FMCG and Consumer Goods recruitment
  • Rec Logo
    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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  • Kpmg
    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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  • 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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  • Nhs
    Client
    Pharmaceutical, the NHS and the green agenda

    Interesting blend here of how the NHS merges with the green agenda, with businesses realising the impact that the climate change can have on delivering the high quality healthcare that this, and future generations, will need. Pinder Sahota from NovoNordisk states that many members of ABPI are already committed to reducing their carbon footprint.Do you think the NHS will achieve net zero health system by 2045?Read the article here and to talk to us about this, and anything else 'pharam' related, get in touch​

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  • UK and Australia Trade Deal
    Client
    The Australian Trade Deal

    ​The first trade deal since Brexit. It's been interesting to see some of the reactions, and thoughts from industry. Whilst there seems to be overall support for the deal, it's unlikely to generate anything significant for GDP.Tesco and Morrisons have already declared they won't stock Australian beef as they have a 'British' sourcing policy. Sainsburys have been rather non-commital and other businesses such as Waitrose have yet to make a statement.We've all seen the news that the UK farmers are concerned about cheaper imports flooding the market, and others seem more concerned about food miles, which was a great debate a few years ago. What's right or wrong isn't for debate here, but at least a deal has been done, and we hope it benefits the UK food industry rather than hinders it.https://www.foodmanufacture.co.uk/Article/2021/06/15/Food-industry-cautiously-welcomes-Australia-free-trade-agreement

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  • Rec Logo
    Client
    UK Report on Jobs - June 2021

    ​The latest UK Report on Jobs is available and what a difference a few months makes. There's plenty of good news here around a swell in vacancies, both permanent and temporary, and the greatest growth in vacancies since January 1998! That's before some job seekers were even born. What's also paramount however is the ever growing skills shortage. The list is growing, and recruitment consultants are now included in the professions where skills shortages have been reported. There are a number of factors in play here, but investment in training to ensure people have the skills for the areas of demand puts further pressure on the government.We're seeing a marked down turn in the availability of candidates. We think this is two-fold. Many people who experienced redundancy during the pandemic are more likely to be recently employed and settling into new roles, along with thousands who went through hefty restructuring, and may be in internal 'new roles'.These are unchartered waters and time will tell how businesses will adapt to fill the skills gap, but without question, those who think latterally and show greater flexibility surely have better prospects to attract and retian top talent.Read the report here, and to request a pdf copy or discuss how this may affect you, do contact us here

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  • Steve Mckiernan Mayors Award 2
    Client
    Steve McKiernan - Winner of Snaith Mayor's Award

    ​Steve McKiernan is a local hero!Winning an award is always a proud moment for anyone. And when it’s given as an accolade for services to the community it can mean even more. That’s the honour given to one of our consultants, Steve, who is the proud recipient of the Snaith Mayor’s Award for Services to the Community 20-21.Steve is a founding trustee of the town’s playing fields, a facility which provides a space for local football and sports teams to train, and for the community to hold events. Formerly the Chairman of the Snaith Junior Football Club, Steve was instrumental in setting up the buildings, pavilion and other facilities for locals and visitors to use.On winning the award, Steve told us ‘It was a real surprise to receive the news I’d been nominated for the award, and even more so to hear that I’d won. I got involved with the club when my son was 6, he’s now 25 and the club has gone from strength to strength.’Well done Steve, we're all really proud of you.

