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What is the impact of COVID-19 on recruitment in the semiconductor market

What is the impact of COVID-19 on recruitment in the semiconductor market?

What hasn’t Covid-19 impacted? The way we work and or our own personal lives have changed in some way, shape or form. Recruitment in the semiconductor market is no different.

The pre-covid traditional ways of working on site 100% of the time are no longer appealing to candidates and we have seen that a lot of candidates won’t hesitate to discount a role if this is the expectation. The vast majority are now looking for hybrid roles to allow for a better work-life balance.

Hybrid working itself has revolutionised many areas of work, a key factor to this is increasing the efficiency of the recruitment process. Being able to have virtual interviews means hiring managers or HR teams based in different areas can collaborate on a quicker timescale.

Over recent years there have been multiple announcements from some of the big players (the likes of Intel, Texas Instrument and TSMC) in the semiconductor industry to build, or consider, facilities that have traditionally been in areas such as Asia. This could be down to the impact of COVID-19 lockdowns in affected areas, so new facilities would allow for tensions to be eased.

From a recruitment perspective, this will lead to talent being in even more demand. Candidates who are actively searching for work are likely to have multiple offers of employment meaning more detailed analysis of company reviews and packages is required.

Delve’s bespoke approach to understanding your business allows us to provide realistic and achievable solutions to your recruitment needs. We work with you to devise a recruitment strategy that overcomes any hurdles and ensures that the candidate experience is clear and positive.

Get in touch to see how we can support your business.

Tel: +44 (0)1606 212020

Email: ​info@delverec.com

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News from Munich

News from Munich!

Office in Munich
Our office in the heart of Munich is running well with our colleague Nathan Falconer leading Delve Search GmbH’s growth in the DACH region. Nathan has been busy meeting clients new and old, and we are now looking to expand and hire two highly qualified recruiters to join our team in Munich.

If you know someone that might be interested in joining our team, that speaks fluent German & wants to work for a business who value independence and autonomous working, they should contact gareth.foden@delverec.com and he would be happy to share more information.

Team Delve recently visited Munich to see the sights, sample the local cuisine, and get a feel for the local culture. We had a fabulous time and can’t wait to be back again soon.

Delve life science visit
The Delve life science team has extensive experience of providing support to life science companies looking to raise their profile and increase their hiring ability. We have vast experience of working with a variety of businesses in the sector, from start-ups to established manufacturers and distributors of essential technologies.

This week Gareth Foden and Jamie Rafferty are visiting Munich to connect with clients new and old. If you would like to arrange a meeting contact:

Gareth Foden – gareth.foden@delverec.com

Jamie Rafferty – jamie.rafferty@delverec.com

SemiCon Europa
Nathan Falconer and David Evans will be attending SemiCon Europa from 15-17 Nov 2022, it looks like it’s going to be a great event this year and they are really looking forward to getting the chance to meet up with people. Please reach out to arrange a meeting:

David Evans – david.evans@delverec.com

Nathan Falconer – nathan.falconer@delverec.com

 

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Top 5 reasons to partner with a life science search firm

Top 5 reasons to partner with a life science search firm

When it comes to hiring, deciding who will or won’t fit your business can be incredibly difficult. Often it takes a huge amount of time and effort, and the total cost to a business can be significant. This doesn’t just apply to companies who “go it alone” in the hiring wilderness, but also applies to companies who decide to work with a recruiter, or multiple, but get their selection of a search firm wrong. Partnering with recruiters who specialise in their markets can be very advantageous.

Here are our top 5 reasons that Life Science companies should partner with recruiters who specialise in their markets.

