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Recruitment is broken, what are businesses doing to fix it?

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Recruitment is broken, what are businesses doing to fix it?

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Businesses are fighting a skills shortage.

Over the next 20 years, our working age population is going to shrink by on average 25 per cent.

Those lakes for talent will just keep getting smaller and smaller.

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They’re facing two massive shifts, a rapidly ageing population with fewer young people entering the workforce and the rise of generative AI. I’m going to look at the lengths employers are going to in order to secure the best candidates. If recruitment is broken, what are businesses doing to fix it?

I’m Isabel Berwick. I host the FT’s Working It podcast, and I write a newsletter about the workplace. In this series, I’ll explore some of the most pressing issues around the future of work and talk to senior leaders about how they’re making work better.

How do you navigate the tensions that you come across as a leader?

Recruiters are struggling. The numbers of applicants for almost every job have gone up sharply. And finding the best person for the role from thousands of applicants is a huge time commitment for hiring managers. AI-driven recruitment is creating an arms race on both sides. Are we in danger of losing the human from human capital?

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This is the conundrum, isn’t it? That you have 100, 1,000 applications for each job, and yet they can’t recruit. And there are gaps, partly driven by technology in general, makes it very easy to apply. So I think you have more applicants, but the talent that you want is still as thinly spread as ever.

Take the legal industry at the moment. We’ve seen the arrival of American law firms. And they are battling over those people. So they’re battling with money. People who’ve come out of their training contract being offered salaries. We’ve heard of £150,000, £180,000 a year, whereas the UK firms were probably still pretty good at 60,000 to 80,000 originally.

The much publicised high salaries for young lawyers are an outlier. But law isn’t the only sector where businesses have to fight for the top candidates. There are talent shortages across many industries, especially as many older, skilled and highly qualified staff leave the workforce. Unretirement is one of the biggest trends in recruitment right now.

So I went to meet Lyndsey Simpson, founder and CEO of the 55/Redefined Group, which works with big companies, helping them to attract and keep talented people in their 50s and beyond.

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There are three key problems associated with recruitment and an ageing population. The very first one is that people aren’t having enough sex. Or if they are having sex, they’re not having babies as the end result of that. And so we now find ourselves, in most western economies, with the lowest birth rates on record, which means that over the next 20 years, our working age population is going to shrink by on average 25 per cent.

So 16 to 60-year-olds shrink. Whereas the over 60s population grows at over 40 per cent in that same time zone. So if we continue to recruit youth and early talent, then A, that pool is getting one per cent, two per cent shrinker every year.

What role are over 50s going to be playing in workforces?

It’s a real big shift in the next five years. So between now and 2030, 50 per cent of the workforce will be aged 50 or over.

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50 per cent?

50 per cent by 2030 in the UK, and over that in parts of Asia and other territories, and just shy of that in the US. That’s staggering.

So are people work you with more concerned with leveraging the skills of their existing workforce, perhaps making the most of people who are over 50? Or are they interested in plugging those talent gaps by recruiting older people?

I would say 95 per cent were solving a very clear business problem. So if your infrastructure, or your utilities, or you have mainframe engineers, all sorts of sectors are reliant on skills, actuaries, where there is nobody under the age of 50 for at least a good 20 years coming through. And so the challenge is now to extend people’s careers by 10, 20 years and find new and intriguing ways to work with people so that they can prolong their career.

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Lyndsey Simpson and other recruitment specialists have tapped into a powerful pool of talent that’s been overlooked. And she highlighted the issues that industries like accountancy are facing, with growing and retaining the talent necessary to do the job. Many employers have yet to utilise the over 50s recruitment market. Why? They can see the market is awash in people applying for jobs.

Employers and recruiters I’ve spoke to are frankly overwhelmed by the sheer number of CVs coming through. There’s this sea of sameness where recruiters are seeing the same phrases coming up in job applications and in CVs. Job seekers are using AI at all stages of the process. From the moment that they find a job that they want to apply for, sometimes shown to them by AI on a platform like LinkedIn or Indeed.

Then they get that job description and they can paste it into a chatbot like ChatGPT. They can ask it to write an application for them, write a cover letter, improve their CV, and then they just copy and paste it back in. Employers and recruiters, they’re saying they’re not actually seeing many good candidates using AI.

Some of them are saying because of AI, we’re not going to do cover letters and CVs anymore. We’re going to do something else. Because we just can’t trust them. Others are saying, if you use AI, we will immediately throw it out. And over at the other end of the spectrum are, if you like, we’ve talked to games companies who say, yeah, use AI, because we use it at work.

