We are delighted to continue to support Future Forest Company in 2025, by planting one tree with them for every placement we make!

This means that as a business we’re reducing our carbon footprint, doing our bit for the planet & helping to reduce global warming.

Future Forest Company plant trees on their own land, guaranteeing that the tree will never be removed. All trees are looked after & cared for for 5 years after being planted to ensure they mature. The sites also include water areas and other natural habitats to encourage natural fauna and flora to thrive.

Our Astute trees are planted on the beautiful Glenaros Estate on the Isle of Mull in Scotland, which Future Forest Company acquired in 2020. The hill ground on the estate provides the perfect setting for creating a beautiful, healthy forest with the 2000 acre estate having the capacity to plant up to 1 million trees.

While festivities and holiday cheers often steal the spotlight early in the new year, it is worth thinking about the unique opportunities for career growth that January and February offer. Although the UK’s fiscal year begins in a few months, many companies align their recruitment drive with the calendar year and concentrate on new hiring plans in January.

Some people believe this season hiring activities slows down, but employment data confirms a significant rise in companies seeking new talents at the beginning of the year. This alignment often leads to a surge in job postings from organisations seeking to fill positions. By concentrating on your job search now, you can take advantage of this increased hiring activity.

1. Recruiters Peak Activity & Ready to Hire!

Recruiters and hiring managers are more attentive and are engaged in responding to job applicants after recharging during the Christmas break.

Recruitment agencies experience a significant increase in activity during January, with a surge in both job postings and applications. Engaging with a reputable recruitment partner like Asute, can provide access to a broader range of opportunities and valuable insights into the job market.

2. Companies Have Revised Strategies & Budgets

At the beginning of the year, businesses tend to revise their strategies and set new objectives which is why January traditionally sees a rise in job applications, with levels higher than in any month in the previous year. This can create demand for skilled professionals to help achieve these goals, however this also means heightened competition, making it essential to have a well-prepared CV and application strategy.

Applying for positions during the early months of the year puts candidates in an opportune situation where companies and teams are more receptive to new members and are willing to offer more competitive salary packages and benefits.

3. The Beginning Of The Year Is All About Goal-Setting

Just as individuals set personal goals during the new year, companies also actively establish and pursue strategic objectives to foster growth and success.

The new year brings a mindset of change and improvement. Job seekers often feel more focused and driven during this time, which can enhance the quality of applications and performance in interviews. If you’ve been contemplating a career move, now is an opportune moment to channel that “new year, new career” energy.

4. No Holidays Coming Up

Humans are simply more productive when they are well-rested. Research shows there is an 80% increase in performance following a break (like the recently concluded Christmas and New Year holidays).

As recruiters and hiring managers return to work in January when there are no major holidays, they tend to be on a continuous hunt for talent and are also more readily available to review applications, conduct interviews, and make hiring decisions without holiday-related disruptions.

5. People Are More Motivated

The fresh start offered by the new year brings a collective sense of renewal, goal-setting, and increased motivation which positively impacts the hiring landscape. As companies seek to expand and enhance their teams to achieve business objectives, employers also approach the new year with a proactive mindset.

By making the most of this early hiring season, job seekers maximize their chances of securing meaningful employment, position themselves at the forefront of opportunities, and approach the new year with a strategic decision that lays the foundation for a successful and fulfilling professional path.

So if you’re wanting a new job, contact Astute and don’t miss out on this opportunity window!

In today’s fast-paced work environment, the wellbeing of employees is paramount for maintaining productivity and fostering a positive workplace culture. With this week marking National Grief Awareness Week 2024, it’s an opportune moment for employers to reflect on how they support employees experiencing grief. Running from December 2nd to 8th, this week aims to highlight the impact of grief and the importance of support systems and now’s the perfect time for employers to do more than just acknowledge grief – they can take meaningful steps to support grieving team members year-round.

Unaddressed grief doesn’t just affect individuals; it ripples through the workplace, impacting productivity, increasing absences and leading to higher turnover. Research from Hospice UK shows that 77% of employees aged 18-34 would consider leaving their job if they felt unsupported after a loss.

Despite the universal nature of grief, many employees feel pressured to return to work before they’re ready, often without adequate support, and with only 17% of managers feeling confident in supporting grieving colleagues, there’s a clear gap in our approach.

Understanding National Grief Awareness Week

National Grief Awareness Week was first observed in 2014 by the Good Grief Trust charity in the UK. It seeks to raise awareness of the challenges faced by those grieving and to educate people on the profound impact grief can have on mental health.

