Automotive and Commercial Vehicles recruitment
  • Smmt Logo
    Candidate
    Automotive Industry Statistics

    ​We all love statistics...who doesn't?It's all in the data. Big data drives our world and the Automotive Industry is no different. Worth £60bn to the UK economy, we're operating in a fast-paced sector with investment aplenty. Whilst there have been mutterings that the UK Government should be doing more to support the industry, demand for vehicles is high and growing. So why do these stats matter?We need to watch carefullyThe ongoing challenges of climate change, coupled with component shortages mean that pressure is at an all time high for business leaders. With plants in Europe grinding to a halt, these figures will no doubt come to play out in many years to come as globally, much will be debated about the impact of the war, and rise or fall in demand, output and revenues.British madeAnd as a big global exporter, vehicles and parts made here in the UK are exported to over 140 different countries. Even more reason to keep our finger on the pulse of what's happening out there.https://www.smmt.co.uk/industry-topics/uk-automotive/​​​

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  • Commercial vehicle management
    Client
    The Component Conundrum

    ​The Component ConundrumIt’s fair to say, these are challenging times. That’s not to say that things haven’t been tough before, but as the world battles climate change, rising living costs, and war, things are uncertain and unsettling for many businesses and those working in them.The component shortage has hit the commercial vehicles industry hard, and for an industry already struggling with a micro-chip shortage, the impact of the war in Ukraine has further tightened the noose on businesses running and maintaining commercial vehicles. OEM’s are reliant on suppliers for components and raw materials such as aluminium steel and palladium from Ukraine and Russia, and even those businesses still operating in Ukraine, have erratic supply. Business leaders take actionAccording to an article in BDO, business leaders should be continually monitoring supply, strengthing their cash position and be mindful of labour supply and those affected by the war. A lack of spares and hire vehicles has meant that many businesses have had to rely even more on their labour to troubleshoot and engineer their way through vehicle availability than ever before.According to CommercialMotor, HGV registrations continue to decline in registrations. The industry is struggling to recover from the pandemic due to component and raw material shortages and is still 17.1% below the same period in 2019. Whilst the figures aren’t all doom and gloom, SMMT Chief Executive Mike Hawes states ‘Despite the market’s post-pandemic recovery continuing to be frustrated by supply chain shortages and disruptions, HGV operators considering their next fleet investments are encouraged to move early to secure the new vehicles that will meet their business needs’.Labour supplyThe same can also be said of the demand for skilled labour. The shortage of people qualified to carry out skilled work is well publicised. In a recent report by the REC and KMPG, engineering is the second-highest job category carrying vacancies (second only to Hotel & Catering), experiencing a significant jump from the same period in 2021. Its also important to consider that vacancies aren’t just high in permanent recruitment, shortages also exist in the temporary workforce which often supports gaps in short- and long-term staff availability.Navigating this can be a minefield, and often takes a clearly thought through recruitment strategy to support a sustainable and motivated workforce. We’d love to help you.

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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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  • Cooperation
    Candidate
    The First 100 Days

