrgAhGHEuaKjB5spdubEU04j9Ft%2FYL9JkI5ZJs%3D&amp;reserved=0" data-ogsc="">https://forms.office.com/Pages/ResponsePage.aspx?id=JzYsf6gj0Ea6ZcMJJMFDCaZbS1mw_J9AjSUbslW7rd9UNDJQVThPQUc3QTdBSEhGSEZWWlJXMjZKUi4u</a>
The Pentre Awel project is a multi million pound development for Carmarthenshire Council and the local community featuring a new state of the art leisure centre and educational facilities.
&nbsp;
<img src="https://cdn.sourceflow.co.uk/kyiyk4kmnpfuleo0kqy77bboqojs" alt="Bouygues Employment Hub is looking for participants" width="100%">
<h4>This innovative employment approach fits perfectly with the ethos of the project.</h4>
Participants will be welcomed on-site for an informative 2 hour session which will give local job seekers the chance to see what we do, how we do it and most importantly how they can be a part of it.
In each session we will run through the current and upcoming job vacancies and help you access them.
This is the simplest and easiest way of accessing jobs on this construction site both with Bouygues but also their supply chain of specialist contractors.
We will spend the time helping participants learn about different roles on site, not by telling them, but by showing them. We will introduce them to people who have been in their situation, and help them understand what challenges they face, what behaviours they will need, and what they can expect from a construction job on this site and in the industry in general.
Our aim is for participants to leave full of knowledge and inspiration and fully prepared for an opportunity on-site.
Whether you are new to construction or an experienced worker this is the perfect way to give you the best chance of gaining work on this site
&nbsp;
<img src="https://cdn.sourceflow.co.uk/hh749jw6pnkfxe617cfs2bssv4g5" alt="Construction opportunities" width="100%">
<h3>Who should apply?</h3>
<div class="s5">
<ul>
<li>
<h5>Anybody 18+ interested in working in construction.</h5>
</li>
<li class="s5">
<h5>Suitable for new entrants into construction but also unemployed applicants with previous experience.</h5>
</li>
<li class="s5">
<h5>We are proud to be inclusive and diverse, we encourage participants from all backgrounds and genders.</h5>
</li>
</ul>
&nbsp;
<img src="https://cdn.sourceflow.co.uk/elodo2jrfpsgcv1hbayndzydahwq" alt="Contact Lawrence and James" width="100%">
</div>
<div class="s5">
<h3>Key Contacts</h3>
The employment hub leads will be Lawrence Beach and James Jones of Acorn Recruitment.
<h4>Lawrence Beach</h4>
07886 399 536
<a href="mailto:lawrence.beach@acornpeople.com">lawrence.beach@acornpeople.com</a>
&nbsp;
<h4>James Jones</h4>
07789 880 258
<a href="mailto:james.jones@acornpeople.com">james.jones@acornpeople.com</a>
Please feel free to get in contact with any questions.
&nbsp;
</div>