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  • BBC
    Client
    Digital Marketing and Recruitment

    It’s a digital world It really is. And more so since Covid. We’ve said many times, Covid has accelerated things. And we’ve seen that in the FMCG and Consumer arenas that we recruit into.Here’s some insight into how the market has behaved, and this week we’ll share how things have changed in this space.So, what have we seen? Well, in contrast to a year ago, we’ve seen an increase in the number of roles within marketing, and digital marketing. The explosion in online sales has been so great, that many retailers, (and perhaps those who hadn’t paid as much attention to online), have been on an upward trajectory in digital marketing.POS, once the focus of many merchandising teams, has had to shift into online POS and Customer Experience is key. Gaining insight into the attitudes and behaviours of shoppers has been critical to success and we’ve seen a shift in roles towards our clients seeking candidates with specific online and digital marketing skills. Specifying which retailers a candidate should have experience with, such as Amazon, has heightened demand for those in these areas.Who’s busy, busy, busy?The Toy industry has performed well over the last year. Perhaps there’s an element of pester power, but lockdown and spending more time at home has no doubt been the key driver in this market.But coupled with this, there’s also been a key trend in people wanting to lift the spirits of their families, and those of friends and colleagues. Gifting has also overperformed and whether we’ve become more compassionate or not, business operating in these areas have been recruiting candidates with digital and consumer marketing skills.Just like we saw in the Engineered Products review, products for the home and garden have spiked, and candidates with knowledge and skills in these areas have had their choice of roles.But all of our clients are still cautious. Once people start to travel again, will there be the same demand? Time will tell, but many HR teams are paying close attention to the OD within their businesses as to over-recruit now, means pain later.Euromonitor discusses many of these trends, and consumers demand for increased activism from products will only increase, as will their expectation of a seamless online experience. https://www.wsj.com/articles/ten-global-consumer-trends-for-2021-11610976600What do candidates wantOh, can we ever tell? Well, this is a candidate led market. It was before, but it’s grown. People are very focused on the culture of a business – is it right for me? Will I be able to develop my skills and experience? Does the business have a wellbeing agenda? Candidates want to feel valued, that they’re a person, not a number. They’ll research staff turnover and attrition, who also works there and are there long-term prospects? They want trust, not micro-management.They also want a straightforward recruitment process. Most first interviews are still taking place online, and in the case of remote working, at second and subsequent stages as well. This streamlines the experience of candidates, and in the world of those who create and market customer and consumer experience (CX), it needs to.More than ever, candidates are expecting flexibility. Hybrid working is here to stay and coupled with that, benefits are also important. It was reported on 6th May by the BBC, 43 out of 50 big employers asked stated they do not intend for staff to return to the office or workplace full time.Will the upwards demand for candidates continue? We think so in 2021 and we’re busier than ever in this area. And with opportunities aplenty, why not?It’ll costWith the rising demand for marketers over sales professionals, salaries for astute marketers are escalating. Bigger businesses are paying more, pushing salaries upwards and annual salary reviews need to reflect the work that’s gone in, and the results. And for those with strong online retailer experience, www.amazon.co.uk, www.AO.com and suchlike, this knowledge can command a heftier package.We’re seeing an increase in counteroffers in this area. In April, 4 out of 5 offers to our candidates were met with a counteroffer. That’s scary stats for Hiring Managers and HR teams. And the counteroffers have been generous, making ‘staying’ even more appealing. But the overriding view of this sector, is that it’s never been more exciting. Pace, innovation and competition has driven change like ever before, and we suspect this trend will continue.For more information or to discuss, please contact us or get in touch with Zoe Gudgeon

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  • Engineering recruitment trends
    Client
    The Engineering Market April 2021

