discover the different ways we also support OUR customERS

There is a world of difference between just filling a gap and finding the best recruitment solution. Our aim is to offer a client ways of working smarter and more effectively, through alternative business solutions that adds value and provides significant benefits. 

In addition to our work in the appointments field, Lucid also has the unique ability to identify simple and beneficial in-house solutions often working onsite in a range of areas:  

• Resourcing, Talent Management & Onboarding
• Workforce and Succession Planning
• Diversity and Inclusion
• Mental Health and Well-being
• Employee Engagement
• Employer Relations
• Retention & Development
• HR Policy & Procedures
• Employment Law
• Employer Branding

We provide a professional and strategic HR offer for our customers that helps to deliver an organisation of the right shape and structure, with the right staff, with the right skills and the right capability to deliver its objectives. We also contribute towards developing a culture of diversity and inclusion by raising awareness with management and staff.  We support and influence a range of stakeholders with people resourcing and recruitment related activity delivering a high level of customer service and driven by improving processes.  We help to transform recruitment and hr processes and to make a real difference in terms of contributing to a great place to work, strong levels of engagement and accelerating staff progression to the next level.

The scope for Lucid to provide HR services, where appropriate, depending on where customers feel it could be of value, for example, we are accustomed to supporting organisation’s with comprehensive analyses of hr and resourcing strategies including cost management, recruitment processes/management information, market related advice, new hire experiences, recruitment outcomes, employment conditions, service and satisfaction and so on. 

We list some thoughts for areas where Lucid could contribute:

HR Policy & Procedures

• Support in the delivery of Recruitment & Selection training to hiring managers and in related policies and procedures.  
• Ensure the pre-employment checks are fit for purpose and meet the relevant regulatory requirements and ensure an efficient and smooth process.
• Ensure your HR systems are updated with the appropriate employment information, data and policies and new joiner information relating to their role and salary are up to date.  
• Keep abreast of relevant recruitment legislation guidelines, considering its impact on recruitment strategy and suggest appropriate action. Keep managers informed of changes that may directly affect them or their teams.       
• Participate in a diversity and inclusion ‘forum' working with management to ensure commitment.  
• Assistance with exit procedures before an employee leaves.  
• Support wider HR and core team on projects and initiatives. 
• Work with management to ensure your People Strategy continues to reflect the talent needs.

Resource Management & Workforce Planning 

• Work with management to identify staffing needs, define and prioritise role and resourcing requirements
• Research and implement new techniques to acquire talent 
• Provide market and industry information to inform the planning process and ensure adherence to best practice

Recruitment & Selection

• Assist  with the end to end recruitment and selection process from initial job briefing to on boarding, to plan and coordinate the process.  
• Work with managers on job descriptions and interview questions, identify      assessment criteria that ensures an inclusive process and attracts a diverse range of candidates with the relevant competencies and who share your      values.  
• Use creative sourcing techniques to build an effective pipeline through a  blend of recruitment methods, including search, networking, advertising, social media, attending industry trade exhibitions etc. 
• Interview candidates alongside managers, conduct video and telephone interviews and plan other forms of assessment such as presentations and case studies.  
• Build talent pools for current and future vacancies.  
• Be responsible for ensuring a positive experience for the candidates and guide on their interview process.  
• Identify opportunities to further improve the employer brand and reputation.  
• Assistance to set, generate and report KPI’s that will demonstrate the impact of your people strategies and help identify risks. 

Retention & Development

• Assist with employee on-boarding and HR support and inductions to ensure a consistent and well managed process that demonstrates professionalism,  introduces people to your culture and make sure new hires have the      necessary tools and resources to start their career with you.
• Work with Managers to ensure thorough and appropriate team and department  inductions that are consistent and reflect your values.
• Assistance with any learning programmes to ensure they support your business needs, run efficiently and provide a positive experience.
• Work  with management to plan learning and development for new joiners 

While recruitment consultancies can be highly effective at helping employers connect with a more diverse range of candidates, more than half of businesses do not currently ask recruiters to provide diverse shortlists, potentially missing out on the opportunity they offer to access more diverse networks. 

By recruiting professionals from a range of backgrounds at all levels of seniority, businesses gain access to a wide variety of viewpoints and perspectives and can also impact productivity in positive way. 

It is vital that employers communicate this information to hiring managers, as well as clarifying how the company diversity strategy will work and how it can be implemented effectively.  

Lucid is completely  committed to building a more inclusive workplace and we therefore, help our clients to understand how inclusive their brand is perceived to be in the market. Through consultation we help to highlight your diversity issues and suggest new strategies to help attract more diverse talent. We analyse the end to end recruitment process and help form any necessary solutions. We are also on hand to highlight any issues within the work environment and work to form solutions to create an inclusive culture.

Key messages to help influence employers:  

• Recognising the value of diversity
• Collaborate to help build a diversity strategy
• Be prepared to open up new recruitment channels 
• Consider which tools can help you connect with diverse talent 
• Take steps to counter unconscious bias 
• Develop strategies to achieve diversity across all levels 
• Encourage cooperation and collaboration 

MENTAL HEALTH

As a qualified Mental Health First Aider Level 3, Matthew is passionate about helping employers and staff build a positive mental health culture in the workplace. Good mental health and wellbeing is one of the most valuable assets to any organisation. Lucid would be delighted to hear from employers keen to develop an action plan to implementing an effective mental health policy. 

The same applies to employees who are also looking to build a mental health and wellbeing culture at their place of work and to take positive actions such as  to educate themselves in this area, making effort to talk to colleagues and challenging the workplace 'politics' and speaking to a manager is something is not quite right. 

Matthew Gardiner is one of the founders and heads up the company. He is a keen sportsman and has completed several marathons and the occasional triathlon, raising funds for the various charities including the British Diabetic Association, Whizz-kidz, Bournemouth Basket Brigade and Willow Foundation.

He is also a qualified voluntary lifeguard and youth coach at Surf Life Saving GB and Rescue Charity having been a member for the last 13 years.

In recent times during the Covid-19 pandemic, Matthew and Lucid have been working on a voluntary basis with a national food bank charity to assist with some of their current and future projects: 

• Recruitment, end to end process review to ensure the most simplest and efficient processes for the hiring  managers i.e. attraction strategy, interviewing to appointment, planning, data analytics, market insights
• Equality, Diversity and Inclusion which was at base point so needed a plan from scratch 
• Induction and on-boarding programme 
• Performance and KPI's and HR metrics
• Wellbeing and Mental Health     

Matthew also works within the internal bank of staff for Poole Hospital NHS hospital on an ad-hoc basis.