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<p>Impellam Group is one of two companies globally named a Leader in the Everest Group PEAK Matrix&reg; for Contingent Workforce Management (CWM) and Services Procurement/Statement of Work (SOW) as well as UK IT Contingent Talent and Strategic Solutions PEAK Matrix&reg; with our brands.</p>

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<p><img src="https://cdn.sourceflow.co.uk/0pmi3sdz3yz7ngln787dad40rfxa" alt="" width="400" height="225"></p>
<p>The airline first took to the skies in 1984. Flying out of London Gatwick sending red into a world of grey and creating the best experience possible for travelling customers. Since then, they have become Britain's second largest aircraft carrier, seamlessly connecting customers to over <strong>32 locations</strong> across <strong>five continents </strong>including North America, the Caribbean, Europe, the United Kingdom, Africa, Asia, the Middle East and the Maldives.</p>
<p>We discovered <strong>Virgin Atlantic</strong> were experiencing engineering talent shortages and stepped in to work with them in delivering an extensive programme to identify the next generation of Aeronautical Engineers from universities across the UK with our<a href="https://www.impellam.com/customer-solutions/recruit-train-deploy"> <strong>Recruit, Train, Deploy</strong></a> solution.</p>
<p>Impellam has maintained a long-standing relationship with <strong>Virgin Atlantic.</strong></p>

Impellam is now aiming to place  50% to 60% of UK aeronautical engineering graduates through its Recruit, Train, Deploy solution.

Creating a pipeline of high quality candidates

Developing skilled engineers

Enhancing diversity

Strengthening operations

Bridging the skills gap

<h2>The Challenge</h2>
<p>The aviation industry has faced immense challenges in recent years. From the impact of the pandemic to a shrinking talent pool due to political volatility and retiring engineers, the available skilled talent was reduced. &nbsp;There was a significant skills gap created, and with growing pressure, the demand for engineers to maintain aircrafts increased as travel resumed. &nbsp;</p>
<p>Impellam always take a customer-centric approach to resourcing talent, and that proved particularly significant when tackling <strong>Virgin Atlantic&rsquo;s</strong> severe engineering shortfall.&nbsp;</p>
<p>Working closely with <strong>Virgin Atlantic</strong>, Impellam established that the traditional apprenticeship pathway was insufficient in meeting long-term needs.&nbsp;</p>
<p>&nbsp;</p>
<p><iframe title="CaseStudy-VirginAtlantic-RecruitTrainDeploy" src="https://player.vimeo.com/video/1054513879?title=0&amp;byline=0&amp;portrait=0&amp;badge=0&amp;autopause=0&amp;player_id=0&amp;app_id=58479" width="1200" height="640" frameborder="0" allow="autoplay; fullscreen; picture-in-picture; clipboard-write; encrypted-media"></iframe></p>
<h2>The Solution</h2>
<p><strong>Impellam </strong>developed an extensive programme to identify the next generation of Aeronautical Engineers graduating from universities across the UK, talent scouting them over the course of their final year. The solution, titled &lsquo;<strong>Recruit, Train, Deploy</strong>&rsquo; set up by Impellam was used to empower early and experienced talent through comprehensive training and development; addressing <strong>Virgin&rsquo; Atlantic's</strong> engineering skills gaps and enhancing the organisation with fresh perspectives.</p>
<p>Impellam's<a title="Recruit Train Deploy" href="https://www.impellam.com/customer-solutions/recruit-train-deploy" target="_blank" rel="noopener"> <strong>Recruit, Train, Deploy</strong></a><a href="https://www.impellam.com/customer-solutions/recruit-train-deploy"> </a>solution is well-established in tackling critical skills shortages, equipping both early and experienced talent with in-demand skills to help businesses thrive. This solution helps organisations de-risk their talent pipeline.</p>
<p>This, alongside Impellam&rsquo;s powerful combination of customer centricity and <a title="Culture of Virtuosity" href="https://www.impellam.com/about-us/virtuosity" target="_blank" rel="noopener"><strong>culture of Virtuosity</strong></a> made the difference by driving value and optimal outcomes. &nbsp;</p>
<h3>How does the solution work?</h3>
<p><strong>Impellam recruits, trains and deploys talent to help bridge future skills gaps.</strong><br>&nbsp;<br><strong>Recruit</strong> &ndash; find candidates with the most potential<br><strong>Train </strong>&ndash; use industry leaders to provide on-the-job learning<br><strong>Deploy</strong> &ndash; deploy candidates into the company<br>&nbsp;<br>Impellam nurtures career growth and drives industry innovation through a supportive framework for success.</p>
<p><strong>The 18-month postgraduate programme provides graduates with the opportunity to enhance their leadership experience alongside technical training, using the apprenticeship levy to fund leadership experience development through a partnership with &lsquo;Raise the Bar.&rsquo;&nbsp;</strong></p>
<p>From recruitment, training and leadership development, mentorship programmes and assessment,<strong> <a title="Recruit Train Deploy" href="https://www.impellam.com/customer-solutions/recruit-train-deploy" target="_blank" rel="noopener">&lsquo;Recruit, Train, Deploy</a></strong>&rsquo; is implemented with a focus on practical learning.&nbsp;</p>
<p>Ensuring recruits receive real-world experience in <strong>Virgin Atlantic&rsquo;s</strong> engineering facilities, the programme successfully equips graduates with the necessary skills to excel in their engineering operations. It also contributes to a more diverse and inclusive workforce within the engineering teams and ensures a sustainable talent pipeline to maintain <strong>Virgin Atlantic&rsquo;s</strong> reputation for safety and reliability.&nbsp;</p>
<h2>The results</h2>
<p>The programme has been so successful that it was referred to as "<strong>Top Gun Academy</strong>" by <strong>Virgin Atlantic&rsquo;s Head of Engineering</strong>, <strong>Matt Sharp</strong>, due to its focus on selecting and developing the best talent.&nbsp;</p>
<blockquote>
<p><span style="color: #2e3866;"><strong>&ldquo;We are thrilled with the programme's success. It has not only filled our immediate skills gap but has also laid a strong foundation for the future of our engineering. team. Matt Sharp, Head of Engineering, Virgin Atlantic&rdquo;</strong></span></p>
</blockquote>
<p><strong>Impellam is now aiming to place 50-60% of UK aeronautical engineering graduates through its programmes.</strong></p>
<p><strong>Virgin Atlantic's</strong> collaboration with <strong>Impellam</strong> set a new standard for talent development in the aviation industry. The <strong>&lsquo;Recruit, Train, Deploy</strong>&rsquo; programme&rsquo;s success demonstrates the power of strategic partnerships and innovative training initiatives to overcome industry-wide challenges. <strong>Recruit Train Deploy</strong> solutions are fully customisable and built first and foremost with the customer at the heart.</p>
<p>Our strategic approach nurtured career growth and filled the gap of &nbsp;the engineering skills shortage and boosted our <strong>Virgin Atlantic's</strong> skilled workforce.&nbsp;</p>
<p>We believe in nurturing career growth.</p>
<p><strong>Find out more about our&nbsp;<a title="Recruit Train Deploy" href="https://www.impellam.com/customer-solutions/recruit-train-deploy" target="_blank" rel="noopener">Recruit, Train, Deploy </a>solution.</strong></p>
<p>&nbsp;</p>

