The success of any hire isn’t just about technical skills or years of experience—it’s about finding the right person who can thrive in the role, solve problems effectively, and adapt to challenges. Yet, many traditional interview questions fail to assess these qualities. Instead of asking predictable questions like "What are your strengths and weaknesses?", hiring managers should focus on behavioural and situational interview techniques that uncover a candidate’s true potential.

Warehousing has long been the unsung hero of the UK’s supply chain. From enabling the e-commerce boom to supporting the manufacturing sector, warehouses play a crucial role in keeping goods moving efficiently. Yet, despite its undeniable importance, the sector remains overlooked by policymakers—a situation that could have serious repercussions for the UK economy. In this blog, we’ll explore the vital role of warehousing, the challenges it faces, and what industry leaders can do to secure its future.

Hiring the right candidate can be challenging, especially when faced with CVs that look impressive but don’t reflect true competency. Some candidates master the art of presenting themselves well on paper without the experience or skills to succeed in the role. Here’s a deep dive into common CV red flags and practical steps to assess candidates effectively.

The food manufacturing industry is facing a significant challenge: a growing skills shortage that's impacting productivity and operational efficiency. As demand for food production rises, companies must adopt innovative strategies to attract, retain, and develop skilled talent. Here's a comprehensive guide to addressing this workforce crisis.

The UK engineering industry is at a crossroads. With an ever-growing skills shortage, firms are struggling to find the talent they need to maintain operations, innovate, and grow. However, within this challenge lies an opportunity: companies that rethink their recruitment strategies can transform this crisis into a competitive advantage. Here’s how engineering firms can turn the skills shortage into a strength through strategic hiring practices. 1. Build a Standout Employer Brand In a market where skilled engineers are in high demand, your reputation as an employer matters more than ever. A strong employer brand not only helps attract talent but also improves retention. Here’s what to focus on: Showcase Your Culture: Use your website, social media, and job ads to highlight your company’s values, projects, and workplace environment. Share Employee Success Stories: Potential hires want to see themselves succeeding in your business. Promote testimonials and case studies from current team members. Be Transparent About Growth Opportunities: Skilled professionals seek roles that offer development and career progression. Make these opportunities clear from the outset. 2. Adopt a Strategic Workforce Planning Approach Long-term success requires a proactive approach to workforce development. Engineering firms must anticipate future skills needs and implement strategies to address them: Skills Gap Analysis: Identify the skills you’ll need in the coming years and compare them against your current capabilities. Collaborate with Educational Institutions: Partner with universities, colleges, and apprenticeship programs to build a talent pipeline. Invest in Upskilling: Offer training and development opportunities to existing staff, ensuring they stay ahead of industry changes. 3. Get Creative with Recruitment Strategies Traditional recruitment methods alone won’t solve the skills shortage. Engineering firms need to think outside the box: Target Passive Candidates: Many of the best candidates aren’t actively job hunting. Use networking events, social media, and headhunting tactics to engage this group. Offer Flexible Work Options: Flexibility is increasingly important to today’s workforce. Remote working, flexible hours, and project-based contracts can attract professionals who might otherwise overlook your roles. Utilise Specialist Recruitment Partners: Generalist recruiters may struggle to find niche engineering talent. Partnering with a recruiter who understands the industry can yield better results. 4. Focus on Candidate Experience In a competitive market, candidate experience can be the deciding factor in securing top talent. From application to onboarding, ensure your process is smooth, engaging, and respectful: Simplify the Application Process: Avoid lengthy, cumbersome forms. Communicate Regularly: Keep candidates informed about their application status. Provide Constructive Feedback: Even unsuccessful applicants should leave with a positive impression of your business.

Attracting and nurturing early career talent is more than just filling entry-level roles—it's about developing the workforce of the future. A well-planned early careers recruitment strategy not only helps businesses secure top young talent but also strengthens long-term workforce planning, diversity, and innovation.

Picture this: two candidates apply for the same job. One has a degree from a top university but little hands-on experience. The other has no formal qualifications but has spent years honing the exact skills needed for the role. Who should get the job? If your hiring process is stuck in the past, you might overlook the second candidate entirely. Skills-based hiring is changing that—and it’s transforming the way companies find the best talent.

In an increasingly competitive job market, personal branding has become a crucial element in securing the right opportunities. Employers are not just looking at CVs anymore; they’re checking LinkedIn, reviewing social media, and assessing how candidates present themselves online. Your personal brand can make or break your job search.

The job market is evolving, and one of the most striking trends emerging is the stark contrast in job application behaviour between younger and older workers. Recent data reveals that Gen Z applicants are applying for twice as many jobs as their older counterparts. But what is driving this trend, and what does it mean for employers and recruiters?