    ​ Recruitment and Engineering ​Engineering is a well-documented ‘skills shortage’ and as recruiters, we know that it can be hard for businesses to attract talented engineers with the skill set they require.This week, we’ll be looking in more detail at the trends and challenges facing businesses recruiting in this area, and what this means for candidates who are considering a career move.According to machinery.co.uk, 85% of manufacturing businesses are feeling the strain of a lack of skilled workers (March 2021) and 18% of businesses are understaffed across their engineering teams.We concur. Since January this year, 30% of the vacancies that we have taken on at Expion are within engineering. And the roles are across the board. From Head of Engineering and Chief Engineers, through to multi-skilled and packaging engineers.What’s the cause of the skill shortage? Over 40% of businesses cite a lack of qualified candidates, along with an aging workforce and a lack of willing apprentices. But what of the stats? Around 186,000 new engineers are needed until 2024, but there’s a deficit of 20,000 annually according to Industryeurope.com. Can we blame Brexit? Perhaps, but the skilled workers scheme shouldn’t prevent anyone with engineering skills coming to the UK, although with Covid, I suspect this scheme hasn’t been truly tested.So if you’re recruiting in engineering and feeling the pressure, you’re not alone. How to attract engineers into your businessThere’s no one size fits all. We recommend creating a ‘proposition’ to share with recruiters, or work with your recruiter or HR team to create one.It’s like a sales tool. Have a brainstorm of why someone would want to join the business and the team. What makes you unique? What can you offer that another business can’t? I’m not talking about money here – it’s about opportunity, progression and engineers love to have the chance to broaden their experience. And if you’re recruiting in project engineering, what’s the value of projects an incoming project engineer would be able to work on?Be open (as much as you can) on the specification of the candidate. A tight spec with a long list of must haves is a sure way to reduce your candidate pool. Could you attract someone from an industry that isn’t performing so well? Aerospace firms have been hit hard by Covid, whereas those in FMCG, Pharma and Distribution have thrived.Are you paying competitively? If you’re below market rate, you’ll find yourself short of talent and unable to compete. Could you consider someone part-qualified? Supporting someone who is training can be a good way of managing salary banding and contributing to developing future succession for your business. Keep ‘em sweetRetaining your engineering talent is one way to avoid having to recruit. But it’s deeper than that.We’re seeing a lot more commitment to personal development, and employers offering to pay costs and give time out to study for engineers who wish to continue their studies, as far as degree level and masters in some cases. Engineers seeking chartered status can be picky over who they join, and will want to ensure that the business will seek to support them, often within a defined time period. Staff are far less likely to leave if you are funding their development, and especially if there’s a tie in period after qualification. Francesca, who heads up our Automotive division said ‘Businesses are also paying the fees and supporting their engineers in achieving chartered status’She added ‘A lot of companies are pushing on with apprenticeship recruitment programmes.This is a stark contrast to the last recession where the large majority pulled out of their apprenticeship schemes, and it's a sign that they have felt the pain of a diminishing candidate pool’. There are other insights too. From offering secondments to other departments/divisions and involvement with business initiatives (D&I, wellbeing), businesses are driving ways to not only develop, but keep their talent. Who’s helping? From government, schools and organisations working in the sector, there are numerous initiatives to encourage young people to pursue STEM careers. The long term vision is to encourage more people into skills-short areas, but will they ever catch up? We don’t know. But there are a variety of people and organisations helping. From the Automotive 30% Club to The Engineering Development Club, these organisations promote STEM careers and run programmes in schools to inspire and motivate young people to consider technical careers. The growth of the UTC framework of schools is designed to bring technical vocations to life for young people and grow the next generation of engineers.  #stemambassadors also do amazing work in schools. Talking about the day-to-day life of people in industry makes STEM careers seem less ‘technical’ and more achievable. Let’s hope these amazing initiatives have a big impact on the future of our engineering capability Equality, Diversity & Inclusion Diversity and inclusivity are rising up the agenda for many businesses, who are also looking at creative ways to attract a diverse candidate pool - through cross-training, mentorship and buddy systems to really support people from diverse backgrounds in joining and building a long-term career in the engineering sector. There are also plenty of initiatives around accessibility. How can employers make roles more accessible to candidates with disabilities? Many websites are being modified to ensure accessibility for all, and this should also mean an increase in applications from diverse applicants. And don’t forget, every recruitment process needs to be accessible to all.Want to know more? Contact our team here   

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  • UK Recruiter
    Candidate
    Personal Development - To qualify or not to qualify?

    ​Personal development is a hot topic, and there's an ongoing 'pressure' to ensure CPD is top of the agenda when it comes to appraisals, promotions and secondments.But what does it deliver? Caroline has written a guest blog for UK Recruiter on this very topic - read the article here.

