Best Supplier Partnership Finalists at the 2020 FIRM Awards.

We are delighted to be nominated for Best Supplier Partnership at the 2020 FIRM Awards. This nomination alone is a credit to our committed and dedicated team of professionals and represents the values we stand for at eSift.

The Award

As functions mature, suppliers often form a crucial and integral part of the organisation’s success in talent acquisition, either as an ongoing or outsourcing component to the department or engaging for a specific project or major initiative. This category seeks to recognise suppliers and employers who have achieved the benchmark in supplier engagement, management and utilisation.

About us

We are experts in delivering agile RPO services and bespoke resourcing solutions for talent acquisition professionals. Since 2008, we have worked as an extension of in-house recruitment teams to impact on time to hire, enhancing candidate experience, promoting the client’s brand and impact on diversity and inclusion.

About our client

A leading global business supplying a wide range of electronic components and consumables, with operations in 32 countries, they offer more than 500,000 products through the internet, catalogues and trade counters to over one million customers.

The challenge

Our client had an ambitious desire to build an effective direct sourcing strategy, serving EMEA region, and looking to make 600 hires per year.

Previously their recruitment needs had been serviced for 5 years by a traditional global RPO, but the decision was made to appoint eSift to provide a more agile RPO for 11 months.

Why eSift?

In summary, we are a rare breed. We were happy to agree to an initial 11-month contract, with 30 days’ notice period to provide some “quick fixes and build the in-house capability”.

The longer-term objective was to start to transfer key Talent Acquisition Professionals onto their payroll once the concept was implemented and the model was running effectively.

The solution

Working in partnership was key in order to meet and exceed an ambitious short and long-term recruitment and talent strategy. We successfully delivered this service and the starting point was to “fix the basics” and recruit an experienced team of Talent Acquisition Professionals supported by a Resourcing Team.

Following extensive meetings with key stakeholders and support departments, we identified the following priorities

  • Improve candidate experience
  • Promote their brand
  • Reduce agency usage
  • Build talent pipeline
  • Provide management information
  • Upgrade internal systems
  • Build strategic partnerships with Oracle, Indeed, LinkedIn, Job Boards. AIA (media partner) Glassdoor

What did we learn?

Patience was the biggest learning curve. The TA team were so passionate and focused on delivering against their objectives but inevitably some of the internal projects needed to be put on hold until later in the year.

The outcome

  • Direct hires increased from 62% to 97% in 6 months. (this equated to an immediate saving of over £500,000 in the first 6 months of us taking over the contract
  • We assisted with the organisation of a job fayre in Peterborough within a 48-hour timeline for Thomas Cook employees. All members of the TA team and key stakeholders were present, including senior managers. 11 candidates have been placed within the business as a direct result of hosting that day
  • A 59% decrease in new starter errors delaying offers etc
  • The Resourcing Team remain with us, and our contract has been extended until October 2020. Based on the impact we have achieved on direct hires, Data Digital and Technology has been placed in the scope of the contract
  • Our client was awarded top ten employer for indeed – Top Rated UK Workplace: Best in Technology
  • Our client has been selected as finalists for two FIRM Awards Outstanding Impact & Transformation and Best Supplier Partnership

What the Talent Acquisition Programme Manager says about us

“Highly passionate supplier driving amazing results, a truly consultative partner with respected leaders – are the words to describe eSift. No challenge was too big for Geraldine and her team to relentlessly provide a solution, while taking our direct sourcing to 97% – a feat that was unachieved for 5 years! The eSift Team’s Recruitment Services were especially reliable in times of crisis and I would highly recommend them as a true recruitment partner. “

Talent Acquisition Programme Manager

7 trends that will take over business in 2020.


2020 is nearly upon us. As one year comes to an end, another one begins. That means it’s time to start thinking about a New Year’s Resolution.

When employees return rested and ready to work after the Christmas period, bosses have the chance to start the new year with a new set of business resolutions.

So, what trends look set to transform the corporate landscape in 2020?