    ​The first 100 daysThey say the first 100 days in a new role are the most critical. It’s a term most commonly used for politicians – what will they do, say, deliver? It started with Roosevelt, who achieved much during his first 100 days, it became a barometer for the success of future presidents. Think back to Obama’s inauguration and the pressure to deliver was relentless. It’s also a common measure for people starting in a new role. And it’s not unusual for businesses to ask a candidate at advanced interview stages to prepare and present what they’d do in their first 100 days.So, what do you do?Well, whilst it’s all down to personal preference, the role, and business circumstances, there are some common things ‘to do’ that we see that are widely regarded as beneficial. We talk to candidates after they’ve started and dig into what they’re doing, and how things are going. Where are they achieving success, and how have they gone about it?Here are our thoughts on how to navigate through those first 3 months, and make an impact.Build relationshipsYou have your start date, first-day arrangements and hopefully, your line manager and the team have been in touch during your notice period. But it’s up to you to also make contacts and start to establish yourself before you walk through the door on day 1. Connect with your team, peers, and leaders within the business before you start. If you’re invited to visit to meet the team, have lunch, take it! Making contact early will also prepare them for your arrival and be a supporter of your appointment from the early stages.Make time to answer any questions they might have of you and ask questions of them. This is a golden opportunity to prepare for any upcoming projects or business changes. It’s also a great psychological way of feeling that you’re almost there which can also be helpful if you have a longer notice period.Set expectationsUnderstanding what the expectations are of you is crucial. Get this wrong and you probably won’t be around for long. Spend time with your boss, peers, and others in the business – it’s not just about KPIs, it’s also about upholding the values of the business and fitting in. Chances are, if the recruitment process has been thorough, these shouldn’t be areas that are challenging, just more affirmation of what you already know and believe yourself.Think about what you’re going to say about yourself. Sounds obvious, but you’ll have a lot of intros so making sure you’ve got a concise patter to let people know who you are, what you do, and where you’ve come from will make sure you give a good first impression.Be cautiousListen hard during these first few months. Avoid making judgements and coming to conclusions quickly. There are a lot of things that will have happened in the business or team in the past that you won’t know about, and people react differently to new ideas, team members, and change. Give people a chance, as you’ll want them to for you. According to Paul Wolfe, former SVP at Indeed, writing for Forbes in 2021, “When something is done a certain way, don’t judge. Instead, ask questions to seek understanding. Don’t assume it’s wrong. I find that with new hires, ‘you shouldn’t do it that way’ turns people off. Become part of the team. Respect the work that’s been done to get them there.”Quick winsTry to find some quick wins. Adding value early gives people a great first impression, affords you their time and their ears, and generates goodwill that will ultimately play out as you develop in your role. Many people we’ve spoken to have done just this. From a Factory General Manager who found gaps in financial reports that highlighted big savings, to a Health & Safety Manager who implemented so much change in his first 3 months, his ideas were adopted worldwide to great acclaim.Longer-term ideasThinking longer-term will also cement you more in the business, and people will take you seriously. According to Forbes, ‘You don’t need a team to lead. In the first 30 days keep an eye out for opportunities to lead without yet acting on them. In general, employees who show leadership are more likely to be promoted and less likely to be let go.’And imagining yourself there long-term is good for the soul. We speak to candidates who’ve found themselves having taken the wrong role. It’s uncomfortable and can be painful, and we can spot those who are running for the door. Candidates who have found their place speak differently. They have the mindset to be able to evaluate correctly where they are, where they want to be, and the best path to take.And did you make it?Wolfe states that during the first 100 days, you should have made 2 significant wins. They could be from the plan you created early on, or it could be achieving specific goals or objectives that you’ve been set. Many businesses are now putting in place key milestones for new team members to ensure both parties have met each other’s expectations (remember, it goes both ways), and it’s not uncommon for probation, or a salary rise, to be hinged on certain achievements.Reflecting on the first 100 days can be insightful, and should certainly set you up well for the next hundred, and the next… 

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  • Rec Logo
    Client
    UK Report on Jobs - April 2022

    ​In this ever changing world, the recruitment industry is still moving at pace, and whether you're hiring or planning for a career move, this report will give you a flavour of what's happening in the market now.As unemployment continues to stay low, employers are faced with unfilled vacancies. Whilst the rate of growth in terms of placements has dipped, much of this is attributed to the shortage of candidates and the after effects of the pandemic, lack of EU workers and uncertainty due to the war. For job seekers, there's choice in the market for those who have in-demand skills, starting salaries are rising accordingly, and are currently at the highest levels since before the pandemic.Vacancy growth is still accelerating, with the highest levels since September 2021, and demand for both permanent and temporary staff continues to grow. Whilst IT remains the most in-demend skill, Hotel & Catering has risen marginally above Accounting/Finance and Engineering. Given the dependancy of this sector on EU workers, the challenges in Europe are likely to continually impact in this area.At Expion, we're seeing record levels of vacancies, but candidates are becoming ever more selective about the roles they are willing to consider. A recent poll carried out by us about the key benefits valued most by candidates, flexibility was the most desired aspect of a new role after salary. In fact, most candidate conversations include some discussion around this. Our view is that employers who continually adapt and evaluate their working practices are likely to prevail in the acquisition of in-demand workers.If you'd like to discuss any aspect of the curret maret conditions, please get in touch with us, we'd love to hear from you.​​

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  • Uk Recruiter Logo
    Client
    Social Recruiting - what is it?

