Candidates Clients

How recruitment has changed: 2011 > 2023

How recruitment has changed: 2011 > 2023

Gareth Foden, Director and head of our Life Science team, takes a look back at how recruitment has changed since his first placement back in 2011, to now…

“Back in 2011 the first person I helped a company hire was an Electronic Technician for a medical packaging business. I remember it well, largely because I had no idea what I was doing but the candidate who got the job was such a nice guy. He took the time to give me an overview of his skills, how he achieved the knowledge he had and how that clicked into the wider engineering industry – which really helped me at the time.

At that point, recruitment tech stacks (software) were pretty much just job advertising and their associated platforms, alongside paper-based interview cards that were kept in a “top box”!

If I put that in contrast with my most recent hire, the world of recruitment has evolved in many ways but stayed exactly the same in others.

I would say that the people aspect is identical. Being able to listen to what someone is saying, and interpret that in the right way, hasn’t changed. Reading between the lines to make conclusions and challenge where needed has stayed throughout – although my skills have gone up significantly!

The real change is in the technology & ability to reach people via multiple channels, utilising things like automated tools and AI to help along the way.

I am sure that recruitment will continue to evolve in the future, but in my view, the people element will always remain!”

Get in touch to see how Gareth could support you with your next hire:

Linkedin: Gareth Foden

Email: [email protected]


Candidates Clients

Golden rules for a timely recruitment process

Golden rules for a timely recruitment process

Time kills deals when hiring, always has and always will. Check out my golden rules for a timely recruitment process…

No matter how attractive your job/business is, taking longer unnecessarily will lower your chances of hiring the best person.

1. Plan and stick to your process where possible

It’s easy to go rogue (I’ve done it in my own hiring where I get excited) but the best hiring is often from consistent processes. Different hires may require a different approach but the structure of the process does not change. If you have a consistent process you can then communicate bottle necks early which is imperative. See no.2…

2. No surprises

Candidates will become disengaged if they feel you have moved the goal posts. There are things in your process which can delay or not be ideal but people are generally far more understanding if you tell them from the start. Otherwise as humans we do like to ‘throw our toys out of the pram’ over sometimes trivial changes.

3. Be clear on what you want

Sounds simple but even if you don’t know the exact role, be clear on what the values, behavioural, and personal fit should be. Don’t compromise on this. If you are not clear nobody can make a decision.

4. Prompt feedback

We as recruiters get it in the neck but often its feedback from the clients that’s missing. If someone has taken the time to interview we should always feedback. If you give prompt feedback the candidate will likely do this too. It’s contagious.

5. Prompt decision making

Your benchmark is your recruitment policy – once you have the right person don’t wait. Benchmarking against other candidates isn’t always possible. If they are not right move on, quick.

6. Once you’ve made the decision be quick to close the offer and contract

The peak of interest is at the point of offer. The longer it takes to confirm the deal the more interest can drop and competition comes into play…

If you need advise around hiring, don’t hesitate to reach out..

Rob Bemment

Email: [email protected]

Tel:+44 (0)1606 664 198

Candidates Clients

Breaking barriers: Empowering success through female hires in the corporate world

Breaking barriers: Empowering success through female hires in the corporate world

In the ever-evolving landscape of the corporate world, gender diversity and inclusion are taking center stage as critical factors for success. The inclusion of female employees in leadership positions and across various roles is no longer just a moral imperative but has become a strategic advantage. Embracing and empowering female hires in the workplace not only fosters a more diverse and inclusive environment but also fuels innovation, creativity, and overall business growth. In this blog, we delve into the significance of breaking barriers through female hires and how it can lead to empowering success in the corporate world.

Harnessing diverse perspectives: One of the primary reasons why female hires are crucial to corporate success lies in the inherent differences in perspectives and experiences they bring to the table. Embracing diversity in the workforce enables organisations to access a wide range of ideas and insights, leading to more effective decision making and problem solving. Women often possess unique viewpoints and can provide fresh approaches to challenges that might have been overlooked in a homogenous work environment.

