10 Mind-blowing facts that prove composites aren’t just for spaceships!

By Louise Shorrock

The composites sector, a realm where innovation meets craftsmanship, holds a treasure trove of fascinating facts that often go unnoticed. In this blog, we embark on a journey through the world of composites, uncovering unique and surprising aspects that contribute to the sector’s allure.

Moon landing, anyone… Composites weren’t just bystanders in the space race; they were the silent heroes. Remember the Apollo 11 lunar module that touched down on the moon? Packed with composites, it proved you can be lightweight and tough as nails – a must-have for interstellar adventures.

Super strong, super light: Carbon fiber’s got it all. This isn’t your grandma’s yarn. Carbon fiber is five times stronger than steel, but lighter – talk about defying physics! So, it’s no wonder you’ll find it in everything from sleek race cars to soaring airplanes.

Ancient egyptians were way ahead of the game… Don’t be fooled by fancy labs; people have been rocking composites for millennia. Over 3,000 years ago, the Egyptians were using straw-reinforced clay to build stronger, longer-lasting bricks. Talk about sustainable!

Nature’s masterpiece: Bamboo is a built-in composite… Mother nature knows best, and bamboo proves it. This natural wonder combines tough fibers with a strong matrix, making it a sustainable alternative for everything from buildings to furniture. Talk about green tech with a prehistoric twist.

From astronauts to athletes: Composites heal too. They’re not just for spaceships and fancy cars, you know. Composites are making waves in the medical field, with carbon fiber finding its way into bone plates and artificial joints. Strong, biocompatible, and ready to mend broken bodies – who knew?!

Say goodbye to boxy designs: Composites bend the rules – Unlike their rigid counterparts, composites are all about flexibility. You can mold them, twist them, and shape them into mind-bending structures that would leave traditional materials weeping in the corner. Get ready for some seriously out-of-this-world designs!

Bulletproof badass: Protecting lives with Aramid. Kevlar, anyone? This wonder fiber, used in everything from bulletproof vests to firefighter gear, showcases the life-saving potential of composites. They may look sleek, but they’re tough as nails when it comes to keeping us safe.

Green is the new black: Sustainable composites are here: Forget the “composites are bad for the planet” myth. Researchers are busy developing eco-friendly versions, like those made from recycled materials. So, you can have your high-tech materials and protect the Earth too – win-win!

Bridges to the future: Composites span more than just gaps. Move over, steel! Composite bridges are popping up everywhere, boasting longer lifespans, rust-proof attitudes, and lower maintenance costs. They’re like the superheroes of infrastructure, ready to connect us for generations to come.

From your phone to your car, composites are everywhere! Look around – that sleek phone case, the lightweight parts in your car, even the tennis racket you swing every weekend – they’re all hiding a secret, they’re made with composites! These versatile materials are woven into the fabric of our daily lives, proving they’re not just a futuristic fad.

As we unravel these intriguing facts within the composites sector, it becomes evident that these materials are not just a technological marvel but a key player in reshaping industries across the globe. The ongoing innovations, coupled with the historical roots of composite materials, emphasise their enduring impact on the way we design, build, and interact with the world around us. The composites sector, with its rich history and boundless potential, continues to be a source of inspiration for engineers, scientists, and innovators alike.

Get in touch with Louise to see how she can support you in your search for out of this world talent:

Call: +44 1606 212020

Email: louise.shorrrock@delverec.com

Launching your career: A guide to thriving in your first job

By Wil Evans, Associate Search Consultant

As the calendar flips to a new year, I find myself standing at the threshold of an exciting journey—my very first job. The transition from student life to the professional world is both thrilling and nerve-wracking but armed with enthusiasm and a sprinkle of nervous energy, I’m ready to embark on this new career adventure.

In this blog, I’ll share some insights and tips from the perspective of someone who’s just secured their first job.

1. Celebrate your achievements – Getting your first job is a significant accomplishment! Take a moment to celebrate your hard work, dedication, and the skills that landed you this opportunity. Whether it’s a small treat, a celebration with friends, or a moment of self-reflection, acknowledge and savour this milestone.

2. Embrace a learning mindset – Starting a new job means entering a world of new experiences and challenges. Embrace a learning mindset—be open to soaking in knowledge, asking questions, and seeking guidance. Recognise that there’s a learning curve, and every task, no matter how small, contributes to your growth.

3. Build relationships – Colleagues are more than just co-workers—they’re potential mentors, friends, and collaborators. Take the time to get to know your team, attend team events, and participate in workplace activities. Building positive relationships not only makes the work environment enjoyable but can also open doors for learning opportunities.

4. Seek feedback – Feedback is a valuable tool for personal and professional development. Don’t hesitate to ask for feedback on your performance and use it as a tool to improve. Constructive criticism is a stepping stone to success, and it shows your dedication to continuous improvement.