Addressing engineering talent shortages in the aviation industry 

<p>Click the button below to view the PDF version of this article:</p>
<p><a title="Addressing the Early Careers Conundrum" href="https://cdn.sourceflow.co.uk/i8lal8jecr0z76y92hp3fjdc5a4k" target="_blank" rel="noopener"><strong>PDF Version</strong></a></p>
<p>The specialist skillsets of professionals within STEM have always been in high demand. But with an ever-widening skills gap across UK industries, competition for talent is as fierce as it has ever been. How organisations respond, to preserve and develop talent within their workforce now and for the future is key.&nbsp;</p>
<p>As such, the importance of finding and nurturing the next generation of STEM talent through engaging, impactful early careers initiatives is huge &ndash; as is making investments in them and developing the workforce of the future, now.</p>
<p>As we embark on 2025, aside from planned changes to&nbsp;<a href="https://www.fenews.co.uk/skills/keir-starmer-announces-new-foundation-apprenticeship-at-the-labour-party-conference/" target="_blank" rel="noopener">apprenticeships</a> and the launch of <a href="https://www.gov.uk/government/collections/skills-england" target="_blank" rel="noopener">Skills England</a> announced in the Employment Rights Bill and the 2024 Autumn Budget, the UK government is also set to introduce measures to inspire younger people and open avenues into work and future careers. It was recently announced that <a href="https://news.sky.com/story/government-considering-subsidised-jobs-to-get-young-people-into-work-as-shocking-figure-reveals-scale-of-crisis-13256281" target="_blank" rel="noopener">subsidised jobs</a> are being explored to address the number of youths currently not in employment, education or training (NEET), for example.</p>
<p>Engaging with early careers talent isn&rsquo;t without its challenges though. An evolving demographic, difficulty balancing a company&rsquo;s talent requirements and potential budget restrictions, and disparity between skill demand and availability, are all barriers to overcome.&nbsp;</p>
<p>AI is also significantly transforming early talent recruitment, making the process more efficient, personalised and data-driven for employers and candidates alike, while simultaneously raising potential challenges including those around transparency and trust.&nbsp;</p>
<p>So, how can business, HR and procurement leaders tackle the early careers conundrum and create a more sustainable workforce?&nbsp;</p>
<p><img src="https://cdn.sourceflow.co.uk/828s319dwmoh8u55yxeol5xrr5d7" alt="" width="598" height="398"></p>
<h2>Definining early talent</h2>
<p>To begin tackling early careers challenges across STEM, first we need to put right the mismatch in terms of how &lsquo;early careers&rsquo; is defined. &nbsp;As <strong>Darren Topping, Director of Solutions &amp; Insight at Impellam Group</strong> recently explained:&nbsp;</p>
<p>&ldquo;It&rsquo;s easy to think early careers will mean graduates or school and college leavers, but it doesn&rsquo;t. Those in this group include anyone starting a new career ladder or role. Some people fall into the trap of thinking of just young fresh-faced graduate with a certain level of education, when what we actually mean is someone starting a new career, regardless of any other element.&rdquo;</p>
<p>This sentiment is echoed by our early careers experts across all Impellam brands.&nbsp;<strong>Chris Blackburn, Director of Skills Group</strong>, added, &ldquo;If we think about the work we&rsquo;ve delivered at Impellam under the early careers umbrella, we&rsquo;ve engaged with prison leavers, those transitioning out of military as well as those moving across sectors. We&rsquo;ve also collaborated with Lorien to retrain people in digital skills. Every single one of these individuals fall into the early careers category, and employers need to be aware of the full breadth of this demographic to really maximise the opportunities that come with engaging them.&rdquo;</p>
<h2>The benefits &ndash; and necessity &ndash; of engaging with these groups</h2>
<p>The current state of play across industries, many of which are coping with the conflicting challenges of high productivity demands and dwindling workforces, is putting emphasis on the need to commit to early careers talent.&nbsp;</p>
<p>As&nbsp;<strong>Blackburn</strong> explained, &ldquo;We&rsquo;re facing low unemployment &ndash; the lowest for 40 years &ndash; while vacancy rates remain high. The UK lost 350,000 people because of Brexit and by 2032 it&rsquo;s predicted that there will be a million less children in school due to declining birth rates. Workforce sustainability is under threat if employers don&rsquo;t focus on building a thriving early talent community. The fight for these individuals is going to become more intense in the coming years because of where we are as a nation, so getting it right now really is crucial.&rdquo;</p>
<p>The benefits extend beyond the need for specific skills, though. A drive to make workforces more diverse, to provide career opportunities for all, is high on many agendas. According to&nbsp;<strong>SRG Account Director, Laura Docherty,</strong> engagement with early careers talent has the power to promote diversity across industries: &ldquo;For those businesses that really get their early careers talent strategy right, the potential is significant. These individuals are often the changemakers within a business. They bring diversity of thought to the table and they challenge and question the norm, all of which adds significant value to day-to-day business operations.&rdquo;</p>
<p>As such, early careers strategies are being intrinsically linked to EDI, a trend that will no doubt continue well into the future. The benefits of this are multi-fold, also enabling the ability to not only hire the very best talent available but give them every reason to stay with an organisation long-term too. Employers that are developing the future generation of the workforce will be the ones to hold their loyalty, as&nbsp;<strong>Topping</strong>, one of our own long standing early careers recruits explained:</p>
<p>&ldquo;Attrition is often a lot lower when you&rsquo;ve been involved in bringing someone into the profession or industry. I&rsquo;ve been with Impellam 16 years, and you do have a greater sense of loyalty when you start your career with a business and evolve with them. We also can&rsquo;t overlook the sheer value to a business of someone who is built and shaped exactly for your company, versus someone who&rsquo;s not.&rdquo;</p>
<p><img src="https://cdn.sourceflow.co.uk/g6fmjuwiqpq65elf07vokyt8sib8" alt="" width="598" height="398"></p>
<h2>How to get it right?&nbsp;</h2>
<p>Talking about the objectives and benefits of early careers is simple. Implementing strategies to make the very most of them isn&rsquo;t quite as easy. However, with the right approach, finding, hiring and nurturing the next generation of talent, their potential and skills can lay the foundations for the future of STEM.&nbsp;</p>
<p>Promoting and supporting a shift in mindsets and processes around hiring is a must. Early careers talent will likely not have the skills, experience or possibly the qualifications that would have historically made a candidate stand out from the crowd. Moving to skills-based hiring and assessments can look beyond this, though, as SRG&rsquo;s UK Early Careers &amp; Industrial Placement Programme lead for GSK &amp; ViiV Healthcare,&nbsp;<strong>Holly Hall</strong>, explained:</p>
<p><br>&ldquo;It&rsquo;s important to explore new perspectives when it comes to recruiting and assessing early careers. Employers shouldn&rsquo;t simply focus on the standard CV and cover letter as this can be detrimental to success. There are so many assessment tools, such as gamification, to make your process stand out. We&rsquo;ve seen at GSK how breaking down barriers can really work. They&rsquo;re not asking for people to have a set grade or be on track for a certain qualification.&rdquo;</p>
<p>&ldquo;There may be individuals who are fantastic from a technical or potential point of view, but they don&rsquo;t have that support network to help teach them how to write a CV or cover letter, for example. Removing this really opens up that opportunity. Instead, the focus should be on strength-based interviews and asking the right questions, including scenario-based ones, to identify if they truly are passionate about working for the company or in the industry. It does take a shift in mindsets for hiring and recruitment though. You do have to go on a bit of a journey to reshape how applicants are vetted, engaged and interviewed.&rdquo;</p>
<p>Timing is also crucial to success. The earlier in the transition process that you engage with early careers talent, the better, particularly as competition for people grows. &nbsp;According to <strong>Blackburn</strong>, this forward-facing approach has worked well for those firms and sectors that have a strong early careers track record;</p>
<p>&ldquo;If we look at our best successes in recruit, train, deploy, it&rsquo;s primarily aviation businesses. When a plane is ordered, it takes up to eight years for it to be delivered. That means organisations in this industry must sort their workforce plan a lot further in advance than many other sectors. They are investing now to be able to meet future talent demand in business-critical skillsets.&rdquo;</p>
<p>Considering and shaping the applicant journey is also crucial. Business, HR and procurement leaders are aware of the potentially damaging impact that a negative experience can have on people and, as a result, the future hiring and retention of talent. It is no different with early careers talent. However, given the now complex mix of those that fall into this category, it is imperative to consider tailored approaches to meet the expectations and needs of a broad and diverse pool of people.&nbsp;</p>
<p>&ldquo;Younger demographics often need a lot more support and more hands around them during the recruitment process than someone with prior corporate experience,&rdquo;&nbsp;<strong>Docherty</strong> commented. &ldquo;You may have someone that has never gone through an interview or job application process, so they don&rsquo;t know what to expect, or what good looks like. For these individuals it&rsquo;s important to make sure that you&rsquo;re keeping them fully informed to keep them engaged. What we don&rsquo;t want to see is people drop out because they don&rsquo;t understand what&rsquo;s expected.&rdquo;</p>
<p><img src="https://cdn.sourceflow.co.uk/1l58psmbguvqtgn2u0sp3okqh32y" alt="" width="598" height="398"></p>
<h2>AI in early careers hiring</h2>
<p>Artificial intelligence is both a tool to make early career resourcing more efficient, and a potential challenge to overcome at the same time. AI is becoming a part of everyday lives both in and out of work, and that extends to the recruitment process. According to Willo&rsquo;s 2024 Hiring Humans research, employers are broadly open to using the tools themselves, with 45% believing that there&rsquo;s a place for AI in hiring, if used cautiously and ethically. Most talent leaders expect to use, or are already using AI in some way, yet the majority have some concerns about AI&rsquo;s ethical implications and strategic planning. We also know candidates already use AI in the job search and interview process, raising further questions about candidate experience.</p>
<p>While attention is often given to the time saving benefits that AI brings to companies, it can be a useful tool for engaging early careers talent too, as&nbsp;<strong>Hall</strong> explained: &ldquo;For this group in particular, if someone sees that a company isn&rsquo;t using AI itself or is banning the use of it, it could turn candidates off from applying. Data from Arctic Shores shows that 50% of students indicated that they would think a company is behind the times if it banned GenAI while a third wouldn&rsquo;t want to work for the business as a result. It is important to be mindful of how your decision on AI usage will impact your access to talent.&rdquo;</p>
<p>This particular issue has made headlines, with reports of <a href="https://www.telegraph.co.uk/business/2024/03/02/big-four-accountant-ban-grad-using-ai-write-job-application/" target="_blank" rel="noopener">accountancy firms</a> banning the use of AI in job applications receiving widespread criticism. While an equilibrium is yet to be found, some of those that make up the early careers demographic are already using AI and expect to longer term. According to regular pulse surveys commissioned by Arctic Shores, use and proficiency of GenAI is rapidly accelerating and 88% of recent graduates use GenAI regularly &ndash; up from 73% in October 2023, while 47% expect to use GenAI in the application process not only for tailored applications or CVs, but also for prompts and responses during interviews. From a social mobility perspective, allowing the use of artificial intelligence can also be a support tool, particularly for those with little to no prior experience of CV writing or interviews.&nbsp;</p>
<p>How AI is used in early careers recruitment is an evolving process, but, as&nbsp;<strong>Docherty</strong> explains, the best starting point is to set clear boundaries; &ldquo;We have seen varying levels of acceptance of AI in businesses. Some are completely ruling it out and taking the very strong stance that individuals will be considered to be cheating if they use AI. Then you have others with more of a balanced approach that recognise that people are using AI to some extent. What we need to see is organisations defining very clearly what their level of acceptance is when it comes to using AI in the application process and, indeed, in day-to-day work environments. Until that happens, there will be a potential mismatch and lack of understanding on what&rsquo;s acceptable and what isn&rsquo;t between talent and employers.&rdquo;&nbsp;</p>
<h2>Making early careers recruitment work for you</h2>
<p>The need for and benefit of a strong early careers talent programme is undeniable, yet many businesses are yet to truly capitalise on the potential of this community. There could be a fear of both the unknown and of being too far behind the competition, but in reality, the majority of companies are in the same position.&nbsp;</p>
<p>Moving the dial in the right direction now is crucial, especially to get ahead of the competition. Planning and implementing early careers strategies can be a tricky navigation, but thankfully there are experts, like Impellam and its supporting brands, that have the knowledge and connections to drive success.&nbsp;</p>
<p>Want to find out how we can accelerate your early careers recruitment? Get in touch with us via&nbsp;<a href="mailto:AskImpellam@impellam.com?subject=Early%20Careers">AskImpellam@impellam.com</a></p>