‘Shine a Light’ is this year’s theme for National Grief Awareness Week 2024, with the objective to shine a light on people, places and projects in the UK.

Why Supporting Grieving Employees Matters

Grief is a universal emotion that touches all of us, triggered by various life events such as the loss of a loved one, a job, or a significant life change. It manifests in various emotional states, from sadness and isolation to anger and guilt.

Physical symptoms like fatigue and appetite loss are also common. For employers, understanding and acknowledging the impact of grief is crucial not only for the individual’s healing but also for maintaining a supportive work culture.

Supporting employees through their grief can lead to:

Enhanced Employee Wellbeing:  Acknowledging an employee’s grief promotes emotional healing and mental health.

Increased Loyalty and Engagement:  Employees who feel supported are more likely to stay committed and motivated.

Positive Workplace Culture: Reducing stigma around grief fosters openness and empathy among colleagues.

Ways to Support Grieving Employees:

Create a Safe Space for Expression

Encourage open communication within your team. Regular one-on-one check-ins or group discussions provide employees with opportunities to express their feelings in a safe, non-judgmental setting. Listening with empathy is key to helping them feel understood and supported.

Offer Flexible Working Arrangements

Recognise that grieving employees may need adjustments to their schedules. Allowing time off or flexible hours can help them balance their personal and professional responsibilities. This shows that you prioritise their wellbeing during challenging times.

Provide Access to Mental Health Resources

Grief can heavily impact mental health, making access to resources vital. Employers can offer counseling services or direct employees to external support networks, such as grief support groups or hotlines. These resources can be invaluable in helping employees cope with their emotions.

Be Understanding and Accommodating

Every individual experiences grief differently. It’s important to be adaptable and considerate of each employee’s unique situation. This might mean adjusting workloads or providing additional support. Demonstrating compassion can significantly ease an employee’s grieving process.

Building a Supportive Workplace Culture

National Grief Awareness Week serves as a reminder to integrate empathy and support into our daily interactions, not just during designated awareness weeks. By building a workplace culture where employees feel safe to express vulnerability, businesses can promote mental health and wellbeing.

Employers should use this week as a platform to engage in conversations around grief and to offer tangible support and resources. By doing so, they can help foster trust and openness, paving the way for a more compassionate workplace.

Let’s shine a light on the importance of supporting employees through their grief—creating a more understanding and supportive workplace for everyone.

70% of UK staff looking for a new job in 2024

One fifth of UK workers are feeling burned out, leading 70% of workers to seek a new job in 2024, according to new research.

HiBob, the company behind Bob, the HR platform transforming how organisations operate in the modern work of work, recently released research exposing the mental state of workers in the UK, what motivates them in the modern workplace and the biggest factors that will contribute to resignations in 2024.

State of employee mental & financial wellness driving resignations

With 2024 now in full swing, the research from HiBob uncovers a miserable state of employee mental wellness, as one fifth (20%) of Brits feel burned out at work and more than a quarter (29%) are stressed. Shockingly, only one in seven (16%) would describe their mental state at work as supported.

As a result, the majority of UK workers (70%) are planning on finding a new job in 2024; with over a quarter (28%) planning on finding one in the next six months. Given workers’ current feelings, driving this new wave of resignations is a desire to level out work life balance (17%).

New year, new priorities: ‘Work to rule’

Almost a third (30%) of UK workers say that what motivates them the most while at work is proper support for a work life balance, followed by working towards a salary increase or promotion (29%).

Taking their work life balance and workplace culture into their own hands, this year a fifth (22%) of British workers plan to set boundaries at work and say ‘no’ more often to requests that would make them work late, extend their working hours, or increase their workload beyond what was originally agreed.

Working remotely vs in the office

Post-pandemic, one of the biggest conversations concerning the workplace has been around working from home vs in the office. Although many Brits are seeking out a better work life balance this year, only one in ten (11%) are planning on working from home more frequently, as 88% plan on maintaining an office based or hybrid working pattern.

The data also reveals that the core factors compelling people into the office are separating work from home (20%), collaboration and teamwork (19%), access to resources (14%) and free heating in the winter (13%).

However, two fifths (40%) of UK workers are worried about the increase travel costs associated with a return to the office being mandated.

Ronni Zehavi, CEO and Co-Founder, HiBob commented: “Our research shows that employees across the UK are feeling stressed and burnt out, which is leading them to reassess what they want from their workplace and employer.

“While pay increases aren’t always possible during times of economic headwinds, these insights make it clear, at a time when there is a war raging for attracting and retaining top talent, supporting employees’ work life balance is going to be a key differentiator for businesses in 2024.”