Integra People is a national recruitment consultancy, providing quality contract, temporary, and permanent staffing solutions to clients from our wide network of UK offices.
Back in 2008 when our business was established, we wanted a name that revolved around our fundamental values of ‘integrity’ and ‘people’, and from this Integra People was born.
People are the biggest assets to our business, therefore we only hire the best, to ensure we deliver an outstanding level of client and candidate service. From our consultants to our administrators, our team is professional, always ready to listen, and will go the extra mile.
We are one of the fastest growing recruitment companies in the UK, and as a corporate member of the Recruitment & Employment Confederation Ltd (REC), we are committed to upholding the excellent standards of practice set by the REC.
Partnering with the right recruitment specialist can add value to your business, and as a dynamic recruitment agency, we possess the right skills, experience, and knowledge to match your recruitment requirements.
Combining our deep industry knowledge and an unmatched understanding of human potential, we provide professional talent resourcing in the areas of construction, engineering, manufacturing & industrial, IT & telecoms, commercial & business support, healthcare and education.
Hot Jobs
News & Blog
April 23,2018
Are Employers or Employees More Positive About Automation?
Human employers and employees are embracing their future robotic colleagues, but fears are rife about loss of human connection in the workplace, according to a report by Metlife.
Automation in the workplace - looking at technologies such as artificial intelligence (AI), analytics, collaboration tools and robots - was viewed positively by a majority of employers and almost half of workers, but there is still worry over the loss of human touch.
The study found that 56% of employers have a positive view of automation technologies that can help them do human jobs, compared with 49% of workers have a positive view.
Workers are more pessimistic (24%) compared to 20% of employers, and 51% of employers and 46% of employees worry that the workplace is becoming less human.
The survey by Metlife included an employer portion of 2,501 interviews with benefits decision makers at companies with at least two employees, and an employee portion of 2,653 interviews with full time employees aged 21 or over.
Interestingly, men were more optimistic than women at 54% vs. 43%, and millennials were more optimistic than any other age groups.
“While automation is the next workplace frontier, the biggest fear is that work is losing its human touch, likely due to unmet needs for personalisation and recognition,” Todd Katz, executive vice president of group benefits at Metlife said.
“Employers who are able to balance their – and their employees’ desire for innovation through automation, while creating great work experiences, will be tomorrow’s talent leaders.”
News & Blog
April 18,2018
Construction build-to-rent grows by 30%
The number of build-to-rent homes that have been completed, are in construction or being planned across the country has risen by 30% to 117,893 in the past year to the end of March.
The following chart shows the number of UK homes built specifically with a view to being rented out and professionally managed (build-to-rent model).
Total number of build-to-rent homes recorded at the end of Q1 2018 and Q1 2017
Jacqui Daly, a director in the research team at Savills, who conducted the research for the BPF, said: “The development pipeline is growing slowly at both ends. At this rate of growth, we expect that the build-to-rent pipeline could double to around 200,000 within the next two years.”
London is leading the way but other cities are following suit. Outside London, the North West leads with the highest volume of build-to-rent homes complete, under construction and in planning. Balfour Beatty is set to start work on a 274-flat build-to-rent scheme in the New Cross area of Manchester city centre.
Build-to-rent attracts long-term institutional investors because it offers a stream of rental income that can pay for things such as pension liabilities. It offers a way to generate an income stream, as well as helping to meet housing targets, which is driving the growth and means councils and housing associations are increasingly partnering with developers on build-to-rent schemes.
The research revealed traditional houses are increasingly being built, and 17% of schemes in the pipeline include houses, rather than just typical high-rise apartments. This challenges the typical high rise flats scheme that were initially more popular with investors.
Dominic Raab, Housing Minister, said: “The 45% increase in completed build-to-rent homes is good news, but we’re restless to do more. Our revised National Planning Policy Framework is a crucial next step in supporting the build-to-rent sector, reforming planning rules, and helping to deliver 300,000 homes a year by the mid 2020s.
