Generated by All in One SEO Pro v5.0.1, this is an llms-full.txt file, used by LLMs to index the site. # CMD Recruitment ## Posts ### [News](https://cmdrecruitment.com/blog) **Published:** October 11, 2020 **Author:** tdbdev --- ### [What should I ask a recruitment agency before signing an agreement? (Your 2026 checklist)](https://cmdrecruitment.com/what-should-i-ask-a-recruitment-agency-before-signing-an-agreement) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** Before you sign anything, remember that the average cost of a bad hiring decision can wipe out the “small” fees you thought you were saving, because one wrong hire often leads to rework, wasted time, and repeat interviewing. In 2026, the right way to protect yourself is simple, you ask clear questions up front, and you get the answers in writing before the contract starts. ## Key Takeaways **What to ask****Why it matters**Who will manage your account day to day?Your outcomes depend on the person running the process, not just the brand.How do they verify candidate quality?Prevents avoidable late-stage drop-offs and resume exaggeration risks.What exactly is included in the fee?You need clarity on search activity, shortlist, interviews, and offer support.What are the commercial terms and timelines?You should know when you will see candidates and how long placements take.How do they handle candidate data and compliance?You want control, auditability, and agreement on data ownership.What happens if the hire does not work out?Ask about guarantees, replacement terms, and removal of fees.If you want a practical starting point, read our guide on why use a recruitment agency, then compare what you are being offered against a structured recruitment process and clear accountability. > **Quick Answer:** The questions that protect you most in 2026 are about (1) who runs your search, (2) what verification looks like, (3) what the fee includes, (4) timelines and communication, and (5) what happens after a placement. ## 1) “What should I ask a recruitment agency before signing an agreement?” Start with account ownership Why do employers ask about account ownership before signing? Because “recruitment agency” can sound like a team, but your day-to-day experience comes down to one or two people. Ask these questions and insist on written answers: - **Who will be responsible for my vacancy from day one?** (names, roles, and how you contact them) - **How many live roles are they managing at once?** You need to know the bandwidth your search gets. - **Will the same person interview shortlisted candidates with you?** Or do you only meet them at the end? - **How do you handle handovers** if staff changes during an active campaign? In 2026, it is also worth asking how agencies prevent “black box” decisions. You should be able to explain, in plain language, why candidates were shortlisted and why others were rejected. If you are comparing recruitment models, you may also want to ask where you fit on the spectrum. For example, [what is recruitment RPO](https://cmdrecruitment.com/what-is-recruitment-rpo) can help you understand how process outsourcing changes accountability, reporting, and expectations in an agreement. ## 2) What verification, due diligence, and candidate quality checks are included? Here is the uncomfortable truth, you are not just paying for introductions. You are paying for candidate quality control, so ask directly how verification works. Did You Know? A shortlist overlap of 14% suggests that running identical candidate data through the same AI screening tool twice can produce different outcomes. Source: [Recruiterflow](https://recruiterflow.com/blog/recruitment-trends/) Now you can translate that into agreement questions. If the agency uses any tools for screening, ask how they verify results and reduce inconsistency. Use a shortlist of “process” questions like these: - **What background checks do you perform** and what do you leave to us? - **How do you validate experience** for the roles we are hiring? - **How do you spot inflated resumes** or gaps in employment, especially for technical or compliance-heavy positions? - **What evidence do you provide with candidates?** (examples of work, interview notes, competencies mapped to the job) - **Do you use video, skills testing, or structured interviews** for quality control? If your role is competency-driven, ask how interview performance is prepared and assessed. For instance, our team shares practical guidance on competency-based interviews in [how to answer competency-based interview questions](https://cmdrecruitment.com/how-to-answer-competency-based-interview-questions), which is a useful indicator of how seriously an agency treats structured evaluation. ## 3) “What exactly is included in the fee?” Get the scope in writing A common problem in agreement reviews is vague scope. One party assumes “full service”, the other assumes “introductions”. Avoid that by asking for a clear definition of deliverables. Before you sign, ask: - **What is included for each vacancy?** Examples, search activity, outreach volumes, shortlisting, interview scheduling, reference checks, offer support. - **Do you provide candidate packs?** If yes, what format and what sections are always included? - **How many candidates are you targeting to present?** And how do you define “present”? (screen call, first interview, or full interview) - **How do you support employer branding** during the campaign? Because in 2026 you should expect more than job-board activity. Many employers improve results when they align the role with their Employer Value Proposition (EVP), you can ask how the agency helps you articulate that. If you want to anchor the conversation, ask the agency what they would do with your EVP. We regularly highlight how important it is to get to grips with EVP and consistency between values and behaviours, see our guide on building your employer value proposition (EVP) to stand out. ## 4) Timelines, communication cadence, and what “progress” looks like When people ask what they should ask a recruitment agency before signing an agreement, they often mean one thing, “How will I know it is working?” In 2026, you should not have to guess. Ask for a realistic hiring timeline and a communication plan. For example: - **What is your estimated time-to-first-shortlist?** - **What is your average cycle time** from brief to offer? - **How often will you update us?** (weekly, twice weekly, after each stage) - **What is the decision process** if we disagree with a shortlist? - **How do you handle delays** from candidates, references, or right-to-work checks? If you are benchmarking timelines against your market, ask whether they have local insights and salary ranges they can use to reduce time wasted on misaligned candidates. For guidance on role pay expectations, you can also review our [salary guide](https://cmdrecruitment.com/salary-guide) and then ask the agency to show how they apply it during sourcing and screening. ## 5) Commercial terms: fees, exclusivity, and replacement clauses Let’s get practical. This is where agreements can become expensive if you miss the detail. Your job is to make sure the contract matches your expectations for outcomes. Ask for clarity on: - **Fee structure:** contingent vs retained vs exclusive vs permanent placement vs temporary placement - **Exclusivity:** are you committing to only this agency? - **What triggers the fee:** when is a candidate considered “submitted” or “accepted”? - **Replacement terms:** what happens if the candidate leaves early, and what is the remedy? - **Cancellation terms:** can you pause or end the agreement, and what fees apply? If you are considering different engagement models, it helps to understand how the agency structures its recruitment services. Our [our recruitment services](https://cmdrecruitment.com/our-recruitment-services) page explains the types of permanent and temporary placements we support, which can help you compare what is offered against what the contract says. ## 6) Data, compliance, and who owns the candidate information In 2026, data handling is not optional. It is part of risk management, and it should be explicit in any recruitment agreement. Ask these questions before you sign: - **Who owns candidate data** during and after the engagement? - **How is data stored** and for how long? - **How do you handle consent** and candidate communication? - **What compliance processes** do you follow for right-to-work checks and documentation? - **What happens if we request deletion** or data export? If your agreement involves process outsourcing or ongoing recruitment support, these questions become even more important. The FAQ on [recruitment RPO](https://cmdrecruitment.com/what-is-recruitment-rpo) is a helpful reference point because it covers topics like who owns candidate data and how employers maintain control. ## 7) Candidate engagement: what reduces offer drop-offs and late-stage surprises? Agencies do not just “send candidates”. They influence how candidates feel about the role, the employer, and the process. You want that managed tightly. Did You Know? 31% of candidates decline job offers, so you should ask how the agency manages engagement and expectations. Source: [National University](https://www.nu.edu/blog/67-hiring-statistics/) Now you can build engagement checks into your agreement questions: - **How do you set expectations** before candidates commit to interviews? - **Who contacts candidates** after each stage, and what is the tone? - **How do you handle concerns** about pay, scope, location, or workload? - **Do you support candidate preparation** for interviews, including the process and what to expect? We take interview preparation seriously because it impacts candidate performance and perception. Our candidate-focused guidance in [how to prepare for an interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview) is a good example of the kind of practical support that reduces avoidable drop-offs. ## 8) Culture fit and your selection criteria, not just CVs You should absolutely ask about culture fit, but you should also ask how culture fit is assessed. Company culture must be lived, not just declared. When agencies shortlist people who match your values and working style, you reduce churn and improve retention. Ask: - **How do you define “cultural fit”** for our roles? - **Do you use values-based questions** in your shortlisting and interview process? - **How do you check behaviours**, not only skills? - **How do you help interviewers stay consistent?** If you want a direct window into values-based evaluation, our interview resources include [values-based interview questions sample answers](https://cmdrecruitment.com/how-to-answer-competency-based-interview-questions). It can help you ask the agency what “good” looks like in practice. ## 9) Specialist roles: ask discipline-specific questions (HR, engineering, administration) Generic recruitment conversations often fail when the role is specialist. If you are hiring in HR, engineering, or administration, ask questions tailored to those functions. For HR roles, ask what strengths they screen for. Our HR discipline guidance points to the kind of competencies HR executives typically show, such as communication, empathy, problem-solving, conflict resolution, and an ethical compass. You can review [HR recruitment in the South-West](https://cmdrecruitment.com/disciplines/hr) and use it to guide your interview scorecards. For engineering, ask about engineering pipeline insights and how they handle expectations for technical talent. If you are hiring across Wiltshire and Bath, our [engineering recruitment agency in the South West](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) is a useful reference for what “specialist” should mean in your agreement. For administration roles, ask about accuracy, compliance, stakeholder management, and day-to-day reliability. If you want to keep the conversation grounded, review [administration recruitment](https://cmdrecruitment.com/disciplines/administration) and then ask how those criteria appear in their shortlist process. ## Conclusion When you ask **What should I ask a recruitment agency before signing an agreement?**, you are really asking one thing, “Will this partnership reduce risk and deliver the right candidate faster in 2026?” Your best protection is getting clear, written answers about ownership, verification, fee scope, timelines, engagement, data compliance, and what happens if the hire does not work out. If you want to pressure-test your decision with numbers, use our cost-of-hire resources as a conversation starter, because recruitment is never just the fee. Start with [the cost of bad hire](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator), and align the agency agreement with the outcomes you cannot afford to get wrong. ![Why asking the right questions matters — data from Recruiterflow](https://outgoing-oyster-428.convex.cloud/api/storage/f5363875-e55b-4b60-b509-8393728dae87) The average cost of a bad hire reaches $168,000 once you add up wasted salary, training, and rehiring expenses. ## Frequently Asked Questions ### What should I ask a recruitment agency before signing an agreement if I’m hiring in 2026? You should ask **What should I ask a recruitment agency before signing an agreement?** in practical terms, who will run your account, what verification they do, what the fee includes, and what happens if the hire fails within the agreed period. In 2026, you also want clear communication timelines so you can measure progress, not just activity. ### Should I choose a contingent or retained recruitment fee in 2026? Ask the agency what each fee model covers, what triggers payment, and how it changes the speed and depth of candidate searching in 2026. When you know the scope up front, it becomes easier to evaluate which arrangement matches your resourcing gap and hiring urgency. ### How do I know if a recruitment agency is verifying candidates properly? Ask how the agency validates experience, checks employment history, and documents reasons for shortlisting or rejection. The goal is to ensure the shortlist is reliable, because if you rely on unverified screening, you can end up with costly late-stage drop-offs. ### What should I ask about data ownership and compliance when working with an agency? Ask who owns candidate data, how it is stored, how long it is kept, and what happens when the agreement ends. These answers matter because the recruitment process depends on consent, compliance, and clear expectations in the contract. ### What replacement or guarantee terms should I look for before I sign with a recruitment agency? Ask what the agreement says if the candidate leaves early, including whether you get replacements, what timelines apply, and whether fees are reduced or removed. This is one of the most important “what should I ask a recruitment agency before signing an agreement?” questions because it limits the cost of a bad hire. ### How can I reduce offer declines when hiring through an agency in 2026? Ask how the agency manages candidate engagement after each stage, including expectation setting and how they handle concerns about pay, scope, and process. In 2026, offer declines are still common, so you want a structured, consistent candidate experience built into the agreement. **Categories:** Uncategorized --- ### [How do I choose between recruitment agencies when hiring for my business? A practical guide for 2026](https://cmdrecruitment.com/how-do-i-choose-between-recruitment-agencies-when-hiring-for-my-business) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** How do I choose between recruitment agencies when hiring for my business? In 2026, that question is more urgent than ever, because typical agency fees can range from **15-35%** of a new hire’s salary, and you only benefit if you get the right outcome, not just the right paperwork. ## Key Takeaways Decision you need to makeWhat to look for (in plain terms)**Which model?** (exclusive, contingent, retained)Match the model to the role and urgency. Read our guide on [exclusive vs contingent recruitment for SMEs](https://cmdrecruitment.com/exclusive-vs-contingent-recruitment-for-smes-which-hiring-model-actually-works-b).**Local or national?**If speed and context matter, local recruitment often wins. Start with [how to choose the right staffing agency in Bath](https://cmdrecruitment.com/how-to-choose-the-right-staffing-agency-in-bath-your-complete-2026-guide).**What service type?** (permanent, temporary, contract, executive)Be specific about the vacancy. Our [recruitment solutions](https://cmdrecruitment.com/recruitment-solutions) show how we structure permanent, temporary, contract, and executive search.**How they measure success**Ask what “good” looks like (quality of hire, retention, feedback loops), not just response times.**How they screen and shortlist**You want consistency and role-specific judgement, not a generic CV blast.