Five tips for working parents from a work-at-home mum
Let’s face it, trying to fit work around your family isn’t easy…If you’re a working parent, you’ll no doubt know the struggles that come with balancing a career and kids. To help you find the balance, our company sister Reed.co.uk teamed up with expert blogger and work-at-home mum of four, Leyla Preston, and asked her to share her top tips for working parents.Embrace the dance between flexibility and routineFinding harmony between flexibility and a well-structured day can feel challenging at the best of times. But over 14 years, I’ve learned to work with my children’s needs while keeping a steady beat with my work tasks – not the other way around. This means waking before the kids for an hour of focused work,as well as syncing my most demanding work tasks with my youngest’s nap times.It’s not easy and you won’t be able to perform both to the best of your ability if you’re managing both work and childcare at the same time. But, if that’s your situation, you have to do the best you can with what you have to do. Carve out an office Find a place in the corner of your house that you can designate as your ‘office space’.There’s a good chance you’ll often be on the move with your laptop (because of traveling with the kids). But it’s important your brain becomes accustomed to a place in the house that’s purely for switching gears into ‘work mode’. For me, it’s now at the end of the dining room, overlooking the lounge. That way I can keep an eye on the kids, and work at the same time. Master the art of prioritization so you can be productiveThe Eisenhower Matrix isn’t just a tool – it transforms overwhelming to-do lists into actionable and consumable tasks. Work out which of your tasks are urgent and prioritize those. And the tasks that aren’t urgent or important? Delete. Try and stick to five tasks a day for work, prioritized in order of importance and urgency. Whatever can’t be done, gets rolled over to tomorrow.You may think, ‘I can’t do that!’, but if you’re overwhelmed, overstimulated, and overworked, you won’t be completing any task, let alone the ones you tried to cram into an already sardined day. Self-care is vital Your mental health and physical health demand relaxation and rejuvenation, and when you’re stressed, you tend to overlook this very important part of your day. It could be five minutes of drinking tea in peace, going for a walk, or doing 30 minutes of exercise (my number one therapy). Whatever it is, build it into your routine, so you keep your sanity and manage the chaos around your work-from-home life.Remember, you’re no good to anyone if your mental and physical health is compromised.Find your tribe (and don’t be afraid to ask for – and provide – help)They say it takes a village to raise a child, and I’ve found it also takes one to nurture a dream. Building a network of fellow warriors — parents who understand the juggle, professionals who share the hustle, and family and friends who know your soul — creates a tapestry of support that can catch us when we fall and propel us forward.Don’t be afraid to ask for help if you’re struggling and pay it forward when others need help. You’ll never know when that one person you helped will return and pay it back in dividends.Looking for a role you can fit around your family commitments? View all available jobs now.
Hiring fraud: how to safeguard your organisation
To combat the rising tide of hiring fraud, Reed Screening recently joined forces with the Better Hiring Institute and fraud prevention experts Cifas and ST Smith, to launch guidance for employers. This free, comprehensive eBook is now available to download and provides the latest insight into the gravity and scale of threat facing organisations today.Complete with case studies highlighting common criminal activity, such as resume fraud and employment scams, the guidance offers solutions to counter these tech-based crimes, helping to protect your recruitment teams from falling victim to imposters and impersonators.We spoke to Keith Rosser, Director of Group Risk & Reed Screening – Reed, about the new guide, Tackling hiring fraud: the response to a growing problem.Q: How worried should employers be about hiring fraud – what are the worst-case scenarios?A: Employers should be very worried about hiring fraud. At Reed Screening, we have made huge progress over the last few years in making hiring faster globally, including being referenced by UK government for our work on digital right to work. However, with the development of technology and improvements in the speed of hiring, we have seen an acceleration and amplification of fraud.The worst-case scenario could be hiring a bad actor who defrauds the company for significant amounts of money leading to job layoffs and even worse. It could be organised criminal groups putting someone inside an organisation from where they can do significant harm through data theft or financial fraud.Q: Are some organisations more at risk than others?A: The risks are different. Financial institutions are clearly big targets for organised crime or even individual bad actors. But hiring fraud includes sex offenders getting work with the vulnerable through new ways of changing identity. Hiring fraud also includes unqualified people getting into roles by falsifying their claims on CVs, such as unqualified nurses let loose on wards.Digital right to work has changed the way illegal working presents itself, meaning all companies are exposed to hiring fraud that involves illegal working.Q: Are there statistics that illustrate the impact of hiring fraud, compared with pre-AI times?A: Stats from Cifas’ Fraudscape 23 report include:An 84% rise in false identitiesDeepfake videos increasing at an annual rate of 900%10% of UK adults have lied about their degree qualification within a 12-month period, compared with 8% in 2021A study by Forbes in 2023 also found that 70% of workers lie on their CV.Q: The new guidance lists fraud across many areas. Can you highlight a few of the most effective tools and practices to detect/prevent them?A: The two current greatest threats to employers are arguably ‘reference houses’ and artificial intelligence (AI). Reference houses are sophisticated, organised attempts at helping people deceive the hiring process. Over 100 reference houses were identified in 2023 alone. AI is already being abused by some jobseekers to fool interview processes or identity systems through deep fakes. For both it is essential employers have access to known databases of reference houses, use referencing providers with built-in technology to identify reference houses.At Reed Screening, we typically flag a few reference houses a month using technology. With regards to AI, employers need to decide what their position is on its use by applicants. The most sensible approach is to allow it, as studies have shown its value in attracting Gen Z workers – but be sure to provide information and rules on how to use it correctly when hiring.Reed Screening spoke alongside Lord Holmes, academics, legal professionals, and industry at a recent parliamentary briefing on AI in hiring, and we are soon to co-launch the first set of industry best practice on the subject.Q: Of the different types of hiring fraud, which do you feel presents the biggest challenge for organisations?A: While a number of areas such as the changing nature of immigration fraud, reference houses, and employment scams are rapidly on the rise and posing important questions to business, the single biggest issue is going to be the misuse of AI in hiring. It is already here with industry studies suggested seven-in-10 job applicants have already used AI in some way during their job search.AI has a lot of exciting benefits and will create a lot of positive opportunities, but it can be misused too. How will companies in future ensure they are hiring the right people when ChatGPT can be employed with competency-based applications and interviews? AI-powered services are already in place tailoring en masse whatever jobseekers put on their CV to meet the requirements of multiple jobs, and deepfakes and associated technology are developing at a fast rate to impersonate people, driving identity fraud and fooling employers.We are in the foothills about to start the climb, but the pace of change will be like nothing we have seen before. The only comparison I can draw would be the dawn of the internet. AI will be that impactful on hiring.Q: How might overstretched businesses cope with the costs of implementing/updating safeguarding measures?A: The challenge for employers is that hiring fraud and available technology to combat it are continuously evolving. Outsourcing is not only the easiest way to remedy this, it is usually the most cost-effective solution too. With many screening companies operating now owned by global firms, never has it been more important to choose the right specialist developing the future policy, legislation, and systems needed to respond.Q: What action should organisations take if they suspect fraudulent hiring activity?A: The free guide, spearheaded by the Better Hiring Institute, ‘Tackling hiring fraud: the response to a growing problem’, and co-written by Reed Screening and Cifas, contains a useful checklist for human resources directors and chief people officers to ensure their organisation has all the right defences in place. In terms of reporting issues, it depends on the type and nature of the fraud. If the fraud has been perpetrated by a recruitment agency or job board, this can be reported to the Employment Agency Standards Inspectorate to deal with non-compliant recruitment agencies.Depending on the severity of the fraud, organisations may well also need to inform insurers, external auditors, and the police. Where an organisation identifies an individual applicant who has committed hiring fraud, in most cases this person will be rejected from the role on the grounds of dishonesty.Q: How else can Reed Screening help employers?A: Reed Screening is redefining employment screening. Having worked with the UK Home Office to develop digital right to work, we have since worked with various UK government departments to develop ways of making hiring the faster. Our work in parliament has led to a range of changes and will continue to do so. All of that means Reed Screening can advise hirers on what the future holds, not just on what current legislation says.As a UK-based, 24-7, family-owned business, we lead on UK employment screening while also having the capability to conduct screening globally. We have recently built brand-new technology platforms with a real focus on speed and candidate journey. As one of the biggest hiring organisations in the UK, we understand the importance of hiring quickly and efficiently with a strong candidate focus.Our various roles across industry and UK government mean we are setting the new standards for hiring including national hiring frameworks, setting the standard on hiring fraud, and setting the direction on AI in hiring. Reed Screening also chairs the Criminal Records Trade Body as well as running the largest series of free webinars for employers on all aspects of screening and onboarding.Download the free guide now: Tackling hiring fraud: the response to a growing problem.
