Celebrating 18 years
Harvey Lawrence celebrates 18 years in business this month. As a well-known construction recruitment specialist, Harvey Lawrence sources talent across engineering, management, technical and commercial disciplines in the construction sector. The business has seen many changes in the last 18 years, and it is a consistent approach to quality that has built the successful business we know today. The driving force behind the company, Sarah Harvey, is also celebrating 30 years as a construction recruiter this year. Here, she talks about the business and what makes Harvey Lawrence successful. What motivated you to start your own recruitment business? I had always wanted to have my own business, even within my first two or three years as a recruiter. I remember attending an event with my then Director for the Businesswoman of the Year Awards in Yorkshire in 1992 and he commented “that will be you one day”. Not that I think I have reached those dizzy heights, but it did strike a chord with me and I knew that working for someone else wasn’t my long-term aim. It was my move to Manchester in 1993, to set up the Manchester office for Hays and the key role I played in the development and then management of the Northern region, that really gave me the confidence and skill. Whilst I value what l learned in nearly 12 years with a major player, I ultimately wanted to prove to myself that I could do things my own way and put my own personal stamp on a business. What makes Harvey Lawrence different? I genuinely believe the things that make us different are not all that complicated, in fact they are very simple. We are incredibly knowledgeable and we are upfront and honest. When you break it down to what clients and jobseekers want, it’s about dealing with a recruitment company that can show real market understanding and do the job properly. We know that people have long memories and therefore we consider business ethics to be high on our agenda. This attitude really helps to differentiate us in an industry in which I feel business ethics can be seriously lacking. With the increased demand for staff over the last few years, I think this lack of skill and ethics has been further eroded. There are still good recruiters out there, but I feel that they are in the minority. For the good of the sector it needs to be sorted out. For Harvey Lawrence, however, it is a major differentiator; we are much more than CV pushers. We are well-connected, particularly at senior management level and I know that we are taken seriously by many construction professionals as well as amongst our competitors. We have been around a long time, we have placed many people, including in senior level positions, which we do by doing the job properly and being so much more than post boxes. For us it is about longevity, sustainability and pride. All of these things are priceless. It is what makes you hold your head up high and I have made certain that these ethics are upheld throughout the business without compromise. What are you most proud of? I am proud that I started a business from scratch and that 18 years later it is still here and is in better shape than it has ever been with a rock-solid credit rating and credibility. The brand is respected, it is very stable and successful. I have learned some hard lessons from the last recession which makes me always keep my feet on the ground and importantly learn from mistakes. I probably didn’t realise how hard it would be to guide a business through a recession, through lots of legislative change, always gambling your own money. I think a lot of stress, busloads of determination with hopefully a smattering of insight got me through. What is the secret to longevity? It’s about being good at what you do, clearly, but it is much more than that. Adapting to change and embracing new ideas is paramount, especially in the ever-changing recruitment industry. Sadly, this industry is not known for engendering trust so Harvey Lawrence works hard to cast away the negatives associated with the recruitment industry which is why we’ve built so many long-standing relationships. I believe my three decades in the industry and valuable experience gained during this time, means I won't take unnecessary risks. Market conditions are fluid so for me, it is about sustainability, strong compliance and commercials. What do you see as the major changes in the construction sector since setting up Harvey Lawrence? For me, the industry has become much more process and governance-led and has made significant headway in improving its image. The amount of Tier 1 companies has reduced through merger/acquisition and business failure. No longer is the view that biggest is best. In fact, the SME market has really been a game changer for the sector as they now provide very real competition to the larger players and I think the view of the SME space has changed in the last 18 years. They are now taken very seriously and quite rightly as they have attracted some excellent talent. They also have the added advantage of being very price competitive. In fact, we frequently see people migrating from the large players to the regionals as they feel that they can take on a bigger role but clearly there are still those that prefer to stay with what they feel is the security of the larger players. For most people who have been in the construction sector long enough, they know that it is very susceptible to market fluctuation. I think regardless of how busy the market is, the dread of a recession is never far from peoples’ minds. We have gone from a nation of school builders to high rise residential builders. Now everyone is asking how long the developer boom will last and what will replace it. There are also those who, some may say wisely, opted to stick with public sector work as a safer option. There has definitely been a change of work streams and procurement routes, bringing with them their own challenges. What I do remember very well... a few years ago people asked what they would do after the school building had finished as they had not developed their private sector contacts in time and the same question could be asked now of those that are so heavily reliant on the private sector. There has also been a clear move of permanent staff taking to the freelance option for a whole