  1. Networks – It sounds obvious when you say it out loud, but put simply, a recruiter who is entrenched in their market will have immediate access to a network of people who could suit your open positions. If they don’t know someone themselves, their networks often lead them to the right person. This means that you should have the selection of the best available talent at the time of your search.
  1. Time – a good recruiter will want a lot of detail at the start of a search, and often an in-person meeting to really refine what the right profile looks like. Beyond that, they should be able to conduct the search as if you were doing it yourself, producing a robust and well assessed shortlist for you to interview. The time this will save you from sifting through countless applications and needless interviews will be immense.
  1. Technical expertise – Selecting a recruiter with expertise in your market will prove to be a shrewd decision. Not only will they have the access to a network, but when it comes to applying a secondary depth to their interviewing, they will be able to assess competence in the areas most important to you.
  1. Risk management – during a recruitment process candidates are keen to impress the people interviewing them. So, when it comes to telling the hiring manager that they don’t agree or see something in the same way, it is often avoided to keep the ball in their court. Recruiters are trained to get to the detail with any concerns candidates may have so that they can help their clients manage the risk. I frequently hear stories of offers being rejected when the company had the “perfect candidate” apply directly. Your recruiter will manage all the risks throughout the process to try and avoid any wasted time and effort. When it comes to people, nothing is guaranteed, but strong risk management really can put the odds in your favour.
  1. Money. Yes, your recruiter will save you money! It seems strange when you know the fees associated with using a search firm. The recruitment fee is always the seen and tangible cost, but I always ask my clients to understand the cost of not hiring someone or taking 12 months to do so. What is the overall cost to the business if your sales team can’t scale to hit revenue objectives? Or what is the cost of having your Quality Director bogged down in basic QA issues instead of considering the long-term strategy? Often the cost of getting your hiring wrong can far outweigh the fees associated with a robust hiring process undertaken by a specialist recruiter.

If you are a potential client who is reading this and wondering how some of the points above could benefit you, our team would be happy to hear your challenges and walk you through potential solutions.

For further information contact Gareth Foden at gareth.foden@delverec.com.

 

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Recruiting women into STEM roles

Recruiting women into STEM roles

The STEM industry has become a much more inclusive and diverse market, with individuals from a variety of backgrounds and cultures studying and working in the industry. However, there is still more to be done to make STEM more appealing for women.

Early exposure – As with most things, early exposure is crucial to sparking interest. One step to attracting more women to STEM is creating environments in schools that invite young women into STEM subjects. Schools and colleges need to advertise STEM to boys and girls equally, creating a balanced environment for all to start their STEM journey.

Positive role models – As well as this, ensuring that young women have positive role models from within the STEM community will showcase the future opportunities and help them to visualise a career in the industry. Having positive female role models and mentors who are working in STEM is a great way for prospective STEM employees to learn, explore and develop through advice and inspiration.

Gender pay gap – The industry needs to do more once women are in employment. Closing the gender pay gap is still an important topic in most industries and although STEM is one of the leading industries for equal pay, there is still a gap that needs bridging between male and female colleagues’ pay. There also needs to be a more balanced representation of women at the top – companies don’t just need to pay their employees equal wages; they also need to open opportunities for women to take higher positions at the top of businesses. By showcasing routes to the top, women can enter the industry with the confidence that they can progress and have equal opportunities to their male counter parts.

Our team would be happy to hear your challenges in recruiting women into STEM roles and support you with potential solutions. For further information call us on +44 (0) 1606 212020 or email info@delverec.com.

 

 

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We’ve got a new website!

We've got a new website!

We are delighted to announce the launch of our new website – www.delverec.com

Our new website includes updated information to help you find out more about who we are and what we do, as well as an improved design to better represent who we are as a company. 

We have also developed new sector specific areas to demonstrate our expertise in sourcing talent for the life science, engineering & semiconductor communities worldwide.

Life Sciencedelvelifescience.com

The team at Delve has extensive experience of providing support to life science companies looking to raise their profile and increase their hiring ability. We have experience of working with a variety of businesses in the sector, from start–ups, to established manufacturers and distributors of essential technologies.

Semiconductordelvesemiconductor.com

Delve’s experienced semiconductor team can support your business securing talented individuals involved in semiconductor design, semiconductor manufacturing and outsourced semiconductor assembly and test.