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A wide selection of applicants to look at is great for an employer. What isn’t so great is that AI tools have lowered the barriers to application. It’s now much less effort than it used to be. A recent poll found 45 per cent of applicants had used generative AI to build or improve their CVs. Finding the right talented people can sometimes seem like a hopeless task for overwhelmed hiring managers.

International electronics company Siemens has found an innovative alternative route to identify the candidates best matched to their vacancies.

I think my business is a really nice microcosm of everything that is challenging out there around skills for the future. We still need great people to come in and safely use spanners and screwdrivers to fix grey boxes. But then we’re also moving into an era where those grey boxes will connect and we will create digital solutions from the data that those grey boxes provide, plus a layer on top of that around keeping that safe through cybersecurity.

So we’ve got an incredible period of workforce transformation. We almost have this absolute perfect storm, hence why those lakes for talent will just keep getting smaller and smaller. Often, the quality of the candidates were less than we’d been used to in the past. We were also going through a process where we’d get people right through to the end of the hiring process. And they would receive a better offer from someone else. So it was just becoming more and more difficult.

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In our industry, where people’s experiences is highly valued and not certainly not rejected, that CV holds a lot of kudos. We decided, look, we need to do something a little bit different.

By teaming up with a recruitment company called Arctic Shores, which uses AI-powered and task-based psychometric assessments, Siemens is now recruiting for some roles on aptitude rather than qualifications and specific experience.

What’s been fantastic is that we’ve expanded our pool of talent. And that’s a pool of talent outside of the typical industry. We’ve got a very clear set of behaviours that work in our organisation. And I can now find people that’s behaviours match that to complement what we’re trying to do.

But I’m also encouraged by, when someone’s been with us two years, they’ve passed through and they’re moving on to a different role either within Siemens and sometimes outside. I think that’s how the workforce is moving towards, that job for life, however kind of romantic that sounds, I’m not sure it’s there. And with future generations, the same.

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But if you get the behaviours right, then there is a far more likelihood that they will progress within the organisation because they’re fit and their value that they’re adding and we’re giving them, it’s symbiotic through the journey.

We just don’t have enough people with the skills. So it’s how do you assess somebody for those transferable skills and capabilities? That means that they could be really, really good for some of these roles that we’re struggling to fill. And we just need to look at the talent pool in a different way.

Combining neuroscience and psychology principles, Arctic Shores has created a number of tasks that score candidates based on how they think and learn. The company believes that AI used in this way can predict how an individual will succeed in a particular job. I invited its co-founder and CEO, Robert Newry, to the FT’s offices to see it for myself. Candidates have to complete a number of interactive, non-job related tasks, and are scored on how they approach them.

So your task here is to trial a new security system. And the idea around that is we want to see how you approach it, and as things get harder, how you adapt your behaviour. Good. You’re on the second one. This was the one where, oh, you just got it.

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Oh, I did?

You did. You’re now to the third one, so it’s getting hard.

OK. Oh.

So what did I pick up from the way that you approach this? You’re somebody that grasps something quickly. And once you’ve grasped it, you want to get stuck straight into it.

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So you’ll be able to spot the people who are incredibly impatient.

Some tasks, you want people to be really, really focused and to take time to do it. Other things, they have to think really fast on their feet, traders, sales roles. So you actually want them to be slightly impatient. So that’s the beauty of this.

So, Robert, what’s the difference between me doing this and how that applies to a recruiter or a particular job and me sending in my CV?

This is at the crux of the challenge that we’ve got at the moment in the recruitment process. Because in a CV, as we have here, you’re just going to be looking through a bunch of words, very subjective, full of bias and flaws.

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Talk me through what they’re telling us and what they’re not telling us. This looks like a LinkedIn profile.

Exactly. Yeah. But ultimately, you either got the experience in here or you haven’t. And that’s what a recruiter is looking for. And quite often, people are just putting key words in there because they know that…

SEO, data analytics, you can just throw…

You can just throw those words out. Nobody’s got a way of validating against. So then what happens. This was a story that went on Reddit and LinkedIn. Angelina Lee, she got no interviews based on her standard CV. So she amended it just to put big brand names in there. But what else do you notice Isabel from her CV in there?

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Spread herpes STD to 60 per cent of intern team. Connected with Reid Hoffman on LinkedIn and slid in the DMs.

Slid in the DMs. You’d have thought that that would just be a red flag in there.

And she’s quite impressive, fraternity record for most vodka shots in one night.

So how many interviews do you think she would have got by putting that in there compared to her normal CV?

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I’m hoping none.