Construction Employment Hub – Pentre Awel

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<h3>Do's &amp; don'ts</h3>
<ul>
<li>Don&rsquo;t be late</li>
<li>Create the right impression.</li>
<li>Dress appropriately for the interview</li>
<li>Remember it&rsquo;s a two-way process</li>
<li>Always take a notepad with pre-prepared questions</li>
<li>Try to appear comfortable and relaxed</li>
<li>Body Language is key &mdash; listening by nodding, smiling and looking interested</li>
</ul>
</div>
</div>
</div>
</div>
</div>
</div>
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<div class="col-sm-12">
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<div class="quoteblock">
<div class="quoteblock-quote">Words account for 35% of the message, while tone of voice and body language a huge 65% of the message.</div>
</div>
</div>
</div>
</div>
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<h3>What will you get asked at interview?</h3>
Listed below are some questions that are frequently asked at interviews. Read through the comments and prepare your own responses to the questions and any others you anticipate may come up.
&nbsp;
<h5>25 questions your interviewer might ask</h5>
The following list may give you some of the kind of questions you might be asked at interview to enable you to consider your likely response.
<ul>
<li>Tell me about yourself?</li>
<li>Will you please give me a summary of your work experience?</li>
<li>Why do you think you would like to work for our company?</li>
<li>What interests you most about our products or services?</li>
<li>What specifically do you have to offer us?</li>
<li>What were your duties and responsibilities on each job?</li>
<li>Why did you decide to leave that job? (state reasons)</li>
<li>What criticisms have you received in your job? How did you feel about that criticism?</li>
<li>Would you be willing to work on multiple tasks under one position?</li>
<li>Do you prefer to work under pressure or in a more relaxed environment?</li>
<li>What kind of pressure bothers you the most?</li>
<li>Describe what you feel to be the ideal job for you?</li>
<li>Are you willing to relocate? Would this cause you any undue difficulty?</li>
<li>Would you accept a job requiring travel?</li>
<li>How do you manage people? Describe your style, method and relationship.</li>
<li>What are your greatest strengths/weaknesses?</li>
<li>How do you handle direction? Do you like minimal direction, or do you feel secure with greater supervision?</li>
<li>How do you feel about persons with backgrounds and interests different from your own?</li>
<li>Were you ever in a position of appraising others? What type of criteria did you use?</li>
<li>Describe your working relationship with your previous employers.</li>
<li>Do you prefer working with others or by yourself?</li>
<li>Why are you leaving/did you leave your present position?</li>
<li>What makes you stand out? Why should we appoint you?</li>
</ul>
</div>
</div>
</div>
</div>
</div>
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<div class="flexsection">
<div class="imgblock"><img src="https://www.acornpeople.com/media/4178/web_mixed_block_questions.jpg" alt="Web Mixed Block Questions"></div>
</div>
</div>
</div>
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<h3>What to ask at interview?</h3>
An interview works both ways &hellip; so make sure you ask questions too.
By asking questions you are demonstrating to the interviewer that you are interested in the job and the company and that you want to know more.
<h3>20 questions to ask your interviewer</h3>
<ul>
<li>What would you expect of me in the first three months of the post?</li>
<li>What do you enjoy about working here?</li>
<li>Can you tell me a little more about the company culture?</li>
<li>What is the makeup of the team I&rsquo;d be joining?</li>
<li>Can you tell me some challenges that your organisation is facing and how you&rsquo;re facing them?</li>
<li>What does the onboarding and training look like in the role?</li>
<li>How would you measure success in this role?</li>
<li>Can you talk me through some of the organisation&rsquo;s future goals and plans?</li>
<li>Is there anything I can clarify that&rsquo;s on my CV?</li>
<li>Can you walk me through what a typical day in this role looks like?</li>
<li>How does the company prioritise and approach employee feedback?</li>
<li>What are the most important qualities to be a success in this role?</li>
<li>What progression opportunities are there in your organisation?</li>
<li>What are the next steps in the interview process?</li>
<li>How does your business approach collaboration and teamwork?</li>
<li>How does the company approach work-life balance and employee well-being?</li>
<li>How do you differentiate your company from its competitors?</li>
<li>Can you provide more detail about your services?</li>
<li>What is the company's approach to training and development?</li>
<li>Can you describe the team's communication style and how feedback is given and received?</li>
</ul>
</div>
</div>
</div>
</div>
</div>