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  • Helix Facebook Horiz
    Candidate
    The Power of Three - Everyone Matters. Clients. Candidates. Colleagues.

    ​The Power of Three – Clients, Candidates, ColleaguesEveryone Matters.Here at Expion, we believe that everyone matters. Our clients and candidates tell us that we offer an exceptional and consistent recruitment experience allowing you to benefit from our expert opinions and supporting you on every step of your recruitment journey.What sort of support do we offer?How our Colleagues SUPPORT our Candidates.We give CV advice. If your CV isn’t suitable for the role we’re talking to you about, we’ll tell you. And share with you a template and a step-by-step guide to make your CV shine.We give Interview Coaching. We really do. We have an inhouse Interview Coach, Liz, who works with our candidates before interview. She ensures everyone is prepared for interview, understands their ‘Red Thread’ and is able to articulate their experience well.We’ll ask about your other interviews. Not so we can pit others against you. But to share any knowledge we might have about that business. Give YOU an outsider’s view. As our candidate, you’ll have additional information to help you decide which role is best for you.We’ll meet you. We place you and you can expect a visit from us on site. It’s a proper check in, catch up and a way we can ensure we’ve done all we can to support you to settle in.There’s plenty more. But it’s only by working with us, you’ll get the real ‘us’. How our Colleagues SUPPORT our ClientsThat might sound obvious. But it’s about doing the extra and building a true partnership that we think makes us stand out.We’re your eyes and ears. Sensing how a candidate is feeling, where there’s a risk we might lose a valued candidate from the process and providing that insight to a client. We advise clients to include incoming team members in team communications, team lunches (Covid permitting) and even the Christmas party if it’s the festive period.We can let you know what others are doing in the market. If we’re proposing a retainer to you, we’ll provide insight into your competition for candidates. Often overlooked, this can make all the difference to developing the role proposition and landing that ‘gem’.We’re market savvy. As members of APSCo and Elite Leaders, we have access to market reports that others don’t. And as our client, we’ll share. All part of the service. How our Candidates SUPPORT our ColleaguesYou may ask what we mean by that. But it’s a partnership right?We can only be as good as the information we have. So the way to work well with a recruiter is easy. Be honest, be upfront and respond.Make sure we’ve got your up-to-date CV. You’d be surprised how many people have old CVs saved in job boards and then get upset when they apply with an old CV and think we’re in the wrong.Be honest about your salary expectations and don’t over-egg what you’re looking for. We’re open with our clients so be open with our colleagues to make sure there aren’t any surprises as the process goes on.Tell us what’s important to you and why you’re interested in the role. A ‘new challenge’ is very vanilla and 95% of candidates give this as a reason to look. It’s a good reason but make it specific if you’ve applied to a role and help our colleagues do their best work for you.And give us feedback. If you’re not interested in a role, let us know. We’d rather you select the role that’s right for you than feel cajoled into proceeding with a process that you don’t have your heart in. How Clients SUPPORT CandidatesWere you expecting that? Perhaps not, but the goal is to recruit the right person for your business isn’t it?A recruitment process is like dating. It's getting to know each other, putting in the work and showing your best bits. And for a business recruiting, it’s making sure your chosen candidate chooses YOU. I'm not talking about overinflating and over promising. But making sure they are as right for you as you are right for them. There's no one size fits all, but if you are interviewing, think about how the business portrays itself, who you meet during the interview process and how you feel around the people you'll be working with. Here are things I've seen businesses do well:Invite the candidate to a team lunch after the interview. It's more relaxed and makes them feel 'included' early onInclude incoming team members in team training and team building events prior to startingShare business updates, company information (where possible) so someone joining feels part of the business before they are 'in the building'Have a senior member of staff call to welcome them. Amazing how powerful that can beSend them some products (if you can) that they can share with friends and family. Makes the incoming employee proud of who they work for before they do! The list is endless, but it’s important not to overlook. If you’ve made an offer to someone and they have a 3 month notice period, that’s a long time for their current employer to try to persuade them to stay. And it's also a canny way of batting away any counteroffers. How our Clients SUPPORT our ColleaguesThey do. Perhaps we’re just lucky. But having a supportive client #makes all the difference to us and helps us to do our job better.You might be thinking, how can a client support a recruiter?Here’s what I’ve seen clients do wellBe open and transparent about the work you’re asking us to do. If there’s internal candidates, preferred candidates and other recruiters in the mix, just let us know. Allows us to be more open with the candidates we represent, and we in turn represent you more accuratelyOpen communication with the line manager. Hearing from the ‘horses’ mouth the nuances about the role and the attributes a candidate should possess helps to make the role ‘come alive’. And it gets us excited about finding candidates for the roleInvolving us in the process. Hearing our thoughts on candidates and why we think they should be considered. We get under the CV (and some CVs don’t necessarily make candidates shine). And some clients ask us to conduct the first stage interview with the line manager saving the client time and resources.Helping us get paid! You may chuckle but we don’t have any other income and providing PO numbers and making sure invoices are approved are vital to the lifeblood of any business. We love partnership. And we value it. Thank you to all the clients who offer us that ‘hand of friendship’. And to find out more about how what we do could SUPPORT you so get in touch