She got a 10 times increase. She got a 90 per cent acceptance rate for interview despite having that in there compared to a genuine CV because she hadn’t any of the big company experience.

Wow.

So employers, recruiters, and online job sites, they all use AI and have been using AI for some time. The way that employers and recruiters are using AI is to sift through applications. So that might be setting a specific thing that they want to filter out. So if you’ve been to university, they’ll include you. If you haven’t, they won’t. And they can detect that on a CV in the text.

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This has been shown to be quite effective, but perhaps it’s not the best way of telling who the best candidate is. AI is trained on the data that we have in the world. And a lot of the data that we have is biased. It perpetuates inequalities in society that we already have. And that’s something that can catch employers off guard as well, because they are setting certain metrics based on the job. But they might not anticipate how the algorithm will work. And the algorithm might prefer certain types of candidates over another.

We ask employers every year, so what are you doing to assess applicants? And even today, CV cover letter comes out at like 90 per cent plus. Employers are generally risk-averse because it’s a big bet when you recruit somebody. A, you’ve spent a lot of time in the process of recruiting. Then you’re going to put a lot of, well, maybe cash, maybe just time into training. And you have plans that they’re going to be here, well, four or five, maybe more years. So it’s a big investment.

I’m not sure businesses are trying harder to get the best talent. I think they are trying equally hard, but limiting themselves to, let’s be honest here, that these are the people we know. We should look at everyone and then assess people on, well, can you do the job? Have you got the attitude that we want? I think they’re being pushed into it by the younger generation and diversity and EDI quite right.

But they’re also realising this is a good thing to do, because actually, if you have diverse or a wide range of voices in the room, you actually get better results.

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I expect in another three to five years we will see a lot of companies utilise artificial intelligence to make sure that they can attract and retain the best talent.

I went to visit Swiss pharmaceutical company Novartis on its giant campus in Basel to see how it is approaching the recruitment crisis. Like many businesses, Novartis incorporates AI in its hiring processes. What makes it stand out is that corporate leaders have invested in AI that will boost the number of internal moves by its existing workforce.

I think the biggest challenges that we face is a real shortage of talent with specific skill sets. And so we really thought a lot about it. And we really came to the conclusion we need to do even more for the people who we have so that we can really develop and retain them.

Novartis has created a platform called Talent Match that pairs its staff to other opportunities around the organisation based on their skills and interests.

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So I know a lot of companies are starting to think a lot more structurally about internal ability. You’re a bit ahead of the game. What are the benefits of it? And can you quantify how much money you’re saving on external recruitment?

One key benefit for us is enhanced engagement of our employees. We know that when people have access to opportunities, they’re more engaged. And we staff more than 500 projects through our employees. And it helped us to realise more than 50 million productivity. That’s a lot of money that you can then reinvest back into research and development. As we see that things are changing really quickly in how we operate, we can also post opportunities in new parts of the organisation and reallocate people way more quickly.

What I liked about this approach at Novartis is that it gives staff the chance to review their skills. Based on what an individual says about their ambitions, the AI will tell them what training and skills they still need to acquire before they are a match for their dream job. What’s key is that this kind of approach is scalable, replicable, and will only get easier as AI gets better at its job.

So the barrier to entry of applying for jobs has got even lower. The trick is going to be finding something that welcomes the widest group of applicants that you want, but is enough to say, do you really meet these criteria? Do you really think you can do this? The criteria being about these attitudes that you’re going to demonstrate when you get here.

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The recruitment industry is going through a process at the moment where they’re learning how to use AI from the employer side as well to their advantage and perhaps save time, perhaps make things easier. And another thing I think it’s been doing in the recruitment sector is really making employers and recruiters pause and think, is a CV or an application necessarily the best way to determine who is good for the job? Are there other metrics we could be using?

The tech we use at work is changing so quickly that bosses and staff can’t keep up. But some employers can and are doing better at using AI to find new hires with the right skills, or to deploy training that will upskill existing staff. We need more of that in future if recruiters are to find and hire the right talent.

But humans don’t change. And we also need to keep the human touch if we are to fix the crisis in our recruitment pipelines. AI can’t do it all.

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Paul Anthony Smith on finding photos and piercing paintings

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When the artist Paul Anthony Smith sees an abandoned photo album on the street, he snaps it up like a lucky penny. On an afternoon in his studio in the Bronx, New York, he is surprised to learn that I didn’t do the same when I encountered one recently. “Oh no, you take it,” he says disapprovingly. “It’s so sad no one was able to adopt those images.” For Smith, these keepsakes represent an antidote to the scourge of iPhone photos; they are tactile and intimate yet anonymous.