5. Time management – Balancing work tasks, deadlines, and personal life is a skill worth honing. Develop effective time management habits early on. Prioritise tasks, set realistic goals, and create a schedule that allows you to deliver quality work while maintaining a healthy work-life balance.

6. Stay curious – In the dynamic world of work, staying curious is key. Take the initiative to learn about different aspects of the organisation, industry trends, and the broader context of your role. A curious mindset not only fuels personal growth but can also make you an asset to your team.

7. Adaptability – Flexibility is a superpower in the professional realm. Be prepared to adapt to changes, learn new tools or methodologies, and embrace challenges with a positive attitude. The ability to adapt not only makes you resilient but also showcases your versatility as a professional.

Embarking on my first job journey feels like stepping into a world of endless possibilities. By celebrating achievements, embracing a learning mindset, building relationships, seeking feedback, mastering time management, staying curious, and cultivating adaptability, I aim to make the most of this exciting chapter.

To all fellow newcomers to the workforce, here’s to a year filled with growth, learning, and countless moments of success in our professional endeavours!

Wil works as a Associate Search Consultant and is focused on partnering exclusively with start-up or early-stage organisations, working with them as a trusted partner to help define and deploy structured hiring strategies across Europe and the US.

Get in touch to find out how Wil can support you with your next hire:

Email: wil.evans@delverec.com

LinkedIn: Wil Evans

Setting Smart Recruitment Goals for the Year Ahead

I Keep Six Honest Serving Men by Rudyard Kipling

I keep six honest serving-men
(They taught me all I knew);
Their names are What and Why and When
And How and Where and Who.
I send them over land and sea,
I send them east and west;
But after they have worked for me,
I give them all a rest.

You can use Rudyard Kipling’s six questions as a framework for setting effective recruitment goals for recruiters. With so many moving parts in the recruitment process, asking the right questions helps you set smart recruitment goals that are specific, measurable, achievable, relevant and time bound.

Let’s break it down.

What: Define Your Recruitment Goals Clearly

Start with the “What.” What do you want to achieve this year in talent acquisition?

Your recruitment goals should be outcome-focused. Examples might include:

• Reducing your cost per hire
• Improving the quality of qualified candidates
• Increasing offer acceptance rates
• Enhancing job descriptions to attract better applicants
• Growing candidate pools in specific sectors or locations

Each target should align with broader business needs and reflect your company culture. Vague goals like “hire better people” won’t help. Instead, focus on targets that allow for tracking progress and demonstrating ROI.

Why: Understand the Purpose Behind the Goal

Knowing why a goal exists keeps your team motivated and focused. Ask:

• Why do we need to reduce time to fill?
• Why should we focus on improving candidate quality?
• Why does this metric matter to the business?

For example, you might want to hire faster to prevent operational disruption, or lower turnover rate by improving role fit. Understanding the “why” helps both recruitment teams and stakeholders stay aligned.

When: Set Timelines to Stay on Track

Setting goals without a timeframe weakens accountability. Define clear deadlines and check-in points:

• When will we have all job descriptions reviewed and updated?
• When should we complete hiring for key roles?
• When will we assess progress?

Include both long-term goals and short-term checkpoints. For example, you might aim to fill five key positions by Q2, or complete a diversity hiring audit by the end of March. These timelines help with tracking progress and course-correcting when needed.

How: Plan Your Strategy

Once you know what and why, focus on how you’ll get there. Your recruitment strategy should address:

• Sourcing channels: internal referrals, job boards, LinkedIn, etc.
• Tools and tech: ATS systems, automation, interview scheduling
• Process optimisation: streamline to improve candidate experience
• Employer brand: consistent messaging and tone of voice
• Budgeting and spend tracking to keep cost per hire down

This is where tactics meet action. Think about how you will attract qualified candidates, where bottlenecks exist, and how to remove friction from the process.

Where: Focus Your Efforts

Knowing where to focus is just as important as knowing how. This applies to:

• Job markets: Are you recruiting locally or nationally?
• Candidate demographics: Are you missing talent pools due to bias or reach?
• Business units: Are some teams under-resourced?

Tailor your approach by location, sector or skill set. For example, a strategy that works well for tech roles in London may not work for manufacturing hires in the North West. Customisation drives results.

Who: Clarify Roles and Responsibilities

Successful recruitment requires collaboration between recruiters and the hiring manager. Define who is responsible for each part of the process:

• Who owns sourcing?
• Who reviews CVs?
• Who manages interviews and feedback?
• Who updates the candidate?

Without clear ownership, recruitment slows down. Clear roles support accountability, reduce duplication and help deliver a better candidate experience.