Candidate Interview Guide - Part 2 

<h5 class="__intro">It&rsquo;s that time of year when a lot of people start looking for new roles so how do you make your CV stand out from the crowd?</h5>
&nbsp;
<h3>Structure</h3>
A well-structured CV makes it easier for hiring managers and recruiters to pick out information.
<ul>
<li>Personal information You&rsquo;ll need to include an email address, phone number and a partial address (e.g. town). It&rsquo;s also a good place to include visa status or security clearance (along with any expiry dates) if relevant. If you have a LinkedIn page, personal website, or GitHub repository then you can also link these in this section to bolster your application.</li>
</ul>
&nbsp;
<ul>
<li>Personal profile Include a few sentences introducing yourself. Focus firstly on your career goals and history, highlighting key skills and/or certifications (or academic background if you&rsquo;re looking for graduate or entry level roles) and then include a couple of hobbies which can break the ice a little for future interviews. It gives the company an idea of how well you might fit in (for example, a company that has a company football team might be really interested in the fact you play football in your free time).</li>
</ul>
&nbsp;
<ul>
<li>Skills Giving an overview of your skills makes it really easy to pick out how well your skillset matches the desired skills for the role, as well as what new skills you might bring to the team. You might want to do this as a graphic including how advanced those skills are, or you might just want to use bullet points. Either way it can be helpful to arrange them into groups, i.e. coding languages, frameworks, databases.</li>
</ul>
&nbsp;
<ul>
<li>Career history You&rsquo;ll need to include the company name, your job title, and the date range you were there (MM/YY) and then provide a short summary of your duties, projects you worked on, technologies you used, and professional achievements. Where you have data available to quantify those achievements (i.e. number of users, time, etc.). If you&rsquo;ve changed careers (e.g. worked as an estate agent for 5 years and then as a network engineer for another 5) it&rsquo;s okay to write a couple of sentences summarising your previous experience in the sector you&rsquo;ve left. However, if you&rsquo;re looking for your first IT role following a career change use these roles to highlight transferable skills like time management or communication.</li>
</ul>
&nbsp;
<ul>
<li>Education This is the place to talk about any degrees, courses, or certifications that you&rsquo;ve undertaken. If you&rsquo;ve recently completed a degree or training program and are looking to enter the industry then include a few more details, such as modules completed and/or projects worked on, but if you&rsquo;ve got more relevant work experience just the name of the course, provider, and completion date should be sufficient.</li>
</ul>
<h4>&nbsp;</h4>
<h3>Top Tips</h3>
<ul>
<li>Most companies use an ATS A lot of companies use ATS systems to filter CVs using keywords and job boards which hiring managers and recruiters use to find candidates will do the same. If you want to make sure your CV stands out, you need to reuse keywords. These will almost always be related to hard skills, such as a specific coding language, framework, tool, or operating system. This means that you&rsquo;ll want to reuse words relating to your key skills. If you follow the structure above you should have your key skills listed in your personal profile, skills section, and career history and/or education so your CV will feature higher in results, meaning it will be more likely to be reviewed. It also means it can sometimes be helpful to include information you might think is redundant, but while a person should know someone who knows Laravel would also know PHP the ATS won&rsquo;t display a CV which only mentions Laravel to people looking for PHP as a skill.</li>
</ul>
&nbsp;
<ul>
<li>Length is not&nbsp;that&nbsp;important There&rsquo;s a lot of advice about keeping CVs to a page, but if you&rsquo;ve been working for a long time or have worked on a large number of projects then it might not be possible to fit your CV comfortably to a page or even two. If your CV is less than a page, then it&rsquo;s quite likely that you&rsquo;re missing some detail and you might want to review it. If you&rsquo;re early in your career and don&rsquo;t have an extensive career history or are looking for your first job you can also include a hobby section and use that to showcase skills you might have gained through that activity, e.g. if you love playing chess you can use that to demonstrate your analytical mindset, or if you&rsquo;re learning French it can show that you enjoy developing your skills and shows initiative even if it&rsquo;s not a required skill for the job you&rsquo;re applying for.</li>
</ul>
&nbsp;
<ul>
<li>Formatting Your CV doesn&rsquo;t have to look fancy unless it&rsquo;s particularly relevant to the job (e.g. if you&rsquo;re looking for a UI role it can demonstrate your design skills) but it does need to be well-formatted. You should be able to pick out your name and the different sections at a glance. Avoid using coloured text in the main sections as you want to make sure everything stands out and is easy to read, and choose a font that&rsquo;s very clear (sans serif fonts are particularly good as they&rsquo;re easier to read, particularly for anyone with dyslexia).</li>
</ul>
&nbsp;
<ul>
<li>Ask for a second opinion It&rsquo;s always a good idea to ask someone else to review your CV before sending it out as they might catch something you&rsquo;ve missed and can make sure that you&rsquo;ve included everything you need to, and it all makes sense.</li>
</ul>
&nbsp;