The Jamaican-born artist is constantly filling his own albums with personal snapshots from his 35mm camera: a dinner party in London, Carnival festivities in Trinidad and Tobago, a beach day in St Thomas with his wife and children. Sometimes, he blows them up and uses them as the basis for large-scale compositions.

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Smith’s distinctive style comes from the way he adds layers — spray-painted chain-link fences, tiny holes in the shape of breeze blocks, three-dimensional objects such as flags — to create distance between the source image (always his own) and the viewer. For many artists, the medium is the message. For Smith, the mediation is the message. In other words, the way he obscures his imagery is just as important as the imagery itself. “Sometimes, it’s like, ‘Ah, I’m revealing too much,’” he says. “I pick over some of my works . . . to disguise and protect the information that’s beneath.”

A man, crouched on the floor of an artist’s studio, goes through several photograph albums.
Paul Anthony Smith goes through prints of some of the thousands of photographs he has taken on his 35mm camera © Lindsay Perryman for the FT

At Frieze London next week, Timothy Taylor Gallery will dedicate its entire booth to Smith’s work, marking the 36-year-old’s first solo presentation in the UK. Taylor describes Smith as “one of the most exciting young artists I’ve seen in a couple of years”.

Smith’s mention of disguising was referring to picotage, the novel technique for which he is best known. A portmanteau of “picking” and “collage” that originally referred to a French textile printing technique, the term also describes Smith’s laborious process of puncturing the surface of an ink-jet print with a sharpened potter’s needle over and over. (He studied ceramics at the Kansas City Art Institute, which refined his attunement to surface texture.) “I don’t have assistants except for these 10 fingers,” he notes. The repetitive process is so strenuous that he often sleeps with his right hand in a brace. But it is also effective. The ritual can turn figures into ghostly apparitions or add a shimmering, lenticular overlay that reframes the entire composition.

Painting of a field of wild flowers, partially obscured by an out-of-focus chain-link fence
‘Dreams Deferred #72’, (2024), Paul Anthony Smith — many of Smith’s paintings see bucolic images obscured by chain-link fences © Courtesy the artist and Timothy Taylor © Paul Anthony Smith

At the fair, Smith will present several picotage works based on images he took of the ocean at sunrise while travelling across the Caribbean. The majority of the booth will be dedicated to thickly impastoed paintings of lush gardens, sometimes seen through a chain-link fence. Both bodies of work are informed by Smith’s identity as an immigrant — more specifically, the feeling of being simultaneously like an outsider looking in and an insider looking out.

Smith was born in Saint Ann’s Bay in 1988; his parents worked on cruise ships. After they split, his father moved to Florida and Smith followed aged nine. Often left in the care of his stepmother and three stepsiblings while his father travelled for work, Smith was an insider and outsider in his own home, as well as in his new country. His family was part of the Seventh Day Adventist church, following strict dietary rules and observing the sabbath. “I was always questioning religion and belief systems,” he says.

Smith, who sports a bushy beard and a baseball hat, speaks like someone accustomed to translating his experiences for others. He loves a simile. Making an image on the wrong surface, he explains, is like wearing clothes that don’t fit; returning to a location and taking subpar pictures is like going to a restaurant and finding the food isn’t as good as you remembered. His art shares a similar impulse. “Everyone is trying to [be] like, ‘This is mine and this is yours,’” he says of his experience as an immigrant to the US. “I’m trying to visually pull people together.”

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An artist’s studio, with dozens of crayons, pastels, paint tubes, brushes, adhesives and varnishes, with some large photograph prints propped up in the background
Smith’s studio in the Bronx features different types of paint, pastel and adhesive being used to adapt his photographic prints © Lindsay Perryman for the FT

Smith’s Eye Fi Di Tropics series at Frieze is also inspired by twin sensations: watching a boat approach from the shore and watching a shore draw near from a boat. (The latter, Smith notes, is an experience shared by his seafaring parents and colonising figures such as Christopher Columbus.) In recent years, Smith has travelled throughout the Caribbean taking photos of the water, “trying to understand how [locals] saw people coming into their lands”.

These days, Smith is moving away from picotage and towards a looser, more improvisational mode of painting. The second body of work at Frieze, Dreams Deferred, is wild, tangled floral landscapes rendered in oil stick. Smith paints these lush scenes over photographs of gardens ranging from Versailles and Central Park to rangy, wildflower-dotted plots along highways.