    ​Social recruiting...just what is that? In this guest blog for the UK Recruiter, Caroline talks about what social recruiting is, how signfiicant it is, and how more and more employers are embracing the technology available.In short, social recruiting is attracting and sourcing candidates through social channels. But how effective you will be depends on how much time you can invest. Brand building and candidate awareness takes time, and there needs to be a strategy behind it. Having a brief scan of LinkedIn to see if you can identify suitable candidates is a very short term fix, and you might get lucky. Read on to find out more and discover tips and tricks on social recruiting, and how you can make this part of your recruitment strategy.​​

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  • Iwd Collage 2022
    International Women's Day 2022 - #BreaktheBias

    ​This year's theme for #IWD2022 is #breakthebias. It's about smashing stereotypes and delivering on all the equality, diversity and inclusion topics that we all talk to our clients, candidates and colleagues about.But it's also about celebrating the wonderful women we have all around us. From our colleagues in Expion, through to all the wonderful women who stand up each day to be accountable. And it also gave us a chance to build a brilliant 'team picture'. Thank to everyone who inputted into this.

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  • British Heart Foundation
    Client
    Expion support The British Heart Foundation

    Why did we choose The British Heart Foundation as our charity of the month?It’s fair to say we have embraced ‘Heart Month’ here at Expion. We’re all feeling the love.At the start of 2022, we talked about the phrase, ‘When you help someone, you help everyone’. And that’s hard to apply in recruitment. We can’t possibly place all the candidates we talk to. Nor can we help all those who are looking for a role get interviews.But there are things we can do, and we hope it spreads some good across our candidates, and clients. We value you very much.·       We’ll critique your CV. If we don’t think it’ll get you an interview, we’ll let you know. And send you our CV guide and template to get you started. It’s a step closer to an interview·       Once you have an interview confirmed, we’ll introduce you to our interview coach. She’ll work with you to practice and refine how to talk about your experience, and answer the question, ‘Tell me about yourself’·       We’re with you all the way. From 1st to 2nd interview and beyond. We’ll provide support on how to manage any counteroffers, work through your notice and get started in a new business·       And we’ll visit you on site once you’re in role if we can.So how does this tie into our support of the BHF? Well for each vacancy we take on in February 2022, we’ll be donating £25 to the BHF. And that could add up if January was anything to go by!Well, we hope this shows we have a heart. And heart disease causes a quarter of all deaths in the UK so we think it’s a pretty important cause to support.Looking for a new role is a stressful journey. Whether you breeze your first interview or have to kiss a few frogs first, even the most composed candidates find the process pushes them outside their comfort zone. And that’s not always good for your heart.So our support for the BHF is heartfelt, and we’re really grateful for your support to help us help BHF.

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  • CIPD Recruitment Industry Trends
    Client
    Recruitment Trends 2022

    ​What's likely to happen in 2022 in the UK jobs market? If you're recruiting, planning to recruit or intending to search for a new job, you need to know what's likely to happen and how best you can prepare for this.We've seen lots of statistics shared by lots of sources, and it can be hard to navigate through them all. Here's a snapgot into what's making us sit up and take note:The UK recruitment industry is predicted to grow by 7% in 2022Employers are expected to award an average pay rise of 2.9% According to the CIPD, 47% of employers are reporting hard to fill vacancies What does this mean for you? There'll be more roles coming onto the market, we expect in skills short areas such as Healthcare and Medical Devices, IT, Finance and EngineeringCosts will continue to rise for businesses who will look for efficiencies to counter this Demand for talent will continue to squeeze continuing the trend of a candidate led market How can we help you? Follow us on LinkedIn for lots of up to date market information, read our blog or have a chat with us.