Engineeringdelveengineering.com

The engineering industry is always adapting and finding the right employees to support this continual adaptation is critical for all business in the sector. Our team perform a vital role securing talented candidates for growing companies involved in everything from electronic and electrical engineering to water treatment solutions and the processing of technical fibres.

We will continue to add new and interesting content, as well as adding job listings and blog posts. To keep up to date, follow us on LinkedIn

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Spam recruitment – are employers to blame?

Spam Recruitment - Are Employers To Blame?

As a recruitment business owner, you might think this is a dangerous topic to bring up. However, as a recruitment “puritan”, it’s a subject close to my heart and one that needs to be addressed.

Recruitment has changed immeasurably over the last 12 years. The whole scope of finding candidates, especially in the engineering and technical worlds, has taken a 180° turn. Whereas originally recruiters had to be skilled in assessing applicants who respond to adverts, they must now be far more proactive in finding the candidates (networking) to fill client opportunities. The interview part has since become more limited with telephone screening becoming increasingly common. Quite simply the time spent and skills deployed are now focused on finding, rather than assessing and shortlisting the right candidates.

Why has this happened? Is this a good thing?

Without doubt a lack of technical talent has impacted on this. My theory is that during and immediately post-recession, clients who were recruiting needed quick results to justify the investment in new talent. This led to a poaching culture, and along with the emergence of LinkedIn and portal-led recruitment, recruiters were now focused on finding experience rather than the “right person”. This can lead to unrealistic goals which aren’t met and ultimately slow and poor hiring decisions.

If companies were to focus on hiring the right person with the skills to do the job (and there are some great examples out there), time to hire and quality of recruitment would improve as a result. Poor recruiters would be found out. Recruiters should have the skills and confidence to consult with a client, but the reality is that most just focus on making placements as it’s easier not to challenge a client on their brief than to challenge them. Unfortunately, this costs recruiters and clients time and money in the long run.

At Delve we use unique client qualification and candidate assessment models to give our clients the confidence of getting recruitment right without compromising on speed. We don’t just follow wish lists and hope to find the golden ticket – we work in partnership with our clients to ensure objectives are met on both sides of the table.

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Candidate onboarding – where to start?

Candidate Onboarding - Where To Start?

It’s reported that one in three people experience poor onboarding when they are joining a new business. One in three. Wow. As someone who is hiring, just think about all the pain that goes with finding that person. All of the time, money, and blood, sweat and tears. Then they start, and due to bad onboarding you have already given them reasons to think that this isn’t right for them.

As a recruiter, I hear great onboarding stories and hear horrendous onboarding stories. I hear vanilla ones as well, the ones that people forget the moment they leave the room. So, how can we combat this and put our best foot forward, I hear you say? Well, say no more…

It all starts with the interview. This will sound crazy, and you may think this is so obvious that it’s pointless to even write it. But here goes… Don’t lie. If you lie to get someone through the door, you are setting yourself up for failure. Simple. Now, understand this: I’m not saying be critical of your business to the point that they think it’s the worst place they have ever seen and would never step foot in the door again. But do tell them about the opportunity to address challenges within their role. “Yes, our business isn’t perfect and we are aware of some of the challenges. We see this role solving some of those challenges by implementing X, Y and Z”. No lies. Just honest, transparent opportunity. 

Right. You operate with transparency and honesty and the candidate accepts your challenge. This is where your induction starts. As a recruiter, I will tell you first-hand that time kills deals. Resigning from a job can be the most daunting thing many people will do. So please, please, please try to be there for your new employee. Give them a call and ask them how they are doing. Ask if they would like to pop in and meet the team? Tell them you’re having a couple of drinks on Friday and it would be great if they could come along. Do anything that would suit you and your company, but keep in contact. The chances are that after a resignation, your chosen candidate will be asking themselves if they have done the right thing – show them that they have.