Tackling hiring fraud guidance – free download
Hiring fraud is an insidious practice that undermines trust and poses significant financial and reputational risks for businesses. As employers strive to find the right talent, they must remain vigilant against fraudulent activities that can tarnish their operations and brand integrity.Hiring fraud manifests in various forms, from falsified credentials and fabricated work histories to identity theft and impersonation. These tactics often deceive even the most astute recruiters, leading to the unwitting employment of unqualified or dishonest individuals. The consequences can be dire, ranging from decreased productivity and morale to legal liabilities and damage to company reputation.Detecting fraudulent applications has become increasingly challenging. However, employers can use several strategies to safeguard their recruitment processes.Most recently, Reed has contributed to the first guidance of its kind to help organisations protect their recruitment practices. ‘Tackling hiring fraud: the response to a growing problem’ serves as a frontline tool in the battle against fraudulent hiring activity.Steps to a secure hiring processThe guide, fronted by the Better Hiring Institute, identifies nine types of fraudulent activity: reference fraud, qualification fraud, fake application documents, CV-based fraud, employment scams, manipulation of artificial intelligence, dual employment, immigration fraud and fraud as a result of recruitment agency usage. Each is addressed in detail with case studies and expert guidance on prevention.As a rule, thorough background checks are indispensable. Employers should verify the authenticity of educational qualifications, professional certifications, and employment histories provided by candidates. Utilising reputable background screening services, such as Reed Screening, can help uncover discrepancies and ensure that prospective hires possess the credentials they claim.Identity verification measures are essential. Adopting biometric authentication or identity verification technologies will help, reducing the likelihood of impersonation and identity theft.Stringent interview processes can also serve as a deterrent against fraudulent candidates. Conducting multiple rounds of interviews, including in-person assessments, and soliciting detailed responses can identify genuine candidates from impostors.Technology can automate and streamline recruitment processes. Candidate tracking systems equipped with fraud detection algorithms can flag irregularities in applications, adding a further layer of protection.It can also help to raise awareness of hiring fraud with your employees – encouraging them to report suspicious activities and provide avenues for whistleblowing. Providing guidance on how to spot red flags can have a ripple effect, protecting both the business and employees from falling victim to fraud in their career.Protect your business with our hiring fraud guidance – free downloadTechnology has enabled criminals to take advantage of traditional recruitment processes, and organisations must adapt if they are to avoid CV fraud, employment scams, manipulation of AI tools and many more tactics.Reed Screening, together with Better Hiring Institute and other partners, have defined hiring fraud as any fraud committed during the hiring process, which may be committed by an individual against an organisation, or by an entity against a jobseeker.This comprehensive guide, ‘Tackling hiring fraud: the response to a growing problem’, identifies how employers can protect their organisations, using expert advice on how to prevent the most common criminal activity."Employers should be very worried about hiring fraud. At Reed Screening, we have made huge progress over the last few years in making hiring faster globally, including being referenced by UK government for our work on digital right to work. However, with the development of technology and improvements in the speed of hiring, we have seen an acceleration and amplification of fraud."Keith RosserDirector of Group Risk & Reed Screening – ReedThe new Better Hiring Institute free guide on tackling hiring fraud, co-written by Reed Screening and Cifas, contains a really useful checklist for HRDs (human resources directors) and CPOs (chief people officers) to use to ensure the company they represent has all the right defences in place.Download our free hiring fraud guidance to help safeguard your organisation using the button at the top of this page.