<p>Drawing from our research and expertise, our latest report addresses the early careers conundrum focusing on employer strategies to attract and retain tomorrow&rsquo;s talent.&nbsp;</p>

Addressing the early careers conundrum: Employer strategies to attract and retain tomorrow’s talent 

<p>At Impellam, we understand the pressing need for skilled engineers and STEM professionals, particularly in industries like aviation, where talent shortages pose significant challenges. As businesses look for innovative ways to build a future-ready workforce, apprenticeships have emerged as a powerful solution&mdash;offering individuals the opportunity to gain hands-on experience while earning industry-recognised qualifications.</p>
<h2>Addressing the Skills Gap in STEM and Engineering</h2>
<p>The aviation and engineering sectors face a widening skills gap, with demand for qualified professionals outpacing supply. Organisations are struggling to attract and retain talent due to factors such as an ageing workforce, rapid technological advancements, and evolving industry standards. To stay ahead, businesses must rethink traditional hiring approaches and invest in talent development strategies that focus on skills training, workforce sustainability, and long-term career progression.</p>
<h2>Why Apprenticeships Matter</h2>
<p>Apprenticeships provide a structured, hands-on approach to talent development that benefits both businesses and aspiring professionals. These programmes help to:<br>&bull; &nbsp; &nbsp;<strong>Bridge the skills gap</strong> &ndash; By providing job-specific training aligned with industry needs.<br>&bull; &nbsp; <strong>&nbsp;Develop future leaders </strong>&ndash; Equipping individuals with the knowledge and experience required for career progression.<br>&bull; &nbsp; <strong>&nbsp;Enhance workforce diversity</strong> &ndash; Creating opportunities for candidates from various backgrounds, fostering inclusivity and innovation.</p>
<h2>How Impellam is Leading the Way</h2>
<p>At Impellam, we are transforming workforce solutions with our Recruit, Train, Deploy model. Our approach ensures that businesses don&rsquo;t just hire talent&mdash;they actively develop individuals to meet industry demands. We empower early and experienced talent through comprehensive training and development, addressing skill gaps and enhancing organisations with fresh perspectives.</p>
<p>A recent case study highlights the impact of apprenticeship programmes in the aviation sector, where structured training has enabled a business to upskill employees and build a resilient, future-ready workforce.</p>
<p><strong><a href="https://www.impellam.com/insights/addressing-engineering-talent-shortages-in-the-aviation-industry" target="_blank" rel="noopener">Read the full case study and watch the video</a></strong></p>
<h2>The Future of STEM Talent Development</h2>
<p>As industries continue to evolve, apprenticeships and training programmes will play an increasingly vital role in shaping the workforce of tomorrow. By investing in these initiatives, businesses can address skills shortages, drive innovation, and secure long-term success in STEM fields.</p>
<p>If your organisation is looking to build and retain top talent, explore how<a href="https://www.impellam.com/customer-solutions" target="_blank" rel="noopener"> <strong>Impellam&rsquo;s workforce solutions</strong></a> can help.</p>
<p>&nbsp;</p>

Bridging the Talent Gap: How Apprenticeships Are Shaping the Future of STEM Careers