host of reasons. This route has become more widely accepted by construction companies to attract the services of construction professionals and it is definitely the route in the trades and labour market due to its cost effectiveness. Even against the background of legislative change, I think the current market uncertainty means we will see more of this but there will need to be closer examination of how services are supplied in certain circumstances. I also think that some of the characteristics of the UK construction workforce have changed. Long gone is the general acceptance of “have suitcase, will travel” if the money is right. I think people will take less money to be near home and this attitude has strengthened over the years. In the geographical areas where we are strongest, the North West and the Midlands, people who live in Liverpool don’t tend to want to travel to Manchester and vice versa. Similarly, in the Midlands people based in Stoke-on-Trent, don’t tend to want to travel to Birmingham. Twenty years ago, it was generally accepted that you travelled in excess of an hour each way to work. Nowadays, we see people making decisions on which job to take based on its location. If they can get the train or the tram, they are often prepared to take less money for less travel. What changes have you seen in recruitment and what are your thoughts? Since the inception of Harvey Lawrence, the changes have been enormous. The way in which recruitment is done – the gradual drive towards automation and technological advance and changes in procurement of recruitment services in terms of the likes of applicant tracking systems, recruitment portals, PSLs and Master Vendors combined with the growth in social media and email marketing. All these represent change to how traditional recruitment was done. I fully recognise the importance and power of technology, particularly the value that can be created through quality content and thoughtful engagement strategies. However, I think that this is an area that is overcrowded and current content is very “same as”. I don’t think this does anything to find quality people, in fact it potentially deters quality people coming forward. I am concerned that there is a danger of deskilling and devaluing the recruitment process and the recruitment industry which would be a shame for recruiters who still want to go out and engage with clients and candidates, build relationships and find the best candidates. I think technology should be used intelligently but currently I think it is churning out uninspiring, personality-less content that will do little to bring the best people to the fore. ------ In summary, it is clear that the recruitment industry is ever evolving and keeping up is essential in such a competitive industry. The number of competitors is significantly more than when Harvey Lawrence first opened its doors, so keeping abreast of the latest developments in the industry keeps specialist recruiters at the top. The skill and knowledge of a good, well-connected recruiter with market credibility is still the key factor to delivering results in what is now a very compliance-led industry. The leadership, tenacity and adaptability that Harvey Lawrence’s founder and director Sarah has shown over almost two decades, go a long way to explain why the business is celebrating 18 strong years this month. Here’s to many more. Join in the conversation with Harvey Lawrence over on our social channels! Connect with us on Facebook, Twitter, Instagram and LinkedIn or contact us now to discuss your next career move.
Brexit: What will ‘no-deal’ mean for the UK?
Prime Minister Boris Johnson insists there are ‘no circumstances’ in which he will delay Brexit beyond the October 31st deadline. A no-deal Brexit would see the UK leave the European Union (EU) without a withdrawal agreement in place. There would also be no agreement regarding the future relationship between the UK and the EU. Here, we take a look at the possible effects of the UK leaving the EU without a deal: Trade: The UK would revert to World Trade Organisation (WTO) rules on trade The UK would no longer be bound by EU rules, but would face the EU’s external tariffs The price of imported goods in shops could rise Some British-made products may be rejected by the EU Manufacturers could shift operations to the EU Immigration: The UK would be free to govern its own rules on immigration by EU nationals The EU could in turn control immigration for Britons Potential delays at borders due to heightened passport/custom checks Laws: Where there are no replacements, relevant EU laws would be transferred to Britain’s lawbook The UK would no longer have to adhere to the European Court of Justice The UK would still be bound to the European Court of Human Rights (Non-EU body) Financials: The Government would not have to pay the annual £13 billion to the EU budget. The UK would lose out on certain EU subsidies Reports link a no-deal scenario to an increase in public borrowing Irish border: The border issue between Northern Ireland and the Republic would remain unsolved The possible creation of a cross-border body to monitor and regulate trade across the Irish border Both the UK and EU refuse to back down on the backstop issue While many of us may be tired of the never-ending Brexit monotony, it’s important we know (roughly!) what to expect. Nobody is entirely sure what Brexit will entail for businesses, travellers & our currency – due to the fact no independent country has ever left the European Union. Previously, only member territories (Greenland, Saint Barthélemy and French Algeria) have left the EU. So… what could a no-deal Brexit mean for you? "We are leaving on October 31st, no ifs or buts" Amidst the cacophony of protests against Boris Johnson's Parliament shutdown, the Tory leader announced plans to call a general election on October 14th - if a no-deal Brexit is blocked by MPs. MPs win vote to take control of commons MPs seeking to avoid a no-deal Brexit cleared a major hurdle after voting 328-301 in favour of seizing control of the parliamentary agenda. Could this be Brexit's most important week? Join in the conversation with Harvey Lawrence over on our social channels! Connect with us on Facebook, Twitter, Instagram and LinkedIn or contact us now to discuss your recruitment needs.