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  • Rec Logo
    Candidate
    UK Report on Jobs - April 2021 Update

    Recruitment Insight ​​The UK Report on Jobs was released today, produced by the REC and KPMG.For jobseekers, it makes for encouraging reading - permanent and temporary job vacancies rose sharply in March and vacancies expanded at the quickest rate since August 2018.For employers, increased market confidnce should start to unlock those who have been reluctant to consider a move, and salaries rising should play a factor in this. But employers also report a skills gap - construction, IT and retail all have incompatible supply and demand.What's your experience? Have you seen these trends play out, or noticed something different?UK Report on Jobs

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  • Francesca F1 Picture
    Client
    Formula 1 - My Passion

    ​My passion: I’ve been a major follower of F1 since a child says Francesca LoughreyFollowing Formula 1 helps Francesca Loughrey, Associate Director at Expion Search & Selection, switch off at the weekend. No-one in my family is into motorsports, so they were surprised when I quickly became hooked after I stumbled across a Formula 1 race on the TV at the age of 15.  At first, I enjoyed the excitement of seeing fearless drivers race the fastest cars in the world, often pulling risky manoeuvres which sometimes led to glory (and others to disaster).  Over the years I had become more interested in the strategic element of the sport, finding a fascination in the making of the right or wrong call when to re-fuel (when it was still permitted) or stop for tyre replacement and how this could make or break a driver’s race.  I’ve followed some great British drivers over the years, cheering on Damon Hill, Jenson Button and then Lewis Hamilton. I’m a huge Lewis Hamilton fan – seeing him battle his way past most drivers on the track from the beginning of his career - truly inspirational. In 2018, I was lucky enough to attend the British Grand Prix and thought he was set for a home victory when he qualified on pole; unfortunately, he got spun in his first lap landing him right at the back. However, the real inspiration that he is, Lewis managed to overtake nearly every car on the track that day, finishing second place. It was a fantastic show of true fighting spirit. I owe a lot to Formula 1, for me, it has been so much more than just being a sport or just a hobby for the weekend. It’s been a way of keeping me inspired and motivated. Lewis’s motto is to ”never give up”This is something I try to live by when faced with difficult challenges in life. Determination and hard work are things you need to succeed in the recruitment industry I’ve worked in for 17 years now; Lewis and Formula 1 provide that motivation I need to keep achieving the best.Luckily for me, I have been fortunate enough to tie my passion for Formula 1 with my working life moving into Automotive recruitment 13 years ago, and I’ve stayed in this sector ever since.  The continually evolving technology fascinates me in general, especially with rules tightening to reduce the environmental impact of transport. It’s impressive to see technologies first developed by Formula 1 being transferred to the types of commercial vehicles that my clients and candidates work with. Commercial vehicle operators are under more pressure than ever to increase efficiencies of their fleet, and I love discussing this with them – often finding they have a shared love of motorsport.About Francesca LoughreyFrom starting as a stand-alone specialist recruiter 13 years ago, focusing on the automotive industry, Francesca has grown a highly successful recruitment business with a team of recruiters who deliver tailored resourcing campaigns to organisations across the UK. Believing in success due to specialist, in-depth knowledge of the automotive and engineering markets and aconsultative approach, Francesca ensures that the best candidates are matched with relevant positions.​For more information on roles in Automotive, Logistics & Distribution please get in touch with us at Expion - we're happy to chat all things recruitment and Formula 1... 