Next, get your tech and merch ordered ASAP. Laptop, phone, keyboard, pens, papers, phone list, brochures, merchandise, employee profiles, chocolates, mug, business card holder – you name it, get it ordered. There’s nothing worse than turning up on day one and nothing being ready. Then, send diary requests to the people you want your new employee to meet on day one. Plan it in, and make sure you talk to people face-to-face to check that they know what you need from them and that they understand the plan.

Once everything is set, sit back, grab a brew and phone your future employee to check they are okay (again), and then confirm the start time with them. It’s also worth pointing out dress code and what people typically wear. It may sound silly, but people worry about these things.

Day 1, 10.00am, they arrive (always ask them to arrive later than you). Their desk is set, laptop waiting, phone plugged in, and there’s merchandise everywhere. Show them to their desk. Introduce them to people. Walk them around and make them known to everyone who is available. The more the merrier. Remember your first day in a job? You will forget 99% of the names but the face is at least familiar. Show them where the tea and coffee is, how to work the annoying vending machine and the best sandwich shop in town. Make them feel like you actually want them there.

Execute your well-planned induction covering the history of the business, future growth plans, and in what way their role and team is crucial to your success. 

The small details count. If you’re a line manager, give them your mobile number, take them for regular one-to-ones and set an appraisal date three months from now. Engage your new super hire. Create the environment where they will motivate themselves.

The detail behind the actual onboarding is a different blog all together, but hopefully this highlights that you have the power to make that candidate journey brilliant from the second they sit in that first interview, or even beforehand.

If you’re keen to ensure your onboarding runs like clockwork then I’d be delighted to hear from yougareth.foden@delverec.com.

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Create a strong linkedIn profile

Create A Strong LinkedIn Profile

Recently, a couple of ex-colleagues, and now indeed friends, were made redundant. It’s not the first time this has happened to someone I know and I’m certain it wont be the last. I found myself having the same conversation with them: “how do we make ourselves visible to recruiters?”, they would ask. 

Seems simple enough, right? But, when I actually sat back and thought about it there was a realisation that even I needed to think about how to actually approach this. Flipping it on its head I thought to myself, “what type of profile attracts my attention?”.   

With that being said, I have tried to create a whistle stop “Beyond the Paper” guide to getting your LinkedIn page the attention you want. 

1 – Profile picture, name and location. These are the basics of your profile but they help to add a human element to the candidate. Nothing fancy is needed, just a simple picture of you!

2 – A brief overview of yourself. This bit doesn’t have to be exhaustive, but it does give you an opportunity to explain what you do and some of your skills. This should help you appear in the right talent searches and help recruiters target your specific experience. 

3- Update your career history. Make it current with up-to-date job titles, timelines and even responsibilities. The more information you provide, the better. Remember, key words really help. If you have been working in semiconductors, then state it. If you have been working in machine build, then state it. Niche industry candidates may want to think a touch broader in their descriptions, for example, equipment for manufacturing pillows should perhaps be original equipment manufacturer or machine builder.

4 – Education. Internal and external education can be of huge value to future employers. Again, to remain visible it could make the difference between receiving a message or not.

5 – Recommendations. As consumers we constantly look at product reviews from other consumers. It may sound really obvious, but potential employers will do the same thing on your LinkedIn profile. Ask your team, ex-colleagues and friends to write you professional references. Every little helps. 

6 – Create visibility. If you want to be noticed by recruiters who are looking for the skills you have, then you can change your status on LinkedIn to “open to opportunities”. This is based on complex algorithms and ultimately stops anyone working for your current employer from seeing that you are open. However, it lets those outside of your business know that you could be open to a discussion. 

And there you have it, a quick guide to getting your LinkedIn profile noticed by more people. If you want more information or help in setting the profile up then feel free to contact me directly on gareth.foden@delverec.com and I would be glad to help and advise. 

