At Sellick Partnership we are committed to helping public, private & not-for-profit organisations deliver key transformation projects in this rapidly growing and diverse marketplace. Our dedicated Change & Transformation Recruitment specialists have the expertise and knowledge needed to attract the very best candidates to manage key change and transformation projects in your business. Our experience in this area is driven by our trusted and long-term relationships with change specialists across the UK, complementing our expert market knowledge of this sector.
Through our wide and trusted networks we are able to source high-calibre talent to help build, shape and deliver business change on a permanent, contract and interim basis across the public, private & not-for-profit sectors. We work in partnership with a range of organisations nationwide and excel at delivering a tailored service to both clients and candidates. Our specialist areas within change & transformation include but are not limited to:
From entry level positions, to senior and board level appointments, we are happy to assist you with all of your recruitment needs on a permanent, contract and interim basis. Examples of roles that we regularly recruit for include:
To ensure this we have tailored our recruitment processes over the years to better suit the needs of the public & not-for-profit organisations we work with, ensuring that we provide our expert recruitment services at a transparent and compliant rate through approved supply chains. We supply to the public & not-for-profit sectors through the Crown Commercial Service (CCS) Non-Medical, Non-Clinical Framework RM971 and the ESPO Strategic HR Services Framework 3S_18.
Our national presence and unrivalled reputation means that we can offer the very best service to our both our clients and candidates. So if you are looking for a new challenge for yourself, or if you have an open position in your team, get in touch with our experienced Change & Transformation Consultants today.
Meet the Team
Professional services is a particularly demanding sector, and it is great to see that there is a wealth of senior females coming through the ranks. JMW, Hill Dickinson and Slater & Gordon (formerly Pannone) are just some examples of companies that have high percentages of women at the upper echelons of their sector. However, with equal numbers of men and women now entering professional services I do wonder why this number still remains in the low 20s. Research states that women now occupy just 26 percent of all FTSE100 boardroom positions, making little progress from 23.5 percent in March 2015. I believe this small increase has been steered by a rise in well-qualified female talent graduating from universities and the advancement of effective diversity programmes making roles more attractive to females in professional services. However, more needs to be done to ensure women have the same opportunities as their ale counterparts to progress as their male counterparts. I believe the problem lies in the retention and promotion of women, or lack of in many cases, and as a result organisations are losing some of their best talent. This in turn means that the majority of Boards, Partners and senior leaders in professional services companies remain overwhelmingly male, particularly in larger firms. This could be down to women not being as motivated to stay at an organisation or progress to senior positions in favour of a better work/life balance. One of the main reasons for this is that women are still generally perceived as the primary carer for children and new born babies despite the introduction of shared parental leave in 2014. It was recently reported by the BBC that as little as two percent of all men have taken advantage of the policy citing an understanding of what is on offer, cultural barriers and financial penalties as barriers and often deterring parents from sharing parental leave. Whatever the reason, it worries me that this is still the case as the promotion and retention of women should no longer be perceived as simply a social issue. Business leaders recognise there is a clear business case for tackling barriers to equality, with research estimating that better engagement of women greatly benefits the UK economy. It is therefore surprising that more women are not achieving their full potential. Recent studies have suggested that this may be down to a lack of confidence with many women questioning their own ability to reach senior management positions. This could be the reason why large numbers of talented female professionals are continuing to settle for non-executive positions, and we must work harder to ensure all female professionals have the confidence and support to achieve their full potential. In my opinion this has to be done as early as possible, and I would advise the government to look at universities to help promote female role models and increase confidence prior to starting their career. Last year UCAS reported that young women are a third more likely to go to university than men and this could be the perfect platform for encouraging and promoting women in business. If businesses and lecturers worked closely together to promote strong female role models and give students access to inspirational stories I believe we could instil more women with the confidence to achieve their full potential and help reduce the gender gap once and for all across all industries and sectors. Are you interested in finding out more about the role of women in business? Check out our insights section for blogs from Sellick Partnership staff including Managing Director Jo Sellick.
