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Collaborative & Consultative Recruitment
ALLEN & YORK have a unique blend of recruitment skills and technical knowledge. Every consultant is an expert in their field and has an extensive specialist network.
Our consultative approach ensures a fully informed and dedicated recruitment service, tailored to each business and recruitment assignment.
We are dedicated to making a positive difference to the sustainable global economy, by continuing to deliver excellent specialist recruitment services across our markets.
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Latest News
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Who Dares Wins - Q1 2019
As we move into increasingly uncertainly social and economic times, I am often asked a simple question along the lines of: “How has Brexit affected the recruitment market in the sector?” The answer is, clearly, as complex as the issue itself and has interesting implications for both employers and job seekers. Since I started recruiting into the Environmental sphere in 2014, the market has been dominated by a pattern of high demand, and a relatively low supply of qualified candidates. This always meant that engineers, scientists and consultants that found themselves looking for a new role, either by choice or external factors, have in the main been met with a strong jobs market to explore either actively or passively. In the 18 months after the referendum, we saw little let up in the demand to grow the consultancy teams across the country. In Q4 of 2018 and so far, in 2019, candidates have started to hunker down, citing uncertain market conditions and economic factors. The general trend is fearing a downturn after the EU withdrawal period and not wanting to be the “last in and first out”. This means a candidate short market will be further starved of the talent pool it desperately needs to deliver, on existing and upcoming projects. However, this presents an interesting market for those bold enough to take a perceived ‘risk’ at this time. Candidate short markets hand the power directly to the job seeker, rather than the employer. This has been proven by an average 9% salary rise gained by the candidates we placed last year, followed by more focus on flexible working, progression and CPD. In short, market conditions, compounded by a further drop in candidate availability, means that those willing to review their options could be in a stronger position than ever. Projects like HS2, the Heathrow expansion, and government investment in house building means that there are teams that are still flying during uncertain times. Allen & York are working with some of the UK’s top ground engineering teams. I would love to chat with you to see what options we may have for you to review. Who Dares Wins. CONTACT: Tom Herbert Recruitment Consultant - Environment T: 01202 888986, ext: 270 E: therbert@allen-york.com
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Women in Planning - is diversity an issue?
In short, yes, there are still steps to take on this hot topic. Planning Resource website has published an article on the firms with the highest proportion of female planners following a speech made by Royal Town Planning Institute chief executive Victoria Hills about diversity. "From a planning perspective, it’s really rather simple," she said. "It’s about being representative of the communities we represent." As action speaks louder than words, the institute has now launched a "vision statement" and action plan to be developed next year, to represent society at large. They issued a statement which promised to "…act inclusively, treat everyone fairly, and seek to provide a culture which delivers the best outcomes for the diverse society in which and for whom we work". The 2018 Planning Consultancy Survey revealed variable results regarding female planners employed by leading firms, with the average across all firms being 38 per cent and just 19 per cent at the vast majority of firms being director level. Which means there is still a long way to go for complete parity. Which is “…pretty shocking," according to Charlotte Morphet, co-founder of Women in Planning, the network that champions for gender equality in the planning industry. Only three firms reported a proportion of female planners’ equivalent to 50 per cent or more; Atkins (55 per cent), CBRE (51 per cent) and Arup (50 per cent). Alison Tero, senior director in CBRE’s planning team, stated “It’s about working with the best talent, irrespective of gender." CBRE and Atkins both use initiatives such as "unconscious bias" training to recruit the best talent. Using policies put in place to assist women to stay in post throughout their career, e.g. their enhanced maternity and paternity leave, and having a women’s development programme which offers training in "personal branding" and professional network building to empower women to go for promotions and drive for bigger projects are also initiatives undertaken by CBRE and Atkins respectively. Richard De Cani, head of planning for UK, the Middle East and Africa at Arup, thinks company culture and career pathing plays a big part in attracting a diverse mix of employees too. Flexible working and opportunities for people to move around the business helping this issue too. We agree with Women in Planning and the RTPI that more must be done to encourage the best talents into the profession and use our tried and tested search methodology to ensure we’re finding the right skills for the roles available - regardless of background, gender, age or disability. See the original article here: https://www.planningresource.co.uk/article/1519916/firms-highest-proportion-female-planners