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How To Prepare For An Interview

How To Prepare For An Interview

How many of you have gone into an interview feeling unprepared? We all do it, even recruiters go to interviews (as paradoxical as it seems). It is that familiar feeling, when you’re stood outside the office of your new potential employer and suddenly the harsh reality hits that Googling a list of common interview questions perhaps hasn’t prepared you as well as you’d hoped. With each job interview, you are meeting new people, selling yourself and your skills, and finding out what it is you know and don’t know. It is understandable why these scenarios can feel rather daunting. That said, there are ways to make a job interview feel much less stressful – a little bit of the right kind of preparation can go a long way! We’d like to share with you Delve’s top tips to make sure you ace your preparation and have a successful interview.

So, how do you prepare for an interview? Here are some key things we believe will help you to feel as prepared as possible for your interview.

1.     It’s all about trying to anticipate the questions they’re going to ask you. This sounds like I’m stating the obvious here but we’ll go into this in more detail in a second.

2.     Work with your recruitment consultant to understand some of the softer points about the opportunity, not just the physical facts such as more about the company and role, but more about the people you’re meeting and the culture.

3.     Give examples, but make sure they’re as relevant as possible.

So to achieve point one, you need to understand as much about the business and the role as possible. For example, find out exactly what the business does, what their products or services are, the size of the company, the industry or industries they work in, their customers and so on. For the role, you need to know what you’ll actually be doing on a day-to-day basis such as the software you might use, the people you’re speaking to, product line you’ll work on, where in the process you will work on a project. For example, if you’re going for a Project role, you should find out where you pick up the project and where you would pass it on and each individual step in between, the project value, whether you’ll use Microsoft Project, who you will deal with, etc. Once you’ve gathered this information, it’s up to you to simply think about your best example for each stage where you’ve had experience in that particular area. I would recommend doing this in a mind-map format.

Of course, you won’t have examples for each and every point (and if you do, you should get the job!) For the areas you are missing, make the effort and do the research to find out as much about these areas as possible. Say if you don’t have experience working in a specific industry, research as much as you can about that industry. Being honest and saying “I haven’t got experience in that area but having done some research into it I can say…” can really help as it shows your willingness and ability to learn.

For point two, this is straightforward: make sure you challenge the the recruitment consultant representing you to have the information you need on exactly who you’re meeting, what they’re like as people, what they’re looking for and the culture of the business.

And for point three, this may seem simplistic but it’s actually a key opportunity to illustrate what experience you have. Think of the interview discussion as your second CV! It’s also an excellent opportunity to break the ice.

For more hints and tips on what to think about before an interview, feel free to contact a member of our team and we’ll be happy to help.

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Questions to ask your recruiter

Questions To Ask Your Recruiter

When you’ve dealt with a recruitment consultant, you’re likely to have been asked many different questions about yourself and your background. Has it ever dawned on you to think about what questions to ask your recruiter and how this can benefit your job seeking journey?

We commonly overlook the importance of preparing questions for the recruiter. How is it that the correct questioning can help you in landing your perfect role? Remember, your recruiter has an existing relationship with your potential future employer and therefore will be able to share information on the role and company that will aid your preparation. Make sure to use your recruiter to gain as much inside knowledge as possible!

Preparation is the key. In previous blogs we’ve spoken about not only understanding the hard facts such as what the business does and what is the role (usually in the form of a job specification), but also being able to understand the ‘softer’ points such as the paradigm and culture of the business, who you’re meeting and what are they like.

Here a few quick and easy examples of questions you can ask your recruiter:

  • Make sure you’re clear on who the meeting is with, what their role in the business is, and ask for a bit of background on them. Depending on how well the recruiter knows the client, you could also ask where they’ve come from and about their values.
  • If you are looking to progress, what are the opportunities for progression?
  • What is the size and structure of the team, and how has this grown in recent years? (This helps to give an indication of future opportunity).
  • It is also essential to understand some of the challenges the company are facing. It doesn’t help you to only know the positives: every company has its own problems and to understand them will help with your preparation and set a clear expectation going forward if you are successful.

These are just some of the things you need to think about. To discuss this in more detail feel free to get in touch with a member of our team.