Creating inclusive and empowering work cultures: By promoting gender diversity through female hires, companies have an opportunity to create more inclusive and empowering work cultures. When women feel valued and supported, they are more likely to be engaged, productive, and committed to the organisation’s goals. This positive work environment not only boosts employee morale but also attracts top talent from diverse backgrounds, enhancing the company’s reputation as an employer of choice.

Nurturing future leaders: Female hires in leadership positions serve as role models and mentors for aspiring women in the workforce. Their success stories inspire and motivate others to break barriers and pursue leadership roles themselves. By nurturing female talent and providing them with opportunities for growth, organisations can build a robust pipeline of future female leaders who can drive the company’s success forward.

Enhancing customer understanding: With women making up a significant portion of the consumer base across various industries, having female employees in decision making positions can lead to a deeper understanding of customer needs and preferences. Female hires can contribute valuable insights that can inform product development, marketing strategies, and overall customer satisfaction, thereby giving the company a competitive edge in the market.

Embracing the future of work: As the future of work continues to evolve, businesses must adapt and embrace change to remain relevant. This adaptation includes harnessing the full potential of their workforce, which entails recognising and utilising the skills and abilities of female employees. Organisations that actively invest in gender diversity and equality are better equipped to navigate the complexities of the modern workplace successfully.

Conclusion: Breaking barriers through female hires in the corporate world is not merely about achieving gender equality; it is about unlocking the vast potential that diversity brings to an organisation. Embracing female employees in all aspects of business empowers them to thrive and contribute their unique perspectives, insights, and skills, thereby fostering a culture of success and innovation. As companies continue to prioritise diversity and inclusion, they pave the way for a brighter and more prosperous future in the corporate landscape.

For information on how we can help you in your search for your next female hire, call us on +44 (0) 1606 212020 or email [email protected].


Candidates Clients

The importance of cultural fit in the workplace: A key ingredient for success

The importance of cultural fit in the workplace: A key ingredient for success

In today’s highly competitive job market, recruiters and hiring managers often face a challenging decision: should they prioritise technical skills or cultural fit when evaluating potential candidates? While technical skills undoubtedly play a vital role in job performance, the significance of cultural fit should not be underestimated. In fact, cultural fit can be the differentiating factor that determines long-term success within a company. Here are a few reasons why cultural fit is key in the hiring process.

Fostering a harmonious work environment: A strong cultural fit ensures that employees share similar values, work ethics, and goals. When individuals align with the company culture, they are more likely to collaborate effectively, communicate seamlessly, and build positive relationships with their colleagues. This harmonious work environment boosts morale, enhances teamwork, and ultimately contributes to increased productivity and employee satisfaction.

Enhanced employee engagement: Employees who feel a sense of belonging and alignment with the company’s mission and values are more likely to be engaged in their work. When there is a cultural fit, individuals are passionate about their roles, demonstrate greater commitment, and exhibit a higher level of job satisfaction. They are motivated to go the extra mile, contributing to a more innovative and productive work environment.

Reduced turnover and increased retention: Hiring an employee with excellent technical skills but poor cultural fit can lead to significant challenges in the long run. Such individuals may struggle to integrate into the team, feel disconnected, and become disengaged over time. This can result in high turnover rates, which are costly for businesses in terms of recruitment, training, and lost productivity. Prioritising cultural fit during the hiring process helps ensure that employees are more likely to stay and thrive within the organisation, reducing turnover and fostering long-term retention.

Positive impact on organisational reputation: Employees who are aligned with the company culture not only perform their roles effectively but also become ambassadors for the organisation. They reflect the values and ethos of the company in their interactions with clients, partners, and the public. This positive representation enhances the company’s reputation and strengthens its brand image, contributing to its long-term success.

Adaptability and team dynamics: Cultural fit enables individuals to adapt more seamlessly to the company’s work environment, processes, and values. While technical skills can be developed over time, cultural fit is often more challenging to cultivate. Employees who already align with the company’s culture can integrate more smoothly into teams, adapt to changing circumstances, and contribute to a cohesive and productive work dynamic.