How to Measure Progress and Adjust Goals

Setting goals is not a once-a-year task. You need regular review points to keep things relevant. Use metrics to assess how well you’re doing. These might include:

• Time to fill
• Cost per hire
• Offer acceptance rate
• Application-to-interview ratio
• Turnover rate within 6 months
• Candidate NPS or feedback scores

This data supports decision-making and helps identify issues early. If you’re not hitting targets, revisit the original six questions to adjust.

Examples of Smart Recruitment Goals

To bring it all together, here are examples of smart recruitment goals you might set:

• Reduce average time to fill from 45 days to 30 by Q3 through process automation and early pipeline building.
• Lower cost per hire by 20 percent through improved sourcing channels and higher use of internal referrals.
• Improve candidate experience by introducing automated feedback emails and simplifying the application process by end of Q1.
• Increase the percentage of qualified candidates reaching final interview stage from 40 percent to 60 percent by July through more targeted job ads and refined screening.

Each of these is clear, measurable, and aligned with wider business needs.

Final Thought

Recruitment is not just about filling seats. It’s about building a sustainable, effective workforce that supports your company’s goals. Using Kipling’s questions to shape your thinking brings structure and clarity to your recruitment planning.

Set goals that are specific, measurable, achievable, relevant and time bound. Keep tracking your progress, stay responsive to change, and never lose sight of the candidate.

If you need help reviewing your recruitment strategy or setting goals that actually drive results, speak to one of our consultants today.

Call: UK +44 1606 212020 / Germany +49 8954 195 924

Email: info@delverec.com

Take some time to reflect on 2023 and set your goals for the year ahead

Career self-evaluation is something we should all consider at this time of year. Taking a step back to reflect on the year can provide some excellent insights and be essential when updating and planning for your future goals. 

We have put together a list of key questions to consider as part of your self-assessment, they will help you to make informed decisions about your career path and professional development.

Accomplishments and contributions

• What were my key achievements and contributions to projects or initiatives?
• Did I meet or exceed the goals and targets set at the beginning of the year?

Learning and development

• What new skills or knowledge did I acquire during the year?
• Did I participate in any training programs or professional development opportunities?

Challenges and solutions

• What were the major challenges I faced, and how did I overcome them?
• Did I seek help or collaborate effectively with colleagues to address challenges?

Team collaboration

• How well did I collaborate with team members and other departments?
• Were there instances where I provided support or received support from colleagues?

Feedback and recognition

• Did I seek feedback from supervisors, colleagues, or clients?
• Was I recognised for my contributions, and if not, how can I better highlight my achievements?

Work-life balance

• How would I rate my work-life balance throughout the year?
• Did I take enough breaks and vacations to recharge?

Career goals and aspirations

• Did I accomplish the career goals I set at the beginning of the year?
• Are my long-term career aspirations still aligned with my current role and organisation?

Professional relationships

• How have my relationships with colleagues, supervisors, and direct reports evolved?
• Are there relationships I need to nurture or improve?

Leadership and decision making

• Did I have opportunities to take on leadership roles or make significant decisions?
• How did I handle challenging decisions or situations?

Job satisfaction

• On a scale of 1 to 10, how satisfied am I with my current role and responsibilities?
• What aspects of my job bring me the most satisfaction, and which areas could be improved?

Career alignment

• Does my current role align with my skills, interests, and values?
• Are there areas where I feel misaligned or unfulfilled in my career?

Networking and professional visibility

• Did I engage in networking activities within and outside the organisation?
• How can I improve my professional visibility within the industry?

Future planning

• What are my career goals for the upcoming year?
• Are there specific areas for improvement or skills to develop?

Job market trends

• Have I kept myself updated on industry trends and changes in the job market?
• Are there emerging skills or areas of expertise that I should focus on?

Overall well-being

• How has my overall well-being been impacted by my career this year?
• What steps can I take to enhance my well-being in the coming year?

Set yourself professional goals for the year ahead

Take some time to consider these questions and set yourself some professional goals for the year ahead. After the holidays is the perfect time to start taking action on your goals. You’ll be refreshed from your break and motivated to make change.

If after your time reflecting you decide it’s time for a career change, Delve are here to support your career aspirations.

Call: UK +44 1606 212020 / Germany +49 8954 195 924

Email: info@delverec.com

Season’s Greetings from Delve Search 

The team at Delve Search wish you a very Merry Christmas and a Happy New Year! This year we are donating to our local toy appeal instead of sending Christmas cards. It also helps to reduce our carbon footprint. We look forward to working with you in 2024!

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: gareth.foden@delverec.com

 

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: rob.bemment@delverec.com

Tel:+44 (0)1606 664 198

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 info@delverec.com.

 

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 ​info@delverec.com