This government is backing reform with £4.1bn to fund the roads, schools and medical centres needed to reinforce our local communities, as we build the homes Britain sorely needs.”
News & Blog
April 16,2018
Integra People introduce in-house training for expanding healthcare division
Following the introduction of a healthcare division in November 2016, National recruitment company Integra People have witnessed impressive sector growth, and are pleased to appoint Lucy Faulkner as Clinical Training & Assessment Manager, and Jeannie Edwards as Registered Nurse.
Joining the existing healthcare department within the Warrington and Bangor offices, the two new roles have been developed to complement each other, and help Integra People’s healthcare sector become not just a recruitment service but also a specialist training hub.
Ms Edwards is based in Integra People’s Bangor office, and has joined the company to lead nurse recruitment, ensuring appropriate placement and bespoke, appropriate matching of candidates and clients.
“As the company’s Registered Nurse, I am passionate about continued professional development and ensuring agency nurses have access to relevant and beneficial training, helping to make them feel valued.
Integra People recognise and value my high standards and passion for investing into nurses and recognising their value, not just financially,” Ms Edwards said.
Ms Faulkner is based in Integra People’s Warrington head office after her long term role as a Clinical Lead, and is an expert at educating large groups of healthcare assistants and nurses, meeting the standards set by the National Institute for Health and Care Excellence (NICE).
Integra People Healthcare will now offer in-house mandatory training and inductions, as well as specialist courses in areas such as tracheostomy and traumatic brain injuries, with the addition of a hoist and bed for a real life moving and handling and life support training experience.
“We are thrilled to be able to ensure Integra are supplying healthcare assistants and nurses who far exceeded benchmark standards, which will create confidence in our brand, and the promise of excellent, dedicated staff,” Ms Faulkner said.
News & Blog
April 13,2018
Six ways apprentices can benefit your business
Apprentices do on-the-job training alongside existing staff, as well as external training with a learning provider, and have the ability to enter the workforce at a young age full of enthusiasm and innovative ideas, yet able to be moulded to a company.
Though the economy gathers momentum, businesses still struggle to grow and many industries are witnessing an ongoing skills gap. By using apprenticeships to upskill the workforce and future-proof your business. Here is how an apprentice can benefit your business:
Increase Productivity
According to the National Apprenticeship Service (NAS), the average apprenticeship increases business productivity by £214 per week, by the end of an apprenticeship through increased profits, lower prices and enhanced products.
Hiring an apprentice can improve a company’s bottom line by boosting productivity and making companies more effective, as well as improving communication throughout the workforce and enforcing more teamwork to help an apprentice learn and grow.
Technical skills
For work places to be productive, they need more skills. With concern that not enough recruitment and development of younger people has been happening, apprenticeships are a great way to help bridge the skills gap in struggling sectors.
Apprenticeships offer technical, interchangeable life and work skills. For businesses finding it tough to recruit people with skills they need to help move their business forward, taking on an apprentice can solve this problem by training enthusiastic new talent up for a specific role.
Developing future leaders
A huge concern for many businesses is an ageing workforce. Apprenticeship training provides opportunity for new, fresh employees to enter the workforce and progress, or for existing staff to be identified as future leaders and progress them through the relative education levels.
Running an apprenticeship scheme helps create a dedicated, loyal workforce. The majority of apprentices (67%) stay with the same employer after completion of their apprenticeship (NAS), and they should have the ability to learn the ways of your business as you help them climb your organisations career ladder.
Fresh ideas
Apprentices bring fresh ideas to a business, alongside their knowledge and expertise of social and technological trends, having grown up in a digital world, whereas older apprentices will come into the business with a wealth of exchangeable knowledge.
Although your apprentice may not have field experience, they can hopefully offer a fresh perspective and new ideas, which are valuable to a growing business.