CV tips for  tech sector

If you&rsquo;re considering a career change, it pays to be strategic. So when should you kick your job search into high gear, and is there a specific hiring season?
Applicants often wonder if there is a best time of year to advance their career, and the short answer is yes. While hiring undoubtedly takes place all year round and it&rsquo;s always worth keeping in touch with your agency, some opportunities are easier to come by in certain months.
&nbsp;
<h3>New Year, new you. January and February.</h3>
January and February are two of the best months to look for permanent, full-time opportunities. Companies receive revised budgets and begin to decide where new team members are needed.
Of course January starts slow for most people, but as holidays wrap up and employees begin to organise their workflow the opportunities are plentiful. In fact many of our clients delay hiring during December, meaning we see our January and February job postings soar.
&nbsp;
<h3>Spring into action! March, April and May.</h3>
Spring is still a good time to apply for your next role, but it&rsquo;s worth noting that permanent roles are typically filled in the late winter surge or early spring.
April and May however will yield more temporary opportunities, as many clients in sectors such as manufacturing, tourism, and hospitality must cover permanent employee&rsquo;s holidays or accommodate for a rise in seasonal business.
The benefit of applying for a job during May is the sense of urgency. With holidays on the horizon for hiring managers and decisions makers, the process moves at a faster pace than other times of year, increasing your chances of winning the job and getting on board quickly.
&nbsp;
<h3>School&rsquo;s out for summer. June, July and August.</h3>
A summertime search might not yield the best results as companies usually spend their human resources budget before the summer hits and instead prioritise preparing reports for the board to review in Autumn.
That being said, this is an opportune time to do your research before reaching out. Examine the environment, carefully curate your resume, and get clear on what you want from your next role. Reaching out to a recruitment partner and taking these crucial steps will stand you in good stead when companies begin hiring and competition gets fierce.
However, the summer slowdown doesn't mean that there are zero jobs, nor does it mean you won't find a great opportunity. You just have to search harder, and this is where the support of a recruitment consultant can help. Our consultants are keen to learn how they could help you and actively search LinkedIn for potential candidates, even during the hiring freeze.
&nbsp;
<h3>Ch-Ch-Changes. September and October.</h3>
Autumn represents the final hiring spree of the year. Again, holidays wrap up, children go back to school and everyone settles into their natural rhythm feeling refreshed and relaxed. Less holidays taking place equals more availability to arrange interviews and a hiring process that is smooth-running and efficient. Firms are likely to onboard new hires quickly to get teams fully resourced for autumn and the approaching holiday season.
Many hiring managers face pressure to fill positions that have remained free throughout the year or lose them entirely - while also pressed to fill vacancies from those who left soon after being hired earlier in the year - making opportunities plentiful.
&nbsp;
<h3>The snow must go on. November and December.</h3>
While seasonal jobs and low skilled roles are in demand, the beginning of winter marks the start of fewer permanent job opportunities. Hiring managers put off recruitment and hiring tasks until the following year in lieu of other commitments, at what&rsquo;s arguably the busiest time of year.
If you&rsquo;re serious about scoring your next opportunity, this is another great time to plan and prepare for when the Christmas hustle and bustle subsides. So don't give up if it's not the best time to look for a job when you're ready. Invest the time to then to increase your chances for winning that key position!
&nbsp;

The best times of year to job search

<h4 class="MsoNormal">At Acorn by Synergie, EDI is very important to us; both as an employer and a recruitment business.&nbsp; </h4>
We wholeheartedly embrace EDI and work closely with employers to make sure our recruitment methods reach the most diverse range of potential applicants, and appointments are based on non-biased selection.
&nbsp;
<h6 class="MsoNormal">We achieve this in the following ways:</h6>
<h3 class="MsoNormal">Top Level Commitment</h3>
Our approach to EDI is driven from the top and one of our 5 core values is Respect. At Acorn by Synergie, EDI is all about treating people with respect and acknowledging and valuing our differences. Our Equality &amp; Diversity Policy is reviewed regularly and is signed and driven by our top-level directors. This then filters through to our employees which has created a culture that employees themselves describe as &lsquo;inclusive&rsquo;.
&nbsp;
<h3 class="MsoNormal">Training &amp; Raising Awareness</h3>
All of our employees are required to undergo EDI and Inclusive Recruitment training. This ensures that our internal working environment is free from discrimination, harassment, victimisation and unconscious bias and provides our Recruiters with all the knowledge and tools they need to make our recruitment practices as inclusive as possible. We raise awareness of EDI matters by encouraging our employees to share their experiences via blogs and interviews; these can send a really powerful and inspiring message. We also support EDI awareness campaigns and provide regular updates via our staff intranet.
&nbsp;
<h3 class="MsoNormal">EDI Working Group</h3>
Our EDI Working Group meets on a monthly basis to drive the EDI agenda, continually improve our EDI processes, benchmark our EDI data and develop partnerships. The group includes representatives from all over the company who play a key role in ensuring that EDI is at the forefront of what we do.
&nbsp;
<h3 class="MsoNormal">Candidate Attraction &amp; Accessibility</h3>
We attract candidates via a variety of different methods including; online job boards, social media, LinkedIn, jobs fairs and the JobCentre. We also partner with local colleges and organisations that support underrepresented groups in the workplace. We make our registration process as accessible as possible and although digital, wherever possible we offer candidates the ability to attend a face-to-face appointment. We use technology to ensure that adverts that we place do not inadvertently contain any unconscious bias. As a Disability Confident Committed company, we are committed to making the reasonable adjustments required to ensure that our services are accessible to all.
<h4 class="MsoNormal">&nbsp;</h4>
<h3 class="MsoNormal">Partnerships</h3>
Developing external partnerships is important to encourage applications from under-represented groups. We have developed some successful partnerships with organisations that support the homeless, refugees and ex-offenders and these partnerships can be illustrated via the case studies below. We also work in partnership with our clients to ensure that the best candidates are selected for roles, based on knowledge, skills and experience. We have also worked successfully with clients to run targeted recruitment campaigns; to specifically recruit candidates in under-represented groups.
&nbsp;
&nbsp;

