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 Uncategorized

Challenges facing biotech companies

Challenges facing biotech companies

As the global biotechnology industry continues to grow at a rapid pace, companies in this field face unique challenges when it comes to finding and hiring talented individuals to join their teams. With breakthroughs in gene editing, personalised medicine, and other cutting-edge technologies, the demand for skilled professionals in biotech has never been higher. However, there are several factors that can make hiring in this sector particularly challenging.

One of the biggest challenges facing biotech companies is the highly specialised nature of the work. Many roles in biotech require not only advanced degrees, but also extensive experience and expertise in specific areas such as gene sequencing, protein engineering, or clinical research. This means that there is a relatively small pool of qualified candidates available for many biotech positions, making it difficult to find the right fit.

Another challenge is the competitive landscape of the biotech industry. With so many exciting breakthroughs happening in this field, top talent is in high demand and may receive multiple offers from different companies. This can make it difficult for smaller or lesser-known biotech firms to attract the talent they need to stay competitive.

Finally, the regulatory landscape of biotech sector can also present challenges for hiring. The industry is heavily regulated, and companies must comply with a complex set of laws and regulations governing everything from clinical trials to product development. This means that many biotech positions require not only scientific expertise, but also a deep understanding of regulatory compliance.

Despite these challenges, there are strategies that biotech companies can use to attract and retain top talent. These include offering competitive compensation and benefits packages, providing opportunities for professional growth and development, and building a strong company culture that values collaboration and innovation. By addressing these challenges head-on, biotech companies can continue to build the talented teams they need to drive innovation and push the boundaries of science.

To see how we can support you with your hiring needs, contact Jamie Rafferty:

LinkedIn: Jamie Rafferty

Email: [email protected]

Call: +44 (0)1606 212 020



Candidates Clients Uncategorized

How to attract life science candidates in a competitive market

How to attract life science candidates in a competitive market

When you are looking to grow your business in the life science sector, brining in the right people is one of the biggest challenges you will have. This is often ‘make or break’ and companies find themselves in a reactive and high-pressure situation leading them to poor hires.

Our advice is to get ahead of the curve – it’s not just about engaging with the right search practice, there is a lot you can do yourself. We are obviously advocates of using search companies but there are hires you can make yourself with some effort at the front end.

Invest in promoting your business – This is not just about marketing your products or services this is about promoting you and your team.

  • Networking – Everybody in your business can help, actively encourage people to talk to their network. Hold social events – naturally your team will spread the word for you if they are happy (and unfortunately the same applies when they are unhappy!)
  • Social Media – You don’t have to look far to see businesses championing themselves on a social level on LinkedIn. Follow liked minded companies and use their ideas, you don’t always need to re-invent the wheel. Find someone in your business that is a natural promoter within social media and give them the chance to take it on.
  • Culture – Be yourself, your culture is you and you want people to fit with that – if people don’t then possibly, they are not right for your business.

If you are innovative shout about it. If you agile and flexible tell people. If you are a group of academics working things out – the right people will engage with you.

If people know your business exists there is far more chance of them engaging with it. If you do the hard work up front, build your social followers, promote a positive and engaging culture, then, when you promote an opportunity, you have a much better chance of finding the right person.

Take a strategic long-term view – Networking can be hit and miss. No doubt. However, it’s about taking a long-term view and having the right expectations. Like business development, hiring strategy can be the same. You can’t expect to only meet people where you always get an immediate return (as nice as that would be) however these people can play a part in your hiring for the future. Recommendations are often great hires so you should leverage that route to market.

Partner with the right search business – With so few candidates actively looking for roles there will come a point where you need to invest in a proactive approach to recruitment and work with a search business. These are some golden rules:

  • Look for specialists not generalists – They will have a more relevant network to start from and their knowledge of the market will give you (and candidates) confidence.
  • Take time to get to know them – and they should want to get to know you. Considering a new role when you’re already in one is a risk – the relationship with the recruiter has a direct impact on their confidence in you – you need to empower your recruiter to sell.
  • Look for trust and use your instinct – do they listen, and do they act in a way you want. Don’t compromise on this.
  • Set clear and realistic expectations with mutually agreeable timescales and goals.
  • Communicate regularly – this is for both parties’ benefit! Sometimes you need to change tact and the quicker you do this the better. Feedback will lead to better decisions and a better outcome.
Candidates Clients Uncategorized

The benefits of using Delve life science search services

The benefits of using Delve life science search services

Partnering with a search firm to proficiently manage and consult during the hiring process, from sourcing to placement, is invaluable for many reasons. This is especially true in the life sciences, semiconductor, and engineering industries where competition for top talent is fiercer than ever and gaining a competitive advantage can be the difference between a great hire and wasted resource. 


Choosing the right search firm, with specialist recruitment skills and an in depth understanding of your industry is key to making successful hires. Here at Delve, we think there are many reasons why we should be your recruitment partner of choice, but here are just a few…


Our consultative approach – Fundamentally, we care about your business (seriously, we really do)! We appreciate that no two businesses are the same and we invest time in getting to understand your hiring challenges and what makes your business great – and sometimes where you might be missing the mark.  


Only by understanding these can we advise on a longer-term recruitment strategy and hiring processes that could give you the advantage. With the ability to provide sound advice and personalised solutions our team of consultants can help, whether you are an early-stage start-up or a global organisation with complex people needs, we have the expertise to support you.


Our International reach – We have a wide international reach, and this is reflected in the partnerships we have built with leading companies globally. With offices in the UK and Germany, we are constantly developing and investing in ways of work that enable us to be closer to our clients, helping them to overcome their hiring challenges. Our international network and robust approach to delivering a value-added, holistic service means we can deliver projects successfully, in any location, utilising our bespoke “Beyond the Paper” approach.  


Our highly skilled consultants – Our consultants are the lifeblood of our business and simply put, they are what make us great. They are the experts in their industries and will go to extraordinary lengths to make sure that our clients and candidates get the best possible experience from the first conversation to the last! 


To find out more about how we can support you and your recruitment needs, visit www.delvelifescience.com

Candidates Clients Uncategorized

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 [email protected].