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2019 Planning Salary Survey
The Allen & York team are constantly connected to the planning and surveying markets and able to offer relevant information ahead of the curve, as such, we’ve developed a Salary Survey specifically for the Planning sector. With market trends for employment, sector insights and salary benchmarking for Town & Transport Planners, the survey brings together information using data from our active candidate and client database (over 250,000 records), alongside a cross section of industry job boards and planning sector sources. If you are a client looking to source the best talent in the market or a candidate looking to see what salary you could command, this is the survey for you. To request your copy, please email: scooney@allen-york.com
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Technology Skills Required for International Development Talent
Digital technology; the use of mobile phones, using social media information for monitoring and evaluation, new software and apps being used in the global health sector, are requiring professionals working across International Development to get techy! International development professionals increasingly need to know how to work with new digital technologies and stay abreast of new software. It might be that you don’t use it every day, but just understanding how technology can be applied to your area of expertise is a good start. Mobile phones have rapidly become one of the most significant tools for data collection within global development programmes and technology is always moving forward. It helps to have some skills and knowledge of the applications being used and can give you a competitive edge, in what is a pretty competitive jobs market. ‘Digital health’ is being flagged as a future technology specialism, with programmers working with health professionals to deliver new digital solutions. It doesn’t mean that everyone needs to know how to write code, but having some understanding of how applications work, would be an advantage. Also, the emergence of new data applications, some of which are free, are enhancing the toolkit of monitoring and evaluation professionals; STATA and SPSS are well worth investigating. To find out more about technological development read this article ‘Keeping up with global development: Skills in demand’, on Devex.com And, if you're looking for a career move or to recruit within the International Development sector, please contact Vildan King at ALLEN & YORK for an initial conversation 01202 888 986 See all international development jobs
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Growing Demand for CDM Consultants
Since the new CDM regulations were introduced in 2015 we have seen a consistent recruitment demand for CDM advisors and consultants to work across the construction, property development and infrastructure sectors. CDM 2015 scrapped the role of CDM coordinator and replaced it with the Principal Designer. The new legislation also created greater accountability on the main client to have the overall responsibility for CDM planning and broadened the definition of a ‘client’ to include any organisation or individual overseeing any kind of construction project. The combination of these factors has arguably muddied the waters, as to who is responsible for what, and increased the work load. Consequently, this has led to a growth in CDM consultancy services and an increased demand for CDM recruitment. Over the last 3 years we have seen fast growing specialist CDM consultancies being established across the UK, as well as the expansion of existing teams within larger multidisciplinary consultancies. CDM advisors and consultants will work on a range of projects, with a number of design teams, which makes the role diverse and challenging. They are expected to have extensive experience of the CDM 2007 & 2015 regulations, be NEBOSH qualified (at minimum) and preferably hold a professional qualification in construction. This is a specialist health and safety career path which demands a particular range of qualifications, and on the whole, this has not been taken on by the Principal Designer. We are currently working with a number of clients who are looking for CDM professionals. If you are looking for a new job or to recruit across CDM, please contact David Ward at ALLEN & YORK 01202 888 986 See all health and safety jobs
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Plans Submitted for Stonehenge Road Tunnel