Dramatic landscape view of a sunset over the sea, blurred slightly by grass at the forefront,  and further obscured by a patterend breezeblock pasted over the fringes of the piece
‘Eye Fi De Tropics, Grand Cayman’ (2024) by Paul Anthony Smith © Courtesy the artist and Timothy Taylor © Paul Anthony Smith

The series, which takes its name from a Langston Hughes poem, began as a meditation on the fences and forces that keep people in and out of manicured spaces. (He got the idea from a fenced-in basketball court next to his former studio in Brooklyn.) For some of the works at Frieze, Smith abandoned the fence to focus solely on the flowers. “I love Arthur Jafa,” he says, referring to the American artist whose recent work plumbs the seedy underbelly of American culture, “but sometimes I don’t want to see those gory images, right?” 

A man in an artist’s studio, carrying a large framed painting of a tree covered in pink cherry blossom
Smith mounting two of his thickly impastoed prints of cherry blossom © Lindsay Perryman for the FT

Smith is also well aware that florals are friendlier for an art fair, where viewers have hundreds, if not thousands, of images competing for their attention. If he were to return to the UK for a gallery show, he says, he would explore more Caribbean imagery and potentially come back to picotage. But it is important to him that those works, which take more than 10 hours each to make, are viewed slowly, without distraction. “People always ask about the time it takes to make them,” he says with a sigh. I ask if that question annoys him. “It takes a lifetime,” he replies.

Frieze London runs October 9-13, timothytaylor.com

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Cathay Pacific schedules Aria Suite debut

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Cathay Pacific schedules Aria Suite debut

The new business class product will debut on Hong Kong-Beijing from 18 October

Continue reading Cathay Pacific schedules Aria Suite debut at Business Traveller.

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More than 9k pubs risk going bust in a YEAR unless Chancellor reverses booze tax, shock poll finds

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More than 9k pubs risk going bust in a YEAR unless Chancellor reverses booze tax, shock poll finds

MORE than 9,000 British pubs are at risk of going bust within a year, a shocking new poll shows.

The survey found one in five boozers believes it is unlikely to survive the next 12 months unless the Chancellor reverses last year’s brutal tax hike on spirits. 

Chancellor Rachel Reeves will deliver her Budget on October 30

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Chancellor Rachel Reeves will deliver her Budget on October 30Credit: Alamy

Pub bosses argue the tax cut for draught beer has been a total flop, with only 4 per cent saying it provided any meaningful support.

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They are now urging Rachel Reeves to scrap the 10.1 per cent duty hike on spirits at the Budget, which they claim has not only hit pubs and distillers hard but has also cost the Treasury £298 million in lost revenue.

The poll of more than 200 pubs by Survation for the UK Spirits Alliance (UKSA) also found 89 per cent of pub owners have seen boozers in their area close in the last six months.

Another 58 per cent fear a negative outlook for their own business in the next year and  53 per cent say spirits generate a higher profit margin than other drinks.

Megha Khanna, owner of the Gladstone Arms in London, warned: “By choosing to support only beer and cider makers while raising taxes on other products, the previous Government damaged our pubs and bars and targeted those consumers who choose to enjoy a cocktail, gin and tonic or spritz.  

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“The Chancellor can back pubs, and the fantastic spirits makers that supply them, by reversing the disastrous decision by the last Government to hike duty by 10.1 per cent, which heaped pressure on pubs, slammed the breaks on the gin-boom, and ramped up inflation.”

Founder of Westminster-based Tamesis Dock Neema Rai added: “This is a sector we should be proud of and invest in. Reversing the last duty increase now at a time of economic hardship is a win-win situation for the Chancellor and businesses alike.”

A Treasury spokesperson said: “Thriving pubs are often at the heart of our communities and play a vital role in supporting economic growth across the UK. That’s why it is important for us to act on the challenges that they face, including through our national growth mission.
 
“Business is at the heart of that mission, which is why we have pledged to cap corporation tax at 25 per cent, make the business rates system fairer, and publish a business tax roadmap so that future investments can be planned with confidence.”

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What to see in London during Frieze Week

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Minor Attractions fair

© Courtesy the artist, Studio Chapple

In June 2023, London gallery owners Jacob Barnes and Jonny Tanna posed themselves a question: “Can two guys get up off the couch and run an art fair?” By October they had proved that the answer was “yes” with Minor Attractions, which launched as a satellite to Frieze. “We refer to last year’s edition as a proof of concept,” says Barnes, “but this year it’s a real art fair.” 

Taking place at The Mandrake, a five-star hotel in Fitzrovia, the week-long event will commandeer rooms as fair booths, “creating a new context for London’s buzzing art scene”. Local exhibitors include Mayfair institution Sadie Coles HQ but also new nomadic gallery Bolanle Contemporary; others are joining from further afield: Tbilisi to Toronto to Seoul. “We want to create a level playing field where exciting project spaces stand alongside major international galleries,” says Barnes. 