While technical skills remain important, prioritising cultural fit in the hiring process can lead to a more cohesive and high-performing workforce. Striking the right balance between technical skills and cultural fit ensures that employees not only have the necessary expertise but also possess the values, attitudes, and behaviours that align with the company’s mission and vision. By fostering a work environment where employees feel connected, engaged, and motivated, businesses can unlock their full potential and achieve sustainable success in today’s competitive landscape.

Get in touch to find out how we can help you find the perfect fit:

Call us on +44 (0)1606 212020

Email us at [email protected]


Candidates Clients

The impact of psychometric profiling in recruitment: Unveiling the perfect match

The impact of psychometric profiling in recruitment: Unveiling the perfect match!

We are diving into the intriguing world of psychometric profiling and its significant role in the search and selection process. If you’re looking for a comprehensive approach to finding the right candidate for your business and team, join us as we explore the ins and outs of this powerful tool!

Let’s begin by understanding what psychometric profiling entails. Simply put, it involves gaining insights into an individual’s personality, strengths, and weaknesses, going beyond what can be gleaned from qualifications and a CV alone. It offers a deeper understanding of a person’s traits and behaviours without the need for extensive competency-based interviews or personal assessments.

So, why should you consider psychometric profiling during the recruitment process? Well, a job is more than a checklist of skills. It’s about finding a mutual cultural fit, aligning personalities, and creating a cohesive team. Psychometric profiling helps achieve these goals.

By utilising psychometric assessments, recruiters gain valuable insights that surpass what a resume can reveal. These assessments provide a glimpse into a candidate’s hidden potential and behavioural patterns. They shed light on work preferences, leadership styles, and how individuals handle pressure, which is often indicative of their character during demanding situations.

Now, let’s explore the practical benefits of psychometric profiling:

Cultural Fit: Companies have distinct cultures and values. Psychometric profiling allows recruiters to match candidates based not only on skills but also on personality traits that align with the company’s culture. It helps identify individuals who share the vision and values, fostering strong connections within the team.

Uncovering Hidden Talents: Resumes may not fully capture a candidate’s true potential. Psychometric assessments unveil hidden talents and strengths that might not be immediately apparent. It enables the discovery of exceptional abilities and helps place candidates in roles where they can thrive.

Enhancing Team Dynamics: Successful teams rely on effective dynamics. Understanding the personality traits and preferences of team members through psychometric profiling helps create well-rounded teams. It ensures a complementary blend of skills and fosters collaboration, leading to outstanding results.

Reducing Bias in Hiring: Acknowledging our inherent biases, psychometric profiling offers an objective approach to evaluating candidates. It focuses on their true potential rather than superficial factors. By minimizing bias, organizations can promote fairness and inclusivity in their recruitment practices.

It’s important to note that psychometric profiling is just one piece of the puzzle. It does not provide a definitive forecast of future success, nor does it replace human judgment. Instead, it should be used alongside other assessment methods, forming a comprehensive evaluation approach.

Whether you’re a job seeker or an employer seeking the perfect fit, keeping an open mind and embracing the possibilities that psychometric profiling brings can unlock tremendous potential. It’s about finding that ideal match and embarking on a fulfilling journey of growth and success together!

Get in touch to see how Delve Search can help you find your next perfect match!

Call us on +44 (0)1606 212020

Email us at [email protected]


Candidates Clients

UK Engineering: The ongoing war for talent

UK Engineering: The ongoing war for talent

In the UK, the field of engineering accounts for 18% of the nation’s workforce with a staggering 5.5 million people working within the sector. Recognising the importance of this industry, the UK Government has identified its growth as crucial in achieving the nation’s economic and environmental goals. However, we are currently facing a daunting challenge – a substantial surplus of vacancies, with over 170,000 unfilled positions as of mid-2023, which is costing the UK economy approximately £1.5 billion per year.

This gap in talent has been partly created by the perfect storm of a Covid/Brexit hangover, placing tremendous strain on the existing workforce, and leading to an increasingly competitive market for candidates. Additionally, the soaring cost of living exacerbates the situation, making it difficult for businesses that cannot compete at the highest level to attract the skilled workers who are indispensable to an organisations success.