<div class="OutlineElement Ltr SCXW139981993 BCX8">
<p class="MsoNormal">Click the buttons below to open the PDF versions of this report.</p>
<p class="MsoNormal"><a class="primaryBtn" href="https://cdn.sourceflow.co.uk/1emkoxtsdpfm2tj1fyt4x26yual0" target="_blank" rel="noopener">UK English version</a></p>
<p class="MsoNormal"><a class="primaryBtn" href="https://cdn.sourceflow.co.uk/7dwuapyozhxvkkhorjdzqqlf7upp" target="_blank" rel="noopener">US English version</a></p>
<hr>
<p class="MsoNormal">Organisations are feeling the effects of a fiercely competitive market and evolving candidate expectations. Simultaneously, the workforce and talent solutions industry is navigating huge changes accelerated by global economic forces and digital transformation.</p>
<p class="MsoNormal">Here at Impellam, customer centricity is our North Star. To deepen our understanding and make sure we are delivering exactly what our customers need, we spoke to more than one hundred of our biggest clients from around the world and some key themes emerged:</p>
<p class="MsoListParagraphCxSpFirst" style="text-indent: -18.0pt; mso-list: l0 level1 lfo1;"><span style="font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span>Perhaps unsurprisingly, 50% told us that cost efficiency combined with cost transparency is their key concern for 2024 - cost savings, cost avoidance and budgetary control are king.</p>
<p class="MsoListParagraphCxSpMiddle" style="text-indent: -18.0pt; mso-list: l0 level1 lfo1;"><span style="font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span>As a result of the changing markets and ever-evolving tech there is an increasing need for workforce solutions to be agile and able to react quickly, as well as a steely focus on finding the best talent in the market.</p>
<p class="MsoListParagraphCxSpLast" style="text-indent: -18.0pt; mso-list: l0 level1 lfo1;"><span style="font-family: Symbol; mso-fareast-font-family: Symbol; mso-bidi-font-family: Symbol;"><span style="mso-list: Ignore;">&middot;<span style="font: 7.0pt 'Times New Roman';">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; </span></span></span>Then there is the &lsquo;tech factor&rsquo; &ndash; how tech can be used to improve efficiencies and how organisations can find the talent needed to implement the latest developments that will provide a competitive advantage.</p>
<p class="MsoNormal">Based on these findings, here are some important workforce solutions designed to help you to manage costs and build better a business.</p>
<p>&nbsp;</p>
<h2>1. Exploring more ways to manage costs with expert delivery</h2>
<p class="MsoNormal" style="margin-left: 18.0pt;">The rapidity of technological change (including increases in cyber threats) means that many organisations have had to face an inconvenient truth: they don&rsquo;t have the skills to drive the technology changes needed to compete, or survive, in the new normal. For smaller organisations that can pivot quickly, the outlook isn&rsquo;t so sobering. But larger organisations, that are struggling to adapt their legacy tech to rapid change, are feeling the urgency &ndash; especially when it comes to competing with those disruptive startups. This means that finding more ways to attract the skills needed to get work done &ndash; especially change and transformation work &ndash; is now front and centre for many organisations.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;The hunt is on for delivery partners who can support organisations in this time of need &ndash; and what organisations are looking for has changed. For many businesses the &lsquo;hire and hope&rsquo; solution of contractors is becoming too risky &ndash; both in terms of cost and performance. This is why we&rsquo;re seeing a shift to buying outcomes, or deliverables, gaining momentum globally.&rdquo; &mdash; Steve Corbett, Client Services Director, Impellam UK&rsquo;s Science, Technology, and Engineering (STEM) brands.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">Outcome-driven projects (or deliverables-based Statements of Work) with a trusted partner can provide a more competitive process for buying services, potentially offering far better value for money. Businesses get a team of experts who are experienced in delivering similar projects, along with the agility to pivot left or right mid-project. Clients get a skilled tech team with the horsepower needed to get the project done properly, along with experienced project managers. Crucially, they have the peace of mind thanks to knowing that if a partner doesn&rsquo;t deliver as agreed, they don&rsquo;t get paid.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&nbsp;</p>
<h2>2. The rise of Direct Sourcing</h2>
<p class="MsoNormal" style="margin-left: 18.0pt;">While many organisations have strong supplier partnerships, they are also looking to increase the proportion of direct hires to gain greater control of their talent pool. As a result, Advanced Direct Sourcing by Managed Service Providers (MSPs), is set to become a key trend.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">Direct Sourcing involves leveraging your employer brand to attract, curate and engage exclusive talent pools to support contingent hiring needs and the easy re-deployment of valuable workers. Alongside the wish for greater control of the talent pool, and the ongoing need to make cost savings, there are other factors contributing to this trend. One is data. Hiring and talent data can be too cumbersome to interpret or leverage, but a Direct Sourcing partner can give organisations the data they need, in a way that&rsquo;s simple and actionable, helping keep talent communities buoyant and engaged. This boosts the efficiency, agility and speed of hiring processes &ndash; without sacrificing the quality of hires &ndash; so helping address talent shortages in this increasingly tight labour market.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;We expect more organisations will leverage their employer brand to attract and engage contingent labour through technology-enabled talent communities and direct sourcing. This will pave the way for a more integrated approach to workforce solutions.&rdquo; &mdash; Sara Gordon, SVP Client Relationships, Guidant Global.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">The right MSP will offer a cutting-edge CRM and recruitment automation technology to reduce admin and drive efficiency when it comes to identifying and nurturing communities of talent. This technology leverages AI and Machine Learning for superior candidate matching and personalised automation at scale, while providing a single platform to manage the complete lifecycle of a candidate, from engagement and placement to offboarding and redeployment. Crucially, it frees up time for recruiters to work on all important elements like relationship building. For many organisations, the optimum approach is to mix recruitment supply chain and Direct Sourcing. However, this can lead to complexity. Again, this is where an expert MSP partner can add value by managing suppliers &ndash; especially in the realm of technology hiring where the competition is fierce.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;The trend towards a blended workforce can create complexity, which needs to be supported and solved. We recommend finding a trusted advisor to guide you in achieving the optimal mix of fulfilment &ndash; a mix that combines supply chain and Direct Sourcing. And a specialist MSP can be invaluable when it comes to providing STEM expertise. It&rsquo;s the smarter, faster, better approach to building a custom and scalable talent pipeline. And don&rsquo;t forget to flex your EVP!&rdquo; &mdash; Alexa Bradbury, Global Marketing Director, Impellam Global Managed Services.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">Last but not least, a strong Employee Value Proposition (EVP) is crucial in attracting a contingent workforce, especially given that around 40% of today&rsquo;s global workforce is non-permanent. We recommend approaching your EVP as a framework, not a fixed entity. Create numerous pillars for competitive differentiation, such as project-based work, diversity or innovation. And to be really thorough, carry out voice of the candidate work to understand the experience of people in these roles. This feeds back into personal development and then into effective talent marketing campaigns.</p>
<p>&nbsp;</p>
<h2>3. Closer HR and Procurement alignment to deliver strategic workforce management</h2>
<p class="MsoNormal" style="margin-left: 18.0pt;">HR and Procurement, having been traditionally siloed, are having to come closer together, aligning their strategies to respond to talent shortages, skills gaps and the need for greater organisational agility and cost savings. This is fuelling a move towards strategic alignment, the bringing together of attraction and strategic and agile management of both the contingent and permanent workforce. The key reasons are talent and cost; in a tighter market with economic uncertainty, organisations need to gain better control of their entire workforce so that they can identify and leverage the skills they have at their disposal, and they are increasingly looking for new opportunities for more aggressive cost avoidance and cost savings.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;HR and Procurement together have a full view of organisational needs and strategy. When you combine that with the specialist knowledge from influential leadership and expertise from specialist workforce and talent solutions providers, it is a powerful combination that delivers meaningful, cost-efficient results.&rdquo; &mdash; Claire Marsh, CEO, Impellam North America.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">We&rsquo;re talking to customers about how they can create better alignment to enable visibility and control. Because until they&rsquo;ve got control and alignment, the issues remain: squeeze here and expenditure increases there &ndash; across permanent and contingent talent. Without gaining control, businesses are often moving problems from the most cost-effective to the least cost-effective solutions.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">A successful strategic workforce management approach needs buy in from HR and Procurement leads, as well as other key leadership, such as the CIO/CTO who have oversight of the strategy and its implementation. It needs open conversations about pinch points and talent challenges, consistent sharing and analysis of workforce data between the functions, and strategic alignment on how to attract a workforce that can deliver on the organisation&rsquo;s objectives. When this is done well, it gives businesses greater control and oversight of their talent ecosystems and transforms a reactive approach to a proactive one, which in the current market we&rsquo;re seeing can be a key competitive differentiator.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;With the trend towards a more holistic approach to talent landscapes, organisations can certainly benefit from working with an expert and flexible workforce solutions partner to help them navigate the internal complexities that may arise as a result of the shift in approach. There&rsquo;s no one size fits all, so partners need to provide bespoke solutions along with the expertise to advise on adapting nimbly to changing market conditions.&rdquo; &mdash; Annelise Smith, Managing Director, Lorien Managed Solutions.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&nbsp;</p>
<h3>4. The importance of Social Impact and working with hard-to-reach communities</h3>
<p class="MsoNormal" style="margin-left: 18.0pt;">Another factor feeding into finding the right talent is the trend for increasingly purpose driven candidates getting more selective about where they want to work. In a recent survey, 87% of employees in North America and 68% in the UK, France, Germany and Ireland said they prioritise organisations that share their values, and in Gen Z that is more pronounced, with 90% saying they would leave their current job for one that better matches their values. It&rsquo;s a positive trend, but one that has implications for hiring and Equity, Diversity &amp; Inclusion practises.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">For all the talk of skills shortages, there are still groups of people who are under-represented in the workforce and/or overlooked by employers, from women in tech to the over-50s. Dig deeper and you&rsquo;ll find barriers to employment that range from living with a disability to having a criminal conviction. Lack of confidence and connections on the part of candidates, and lack of flexibility on the part of employers, can restrict access and even exclude diverse communities from an organisation &ndash; and when competition for talent is fierce, it can make finding and keeping great people harder than it needs to be.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;These talent shortages are an opportunity to look at more diverse talent pools and organisations are beginning to prioritise Social Impact, locally or nationally, as part of their CSR or ESG agendas. I&rsquo;d urge companies to get on board with that now and look at how social value can help drive their people and talent strategies. It&rsquo;s not just doing the right thing, it is imperative and will be crucial in maintaining an engaged workforce and to gaining the trust of your customers.&rdquo; &mdash; Chris Blackburn, STEM ambassador and Head of CSR, Impellam.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">Many businesses are already working to drive social mobility in deprived areas by collaborating with schools, colleges, prisons and community groups. It&rsquo;s great for communities and it&rsquo;s excellent for forging and nurturing new talent pipelines. Increasingly, organisations are realising the value of work experience, apprenticeship and degree apprenticeship programmes too, which have the added effect of boosting the labour pool &ndash; a win-win for young people and for industry.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">Ann Bookout heads up ED&amp;I at Impellam. Looking at Social Impact through the lens of technology, she believes that advancements in tech will increasingly drive Social Impact.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;Given that AI will increasingly cover hard skills, opportunities are growing forthose with strong soft skills. This means that candidates from different backgrounds, with diverse perspectives, can progress with a less formulaic career route. A growing number of organisations have already developed programmes for learning on the job &ndash; and are making a strong Social Impact in the process.&rdquo; &mdash; Ann Bookout, Global Head of Culture and Fulfillment, Impellam.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">We recommend partnering with a workforce and talent solutions specialist that understands how best to tap into and nurture diverse talent pools &ndash; and can help with training and leadership programmes so that candidates from diverse backgrounds are ready to add value from day one.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&nbsp;</p>
<h3 class="MsoNormal" style="margin-left: 18.0pt;">As a Global company we recognise there are some regional market differences:</h3>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;It&rsquo;s fair to say, the UK market is showing caution but resilience. We&rsquo;re seeing customers being shrewd in their approach to talent and workforce strategies and welcoming of new solutions with demonstrable results. As a result, in the coming months I expect to be having even more conversations around important solutions like Advanced Direct Sourcing, services procurement and deliverables-based SOW, as well as increased interest from all industries for the specialist STEM talent needed to futureproof businesses.&rdquo; &mdash; Simon Blockley, CEO, Impellam UK &amp; Europe.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&nbsp;</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">Brian Salkowski, Chief Experience Officer, Impellam takes an optimistic view.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;For North America, predictions for 2024 suggest an economic soft landing. And with consumer spending up, more capital projects are resuming, which bodes well for a bounce back across the workforce solutions market. However, competition will remain fierce, so I predict that this bounce back will see even more organisations being very careful about the kind of workforce solution partners they select.&rdquo; &mdash; Brian Salkowski, Chief Experience Officer, Impellam.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&nbsp;</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">Mark Coyle, CEO, Impellam APAC recognises the need for agility in workforce solutions.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&ldquo;With unemployment at just 4%, Australia&rsquo;s candidate shortages mean a lot of organisations are struggling to find skilled staff &ndash; especially in IT and healthcare. This has led to a growing trend for offshore recruitment, set to continue. I&rsquo;d recommend partnering with an organisation that has the flex and expertise to deliver high-quality offshore talent where and when it&rsquo;s needed.&rdquo; &mdash; Mark Coyle, CEO, Impellam APAC.</p>
<p class="MsoNormal" style="margin-left: 18.0pt;">&nbsp;</p>
<h3 class="MsoNormal" style="margin-left: 18.0pt;">Further Information</h3>
<p class="MsoNormal" style="margin-left: 18.0pt;">There are cost-efficient workforce and specialist talent solutions available to solve your most complex challenges. If you want to build a better business and would like some help navigating the market, get in touch - <a href="mailto:AskImpellam@Impellam.com">AskImpellam@Impellam.com</a></p>
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<p><span class="TextRun SCXW16134729 BCX8" lang="EN-GB" xml:lang="EN-GB" data-contrast="auto"><span class="NormalTextRun SCXW16134729 BCX8">Drawing from our research and </span><span class="NormalTextRun SCXW16134729 BCX8">expertise</span><span class="NormalTextRun SCXW16134729 BCX8">, our latest report delves into workforce solutions designed to help you manage costs and build a better business.</span></span><span class="EOP SCXW16134729 BCX8" data-ccp-props="{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}">&nbsp;</span></p>