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  • Manufacturing Recruitment
    Client
    Insight and Intuition - Engineered Products and Manufacturing

    ​Many key hiring and recruitment trends have been announced over the last few weeks. Surveys, reports, all written to help give us insight into what the market’s doing, and where it might be going.We’re all ears, and we’ll share with you some of what we’ve seen develop across the market, and within Engineered Products and Manufacturing.Covid will be dominant through the summer, well into H2. I think we all guessed this, but it’s interesting to see how businesses will manage through. Vacancies are already up in some sectors such as Building Materials, and we see more positivity starting to creep in. Summer recovery won’t be a ‘return to normal’. What’s that anyway? I think we’ve all forgotten and have all adapted but in business, investment in ‘clicks not bricks’ is evident as more people work from home permanently, and businesses will rely on a flexible workforce, including temporary labour, to manage the change.Resilience is key in a volatile and complex environment. Employee engagement and retention is even more important, as is the financial flexibility and businesses are even starting to stockpile talent. Take note.D&I is a top strategic concern. Recruitment and staffing firms can be a catalyst for change but don’t get left behind with this. It is here and embracing D&I can attract fantastic talent to a business of any size, especially in a skills short market such as engineering.Platforms are being developed and enhanced all the time. It’s the new battleground. From recruitment platforms to commercial and businesses evolving from B2B to B2C to explore new channels.Omni-channel staffing. Whats that? It’s multi-faceted ways of recruiting. From inhouse referrals through to advertising, networking and Social Media. It’s a full-time job. We should know. But balancing the channels is a skill and manufacturing businesses need to ensure they maximise the whole talent pool when recruiting, not rely on one or two sources.Automation has accelerated during Covid, and job losses have been harsh. But it’s here to stay and people displaced are retraining.Reskilling is big business and so much is offered from government funded initiatives, through to staffing firms skilling staff. This is evolving weekly, and for anyone in a position to upskill themselves, the options are vast. We'd love to chat to you about how we can support with your hiring needs, contact us here

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  • I Stock 000021983572 Medium
    Client
    Medical Devices and Pharmaceutical Recruitment - Utilising Extra Capacity

    ​We recently share our insight into the world of Medical Devices and Pharmaceutical Recruitment. Now we’re delving deeper into a key trend we’ve been seeing - Utilising extra capacity.The need to manufacture the Covid vaccine in the UK has been a topic for discussion for a while. We work with Wockhardt who make the Astrazeneca vaccine, and recently Fujifilm Diosynth gained approval to make the Novavax vaccine.But what’s the impact on recruitment?They’re recruiting. Not that that’s a surprise, and the impact of Fujifilm Diosynth needing an additional 300 skilled staff in the North East is a positive one. Great for the local area.But it also has an impact on other businesses in the region. Draining the candidate pool leaves fewer skilled workers for other businesses initially. All businesses in the area need a clear recruitment strategy to hire in the right people and must have a compelling proposition for the market.We’ve seen many manufacturers have to flip their manufacturing model. Changing shift patterns to extend manufacturing hours, and varying terms for workers adds even more pressure onto HR teams, who are already stretched to capacity.Once recruited, new workers need a sound onboarding experience – the last thing a business needs is people exiting due to the absence of a proper welcome.IR35 is still rearing its head. We’re seeing an impact on the availability of interim contracts as companies prepare to navigate through the changes (and we still believe they will come), and interim professionals reluctant to look at FTC roles. A stale mate possibly?The over-riding feeling within the Medical Devices and Pharmaceuticals world is one of anticipation and excitement. Bringing manufacturing into the UK to avoid import pressures from Brexit is heralded as great for the UK. And we agree.For chat about any aspects of recruiting into the Medical Devices & Pharmaceutical market, please contact us - we'd love to hear from you  

