Expion Search & Selection Food & FMCG Recruitment
Expion Search & Selection Medical Devices & Pharmaceutical Recruitment

Expion is an award-winning Recruitment Company specialising in recruiting top talent for the Food & FMCG, Pharmaceutical & Medical Devices, Engineered Products and Automotive, Distribution & Logistics Sectors.

Experts in our markets

Expion Search & Selection Engineered Products Recruitment

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AND MORE!OUR COMBINED YEARS OF RECRUITMENT EXPERIENCE - EXPert opinION

Expion Search & Selection Automotive, Distribution & Logistics Recruitment

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PLACEMENTS SINCE 2010 AND COUNTING

Recruitment Process Outsourcing

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RETAINED SEARCH HEADHUNT PLACEMENTS SINCE 2010

Talent Mapping and Market Benchmarking

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INTERIM PLACEMENTS IN THE LAST 2 YEARS

Outplacement Support
  • Stephen McDonnell

    ​Sam was very helpful in supporting me to secure my new job. He took time to listen to what was important to me, and translate that into just what I expected from a new employer. He kept me in the ...

    Stephen McDonnell
    Royal Mail
  • Dziuljeta Achambachaite

    ​I highly recommend Laura because of her amazing professionalism and support throughout my job search, calling me and updating me regularly on the activities you were undertaking. She was very help...

    Dziuljeta Achambachaite
  • Nick Hunter

    ​From start to finish Caroline & Expion were excellent, the service, advice, feedback & knowledge sharing was first class. Very polite, professional & would certainly not hesitate in re...

    Nick Hunter
  • Luke Heeney

    ​Caroline is a pleasure to work with. She takes the time to understand the personal context, the working environment and the potential fit when considering candidates for potential roles. I found h...

    Luke Heeney
    Head of R&D Plant Protein
  • Claire Kemp

    ​Having not been through the recruitment process for 7 years Caroline guided me through each step of the way with encouragement. Caroline's professionalism and knowledge were 1st class. I would hig...

    Claire Kemp
    Technical Manager - Jordans Dorset Ryvita
  • Simon Gardner

    As an Interim Contractor in Food and FMCG, I have worked on several contracts with clients managed through Caroline and I can honestly say that her attitude and enthusiasm are second-to-none in the...

    Simon Gardner
    Packaging Elements Ltd
  • Lynn Roberts

    I have worked with Richard for many years as a client, he is a very experienced professional with a strong knowledge of the pharmaceutical industry. Richard provides an excellent service with regul...

    Lynn Roberts
    HR Professional
  • Anita Park

    My experience working with Caroline, has been nothing else but professional and friendly. Caroline has a brilliant knowledge in her area of recruitment, (Food & FMCG), acts fast, and always del...

    Anita Park
    FIFST, BScEng, BRCGS Trainer & Consultant, Director at FSC&A Ltd, Co-Founder at Toby's Favourites

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We work with organisations from start-ups to global giants. We have a loyal community of talent. Making sure we operate to ensure clients and candidates have the best experience with us is at the heart of what we do.

Interim Management Food & FMCG

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  • Bbc
    Candidate
    More Jobs than People?

    ​More jobs than people?Not strictly speaking, however this week, according to the BBC and ONS, it was reported that there were more job vacancies, than there were those seeking a role. Does logic, therefore, suggest that if you want a job there’s one for you?Of course not, and we know that. Operating in our markets, Manufacturing and Automotive, it’s about more than a bum on a seat, our clients have specific requirements and skills they require to remain competitive, efficient and growing. So the skills shortage hasn’t evaporated overnight!There are some encouraging trends. People who have been inactive economically, aged between 16 and 64, are moving into work, and job to job moves have been driven by people resigning from a role, rather than being dismissed or made redundant.However, as we see a rise in inflation, now at 9% (18th May 2022), here at Expion, we see more people than ever before citing an increased salary as a reason to move role. Whilst most people say ‘money isn’t everything’ (and it isn’t), it is becoming more understandable as a justifiable reason for people to seek a new role. We reported in our Market Report in April, 59% of workers said a pay rise is essential to them. If it’s not on offer where they are, it’s a compelling reason to look for a role.And whilst flexible working offers the opportunity for some people to manage commuting costs, it will be interesting to see whether there’s a growth in people’s interest in returning more to the office when fuel costs rise again in October. Shivering on a Teams call is likely to become increasingly unpopular when a fully heated office is available!So when there are more jobs than people, what else can employers do?Benefits can be a big draw. We’re seeing employers offering increased benefits packages, bonuses (including sign-on bonuses), and support for those wishing to gain qualifications. Wellness benefits are also on the rise. 24% of employers in our report said they were offering financial support through information, advice, and online resources, and 13% said they were offering actual financial support to workers.Not all of this is forecast to last. With inflation tipped to hit 10%, and industry stating that prices are continuing to rise, economists have once again mentioned the word ‘recession’. If history is to be repeated, this will mean job losses and a rising unemployment rate.So what does this mean for recruitment? We know that recruitment tends to be one of the first industries to be hit when there’s economic uncertainty, and one of the first to recover. It’s fair to say this has certainly played out over the last 2 years. There’s no sign yet of any slowdown, however, the market is unusually overheated at the moment so any initial slowdown is likely to be more a return to normal rather than alarm bells. But in the meantime, what a market to be in. And this is a market that suits all ‘gens’. From Gen X who are mid-career and want a work-life balance and stability before… (well you know) to tech-savvy millennials in Gen Y, and Gen Z who are much more likely to move roles after a shorter period of time. There are opportunities out there for everyone at the moment, so make the most of them!For more information on how we can support you, get in touch with us via this website, or even give us a call!   