**Culture and EVP fit**Candidates should understand your company culture. This is where an EVP helps, which we cover in our employer value proposition (EVP) guidance. **Quick answer:** You choose between recruitment agencies in 2026 by matching their model (exclusive, contingent, retained), their location strength (local vs national), their sector specialism, and their screening and communication standards to your exact role. **Why this matters:** The wrong partner can be expensive, slow, and disruptive to your team, especially when you are dealing with a resourcing gap. ## Start with your vacancy, not the agency brochure Before you even look at agency websites, ask yourself a simpler question: *what problem are you solving?* Are you hiring for a permanent role, temporary coverage, a fixed-term project, or an executive position? In 2026, the best agencies help you match the right service type to the risk level of the hire, not just the job title. Here is the framework we recommend you use when answering “How do I choose between recruitment agencies when hiring for my business?” 1. **Define the role outcomes**, not only responsibilities. If the role needs to improve processes, reduce risk, or lead change, say that upfront. 2. **Confirm the hiring urgency**. If you’ve got a resourcing gap, now is the right time to have that conversation. 3. **Decide what “success” means**. Is it speed to shortlist, quality of candidates, or retention after placement? 4. **Pick the service structure** that reduces your risk (permanent, temporary, contract, or executive search). If you want a quick way to sanity-check whether a recruitment partner is built for your needs, review their range of recruitment solutions. For example, our [recruitment solutions](https://cmdrecruitment.com/recruitment-solutions) outline permanent placements, temporary placements, industrial placements, commercial placements, and retained recruitment. [ ![How to Choose the Right Staffing Agency in Bath](https://outgoing-oyster-428.convex.cloud/api/storage/21da3226-075a-4735-b267-3162abe3acc4)](https://cmdrecruitment.com/how-to-choose-the-right-staffing-agency-in-bath-your-complete-2026-guide) ## Model matters: exclusive vs contingent, and when retained makes sense When people ask “How do I choose between recruitment agencies when hiring for my business?”, they often focus on price first. That’s understandable, but in 2026 the bigger lever is the recruitment model, because it changes how candidates are sourced and how competing priorities are managed. Exclusive recruitment usually means we work closely with a single client on a defined role. Contingent recruitment usually means multiple agencies compete to submit candidates. Both can work, but you should not pick randomly. [ ![Exclusive vs Contingent Recruitment for SMEs](https://outgoing-oyster-428.convex.cloud/api/storage/2e416b7c-eb4e-43d5-b5b2-9a8c046a1789)](https://cmdrecruitment.com/exclusive-vs-contingent-recruitment-for-smes-which-hiring-model-actually-works-b) Here’s a practical way to decide in 2026: - **Choose exclusive** when the role is specialist, the timeline is meaningful, or quality needs close control. It supports deeper screening and more consistent communication. - **Choose contingent** when you need volume and speed, and you can handle a wider range of candidate quality. - **Choose retained** for executive search and higher-risk leadership hires, where you want proactive headhunting and a premium level of commitment. If you are an SME, this comparison is even more important. Your team is smaller, so wasted time has a real cost. Our detailed guide on [exclusive vs contingent recruitment for SMEs](https://cmdrecruitment.com/exclusive-vs-contingent-recruitment-for-smes-which-hiring-model-actually-works-b) walks through when each model fits sales and engineering hiring, and how to avoid the hidden cost of rushed hiring. Did You Know? 71% of placements come from candidates already in an agency’s database. Source: [Recruiterflow](https://recruiterflow.com/blog/recruitment-trends/) ## Local vs national: what should you pick for the next hire? Local vs national is one of the most common reasons hiring goes off track. The issue is not that one is “better”. It’s that they behave differently in 2026, and your business needs to know which behaviour you want. A local search usually helps when candidates rely on regional networks, when your brand is known locally, or when speed matters because people are already aware of the local market. A national search usually helps when the role needs a broader pool or niche leadership reach. When choosing between recruitment agencies when hiring for your business, ask this direct question: **do you want a partner who prioritises your local talent pool, or one who can cast a wider net immediately?** [ ![Local vs. National: Where Should You Search for Your Next Executive Hire?](https://outgoing-oyster-428.convex.cloud/api/storage/8c0072a9-01b7-4e91-b068-63b319abc993)](https://cmdrecruitment.com/find-your-next-executive-hire) For executive hires, the “local vs national” debate can directly influence timing, cost, and candidate quality. We break it down in [Local vs. National: Where Should You Search for Your Next Executive Hire?](https://cmdrecruitment.com/find-your-next-executive-hire) And yes, you should ask about consultative recruitment strategy too, not only candidate marketing. The best agencies tell you how they will approach the market for your role, then manage expectations from day one. ## Specialism by discipline: HR, technical, accountancy, and more What good looks like is different across disciplines. So, another key to “How do I choose between recruitment agencies when hiring for my business?” is checking whether they actually recruit your kind of role, or whether they just list it. When you hire in technical areas, for example, employers often look for technical skills, educational background, problem-solving ability, adaptability, and cultural fit. The screening criteria will not match how they hire for HR or commercial operations. To keep this straightforward, use discipline pages as a proxy for focus. For instance, our [HR recruitment](https://cmdrecruitment.com/disciplines/hr) service emphasises permanent, interim, and temporary HR staffing, with confidentiality and ethical practices. Similarly, for technical hiring, our [technical recruitment agency](https://cmdrecruitment.com/disciplines/technical) content covers what employers look for in technical candidates and how we recruit industry-specific talent for Wiltshire and Bath. If your roles sit in finance or accountancy, sales, engineering, or marketing, you should expect comparable specificity. You can also start by reviewing our [recruitment services](https://cmdrecruitment.com/our-recruitment-services) to see the types of roles and models we support. [ ![What Are Employers Looking For in Technical Candidates?](https://outgoing-oyster-428.convex.cloud/api/storage/19ce2112-3f88-4888-bcd8-67e49cc5ae1c)](https://cmdrecruitment.com/disciplines/technical) ## Ask how communication and screening actually work In 2026, many agencies claim they “shortlist” quickly. But quick shortlists mean very little if the screening steps are generic, inconsistent, or disconnected from your actual interview process. We recommend you ask questions that force clarity. Why? Because it’s an unwritten contract of sorts, but one that makes up their actual written contract. Here are practical questions you can use when evaluating a recruitment partner: 1. **How do you gather requirements** before sourcing, and how do you document them? 2. **What does the shortlisting process include?** (skills checks, behavioural judgement, role-specific screening) 3. **How do you handle feedback?** If we reject candidates, what happens next? 4. **What’s your communication cadence?** Weekly updates, daily if urgent, or something else. 5. **How do you assess cultural fit without guessing?** We want evidence, not vibes. Finding candidates who align with company values helps organisations build stronger, more cohesive teams. That’s why we encourage businesses to clarify values and behaviours, then ensure the screening and interview feedback loops are consistent. If you want to make this easier for your hiring team, we also share guidance on values-based interview questions in values-based interview questions (sample answers), because good screening should lead to good evaluation. **Tip:** You don’t need to predict every question, but by preparing for the most common ones, you’ll be ready to adapt your answers on the spot. The same logic applies to hiring, your agency partner should be able to adapt the sourcing approach when your interviews surface new evidence. ## Cost control is not just the fee, it’s the cost of a bad hire Yes, agency fees matter. But “How do I choose between recruitment agencies when hiring for my business?” cannot stop at cost per placement. Your real danger is paying for the wrong hire, then paying again through lost productivity, disrupted culture, and morale issues. That’s why we encourage you to look at the total hiring risk. Our page on [cost of a bad hire](https://cmdrecruitment.com/cost-of-bad-hire) highlights hidden costs beyond salary and benefits, and it reinforces the importance of rigorous screening, onboarding, and feedback processes. To keep your decision grounded, compare agencies using the same measurable lens: - **Time to shortlist**, and time to interview stage - **Shortlist-to-interview conversion** - **Interview-to-offer conversion** - **Retention after placement**, not only offer acceptance [ ![Group of business people and software developers working as a team in office](https://outgoing-oyster-428.convex.cloud/api/storage/961322cf-5695-4307-8e1a-e2f256622f5d)](https://cmdrecruitment.com/cost-of-bad-hire) Did You Know? 44 days is the national average time-to-fill for a position. Source: [Pin](https://www.pin.com/blog/best-recruiting-agencies-2026/) If your current hiring cycle is drifting past that kind of benchmark, you need to ask why. Is it the candidate profile, the attraction message, the screening criteria, or the interview process? This is where a good recruitment partner can help you remove friction, not add more stages. ![What employers actually report about agencies — data from Pin, Recruiterflow](https://outgoing-oyster-428.convex.cloud/api/storage/219d11c7-ff64-430a-928c-bf141a637548) Most employers say agency hires outperform, yet only a fraction of all hires come through them. ## Make your EVP clear, so agency sourcing is efficient Even the best agency will struggle if candidates cannot see what it’s like to work with you. That is why, when hiring through recruitment agencies, we encourage businesses to get to grips with their EVP. If you want to stand out in your sector and bring awareness to what you offer, it’s essential that you get to grips with your EVP. And company culture must be lived, not just declared. Consistency between values and behaviours is vital. Here’s how you can pressure-test whether your agency partner is set up to communicate your value: - **Do they ask about values and behaviours**, or do they only ask about technical skills? - **Do they describe your culture accurately**, using examples from your workplace rather than generic phrases? - **Do they help you shape interview questions** so the screening connects directly to your actual evaluation? When your EVP and interview expectations are clear, agencies can screen more accurately and reduce time wasted on mismatched candidates. ## Choose a partner you can work with, not just one who can recruit For hiring managers, your day-to-day reality matters. Can you get feedback quickly? Are you aligned on priorities? Does the agency communicate in a way that respects your time? Whether you are an SME or a FTSE 100 company, our enthusiastic and passionate team will work hard to find you just the right candidate. That only works when the relationship is operationally smooth. When you compare agencies, we suggest you also consider: - **Confidentiality and ethical practices** (especially for HR and leadership roles) - **A track record in your local market** (Wiltshire and Bath matters for speed and candidate confidence) - **Clarity on permanent, temporary, and contract coverage** - **Access to relevant candidate networks** With over 150 years of combined industry experience, CMD is a recruitment agency with a proven track record. We love what we do and we take it seriously, continually connecting promising employees with great organisations. If you want a local approach, you can speak with us through the [Bath contact page](https://cmdrecruitment.com/contact/bath) or discuss recruitment support more broadly via [our Swindon contact page](https://cmdrecruitment.com/contact/recruitment-agency-swindon). And if you want to see the kinds of roles we actively support, browse [our current jobs](https://cmdrecruitment.com/jobs) to get a feel for how we match vacancy types with candidates. ## Conclusion So, how do I choose between recruitment agencies when hiring for my business? In 2026, you do it by matching the agency’s model (exclusive, contingent, retained) and service type to your vacancy, choosing the right geography (local vs national), verifying discipline specialism, and testing their communication and screening standards. Price matters, but the real win is avoiding the cost of a bad hire by working with a partner that understands your EVP, respects your interview process, and delivers quality, not just volume. If you want unparalleled expertise and a proven track record across Wiltshire and Bath, we are here to help you build a hiring plan that works. ## Frequently Asked Questions ### How do I choose between recruitment agencies when hiring for my business if I’m an SME? Start by matching the recruitment model to the role. If you need depth and consistent screening, exclusive recruitment can be a strong fit, while contingent recruitment can suit faster volume needs, which is covered in our guide on [exclusive vs contingent recruitment for SMEs](https://cmdrecruitment.com/exclusive-vs-contingent-recruitment-for-smes-which-hiring-model-actually-works-b). ### Is local recruitment better than national recruitment in 2026? It depends on your urgency and the seniority of the role. When you ask “How do I choose between recruitment agencies when hiring for my business?”, local can reduce friction and improve candidate relevance, while national can broaden reach for executive hires. We compare the two in [Local vs. National: Where Should You Search for Your Next Executive Hire?](https://cmdrecruitment.com/find-your-next-executive-hire). ### What questions should I ask recruitment agencies about their screening process? You should ask how they gather requirements, what steps they include in shortlisting, and how they handle feedback when candidates are rejected. This is the fastest way to confirm whether they are screening for cultural fit and role-specific judgement, not just collecting CVs. ### How much should I expect to pay when I hire through a recruitment agency in 2026? Typical agency fees can be 15-35% of a new hire’s salary in 2026, so you should compare agencies on outcomes, not only cost. When you calculate value, include time-to-fill, shortlist quality, and the risk of a bad hire. ### How do I stop agencies from sending candidates who are not a fit? Clarify your EVP, your values-based expectations, and your interview process before sourcing begins. Then ask the agency to explain how their screening criteria map to your real evaluation, which we support with values-based interview question guidance like values-based interview questions (sample answers). ### Should I use an agency for temporary staffing or only for permanent hires? In 2026, temporary staffing can be the right choice for absences, seasonal peaks, and short-term delivery gaps. The key is selecting the right service type and ensuring the agency understands how you will evaluate and transition candidates into your longer-term plans. **Categories:** Uncategorized --- ### [Can a recruitment agency help me fill a difficult-to-hire position? (Yes, if you choose the right approach)](https://cmdrecruitment.com/can-a-recruitment-agency-help-me-fill-a-difficult-to-hire-position) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** Finding the right person for a difficult-to-hire role gets harder every time you delay decisions, and 90% of hiring managers find it difficult to source skilled candidates. So, **can a recruitment agency help me fill a difficult-to-hire position?