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  • Pexels Pixabay 35629
    Client
    Food & FMCG - What's the market doing?

    ​We’ve worked in the Food & FMCG industry for a while. And we know quite a few people as you’d expect. But what’s actually going on? We hear reports of booming sales and output yet parts of the industry are on their knees. How do you navigate through this space if you’re hiring or job seeking?Just like asking Jeremy Clarkson on Who Wants to be a Millionaire, here’s what we think:The skills gap is real. So even though there are perceptions there are more available candidates, that doesn’t make their experience necessarily right for the roles that businesses are recruiting for.Networking is abundant. And by that we mean there are plenty of people connecting, collaborating, sharing information. And we see this continuing. Some businesses are on their knees. Those supplying Food to Go products have found it tough. You can’t make for M&S café, if M&S café isn’t open. Nor can you easily flip to something else. We’ve seen casualties in readymade meals and convenience foods. We’re all at home, more available to cook. Some businesses have boomed. Not just in loo roll, but bakery, ambient grocery and meats/meat alternatives.To meet demand, we’ve seen businesses look to create extra capacity. Through changing shift patterns to longer working or overtime, these changes all affect the working lives of manufacturing staff and require the skills and expertise of HR teams and strong leaders to make it effective.Health, Safety and Environmental roles have come to the fore like never before. We’ve placed several people in these roles over the last 12 months and quite rightly, the ‘safety first’ message is being heard loud and clear.Leadership is key. Like never before. Finding people who are able to ‘take others on a journey’ is the most important behavioural capability we’re asked to identify when we’re looking for candidates. We’ve seen a reduction on emphasis on qualifications and more focus on the qualities and cultural fit of candidates. Senior level candidates have ‘dipped down’ to apply for roles less senior than their previous positions. Whilst some businesses view these candidates as a flight risk, many have embraced the opportunity to bring in expertise where previously they’ve been unable to.I.T. is KINGWe did know this before Covid, but creating efficiencies in the supply chain are advancing, and data analysts and scientists are in demand for developing sophisticated, intuitive systems.Emerging businesses with a lower capital risk are emerging as never before. Factories are expensive beasts to run, so creating agility in the supply of products through 3rd parties and co-packers is smart business for smaller companies. To find out more about the market, and what we can do for you, contact the team here.

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  • Colin D Jn J Zw Ys Wy7o Unsplash
    Client
    Automotive, Logistics & Distribution - The Road Ahead

    ​Automotive, Logistics & Distribution – The Road Ahead There are huge challenges ahead for the Automotive, Logistics & Distribution industry as what Boris Johnson terms the “green industrial revolution” is underway to drive us to a low carbon economy.   This race to innovate set against the backdrop of the global pandemic has created a unique set of demands for vehicle operators.   Here’s some of what we’re seeing: Diesel and petrol cars and vans will be banned from 2030 and HGVs will soon follow.  As a result, we need the engineering and technical skills to manage high levels of electric or hybrid vehicles on the road – and at present (according to the Institute of the Motor Industry) only 5% of vehicle technicians are trained to work on these vehicles.  Furthermore, training in the vehicle retail world plummeted by 85% in 2020 when many dealerships furloughed staff and reduced investment in training following a slump in retail sales.  Product and strategic specialists with electric vehicle knowledge, data scientists, data analysts and business information specialists are all in demand as large Automotive fleet operators seek to understand how to decarbonise their fleets whilst meeting changing customer demands. Supermarket home delivery and parcel delivery from online shopping demand has exploded, so fleet managers, account managers, technical operations and workshop operations staff in these sectors are in demand, however on the flip side of this, businesses who deliver supplies to and remove waste from the hospitality sector have experienced a huge loss in demand through the sustained lockdowns and tier system closures the industry has seen. One might expect an influx of candidates wanting to move from badly impacted to booming sectors however we’re seeing many candidates choose to stay with their current employer to maintain furlough eligibility and redundancy rights so competition for talent is sharpening.For more information on the future of the Automotive, Logistics and Distribution recruitment landscape, please get in touch with Francesca Loughrey, we'd love to hear from you. 