Harvey Lawrence was out and about in Manchester this week, a market we have operated in for almost 20 years. Our roots are in Manchester, it is where our business began and is an area that has always been at the top of our agenda. With an ever-growing population, Manchester is planning to add more than 200,000 new homes by 2037, adding to the increasing demand for Housing profess-ionals. By 2025, the city’s population is estimated to rise to 644,100 – allowing more room for growth in the years to come. Last year, 2569 residential units were delivered - the highest level in 12 years. Manchester's development pipeline suggests 2020 will deliver the most homes in nearly 20 years: Source: Deloitte Crane Survey Earlier this year, Manchester’s construction boom wasn’t just pushing the skyline to new limits – the number of live sites exceeded those of both Los Angeles and Chicago! Sarah Harvey remembers moving to the city in 1993, where she led the development of the Northern region for a global recruitment brand. It seems that Manchester is a non-stop metropolis of construction - It's vibrant, exciting and we love working in this market! Here's what Manchester's projected future skyline could look like in 2025: If you are job hunting in Manchester, click HERE or If you are looking for staff in the North West, click HERE. Connect with us on Facebook, Twitter, Instagram and LinkedIn now!
Striking a balance: Modern vs traditional recruitment skills
Sarah Duncan has recently joined Harvey Lawrence, further strengthening our team. With 12 years' recruitment experience, here she discusses blending social media with the fundamentals of traditional recruitment. Today, there is undeniably an emphasis on social media and networking. Recruiters are expected to optimise their presence on a variety of platforms such as Facebook, LinkedIn and Twitter. This is an important element of the role today and can be a challenging one, particularly when you are aspiring to be an excellent social networker. Fully leveraging these channels means understanding your objectives in using social media for recruitment, following trends, engaging meaningfully and converting online engagements to offline business. However, it is my belief that many recruiters simply over rely on social media and jobs boards to find candidates and the fundamentals of good recruitment methods has been lost. All too often, a role is posted to a job board and the recruiter simply sifts through CVs and then forwards them to the client. For me, there is far more to recruitment than purely being a desk-bound digital administrator and the danger is that new recruiters fail to learn and mirror the 'traditional' skills needed to excel in recruitment. Digital marketing should enhance but not replace good recruitment strategies. There is a great deal of comment out there about never replacing the value of relationships but it still seems that recruitment is becoming even more faceless. The candidate audience is increasingly disengaging with recruiters whether they be external agency or internal recruiters. I think job seekers are quickly catching on to social media bombardment in the same way as clients have long become immune to cv bombardment. Job seekers are wanting to talk to people whom they have ideally met and can demonstrate a detailed market understanding and fully understand their aspirations. Returning to recruitment with 12 years’ experience, I’m determined to bring my passion for building trusted face to face relationships and professionalism to the forefront of what I do. This sits well with Harvey Lawrence's brand where the traditional fundamentals of good recruitment still hold true. I believe that it is these values, supported by market knowledge and credibility, that make us stand out from the crowd. Afterall, operating in a spirit of mutual trust and respect is really the only way to deliver quality service and results. Join in the conversation with Harvey Lawrence over on our social channels! Connect with us on Facebook, Twitter, Instagram and LinkedIn or contact us now to discuss your next career move.
Face Fit Testing for our clients
Here at Harvey Lawrence, we have been providing a face fit testing service for our clients in order to maximise protection against harmful airborne substances. Harvey Lawrence director Gary Harvey explains more: “We have carried out face fit tests for clients and candidates throughout the Midlands, North West and beyond both on site and our own premises. We ensure that the equipment selected is suitable for each individual we deal with.” We provide a qualitative testing service, used for disposable and half face masks. The individual is required to wear a hood over the head and shoulders while the tester sprays a bitter solution into the hood. The wearer is required to carry out a series of exercises to determine whether the mask’s seal provides suitable protection. Recent research has shown that around 50% of RPE used does not offer the wearer the level of protection advertised. Why not? Because it doesn’t fit correctly. Estimates suggest that thousands die annually as a result of exposure to hazardous materials during their working lives. This annual loss can be combatted by the correct selection, fitting and use of respiratory protective equipment (RPE). Test requirements: No smoking, drinking, eating or chewing gum for 15 minutes before the test, as this could affect the results. No beards or stubble where the mask seals because this affects the fit (some goatee beards are ok, but it depends where the mask sits on the wearer; there may also be an issue with longer sideburns) A test must be done for each different type of mask Join in the conversation with Harvey Lawrence over on our social channels! Connect with us on Facebook, Twitter, Instagram and LinkedIn or contact us now to discuss your recruitment needs.