A supportive place to work: the impact of positive affirmations
Maintaining a positive working environment is essential for both employee well-being and productivity.A report released in 2020 by KPMG showed that 75% of senior women interviewed had personally experienced imposter syndrome at certain points in their careers. That's why it’s vital that leaders do what they can to help their team members feel more confident and empowered in their jobs.In contrast to this, positive affirmations have the potential to improve self-esteem and resilience among employees, uplift spirits, and enhance motivation – counterbalancing imposter syndrome and helping to establish a positive work environment.What are affirmations?Affirmations, also referred to as positive affirmations, are phrases that, when repeated regularly, can change negative thoughts and behavior patterns. They are often used as a technique for self-improvement, but their benefits extend beyond individual growth to impact group dynamics and organizational culture. By repeating affirmations regularly, individuals can rewire their thought patterns, boost self-confidence, and cultivate a more optimistic outlook on life.As a manager, implementing daily affirmations can go a long way to helping team members stay positive and achieve their goals – in both their professional and personal lives. They can be used in a number of ways, you might write one in a Teams chat to one of your team members, or maybe you want to praise them face to face in a meeting.They may be displayed around the office as artwork, or even on a desktop when your team members log on to their computers. Wherever they are, they promote feelings of togetherness, give inspiration and encourage camaraderie.What are some examples of positive affirmations for your workforce?Try using affirmations similar to the ones below throughout your day. You may start to notice your team feeling more positive and motivated.You are capable of handling any task that comes your wayYou are a valuable asset to the teamYou are deserving of all the success that comes your wayYou’ve got thisTrust in your abilities and stay confidentI believe in youYou consistently achieve high standards of workThe power of positivityIn a professional setting, maintaining a positive atmosphere is crucial for employee morale, engagement, and ultimately, productivity. When employees feel valued and are optimistic about their work environment, they are more likely to perform at their best and contribute to the wider goals of the business.Positive affirmations can make a difference in the workplace by:Increasing motivation: they can serve as powerful motivators, inspiring employees to set and achieve goals, overcome obstacles, and strive for excellence in their work.Enhancing resilience: in the face of challenges and setbacks, employees who regularly practice positive affirmations can better equip themselves to maintain a resilient mindset. This allows them to bounce back from adversity and approach challenges with a more constructive attitude.Improving confidence: confidence is key to success at work. Affirmations help employees build self-confidence and self-belief, enabling them to take on new responsibilities, tackle difficult tasks, and assert themselves in professional settings.Strengthening relationships: they promote a culture of appreciation and support, helping to create stronger relationships among team members and enhancing collaboration and communication across the business.Integrating positive affirmations to support your employeesPeople are known to overanalyze themselves. Employers can take proactive steps to incorporate positive affirmations into their managerial routines to support their staff. Here are some strategies you could consider:Provide training and resourcesOffer workshops or training sessions to educate employees on the power of positive affirmations and how to incorporate them into their daily routines to help them counteract negative self-talk and build self-confidence.Some individuals may benefit from more formal training, including leadership, communication, and coaching skills.Lead by exampleManagers and leaders should model positive behavior by considering the use of affirmations themselves before encouraging their teams to do the same. A supportive and optimistic leadership style sets the tone for the entire organization, giving some employees the inspiration they need to succeed.Incorporate affirmations into meetingsStart meetings with a positive affirmation or encourage team members to share affirmations that resonate with them. It is also worth considering incorporating affirmations into company-wide communications, newsletters, or internal messaging platforms.Affirmations should solely focus on celebrating achievements and strengths – and are a great way to show how much you value team members.Create a positive work environmentAn atmosphere of appreciation and recognition can make employees feel valued and respected. Be sure to celebrate achievements, acknowledge contributions, and provide constructive feedback to reinforce positive behavior and a spirit of togetherness.Encourage employees to embrace their achievements and if need be, write them down. That way, when it comes to feeling a sense of doubt, all the proof is recorded.Encourage self-care practicesEmphasize the importance of self-care and well-being by encouraging employees to take breaks, practice mindfulness, and engage in activities that promote mental and emotional health.Where possible, task employees with practicing affirmations to boost their confidence. These affirmations should focus on their strengths, abilities, and potential. Positive affirmations have the power to transform the workplace by helping nurture employees and their optimism, resilience, and productivity.Ultimately, investing in the well-being and positivity of employees is beneficial for both the individuals who need that extra layer of support and care and also for the overall success and sustainability of the organization.In the workplace, if there’s a toxic work environment, affirmations alone will not address the root cause of the issue. This is why it’s important for managers to create an inclusive environment, with equality, diversity, inclusion, and belonging at the forefront of the culture.Need help filling your vacancy, or finding a suitable role for you? Our specialist recruiters can help. Contact your nearest Reed office now.