** In 2026, the real answer is yes, but it depends on how the agency operates, how quickly they can build a target list, and whether they’ll run a process that matches the role. ## Key Takeaways **Quick Answer** Yes. A recruitment agency can help you fill a difficult-to-hire position by sourcing outbound talent, matching skills and behaviours, and adjusting hiring strategy when the market is tight in 2026. - **Speed matters:** if your hiring process takes too long, the best candidates move on. (See: [your hiring process takes 8 weeks, the best candidates are gone in 5](https://cmdrecruitment.com/your-hiring-process-takes-8-weeks-the-best-candidates-are-gone-in-5).) - **Pick the right model:** exclusive, retained, or contingent recruitment changes who does the work and how much time is invested. (See: [our recruitment services](https://cmdrecruitment.com/our-recruitment-services).) - **For ongoing pressure, consider RPO:** Recruitment Process Outsourcing helps you build proactive pipelines, not reactive hiring. (See: [what is recruitment RPO](https://cmdrecruitment.com/what-is-recruitment-rpo).) - **Specialist coverage helps:** engineering, IT, HR, and defence roles all need tailored sourcing and screening, not generic outreach. (See: [IT recruitment](https://cmdrecruitment.com/disciplines/it).) - **Cost of bad hire is real:** the cost is not just money, it’s lost time, lower productivity, and team disruption. (See: cost of bad hire.) - **Protect your process:** If you use messaging apps, make sure you avoid recruitment scams targeting candidates and employers. (We warn on this actively.) > **Common question:** “Can a recruitment agency help me fill a difficult-to-hire position if we have no candidate flow?” > Yes. In 2026, agencies typically solve the problem by sourcing, screening, and building a pipeline that your team cannot reach on its own. ## Why difficult-to-hire roles stall (and why that’s different in 2026) First, let’s name the pattern we keep seeing. You advertise, you wait, you review applications, and you still don’t get the shortlist you need. The role is difficult-to-hire because the market is tight, the skill set is narrow, or the behaviours and experience are unusually specific. In 2026, the stall is often caused by one of these problems: 1. **Too few qualified applicants:** not just “not enough applicants”, but not enough people with the exact blend of skills, tools, and proof of delivery. 2. **Slow internal decisions:** if it takes weeks to confirm interview stages, candidates lose confidence and take other offers. 3. **High noise from job boards:** lots of interest, low conversion, and a lot of wasted recruiter time filtering. 4. **Screening gaps:** you may be missing signals that matter, especially for technical and specialist roles. This is where the direct question matters most: **Can a recruitment agency help me fill a difficult-to-hire position?** Yes, because a good agency does not just wait for inbound applicants. It targets and engages talent directly, runs structured screening, and can keep the process moving while you focus on your business. ## What a recruitment agency actually does for a difficult-to-hire position Here’s the practical difference. Agencies can do things your internal team often cannot, because you have everyday responsibilities that limit time and reach. When you partner with the right recruitment solution, we build a hiring plan around the role, then execute it. - **Outbound sourcing and targeted outreach:** we identify where the talent already exists and contact people directly, not just by posting a job and waiting. - **Structured shortlisting:** we screen against both technical capability and the real behaviours that make the hire succeed. - **Role calibration:** if the job description is too broad or too narrow, we adjust it so you get better-fit candidates faster. - **Faster process management:** we keep momentum so the best candidates do not disappear during delays. - **Candidate care:** we protect the candidate experience, because good candidates talk to each other. At CMD Recruitment, we offer a proven track record with **over 150 years of combined industry experience**. We love what we do and we take it seriously, continually connecting promising employees with great organisations. Did You Know? A sourced (outbound) candidate is 5x more likely to be hired than someone who applies online. Source: [HiringThing](https://blog.hiringthing.com/job-application-statistics) ## Choosing the right recruitment model for a difficult-to-hire role When you ask **Can a recruitment agency help me fill a difficult-to-hire position?** the hidden question is usually about ownership. Who is accountable for deliverables, how much time is invested, and how the agency protects your brand and process? Recruitment agencies typically offer different engagement models. Here is how we think about the decision in 2026. ### Exclusive recruitment (single focus, strong candidate protection) Exclusive means we focus on your role as the priority assignment. This can be helpful when the role is genuinely niche, or when you want higher-quality shortlists and brand protection. If you are hiring for a role where candidate sensitivity matters, exclusive recruitment often performs well because it reduces confusion and speeds up the work. ### Contingent recruitment (wider agency support, shared activity) Contingent recruitment is often chosen when you want access to more activity across agencies. We can also work with multiple agencies to access a wider pool, and some screening is completed by your in-house team. ### Retained recruitment (headhunting with staged effort) Retained recruitment is a serious commitment. It’s designed for roles where you cannot afford to “try a bit” and hope it works. Our retained option is pay-as-you-go, with an upfront fee and staged payments for shortlisted candidates, plus thorough headhunting. ### Temporary or contract recruitment (when you need flexibility fast) Sometimes the difficult-to-hire position is difficult because you cannot wait. In those cases, temporary placements can stabilise delivery while you continue the search for a permanent match. If you need a baseline plan, start with your resourcing gap. **If you’ve got a Q2 resourcing gap, now is the right time to have that conversation.** **Helpful next step:** review the options in recruitment solutions, then tell us what “success” looks like for your role, for example timeline, salary band, and what skills must be proven. ## When RPO makes the most sense for ongoing hard-to-fill hiring If your difficult-to-hire problem is recurring, you may not need one-off support. You may need an operating model. That is where Recruitment Process Outsourcing (RPO) helps. It is a strategic business partnership where an employer transfers all or part of its recruitment processes to an external provider. With RPO, you move away from reactive hiring and create proactive talent pipelines. In 2026, that shift matters because skilled candidates do not wait for “later”. - **Enterprise RPO:** full-scale, long-term recruitment partnerships. - **Project (On-Demand) RPO:** flexible, short-term support for hiring spikes. - **Function-Based RPO:** focused recruitment for a specific department or function. We often see Wiltshire and Bath employers benefit when hiring demand keeps returning, because the agency can build a repeatable pipeline strategy rather than starting from zero each time. If you want to understand the approach, read [what is recruitment RPO](https://cmdrecruitment.com/what-is-recruitment-rpo) and then map it to your hiring calendar. ## Specialist hiring needs specialist sourcing (engineering, IT, HR, defence) “Difficult-to-hire” rarely means one universal issue. The constraints differ by discipline, and the candidate pool behaves differently based on what the role actually requires. That is why specialist teams matter. For example, engineering recruitment in the South-West is not the same job as HR recruitment, and IT hiring comes with its own screening realities. Below are a few examples of specialist routes you can take, depending on the role you are trying to fill. ![aerospace Sector](https://outgoing-oyster-428.convex.cloud/api/storage/ad2ed122-9e8f-49d7-ae14-69c0ca2fb6a7) **Defence and civilian support functions:** if your difficult-to-hire position sits within defence, you need expertise in specialist technical engineering, cyber security, policy and strategy, and compliance-related screening. We do this through [defence recruitment](https://cmdrecruitment.com/defence-recruitment) designed to source hard-to-reach talent. [ ![Salary Ranges for Engineering Roles](https://outgoing-oyster-428.convex.cloud/api/storage/f6cb376f-c5fe-4e52-8b10-04e164d2263f) ](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) **Engineering across Wiltshire and Bath:** engineering hiring often fails because employers assume salary bands and candidate expectations are stable. They aren’t. We guide around employer expectations and salary ranges on [engineering recruitment South West](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west). [ ![Salary Ranges for IT Roles](https://outgoing-oyster-428.convex.cloud/api/storage/62daf05c-f62e-47f0-9bd3-a978ed36a55e) ](https://cmdrecruitment.com/disciplines/it) **IT and specialist technical roles:** IT candidates respond to clarity. They want to know the tech stack, the scope, and the path to impact. Our IT process is built for these expectations on [our IT recruitment](https://cmdrecruitment.com/disciplines/it) pages. **HR roles with confidentiality requirements:** if the difficult-to-hire position is in HR, data handling and ethics matter. We specialise in HR staffing for permanent, interim, and temporary contracts on [our HR recruitment](https://cmdrecruitment.com/disciplines/hr). ## How to tell if an agency can fill your role, not just market itself This is the part where most hiring managers lose time. They meet with an agency, like the sales conversation, then discover later that the process did not match the role. So, when you ask **Can a recruitment agency help me fill a difficult-to-hire position?** use these checks in your first conversations. ### 1) Ask what sourcing looks like, day by day You want to understand how candidates are identified and engaged. A strong agency will explain outbound sourcing and screening, not just job posting. ### 2) Confirm the shortlisting criteria For difficult-to-hire roles, “fit” is measurable. Ask for the selection framework and how you’ll get candidate visibility early enough to make decisions. ### 3) Speed is a process, not a promise Ask what the agency does to keep momentum, for example interview scheduling, feedback timelines, and candidate communication. If your hiring process takes 8 weeks, the best candidates are gone in 5, so you need a plan designed for speed. ### 4) Check the candidate experience In 2026, candidates compare processes as much as employers compare candidates. If your process is slow, or your communications are unclear, you’ll struggle to recruit even when the salary is competitive. ### 5) Make sure the agency understands company culture Finding candidates who align with company values helps organisations build stronger, more cohesive teams. Company culture must be lived, not just declared, consistency between values and behaviours is vital. Did You Know? Only 0.5% of applicants are ultimately hired. Source: [National University](https://www.nu.edu/blog/67-hiring-statistics/) ## Using EVP and interviews to protect fit (so you don’t pay twice) Here’s the cost you feel after the “successful” hire. If the candidate was technically capable but not the right behavioural fit, your process repeats itself. That is why your **Employer Value Proposition (EVP)** matters. If you want to stand out in your sector and bring awareness to what you offer, it’s essential that you get to grips with your EVP. We also recommend tightening interview approaches for difficult-to-hire positions. You don’t need to predict every question, but by preparing for the most common ones, you’ll be ready to adapt your answers on the spot. If you want practical help with interview thinking, our library includes resources like: - values-based interview questions and sample answers - building your EVP to stand out - how to answer what motivates you - why culture is lived, not just declared Done properly, this improves cultural fit, and it reduces the risk that your difficult-to-hire position becomes a difficult-to-retain role. ## Local reach in Wiltshire and Bath, plus flexible delivery when you need it If your hiring challenge is based in Wiltshire and Bath, your time matters even more. You don’t want to wait while national processes send the wrong candidates, or while generic messaging fails to answer the questions candidates are actually asking. We are a large and established recruitment partner covering Wiltshire and the South-West, and **our results speak for themselves**, and our years of dedication mean we are now the go-to employment agency in the South-West. Whether you are an SME or a FTSE 100 company, our enthusiastic and passionate team will work hard to find you just the right candidate. That matters when your difficult-to-hire position needs both specialist sourcing and reliable process management. If you want to explore how we work with clients across permanent, temporary, and contract recruitment, see [clients](https://cmdrecruitment.com/clients). ## How much does it cost to use a recruitment agency for a difficult-to-hire role? Cost depends on what you choose, the level of specialism, and the urgency of the role. For example, a retained search will look different from exclusive or contingent recruitment. But the question you should ask is not “what’s the fee”. It’s “what is the cost of getting it wrong”. - **Time cost:** every week without the hire impacts delivery and team load. - **Cost of bad hire:** mistakes can quickly become expensive operationally, not just financially. - **Recruitment repeat:** if a hire fails, you restart the process, and that is avoidable with better fit screening. If you want to ground the decision, start with cost of bad hire. If you want something more local and practical, use the 2026 Wiltshire true cost of hire calculator to estimate what the wrong hire could really mean for your business. **One more practical note:** if you are relying on job boards and waiting for applications to arrive, consider whether they are delivering candidates you can hire. We explain why job boards don’t deliver candidates consistently on when job boards don’t deliver candidates. ![Agencies Source Better Hires — data from HiringThing](https://outgoing-oyster-428.convex.cloud/api/storage/ad181162-9fc8-4026-88ae-0bb0e6594760) Sourced candidates are five times more likely to be hired than people who apply online. ## Conclusion **Can a recruitment agency help me fill a difficult-to-hire position?** Yes, particularly in 2026, when skilled candidates are harder to source and slower processes make good people move on. The best results come when you choose the right recruitment model, use specialist sourcing and screening, and protect fit through EVP and values-based interviewing. If you want a recruitment partner with a proven track record, combined 150 years of industry experience, and the local knowledge to support hiring across Wiltshire and Bath, we are ready to help you build a realistic plan and fill your difficult-to-hire position without wasting weeks. ## Frequently Asked Questions ### Can a recruitment agency help me fill a difficult-to-hire position if we have tried job boards already? Yes. In 2026, job boards can create volume but not always the right conversion, while agencies can run outbound sourcing that targets the candidates who match your difficult-to-hire position. This is exactly where **can a recruitment agency help me fill a difficult-to-hire position?** becomes practical, because you are no longer waiting for inbound applicants. ### How do I know which recruitment model is best for a difficult-to-hire role in 2026, exclusive vs retained vs contingent? Start by asking what level of effort the agency will commit and how quickly they will deliver shortlists. Exclusive is often best when you want focus and brand protection, retained suits searches where you cannot afford delays, and contingent can work when you need broader activity, but it may require more coordination on your side. ### Will a recruitment agency find candidates faster for specialist roles like IT, engineering, or defence in 2026? It can, because agencies typically specialise in sourcing and screening for your specific discipline, not generic hiring activity. If your difficult-to-hire position sits in a specialist talent pool, the right process and specialist screening can reduce time-to-shortlist and improve hire quality. ### Is RPO worth it if we keep facing a resourcing gap for hard-to-fill roles? RPO is often worth it when the problem is recurring, not one-off. Instead of repeatedly restarting hiring for each difficult-to-hire position, an RPO partner builds proactive pipelines and manages recruitment processes as an ongoing solution in 2026. ### What should we prepare before we ask, “Can a recruitment agency help me fill a difficult-to-hire position?” Prepare your success criteria, including must-have skills, deal-breaker experience, salary expectations, and what behaviours matter most. You should also clarify your timeline so the agency can run a process that respects candidate availability for your difficult-to-hire position. ### How do recruitment agencies assess cultural fit without wasting time or turning interviews into guesswork? They use structured screening and values-based interview questions to test alignment, not assumptions. That lets you protect cultural fit for your difficult-to-hire position while keeping the interview process efficient and consistent, which is essential when candidates can choose other offers quickly. **Categories:** Uncategorized --- ### [Which recruitment agency should I use to find qualified candidates for an open role? (2026 guide for employers)](https://cmdrecruitment.com/which-recruitment-agency-should-i-use-to-find-qualified-candidates) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** If you are wondering **which recruitment agency should I use to find qualified candidates for an open role?