Employee monitoring

In 2015, only 30% of companies were using monitoring techniques, which looks to grow to 80% in 2020. While 10% of employees were comfortable having their emails monitored back in 2015. Employees rightfully raise privacy concerns, so transparency is important.

The rise of employee activism

This trend has been gaining momentum through 2019; Google repeatedly made headlines for the prospects of its employees, whilst Amazon and even Sainsbury’s have experienced similar issues. 38% of employees report having spoken up to support or criticise their employers’.

How voice is activating the workplace

LinkedIn recently carried out a study with Oracle, that found that half of people have used AI voice in their house, 31% in their car, 25% at their desk and 18% in meetings. Companies are already testing AI voice in the workplace to help simplify routine tasks.

The hiring of retirees to fill the skills gap

Two-thirds of companies have hired a retiree while 20% have never hired a retiree. Companies are taking people out of retirement who have in-demand skills out of necessity in a way they haven’t in the past. The fastest growing demographic in the workplace are those aged 65 or older with 10,000 of them turning retirement age each day.

The new role of a manager

Currently, managers spend 54% of their time during the workday on administrative tasks, 10% of their time on strategy and innovation and only 7% on developing talent and engaging with stakeholders. With the introduction of AI voice into companies, those administrative tasks could be completely automated, giving managers more time to work on more important initiatives.

Therapy in the office

Mental Health continues to become a growing concern, with 50% of Millennials and 75% of Gen Zs having left a job due to mental health concerns. Goldman Sachs are training dozens of UK staff to be mental health first aiders who can spot colleagues suffering. The UK is leading the way when it comes to supporting mental health with protections under the Management Health and Safety at Work Regulations Act of 1999.

Purpose and meaning at work

A study carried out by PwC found that 79% of leaders think that purpose is central to business success and Gallup found that 41% of employees want to know what a company stands for. As a response, PwC hired a “Chief Purpose and Inclusion Officer” to support the company’s corporate social responsibility efforts. 


Morale – The energy of success.

Morale in the Workplace
Morale in the Workplace

Morale – the confidence, enthusiasm, and discipline of a person.

Having positive morale in the workplace has a significant effect on the overall performance well-being and success of any employee, department or organisation.

You can’t give an employee positive morale, but as an employer you do play a major role in the environment that contributes to positive morale.

Factors such as the effectiveness and quality of managers, the interaction managers have with the team and the way employees interact all contribute to a positive environment.

It’s not just managers that have a role in maintaining a steady healthy connection. In order to maintain a positive environment, everyone must be transparent with one another.

Morale is a state of mind. It is steadfastness and courage and hope.

George C. Marshall

Ways in which we can change the environment we work in to encourage positive morale.

Give recognition. Everyone likes to receive positive recognition when they’ve put effort into a task or project. Something so simple can go a long way in boosting positive morale.

Collect feedback. Collecting feedback from employees can be invaluable information into the current workplace environment. By collecting feedback, you learn how employees feel and the ways in which the environment can be improved.

Help them grow. show a genuine interest in employees. Understand what their personal goals are and assist them in achieving their desired goals. Employees will feel an incredible morale boost once they reach their goals and feel confident they’re receiving the support they need from managers. this will create loyal employees and investment well sent on personal development.

Everyone has a part to play in maintaining a healthy workplace environment. But remember, people are the most important resource in an organisation. If you take care of your team, your team will take care of business.

Four-day Week. Are we ready for change?

Four-day Week
Four-day Week

A four-day working week sounds great – right? But does it boost morale and increase productivity?

Going back to the early 1900’s, we were first introduced to the 5-day working week when in 1908, a cotton mill in New England United States shut its factory on a Saturday. Shortly after in 1926, Henry Ford followed suit, being one of the first major companies to shut its factory doors over the weekend and implementing the 40-hour week.

And so, the 40-hour, 5-day working week was born.

Fast forward over 9 decades, and we are now considering change again in the form of a 4-day working week and the benefits this change can have on engagement, productivity, success and well-being.

We all get excited about the idea of having a three-day weekend.

So, what are the advantages and disadvantages for employers and employees working a four-day week?