Workforce Strategies - Delivering efficiency & results

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<p><span style="color: rgb(0, 32, 96);">Increasingly people are looking to businesses to lead the way on environmental, social and economic sustainability.&nbsp;At Impellam we are a global workforce and STEM talent solutions group, dedicated to building better businesses.</span></p><p><span style="color: rgb(0, 32, 96);">As a purpose-led organisation, our Global Impact Report demonstrates how we can support your&nbsp;equity, diversity and inclusion (ED&amp;I), sustainability and corporate social responsibility (CSR)&nbsp;journey. Through the power of work, we change lives, we change businesses, and we change futures. To speak to someone about how we can support your journey, email&nbsp;</span><a href="mailto:askImpellam@Impellam.com" rel="noopener noreferrer" target="_blank" style="color: rgb(46, 56, 102); background-color: transparent;">askImpellam@Impellam.com</a></p><p><strong style="color: rgb(0, 32, 96);">Download our report for exclusive insights:</strong></p><ul><li><span style="color: rgb(0, 32, 96);">The importance of social impact</span></li><li><span style="color: rgb(0, 32, 96);">Creating inclusive and welcoming workplaces</span></li><li><span style="color: rgb(0, 32, 96);">Specialized ED&amp;I talent attraction campaigns&nbsp;</span></li><li><span style="color: rgb(0, 32, 96);">Making an impact in your community</span></li><li><span style="color: rgb(0, 32, 96);">Building trust with your clients and communities&nbsp;</span></li><li><span style="color: rgb(0, 32, 96);">The importance of transparency in sustainability</span></li><li><span style="color: rgb(0, 32, 96);">And much more!&nbsp;</span></li></ul>

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<p>It&rsquo;s our people who make the difference. Our people are specialists in their field and care about providing good work for people and good people for work.</p>
<p>We trust our people, also known as &lsquo;Virtuosos&rsquo;, and give them the freedom and autonomy to do the right thing, adapt and see the possible in the impossible. We make sure our people make the difference.</p>

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<p>Impact Report 2025</p>

Changing lives,<br> changing futures

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<p>Our subject matter experts share their deep industry knowledge to help shape your workforce and talent strategy.</p>

<p>Our <strong>Integrated Talent Solutions</strong> blend Impellam&rsquo;s upper quadrant workforce solutions &nbsp;and award-winning &nbsp;STEM talent sourcing &nbsp;experience into a custom solution tailored to your needs; one that will be designed and delivered to ensure you have a competitive edge &nbsp;as you look to find, attract and engage the very best talent available.</p>

<h2>Unique in the market</h2>
<p>Our approach is not reliant on technology alone. It&rsquo;s a holistic, integrated solution that includes talent marketing and talent delivery expertise - underpinned by the latest technology. We work in partnership with you to develop a bespoke direct sourcing strategy and build talent communities.</p>

