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