Advantages of a shorter week:

  • Reduce Stress. Reducing the number of days in the office allows an extra day for rest and helps prevent burnout. It also allows employees to take part in hobbies or family commitments which has also been proven to reduce stress.
  • Increase productivity. Employees feel more in control with a better work life balance. The idea of a three-day weekend gives them the drive and engagement needed to increase productivity. This increase in productivity contributes to the overall success of the company.
  • Cost saving. Studies have shown that closing the office for an extra day has reduced energy and maintenance bills. This also has a direct benefit to our environment.

Disadvantages of a shorter week:

  • Not all industries are able to commit. Companies that offer or require a 24/7 service may not be able to participate in the shorter working week.
  • Longer hours. Some employers may want to adopt the 4-day working week but not want to reduce the number of working hours. For some people, compressing the normal 40-hour week into 4 days will work perfectly. But for others, it may not work as well. This in turn could have the opposite affect and increase stress levels and failure to meet deadlines.
  • Loss of opportunity. There would also be the factor that your business could lose out on potential opportunities. By reducing the number of working days, this could impact you if your competition is open and are able to swoop up that new client.

So, is this way of working something we can expect to see in the future? Countries such as Japan, Sweden and New Zealand have already put the four-day working week to the test and have seen success from it.

Like anything, working a four-day week has its pros and cons and can work well if it is implemented into the correct working environment.

Christmas celebrations in the Workplace.

Christmas red and grey bauble ornaments
Christmas red and grey bauble ornaments

The Christmas songs are singing, the decorations are up, and the talks turning to Christmas parties and the holiday break.

The festive season is in full swing.

But are we celebrating too early and slowing down on productivity?

In December, staff productivity levels drop to their lowest point. However, a staggering 78% claim to work just as hard in December, with 22% citing the reason as so they can enjoy time off over the festive break.

However, it’s not just time off that’s proven to drive productivity. 74% of employees claim office festivities, such as, decorations, Christmas trees and Secret Santa traditions, boost morale and productivity. 

So how can we keep our employees engaged right up until the festive holidays? 

Secret Santa

Secret Santa is a great way to introduce a bit of festive engagement among employees. For example, it brings us all together for a few hours, and even helps us to get to know our colleagues a bit better. 


“The best way to spread Christmas cheer, is singing loud for all to hear,” 

Will Ferrell, ELF

Turn those tunes up and have a singalong. Not only does singing make us laugh, it also comes with several physical and emotional benefits too. 


  • Strengthens the immune system
  • improves posture
  • Lowers stress levels
  • Improves mental alertness

Flexible Working Hours

The lead up to the big day can be a frantic rush for people. However, by introducing flexible working hours throughout December will allow people to attend school plays, organised Christmas events and to complete the dreaded shopping. 

In return, this will decrease the levels of stress in employees, increasing engagement and productivity during their working hours. 

Festive Bake Off

Christmas is a time to indulge. Why not get everyone involved in a festive Bake Off. Baking can increase a feeling of well-being, contribute to stress relief and make you feel like you’ve achieved something. After all, food makes people happy.  

However you celebrate in the workplace this year, Have a very Merry Christmas.

Source – for further research that celebrating Christmas improves workplace productivity, visit:



In a world where the digital landscape and online services are rapidly evolving, there has never been a greater time to educate ourselves on the awareness of a cyber-attack, and the damage they can have on our personal and business data.

In this digital age, we use the internet for even the smallest of tasks such as; communications, job searching, financial transactions, shopping and file storage.

As the list of online services and cloud storage options grow, the threat of a cyber-attack grows with it.

So, what is a cyber-attack and how can we protect ourselves to decrease the risk?

A cyber-attack is an assault performed by cyber-criminals. Their aim is to target devices, computer systems, infrastructure and networks, where they attempt to expose, destroy, disable or gain unauthorised access to an asset.

There are many methods a cyber-criminal can use to launch an assault. The most common include:

  • Phishing
  • Malware
  • Ransomware
  • Denial of Service (DoS)
  • SQL Injection Attack
  • Man-in-the-Middle (MitM)
  • Cross-site Scripting (XSS)
  • Password Attack

What measures can we take to protect ourselves from cyber-criminals?