Financial support
There are a range of financial incentives available to help SMEs introduce apprenticeships and upskill existing workforce. Apprenticeship training is priced in funding brands ranging from £1,500 to £27,000, and SMEs pay just 10 per cent, with the government paying the remaining 90 per cent.
There is currently a £1,000 incentive for recruiting a young person as an apprentice, and businesses with less than 50 employees are eligible for the government to meet 100% of the cost of training an apprentice aged 18 and under.
Availability
Apprenticeships now cover more skills and sectors than ever before, and in the UK in 2015/2016, over 500,000 young individuals embarked on an apprenticeship according to the NAS. Apprenticeship vacancies have increased at a rapid rate, with up to 20,000 available at any one time, and an average of 11 applications for every Apprenticeship vacancy in the UK.
Apprenticeships are increasingly becoming a popular way for people to enter the working world, learn a trade and earn a wage. Not everybody chooses to go to University in order to get qualified, but for those who want a higher education without getting into debt, and to earn money straight away, the apprenticeship route can seem highly attractive.
News & Blog
April 11,2018
SMEs are key to solving housing crisis
Following the release of the ‘Inquiry into support for small housebuilders’, the Government has announced that £300 million of the Housing Infrastructure Fund will be invested in the West of England, Oxfordshire and Greater Manchester.
As part of a new ‘Dedicated Strategy for Small Housebuilders’ the strategy aims to help unlock housing developments and strengthen infrastructure, and could deliver up to 400,000 new homes.
MPs hope to reverse the decline in the number of new homes built by small builders, which was dropped to 2,500 from 12,000 in 1998.
The National Federation of Builders (NFB) thinks that this funding will go a long way towards helping improve local infrastructure network, as well as enabling the delivery of affordable homes. However, solving the housing crisis requires access to finance for SMEs, a more diverse housing marketing and planning reform.
The inquiry was supported by the Federation of Small Businesses (FSB), and suggestions made within the report include:
Improve access to finance: MPs are calling for a Government backed guarantee on loans to small housebuilders.
Action against late payments, with a new “three strikes and you’re out” rule targeting big businesses who repeatedly pay late.
Increase apprenticeship opportunities from large to small businesses
Remove barriers to building on small sites and help streamline the planning process for smaller firms.
Catherine West MP, Vice Chair of the Inquiry, said: “The current state of the UK housing market leaves no doubt that there is huge potential for small builders to make a vital contribution to building the homes we need.
Our report sets out a series of proposals that will enable small builders to scale up, grow and build more which will help relieve the housing shortage.
The simple truth is that the UK cannot expect to build the homes we so desperately need unless smaller builders are backed. Giving small builders the keys they need could result in tens and thousands of urgently needed homes being built up and down the UK.
This will help create jobs, stimulate economic growth and provide the homes the UK need.”
News & Blog
April 09,2018
Number of night shift workers up by 260,000 in five years
The number of people regularly working nights has shot up by 9% (260,000) since 2012, according to analysis from the TUC.
There are 3.2 million (12%) late night workers in Britain, with the North West and Yorkshire being home to the highest rates of night-workers (1 in 9).
The most common industries for late night work are security, logistics, manufacturing and healthcare.
The majority of night-workers are male, at 62%, and only 38% are women, and there are significantly more black night shift workers (18%) than white workers (11%).
TUC General Secretary Frances O’Grady said: “Whether it’s firefighters keeping watch, or drivers delivering packages across the country, we all depend on the UK’s army of night-workers.
“Night work can play havoc with family and social life, and have long-term health impacts. Many of the jobs are tough and often solitary.
“That’s why night workers deserve strong rights and protections at work, to make sure they can get on with the job safely and happily.”
The TUC recommends that:
Employers and unions should ensure that night-working is only introduced where necessary, and that no existing workers should be forced to work nights;
Shift patterns should be negotiated between unions and employers;
Workers should have some control over their rotas, so that they can ensure that their shifts suit them;
Workers should always have sufficient notice of their shift patterns so they can plan well in advance. Changes at short notice should be avoided;
Working night’s leads to extra costs and inconvenience for workers, especially around childcare. Night work wages should reflect this.