The native New Yorker opened art space Season 4 Episode 6 in Marylebone earlier this year, while Tanna runs north-west London gallery Harlesden High Street. Among their fair highlights are an LED light work by German multimedia artist Christian Jankowski, a life-size Plexiglas mannequin by Klara Zetterholm (both from Bucharest-based gallery Suprainfinit), and the deftly distorted paintings of Georgia Semple (with Deptford-based gallery Studio/Chapple). 

Accessibility is key. Tickets are required but are free of charge, while a programme of night-time happenings is being hosted by the likes of dance music collective Touching Bass (which Semple is part of) and performance platform Diasporas Now. “It’s out with the old and in with the new,” says Tanna, “that’s what we’re trying to do.” VW

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October 8-13, minorattractions.com

Studio Voltaire, Casa Loewe

© Image courtesy of the artist Photography-by-Francis-Ware1

This year marks the 30th anniversary of not-for-profit arts and education organisation Studio Voltaire, and its director, Joe Scotland is on a mission. “Like many art organisations, the support we get from the Arts Council is very small — it equates to 4 per cent of our turnover,” he says. “But we’re being very proactive about it. We’ve established the Studio Voltaire Future Fund to support our work over the next five years; thus far we’ve raised half a million pounds.” 

Based in a former Victorian Methodist church in Clapham, south London, Studio Voltaire is centred on a programme of exhibitions and events that champion emerging and under-represented artists. Frieze Week presents an opportunity to celebrate its three-decade output — from career-launching shows to the “Rainbow Plaques” initiative, honouring queer communities across London — but also to add to the pot. 

To that end, Allied Editions is offering a lithograph print by British painter Rose Wylie — “Party Clothes (RW and Cat)”, 2024 — in the main fair, while at Casa Loewe on New Bond Street, the fashion label’s Foundation has collaborated with Studio Voltaire and artists including Alvaro Barrington, Anthea Hamilton and Sheila Hicks on a new series of limited editions.

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“Loewe is a really important partner of ours,” says Scotland, highlighting the Loewe Foundation / Studio Voltaire Award that supports an international residency as well as free studio space for London-based artists. “They also have amazing in-house artisans.” This has enabled Barrington to create a “chain wrapped in leather, which can be used as jewellery or a charm”, while Hamilton has conceived a leather fan, de-embossed with the phrases “Che Bello/Che Brutta” (How Beautiful/How Ugly). VW

October 9-13, studiovoltaire.org

Lygia Clark, Whitechapel Gallery

© Photo: Vicente de Mello Sem data. Courtesy Associacão Cultural O Mundo de Lygia Clark.

Lygia Clark (1920-88) revolutionised art by making it interactive. Fed up with the rigidity of concrete art, the Brazilian trailblazer created works that were meant to be touched, manipulated and experienced by audiences. Her innovative “Bichos” (“critters”) were hinged geometric forms that viewers could fold and reshape. These feature in The I and the You, a major survey at Whitechapel Gallery that traces her output from the mid-1950s to the early 1970s. During this period, Clark experimented with ways to transform art into a shared experience while navigating Brazil’s military dictatorship and, later, exile in Paris. The show includes paintings, works on paper and even performances restaging the artist’s participatory group works. KF

To January 12, whitechapelgallery.org

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Marlene Dumas at Frith Street Gallery

© Courtesy the artist and Frith Street Gallery, London. Photo: Peter Cox

Myth and grief swirl through Marlene Dumas’s new exhibition at Frith Street Gallery. Its title, Mourning Marsyas, references Ovid’s tale of a satyr who challenged Apollo to a music competition; his punishment for losing to the god was to be flayed alive. In a haunting painting of the same name, the South African painter transforms this gruesome story into what the gallery calls “a homage to those prepared to die for speaking truth to power”. Drawing from a range of visual and literary sources, other works, with their spectral figures and blurred faces, allude to distressing tragedies or capture dark moods. KF

To November 16, frithstreetgallery.com

Robert Longo at Pace and Thaddaeus Ropac

© Robert Longo. Courtesy Pace and Thaddaeus Ropac gallery

In Searchers, a two-part exhibition, Robert Longo continues his career-long exploration of diverse visual media. At Thaddaeus Ropac, the American artist builds on his multimedia “Combines” with a seven-metre work, “Untitled (Pilgrim)”, composed of five panels each executed in different media: charcoal drawing, video, painting, sculpture and photography. Inspired by Sergei Eisenstein’s montage theory and John Berger’s seminal book Ways of Seeing, the new work contrasts art-historical images with film stills, ads and news photographs of disasters to interrogate how meaning is created and disseminated. Concurrently, a companion piece, “Untitled (Hunter)”, will also be exhibited at Pace Gallery. KF

