Don’t let Job Hunting Affect your Mental Health
Job hunting is hard, full of uncertainty and, on occasion, rejection. Whether you’re looking to leave a current position, are a student straight out of university or college, or have been unemployed for a while, – job hunting can take its toll and have a huge impact on your life and mental health.
If you have been rejected from a job or you haven’t heard back from your application, it’s not unusual but it is frustrating. It really should be expected and dealt with as a learning curve rather than taken too personally. “If you’ve previously got every job you’ve ever gone for, you’ve not necessarily ever had to up your game. And if you’re now struggling with getting through the recruitment process, maybe it’s time to up your game.
Failure is actually a learning process, and it’s the same with rejection. See it as an opportunity to change, improve and learn.
So, instead of looking at job searching as an ominous, uncertain journey, it’s important to view it as a window of opportunity which can open new doors to a life which better suits you.
Here’s some tips on how to improve your job hunting:
1: Accept that Rejection is Normal.
To put yourself out there means opening yourself up to criticism and rejection, two things which can take a huge toll on your mental health, negatively reshaping your perception of job hunting. Essentially, you’re opening yourself up to scrutiny.
But in order to get anywhere in your job hunt, it’s important to firstly accept that rejection is normal; as we progress in our careers impressing employers can become more challenging, as they may have a considerable wish list of knowledge and specific experience they are looking for.
2: Take Control
Multiple job rejections does not mean that all hope is lost. There are certain things out of your control in job searching – such as necessary experience or the number of people applying for a vacancy BUT there are other elements that you can control.
Do your research, upskill and most of all, keep confidence in yourself and your abilities.
3: Quality over Quantity.
Overapplying when you’re desperately looking for a new role is one of the number one traps a lot of us fall into.
It could mean your applications are not as strong as they could be, potentially costing you a job. Cut down the number of applications you send out, focus instead on just the jobs you really want and doing those applications to a much higher standard, personalising them to fit each company and job role. This might involve writing a much more bespoke cover letter or tailoring your CV but it will pay off.
4: Make sure that the job is right for you.
When you’re adamant to jump into a new role, it’s important to make sure that the transition is right for you. A lot of job searchers will not double check that they have the necessary experience or might rush applications without realising the job they’ve applied for isn’t what they want or are suitable for. Read job descriptions carefully and don’t just tick ‘apply’ to every job that comes up on a website or jobboard with your preferred job title.
People’s mental health can suffer as a result of taking a job without doing their research and thinking it through enough, finding themselves in the wrong environment, or in a position they’re not too keen on, then struggling in the workplace as a result.
Taking time to reflect on your next career move and giving yourself the best chance by creating fewer, but more impactful applications gives you the power to decide what’s best for you. You must always remember that you have skills, you are employable, and just because you didn’t get the job you’d hoped for the first time around, doesn’t mean you should give up.
At GCS Associates, we work with our candidates to find the right job for them, in regard to both skills & culture fit – if you’d like any advice on your job search, please get in touch.
e: enquiries@gcsassociates.com
t: 0161 660 2548
How Outsourcing Recruitment can ease the pain of fast business growth and help with Retention
The Covid-19 pandemic disrupted business and labour markets at an unprecedented level. From January to March 2021, when most of the restrictions were still in place, the UK unemployment rate was 4.8%, more than at the start of the pandemic, according to the Office for National Statistics (ONS).
Fortunately, the easing of restrictions since then coupled with the vaccination roll-out saw economies start to reopen, leading to a surge in hiring as companies got to work restoring their operations to pre-pandemic levels.
Such a dramatic rise in recruitment activity meant businesses had to rapidly adjust to ensure they were equipped to launch and manage large-scale hiring initiatives and go head-to-head with other companies to find the right candidates. In this article, we explore the role of recruitment process outsourcing (RPO) in easing the burden on internal talent acquisition teams and why leaders are increasingly relying on this solution to overcome the challenges associated with accelerated business growth.