News & Blog
April 06,2018
UK's first Robotics Qualification will help Engineering, Manufacturing and Healthcare sectors
The new robotics course will prepare students for our ‘automated future’.
EAL, the UK’s leading specialist awarding organisation for engineering skills, has launched the UK’s first Certificate in Robotics and Automation, to help businesses meet the demands of Industry 4.0 and equip learner with the skills to install, operate and repaid complex robotic machinery.
David Morgan, EAL UK sales manager, said: “As a vocational Level 3 qualification, it’s aimed both at engineers at the beginning of their working lives and existing professionals who now need to acquire new skills. We have also pitched it at many small businesses that has an automated process and not just the larger organisations.”
The new qualification has been developed in partnership with Jaguar Land Rover, at a time when hands on experience of robotics is a must. Rita Davey, Skills Programme Manager at Land Rover, said: “We identified a skills gap around robotics and automation and needed a dedicated qualification to support engineers as robotics becomes a greater presence of UK industry.”
According to the British Automation and Robot Association, there are just 33 robots per 10,000 employees in the UK, versus 170 in Germany at present. With an estimated 1.4 million robots will be working in industry by 2019, and demand for qualified engineers able to work closely with the next generation of robotics is set to grow.
The qualification will also benefit the healthcare sector, and a wide range of other sectors that are using robotics, from retail to aircraft manufacturing and food processing.
Alison Parkes, chief operating officer of engineering skills organisation Semta, said: “Robotics engineers are involved in the manufacture of health and social care equipment such as hoists, beds and trollies, and as technology develops, will play an increasingly important role in healthcare systems in the future.
While there is no suggestion that healthcare workers will be replaced, it is recognised that engineers can help to alleviate the pressure on healthcare delivery by providing technology solutions that reduce errors, and improve the access and affordability of services.”
News & Blog
April 04,2018
April 2018 Employment Law Changes
Each year April is a busy time for companies and HR professionals as new and amended employment law takes effect. As the employment law is developing, here are the 5 key changes you can expect:
Gender Pay Gap
Employers in England, Wales and Scotland with 250 or more employees must publish a gender pay gap report on their website, and upload the results to the Government’s website. The deadline is 4th April 2018, and the report must stay on the website for at least three years.
The report will show information about the differences in pay between men and women in the workforce, based on a snapshot date of 5th April 2017, under the Equality Act 2010 Regulations 2017. Some organisations have included a narrative to add context to the numbers.
Minimum Pay Increase
From 1st April 2018, the National Living Wage increased, and failure to apply this correctly can lead to enforcement action. For workers aged 25 and over, their wage increases to £7.83. Other national minimum wage rates also increased, with workers aged 21-24 receiving £7.38, those 18-20 on £5.90 and workers under 18 getting £4.20.
Pension
Unless workers opt out of the new retirement savings plan, there will be increases from the current total minimum contribution of 2% of qualifying earnings take place on 6 April 2018, rising to 5%, and on 6 April 2019, reaching a total minimum amount of 8%.
For the average worker, it works out at £540 each year out of your salary that goes into the pension pot, and the company you work for also has to double their input, however some employees may decide they would rather have the money now than save it until their retirement.
Family related and statutory sick pay
From 1st April 2018, the weekly rate of statutory maternity, paternity, adoption and shared parental pay increases to £145.18, and from 6th April, the weekly rate of statutory sick pay increases to £92.05.
Taxation of termination payments
The important changes to the rules on taxation of termination payments come into play on 6th April 2018. Whether or not a payment in lieu of notice (PILON) is taxable has traditionally been dependent on the terms of the employee’s contract of employment.