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  • Pharma and Medical Devices recruitment
    Client
    Creating Personas for Recruitment

    ​Creating the perfect persona for recruiters and hiring managers can be something of a minefield. Where to start and how to go about creating one can feel like an uphill struggle.What is a persona for recruitment? It's like a written version of the traits and exerience you'd like your ideal candidate to have. But it goes deeper than that. I's also about exploring where your ideal candidate hangs out. Do they 'lurk' on LinkedIn, jump around the joboards, or sit awaiting for the approach? What content do they engage with?Knowing this can be vital to securing not just the best candidate for the role, but also reducing time and cost to hire, reducing waste in the process and preventing yourself becoming tangled up with conversations with unsuitable candidates that simply wastes their time and yours.Have a read of this article which explains how to create a persona and what it can mean for you.​​

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  • UK Report on Jobs October 2021
    Client
    UK Report on Jobs October 2021

    ​UK Report on Jobs - October editionWe're pleased to share the latest UK Report on Jobs produced by the REC and KMPG. As we've previously reported, the market is busy with vacancies rising and candidate availability reducing. What's showing no signs of relenting is the pressure on starting salaries, particularly in the Food/FMCG space where demand for staff is critical.Have a read of the report and get in touch with us if there's anything support you need.

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  • Priscilla Du Preez Xk K Cui44i M0 Unsplash
    Client
    The Personal Touch to Learning

    ​Here's a link to a guest blog written by Caroline on the personal aspects of learning. She talks about how she trained and developed a team, and what she'd do differently with the resources that are available for the recruitment industry now.This is an insight into what's important to consider when training a team, how to personalise training, and how to do it with the individual in mind.You can access the blog here and thank you to Louise Triance of UK Recruiter for including the blog.

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  • UK Report on Jobs September 2021
    Client
    UK Report on Jobs - September 2021

    ​Produced by the REC and KPMG, the latest report on jobs highlights the gap between the demand for labour, and labour supply. The gulf widened in August 2021, creating knock on effects in terms of rising salaries, and as we've previously talked about, gaps on supermarket shelves amongst other effects.Hiring levels also rose, showing that whilst there are fewer candidates, businesses are employing people, and there is still a desire to move by candidates with the right motivations.Neil Carberry discusses the longer term effects of this. "A number of factors mean that the UK labour market will remain tight for several years to come. Business leaders should be looking now at how they will build their future workforces, in partnership with recruiters, including the skills and career path development."You can view the report here and if you'd like support with the impact on your business, do contact us here.

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  • Navigating your notice period
    Candidate
    Navigating your notice period

    Navigating your notice So there. You’ve done it. You’ve resigned from your current role, and you’re in that ‘in-between’ place known as the notice period.Notice periods, along with managers and businesses approach to them varies, so it’s hard to find a one size fits all guide. One thing is for sure though, how you exit a business is as important as how you join, so we always advise, use your time wisely.Here’s some things we’ve seen, heard and been told by our clients and candidates:The resignation conversation. Be clear on your reasons for leaving. Sounds obvious but be concise and to the point. Waffle is rarely your friend, and if the resignation comes as a shock, your line manager is unlikely to listen to all the reasons you’re giving.Be compassionateIf you’re worked for the business or your manager for a long time, there’s a good deal of emotion in this conversation. You’ve had time to prepare, but they won’t have so bear this in mind.You don’t have to let your current employer know where you are going but think about how this might land if you don’t. In some cases, it can be construed as suspicious and even sneaky. If you’re heading to a direct competitor, check your contract if you haven’t already to make sure you’re clear on restrictions you may have to abide by. Ask for clarification from your HR team or line manager if this is the case so you don’t fall foul of any misunderstanding.Counter-offerIf there’s no appetite on your part for a counteroffer, say so to save time and wasted resource. Ask what you can do to support the business during your notice period. Leave a legacy. A ‘How To’ guide for your role can be a good starting point, along with completing any ongoing projects, or handing them over with comprehensive notes. Meet with your manager and colleagues as soon as you can to ensure you’re clear on what they expect from you now you’re moving on. Sounds obvious, but time goes quickly and what can feel like ‘plenty of time’ soon runs into ‘no time at all’.Don’t be upset that you start to get left out of things. The business will be making plans around what to do when you’re gone. They might be restructuring, recruiting, or reallocating work.Give your colleagues some love Chances are they’ll be sorry to see you go and will wish you well. Make them feel appreciated and thanked for the work you’ve done together.You never know when your paths might cross again with people you’ve worked for and with. Never burn a bridge.Some notice periods are lengthy. Some businesses will allow or encourage you to take any unused holiday during your notice period. If you have unused holiday at the end you’ve not taken, the business should pay you for those days you didn’t use. Holiday can be used at the end of the notice period to allow you to start a new role earlier if you so wish.Ask for an exit interviewMost businesses offer these now as a matter of course but make sure you have the chance to finish things well. Give the business feedback on your experience whilst you’ve been there.Make sure you have all your appraisal documents, and copies of any courses you’ve been on. Much easier to gather this information now, than trying to retrospectively back track once you’re 6 months into a new role.And finally, never speak badly of the business or the people. Now is not the time to air grievances and grudges. Leave well and look forward to your new challenge ahead.Good Luck! 