RPOs have access to high-quality candidates
Expertise across sourcing, recruitment process design, recruitment technology, employer branding and reporting means RPOs are in the ideal position to attract, source and assess quality talent for every role. During a period of heightened upturn, time is of the essence. RPOs can access suitable candidates and apply rigorous assessment and selection methodologies quickly, so organisations are presented with the best talent ahead of their competitors.
RPOs boost employer brand and candidate experience
Candidates are looking for much more from employers than high salaries and perks. The pandemic highlighted the importance of being treated well, respected and supported, both as a candidate and as an employee.
This renewed focus coupled with a candidate-driven market means hiring practices are under scrutiny. Put a foot wrong at any stage of the recruitment process, and companies risk losing key talent to their competitors. Candidates are looking for flexibility, a seamless and fast process, clear communication, solid values, and a workplace culture they can get behind.
Through hands-on management of all aspects of the recruitment process – from expertly crafted job descriptions to interview feedback – and real-time insights into what goes into an exceptional Employer Value Proposition (EVP), RPOs ensure businesses stand out for all of the right reasons and that candidates are confident in their decision to join an organisation.
RPOs provide complete flexibility
Market upturns don’t last forever. They require an intense period of activity, which will eventually scale back. The pandemic highlighted the requirement for businesses to be agile enough to deal with market fluctuations, and RPOs are designed with this in mind.
RPOs can be scaled back or redirected to focus on another area of talent acquisition within a business or simply change focus to retention and talent pipelining. One of the key reasons why organisations engage RPOs in 2022 is that they adapt to the reality of fluctuating recruitment needs without compromising on service, speed or quality.
RPOs save companies money
A period of upturn means a sharp rise in activity, which, for many businesses, means spending more money to manage it. When it comes to engaging an RPO provider, the opposite is true. They are able to eliminate lengthy hiring processes, the money spent on job board posting and time spent screening – all of which can add up to a costly internal recruitment process.
Additionally, RPOs help to minimise the indirect costs of recruitment, such as those associated with poor quality hires, lengthy vacancy periods and high employee turnover. By streamlining everything for businesses, RPO providers deliver significant cost savings while ensuring they hire better and faster.
GCS Associates have provided flexible recruitment solutions, including Recruitment Process Outsourcing, for over 15 years. Our teams have sector experience and are true experts across our specialist sectors. Contact us if you are looking for a recruitment solution which will not only save time and money, but will also enhance your employer brand and help improve retention.
IF YOU’D LIKE MORE INFORMATION ON RECRUITMENT PROCESS OUTSOURCING OR ANY OF OUR RECRUITMENT SOLUTIONS, PLEASE CONTACT US.
e: enquiries@gcsassociates.com
t: 0161 660 2548
Meet The Team: Simon Cain, Recruitment Consultant
Tell us about your career journey so far?
My early career was spent working at Reeds Rains Estate Agents in Manchester City Centre. For 8 years, I worked across various offices with a focus on the rental market, and by 2009 I ran the Middlewich Branch over-seeing both sales and rentals.
In 2012 it was time for a new challenge, and I moved to Illingworth Ingham Timber Merchants into the position of Assistant Branch Manager. I then had the opportunity to run the Crompton Road branch in Macclesfield where I increased turnover 2.5 times until moving back to the Hurdsfield branch in 2019 to run the branch.
Why did you join GCS Associates?
After being at Illingworth’s for 10 years it was time for a new challenge. I knew of GCS Associates as they recruit into the Merchant sector and I knew I would have a lot of sector knowledge to bring into the team, as well as sales experience. I started at GCS Associates in Feb 2022 as a Recruitment Consultant covering the Construction Supplies sector.
It’s a refreshing change and a great team to work with every day!
What’s your role at GCS?
Currently my main role is the ‘resourcing’ side of the job which is basically learning the best ways to attract and engage with potential candidates. We use in-depth online searches and relevant advertising to attract the right kind of person for our clients, taking into consideration not just skillset but also culture fit.