October 8-November 20 ropac.net; Oct 9-Nov 9, pacegallery.com

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Letizia Battaglia, The Photographers’ Gallery

© Courtesy Archivio Letizia Battaglia

Letizia Battaglia put her life on the line with her work. Her career as a photojournalist began in the 1970s, and though she frequently captured daily life in her hometown of Palermo, she is remembered for her fearless documentation of the Mafia’s unrelenting grip on Sicily during the 1970s and 1980s. The Photographers’ Gallery will show a wide selection, from arresting images of small children brandishing guns to bodies beneath white sheets and a woman dancing at a New Year’s Eve party. NA

October 9-February 23, thephotographersgallery.org.uk

Yayoi Kusama, Victoria Miro

© Courtesy the artist, Ota Fine Arts and Victoria Miro © YAYOI KUSAMA

With decades of era-defining artwork behind her, it is difficult to imagine how Yayoi Kusama will continue to excite attendees at her latest exhibition. Yet with Everyday I Pray for Love at Victoria Miro, the 95-year-old artist does just that. Paintings feature her singular explorations of line and form and signature polka-dot patterning; treelike forms are made from stuffed and sewn fabrics; drawings of women’s profiles are given new life in bronze. But the big draw is Infinity Mirrored Room Beauty Described by a Spherical Heart, where visitors will find their reflections refracted into infinity in a new light-filled installation. NA

To November 2, victoria-miro.com

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Lauren Hasley at the Serpentine

© Courtesy Lauren Halsey.

Emajendat is the first UK exhibition of Los Angeles-based artist Lauren Halsey. Her South Central upbringing is an integral source of inspiration in her work, and her mixed-media installations and standalone objects often explore material culture. At the Serpentine, pink plastic tubes are turned into palm trees and luridly coloured signs are emblazoned with brand names in a maximalist vision. Visitors will find themselves wading through technicolour sand dunes and wandering past mirrored walls and floors plastered with discarded CDs. NA

October 11-March 2, serpentinegalleries.org

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Octopus Energy customers have just hours left to avoid bill blunders after price rise

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Octopus Energy customers have just hours left to avoid bill blunders after price rise

MILLIONS of households have just hours left to submit their meter readings amid the fresh energy price cap.

After tomorrow (October 8), Octopus Energy customers will no longer be able to backdate their October 1 meter readings, meaning they could risk unexpected charges to their bill.

Octopus Energy has allowed customers extra time to backdate their meter readings from October 1

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Octopus Energy has allowed customers extra time to backdate their meter readings from October 1Credit: EPA

Energy suppliers often recommend customers submit their meter readings on National Meter Reading Day, October 1, so they can secure an accurate bill when the price cap changes.

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However, some suppliers have allowed customers extra time to submit the reading from October 1 in case they missed the date.

Households on a Standard Variable Tariff (SVT) are affected by the price cap and should submit a meter reading.

Households without an accurate bill could risk being overcharged – or if they are undercharged, they could eventually owe money – so either way it pays to get it right.

The new energy price cap, which limits the amount that can be charged, is now around 10% higher than the previous level which had been in place since July.

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According to Ofgem, which sets the limit, this means the average dual fuel bill rises from £1,568 on average to £1,717, though the exact amount you pay still depends on usage and can be higher or lower.

The energy price cap changes every there months – for instance, in June, the cap fell to the lowest level in two years, from £1,690 to the previous rate of £1,568.

Now, a household in England, Wales and Scotland using a standard amount of gas and electricity will see their annual bill rise by about £149.

The price cap makes sure that prices for people on SVTs are fair and reflect the cost of energy.

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It is calculated using a range of factors, including wholesale energy prices, as well as network, operating and policy costs, and VAT.

In order to maintain an accurate bill amid the price cap change, customers should have remembered to take a meter reading from the first day of October.

Octopus Energy customers must submit this reading via the phone, website, or mobile app by the end of tomorrow..

Keep in mind that if you are planning to submit your reading via the phone, Octopus phone lines close at 5pm.

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If you don’t submit your reading by this date you can still tel the supplier later on, but it may not be applied to your next bill.

Can I backdate my meter reading if I’m with another supplier?

Octopus customers aren’t the only ones with hours to submit – E.on Next is another supplier which has set its deadline as tomorrow.