**, start with this reality: **90%** of hiring managers report difficulty sourcing skilled candidates. In 2026, that sourcing pressure makes your choice of agency less about “posting the job” and more about how reliably they can shortlist, screen, and present candidates who actually fit. ## Key Takeaways **Decision****What to look for in 2026**Use an agency when time mattersAsk how they shorten the journey from vacancy to shortlist, and what pre-screening they do before you even see CVs.Match the agency to your disciplineConfirm they recruit in your specific area, for example IT roles or design and creative roles, not “generalist only”.Check how they assess cultural fitLook for values-led methods, because “cultural fit” is about consistent behaviours, not just keywords.Demand a clear selection processIn 2026, you want an approach to applicant screening you can explain internally.Evaluate how they represent your EVPYour Employer Value Proposition (EVP) should be understood and communicated clearly, not guessed.Protect against poor candidate journeysAsk how they manage candidate communication and keep candidates engaged through offer and onboarding.Choose local strength where it mattersIf you operate around the South-West, ask what local knowledge their consultants bring to your search.- **If you are still deciding:** review why employers use recruitment agencies at all, and where they can go wrong. (See [recruitment agencies, why use them](https://cmdrecruitment.com/recruitment-agencies-why-use-them).) - **Match services to your hiring need:** confirm whether you need permanent, retained, contingent, or temporary support. (Start at [our recruitment services](https://cmdrecruitment.com/our-recruitment-services).) - **If you hire in specialist sectors:** check the process for your discipline first, for example [IT recruitment](https://cmdrecruitment.com/disciplines/it) or [design recruitment](https://cmdrecruitment.com/disciplines/design). *Quick Answer:* the best recruitment partner in 2026 is the one that can (1) screen properly before you invest time, (2) source qualified candidates for your discipline, (3) represent your EVP and values consistently, and (4) run a selection process you can trust from shortlist to offer. ![The right agency pays for itself — data from National University](https://outgoing-oyster-428.convex.cloud/api/storage/cf800461-1ab8-462a-aa2f-d6d95c550ae9) Top recruitment agencies deliver outsized returns for employers filling open roles. ## Start with the real question: Which recruitment agency should I use to find qualified candidates for an open role? Because **which recruitment agency should I use to find qualified candidates for an open role?** is not a “where do I find CVs?” question. It is a “how do I reduce risk and speed up decisions?” question. So, before you call any agency, get clear on what “qualified” means for you. In most businesses, it comes down to a combination of: - **Role competence:** evidence they can do the work, not just job titles. - **Experience relevance:** similar tools, processes, client types, or environments. - **Behaviour and values:** how they work day-to-day and whether that matches your team. - **Commercial readiness:** can they communicate, collaborate, and deliver outputs on time. Recruitment works best when the agency understands your vacancy deeply enough to filter early. That is why we emphasise that recruitment agencies connect candidates and employers, streamline hiring, provide insider insights, and simplify the job search or hiring process. If you want the employer-focused version, read [recruitment agencies, why use them](https://cmdrecruitment.com/recruitment-agencies-why-use-them). ## Look for a proven recruitment process, not just candidate volume When you are choosing **which recruitment agency should I use to find qualified candidates for an open role?**, ask one practical question: “What happens between my job description and my shortlist?” If an agency cannot describe their screening and selection steps in plain English, you are taking a gamble. In 2026, many businesses are also dealing with candidate drop-off during long application processes, which is exactly why a more direct, guided agency journey matters. From an employer perspective, the process should include: 1. **Vacancy intake and clarity:** responsibilities, must-have experience, and non-negotiable behaviours. 2. **Pre-screening:** suitability checks before candidates ever reach your inbox. 3. **Shortlisting:** a shortlist you can review with confidence, not a flood of CVs. 4. **Interview support:** guidance around what to look for, including values-based interview structure. 5. **Offer and close:** help managing candidate questions and next steps. Did You Know? 5x more likely to hire a sourced (outbound) candidate than someone who applies via a portal. Source: [HiringThing](https://blog.hiringthing.com/job-application-statistics) ## Choose an agency model that matches your hiring urgency and risk tolerance Not every vacancy needs the same approach. That is why “best agency” depends on how quickly you need people and how much risk you can afford. In our own services, we support multiple hiring models, including permanent placements, exclusive, contingent, retained, and temporary placements. If you are deciding **which recruitment agency should I use to find qualified candidates for an open role?**, make sure the agency can match you to the right engagement. Here is a simple way to align your needs: **Your situation****What to ask the agency****Why it matters in 2026**You need someone fastWhat is your expected shortlist timeline, and what pre-screening happens before submission?Time-to-fill pressure reduces your ability to “trial and error”.You have niche requirementsHow do you source in the specific discipline, and how do you test suitability?Specialist pipelines reduce wasted reviews.You want a high-touch searchDo you offer retained or exclusive recruitment, and what ownership do you take in the process?Clear ownership protects you from delays.You need flexibilityDo you support temporary placements and industrial or commercial hiring where relevant?Flexible hiring continues to win in 2026.If you want a structured starting point, explore [our recruitment services](https://cmdrecruitment.com/our-recruitment-services) and decide which model fits your vacancy. ## Match the agency to your discipline, especially for IT and design roles One of the biggest mistakes employers make is picking **which recruitment agency should I use to find qualified candidates for an open role?** based only on location or general reputation. You should pick based on discipline knowledge and the selection process built for that market. For example, IT recruitment is different from general hiring. You need consultants who understand the employer expectations, salary ranges for IT roles, and the IT recruitment selection process. If you hire for IT, start with [IT recruitment](https://cmdrecruitment.com/disciplines/it) and look for a clear approach to applicant screening and sourcing. [ ![Skilled and Diverse Talent Pools for the IT Industry](https://outgoing-oyster-428.convex.cloud/api/storage/66f167fa-e4bf-436d-9f66-bcaa61c54802) ](https://cmdrecruitment.com/disciplines/it) Design and creative roles also require an employer-focused understanding of what recruiters and hiring managers look for in designers and creatives, plus what good looks like in the selection process. If that is your discipline, read [design recruitment](https://cmdrecruitment.com/disciplines/design) and confirm how they recruit for the creative side of your sector. [ ![What Are Employers Looking For in Designers and Creatives?](https://outgoing-oyster-428.convex.cloud/api/storage/048d4255-8115-4875-8681-51e1d49f8bba) ](https://cmdrecruitment.com/disciplines/design) Why does this matter? Because a discipline-aware agency can shortlist based on real suitability, not guesswork. That is the difference between “we sent you some CVs” and “we found qualified candidates”. ## Use recruitment agencies that respect candidate experience, not just your schedule Here is the uncomfortable truth: you can shortlist candidates quickly and still lose them if your hiring approach is slow, unclear, or frustrating. Candidate experience is not a “nice to have” in 2026, it is part of whether your open role gets filled. So ask candidates experience questions. For example: - **How will you communicate with candidates?** Clear, timely updates and a respectful process. - **How do you manage candidate expectations?** So candidates understand what the role actually is. - **How do you support offer acceptance?** What happens after you shortlist, and who stays involved? - **How do you screen against time-wasters?** You do not want endless interviews with unsuitable candidates. In our values-based approach to hiring, we focus on what helps candidates succeed and what helps teams stay cohesive. Finding candidates who align with company values helps organisations build stronger, more cohesive teams. If culture is important in your business, this should be visible in how your agency prepares people for interviews and how they structure questioning. For help with values and interview preparation, you can refer to our values-based interview questions and sample answers. It gives you a clear sense of how values-based assessment should sound and what you can expect in practice. ## Confirm they understand your EVP, because job titles do not win candidates When you are deciding **which recruitment agency should I use to find qualified candidates for an open role?**, your EVP matters because candidates decide based on meaning, not just requirements. If the agency “sells the role” without understanding your EVP, you end up with misaligned expectations. That increases churn through the process, and it makes your final shortlist less trustworthy. Here is how to test whether the agency actually gets your EVP: 1. **Ask them to restate your EVP back to you.** If they cannot do it clearly, they are guessing. 2. **Ask how they will position your values in the process.** “Lived, not just declared” should show up in how they prepare candidates and guide interviews. 3. **Ask how they handle candidate questions.** Candidates want concrete answers about working reality, not generic promises. 4. **Ask what they do when a candidate seems unsuitable.** Good recruitment is honest early, not late. > “Company culture must be lived, not just declared, consistency between values and behaviours is vital.” If you need to build or refine your EVP before you brief an agency, our guide on building your Employer Value Proposition (EVP) will help you define what candidates should believe about your workplace. Did You Know? 90% of companies missed their hiring goals in 2026, highlighting systemic challenges for in-house teams. Source: [GoodTime](https://goodtime.io/blog/talent-operations/hiring-statistics/) ## Why local knowledge plus specialist screening is a strong combo Local context can matter, especially when you need candidates who understand the region, the market, and the working style. If your vacancy is based around **Wiltshire and Bath**, you should ask what local knowledge the agency actually uses when sourcing and shortlisting. At CMD Recruitment, we are proud of our position as a premier independent employment agency in the South-West, and our goal is to be the go-to recruitment solution for employers who want a reliable pipeline of qualified candidates. If you want to see what this looks like in practice for specific areas, you can review our [recruitment agency in Swindon](https://cmdrecruitment.com/contact/recruitment-agency-swindon) page. It outlines how we recruit at all levels, from entry-level positions to executive roles, and why we are trusted locally. And if you are hiring right now, you can also view how we present current opportunities and what job search tips we share on our [jobs](https://cmdrecruitment.com/jobs) page. It helps you understand how candidates experience the process before they speak to an agency. [ ![Swindon office office](https://outgoing-oyster-428.convex.cloud/api/storage/d7c6d429-d68e-43e6-be8b-c34141845796) ](https://cmdrecruitment.com/contact/recruitment-agency-swindon) ## How to interview recruitment agencies (so you pick the right one in 2026) Most employers ask for a quote too early. The better approach is to ask structured questions first, so you can judge capability before you talk budget. Use this short interview script when you are still deciding **which recruitment agency should I use to find qualified candidates for an open role?**: ### 1) Sourcing and shortlisting - How do you source qualified candidates for this specific discipline? - What does pre-screening include, and what do you measure during screening? - What does a strong shortlist look like in your process? ### 2) Screening and values - How do you assess cultural fit, not just skills? - What values-based interview structure do you recommend for hiring managers? - How do you handle “motivations” in interviews without it becoming generic? If you want examples of how to answer motivation-based questions, our how to answer “what motivates you” guide gives you a practical sense of what good interviewing looks like. ### 3) Timeline, communication, and accountability - What is your expected timeline to shortlist, and what updates will you send? - Who owns each stage of the process, who will you involve, and when? - What happens if you are not hitting agreed outcomes? ### 4) Candidate safety and scam awareness - How do you contact candidates, and how do you prevent confusion around recruitment scams? - Do you have an approach to stopping WhatsApp and Telegram recruitment scams from undermining trust? Good recruitment is about trust. An agency that is clear about how they communicate protects both sides. ## Conclusion So, **which recruitment agency should I use to find qualified candidates for an open role?** In 2026, the answer is the agency that can explain a reliable selection process, pre-screen candidates properly, and shortlist people who truly fit your role, values, and working reality. When they understand your EVP, respect candidate experience, and match the engagement model to your urgency, your hiring process becomes faster and far less risky. If you want a practical starting point, begin with why agencies matter for employers ([recruitment agencies, why use them](https://cmdrecruitment.com/recruitment-agencies-why-use-them)), confirm the services model that fits your vacancy ([our recruitment services](https://cmdrecruitment.com/our-recruitment-services)), and choose a discipline page that proves they understand your market ([IT](https://cmdrecruitment.com/disciplines/it) or [design](https://cmdrecruitment.com/disciplines/design)). ## Frequently Asked Questions ### Which recruitment agency should I use to find qualified candidates for an open role if I have a tight deadline in 2026? Choose the recruitment partner that can clearly explain pre-screening and shortlist timelines, then commit to transparent communication. The right approach helps you move faster without sacrificing suitability, which is exactly what you need when your decision window is tight in 2026. ### Should I use a recruitment agency or hire internally to find qualified candidates for an open role in 2026? It depends on your team’s capacity and how specialist the role is, but 2026 has shown that many companies struggle to meet hiring goals. If you need qualified candidates reliably, a recruitment agency can add sourcing coverage and a structured selection process without overloading your internal team. ### How do I know a recruitment agency is actually finding qualified candidates, not just sending CVs? Ask what happens between your job description and the shortlist, and require proof of pre-screening and suitability checks. A strong agency should explain their process and help you make confident decisions, so the shortlist reflects real role fit. ### What should I look for in a recruitment agency if my open role is in IT? Look for IT recruitment that outlines employer expectations, salary ranges for IT roles, and an IT recruitment selection process with a clear approach to applicant screening. That discipline focus helps the agency source qualified candidates who match your technical and behavioural needs. ### Can recruitment agencies help with cultural fit, or is it just about skills? Qualified candidates should align with both competence and behaviours, and recruitment agencies can support cultural fit through values-based interview preparation. When culture is lived, not just declared, consistency between values and behaviours becomes a screening tool, not a buzzword. ### Which recruitment agency should I use to find qualified candidates if I want help selling my Employer Value Proposition (EVP)? Use an agency that can restate your EVP clearly and show how they position it through the recruitment journey. When they understand your EVP, they represent your workplace accurately, which improves candidate engagement and reduces expectation mismatch in 2026. ### Are recruitment agencies worth it for temporary or contract roles in 2026? Yes, when you need flexible hiring and a fast, curated shortlist rather than long internal cycles. A recruitment agency can support temporary placements with structured screening so you get qualified candidates ready to perform quickly. **Categories:** Uncategorized --- ### [Cyber-Resilience Hiring for South West SMEs (2026): The Practical Guide to Getting the Right People](https://cmdrecruitment.com/cyber-resilience-hiring-for-south-west-smes-2026) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** **Cyber-Resilience Hiring for South West SMEs** is now a real board-level topic, not a back-office IT issue. In 2026, you are not just hiring “a security person”, you are building a team that can prevent, detect, and recover while still keeping day-to-day operations moving. ## Key Takeaways **Quick Answer**Cyber resilience hiring for SMEs works best when you map responsibilities to role types, then recruit using consistent evaluation, structured interviews, and a clear EVP.