The main thing I’ve learnt about recruitment is that job isn’t just waiting for people to reply to adverts – the vast majority of our time is spent actively headhunting for the best candidates.
What kind of roles are you working on at the moment?
Variety is the spice of life and as GCS Associates recruit for every type of position within the Construction Supplies sector, I’ve already recruited for lots of different roles – from Branch Management positions to internal sales and trade counter roles.
What’s the best thing about working at GCS or what gives you job satisfaction?
It’s very satisfying when you know you’re putting the right person into a role that will suit them and the employer.
I am also pleasantly surprised how people are happy to speak to us about their career goals and what might be a good next move for them. This job has changed my perception of the value a good recruitment consultant can bring to both employers and people looking for new jobs.
Tell me about how you help clients and candidates?
Regarding clients, it’s important we build up a picture of exactly what kind of person the client requires. This is crucial and saves a lot of time in the long run as we can then only put forward candidates which are the best fit for their organisation.
This really works – as if we find someone who fits in well to their new job then they will be happier in the role, if they are happier then they will be more productive and if they are more productive then that’s exactly what the employer wants.
It’s just about being helpful, informative, and really listening to our clients and candidates.
What do you do outside of work?
Spending time with my family and I am particularly passionate about most outdoor pursuits like hillwalking and cycling.
My house also needs a lot of work which also keeps me very busy in my spare time!
For more information on how GCS Associates can help your business recruit the best talent in the market, please get in touch.
e: enquiries@gcsassociates.com
t: 0161 660 2548
Meet The Team: Bradley Hannah, Senior Recruitment Consultant
Tell us about your career so far?
I originally started my career as an amateur golfer. At the age of 21 after spending 3 years in the USA, I turned professional and traveled to Europe & the Middle East to compete professionally.
I then spent 5 years in the UAE working within Real Estate progressing through the ranks, learning my trade in sales before moving back to the UK. After returning to the UK, I wanted a role that represented the harder I worked the more potential there is, and Recruitment was just that.
I instilled the work ethic I had developed in Dubai into the UK recruitment industry and quickly came to grips with the market. After joining an agency and really enjoying working in the Recruitment sector, I made the decision to work for myself. I focused on Construction and Engineering and really immersed myself in those sectors, gaining a wealth of knowledge which I now gladly bring to the GCS Associates team.
Why did you join GCS?
I joined GCS because I believe in what they’re doing. Their focus on Engineering and my background within Engineering is a great match. I look forward to finding jobs for as many people as possible and bringing onboard my existing clients plus introducing new ones.
What’s your role at GCS?
My job as GCS is a Recruitment Consultant, specialising in Construction and Engineering. My role is to really get to know my clients & their teams then match the best candidates to their business, ensuring not only a skills fit but a cultural fit as well.
This approach really helps with our client’s retention rates and means their new recruits stay with them for a long time!
The absolute best part of my job though, is making the phone call to the successful candidate and telling them they have secured a new position.
It gives me job satisfaction to know I’m helping someone with their career goals! My hope is to be making those calls more than ever this year and at GCS I have no doubt this will happen.
How do you help Clients & Candidates?
I believe in honesty when it comes to my clients. A lot of recruiters tell clients what they want to hear which in turn leads to failure in the partnership. Transparency is key and it’s important to provide accurate information on the current market.
I also help clients by securing the perfect candidates for their business. This, in turn, means I build long term partnerships and take on the role as trusted recruitment advisor for my clients. It’s important to me that I build long term relationships.
What do you do outside of work?
I continue to play golf. I regained my amateur status upon returning from Dubai and look forward to arranging a GCS Golf Competition for our clients and candidates soon (when COVID allows, of course!).
For more information on how GCS Associates can help your business recruit the best engineering talent in the market, please contact Bradley.
e: bradley.hannah@gcsassociates.com
t: 07515 553 468
Meet The Team: Andy Chambers, Business Development Director
Tell us about your career so far?