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  • Download (2)
    Client
    Food shortages

    ​It's headline news, and this is a crisis that's silently creeping up on us.The shortage of drivers is something the Road Haulage Association, amongst other, have been shouting about for some time. And so they should. We're especially interested in this as it impacts our key clients in both food manufacturing and fleet management. This challenge has some time to run as the role of an HGV Driver is a skilled one and training takes time. But it's a vital part of our economy, and we think action is needed.Food Manufacture highlight this in this article - well worth a quick read.​

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  • Rec Logo
    Candidate
    UK Report on Jobs August 2021

    ​The latest UK Report on Jobs has been published and if you're a job seeker, it's a great read. All market data indicates that there's a growing demand for people, and starting salaries are rising. Most employers are reporting a shortage of good people available in the market. External factors such as a lack of workers due to Brexit, and low unemployment generally, makes for a tough operating environment if you are a hiring manager or recruiter.Job security is also a factor in the lack of candidates entering the market, and the end of the furlough scheme may alter the dynamic as we progress into the Autumn. You can download the report here and to discuss how the changing recruitment market may affect you, contact us here

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  • Linked In Connecting People
    Things we love about LinkedIn

    ​Things we LOVE about LinkedInWe're big users of LinkedIn, and we're sharing our thoughts on just some of the functions and capability of the platform.With 756 million users globally, it’s become a phenomenon for business networking, collaboration, thought leadership, and recruitment.I remember in 2007 my then boss telling everyone ‘we should be on this platform’. 14 years later and where would we be without it?The first function we love is ‘Notifications’. This is your little alarm bell to anything happening in your network and it’s a gem of insight, information and news.Why do we love it? IT’s a chance to see (and celebrate) when someone changes jobs, is promoted, gains a qualification, when someone you follow goes ‘Live’, see trending articles and posts.In fact it can be more useful that your newsfeed sometimes.We love it because it keeps you connected. Up to date quickly with news that’s of interest, and a prompt (and we all need it sometimes) to reach out. Say ‘Hi’. Congratulate. Commiserate. Learn. Digest. Participate. LinkedIn LOVELinkedIn isn’t designed as a broadcast channel, it’s for networking and collaboration. And never before has it worked so well than during COVID.We love the fact that we’re able to use LinkedIn for networking and to share ideas. And others do too. We suggest reaching out to colleagues, people you’ve met, worked with in the past. Reconnect.Search for collaborations. Find people with common interests. You might be able to work together on a project. Find webinars and Live Chats – we love Ruella Crouch’s live on a Tuesday lunchtime.Read the news – LinkedIn have a news section with comments. It’s insightful and great for sharing.LinkedIn RecruitmentYes, we recruiters love LinkedIn for recruiting. But we know we have to treat our audience with respect (no spamming people). It’s a great way to find people with the skills and experience to fill a role.Love your profile. Make sure it’s up to date and has the right information on it. We can only be as good as the information you populate and we’ll do our best to only talk to you about roles we think are of interestWe also love the Jobs function on LinkedIn. Set up your alerts and LinkedIn will send you roles which meet your criteria.LinkedIn Company PagesOften overlooked, but companies who invest in their company pages have brilliant little micro-sites full of content. Check out ours: https://www.linkedin.com/company/expionuk which is full of content and has a link to our jobs on the site, and a link to our website (right here!).You’ll also find current employees, and business documents if companies have included presentations or videos. It’s a great way of researching a business if you’re looking to work with them, or for them.LinkedIn InfluencersHave you spotted them? Well, LinkedIn choose who are classed as influencers and current occupiers of this coveted space include Bill Gates and Richard Branson. They’re the world’s foremost thinkers and leaders. They share trends and news and inform the audience with thought and purpose. Take a look.You can follow these people and see what they share. If you’re looking for something to share, it’s a great place to find credible insight and comment that will help you make that move to share something with your network.   