The 2018 Golden Globes saw the nominees and attendees wearing all-black at the awards ceremony to protest against sexual harassment. The next day, the demonstration swept the headlines, highlighting how what you wear can make an impact beyond you looking great. Oprah Winfrey commented that the all black protest was a “powerful symbol of solidarity”. I found this event extremely interesting and made me examine the power clothes can have in business, and why dressing in business-wear for work can enhance your career. Last summer for the entire month of August, Sellick Partnership employees were permitted to attend work every day in ‘dress down’. It was as though we were on school holidays and could enjoy the novelty of not wearing our ‘uniforms’ every day. It was fascinating to hear different colleagues’ opinions on the dress down experiment. Whilst some commented that it was great for boosting morale, claiming it created a sense of relationship building amongst peers – some employees used it as an excuse to strike up conversation using what their colleague was wearing as a talking point. Others found it affected their mind set and attitude towards work. It is this psychological element of dressing in ‘business attire’ that has provoked me to explore the positive and negative impacts dressing down can have within the professional services workplace: It is one less decision to make in a morning We are already faced with hundreds of choices each day: from what to have for breakfast to which task on my to-do list should I do first. Every day – consciously or unconsciously – we have to make decisions. By eliminating the option to dress in “whatever you want” for work, we are effectively streamlining our day from the offset. Mind set and attitude It can be argued that dressing in business-wear increases productivity at work. Let’s say two employees turn up to work; one dresses in a tracksuit, the other in a suit. Whether or not we like to think of ourselves, studies show that around 80 percent of people evaluate other people’s appearance (survey by Allure.com). How you are dressed determines how you are addressed. The employee who dressed in the tracksuit on first glance can appear slack, whereas the employee who opted for the suit is likely to be perceived as having made an effort. From a mind-set perspective, studies show that the way we dress alters how we feel internally. In 2015, a study by Social Psychological and Personality Science asked participants to change into formal or casual clothing before taking cognitive tests. The results showed that those wearing the formal business attire increased abstract thinking (a crucial credential for creativity and decision-making). Making a statement The Golden Globes demonstration took the world by storm and so can you! The way you dress can increase feelings of power and authority, as demonstrated in the example above of the experience carried out by Social Psychological and Personality Science The “just in case…” scenario You never know when you will have to attend a spontaneous, unexpected meeting. Dressing smartly allows you to be prepared for anything the day throws at you. You are also more likely to feel confident in an important meeting with contacts you have not previously met if you are smartly presented in front of your clientele. The novelty of “dress down” Fridays The excitement of having a dress down day is removed when every day is dress down. Dress down days are a great way to boost morale. According to Love to Know, when people are dressed more casually – when workers across the entire workplace at all levels are wearing similar attire – they may be more likely to interact with people they wouldn't ordinarily feel comfortable approaching. It is easier to chat and share ideas with someone who is dressed similarly to you than with someone in more formal attire than you are wearing. This can lead to cultivating positive working relationships that will strengthen the overall team, and that's always a good thing for any business. You wouldn’t be in the best frame of mind to do a fitness class if you were wearing a tailored jacket. Likewise, many of my colleagues found that during last summer’s experiment, they felt psychologically more productive when wearing “traditional” business attire. In the words of Rachel Zoe, “style is a way of saying who you are without having to speak”. Dressing in business attire for work in a Professional Services office shows, in my opinion, a desire to be at work, and increases productivity and motivation amongst employees. To read more blogs from the team at Sellick Partnership check out the insights section of our website.
On Thursday 23 June 2016 the UK voted to leave the European Union causing much upset across Europe, despite 51.89 percent of Brits who voted voting to leave the EU. Since the vote headlines have been marred with empty promises made by the ‘Leave’ party and even many of those who did vote to leave are worried about what the future holds for the UK. However, despite the uncertainty I do believe there are some positives to the UK leaving the EU. Since the decision was made, central government has seen a significant increase in the employment of civil servants. There have been thousands of jobs created due to our pending exit from the EU, with over 3,000 civil servants already employed to handle the logistics of Brexit. A further 3,000-5,000 specialists are also forecasted to be employed through HM Revenue and Customs to deal with Brexit. Although the government are recruiting across the board, it is said that lawyers have and will benefit the most. Since the result was broadcast, 300 lawyers have already been employed to deal with the aftermath of Brexit into central government. This number is anticipated to grow as further negotiations between EU and the UK get underway. Changes in legislation and policies mean that the number of lawyers needed is increasing. There is talk that the Brexit process could take up to 10 years, meaning that the need for lawyers will not just be short-term. Although there are many challenges to Brexit, for lawyers it is a chance to be involved in some of the most interesting work for decades. A great deal of the policy work regarding Brexit will come from Brussels and I believe as a result of this there will be an additional surge in workload for lawyers working within central government. Some of the work in which lawyers will have to advise on will include; trade, EU funds, UK regulations, employment and migration policies. The opportunity Brexit is providing for many lawyers is unique. Many legal professionals will never get another chance to work on something so important, current and complex, and it is great to see the market responding to these needs so quickly. As a Recruitment Consultant who focuses on recruiting legal professionals into central government I have seen this surge first hand. Not only am I noticing the number of roles available increasing, but also the number of legal professionals vying for a role that relates to the changes Brexit might bring. In my opinion central government will continue to get busier, and I expect a surge in roles as negotiations continue over the next 12 months. We have also noticed that the workload is beginning to dramatically increase for our candidates currently working within central government, which will also lead way for interim staff as well as the permanent lawyers currently in position. The uncertainty surrounding Brexit is also giving us a great opportunity and opening up contract positions for many lawyers. As a result there as many new and exciting opportunities and I would urge any legal professional with an interest in Brexit to get in touch as soon as possible. Although, ideally they want to recruit lawyers with public sector experience, my clients are also open to lawyers that have a strong interest in Brexit and have the right transferable skills from elsewhere. A lot of the roles are advisory; however, the whole of central government is getting busier, for example in the immigration teams. This giving a chance for lawyers to get into government roles. I believe that now is the perfect time for lawyers to be involved in some of the most fascinating work of the past decade and probably for years to come. Even if Brexit is going to be challenging for the UK, the jobs and work that I being created as a result of it is encouraging. If you would like to discuss your career needs and how you could get involved in Brexit teams get in touch by calling 0203 741 8180, alternatively you can email me on email@example.com. Related pages Browse roles Candidate resources Register your CV