I began my career as a Yard Assistant at Jewson, straight from school when I was 16. I worked there for 12 years in total, progressing into roles such as Yard and Transport Supervisor, Counter Sales, Internal Sales, External Sales Executive for several branches.
I moved into a Branch Manager role for Build Centre, who Jewson then acquired, then moved to Wienerberger driving sales of brick into Builders Merchants. Then I went to EH Smith in a national specification sales role for their Porotherm division.
I returned to Jewson as a Business Unit Sales Manager looking after the external sales team then most recently, I was a Group Sales Manager for a local independent family business where I implemented and ran the external sales team whilst looking after key accounts. After many years working in the Merchant sector I’ve now taken on a new challenge as Business Development Director at GCS – the leading recruitment company within the Merchant and Building Supplies sector.
Why did you join GCS?
I’ve known Mike Parry & GCS in general for many years. GCS are the recruitment specialist in the sector I worked in, and we had discussed potential career moves in the past.
What really drew me to GCS was the fact it’s a smaller, fast-growing, and ambitious business where I can really make a difference. My new job as Business Development Director at GCS is an exciting opportunity plus means I can change careers yet retain and utilise the knowledge I’ve acquired within the Merchant & Building Supplies sectors.
What’s your role at GCS?
My role as Business Development Director is to speak to new and existing customers about their long- and short-term recruitment plans. Whether it be one-off Executive level hires or a retained recruitment solution to make sure businesses always have access to the best talent in the market. We also offer services like Employers Branding and Video services to help our clients retain and attract new people.
I am not only working in the Merchant and Building Supplies sectors but also Manufacturing and Engineering, as those are the key areas GCS specialise in.
How do you help Clients & Candidates?
I help clients by getting know and understanding their business. By visiting their sites, meeting them and their staff and drawing from my experience so truly understand the exact person required for a certain role in terms of skillset and culture it – this approach saves time and money for all! Also help to help highlight and offer the other recruitment options we can offer – there is massive benefit to businesses by partnering with a specialist recruitment business such as GCS
I help candidates by being able to talk from experience and helping them to understand the next steps in their career – helping with interview and presentation prep etc.
What do you do outside of work?
I’m passionate about fitness, particularly strength training. I’ve trained since I was 11 and have coaching qualifications in boxing, self-defence & calisthenics. I am also a football coach and have football and goalkeeping FA badges plus coach my two young boys football teams.
After that I enjoy spending time with the family, good films, and great holidays!
For more information on how GCS Associates can help your business recruit the best talent in the market, please contact Andy.
e: andy.chambers@gcsassociates.com
t: 07826 653 724
Leadership Interview: John Newcomb, CEO, Builders Merchant Federation
Could you give us an overview of your career?
I have led the Builders Merchants Federation since 2012, initially as Managing Director and since 2017 as Chief Executive Officer. Prior to that I held senior marketing, commercial and MD roles within the DIY and housewares industry, notably with H&R Johnson, Sandvik Saws and Tools UK, Addis Group Ltd and Imperial International Limited. I also maintained a 15-year involvement with BHETA, the British Home Enhancement Trade Association, the last two years as President.
At heart I am still a marketer and hold a master’s degree in Business Administration from the University of Bradford Management Centre. In total I have spent over 40 years in Sales and Marketing and Senior Management positions after starting my career as a Marketing Graduate with JCB.
What has changed most in the industry over your career?
I have seen a tremendous amount of change during my 9 years in the building materials sector. For example, there is a definite move towards larger merchant groups now, with funding for mergers and acquisitions coming from venture capital and we are also seeing a huge increase in digitisation and the use of online and mobile platforms.
But the biggest changes have been brought about in response to the Covid crisis. For the first time the whole construction industry came together through the Construction Leadership Council to work with government and coordinate the industry’s response. I sit on the CLC and quite honestly the profile of the building materials sector has never been higher both with government and within the wider construction industry. Our sector is also at the forefront of the CLC’s ConstructZero initiative, to meet the government’s net zero carbon targets by 2050, which we cannot achieve without the innovative products and systems BMF members are developing.