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  • Personal Branding
    Candidate
    Personal Branding

    ​Personal BrandingThis week we’re talking about ‘Personal Branding’. It’s grown in importance over the last couple of years, and it’s something you should take notice of if you are hiring, job seeking, or looking to grow your presence online.So what is it?It’s defined as ‘The conscious and intentional effort to create and influence public perception of an individual by positioning them as an authority in their industry, elevating their credibility, and differentiating themselves from the competition, to ultimately advance their career, increase their circle of influence, and have a larger impact’ (Wikipedia https://en.wikipedia.org/wiki/Personal_branding)And how do you go about it? We’ll offer some tips this week on small things that we’ve see our clients and candidates do well. Tip 1Before you embark on your personal branding journey, have a look at what you already have. What does your LinkedIn profile say about you? What other online presence do you have that people could find? Google yourself. What comes up?Do you have old CVs lurking on job boards?Have a ‘tidy up’ first and make sure your house is in order. Then you’re best placed to start to enhance it.Tip 2Once you’ve ‘tidied up’ your online presence, it’s time to start to enhance it.Firstly think about what you’re trying to achieve. Are you hiring, building a team and want to showcase your knowledge, employer brand and team/business culture? Or are you job seeking and want to show your expertise, capability and skills?Either of the above require some thought. And both will require you to ‘get active’ online. Start by commenting on other’s posts – offer some value, discussion and build a network that you actually converse with (rather than just watch!)Seen or read an article in your field? Share it and offer your point of view as curated content.Ask others to comment and support your posts. If you comment on other’s posts, they’re much more likely to participate in a discussion that you instigate.Stick with it. Engagement doesn’t come overnight and it takes determination to stick with it and keep posting.Tip 3Sounds really obvious, but building a personal brand is impossible unless you use your own voice.Copying or mimicking someone else never carries weight, and anyone who knows you will see right through it. Be authentic and be you.Some people story tell. Share a journey. What value or insight can you offer to help others by sharing your experiences? Others are more prescriptive by sharing narrative about specific things that have happened or are happening.What’s vital is that it’s genuine. You’ll only amplify your brand by sharing value and contributing to others. And they’ll reciprocate.Whether you’re active on LinkedIn, Twitter, Facebook or other social networks, you need to be consistently ‘there’ to be seen.Tip 4So, your profile looks good, you’re commenting on posts and creating and curating content. What’s next?Keep going. Go deeper. Who are the people, movements or organisations in your industry who get great engagement? Continually speak to others and provide value? They’re influencers and others will listen to them, follow them and engage with them.So follow them too, and pick up on trends or innovations in your industry, share the content and gain influencer buy in. Tagging someone or a business in a well-constructed post grabs their attention.Tip 5It’s a hard thing to separate your personal life and feelings, and your ‘business identity’ or ‘brand’. There’s nothing wrong with sharing insight into you. People love to get to know the whole person and by sharing personal thoughts, along with business dialogue just grows your authenticity.Growing a personal brand is a long term project, and there’s probably no end point. Before the growth of platforms, personal branding was reputation. What do you stand for, what are you know for?That has to be brought to the table time and time again.Want to know more? Contact us for our LinkedIn guide   

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