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<h3>&nbsp;</h3>
<h3>Latest Correspondence:</h3>
<p>&nbsp;</p>
<h3 class="MsoNormal"><span style="font-family: 'Aptos',sans-serif;">Temporary Extension of Maturity Date of Fixed Rate Tranche A Convertible Notes (the &ldquo;Notes&rdquo;) due 3 July 2025</span></h3>
<p>&nbsp;<a href="https://cdn.sourceflow.co.uk/bp91xymhiyhrmsikvwvhl7es40p7" target="_blank" rel="noopener"><strong>HeadFirst Global plc - letter to shareholders</strong></a></p>
<p>&nbsp;</p>
<h3>HeadFirst Global plc - Amended and Restated Tranche A Convertible Note Instrument (Fourth Amendment)&nbsp;</h3>
<p><a href="https://cdn.sourceflow.co.uk/is42rupilhn0sj1jm0y9oiknwg3j" target="_blank" rel="noopener">View here</a></p>
<p>&nbsp;</p>
<div class="boxes-wrap">
<h3>Previous Correspondence:</h3>
<p>&nbsp;</p>
<h3>Temporary Extension of Maturity Date of Fixed Note Tranche A Convertible Notes (the "Notes")</h3>
<h3>due 4 April</h3>
<p><strong><a title="HeadFirst Global Plc - letter to shareholders" href="https://cdn.sourceflow.co.uk/569v6x2krxwayjqgizfjosfuj91o" target="_blank" rel="noopener">HeadFirst Global plc - letter to shareholders</a></strong></p>
<p>&nbsp;</p>
<h3>Headfirst Global plc - Amended and Restated Tranche A Convertible Note Instrument</h3>
<p><strong><a href="https://cdn.sourceflow.co.uk/mrdzj7gggn97e5cgpj1cu2d294tc" target="_blank" rel="noopener">View here</a></strong></p>
<p>&nbsp;</p>
<h1>Our strategy</h1>
<h4>&nbsp;</h4>
<h4>Our strategic objective</h4>
<p class="boxes-wrap">Virtuosity makes the difference and will drive market-beating value creation.</p>
<p>&nbsp;</p>
<div class="boxes-wrap">
<h4>Our strategic advantage</h4>
<p>We believe we retain customers, people and investors for longer than our competitors because we&rsquo;re trusted to do what we say we are going to do. We work collaboratively across our diverse portfolio with a shared vision, mission, style and language that we call &lsquo;Virtuosity&rsquo;. This enables us to deliver differentiated, integrated solutions to our customers, and to find good work for our people.</p>
</div>
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<h2 style="text-align: left;"><span style="color: #000000;">Our Integrated, Collaborative Business Model</span></h2><details class="mce-accordion"><summary>Our Integrated, Collaborative Business Model</summary><h2 style="text-align: left;"><span style="color: #68c6c7;">Our mission</span></h2><p>Through the power of work, we&nbsp;build better businesses and help&nbsp;people lead more fulfilling lives.</p><h2 style="text-align: left;"><span style="color: #68c6c7;">Our vision</span></h2><p>To be the world&rsquo;s most trusted workforce and specialist recruitment solutions group, trusted by our people, our customers and our investors in equal measure.</p></details><details class="mce-accordion"><summary>Our key differentiators</summary><h2 style="text-align: left;"><span style="color: #000000;">Our culture of Virtuosity</span></h2><p>We are united by one purpose, one culture, one driving force. We call it Virtuosity. It&rsquo;s why we&rsquo;re different. It&rsquo;s our determination to do even more and to always be ambitious and brave for our customers and candidates.</p><p>Our customers see our Virtuosity every day in our innovation and creativity. We are close to our customers, and because we care, we forge strong, meaningful and trusted partnerships.</p><p>They see it in our authenticity, in the way we keep our promises and in how we break down the barriers to unleash people&rsquo;s potential. None of this would be possible without a culture based on trust. That&rsquo;s why we have an ambitious vision to be the world&rsquo;s most trusted workforce and specialist recruitment solutions group, trusted by our people, our customers and our investors in equal measure.</p><p>We trust our Virtuosos and give them the freedom and autonomy to do the right thing, to adapt and see the possible in the impossible. We make sure people make the difference.</p><p>By keeping our promises, we retain our clients, candidates and our people for longer and reap the benefits of that longevity. We never want to give a client reason to leave Impellam.</p><h2 style="text-align: left;"><span style="color: #000000;">The Beautiful Basics</span></h2><p>We make sure that &lsquo;the Beautiful Basics&rsquo; are&nbsp;in place and deeply embedded across our&nbsp;collaborative portfolio. &lsquo;Beautiful Basics&rsquo; are caring&nbsp;for the smaller details, as well as the bigger ones.&nbsp;Doing the common, uncommonly well. They are&nbsp;the difference Impellam&rsquo;s people make through&nbsp;our day-to-day actions to deliver on our promises.</p><h2 class="alternative" style="text-align: left;"><span style="color: #000000;">Entrepreneurial Virtuoso leaders</span></h2><p>All our businesses share a culture of Virtuosity which embeds a collaborative Group-wide culture, based on trusted behaviours, delivered by entrepreneurial Virtuoso leaders who can drive our competitive advantage and deliver on our promises to all our stakeholders.</p></details><details class="mce-accordion"><summary>To deliver exceptional service to our customers through:</summary><p><img src="https://investors.impellam.com/media/2031/ourregions.png?width=500&amp;height=362.1359223300971" alt="" width="" height="" data-udi="umb://media/ef3ac7493df94d13a0f568af06efb8fe"></p><p>&nbsp;</p><p>&nbsp;</p></details><details class="mce-accordion"><summary>Our culture of Virtuosity</summary><div>&nbsp;</div><div><img src="https://cdn.sourceflow.co.uk/wa81ibhcsnn3d22f2fcbknddhz04" alt="" width="" height=""></div><p>&nbsp;</p></details><details class="mce-accordion"><summary>To create value for our stakeholders</summary><h2 style="text-align: center;">&nbsp;</h2><h2 style="text-align: left;"><span style="color: #000000;">Clients</span></h2><p>We are close to our customers, and because we care, we forge strong, meaningful and trusted partnerships to find people for good work and help them build better businesses. We retain them, continuing to listen and partner with them to extend the scope and tenure of our services, and in doing so, open up more opportunities for organic growth.</p><h2 style="text-align: left;"><span style="color: #000000;">Candidates</span></h2><p>From the outset, we listen to our candidates and find them good work that fulfils them and matches their aptitudes, skills and aspirations. We reward our candidates fairly, retain them by treating them well, and by finding them work that interests and develops them. In turn, this encourages them to refer more people and good work to us.</p><h2 style="text-align: left;"><span style="color: #000000;">Colleagues</span></h2><p>We employ people who care about our mission and our craft, and we develop them, so they have the right skills and experience to do their job by being Virtuosos in their field. We free up our Virtuosos and give them more influence so they in turn develop a culture of Virtuosity across the Company. Ultimately, we trust them to stay close to their customers and candidates, to make the right decisions, collaborate and deliver on their promises.</p><h2 style="text-align: left;"><span style="color: #000000;">Investors</span></h2><p>We take care to create relationships with investors and we build on the trust we create by delivering sustainable earnings.</p><h2 style="text-align: left;"><span style="color: #000000;">Suppliers</span></h2><p>We build strong partnerships of mutual trust with our suppliers, many of whom are also our clients. Our long-term relationships with our suppliers enable us to fill more jobs for our clients, and by building an engaged recruitment supply chain, which is passionate about finding the right candidates with the right skills, we can reduce the cost of recruitment; reduce the time to hire; provide timely market insight and drive innovation.</p></details><h2 style="text-align: left;">&nbsp;</h2><h2 style="text-align: left;"><span style="color: #000000;">Responsible business&nbsp;</span></h2><p style="text-align: left;">Our commitment to sustainability underlines our responsibility to build long-term value for all our stakeholders, supported by sound policies, good governance and positive actions.</p><details class="mce-accordion"><summary>People and Culture</summary><h2><span style="color: #000000;">Colleague engagement and communications</span></h2><p>All 2,000 Impellam people across the world are connected by Workplace, an internal social network. Workplace combines the structure of a traditional intranet with the capabilities of Enterprise-wide Social Networking software: a place to organise and disseminate information securely, and where our people can connect, communicate and collaborate. Our Group CEO holds quarterly strategy briefings with all our people and connects with them on a regular basis through Workplace, using video and written updates, wellbeing check-ins, a monthly newsletter, live Q&amp;A sessions, and other multimedia to provide strategic information and financial updates. Our managers hold regular one-to-one meetings with their people in addition to team meetings, wider business-area conferences and town halls to facilitate sharing of information, consultation, and two-way communication, supported by tools like OpenBlend, a coaching platform.</p><p>The Virtuoso Alliance (our shadow board) operates alongside the Leadership Team to provide opinions, ideas, insight and observations on the world in which we operate. Its 12 members make sure our Group CEO and the Leadership Team remain connected to our colleagues and in turn our customers and candidates. The Impellam communications model and associated technology means we can connect with our colleagues quickly, wherever they are. The platform and communication strategy facilitates faster knowledge sharing, communication and collaboration. This dynamic approach to communications is key to our strategy and culture of enabling our Virtuosos to achieve our vision of becoming the world&rsquo;s most trusted staffing company.</p></details><details class="mce-accordion"><summary>Equality, Diversity and Inclusion (ED&amp;I)</summary><p>We actively encourage diversity in the workplace and have a wide and varied colleague base with a variety of social and ethnic groups represented at all levels of the business. We believe that breaking down the barriers that have traditionally restricted access to the labour market will encourage job opportunities for all. Our Business Resource Groups (BRG) and Unity Council include representation from our key regions: North America, APAC, and UK &amp; Europe. Under the direction and leadership of our Group CEO the BRGs bring together ED&amp;I leadership and governance balanced with Group-wide, regional and brand-specific actions. Our strategy is based on data, qualitative intelligence from a global survey, participation from regional committees and aims to make Impellam a more diverse and inclusive business wherever we operate. We continue to be recognised for our ED&amp;I efforts receiving several accolades in the year. In 2022, Guidant Global was ranked as the top EMEA talent solutions provider for diversity and inclusion (D&amp;I) in the TALiNT Partners Talent Solutions Power List as well as being named Disability Confident Leader.