What’s been the highlight of your career so far?
Without doubt, the last 18 months and being able to support the industry during the biggest crisis it has faced in decades. When the prime minister announced the first lockdown there was total confusion. We were being told to stay at home, so what on earth did that mean for our members’ businesses? The actions we were able to take, particularly within the CLC taskforce, and the information from government that we could then relay to members helped get them up and running in the shortest possible time. The BMF has continued to support them as we have gone through every subsequent stage of lockdown and now recovery which is bringing its own problems in terms of product availability. I am extremely proud to be nominated for this year’s Outstanding Leadership Award in the Trade Association Industry’s first ever Covid Response Awards.
What advice would you give to someone starting out in the industry?
Be focused, be flexible and get the best possible training throughout your career. Also strive to the very best in your chosen position and career. I never started out with the ambition of becoming a CEO but always wanted to be the very best that I could in each of my roles and by doing this I found myself promoted to the next level.
The BMF recently merged with the Institute of Builders Merchants, which now operates as a separately managed brand of the BMF and has ambitious plans to professionalise the industry. The IoBM is an independent accreditation body with a structured framework for Continuing Professional Development from apprenticeship to the boardroom, we are working to grow membership and, eventually, achieve Chartered status. This would be a great way for anyone in our Industry to strive to be the best.
John Newcomb, CEO, BMF
What advice can you give leaders when managing businesses and teams through times of uncertainty?
People are your greatest asset, so make sure you have clear and frequent communication across the business. Good communication breeds confidence and prevents unnecessary speculation and rumour. It’s important to be visible and available, to listen to concerns and provide answers. This goes a long way to restore confidence and calm the business.
What do you see happening in the future for the Builders Merchants sector?
These are exciting times for construction with a government pledged to build back better, and to make the UK a leader in zero carbon technology. The building materials sector has a central role to play here, and I am very optimistic for the future. Merchants have always played an important role in the Supply Chain, but I don’t think they have ever been in a stronger position than they are now in being seen by both the Construction Industry and Government as a vital part of the Construction ecosystem.
For more information on how GCS Associates can help your business recruit the best talent in the market, contact us.
e: enquiries@gcsassociates.com
t: 0161 660 2548
Meet The Team: Rebecca Hildage, Office Manager, GCS Associates
Tell us about your career so far?
I worked for a Financial Services company in Altrincham for 8 years within the finance dept, gaining my AAT accounting qualification there. I then went on to an Assistant Accountant role for a Technology company then moved into a Executive PA role as I wanted to gain experience in other business areas and widen my skill set.
Around 6 years ago I become Cash Manager withing the inflight entertainment industry with a Global multinational dealing with cross currency bank accounts. I finished with the company in September 2020 and gave birth to my daughter in October 2020 – I had a lovely maternity leave with her and here I am today.
Why did you join GCS?
I was impressed with the wording in the job advert, it wasn’t run of the mill, it was interesting and quirky. When I googled the company, I was impressed with the passion that came across when perusing. I initially spoke with Tony on the phone and then came in to meet with Mike who gave me an overview of the company along with what the role would entail.
I got a great feel for the place. The role is flexible; it fitted in with my childcare and travel needs so I was happy when Mike called and offered me the job. I’m looking forward to getting stuck in and improving processes to save the company time and money.
What’s your role at GCS?
My role is primarily admin and accounting work. I will be responsible for liaising with debtors/creditors, managing the financial accounts and many other office management duties. I will also be reviewing all processes and making improvements/automating where needed.
How you help clients/ candidates?
I wouldn’t say my role directly helps clients/candidates, however, by taking work and admin off the sales team this then feeds through to allow more time to help clients and candidates more efficiently.
Rebecca Hildage
What kind of projects are you working on at the moment?