E.on Next advises that the best way to submit a reading is via your online account – the website also informs customers on how to take an accurate meter reading.

EDF, OVO and British Gas customers have a bit more time, with EDF’s deadline being October 9, OVO’s being October 11, and British Gas allowing another week, until October 14.

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EDF customers can submit meter reads through the EDF app, their online MyAccount, or via telephone, email, text or Whatsapp.

Ovo Energy customers can submit their meter readings via the app, online account, phone, Whatsapp or webchat at any time, however the closer to the bill date the customer provides their bill date, the less of the bill will need to be estimated.

For accurate bills, Ovo recommends customers opt for a smart meter.

Meanwhile, back in September British Gas said: “If customers take a read on 1st October, but don’t get a chance to provide it on the day, a form on our website, including on our meter read page, will be available until 14th October.

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“This will allow them to submit the read they took on 1st October and we will use that reading to calculate what they pay before the rates change.”

For customers of Scottish Power or Utility Household, the deadline to submit a meter reading has unfortunately closed.

What if I have a smart meter?

If you are on a smart meter, you do not need to submit a reading, as this is automatically sent by your device.

Those on prepayment plans or fixed rates also do not need to worry, as their bill is either predetermined, or their rate is locked in for the duration of their deal.

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Only households on an SVT are required to submit a meter reading, so they can avoid any disputes with their energy dealer when their bill comes through.

If you’re unsure what plan you are on, visit your suppliers website or revisit your paperwork from when you began your energy package.

If you’re concerned about the new price cap

If you’re worried about affording hiked up bills this winter, many energy suppliers are opening Support Funds to help struggling customers.

For example, British Gas has reopened its Individual and Families support fund, which in the past has helped over 21,000 British customers with energy debt write off grants of up to £2,000.00.

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Over £140 million has been set aside this winter season for those who are struggling financially.

This extends to British Gas customers and non-customers, who live in England, Scotland or Wales.

To find out if you are eligible, visit the British Gas website and search for the Individual and Families support fund – here you will find all the details available.

It is recommended that customers from companies with hardship funds first seek assistance from their own schemes.

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For example, Octopus Energy has recently launched a scheme for pensioners after their Winter Fuel Payments were slashed, offering fresh discretionary credit of between £50 and £200.

Scottish Power’s Hardship Fund has also handed out more than £60 million to struggling customers.

And Utilita also offers grants to its customers to help clear of minimise debt, by operating through its charity partner, Utilita Giving.

Utilita Giving also partners with other charities such as IncomeMax, which helps customers make sure they are claiming what they are entitled to, and Let’s Talk, which provides replacement white goods.

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E.ON’s Next Energy Fund also provides grants and appliance replacement services to struggling customers.

To find out what support your energy supplier is offering this colder season, visit their website or ring their helpline (which can be found online).

Help can also be accessed from the government via the Household Support Fund, which has renewed a fresh pot of £421 million funding for vulnerable households.

To find out if this is available with your supplier or council, and whether you are eligible, go to their websites and read the terms and conditions of the scheme.

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How to save on your energy bills

SWITCHING energy providers can sound like a hassle – but fortunately it’s pretty straight forward to change supplier – and save lots of cash.

Shop around – If you’re on an SVT deal you are likely throwing away up to £250 a year. Use a comparion site such as MoneySuperMarket.com, uSwitch or EnergyHelpline.com to see what deals are available to you.

The cheapest deals are usually found online and are fixed deals – meaning you’ll pay a fixed amount usually for 12 months.

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Switch – When you’ve found one, all you have to do is contact the new supplier.

It helps to have the following information – which you can find on your bill –  to hand to give the new supplier.

  • Your postcode
  • Name of your existing supplier
  • Name of your existing deal and how much you payAn up-to-date meter reading

It will then notify your current supplier and begin the switch.

It should take no longer than three weeks to complete the switch and your supply won’t be interrupted in that time.

If you’re just looking for simple ways to reduce your bill this winter, each of these supplier schemes, as well as the Household Support Fund also offer free electric blankets as part of their deal.

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For example, Octopus have said they will distribute 20,000 electric blankets from Dreamland to its most vulnerable customers, keeping them warm for “as little as 3p an hour”.

The “heat yourself not your home” approach is trending fast, with retailers such as B&M introducing ranges of affordable self-heating appliances.

However, it is important to note that the elderly should not avoid turning the heating on if they are cold – for energy help contact your provider or local council, or read our article here.

Do you have a money problem that needs sorting? Get in touch by emailing money-sm@news.co.uk.

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Plus, you can join our Sun Money Chats and Tips Facebook group to share your tips and stories

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