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

Candidates Clients

France’s Investment in STMicroelectronics

France's Investment in STMicroelectronics-GlobalFoundries Partnership Boosts Semiconductor Industry

France has recently announced its plans to provide €2.9 billion for the construction of a new factory by STMicroelectronics and GlobalFoundries. This strategic investment is France’s commitment to bolstering the semiconductor industry and progressing technological innovation. With global demand for semiconductors on the rise, this move positions France to play a significant role in meeting the world’s growing technological needs.

The new factory, expected to be located in Crolles, will focus on manufacturing advanced semiconductor chips. The investment by the French government aims to enhance the nation’s semiconductor production capabilities, meeting the increasing demand for chips in various industries; such as automotive, telecommunications, and consumer electronics.

This joint venture between STMicroelectronics and GlobalFoundries is expected to create numerous employment opportunities in the region. The construction and operation of the factory will generate jobs, both directly and indirectly, providing a boost to the local economy and contributing to France’s overall economic growth.

The investment in the new STMicroelectronics-GlobalFoundries factory in France is expected to have a significant impact on required recruitment. While the investment in the new STMicroelectronics-GlobalFoundries factory in France is expected to bring numerous benefits, including job creation and economic growth, it is important to acknowledge that the semiconductor industry currently faces challenges related to talent shortage.

The semiconductor industry is reliant on highly skilled professionals, however there is currently a gap between the skills possessed by the available workforce and the skills required by the industry. The building of this new factory will likely highlight this gap, and companies must begin to plan how they can attract the best talent and most skilled individuals into these positions.

Many of our customers are experiencing difficulty in sourcing skilled talent for their open vacancies, and they aren’t seeing candidates with the right experience or skillset to join their team. Job adverts and job postings are a great way of finding active candidates who are looking for a new role – but this typically only makes up 20% of the talent pool; there is a further 80% of passive candidates who aren’t actively looking for a new opportunity but could be engaged through a proactive approach.

While the talent shortage in the semiconductor industry may pose challenges, addressing these issues through strategic planning and taking a proactive approach to recruitment can ensure business secure the best candidates and can aid the growth of companies.

To see how you can take a more targeted, headhunt approach to your recruitment, please reach out to the Semiconductor team here at Delve.  

Email: [email protected]

Germany: +49 89 54195924

US: +1 929-203-2195

UK: +44 (0)1606 212020

Candidates Clients

Top 5 challenges faced by semi-conductor candidates when searching for career progression opportunities

Top 5 challenges faced by semiconductor candidates when searching for career progression opportunities

Here are our top 5 challenges faced by semiconductor candidates when searching for career progression opportunities…

1. What is the role?

As a senior recruiter in the semiconductor industry, I know first-hand just how little even a well-written job description represents the role. A key battle for me at the beginning of a search is to engage with hiring managers, HR, and team members to fully understand what the role is, what it means to the business and why it’s even there in the first place; day-to-day and long-term.

2. What’s the culture of the business?

Impossible to know unless you already know people in the business. The semiconductor industry is a small world but it’s still rare that a candidate will have a clear view. Most recruiting processes fail because of cultural mismatches – pre AND post hire. That is why we always get to know the people in the business before launching a search and the foundations of our Delve screening and interviews are built on cultural-fit, matching motivations and aligning on aspirations.

3. What are the businesses expectations, goals and projections?

I’m yet to work with a business that publishes their internal strategies, investments, growth plans etc on a job description and it makes perfect sense. Trust is a key pillar of our values at Delve, this means clients will share valuable insights about their business for us to relay to candidates who we believe could be a great fit. Candidates who will buy in to their goals and ultimately, have a positive impact on them.

4. Why would I leave when the going is so good?

I rarely come across candidates who are unhappy with their current employer or assignment. We work in a fascinating industry with ongoing innovation, exciting problems to solve and end products which have a beneficial impact on our societies and environment. The ‘going’ is often very good and even more so now, than ever. What I will say is that under these circumstances, businesses must adapt and be more flexible in their recruitment because far fewer candidates are actively looking. This means, the going has also never been as good when it comes to landing an opportunity that you may not have been accepted for in the past.