I have begun working on an accounting system and have also started streamlining our internal processes. I have many more projects in the pipeline which will improve efficiencies internally.
What do you do outside of work?
I love running – it clears my head and allows me to gather my thoughts and refocus. Socialising with family and friends, I’m very close to my family so I’m happy the lock-down’s have ended and we can socialise properly once again!
For more information on how GCS Associates can help your business recruit the best talent in the market, contact us.
e: enquiries@gcsassociates.com
t: 0161 660 2548
Meet The Team: Tony Llewellyn, Commercial Director
Tell us about your career so far?
I can’t really remember doing anything other than recruitment! My mother tells me my early career was in the RAF followed by a stint in financial services – but maybe she’s just covering for me?
Why did you join GCS?
I was impressed by Mike Parry’s integrity and enthusiasm for the business and his passion for the clients he’s working with in the building products sector. For me, it is important to be working in a business where I feel I’m making a difference and one where I can utilise all the skills and experience I’ve picked up over many years!!
What’s your role at GCS?
As Commercial Director, I am responsible for the opening of our new office in the East Midlands and the continued growth thereafter. I am still dealing with select clients too, some of whom I have know for many years and some new ones that generally come through word of mouth and referrals.
The majority of my roles are executive positions in either the building products industry or the food manufacturing sector. However, most executives have highly transferable skill-sets and so the sectors I work in can vary immensely, I’ve even been asked to place a CEO in a Veterinary practice in the past… the brief was to find a strong ‘commercial’ leader who could double the turnover in a five year period – I believe he did it in three.
What kind of roles are you working on?
Most of the roles I am asked to work on are highly confidential.
What I can say is that I’m also working with some highly talented executives at the moment, assisting in their search for a new challenge. Leaders that are either transformational leaders and ‘turnaround’ specialists or business builders; highly experienced at increasing the EBITDA through innovative ideas and processes. I also have some very talented Sales, Operations and Finance Directors that currently work in either the food manufacturing or the building products sectors and are looking for a new opportunity.
Tony Llewellyn, Commercial Director
What’s the market expectation at the moment?
There are multiple vacancies at some levels but very few at others. People are surmising that Brexit is to blame for a lack of candidates, others that the pandemic has caused people to migrate away from certain roles and who are not now prepared to return to them.
There is still some uncertainty in the executive market but we are seeing an improvement already with a lot of investment being considered by both business groups and venture capitalists.
At GCS, we are always happy to go that extra mile for our clients and candidates – sourcing the best talent and helping people further their career is what we do!
For more information on how GCS Associates can help your business recruit the best talent in the market, contact Tony.
e: tony.llewellyn@gcsassociates.com
t: 07809 433 882
Meet The Team: Chris Whitlock, Executive Consultant, GCS Associates
Tell us about your career so far?
I have spent almost all my career in Timber and Building Materials. I joined Malden Timber in 1984 as a graduate trainee, then spent 14 years with Travis Perkins, followed by 13 years with Saint-Gobain where I held two Managing Director roles.
I then spent two years as a freelance operator including an enjoyable year in the global Telecoms industry with Colt – which was my one excursion away from Builders Merchants! I then spent happy three years at Harlow Timber as Managing Director.
I have spent much of the last three years as a freelance operational contractor, specialising in relocating businesses and opening new branches in the wider materials industry. I also work as an Executive Consultant for GCS Associates.
Why did you join GCS?
I was introduced to GCS through a mutual acquaintance in 2020. My involvement with GCS grew through many discussions with Mike Parry about the market, clients, and candidates until, ultimately, it made sense for me to become a member of the team.
What’s your job/ responsibilities/ specialist sectors at GCS?
I assist the GCS senior team with governance and growth planning, and with client and candidate relations. I usually spend a day or two a month at both our Altrincham and Loughborough offices.
What are you working on at the moment?
I am working on management recruitment for a materials supplier’s new branch programme – strictly confidential, at the moment!
What’s the market expectation at the moment?
