As a result, we only provide candidates into those industries in which we ourselves have vast knowledge and experience for traditional blue collar positions.
This experience and expertise for reliable recruitment solutions spans the transport, logistics and supply chain sectors.
Because our staff have specific industry-based knowledge, they are best qualified to ensure each and every individual candidate interview and selection results in only the best staff being recommended for each and every available position.
Our expertise and industry knowledge results in providing our Clients with the right candidate for the right job.
Abacus Outsource are also proud to have been selected as the only preferred supplier for payroll services with the Institute Of Recruiters. Having this partnership is a sign of our quality service and dedication to supply into the recruitment sector.
Abacus Outsource offers customisable outsourcing services to address your every HR need. We can partner with your HR department to develop recruiting programs, staffing models, and training programs. We can manage your contingent workforce in a vendor neutral environment, as well as provide operational management of entire departments while you focus on what matters most – your core business.
Abacus Outsource provides managed service programs to large and medium-sized operating companies throughout the UK. Having successfully delivered vendor neutral solutions, Abacus Outsource has a track record of delivering service excellence and business results to our customers.
Abacus Outsource provides outsourcing solutions for the staffing and daily operational management of your company’s critical non-core functions and/or departments.
You can leverage our core business strengths in HR Outsourcing, which includes Outsourcing Resources and Outsourcing Services.
|Transport and Logistics|
Drivers and beyond
|HR and Payroll|
Keep business running
|Oil and Gas|
|IT and Technology|
Backbone of the UK
|Office and Professional|
Fill supply gaps
Make a change
Corporate Social Responsibility
We believe that a growing and successful company has a responsibility to its staff and the community from which it evolves. From our very beginnings, we have looked at ways to improve the environment and minimise our impact on it.
Wherever possible, our sales and promotional material is either made from recycled materials or designed to save the environment.
We are also extremely proud of our various charitable activities. As a company we have adopted “Little Hearts Matter” as our principle corporate charity.
Our annual involvement in Red Nose Day, Children In Need, Movember and many more national charities often see our staff turning up for work in some form of crazy fancy dress or taking part in various sponsored events. Individually, Abacus is pleased to encourage those of our staff who are keen sports men and women to run, kick, swim and cycle to help raise money for various charities.
“Our services are diverse and used across a wide range of industries providing our clients with recruiting services, supplementary labour and complete workforce management. Our company started in 2008 initially as a provider to the logistics industry. We quickly became very successful in this area and expanded into the industrial and commercial sectors”.
“Our services are diverse and used across a wide range of industries providing our clients with recruiting services, supplementary labour and complete workforce management. Our company started in 2008 initially as a provider to the logistics industry. We quickly became very successful in this area and expanded into the industrial and commercial sectors
members of staff
The IT specialisms of web development and fintech are not the only areas where contractors are currently hotter property than their permanent counterparts.
In fact, 54% of employers plan to hire a contractor to cope with a significant increase in workloads requiring Business Intelligence, compared to 33% who plan to hire a full-timer.
“As a result of having new systems to implement, many firms will need to take on interim staff to manage these system overhauls, creating a buoyant market for contract workers,” said Robert Walters, which produced the finding.
Although the recruitment group was speaking before the Brexit vote, which has affected IT recruitment, its finding stems from the long-term intentions of 738 IT managers in a range of industries.
Contractor’s Question: What are the immediate reverberations from the Brexit on my personal finances as a contractor, and have these started already?
Expert’s Answer: To try to answer to your question, let’s look at three areas: mortgages, insurance and savings/investments.
Firstly then, home loans. The interest rates offered on fixed-rate mortgages are inextricably linked to SWAP rates (SWAP is the money market instrument used by many lenders to fund their fixed rate lending), and any upward movement in these money market rates is likely to follow through to the pricing of 2, 3 and 5-year fixed rate deals, pushing rates upwards.
To head off the impact of a possible rate rise, contractors can secure their next mortgage deal now, locking into today’s current interest rates and avoiding the market uncertainty which is expected to follow the vote.
Contract and temp-to-hire jobs in the energy industry are on the rise, and the overall outlook of many employment agencies is positive. “Temp-to-hire and contract jobs are the first to come back when the industry starts recovering. Plus, the rig count is going up,” said Rich Burnett, vice president at Burnett Specialists, an employment staffing company.
Most companies do not post short- or long-term contract opportunities on their websites.
“They call us or other agencies to handle because we offer many benefits to both employees and employers,” said April Maggio, vice president of sales at TPI Employment Agency.
Many of the contract jobs TPI is seeing include technicians, maintenance, quality control, assembly, disassembly, welding, shipping and receiving, and engineering.
Although it is still uncertain how long the process of leaving the EU will take, and its full impact on daily life in the UK is yet to be disclosed, what is certain is that there will be at least minor upheaval in certain aspect of workers’ rights and employers’ obligations.
Many people do not realise that a great number of Britain’s laws surrounding employment originated through our partnership with Europe. Many – such as discrimination laws – are now deeply enshrined in UK law and it is unlikely that the majority of these will be changed once our country leaves the EU; however, certain laws are likely to be changed significantly and a number of experts fear that some workers will lose out as a result of the Leave campaign’s success.
The biggest and most obvious change to UK employment law is likely to be linked to our country’s relationship with the EU job market. Already experts are fearing that once Brexit is put in place, it will be harder to employ people from European countries and more difficult for international firms to send workers on secondments to and from the UK and Europe.
The changes are also liable to have severe and potentially disastrous implications for European people currently employed in the UK, possibly even removing their rights to continue working.
One of the major aspects of employment law that is likely to see change is the Working Time Regulations (WTR), which determines how many hours a person can be expected to work. Once the law reverts to the British government, it is possible the WTR will be repealed, with some solicitors who deal with employment law cases already preparing for a rush of cases related to the issue.
Read more via our news partner at recruitingtimes.org