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  • Kpmg
    Client
    UK Report on Jobs May 2022

    ​May's UK Report on Jobs makes interesting readingThere's nothing revelatory in the data, there's still a candidate shortage, starting salaries remain on the rise and demand for staff is still growing. Placements however have slipped to a 13-month low. This is largely driven by recruiters reporting they struggle to find people for jobs and candidate numbers fall.Skills in short supply range widely. From Accountants to Life Scientists, and Logistics Managers to Nurses, it seems fair to assume that if you are seeking a role, there's a choice available.However, we're not seeing a relaxation of role criteria. With workloads stretched, there seems to be little appetite for taking on people who 'aren't quite able to fulfill the role', and managers reallocating work or delaying projects, rather than employ someone who requires considerable time input.According to ONS data, unemployment levels are below pre-Covid levels, salary rises are on average just over 5%, however, this doesn't fully compensate for the rising inflation, which is reported could reach 10% by the end of the year. Some candidates are feeling the pinch, and looking for a new role with a higher salary is now a valid reason for a job search.https://www.rec.uk.com/our-view/news/press-releases/report-jobs-tight-labour-market-conditions-lead-further-rapid-increases-starting-payIf you'd like a copy of the full report, let us know.

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  • How recruiters use LinkedIn
    Candidate
    How recruiters use LinkedIn

    How recruiters use LinkedIn and why it’s important that you knowRecruiters are notorious for spending a lot of time on LinkedIn. Why wouldn’t they? It’s a smorgasbord of apparent talent, just waiting for a call.Or is it? If it was that easy, we’d fill all our roles in days, let alone weeks. But if you’re new to the industry, not quite grappled LinkedIn or you’re starting to job search a little more than just being a ‘passive candidate’, here’s what you need to know about how we use the platform, and how you could benefit.Most recruiters spend a lot of money working with LinkedIn. Our primary output is to identify ways to make money – by finding suitable candidates for our roles and to ruffle our feathers towards potential clients who might want to work with us. Why does it matter to you?Well, if you’d like to be approached about a ‘relevant’ new role by a recruiter, even if you’re not actively looking, we’re assuming you’ll want to be found on LinkedIn. Many placements are made via LinkedIn, and according to The Circular Board ‘87% of recruiters or talent scouts regularly use LinkedIn, so it’s not entirely surprising that it offers over 20 million job openings. According to a study, 122 million LinkedIn users received a job interview, while 35.5 million were hired by someone they met through the site’.Those are some stats, so imagine you’ve been approached about a role with a business you’ve always aspired to work for. How can you be found?How do we find people?Well, apart from the obvious (searching for them) we need to find the most suitable people in our market. LinkedIn has fabulous search capability so the detail we can delve into is immense, but we can only search into what’s actually there. So, if you don’t populate your profile with up-to-date, relevant information, we might not find you. We can search by qualifications, degree subject, and even year of graduation. Throw in alongside that job title, employer, industry, location, and even keywords. And with global talent pools, if you want to be noticed, you need to get your personal brand up to scratch.A good photo and banner are increasingly important. But that’s the easy stuff. In fact, the external piece around presenting yourself professionally, accurately, and with enough detail is reasonably straightforward. But it’s the hard stuff that makes people stand out.Why do recruiters like well-connected people?Well-connected people are more likely to be active on LinkedIn, respond to messages, contribute to discussions and be receptive to recommendations. Building connections with relevant people make a difference to a recruiter. You’ll have a well-crafted network and it’s easier for us to reach people in that network if you’re well connected and active. Contributing to your network makes you stand out, you’re easier to find and actually, if you’ve seen us active on the platform, you’re more likely to respond if we approach you.How do I know if my profile’s doing well? Watch your profile views. Once you’ve started to be a little more active on LinkedIn, you’ll notice more people start to look at your profile. Is there anyone there you’d like to connect with? If so, request a connection, but add a note as to why. Ask them to support a post you’ve created. LinkedIn loves engagement, so getting likes, and comments in the first couple of hours of posting is essential. When people look at our profiles, we’re curious – is this someone we can help, someone who might be suitable for a current role, or perhaps finding out if we can help with market insight or even a role.Why does content matter?Content is key. Only around 1% of people who are on LinkedIn post content which is why if you do, you’ll stand out quickly. But what to post? You don’t have to write detailed blogs or create lots of graphics. Find someone else’s content that resonates with you and just repost this with a few comments of your own. You can pin this to the featured section of your profile, and create more of a personal brand that will resonate with recruiters and possible future employers.We’re also looking for businessYes, we are. It’s not a secret but being able to approach a possible client cold is hard work, and really not that enjoyable for either party. And I use the word ‘enjoy’ with a hint of sarcasm. It’s horrible. As recruiters, we also get bombarded by ‘sales’ InMails and they’re equally off-putting.But sharing content that is relevant and adds value to the market can bring inbound business. Sharing knowledge (which we think we’re pretty good at) helps others. And whether you use it now or in the future, we hope that we’ve made a difference, and actually, you’ll see some value in talking to us.There’s also much said these days about candidate experience. We’ve talked about this a lot ourselves. In fact, most of our new business comes from candidates who’ve had a good experience with us. Or they’ve consumed some content, worked with our interview coach Liz, or we’ve helped with a CV Critique. All of this builds towards building new business, and if you’re looking for a recruiter to work with, look at their testimonials on LinkedIn or their website to get a feel for what others have experienced. We share our testimonials because we’re proud of them, and also because it shows others we’re just us. Expion.   

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