Going forward, the distinction between contractual and non-contractual PILONs will be removed, ensuring that the first £30,000 of a termination payment remains exempt from income tax and that any payment paid to any employee that relates solely to the termination of employment continues to have an unlimited employee NICs exemption.
News & Blog
March 29,2018
Confidence High in M&E Sector
Manufacturing and engineering (M&E) influences infrastructure development, job creation and contribution to gross domestic product, therefore it is of great importance to the UK economy.
According to the Mechanical and Electrical Contractors Market Report - UK 2017-2021 Analysis report, the market for mechanical and electrical (M&E) contracting has increased by almost 25% since the 2012 low.
The market entered a period of sustained growth in 2013 driven by a buoyant new build market, with rising output in the office and infrastructure sectors in particular. This growth continued in 2016, with health and education output also supporting improvement, despite constrained public sector capital spending.
Factors supporting market growth include developments of higher specification, more complex products, changing legislation requiring specification of higher value products as well as greater use of controls and energy efficient products, continued strength in data centre construction and greater levels of outsourcing of M&E services.
Factors negatively impacting on the market include public sector budget constraints, uncertainty over the impacts of Brexit and greater use of off-site manufactured panels and modules.
A survey by the Building Engineering Business of building engineering services contractors across Great Britain found that optimism is running high with 85% expecting turnover to increase or remain the same in the next three months.
80% maintained or increased their turnover, however many of the respondents reported that their business costs had risen, with 65% reporting materials price rises and 50% facing labour cost increases.
ECA director Paul Reeve, and BESA commercial director Rob Driscoll, said: “These figures show that the engineering services sector overall is in a confident mood, even against a backdrop of commercial and political uncertainty and rising operational costs. However, the true effect of Carillion’s insolvency on the supply chain is yet to come through.”
News & Blog
March 28,2018
Integra People Apprentice Climbs Recruitment Ranks
As National recruitment consultancy Integra People enters into its 10th year of business, the organisation reflects on the excellent value placing apprentices in internal roles has brought to the company, expecting to build on this success and recruit further apprentices in the near future.
21 year old Sophie Guest, from Leigh, has established herself as a valuable recruitment resourcer at Integra People. She has just completed an NVQ Level 2 in Business and Administration, after two successful years and two promotions within the business.
“I am so pleased with my progression so far. I’ve already learnt a lot and the business has been very supportive about my goals and enthusiastic about my future. My managers have always been understanding when I need time away from my role in relation to my NVQ, and made me feel welcome from the start,” said Miss Guest.
In January 2016, Sophie joined the recruitment consultancy in Warrington aged 18 following her A-Levels, after pinpointing payroll and administration as an area she was interested in gaining knowledge about.
Starting out on apprenticeship wage as a payroll administrator, Sophie was promoted to full-time employee permanent status within just seven months.
Internal HR officer Greg Higgins said: “Sophie exceeded our expectations by demonstrating her adaptability and eagerness to learn, and she was doing the job just as well as her full-time paid colleagues, therefore it was a natural and deserved progression.”
At the end of 2017, Sophie was once again promoted, this time to recruitment resourcer, starting her brand new role in January 2018 within the construction division in the recruitment team.
“Sophie was becoming confident and competent at dealing with customers, and had an excellent compliancy record. These qualities were transferrable and key to performing under the higher pressure role of resourcer,” said Mr Higgins.
The organisation has a steady history of employing apprentices - most impressively the successful journey of Marketing Manager Ben Murray, who started out in the company as an apprentice in 2013 - and it is an initiative they feel gives something back to the community.
David Lewis, Managing Director at Integra People, said: “As a recruitment agency, our number one passion and priority is providing work for skilled, local people. Internal progression and training is something that we take seriously, and give all hard working staff the opportunities to learn and develop.
The apprenticeship programme we use has allowed for fresh new talent to enter the workplace, benefitting from real-world experiences which academic study alone cannot provide. The skills that Sophie has picked up not only benefit her but the whole organisation.”
