Candidate Experience
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We are committed to delivering the best candidate experience

As expert recruiters in Food and FMCG, Medical Devices and Pharmaceuticals, Engineered Products, and Automotive, Logistics and Distribution, we are proud to offer candidates an experience that they describe as supportive, engaging and friendly.

Combined, the Expion team have worked in recruitment for 120 years and understand that the key to helping our candidates find their ideal job is to build strong relationships with them and understand their needs.

We ensure that every candidate is treated with respect

We want you to feel really supported. These aren't just words - we back them up with action, and a consistent and transparent service. This includes: CV critique, application feedback, interview coaching, and interview feedback. We'll even visit you onsite once you have started in your new job (Covid and local restrictions permitting.)

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Our candidates say that our:

"Attitude and enthusiasm are second-to-none"

And that we are:

"Honest and true to our word"

Read more of their testimonials here

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Related News & Blogs

  • 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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  • 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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  • 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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