</p><p>&nbsp;</p></details><details class="mce-accordion"><summary>Training</summary><p>We provide our people with a multi-faceted and agile development pathway to enable high performance and increase retention of our people and customers alike. Our approach to sustainable development is through fostering a culture of curiosity. We offer a blend of digital &lsquo;on demand&rsquo; learning complemented by live digital coaching and in-person resources. The &lsquo;Initiate and &lsquo;Enhance&rsquo; learning collections encourage people to be freed from old habits, unlock their potential, and thrive through change. In 2022, we refreshed our leadership development programme and launched the &lsquo;Inspire Collection&rsquo;. As a result, 65% of our managers have embarked on this personalised learning journey focusing on the key areas of Virtuoso leadership &ndash; emotional intelligence, coaching and leading change.</p><p>&nbsp;</p></details><details class="mce-accordion"><summary>Our culture of Virtuosity</summary><p>At the heart of our integrated, collaborative business model is a virtuous circle of making and keeping promises, engendering trust and loyalty. By keeping our promises, we retain clients, candidates, colleagues and investors for longer, and reap the benefits of that longevity. Our culture of Virtuosity is created by passionate people who are committed and driven to find better ways to deliver the right solutions. We make sure that the &lsquo;Beautiful Basics&rsquo; are in place and deeply embedded in all of our businesses, all of the time, and we invest to sustain and enhance our business, underpinned by innovation in our combined portfolio of services.</p></details><details class="mce-accordion"><summary>Modern slavery</summary><p>As part of the Group&rsquo;s mission to find people fulfilling work, we strongly oppose modern slavery in all its forms and will try to prevent it by any means that we can. We expect anyone who has any suspicions of modern slavery in our business or our supply chain to raise their concerns without delay. In line with the Modern Slavery Act 2015, we annually review internal and external measures to ensure we are doing what we can to prevent slavery and human trafficking in our businesses and in our supply chains. Our policy is available on our website at&nbsp;<a href="http://www.impellam.com/" target="_blank" rel="noopener noreferrer">www.impellam.com</a>.</p></details><details class="mce-accordion"><summary>Health and Safety</summary><p>We are committed to meeting all the requirements of relevant health and safety legislation. Formal policies are in place throughout the Group and they are regularly reviewed and updated to reflect changes in legislation and best practice. The Group requires all colleagues to comply with these.</p></details><details class="mce-accordion"><summary>Anti-bribery</summary><p>We have a commitment to carrying out business fairly, honestly and openly. We also have zero tolerance towards bribery. Our Bribery Policy is in place to provide relevant guidance and information to all our people in compliance with the law relating to bribery and corruption, in particular the Bribery Act 2010 (&lsquo;the Act&rsquo;). We are determined to maintain our reputation as a business that will not tolerate fraudulent or corrupt dealings &ndash; whether they are attempted against us from outside, from within our own workforce, or towards our clients or suppliers.</p></details><details class="mce-accordion"><summary>Community</summary><p>Impellam brands individually work with charities that support local communities and come together as a group when a big impact is needed.</p><p>Following the invasion of Ukraine, Impellam people quickly mobilised a cross-brand taskforce to help displaced Ukrainian people find jobs in the UK. A digital campaign was quickly launched, complete with a chatbot in Ukrainian, and a Ukrainian national was brought into the team to provide additional support to those arriving in the UK with CV writing and interviews. Many people have been supported to navigate job seeking in a new country. All profit from placing refugees, combined with an employee donation match scheme, has generated &pound;27k for the International Red Cross.</p><p>Other community support initiatives have included inspiring the next generation of STEM talent with school visits, mock interviews and learning to code, work with HMP Drake Hall on inmate rehabilitation, taking part in Impellam-sponsored Pride marches and cleaning beaches in the UK and Australia.</p><p>Impellam people have an additional day of paid leave that they can use specifically for volunteering. They have used this time to raise money for charities through running, swimming, cycling and walking, as well as making donations to foodbanks around the UK to help with the cost-of-living crisis.</p><p>A colleague from Guidant Global beat his own world-record finishing time for completing the London Marathon in a nonracing wheelchair, raising money for WhizzKids.</p></details><details class="mce-accordion"><summary>Environment</summary><p>Although we are a service-based organisation with no manufacturing facilities and limited transportation requirements, we are still committed to following environmental best practices in the day-to-day conduct of our business. This includes the use of sustainable and/or recyclable materials when available. A regular review of the potential impacts on the various businesses is undertaken and parts of the Group have achieved certification to ISO 14001 in relation to their environment management systems.</p></details><details class="mce-accordion"><summary>2022 energy and carbon reporting</summary><p>This year we have calculated our environmental impact across Scope 1, 2 and 3 (selected categories) emission sources for the UK only. Our emissions are presented on a location basis (using the UK grid emissions intensity) and our emissions are 894,249 kgCO2e (2021: 969,569 kgCO2e), which is an average impact of 442 kgCO2e per &pound;m revenue (2021: 582 kgCO2e per &pound;m). We have calculated the emission intensity metrics on both a revenue and colleague basis, which we will monitor to track performance in our subsequent environmental disclosures. The methodology used to calculate the Greenhouse Gas (GHG) emissions is in accordance with the UK Government GHG Conversion Factors for Company Reporting (2022).</p></details><details class="mce-accordion"><summary>Energy and carbon action</summary><p>Our focus in the past year has been to extend and encourage working behaviours that are less impactful, which has resulted in us being able to continue to rationalise our property footprint which continues to decrease as leases expire. Where the need for a physical location remains, we have looked to share spaces across multiple operating businesses and increasingly utilise serviced offices and workspaces. Most businesses have also reduced the amount of time they&rsquo;re physically in the offices, which itself drives reductions in energy consumption.</p><p>Whilst not directly affecting the Scope 2 emissions reporting, the Group completed its first full financial year of purchasing 100% renewable electricity generated only through wind, solar and hydro for all of its UK operations.</p><p>The business has also had in place an electric vehicle salary sacrifice scheme available to all UK employees and to support this initiative have invested in and installed nine EV Charging Points at the UK Head Office.</p><p>Finally, the Group intends to fulfil its promise of achieving Carbon Neutrality and we will be offsetting our carbon emissions as stated above utilising the PAS2060 framework which will be published on our website in due course.</p><p>The business remains committed to achieving Net Zero by 2050 and work will continue on the development and delivery of a Net Zero strategy this year. The Group will also continue to implement and formalise new processes in preparation for our first TCFD reporting cycle in 2024, as well as participating and reporting under the third phase of the Energy Savings Opportunity Scheme (ESOS) throughout the year. The business will continue its process of removing all company provided vehicles with the aim of having no owned or leased vehicles by the end of 2023 and will continue to offer the EV scheme to all employees.</p></details><details class="mce-accordion"><summary>Task Force on Climate-related Financial Disclosures (&lsquo;TCFD&rsquo;)</summary><p>TCFD reporting is important to effective ESG and climate risk management. It will also help us to meet the growing stakeholder demand to understand how climate change could affect Impellam as well as the effects our operations have on the&nbsp;climate.</p><p>In 2022 we continue the initial steps on the roadmap to TCFD reporting and will include the required TCFD disclosures when Impellam falls in scope for the financial year 2023. The Group will continue to monitor the significance of climate related risks (including existing and emerging regulatory requirements), implement mitigating activities, and disclose in line with materiality to the Group. At present, these risks are not considered to have a material impact for the Group.</p></details><details class="mce-accordion"><summary>Emissions and energy usage</summary><table border="1" cellspacing="1" cellpadding="1"><tbody><tr><th>&nbsp;</th><th>Emission Source</th><th>2022</th><th>2021</th></tr><tr><td>Scope 1 (kgCO2e)</td><td><p>Natural gas Company and leased vehicles Heating oil</p><p>Gas Combustion</p></td><td><p>198,801</p><p>185,295</p></td><td><p>99,656</p><p>237,835</p></td></tr><tr><td><strong>Total Scope 1 (kgCO2e)</strong></td><td>&nbsp;</td><td><strong>384,096</strong></td><td><strong>337,491</strong></td></tr><tr><td>Scope 2 (kgCO2e)</td><td>Electricity</td><td>283.044</td><td>576,976</td></tr><tr><td>Scope 3 (kgCO2e)</td><td>Colleague cars</td><td>227,109</td><td>55,102</td></tr><tr><td><strong>Total kgCO2e</strong></td><td>&nbsp;</td><td><strong>894,249</strong></td><td><strong>969,659</strong></td></tr><tr><td><strong>Total energy usage (kWh)</strong></td><td>&nbsp;</td><td><strong>4,299,344</strong></td><td><strong>4,631,709</strong></td></tr><tr><td>Normaliser</td><td>KgCO2e per &pound;m revenue</td><td>442</td><td>582</td></tr></tbody></table></details>