5. What if I feel bad about moving on or burn bridges?

I always empathise with candidates here. Signing an offer with a new business can be hard and we should never overlook any emotional or sentimental associations with your current employer. Often, they will have played a very important part in a candidate’s career and created a great place to grow. I personally believe it’s right to feel some sadness when making a change rather than being happy to get out.

I recently placed a candidate who had spent eight years with a leading semiconductor IDM and had similar concerns. The candidate eventually took the opportunity, is very happy, and I met them for the first time face-to-face at an exhibition – alongside his ex-employers stand. My point being, if you’ve worked hard, given your notice and continue to work hard until the end of that period – you won’t burn bridges. Plus, it’s highly likely your superiors or colleagues have or will have been through the same experience as you – empathy full circle.

Written by Nathan Falconer, Senior Search Consultant at Delve Search GmbH, Munich.


Candidates Clients

Top tips for retaining today’s semiconductor employees

Top tips for retaining today’s semiconductor employees

As companies expand and become more successful, so does the need to recruit and retain great people to build their teams.  Working in the semiconductor market, we have seen phenomenal growth over the past few years across many of our clients. This has resulted in a hugely competitive candidate marketplace and more emphasis on the conversations around how to find and retain the best people. 

Delve is here to help customers find the right candidates for their business but also to support and advise on the equally important subject of retention. We speak to people all day, every day, who are looking to leave their role and one of the first questions we ask is ‘why?’, giving us a great insight into how best to retain your team.

Here are our top tips on how managers can stay ahead when it comes to retention and in turn drive more engagement in their teams…

Effective onboarding and communication – From the day they sign their contract make sure the communication is open and regular. Great onboarding is essential and sets the tone for a working relationship. The probation period is crucial and although it’s a time where employees need to shine and show their worth, managers also need to realise that it’s a two-way street and they also need to show that their company is the place to be! Beyond this, having regular and open communication with team members enables managers to ensure they are aware of any threats, challenges, or demotivating factors early.

Training and development – Whether it’s a new hire, or someone who’s been in the company for years, training and development should be a regular talking point. In our experience, employees who feel like they are being invested in are more likely to stay in their roles. 

Recognition and feedback – A lot of managers find recognition difficult, and it can take practice to get it right. Everyone, no matter what level, wants to feel valued and if you’re a manager your team probably crave that recognition from you. Managers, particularly in technical environments, need to be successful at praising and rewarding success and having processes/systems for doing this in the workplace. Feedback is also a key part of this, not everything your employees do will be worthy of recognition. In fact, sometimes you will have a deep feeling of despair around their abilities. It’s important though that managers give constructive criticism and create a positive environment to improve. Remember, people want to feel challenged but not attacked.

Say/do ratio – A very simple and effective concept. If you say you’re going to do something, do it! I can’t tell you how many candidates I’ve spoken to, who say “my manager promised me ‘X’ but it never happened”. This is a huge demotivator for employees and it is a major factor in them losing confidence in their managers.

Make sure they have the tools – If employees feel like they’re doing their job with their hands tied, this is a huge problem. I’m not saying you need to cave to every demand (my manager keeps refusing the pool table and €2k coffee machine I requested) but ensure you listen to requests and their equipment is fit for purpose. 

Flexibility – Prior to COVID, employees having so much flexibility and the ability to work from home was less common. Now it’s a topic on most of our calls with candidates. It’s an expectation that companies have flexibility and in this competitive market, your competition will be offering it. There are obvious limits to this, and it can make management, training new employees and idea sharing difficult. Achieving a balance here is key to ensuring employees are happy and results are maintained.

Company culture – As finding new people in the semiconductor market becomes more competitive, many companies are looking for employees who are relocating both nationally and internationally to satisfy this need.  This can present challenges when integrating people into the existing company culture and making sure they feel part of the team.  If they haven’t already, companies must be aware of these challenges and put plans in place to actively help relocators integrate into the business both professionally and socially.

For more information on our experienced Semiconductor consultants and how we can support your recruitment needs visit.www.delvesemiconductor.com

Candidates Clients Uncategorized

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

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

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

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

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

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

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

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

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

Tel: +44 (0)1606 212020

Email: ​[email protected]