- **Don’t narrow the search too early:** South West cyber-resilience hiring spans technical, risk, finance, and governance roles, not only cybersecurity engineers. - **Start with role clarity:** define outcomes (reduce exposure, respond fast, audit properly) and then write job specs around them. - **Hire for employer expectations:** candidates need clarity on scope, tools, and autonomy, not vague “security responsibilities”. - **Use interview support:** prep questions that test judgment under pressure, not just buzzwords (see values-based interview questions sample answers). - **Make culture measurable:** company culture must be *lived, not just declared* (see why culture is decisive for hiring). - **Plan budget realistically:** factor in onboarding time and management effort using the [2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator). **Common questions you might be asking in 2026:** - **Q: What roles do South West SMEs need for cyber resilience in 2026?** A: Typically a mix of IT security, incident response capability, risk and compliance, plus operational ownership from IT, finance, and leadership. - **Q: Should I hire one “cybersecurity lead” first?** A: Sometimes, but you usually need a role map. If your gap is response readiness, the first hire may be incident-focused rather than pure prevention. - **Q: How do you avoid hiring the wrong personality?** A: Align interviews with your values and ask questions that reveal how candidates act under real constraints (resources, time, pressure). ![Cyber-resilience spans ~20 distinct role types — data from cmdrecruitment.com](https://outgoing-oyster-428.convex.cloud/api/storage/c8a25c9e-ee27-4c12-a70d-b2b2d3920c2c) South West SMEs face a surprisingly broad cyber-resilience hiring landscape across many disciplines. ## Why Cyber-Resilience Hiring for South West SMEs Is Different in 2026 Why do employers struggle with **Cyber-Resilience Hiring for South West SMEs** in 2026? Because many hiring plans start with a job title, not a set of outcomes. In reality, resilience is multi-layered. You need prevention controls, monitoring, incident response, evidence gathering, vendor oversight, and recovery planning. Each part touches different stakeholders, and your hiring choices will either strengthen that system or leave gaps that attackers exploit. We also see a second pattern in the South-West. Teams expect the cyber function to move like a large enterprise team, while budgets and capacity stay SME-sized. That mismatch is where you can end up with “the wrong hire”, even if the candidate has great technical credentials. ### Quick role-to-outcome mapping (a fast starting point) 1. **Reduce exposure:** patching discipline, secure configuration, access controls. 2. **Detect issues:** monitoring, alert quality, escalation pathways. 3. **Respond and recover:** incident playbooks, tabletop practice, backups and restoration testing. 4. **Prove compliance:** audit-ready evidence, policies that are actually used, vendor checks. Once you align the outcomes, you can hire for capability and judgement, not just for keywords on a CV. ## Build Your Cyber-Resilience Role Map Before You Advertise If you are planning **Cyber-Resilience Hiring for South West SMEs**, ask yourself this first. What do you need most right now, prevention, detection, incident response, or governance and evidence? We find that SMEs get better outcomes when they treat hiring as workforce planning. Instead of “we need a security analyst”, you decide what your system requires, then identify the closest role type for the first hire. ### Role map prompts you can use internally - **Where do incidents start for you?** Email phishing, third-party access, exposed services, or misconfigurations. - **Who will declare an incident?** Leadership involvement matters, especially in SMEs where decisions move fast. - **Who owns evidence?** If you cannot produce documentation, audits become stressful and expensive. - **How will you train people?** Resilience is also behavioural, your controls need adoption. To keep your plan grounded in real hiring practice, it helps to borrow structure from established technical and IT recruitment. For example, our [IT recruitment approach](https://cmdrecruitment.com/disciplines/it) is built around essential skills for each role and clear guidance for interviews, which you can adapt for cyber-resilience hiring. ## Interviewing for Cyber Resilience: Test Judgment, Not Just Knowledge When you recruit for **Cyber-Resilience Hiring for South West SMEs**, the interview should answer one question. How will this person behave when the environment is messy, deadlines are real, and the impact is unclear? Many candidates can explain concepts. Fewer can show disciplined decision-making when trade-offs exist, for example, when a system is under suspicion but you still need the business running. ### What to assess in 2026 interviews 1. **Clarity under pressure:** can they describe how they triage, communicate, and escalate? 2. **Evidence mindset:** do they talk about logs, documentation, and repeatable processes? 3. **Ownership:** can they drive actions without waiting for perfect information? 4. **Learning loops:** do they reflect on incidents and improve controls, not just “close the ticket”? In our experience, structured preparation improves both quality and fairness. You do not need to predict every question, but preparing for the most common ones helps you adapt on the spot, especially when candidates answer differently than expected. If you want a practical way to build interview content around values and behaviours, use values-based interview questions sample answers to keep your process consistent across multiple interviewers. ## Employer Value Proposition (EVP) for Cyber Candidates in the South West Here is a simple hiring truth. If you want to stand out in your sector and bring awareness to what you offer, it’s essential that you get to grips with your EVP. That is especially true for **Cyber-Resilience Hiring for South West SMEs**, because strong cyber candidates can compare multiple opportunities, including hybrid roles and larger organisations with wider tooling. ### What cyber candidates expect to see in 2026 - **Scope you will actually support:** what tools you have, what you are planning, and how much autonomy the role has. - **Realistic workload:** whether the role is on-call, how incidents are handled, and how time is protected. - **Clear decision rights:** who signs off changes, who approves vendor spend, and who can escalate quickly. - **Growth and feedback:** how you handle learning, training, and continuous improvement. We also advise linking your EVP to team behaviours. **Company culture must be lived, not just declared**. Consistency between values and behaviours is vital, because resilience depends on trust across the whole business, not only within IT. If you want to strengthen your EVP, use building your Employer Value Proposition (EVP) to stand out as your planning checklist. ## Hiring Beyond IT: The Cyber-Resilience Team Often Includes Finance and Operations Why include non-IT roles in **Cyber-Resilience Hiring for South West SMEs**? Because resilience is an operating system, not a single department function. In SMEs, finance, operations, and leadership often decide how fast you can respond, whether suppliers are onboarded properly, and what budget gets allocated to controls. That means cyber resilience hiring can include finance-aware roles, IT governance, and operational risk ownership. ### Where finance and accountancy talent can help If you need evidence, controls, and audit readiness, the same discipline that strong finance teams apply to reporting can strengthen resilience outcomes. - **Evidence and documentation:** candidates who understand governance processes can help you build audit-ready systems. - **Cost control without corners:** finance input reduces “panic spend” during incidents. - **Supplier and contract oversight:** finance often holds the keys to vendor terms and responsibilities. We have worked with employers across the South-West using specialist recruitment in finance and accountancy. If you are exploring related hiring pathways, see [finance recruitment South West](https://cmdrecruitment.com/disciplines/finance-recruitment-south-west) and [accountancy recruitment South West](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west) for the way we approach employer expectations and role clarity. ## How South West SMEs Can Move Faster in 2026 (Without Cutting Corners) If you are trying to fill roles quickly, your timeline matters. A good team does not always appear because you published a vacancy. In 2026, flexible resourcing is becoming a practical bridge for SMEs that cannot wait for the “perfect” permanent hire. If your gap is urgent, you may use interim capacity to build resilience fundamentals while you recruit permanently. We have a point of view here, captured in the temp surge, why flexible hiring is winning in 2026. The key is not whether flexible hiring exists, it’s whether you use it to improve readiness, then convert to stable capability. ### A simple 3-step acceleration plan 1. **Stabilise essentials:** incident reporting route, access review cycle, and backups verification. 2. **Build your interview pipeline:** structured scoring and consistent question sets across interviewers. 3. **Recruit for long-term ownership:** when you hire permanently, select people who can run the system, not only assist during crises. And if you have a Q2 resourcing gap, now is the right time to have that conversation, because cyber-resilience hiring needs lead time for outreach, interview scheduling, and reference checks. ## Budgeting and the True Cost of Hiring Cyber-Resilience Roles Budgeting is where **Cyber-Resilience Hiring for South West SMEs** can derail. You think you are paying a salary, then you discover management time, onboarding effort, and process work that consumes capacity. That is why we recommend planning for the hidden costs. The [2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) helps you estimate more than pay, it includes onboarding and the management time you will actually spend. ### Example budget planning scenarios (practical, not theoretical) ScenarioWhat you are really buyingHiring approach**Permanent hire first**Ownership, repeatable processes, incident playbook disciplineMap role outcomes, then recruit using consistent interview scoring**Flexible bridge then convert**Urgent readiness, faster coverage, internal enablementUse interim capacity while you run permanent search properly**Distributed ownership across functions**Evidence, governance, adoption, operational responseRecruit for cross-functional roles, not only one security specialistOnce you understand true cost, your hiring plan becomes realistic, and you can avoid the classic cycle of hiring, onboarding strain, then another churn-driven vacancy. ## Using a South West Recruitment Partner for Cyber-Resilience Hiring If you want **Cyber-Resilience Hiring for South West SMEs** to land well, you need more than CVs. You need a partner who understands employer expectations, can shortlist properly, and can support your interview approach. As a premier independent employment agency covering Wiltshire and Bath, we bring a proven track record in specialist recruitment and we work with employers to connect the right capability with the right culture. ### Why our approach helps for cyber-resilience hiring - **Specialist discipline knowledge:** we recruit across IT and other relevant functions so your role map matches real talent. - **Structured screening:** guidance to help you evaluate candidates fairly and consistently. - **Employer expectations:** clarity on salary ranges, scope, and what “good” looks like in the role. - **Culture alignment:** we look for candidates who align with values, because cultural fit improves resilience behaviours. When it comes to building your hiring plan, it also helps to start local. If you are hiring for Wiltshire employers, you can also explore our Wiltshire employer directory, it gives useful context for how different organisations position themselves as employers: [The Wiltshire Employer Directory 2026](https://cmdrecruitment.com/the-2026-wiltshire-employer-directory-top-100-companies-to-work-for). ## Conclusion: A Hiring Plan That Builds Real Cyber Resilience in 2026 **Cyber-Resilience Hiring for South West SMEs** works when you move from job titles to outcomes, build a role map that reflects your operating reality, and interview for judgment under pressure. In 2026, the SMEs that win are the ones that hire for ownership, align their EVP with what candidates need to understand, and budget for the true cost of onboarding. If you want help getting the right people into the right roles across Wiltshire and Bath, we are here as a go-to recruitment solution. With over 150 years of combined industry experience, CMD is a recruitment agency with a proven track record. ## Frequently Asked Questions ### What roles should we consider for Cyber-Resilience Hiring for South West SMEs in 2026? Cyber resilience hiring for South West SMEs typically spans IT security capability, incident response readiness, and governance ownership. In 2026, many teams also benefit from finance and operational roles that support evidence, supplier oversight, and adoption of controls. ### Should a South West SME hire one cybersecurity person or a whole team? If your biggest gap is response readiness or audit evidence, one hire can help, but it rarely solves everything by itself. The best Cyber-Resilience Hiring for South West SMEs approach starts with outcomes first, then decides whether one strong owner role is enough or whether you need distributed coverage. ### How do we interview for cyber resilience without relying on technical jargon? In Cyber-Resilience Hiring for South West SMEs, focus your questions on decision-making, triage, escalation, and evidence habits. Candidates will show how they work when you ask about real scenarios and how they behave under time pressure. ### What should be included in our EVP for cyber-resilience roles? Your EVP should explain scope, decision rights, workload expectations, and what tools and support the role will have. For Cyber-Resilience Hiring for South West SMEs in 2026, clarity reduces churn and helps candidates self-select accurately. ### Is flexible hiring worth it for cyber resilience in 2026? Flexible capacity can be worth it when you need immediate readiness while you run a thorough permanent search. Used correctly, it supports Cyber-Resilience Hiring for South West SMEs by bridging resourcing gaps and enabling better long-term recruiting. ### How do we calculate the true cost of hiring cyber-resilience staff? Look beyond salary and account for onboarding time, management effort, and the operational disruption of bringing someone up to speed. Use the [2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) to model the full impact for your hiring plan. ### How can a recruitment partner help with Cyber-Resilience Hiring for South West SMEs? A specialist recruitment partner improves shortlist quality by aligning employer expectations with real talent capability and consistent screening. For Cyber-Resilience Hiring for South West SMEs, that also means supporting structured interviews and culture alignment so hires stick. **Categories:** Uncategorized --- ### [Compare Permanent vs Contract Hiring for Defence Engineering Teams: A Practical 2026 Guide](https://cmdrecruitment.com/compare-permanent-vs-contract-hiring-for-defence-engineering-teams) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** When you need to compare permanent vs contract hiring for defence engineering teams, the stakes are far higher than in most other industries. The hidden cost of bringing on a mid-level defence engineer without a prior security clearance is estimated between $150,000 and $200,000 in lost billable revenue during the 6-to-12-month investigation wait alone, which means a single poor hiring decision can set an entire programme back by a significant margin. Understanding which model fits your operational needs, budget, and project timeline is not just a HR question; it is a strategic business decision. ## Key Takeaways QuestionAnswerIs permanent or contract hiring cheaper for defence teams?Permanent hiring typically has lower day-rates but higher long-term overhead. Contract hiring carries premium day-rates but reduces benefits, pension, and training costs.How long does security clearance take for new permanent hires?As of Q1 2026, Top Secret (Tier 5) clearances average 227 days to process, creating a significant time-to-value gap for permanent hires without existing clearances.When should defence firms choose contract over permanent?Contract hiring is best for short-duration programmes, specialist skills gaps, pre-cleared talent needs, and rapid team scaling requirements.Do cleared contractors earn more than permanent engineers?Yes. Security-cleared professionals earn a clearance premium of 25-30% more than non-cleared equivalents, which factors heavily into budget planning for both models.What is the trend in defence engineering hiring in 2026?78% of defence technology leaders plan to increase permanent headcount in the second half of 2026, though contract use remains strong for specialist and cleared roles.What is the biggest workforce challenge for defence engineering teams?Skills shortages in cleared AI and software engineering have caused significant project delays for 71% of technology leaders, making rapid access to talent critical regardless of hire type.Who can help source both permanent and contract defence engineers?Specialist defence engineering recruiters like [CMD Recruitment](https://cmdrecruitment.com) work across both hiring models to match teams with the right talent at the right time.