As the threat of a cyber-attack increases each year, preventing these attacks becomes a growing concern. Nevertheless, there are several measures we can take to reduce the impact from an attack.

Invest in genuine security software

Having genuine security software will aid the prevention of spyware, identity theft, and protect valuable information.

Strengthen passwords and regularly change them

Changing our passwords regularly is recommended to keep our accounts safe. By doing so, this prevents hackers from accessing our account if there has been a previous breach, and to limit access gained by keystroke loggers. When changing passwords, it is always recommended not to save them in a web browser.

Strengthen Wi-Fi security

as a result of strengthening the security of our Wi-Fi, this will help prevent cyber-criminals sneaking into our devices and accessing personal systems. By making some simple changes such as; the default home network name, strengthening our password and activating network encryption, this will increase security from a potential breach.

Protect our personal information

If we don’t protect our personal information, we could be victims of identity theft. However, by setting two-factor authentication, updating our software regularly and not shopping or banking on an un-secure network will reduce the risk of falling victim.

In conclusion, we will never be able to fully protect ourselves against a cyber-attack. However, by following some of the recommended measures, we can decrease the risks and damage caused by cyber-criminals.

Canine companions in our workplace.

Canine Companions
Canine Companions

Let’s all paws for thought. Can introducing our canine companions into the workplace benefit us?

Currently, 8% of the UK population are bring their canine friends into the workplace each day, due to companies introducing new policies to enhance the working environment.

Brands such as BrewDog, a Scottish brewery who grant employees one week paid ‘puppy paternity leave’. Nestle who have a dog-friendly car park and two dog gardens, and WeWork, who have a ‘bring your dog to work’ agreement.

So why are companies deciding to introduce our canine friends at work, and how can this benefit us?

Aid better connections and relationship building

Dogs are natural social facilitators, with a power to bring people together. They can aid cohesion and help to build and maintain relationships, something which is particularly important in the workplace environment.

Health benefits

Dogs have the potential to reduce stress and anxiety levels in the workplace just by interacting with them for a few minutes. This is because stroking a dog stimulates the release of the relaxation hormone in the human body.

Help us focus on the present

Due to their dependent nature, they prompt us to focus on the present moment. If your dog needs a toilet break for example, you must take them outside. This means you take a screen break and will therefore return to your desk feeling refreshed and re-focused.

There are many factors that you must consider before introducing your dogs into the workplace, some of these include:

Well trained

It is essential that any dog coming into the workplace is properly trained and understands the basic commands such as sit, come and down.

Workplace hazards

The office must be clear of any potential hazards that pose a threat to the dog’s health. By moving small object, properly storing away food and ensuring bins are out of reach, dogs can wonder free and safe.


It is essential to pack some basic supplies to make them feel comfortable in the workplace. They should also have access to fresh water throughout the day.

There are many other factors to consider before bringing dogs into the workplace. If these rules are followed correctly, employees can all enjoy the benefits of having our furry friends at work.

Sadly, not all companies are able to allow dogs into the workplace for reasons such as allergies or health and safety. However, there are still several ways to decrease stress and increase productivity at work. Click here to read our blog on employee well-being.

For more information on the well-being benefits of having dogs at work and advise on how to introduce them into the workplace, visit the source below.


Laughter in the workplace.

Laughter in the Workplace
Laughter in the Workplace

Laughter is a powerful expression. We all remember those times as a child where we laughed so hard, we could hardly breathe.

That doesn’t have to stop the moment we step into our place of work. More companies these days are now embracing that fact that laughing is contributing to the success of the culture, increasing productivity, employee engagement and promoting well-being.

We have all heard the saying “laughter is the best medicine”. So, what can we do to implement this into the workplace?

Team Suggestion Box

Collect suggestions from employees with simple ways to create an enjoyable working environment

Get Management and Leaders On-board

Laughing is contagious. By leading with laughter, you can make your employees feel more comfortable and confident, creating an environment where laughter can spread.