Advancements in robotics, AI, and the rapid transition from Industry 4.0 to Industry 5.0 promise alternative solutions to our staffing problems. Furthermore, the noticeable increase of 7.1% in apprenticeships from 2021/22 to 2022/23 indicates a positive trend within the sector, albeit a slow-burning one.

In the interim, the burning question is; how can we attract top talent? Or rather, how can we effectively bridge the staffing gaps?

First and foremost, businesses should look inward. Organisations that can provide internal progression pathways, possess a well-defined employee value proposition, and adopt a proactive approach towards their workforce will undoubtedly experience lower turnover rates compared to those that neglect these crucial aspects.

When considering external recruitment (whether driven by growth or internal changes), organisations must adopt a proactive stance to secure the finest talent available. It is highly unlikely that vacancies for niche-skilled, high-demand roles will be filled through traditional advertising methods. Typically, the most desirable candidates or top performers are happy with their current employers and are unlikely to browse through job boards or similar platforms.

At Delve Search, we understand these challenges and approach them with expertise. As a specialist at sourcing talent in the Engineering sector, we work closely with our clients on a consultative basis, offering a proactive approach to the market. Each engagement is treated as a unique project, allowing us to gain a comprehensive understanding of our clients’ specific requirements through our “Beyond the Paper” methodology.

We not only understand your recruitment needs but also pay meticulous attention to cultural nuances, ensuring the perfect match between an organisation and top talent. 

Get in touch with Andrew Ellis to discover how we can advise and support you with your hiring requirements. 

Email: [email protected]

Tel: +44 (0)1606 212020

Mobile: +44 (0)7377 955 045

LinkedIn: Andrew Ellis


Best practice interview prep

Best practice interview prep

Sometimes the big obstacle can be getting the interview in the first place, but now you have one or maybe multiple interviews lined up, what is the best way to give yourself the maximum chance of getting the job? Here are our key pointers, based on our experience over the years, to help give you the best chance…

Preparation is key – The age old ‘fail to prepare, prepare to fail’. It may sound so obvious, but I can’t stress how important it is to research the company so you can answer the almost guaranteed question of ‘what do you know about us?’ Use the information to think about why you want the job too, employers tend to want to know what has drawn you to their company.

Check the route – Even do a trial run if required, and check there are no issues with the roads on the day. If something unexpected does arise, make sure you have the contact number of the company or recruitment consultant in your phone to call ahead in a worst-case scenario.

Wear appropriate interview clothing – Unless told otherwise, always go in smart wear. In some instances, it may be relevant to wear casual wear dependant on the role, but you are better to be overdressed than underdressed! This may seem obvious, but I’ve seen people turn up in casual wear despite being advised that smart wear is appropriate, and it will usually be a dealbreaker from a first impressions point of view.

Attitude – Many companies we work with will hire on attitude rather than putting skills first, so how you come across based on your attitude, work ethic, body language and interpersonal skills can be more important – you can teach skills, but you can’t teach a good attitude…remember to smile!

Ask questions – This shows you are interested in what they do as a company and gets the conversation flowing in terms of what is familiar to you, from a transferability point of view, or what is new, to show interest. Also, be verbal on company/shop floor tours. Remember, this is a two-way assessment, you need to make sure you have the information you need to decide if it is the right fit for you not just the other way around.

Avoid being negative about previous employers – We all have our own reasons for leaving a company, just make sure it is delivered in a way that doesn’t come across negative to a future employer. In life there are always positives that come from negatives so focus on the positives e.g., the new skills learnt. 

Avoid asking directly about salary – It can come across that motivations perhaps aren’t aligned, plus you should have this information from the recruitment consultancy in advance. If the interviewer asks the question though, have the conversation and answer with honest expectations, don’t let it catch you off guard.

At Delve, we work closely with our clients to be able to support our candidates as much as possible about what to expect in terms of the interview format etc but also crucially gather feedback post interview. If you feel like you haven’t got the information you need, don’t be afraid to ask!

For further information contact Louise Shorrock, Client Manager at Delve Search via LinkedIn or email.


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 [email protected] 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.


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.