Logistics CV Template
Build the perfect Logistics, Transportation, and Supply Chain CV with our free template[Full Name][Home address][Contact Number] • [Email Address]Personal StatementThis section is your opportunity to summarise the rest of the CV and convince the recruiter to get in touch. It is important to keep it brief, between 50-200 words, and outline who you are, the skills you have to offer, and your career aim.Steer clear of generic comments such as “I work well in a team and also on my own”. Instead, add specifics that are relevant to your area of expertise (e.g. Category Management, Stakeholder Engagement, and Negotiation).Your final sentence should be a genuine indication of what you are looking for in your next career move. This sentence will help to ensure that you are receiving calls about the right roles which are of real interest to you.I have gained valuable experience in [area of expertise] at [organization name], and have a particular wealth of experience and skills in [specific area]. I graduated in [year] from [university name] with a [degree class] degree in [subject], and am now a [industry] professional.I am looking for a [position you are looking for] opportunity within an [business type/industry] organization, where I can add real value, and which can offer me ongoing progression.EducationThis is your chance to talk about your qualifications, academic and vocational. You should give detail about what you studied, where, and when, and list them in chronological order. If you have many of one qualification, such as GCSEs you might find it useful to group them together.Courses:[Name of Course], [Course Location][Date M/Y – Date M/Y][X type of membership][Relevant seminars/one-day courses]Qualifications:[University Name], [Location][Date M/Y – Date M/Y][Degree type and honors (info on dissertation if relevant)][College/School Name][Date M/Y– Date M/Y]A-levels:[Subject] – [grade][Subject] – [grade][Subject] – [grade]GCSEs:[Number] GCSEs, grades [range], including Maths and EnglishSkillsList any computer skills and systems you have used e.g. MRP. SAP and Excel. For MS packages it’s worth putting your competence level e.g. Intermediate or Advanced.Employment HistoryThis should be brief and, as a general rule of thumb, focus on the last 10 years of your career, or last three roles, in chronological order with the most recent at the top. You should highlight your key achievements and use bullet points rather than lengthy descriptions.[Job Title], [Company Name] [Location][Date M/Y- Date M/Y][A bit about what they do and their turnover e.g. A bespoke manufacturer of electronic components with a turnover of £10 million]Responsibilities:Brief role overviewA breakdown of the products, services, categories that you buy and your spendDetails of any supervisory/management experience you haveMention any systems or tools (e.g. SAP, Kanban, Lean)Implemented [change] which resulted in [benefit]Key achievements:I saved [£X amount] on [service]I renegotiated a contract on [subject] worth [£X amount] and saved [X%] for my companyI implemented [change] which resulted in [benefit]I received an [award name] for [reason]InterestsThis section is not essential to include, but you may wish to have it, depending on the role you are applying for. It could be an opportunity to show a little more of your personality. However, be warned this can be very subjective, ensure anything listed here reinforces your application, and the idea that you’ll be the right fit for the role. If you don’t have any real relatable hobbies, it is probably best to omit this section.ReferencesReferences are available upon request.Download our full procurement & supply chain CV templateAccess the cv template here.