## Understanding the Core Difference: Permanent vs Contract Hiring in Defence Engineering Before you can effectively compare permanent vs contract hiring for defence engineering teams, you need to define what each model actually means in this specific sector context. **Permanent hiring** means bringing an engineer onto your payroll with a full employment contract, benefits package, pension contributions, and long-term career expectations. The engineer becomes embedded in your organisation, builds institutional knowledge, and is developed as an asset over years. **Contract hiring** means engaging an engineer (often self-employed or through a limited company) for a defined project duration or statement of work. The engagement is time-bounded, the day-rate is higher, and the relationship ends when the project does unless renewed. In defence engineering, both models carry additional layers of complexity because of security clearances, export control compliance, programme classification levels, and the highly specialist nature of roles like systems engineering, electronic warfare, radar design, and propulsion development. ## When Permanent Hiring Is the Right Choice for Defence Engineering Teams There are clear scenarios where making a permanent hire outperforms contracting, particularly for long-horizon programmes. - **Long-duration programmes (5+ years):** Where continuity of knowledge and programme familiarity are critical to delivery quality. - **Roles requiring classified access over time:** Permanent staff justify the cost of clearance sponsorship because they will be in-post long enough to deliver a return. - **Team leadership and management:** Engineering directors, chief engineers, and programme managers tend to perform better as permanent employees with a stake in organisational success. - **Building internal IP and capability:** Where the work involves proprietary design, permanent staff reduce the risk of knowledge walking out the door at contract end. - **Graduate and early-career pipelines:** Investing in junior permanent hires builds the next generation of cleared, sector-experienced engineers for the organisation. The long-term ROI on a well-retained permanent engineer who has developed clearances, domain knowledge, and leadership capability can be substantial. However, this requires patience and a genuine retention strategy, which many defence firms currently underestimate. ## When Contract Hiring Gives Defence Engineering Teams the Edge Equally, there are situations where bringing in contract engineers is clearly the smarter operational move, and these situations occur frequently in the defence sector. - **Pre-cleared talent requirements:** When a programme cannot afford to wait six to nine months for clearance processing, a contractor who already holds the appropriate clearance level is immediately deployable. - **Niche technical skills:** Specialists in areas like directed energy systems, hypersonics, or quantum sensing are often only available in the contract market because the pool is too small to justify a permanent hire. - **Surge capacity for bid phases:** During competitive tendering periods, engineering teams need to scale fast and scale back without the long-term headcount obligation. - **Programme wind-down:** As programmes approach completion, reducing permanent headcount is legally complex and expensive. Contracts simply do not renew. - **Skills transfer:** Bringing in a senior contractor to mentor permanent junior staff is a cost-effective way to accelerate capability development. Only 42.6% of engineering graduates are considered job-ready for specialised defence-tech manufacturing roles, which means the experienced contractor market carries skills that the graduate pipeline simply cannot yet provide at scale in 2026. Did You Know? 78% of technology leaders in the defence sector plan to increase permanent headcount in the second half of 2026, compared to 66% who plan to use more contract professionals. Source: [Robert Half 2026 Demand for Skilled Talent Report](https://www.roberthalf.com/us/en/insights/research/data-reveals-which-technology-roles-are-in-highest-demand) ## Compare Permanent vs Contract Hiring Costs for Defence Engineering Teams Cost is inevitably central when you compare permanent vs contract hiring for defence engineering teams. But the full cost picture is rarely simple, and organisations that only look at salary versus day-rate consistently underestimate total expenditure on both sides. ### True Cost of a Permanent Defence Engineer Cost ItemTypical ImpactBase salaryCore cost, varies widely by seniority and clearance levelEmployer NI and pension contributionsTypically adds 20-25% on top of base salarySecurity clearance sponsorship$5,596+ for Tier 5, plus internal management timeLost billable revenue during clearance wait$150,000 to $200,000 for mid-level engineersTraining and onboardingHigh for graduates; lower for experienced lateral hiresRedundancy liability (if programme ends)Statutory plus contractual obligations### True Cost of a Contract Defence Engineer Cost ItemTypical ImpactDay-rate premium25-30% clearance premium on top of standard engineering market ratesRecruiter marginTypically 15-25% of contractor day-rate for specialist defence rolesNo pension or NI employer obligationSignificant saving versus permanent employmentImmediate deployment (if pre-cleared)Avoids the $150,000-$200,000 revenue gap on uncleared permanent hiresContract terminationClean exit; no redundancy liability beyond notice periodThe honest conclusion is that neither model is categorically cheaper. The most cost-effective choice depends on programme duration, clearance status of available candidates, and how quickly the team needs to be operational. ## The Security Clearance Factor When Comparing Permanent vs Contract Hiring Security clearance is the single most defining variable when you compare permanent vs contract hiring for defence engineering teams. No other sector has this constraint at the same level of operational consequence. For permanent hires who do not hold a clearance, your organisation carries the entire cost and duration of the investigation. For contractors who are already cleared, that cost has been borne by a previous employer and the engineer is deployable from day one. This creates a structural advantage for contract hiring in roles requiring immediate clearance access, while permanent hiring makes more sense once your internal pipeline of cleared staff is established and stable. Did You Know? Top Secret (Tier 5) security clearance processing times reached an average of 227 days (roughly 7.5 months) as of Q1 2026, despite modernisation efforts. Source: [ClearanceJobs Q1 2026 Update](https://news.clearancejobs.com/2026/03/19/how-long-does-it-take-to-get-a-clearance-q1-2026-update/) Seven and a half months of investigation time means a permanent hire without existing clearance effectively sits in a restricted capacity for over half a year. On a 36-month programme, that is nearly 20% of the delivery timeline lost before the individual is fully productive. This reality is reshaping how many defence engineering managers think about permanent vs contract hiring decisions at programme initiation, favouring pre-cleared contract talent for early phases and transitioning to permanent headcount as the programme matures. ## Retention, Attrition, and Why “Permanent” Is Not Always Permanent One of the most important nuances when you compare permanent vs contract hiring for defence engineering teams is recognising that permanent does not mean forever. The aerospace and defence industry attrition rate hit 15% in 2025, which is more than double the cross-industry average across the United States. Median tenure in defence-related machinery manufacturing has also dropped 21% over the last decade, from 6.2 years to just 5.0 years as of early 2026. In practical terms, a permanent hire today may well be a competitor’s employee within five years. This shift in permanent employee behaviour changes the financial case for investing heavily in clearance sponsorship and training for staff who may not remain long enough to deliver the expected return on that investment. It also raises the question of whether well-structured long-term contracts with experienced engineers might, in some cases, deliver more predictable project continuity than permanent headcount that is more mobile than previous generations. ### What Drives Defence Engineers Away from Permanent Roles - Compensation gaps versus the contract market, where cleared engineers can earn 25-30% more - Slower career progression in large hierarchical prime contractors - Limited exposure to diverse programmes versus the variety contractors enjoy - Programme cancellations creating uncertainty regardless of employment model - Recruitment outreach pressure (active Top Secret/SCI candidates receive approaches from an average of two recruiters per month) ## How to Compare Permanent vs Contract Hiring Based on Project Phase and Type A practical framework for comparing permanent vs contract hiring for defence engineering teams should be built around the specific phase and nature of the work, not a blanket policy preference. ### Concept and Design Phase High conceptual ambiguity means you need senior, experienced engineers quickly. Pre-cleared contract specialists in systems architecture, requirements management, and concept development deliver immediate value without the clearance wait. ### Development and Integration Phase As requirements stabilise and the engineering effort deepens, a mixed model works well. Permanent engineers who have been onboarded during concept phase are now cleared and embedded. Contract engineers provide specialist depth in areas like EMC, software integration, or safety assurance. ### Production and Sustaining Engineering Phase Longer-horizon, process-oriented work favours permanent staffing. The engineering challenges are well-defined, the team needs stability, and the cost of high day-rate contractors is harder to justify against predictable sustaining tasks. ### Programme Close-Out and Transition Contract engineers are ideal here. Headcount reduces naturally without redundancy cost, and specialist documentation or transition support roles can be filled briefly without long-term obligation. [ ![Permanent vs Contract hiring comparison for defence engineering teams: key differences, benefits, and considerations.](https://outgoing-oyster-428.convex.cloud/api/storage/d317ea22-19e0-4af3-b102-611f7469a2ca) ](https://outgoing-oyster-428.convex.cloud/api/storage/d317ea22-19e0-4af3-b102-611f7469a2ca)Permanent vs contract hiring for defence engineering teams, shown side-by-side with key differences in cost, agility, and impact. ## Building a Blended Workforce Strategy That Uses Both Models The most operationally resilient defence engineering teams in 2026 are not choosing between permanent and contract hiring; they are actively managing a blend of both, designed intentionally rather than assembled reactively. A blended strategy typically looks like this: 1. **A permanent core:** Programme leadership, key IP holders, cleared engineers in business-critical domains, and future capability leaders are permanent employees with structured development plans. 2. **A flexible contract layer:** Specialists, surge capacity, pre-cleared talent for fast-start projects, and niche technical skills are sourced from the contract market as needed. 3. **A conversion pipeline:** High-performing contractors who fit the organisation culturally and technically are offered permanent positions when the timing is right, reducing recruitment cost and retaining institutional knowledge. This model requires a recruitment partner who operates across both permanent and contract markets with genuine specialism in defence engineering, rather than a generalist agency that treats both as interchangeable. Working with [CMD Recruitment](https://cmdrecruitment.com/) gives you access to both talent pools through a single relationship that understands the sector’s unique constraints. ## The Demographic Pressure Adding Urgency to Both Hiring Models 29% of the current aerospace and defence workforce is over the age of 55, creating a retirement cliff that permanent hiring alone is failing to bridge at the current pace. This demographic reality means that even organisations with strong permanent hiring programmes need contract talent to cover the institutional knowledge gap left by retiring engineers. Senior contractors who have retired from prime contractors or the armed forces themselves represent a critical reservoir of experience in areas like platform integration, safety case management, and classified system operation. These individuals often prefer the flexibility of contract engagement over a return to full-time employment, meaning the contract market is the only practical route to accessing their expertise. Hiring challenges and skills gaps already cost mid-sized defence-tech firms over $300 million annually in combined delays and lost contract opportunities. The retirement cliff will intensify this pressure unless workforce strategies actively account for it in 2026 and beyond. ## Skills Shortages and Why Neither Model Alone Solves the Problem 71% of technology leaders in the defence sector report that skills shortages, specifically in cleared AI and software engineering, have caused significant project delays in the past year. This is the critical context for any attempt to compare permanent vs contract hiring for defence engineering teams. Neither model provides unlimited access to scarce talent. The cleared AI engineer shortage affects both the permanent and contract markets equally because the underlying supply of qualified, cleared engineers is simply insufficient to meet current demand. What differentiates organisations that navigate this successfully is their speed and quality of engagement. A single active Top Secret/SCI candidate typically receives approaches from an average of two recruiters per month. That means the best cleared engineers are choosing between competing offers, and your hiring process, employer brand, and time-to-offer are as important as your salary or day-rate. Slow internal processes, unclear role briefs, or lengthy approval chains will cost you candidates regardless of whether you are hiring permanently or contractually. ## Conclusion: How to Compare Permanent vs Contract Hiring for Your Defence Engineering Team When you compare permanent vs contract hiring for defence engineering teams, the answer is almost never one or the other. It is a question of which model applies to which role, at which programme phase, with which clearance requirement, and within which budget constraint. Permanent hiring builds organisational capability, retains IP, justifies