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PageGroup

Michael Page, Page Personnel, Page Executive and Page Outsourcing are all part of PageGroup.

At the heart of our business are the thousands of people’s lives we change, the outstanding service we provide to our clients and candidates and the exciting opportunities within our offices all over the world. We’re proud to set the standard in the recruitment profession – our specialist service with a personal touch is how we change lives for people through creating opportunity to reach potential.

As an employer looking to hire, or a candidate aiming to grow your career, we will offer you a team that understands your market, backed by the resources and expertise of a global network.

PageGroup was established in the UK in 1976. We’re now a FTSE 250 organisation with operations in 37 countries, providing recruitment services and career opportunities at a local, regional and global level.

Our values are reflected in everything we do, every day, all over the world. They’re an integral part of our business and help set us apart from our competitors. They form a platform for our methods, approach to business and motivation of our people. More than just words, we believe our values are the essence of our brand and they influence the way we work day in, day out.

  • We make a difference
  • We are passionate
  • We value determination
  • We enjoy what we do
  • We work as a team

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More about PAGEGROUP

Our diversity & inclusion promise

 
At PageGroup Diversity & Inclusion is part of our DNA and as such it is embedded throughout all areas of our business.  This doesn’t just mean that we promote equality of opportunity as an employer but that we overlay this with our clients too.  We foster a culture of inclusion and belonging and with that we actively bring diverse voices to business decisions.  One of the ways that has proven to be particularly successful for us has been our Operational Shadow Board, as it opens up new dialogues and ideas that are helping us with innovation. 
 
Inclusion starts right at the beginning when looking at candidate attraction and it needs to be omnipresent throughout selection, induction, development and promotion, this means leadership, the culture, and the strategy - no area is exempt. 
 
From the moment a candidate engages with an organisation, whether that’s us their recruitment intermediary, us as a prospective employer or indeed one of our clients, they need to feel that their differences are valued. From the wording in a job description, through to the way an interview is conducted, their induction, and right up to the day they leave the company. Leaders need to be inclusive in their approach. They need to seek diverse input from their people to ensure richness of thought and innovation. A business culture, therefore, needs to epitomise inclusion, so that each individual feels comfortable being their authentic selves in the workplace, accepted without exception, and that their voice matters. 
 
To build a truly diverse workforce, organisations must be prepared to evolve: listen to different perspectives, actively seek out a variety of opinions, and allow individuals to challenge the status quo. The key is to eliminate groupthink and encourage change, to drive business success.   All our MD’s globally have mandatory D&I targets attached to their bonus. Organisations that do this well have been found to significantly outperform those that do not. So, while there are, of course, moral and ethical drivers for diversity and inclusion in the workplace, there is no denying that there is a clear commercial value for businesses too. 
 
At PageGroup Diversity & Inclusion is part of our DNA and as such it is embedded throughout all areas of our business.  This doesn’t just mean that we promote equality of opportunity as an employer but that we overlay this with our clients too.  We foster a culture of inclusion and belonging and with that we actively bring diverse voices to business decisions.  One of the ways that has proven to be particularly successful for us has been our Operational Shadow Board, as it opens up new dialogues and ideas that are helping us with innovation. 
 
Inclusion starts right at the beginning when looking at candidate attraction and it needs to be omnipresent throughout selection, induction, development and promotion, this means leadership, the culture, and the strategy - no area is exempt. 
 
From the moment a candidate engages with an organisation, whether that’s us their recruitment intermediary, us as a prospective employer or indeed one of our clients, they need to feel that their differences are valued. From the wording in a job description, through to the way an interview is conducted, their induction, and right up to the day they leave the company. Leaders need to be inclusive in their approach. They need to seek diverse input from their people to ensure richness of thought and innovation. A business culture, therefore, needs to epitomise inclusion, so that each individual feels comfortable being their authentic selves in the workplace, accepted without exception, and that their voice matters.   
 
To build a truly diverse workforce, organisations must be prepared to evolve: listen to different perspectives, actively seek out a variety of opinions, and allow individuals to challenge the status quo. The key is to eliminate groupthink and encourage change, to drive business success.   All our MD’s globally have mandatory D&I targets attached to their bonus. Organisations that do this well have been found to significantly outperform those that do not. So, while there are, of course, moral and ethical drivers for diversity and inclusion in the workplace, there is no denying that there is a clear commercial value for businesses too. 
 

Helping our clients with diversity

 
When it comes to working in partnership with our clients, we know how to help you recruit diversity because we’ve been doing it ourselves since 2012.  
It’s not just about attracting diversity into the process it is also about, managing the process inclusively and critically that the culture the candidate is joining is one of inclusion, support and belonging.
Open Assistant Brand Manager, job opening in PageGroup

Assistant Brand Manager

Marketing City of London, London, UK

About Our Client A global FMCG business with ambitious growth plans. As part of the Disability Confident Scheme, our client (who is Level 2 certified) will guarantee an interv...

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