<h3>Our Integrated, Collaborative Business Model</h3>

<h3>Responsible business</h3>
<p>Our commitment to sustainability underlines our responsibility to build long-term value for all our stakeholders, supported by sound policies, good governance and positive actions.</p>

<h3>Our Priorities and What They Mean</h3>

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<h2>Turn to Impellam Group</h2><p>As one of the largest workforce and STEM talent solutions companies in the world, you will have access to thousands of jobs when you register with Impellam. Once you have registered using the chatbot above, our team will contact you as soon as possible about potential positions that may be of interest to you.</p><p>We wish you the very best of luck in your job search as well as settling into life in the UK.&nbsp;Please share this page with other Ukrainian refugees looking for work in the UK.</p>

<h2>Insights</h2><p>Our subject matter experts share their deep industry knowledge to help shape your workforce and talent strategy.</p>

<h1>Jobs for Ukraine</h1><p><span style="background-color: rgb(255, 255, 255);">After the outbreak of war in Ukraine, when refugees started arriving in the UK, we quickly created a tech-enabled solution to help those settling to find work. We mobilised an integrated Impellam team to come together and to help refugees find work – with any profit from placements being donated to the International Red Cross.</span></p>

<h2>Our Commitment</h2>
<p>Impellam Group is dedicated to fostering an equal, diverse, and inclusive organisation across all our locations in the UK and Ireland, Europe, the United States, and Australia. We work to ensure our organisation reflects the diversity of the communities we serve.</p>

<h1><strong>Manchester Pride</strong></h1>

<h1>Our Mission and Vision</h1>
<p>We&rsquo;re a purpose-led organisation.<br>Our purpose, mission and vision serve to unite us and drive us to collaborate and bring the fullest capabilities of Impellam together.​</p>

<h1>We care about the power of work</h1><p>Our operations span North America, Asia Pacific and the UK &amp; Europe. 1,800 people united by one purpose, one culture and one driving force that we call Virtuosity.</p><p><br></p>

<h2>Impellam has been recognised as leaders in the industry</h2>

<h1>Our people</h1>
<p>At Impellam, it&rsquo;s our people who make the difference.</p>

<p class="MsoNormal">Our <strong>Services Procurement</strong> capabilities enable us to not only enhance <em>your </em>procurement capabilities, but also help your business evolve. Using Impellam&rsquo;s market-leading expertise and strategic specialists, we create and implement procurement and purchase strategies that drive improved category management, budget optimisation and spend analysis and efficiency.</p>

<h2>Unique in the market</h2><p>Our approach is not reliant on technology alone. It’s a holistic, integrated solution that includes talent marketing and talent delivery expertise - underpinned by the latest technology. We work in partnership with you to develop a bespoke direct sourcing strategy and build talent communities.</p>

<h2>Impellam have been recognised as leaders in the industry</h2><p>Impellam Group is one of two companies globally named a Leader in the Everest Group PEAK Matrix® for Contingent Workforce Management (CWM) and Services Procurement/Statement of Work (SOW) as well as UK IT Contingent Talent and Strategic Solutions PEAK Matrix® with our brands.</p>

<h2>Solutions to build better businesses</h2>

<h2>Why STEM Council for Good?</h2><p>The&nbsp;Impellam&nbsp;Group has strong ties to STEM with Bartech, Lorien and SRG, and the future points to the science, technology,&nbsp;engineering,&nbsp;and mathematics space as one that will continue to grow and thrive.</p><p>The STEM Council for Good brings together everyone who is interested in STEM careers, at all levels of experience, whether they are career pivoters, veterans, military spouses, recent graduates, etc. with experts already working in the STEM field.</p><p>There are significant changes to be made in the underserved communities considering careers in STEM and&nbsp;STEM&nbsp;Council for Good is positioned to help lead those changes.</p><p><strong>Be a part of the future, today.&nbsp;Join today!</strong></p>

<h2>Supporting North America Organizations</h2>

<h1>What we do for the STEM community in North America</h1><p>STEM Council for Good partners with diverse non-profit organizations and STEM companies to create pathways for&nbsp;everyone&nbsp;considering&nbsp;a career&nbsp;in STEM.</p><p>&nbsp;</p><h1>&nbsp;</h1>

<h2>Our&nbsp;Impellam&nbsp;STEM leaders are some of the most recognized in the industry.</h2>

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<h1>Suppliers</h1>
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<h1><span style="background-color: rgb(255, 255, 255);">Environment, Social &amp; Governance (ESG)</span></h1>
<p>Our ESG strategy is a key focus.</p>
<p>Increasingly people are looking to businesses to lead the way on environmental, social and economic sustainability. Through the power of work, we change lives, we change businesses, and we change futures.</p>

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<h1>Technology partners</h1><p>Corem ipsum dolor sit amet, consectetur adipiscing elit. Nunc vulputate libero et velit interdum, ac aliquet odio mattis.</p>

<h1>Culture of Virtuosity</h1><p>It&rsquo;s how we do what we do. We are united by one purpose, one culture, one driving force.​&nbsp;</p><p>We call it Virtuosity. It&rsquo;s why we&rsquo;re different. It&rsquo;s our determination to do even more and to always be ambitious and brave for our customers and candidates.​</p>

<h2>Subscribe to our newsletter</h2><p>Stay up to date with Impellam group.</p>

<h1>Work with us</h1><p><span style="background-color: rgb(255, 255, 255);">Could you be our next Virtuoso? Browse the latest career opportunities.</span></p>