Internal Intranet

Create a specific page on the internal intranet, dedicated to humorous jokes, videos and quotes etc

Team Building Exercises

Create a weekly office or team competition like a hula hoop challenge. Not only does this create an environment where we can laugh, it also gets us up on our feet and way from our desk

There is nothing in the world so irresistibly contagious as laughter and good humour”. Charles Dickens

Along with uplifting the office culture, increasing productivity and employee engagement, laughter can also have a positive impact on our physical health. It helps to boost our immune system, decrease pain, improve our mood and protect us against the effects of stress.

How does laughing affect our physical health?

  • laughing causes us to take in large amounts of air, oxygenating our blood
  • When we laugh, our body releases the feel-good hormone endorphins, increasing our mental well-being
  • Laughing is good for the heart, increasing blood circulation and lowering our blood pressure
  • Laughter decreases the stress hormones in our body, allowing us to relax and focus

Not only does implementing laughter into the workplace have a positive impact on our employee’s mental and physical well-being, it also contributes to employee success and personal satisfaction, which in hand attracts more diverse talent and helps to retain loyal employee’s.

Want to find out more about combating mental well-being in the workplace? Click here to visit our “Combating Mental Well-being in the Workplace” blog.

Combating mental wellbeing in the workplace.

Like our physical health, our mental health can be unpredictable. Mental wellbeing in the work place is an ever-growing subject with studies revealing that in the UK, it’s estimated around 30-40 percent of all sickness absence relates to some form of mental health illness.

In this modern economic climate, change is a constant journey evolving rapidly in our daily lives. On average, we spend one-third of our adult lives dedicated to our place of work, so it’s vital that we address mental health and provide support to those who are dealing with this invisible illness.

“Mental illness is nothing to be ashamed of, but stigma and bias shame us all” Bill Clinton.

By understanding and removing the stigma that is pinned to mental health and making small changes to the environment of which we work in, can have a huge impact on employee engagement, boost productivity and increase employee loyalty.

A small change can go long way.

Minimise the stigma within an organisation

Minimising the stigma that casts a shadow over mental health and creating a culture that supports the illness can increase employee confidence.

Be more flexible

With the economy modernising, the workplace should too. 70% of employees want a say in how and when they work. Introducing flexibility into the workplace can have a positive affect on employee engagement, productivity, motivation and most importantly, mental wellbeing.

Keep in touch

Relationships are significant to any mental health illness. Being approachable and understanding or simply initialising that conversation can make an immeasurable difference to someone suffering.

Implementing a few small changes to the workplace will not only have a positive influence on employee wellbeing and engagement but it will uphold a brand to attract and retain talent, talent that is vital to the successful growth and productivity of any organisation in this modernising age.

Let’s come together and make a difference by supporting mental health awareness 365 days a year, not just one.

Why the modern workforce needs more flexibility.

Slinky spring
Slinky spring

A happy workforce will naturally be more productive, with 48% of managers believing that flexibility makes for a more productive workplace. (HR News, 2019) Flexible working isn’t just a priority for millennials and younger workers either; it plays a crucial role in helping older employees stay in work longer, navigating health issues and travel or family commitments.

Taking flexible working to the next level:

Earlier this month, MP Helen Whately called for flexible working to become the default for all employees, rather than it being up to individuals to request. Introducing her Flexible Working Bill in Parliament, she argued that unless employers had a specific reason for having set working hours, all businesses should introduce flexibility. If these changes take place, it will mean all UK businesses will have to allow workers to have some flexibility as part of their contracts. The most common working pattern in the UK is 9-5, but employers are now acknowledging that their employees have other pressures in their lives that can cause stress and lead to diminished personal health, thus affecting productivity. Offering flexibility will make employees lives easier and less stressful, making them happier and more productive in the workplace.

Being more flexible is important in terms of recruitment, too. By casting your net as wide as possible and offering benefits such as flexible working, companies can attract employees who might not fit into the conventional workplace mould but still have huge potential as key talent.