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    Client
    Our insight into Engineered Products - what the market is doing

    ​What gives us our #expertopinion in Engineered Products Recruitment? Well, we’ve been operating in that sector for many years, and our resident Steve McKiernan has his eye on what’s changing, and what’s not.Here’s how we see things at the moment:There’s a real variation of demand across the sector. Some areas are in decline (Aerospace), others are flat (Automotive/OEMs) but with some signs of improvement, and other sectors are in growth (Building Materials such as Steel, Fabrication and products used in construction). The impact of Brexit. Manufacturing has shifted both ways, in some cases into the UK such as our clients Jotun and Emerson. Others haven’t been so fortunate, and seen manufacturing moving overseas.There’s still a skills gap. People with strong technical and engineering skills are badly needed (Engineering is identified by the IET as a desired skill and 1 in 2 businesses are concerned that the skills gap will affect business growthhttps://www.theiet.org/media/press-releases/press-releases-2019/18-november-2019-1-in-2-uk-engineering-and-technology-firms-are-concerned-that-a-shortage-of-engineers-in-the-uk-is-a-threat-to-their-business/)Our clients recognise this. Even though there are more candidates available does not mean they are more appropriate.IR35 will affect Engineered Products as April 2021 approaches. Whilst there are more available contractors, some have taken FTC roles within businesses. We predict that within Engineered Products, along with other manufacturing businesses, the risk of high levels of attrition is great once the market picks up after April and more lucrative day rates are available.We've plenty more to talk about, just get in touch and see how we can help you.

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    Candidate
    Latest trends in Medical Devices and Pharmaceutical Recruitment

    ​Spotlight on the Medical Devices and Pharmaceutical market.What gives us our #expertopinion in Medical Devices & Pharmaceutical Recruitment? Recruiting into the regulated sector has always been challenging but #Covid has accelerated things.Here’s the state of the market at the moment in January 2021There’s still a skills gap. In demand are people with experience in Quality, Regulatory, Validation, R&D and QPs. Good candidates are in demand and employers need to be creative in how they attract talent.To recruit effectively, a well-established network is vital. Having established relationships with a broad range of people brings knowledge, recommendations and credibility. All important for an effective recruitment process in a market where candidate supply is dwindling.Hiring Managers are well qualified, capable people, but they’re not recruiters. To successfully hire, you need a partner who can support you, whilst you do your day job which you’re brilliant at.Trends we are seeing are salaries rising as demand for candidates grows, and candidates requesting clear career paths once established in post. Commitment from the employer to employee about personal growth, and flexibility to entice a move.Growth in businesses where there is spare manufacturing capacity – we’ve already seen this with one of our key clients, Wockhardt, who are manufacturing the Covid vaccine.We expect to see greater hiring in the supply chain, not just as the vaccine is rolled out, but lessons are learned once the initial surge is through and supply chain security is advanced.Emerging businesses as new technologies are developed, rolled out and market adoption increases, along with an appetite for investment and acquisition.For more insight into recruiting into Medical Devices and Pharmaceuticals, please contact Richard Clegg or a member of the Expion team - we're really happy to help whether you're a client or a candidate.

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