long-term clearance investment, and creates stable programme teams on extended contracts. Contract hiring delivers speed, specialist depth, pre-cleared talent, and workforce flexibility when programmes require it. The data from 2026 is clear: defence technology leaders are increasing both types of engagement simultaneously because the talent market demands a dual strategy. The organisations that treat permanent vs contract hiring as an either-or debate will find themselves consistently outmanoeuvred by those who build intelligently across both pools. If you are building a defence engineering team and need support across both permanent and contract recruitment, working with a specialist recruiter who understands the clearance landscape, technical requirements, and competitive candidate market in this sector is the most reliable route to getting the right people in place at the right time. ## Frequently Asked Questions ### Is it cheaper to hire permanent or contract engineers for defence projects in 2026? Neither model is consistently cheaper across all scenarios. Contract engineers carry higher day-rates (typically with a 25-30% clearance premium), but avoid employer NI, pension, redundancy costs, and the $150,000-$200,000 in lost revenue associated with uncleared permanent hires during investigation periods. The right choice depends on programme length, clearance requirements, and how quickly you need the engineer to be productive. ### How does security clearance affect the decision to hire permanent vs contract defence engineers? Security clearance is the defining variable when you compare permanent vs contract hiring for defence engineering teams. With Tier 5 clearances averaging 227 days to process in Q1 2026, an uncleared permanent hire cannot be fully deployed for roughly seven and a half months. Pre-cleared contractors can begin contributing immediately, which makes them far more cost-effective for programmes with urgent start requirements. ### What types of roles should always be permanent in a defence engineering team? Programme leadership, chief engineers, key IP-holders, and roles requiring sustained access to the most sensitive classified material over many years are typically best suited to permanent employment. These roles justify the full cost of clearance sponsorship and benefit from the long-term commitment and institutional knowledge that permanent employment enables. ### Can a defence engineering team use both permanent and contract staff at the same time? Yes, and in 2026, most effective defence engineering teams deliberately operate a blended model. A permanent core team provides continuity and capability ownership, while a contract layer provides specialist depth, surge capacity, and pre-cleared talent for programme phases that require immediate deployment or niche skills unavailable in the permanent market. ### Why are defence engineering contractors paid so much more than permanent staff? Contractors in defence engineering command a premium for several reasons: they carry their own employment costs (no employer NI or pension obligation), they hold rare and in-demand clearances, they offer immediate deployment without investigation delays, and they accept the instability of contract work over the security of permanent employment. The clearance premium alone adds 25-30% to market-equivalent rates. ### How do I choose between permanent and contract hiring when building a new defence engineering team from scratch? Start with the programme timeline and clearance requirements. If you need cleared engineers operational within weeks, lead with contract talent while sponsoring clearances for your permanent hires in parallel. Identify the roles that represent long-term organisational capability and make those permanent from the outset, then flex the rest of the team through contract as programme needs evolve. ### Is contract hiring better than permanent hiring for short-duration defence programmes? For programmes under two years in duration, contract hiring is almost always the more cost-effective and operationally agile approach when you compare permanent vs contract hiring for defence engineering teams. The absence of redundancy liability, the ability to engage pre-cleared specialists immediately, and the clean exit at programme end make contracting significantly more practical than building a permanent team that will need to be restructured at completion. **Categories:** Uncategorized --- ### [How to Choose the Right Technical Design Specialist Talent in 2026](https://cmdrecruitment.com/how-to-choose-the-right-technical-design-specialist-talent-in-2026) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** Knowing how to choose the right technical design specialist talent is one of the most consequential decisions a hiring team makes, and in 2026, the stakes have never been higher. A recent report found that 70% of organizations have shifted to skills-based hiring, prioritizing demonstrated competencies over traditional degree requirements — which means the way you evaluate and select design specialists needs to evolve too. ## Key Takeaways QuestionAnswer**What makes a technical design specialist different from a general designer?**They combine visual design skills with deep technical knowledge, including CAD, engineering principles, or software-specific expertise relevant to your industry.**How do I assess technical design skills during hiring?**Use structured skills assessments, portfolio reviews, and practical test briefs. Focus on problem-solving approach, not just finished outputs.**Should I hire a freelancer or a permanent technical design specialist?**It depends on project duration and budget. Permanent hires offer consistency; [specialist design roles](https://cmdrecruitment.com/disciplines/design/) filled through a recruiter often yield better cultural alignment for long-term positions.**What role does cultural fit play in technical design hiring?**Cultural fit directly affects collaboration, retention, and output quality. Technical skills can be developed; values and working style are harder to change.**How important is a portfolio when hiring technical design talent?**Extremely important. A portfolio gives you the most reliable evidence of real-world capability and creative judgment under constraints.**Can a recruitment agency help me find technical design specialists?**Yes. A specialist [technical recruitment agency](https://cmdrecruitment.com/disciplines/technical-recruitment/) pre-screens candidates and matches them to both your technical brief and your team culture.**What skills should I prioritize in 2026 for technical design roles?**Proficiency in current design software, systems thinking, cross-functional communication, and the ability to adapt to rapid tooling changes top the list this year.## Why Choosing the Right Technical Design Specialist Talent Is So Challenging Technical design sits at the intersection of creative thinking and engineering precision. That blend of disciplines means the talent pool is narrower, the evaluation criteria are more complex, and the cost of a wrong hire is significantly higher than in more generalist roles. In 2026, the challenge is compounded by how quickly tools and platforms evolve. A specialist who was highly proficient two years ago may be working with outdated methods today if they have not actively kept pace with the industry. Understanding what you actually need before you begin the hiring process is the first and most critical step. Too many businesses write job descriptions that describe the last person who held the role rather than the person they actually need going forward. ## How to Define What You Need Before You Start Hiring Before reviewing a single CV or portfolio, you need a precise definition of the role. That means going beyond a list of software packages and thinking carefully about the specific technical problems this person will solve on a daily basis. Ask yourself these questions before writing the job brief: - What are the three to five most complex technical challenges this role will face in the first six months? - Which existing team members will this specialist collaborate with most closely, and what are their working styles? - Are we looking for someone to execute a defined process, or someone to build and improve that process? - What does success look like at 90 days, six months, and one year? - Is this a permanent need or a project-based engagement? The answers to these questions shape every subsequent decision in your hiring process, from where you advertise the role to what you ask in the interview. [![Technical recruitment specialist reviewing candidate profiles](https://outgoing-oyster-428.convex.cloud/api/storage/abb5ce82-7bd9-4e14-9301-1184aea5b8cd)](https://cmdrecruitment.com/disciplines/technical-recruitment/) ## How to Evaluate a Technical Design Specialist’s Portfolio the Right Way The portfolio is your most reliable evaluation tool. It shows you how a candidate thinks, how they communicate visually, and how they handle constraints, deadlines, and real-world feedback. Did You Know? 71% of employers state that the quality of a candidate’s portfolio is the primary factor influencing their final hiring decision. Source: [Onehour Portfolio Website Statistics 2026](https://onehour.digital/blog/portfolio-website-statistics) When reviewing portfolios for technical design specialist roles, go deeper than visual quality. Here is what to look for at each stage: 1. **Project context:** Does the candidate explain the brief, the constraints, and the stakeholders involved? Strong specialists can articulate the “why” behind every decision. 2. **Technical process:** Look for evidence of how they moved from concept to finished output. Wireframes, technical drawings, iteration notes, and documentation all matter. 3. **Problem-solving under constraints:** The best portfolio pieces are ones where something went wrong and the candidate navigated it successfully. 4. **Relevance to your sector:** A portfolio built entirely in consumer product design may not translate to industrial or defence applications, for example. 5. **Recency:** In 2026, check that portfolio work is current. Tools and standards move fast in technical design fields. Do not just look at the final images. Ask the candidate to walk you through one project in depth during the interview. This conversation reveals far more than the portfolio alone. ## Key Skills to Prioritize When Choosing Technical Design Specialist Talent Not every technical design role requires the same skill profile. However, in 2026 there are several competencies that consistently separate high-performing specialists from average hires. Skill CategoryWhat to Look ForWhy It Matters**Technical Proficiency**Current software mastery (CAD, BIM, Adobe Suite, etc.)Direct output quality and workflow efficiency**Systems Thinking**Ability to see how individual design decisions affect a wider systemPrevents costly downstream errors**Cross-functional Communication**Can present technical concepts clearly to non-technical stakeholdersCritical for cross-team projects and client-facing work**Adaptability**Demonstrated history of learning new tools or methodologiesFuture-proofs your team against industry change**Attention to Detail**Precision in technical drawings, specifications, and documentationReduces rework and compliance riskWe recommend weighting these skills against your specific project demands rather than applying a generic scorecard. A specialist joining an [engineering-focused team](https://cmdrecruitment.com/disciplines/engineering/) will need a different balance than one joining a consumer product studio. ## How to Structure the Interview Process for Technical Design Roles A well-structured interview process is the difference between confirming a gut feeling and gathering real evidence. When you are choosing the right technical design specialist talent, you need both. We recommend a three-stage approach: 1. **Stage 1 – Screening Call (20-30 minutes):** Cover motivations, availability, salary expectations, and a high-level review of relevant experience. This stage filters for basic fit and saves everyone time. 2. **Stage 2 – Technical Assessment (60-90 minutes):** A practical brief relevant to your actual work. Assess both the output and the candidate’s working method. A brief walkthrough of their portfolio should also happen here. 3. **Stage 3 – Final Interview (45-60 minutes):** Introduce key stakeholders. Focus on cultural alignment, working style, and scenario-based questions. Cover expectations around collaboration, feedback, and pace. Use structured scorecards at every stage. This makes comparison between candidates objective and defensible, and it keeps the process consistent if multiple team members are involved in hiring. [ ![5-step infographic showing how to choose the right technical design specialist talent with criteria and evaluation steps.](https://outgoing-oyster-428.convex.cloud/api/storage/f3b3f830-c8b1-4b3d-94f3-330ed7f7f5a8) ](https://outgoing-oyster-428.convex.cloud/api/storage/f3b3f830-c8b1-4b3d-94f3-330ed7f7f5a8)A concise visual guide outlining a 5-step process to select the right technical design specialist talent. Use this checklist to assess skills, fit, and impact. ## How to Assess Cultural Fit Without Compromising on Technical Standards Cultural fit is often treated as a soft consideration that comes after technical evaluation. In reality, it should run alongside technical assessment throughout the entire process. A technically brilliant candidate who cannot collaborate, accept feedback, or adapt to your team’s pace will cost you more in friction and turnover than a slightly less experienced hire who integrates well and grows quickly. Practical ways to assess cultural fit include: - Ask candidates to describe a project where they strongly disagreed with a stakeholder’s brief. How did they handle it? - Observe how they speak about previous teams and managers. Consistently negative framing is a signal worth noting. - Give them the opportunity to ask questions about your team’s working style, values, and expectations. Strong candidates want to assess cultural fit just as much as you do. - Involve more than one team member in the final stage interview. Different perspectives catch patterns a single interviewer may miss. At CMD Recruitment, we align both technical capability and cultural compatibility in every placement we make. Our approach uses structured interviews and scorecards to make this assessment consistent and repeatable. ## Permanent vs. Freelance: Choosing the Right Engagement Model Before committing to a hiring approach, it is worth deciding whether you need a permanent specialist or a freelance one. Both have distinct advantages depending on your situation. > “Skilled freelancers spend 10 times more time learning new skills compared to full-time employees, making them significantly more adaptable to new design tools and platforms.” This matters if you have a short-term project that demands cutting-edge tool proficiency. For ongoing work that requires institutional knowledge and team integration, a permanent hire is the stronger choice. Here is a quick comparison: ConsiderationPermanent HireFreelance Specialist**Cost**Higher upfront, lower per-hour long-termHigher day rate, no long-term commitment**Knowledge retention**High – builds institutional knowledgeRisk of knowledge leaving with the contract**Speed to deploy**Slower – notice periods and onboardingFaster – can start immediately**Tool proficiency**Variable, requires investment in upskillingOften highly current**Cultural integration**Deeper over timeLighter touch, project-focused## The Role of Referrals in Finding Technical Design Specialist Talent Referrals remain one of the most underused channels in technical design hiring. Many businesses focus entirely on job boards and agency searches without tapping the networks their existing team already holds. Did You Know? Referred workers are found to be 25% more profitable than non-referred workers in technical roles. Source: [National University 2026 Data](https://www.nu.edu/blog/67-hiring-statistics/) The reason for this is straightforward. Referred candidates come pre-validated by someone who already understands your working environment. They tend to integrate faster, stay longer, and hit performance benchmarks earlier than candidates sourced through cold channels. If you want to activate your referral pipeline more effectively: - Tell your existing technical design team exactly what you are looking for before you open the role publicly. - Make the referral process simple. A quick message or email, not a formal form with a lengthy process. - Offer a meaningful referral incentive and pay it promptly after the new hire completes their probation. - Follow up with referrers even if their suggestion is not the right fit this time. Keeping that communication open builds long-term goodwill. Referrals work best when combined with a structured assessment process. A referred candidate still needs to go through the same interview and skills evaluation as anyone else. The referral simply improves