Building materials has experienced a double boom in the last year – both in terms of volumes as home improvement spend has rocketed, and in value as material cost have soared across the board. This has led to a very active recruitment market, and an extremely busy GCS recruitment team!
Chris Whitlock, Executive Consultant
Tell me about how you help clients/ candidates?
I engage with both clients and candidates- many of whom I have worked with in some capacity, at some point. I assess opportunities and partnerships for both sides.
Anything else to share about yourself?
I grew up and still live in Leicestershire – stunning countryside, a great city, and one of Britain’s best kept secrets! I have two fantastic grown-up children and a very supportive wife who continues to enjoy her long career in Marketing and who generally despairs of me not having a marketing bone in me!
CONTACT GCS IF YOU ARE HIRING IN 2021 OR WOULD LIKE TO DISCUSS FINDING A NEW ROLE.
e: enquiries@gcsassociates.com
t: 0161 660 2548
Labour and Product Shortages putting Pressure on Construction Industry
This month has been a tale of two halves. With merchant’s value sales up 79.6% in May 2021 compared to May 2020 according to the BMBI report, & plumbing & heating sales doubling in May, sales and demand in the sector is certainly looking positive.
We have recruited into the Construction Supplies Sector for over 15 years, and right now we are seeing unprecedented demand for talent and people looking for new roles. It’s an exciting time for the sector and people looking to advance in their careers.
However, labour and product shortages are putting pressure on the construction industry. With the unprecedented demand for building products which has been reported throughout the year and now a lack of labour, partly due to employees having to self-isolate when being ‘pinged’ by the NHS test and trace app, is a rising concern.
John Newcomb, CEO, Builders Merchant Federation commented in the Builders Merchant News
“The basic trends of the last six months remain, with global demand far more than supply leading to product shortages, rapid and sustained price inflation, long lead times and uncertainty regarding deliveries. It is also clear that the global shipping industry is far from recovered from the disruption caused by the coronavirus pandemic, with congested shipping routes, container cancellations and higher costs still evident.
The products most affected are those used in housebuilding and domestic repair maintenance and improvement, including roofing products, timber, insulation, landscaping products, blocks, sealants/PVA, PIR Insulation, kitchen carcassing and products that use plastic, for example drainage, some windows and bagged cement.”
Newcomb added: “The supply chain is extremely stretched on all fronts but our members are pulling out the stops to keep supplies in branches and deliveries out to customers in very challenging circumstances.”
With the expectation supply shortages will continue due to the on-going uncertainty, the other pressure on businesses is the labour shortage exasperated by the ‘pingdemic’
Frank Elkins, Group Chief Operating Officer for Travis Perkins, said “We are disappointed that our colleagues have not been included on the list of workers that can be made exempt from full self-isolation if they are alerted by NHS test and trace.
“Having worked hard to put in place measures that safeguard our staff while they have played such a vital role in helping to maintain essential services that are so crucial to keeping us all dry, warm, safe and secure, we urge the Government to look again at the broader construction supply chain and its importance to the country at large.”
In addition Martyn Coffey, Chief Executive Officer for Marshalls, said: “After the challenges in 2020, no one could have accurately predicted the shape of demand in 2021. This demand continues to grow and the effects of Covid the ‘self-isolation’ practices are now beginning to bite within the Marshalls business.
“Health and Safety has always been our number one consideration throughout this pandemic. We have gone above and beyond government guidelines to keep our people safe.”
Businesses reported that on average 15% of their workforce were pinged last week and had to self-isolate leaving business leaders with an inability to plan for cover for these workers. A sector already pained by labour shortages, business leaders are seriously pushing for the Construction and Building Supplies sectors to be deemed ‘essential’ so double vaccinated workers who are ‘pinged’ by the NHS Test and Trace app won’t need to self-isolate. Hopefully, the changes to the isolation rules this month but improve the labour shortages.
Need more talented people in your business? We can help.
e: enquiries@gcsassociates.com
t: 0161 660 2548