Supporting pregnant employees: top tips for employers
As an employer, supporting pregnant employees goes beyond legal obligations - it’s a moral duty.And by doing so, you contribute to fostering an inclusive company culture where everyone feels valued and respected. While compliance with pregnancy discrimination laws is essential, in this article, we explore the extra steps you can take to ensure pregnant workers feel included, valued, supported, and safe at work.Provide managers with effective trainingHow supported employees feel largely comes down to their relationship with their direct manager, therefore it’s essential that all managers are trained effectively with best practice advice on how to support pregnant employees. All employees should feel able to approach their manager about their pregnancy and discuss their needs without feeling judged. Managers should understand the potential symptoms pregnant employees may have and the kinds of needs that may arise throughout the pregnancy, however, these are highly individual so ensure managers discuss symptoms and needs directly with employees.Supporting your team members through their pregnancy requires a level of emotional support as well as practical, and managers need to be trained on how to deal with sensitive situations, such as a miscarriage. In a survey conducted by pregnancy research charity Tommy’s, 67% felt their manager did want to support them during a miscarriage, stillbirth, or losing their baby shortly after birth, but 69% said they did not actually know what to do to provide that support. This is why it’s so important to provide managers with training in these situations.Accommodate employees’ needsYou should provide reasonable accommodations during pregnancy, such as ergonomic adjustments, flexible working hours, accessible facilities, and time off for doctor/antenatal appointments.Some needs can be established during an initial workplace risk assessment as soon as your employee tells you they are pregnant. This assessment would cover whether changes are needed to chairs, desks, and screens, as well as potential health and safety risks in the workplace. However, these should be regularly reviewed as needs may change throughout the pregnancy.Allow pregnant employees to adjust their work hours to accommodate antenatal appointments, fatigue, or other pregnancy-related needs. You could also consider staggered start and end times, compressed workweeks, or part-time schedules if needed. You should also be flexible with breaks, allowing additional breaks for rest, hydration, and bathroom visits.It may also be helpful to offer remote work, particularly in the later stages of pregnancy, as remote work reduces commuting stress and provides a more comfortable environment for the employee.The most important thing is that managers listen to the needs of their pregnant workers, try their best to accommodate them, and review arrangements regularly to ensure they are still effective and required.Be reasonable with uniform/dress policiesUniform/dress policies are often put in place to create a sense of unity, collaboration, and teamwork, and promote an inclusive culture. But they can be exclusive if they fail to accommodate the needs of pregnant workers, and beyond that, may be discriminatory.Employers should ensure that dress codes meet health and safety requirements, particularly for pregnant workers, but should be flexible enough to accommodate changes that may need to be made during the pregnancy. For example, being able to wear comfortable trainers may help with swelling and be more comfortable, as well as loose-fitting clothing.It is also important that dress codes don’t require pregnant workers to have to pay a lot of money for maternity work clothes, and if there is a required uniform, employers should provide a maternity version.Conduct regular mental wellbeing check-insStaggeringly, one in five women have mental health problems in pregnancy or after birth – depression and anxiety being the most prevalent. While work, in general, does not increase the risks of pregnancy complications, stressful work does increase the risks of miscarriage, preterm labor, preterm birth, low birth weight, and preeclampsia. This is why it’s imperative that employers regularly check in with employees to ensure they are managing workloads, stress, and mental wellbeing.Schedule extra one-to-ones to check how your employee’s doing, and to see whether they need any adjustments or extra support. Some women may be happy to take on extra responsibility while pregnant, whereas others would prefer to adjust or rebalance their workload to help manage their stress levels. Work-related stress could lead to employees being signed off work, therefore it’s in your best interest to be accommodating.Remember, supporting pregnant employees isn’t just a legal obligation - it’s a moral imperative that contributes to a healthier, more compassionate workplace.If you are looking for a talented employee to cover maternity leave, or seeking a permanent employee to join your team, get in touch with one of our specialist consultants today.