Equality, Diversity and Inclusion

Permanent recruitment

Temporary recruitment

On-site support

<h5>From IT and digital specialists to construction labourers and quantity surveyors, we have the expertise to design and deliver a complete outsourcing solution.</h5>
With plenty of contract management agreements under our belt, Acorn is the contract recruitment partner of choice for public organisations, industrial and commercial businesses across the UK.
&nbsp;
Our contract management services include:
<ul>
<li>
<h6>Full assessment of your workforce requirements in relation to output expectations and business goals</h6>
</li>
<li>
<h6>A rigorous verification process involving assessment, testing and selection</h6>
</li>
<li>
<h6>Extensive database of high-calibre candidates</h6>
</li>
<li>
<h6>Robust candidate attraction campaigns</h6>
</li>
<li>
<h6>Induction and full training for all new permanent and agency workers</h6>
</li>
</ul>
&nbsp;
<h3>Need additional support for your local labour supply?</h3>
We have worldwide experience in placing international workers for jobs in driving, food manufacturing, trades, production, warehouse and distribution, architecture and many more.
<a href="https://www.sandyou.co.uk/" target="_blank" rel="noopener">Find out more about S&amp;You Specialist Recruitment</a>
&nbsp;
&nbsp;

Contract recruitment

We are committed to carrying out our business in a safe, honest and ethical manner. Part of that is creating an open and supportive environment where people feel that they can speak up about any suspected wrongdoing.
Acorn by Synergie has a reporting hotline whereby people can raise concerns in a confidential manner. This is called the Synergie Integrity Line and it can be accessed by <a style="color: #e03e2d;" href="https://eur01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fsynergie.integrityline.com%2F%3Flang%3Den&amp;data=05%7C02%7CChristina.Burgess%40acornpeople.com%7C1802d8bff644420c25e508dca0071996%7C7f2c362723a846d0ba65c30924c14309%7C0%7C0%7C638561199580957280%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&amp;sdata=ATojz7YnzYH0DqLyhfdUIaflyY5FyDEqDVGZxzpp8Tg%3D&amp;reserved=0">clicking here</a>.
Concerns can by raised by our employees, temporary and permanent candidates, clients, suppliers and partners.
This reporting process is not applicable to personal complaints and these should be raised under our Complaints Procedure. The type of concerns that could be reported via the Integrity Line include:
<ul>
<li class="MsoListParagraph" style="text-align: justify;">Breaches of the law</li>
<li class="MsoListParagraph" style="text-align: justify;">Bribery and corruption</li>
<li class="MsoListParagraph" style="text-align: justify;">Failure to comply with regulations </li>
<li class="MsoListParagraph" style="text-align: justify;">Fraud, theft or financial irregularity </li>
<li class="MsoListParagraph" style="text-align: justify;">Endangering health &amp; safety&nbsp;</li>
<li class="MsoListParagraph" style="text-align: justify;">Unethical or improper conduct including an abuse of position or authority</li>
<li class="MsoListParagraph" style="text-align: justify;">Labour exploitation&nbsp;</li>
</ul>
Reports must be made in good faith and cannot be malicious or misleading.
Further information regarding how to raise a concern can be found on the Integrity Line platform.
&nbsp;
&nbsp;

Resources - advice and tips

Featured resources

Acorn by Synergie Rewards

Connect on the go with our new app

Equality, Diversity and Inclusion

From struggles to strength: a journey of resilience and support

G-Cloud 14 Supplier

Employee Assistance Programme (EAP)

Job searching lessons from the Six Nations

Acorn by Synergie Rewards

Connect on the go with our new app

Equality, Diversity and Inclusion

From struggles to strength: a journey of resilience and support

G-Cloud 14 Supplier

Employee Assistance Programme (EAP)

Job searching lessons from the Six Nations

Acorn by Synergie Rewards

Connect on the go with our new app

Equality, Diversity and Inclusion

Bridging the Confidence Gap: Supporting Women in the Workplace

Valentine's Day - movie career inspiration

Job searching lessons from the Six Nations

Building a Personal Brand

Fireworks-Inspired Tips to Stand Out on LinkedIn

Monstrous Mistakes to Avoid in Your Job Application

Staying cool at work during a heatwave

Benefits of temporary work

Dealing with stress

Candidate Interview Guide

Candidate Interview Guide - Part 2

The best times of year to job search