Highways England has applied, this month to the planning inspectorate for a development consent order (DCO) to build a dual carriageway road tunnel across Salisbury Plain, next to Stonehenge. Highways England propose upgrading the existing road to a dual carriageway and putting the section closest to Stonehenge, within a 1.8-mile tunnel. This would increase the traffic flow, making accessibility to the county easier, it argues. The agency said a new road tunnel will "help unlock economic growth in the South West by improving journey reliability, increasing safety and improving connectivity with neighbouring regions, while protecting and enhancing the environment" (source: Planning Resource) However, conservation groups have raised concerns that the plan, which is supposed to remove the sound and sight of traffic, will actually create a new route for traffic which is on the surface and close to the stones, and would like to see the plans re-evaluated, if not stopped altogether. The Stonehenge Alliance which includes archaeologists and environmental campaigners, called the plan an “international scandal” and said the new road would be “gouged” through the chalk; “However well-designed, the devastating impact of this road engineering would destroy archaeology and deeply scar this iconic landscape and its setting forever." Friends of the Earth, have said about the £1.6bn project, that; “Instead of building another road that increases traffic, money for the road scheme could be invested in a region that is crying out for significant investment in its bus and rail network to increase accessibility, improve air quality and boost sustainable tourism.” PINS has until Friday 16 November 2018 to decide whether to accept the application for examination. If accepted and the planning is consented, construction could start in 2021. If you are looking for planning jobs or to recruit into your planning team, please contact Spencer Cooney at ALLEN & YORK 01202 888 986 See all planning jobs
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Energy Efficiency A Success Story
Everyone moaned when the EU introduced new energy regulations e.g. energy ratings on appliances and more efficient light bulbs, but when it started saving us money on our electricity bills and saving the planet at the same time, maybe it wasn’t such a bad idea after all. Dr Nick Eyre from Oxford University, and Director of the newly launched Centre for Research into Energy Demand Solutions, recently commented that without energy efficiency, energy costs would be three times higher than in 1970, carbon emissions would have doubled, and energy imports would have gone up seven times (source: Energy in Buildings & Industry magazine Oct 2018 issue). Despite the fact that we now have more appliances in our homes than 30 years ago, in the form of TVs, tablets, phones and a plethora of kitchen gadgets, we are actually consuming less energy. The first compulsory labelling for household appliances was introduced by the EU in 1995 and was followed by the 2009 Ecodesign directive which set out minimum performance standards and removed the least efficient models from the market altogether. What was, at first a headache for the manufacturers, is now a commercial advantage. Providing a selling point for new energy efficiency appliances. So much so, that the rating system is being suggested for mandatory eco-labelling of food which could be popular with farmers who want to make more energy efficiencies and lower emissions. In Europe, incandescent light bulbs were taken off the market in 2009, and halogen bubs were banned in the UK earlier this month, which means that all new light bulbs will be LED bulbs. Replacing incandescent light with LED light, gives you an 80 percent reduction in energy, so expect to make even greater savings on your bills in coming years! If you are looking to for a new job within the energy market, or to recruit into your team, please contact Kris Kobi at ALLEN & YORK. Kris works across energy efficiency markets and can advise on current job opportunities and our recruitment services. See all energy jobs
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Ørsted Open Up US Offshore Wind Market
Danish renewable energy giant Ørsted has acquired leading US offshore wind company Deepwater Wind for $510million USD, in a ground-breaking deal announced earlier this month. The two companies’ will be merged into new company called Ørsted US Offshore Wind and will represent the leading offshore wind platform, with the most comprehensive geographic coverage and the largest pipeline of development capacity in the US. Considering the first offshore wind farm in the US was completed in only 2 years ago in 2016, this is a huge step for the US renewable energy market. After closing the transaction, the name of the new organisation will be Ørsted US Offshore Wind will be able to deliver clean energy to the seven states on the US East Coast that have already committed to build a total of more than 10GW of offshore wind capacity by 2030. Jeffrey Grybowski, CEO of Deepwater Wind, says: “Ørsted is one of the world’s great clean energy companies and real pioneers in the offshore wind sector. We could not be more pleased with this combination, which will bring together two great teams to realize an enormous clean energy resource for coastal populations in the US.” (source globalnewswire) The transaction is subject to clearance by the US competition authorities and is expected to close by end of 2018. If you are looking to for a new job within the energy market, or to recruit into your team, please contact Rich Hawkesford at ALLEN & YORK. Rich works across renewable energy, and the mixed energy markets and can advise you on current opportunities / our services. See all energy jobs