your starting probability of a strong match. ## How a Specialist Recruitment Partner Helps You Choose the Right Talent If your internal hiring capacity is stretched, or if you need specialist design talent quickly, working with a dedicated recruitment partner changes the dynamic significantly. A strong technical recruitment partner does more than send CVs. They pre-screen candidates against your specific technical brief, assess cultural alignment before any candidate reaches your desk, and advise on market rates, availability, and role positioning in the current hiring climate. We work with clients across [engineering](https://cmdrecruitment.com/disciplines/engineering/), [design](https://cmdrecruitment.com/disciplines/design/), and [finance](https://cmdrecruitment.com/disciplines/finance/) disciplines, using structured interviews and scorecards to identify the right specialists faster and with greater accuracy. If you are actively hiring, you can also [browse current available roles](https://cmdrecruitment.com/jobs/) or reach out to discuss your specific brief directly. For businesses in specialist sectors, including [defence recruitment](https://cmdrecruitment.com/defence-recruitment/), having a partner who understands both the technical requirements and the sector-specific compliance landscape saves considerable time and reduces hiring risk. You can learn more about how we approach the full candidate evaluation process in our guide on [identifying the best candidates in the hiring process](https://cmdrecruitment.com/how-to-identify-the-best-candidates-in-hiring-process/). [![Sarah Webb, technical recruitment specialist at CMD Recruitment](https://outgoing-oyster-428.convex.cloud/api/storage/766e61ed-6b68-461e-8477-b2c94208459a)](https://cmdrecruitment.com/disciplines/technical-recruitment/) ## Red Flags to Watch for When Evaluating Technical Design Specialist Candidates Knowing what to look for is only half the picture. Recognising the warning signs early protects you from a costly hire that does not work out. Watch out for these patterns during evaluation: - **Portfolio without context:** A candidate who can show beautiful outputs but cannot explain the brief, constraints, or process behind them may be presenting work they had minimal input on. - **Overly narrow tool focus:** Technical design evolves quickly. A specialist who is deeply attached to a single tool with no interest in expanding their skill set is a future-proofing risk. - **Vague answers about collaboration:** Technical design work rarely happens in isolation. If a candidate consistently gives “I” answers to team-based scenarios, that is worth probing. - **Inconsistent work history without explanation:** Gaps and short tenures can be entirely valid. What matters is whether the candidate can speak about them clearly and honestly. - **No questions for you:** A strong specialist wants to assess the role just as critically as you are assessing them. No questions at the end of an interview often signals limited genuine interest or preparation. ## Conclusion Learning how to choose the right technical design specialist talent requires more than reviewing CVs and conducting a standard interview. In 2026, it means building a structured evaluation process that tests real skills, assesses cultural fit honestly, and uses the right channels to reach the best candidates before your competitors do. We have covered the key steps: defining your role precisely before you advertise, reviewing portfolios with depth and intent, structuring your interview process around evidence, deciding between permanent and freelance engagement, and using referrals and recruitment partners strategically. The time you invest in getting this process right pays back in quality of hire, team cohesion, and reduced turnover. If you are ready to start, [CMD Recruitment](https://cmdrecruitment.com/) is here to help you move forward with confidence. ## Frequently Asked Questions ### What qualifications should a technical design specialist have in 2026? In 2026, verified skills and a strong portfolio matter more than formal qualifications in most technical design roles. Focus on demonstrated competency with current tools, relevant project experience, and the ability to solve the specific problems your team faces. Degree credentials are a supporting factor, not the primary one. ### How long does it take to hire a technical design specialist? A thorough hiring process for a technical design specialist typically takes four to eight weeks from brief to offer, depending on market availability and the number of interview stages. Working with a specialist recruitment agency can reduce this timeline significantly by presenting pre-screened candidates more quickly. ### Is it worth using a recruitment agency to hire technical design talent? Yes, particularly for specialist or senior roles where the candidate pool is narrow and the cost of a wrong hire is high. A good technical recruitment agency pre-qualifies candidates against your brief, advises on market rates, and helps avoid common hiring mistakes that come from moving too fast. ### How do I know if a technical design specialist is the right cultural fit? Run scenario-based interview questions that reveal how candidates handle disagreement, feedback, and ambiguity. Involve more than one team member in the process, and pay attention to how the candidate talks about their previous teams and environments. Cultural fit is observable in behavior, not just stated values. ### What is the best way to assess technical design skills before hiring? The most effective combination is a structured portfolio review followed by a practical technical brief relevant to your actual work. This gives you both evidence of past performance and a live demonstration of how the candidate approaches problems under realistic conditions. Supplement this with structured interview questions that probe process and decision-making. ### How do I choose between a freelance or permanent technical design specialist? Choose a freelance specialist for short-term projects that need immediate deployment or cutting-edge tool proficiency. Choose a permanent hire when the role requires deep institutional knowledge, long-term team integration, and consistent delivery across ongoing projects. Your choice should match the duration and nature of the work, not just the immediate budget. ### What are the most common mistakes companies make when hiring technical design talent? The most common mistakes are writing job briefs based on the previous role-holder rather than future needs, over-weighting visual output in portfolios without assessing process, skipping structured scorecards in favor of gut feel, and moving too quickly to offer without adequate assessment. Slowing down the evaluation stage consistently produces better long-term hires. **Categories:** Uncategorized --- ### [Discover the Best High-Growth Career Paths in South West England in 2026](https://cmdrecruitment.com/discover-the-best-high-growth-career-paths-in-south-west-england-in-2026) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** If you want to discover the best high-growth career paths in South West England, you are looking at one of the most exciting regional job markets in the UK right now. The South West’s tech sector alone is projected to create over 125,000 new jobs by the end of 2026, and that is before you factor in the surging demand across engineering, finance, defence, HR, and marketing disciplines that are reshaping the employment landscape from Bristol to Bath and across Wiltshire. ## Key Takeaways QuestionAnswer**Which sectors are growing fastest in South West England in 2026?**Engineering, defence, finance, technology, and digital marketing are all seeing strong hiring activity across Wiltshire, Bath, and the wider South West region.**Are engineering jobs in demand in South West England?**Yes. Demand is high across mechanical, electrical, production, and defence engineering, particularly in Wiltshire, which is home to major MOD and aerospace supply chains. Browse current [engineering roles in the South West](https://www.cmdrecruitment.com/disciplines/engineering/) to see live opportunities.**What are the best career paths for finance professionals in the South West?**Finance and accountancy roles are in strong demand, with positions across financial control, management information, and interim finance leadership being particularly active in 2026.**Is flexible or contract work growing in the South West?**Absolutely. Temporary and contract hiring is rising sharply as businesses use interim professionals to manage uncertainty and workload growth. Explore the [temp hiring surge of 2026](https://cmdrecruitment.com/the-temp-surge-why-flexible-hiring-is-winning-in-2026) for more detail.**Where can I find current job vacancies in South West England?**CMD Recruitment lists live vacancies across engineering, finance, HR, admin and more. You can [browse current South West job listings](https://www.cmdrecruitment.com/jobs/) directly on our site.**Are there high-growth career paths in defence in the South West?**Yes. The South West, especially Wiltshire, has a dense concentration of MOD-connected employers. Defence careers covering engineering, cyber security, and HR are all growing in the region.**Do I need a degree to get a high-growth job in South West England?**Not always. Employer attitudes have shifted significantly in 2026, with many prioritising transferable skills and practical experience over formal qualifications.## Why South West England Is One of the UK’s Best Regions for Career Growth South West England has quietly become one of the most dynamic employment regions in the UK. The combination of strong manufacturing heritage, growing technology clusters, a well-established defence sector, and a thriving professional services ecosystem makes this region unusual in its breadth of opportunity. Cities and counties like Bath, Bristol, and Wiltshire are not just attractive places to live. They are genuine hubs of economic activity where skilled professionals at every career stage can find roles with real progression potential. Wages in the South West rose by approximately 5% on average in 2026, reflecting a tight labour market where demand for qualified candidates consistently outpaces supply. For anyone serious about building a long-term career, the South West offers a compelling mix of industry variety, competitive salaries, and lifestyle quality that few other UK regions can match. ![Logo](https://outgoing-oyster-428.convex.cloud/api/storage/2bbfe76a-b072-4c7e-8da4-353703765ca6)Did You Know? 77% of employers are now willing to hire candidates without full qualifications if they demonstrate strong transferable skills. Source: [Hays 2026 Salary Guide](https://www.hays.co.uk/salary-guide/10-highest-salary-increases) ## Discover the Best High-Growth Engineering Career Paths in South West England Engineering is one of the clearest examples of a high-growth career path in South West England right now. Demand for skilled engineers spans a remarkably wide range of disciplines, from mechanical and electrical through to civil, process, production, and maintenance engineering. Wiltshire in particular has become a focal point for engineering hiring, driven by its proximity to major defence contractors, aerospace supply chains, and advanced manufacturing facilities. [![Best Engineering Recruitment Agencies in Wiltshire: Who to Use and Why in 2026](https://outgoing-oyster-428.convex.cloud/api/storage/b7c27635-a145-4423-aff2-100f02087d95)](https://cmdrecruitment.com/best-engineering-recruitment-agencies-in-wiltshire-who-to-use-and-why-in-2026) [![Aerospace Sector engineering recruitment in Wiltshire](https://outgoing-oyster-428.convex.cloud/api/storage/f17ef0b8-5246-48de-aa0c-1bd0f30cf44f)](https://cmdrecruitment.com/best-engineering-recruitment-agencies-in-wiltshire-who-to-use-and-why-in-2026) [![Engineering Recruitment Process Wiltshire](https://outgoing-oyster-428.convex.cloud/api/storage/91cd5bca-7a5a-4930-9f1b-c921a2207730)](https://cmdrecruitment.com/best-engineering-recruitment-agencies-in-wiltshire-who-to-use-and-why-in-2026) We have been placing engineering candidates across the South West since 2004, and the current market is among the most active we have seen. Employers are competing for talent, which means candidates with relevant experience and technical skills are in a strong negotiating position. - **Production and Manufacturing Engineers** are in high demand as South West manufacturers invest in automation and process improvement. - **Electrical and Mechanical Engineers** fill critical roles across both the commercial and defence supply chains in the region. - **Civil Engineers** are sought after as infrastructure investment continues across the South West. - **Automation Specialists** are seeing some of the fastest salary growth of any engineering discipline in 2026. If engineering is your field, you can read our full analysis of the [best engineering recruitment agencies in Wiltshire for 2026](https://cmdrecruitment.com/best-engineering-recruitment-agencies-in-wiltshire-who-to-use-and-why-in-2026) to understand where to focus your job search. [![Are Engineers in Demand in the UK?](https://outgoing-oyster-428.convex.cloud/api/storage/5fe9c5b6-7593-41ee-826f-dc29031c67dd)](https://www.cmdrecruitment.com/disciplines/engineering/) [![Salary Ranges for Engineering Roles](https://outgoing-oyster-428.convex.cloud/api/storage/a6c44d34-2e46-47db-8f35-ff769a7f817e)](https://www.cmdrecruitment.com/disciplines/engineering/) ## Finance and Accountancy: High-Growth Career Paths with Strong Earning Potential Finance and accountancy represent two of the most reliable high-growth career paths in South West England for professionals who combine technical competence with commercial awareness. The finance recruitment market has evolved considerably in 2026. Technology-driven roles requiring data literacy alongside traditional financial skills are now commanding premium salaries, and employers across the South West are actively competing for this talent. [![Salary Ranges for Finance Roles](https://outgoing-oyster-428.convex.cloud/api/storage/9cff0f2b-41bf-4fa0-af01-0474d1f3278d)](https://www.cmdrecruitment.com/disciplines/finance-recruitment-south-west/) [![Salary Ranges for Accountancy Roles](https://outgoing-oyster-428.convex.cloud/api/storage/fa5276ac-38f4-46c9-bb7a-bcbb19d0a5cd)](https://www.cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) Our [South West finance recruitment](https://www.cmdrecruitment.com/disciplines/finance-recruitment-south-west/) practice has maintained an active candidate pool since 2004, and the current demand from employers is notably strong across the following roles: - **Financial Controllers** and Head of Finance positions for mid-sized businesses scaling rapidly in the region - **Management Accountants** with the ability to turn financial data into strategic insight - **Finance Business Partners** who can work across departments and drive commercial decisions - **Part-Qualified and Newly Qualified Accountants (ACA/ACCA/CIMA)** for businesses building out their finance functions For candidates looking to enter or progress within accountancy, our [South West accountancy recruitment](https://www.cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) team curates shortlists that balance technical ability with cultural fit. This means you are not just placed in any role. You are matched to a business where you can genuinely grow. [![Growing your business with the right accountancy and finance professionals](https://outgoing-oyster-428.convex.cloud/api/storage/0d84a3a0-f656-4132-91b5-a347d17a86fb)](https://www.cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) [![How to get a job as an Accountant](https://outgoing-oyster-428.convex.cloud/api/storage/6d3fdc12-f79c-4814-8fd7-8d005a980ec0)](https://www.cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) ## Discover the Best HR Career Paths in South West England Human Resources has grown from a back-office support function into a strategically critical discipline, and South West businesses have recognised this shift. If you want to discover the best high-growth career paths in South West England within the people profession, HR is a strong contender. Demand in 2026 is particularly strong for HR professionals who can operate as genuine business partners rather than purely transactional administrators. Organisations want HR specialists who understand commercial priorities and can translate them into workforce strategies. [![We Know You Want HR Professionals With Specific Strengths](https://outgoing-oyster-428.convex.cloud/api/storage/646f353e-b9f8-4e63-b3b0-0967a6990301)](https://www.cmdrecruitment.com/disciplines/hr/) [![Salary Ranges for HR Roles](https://outgoing-oyster-428.convex.cloud/api/storage/77c99cac-8455-4273-adef-0b86743cebe4)](https://www.cmdrecruitment.com/disciplines/hr/) The roles we are placing most actively within HR recruitment across the South West right now include: - **HR Business Partners** aligned to specific business units in growth-phase companies - **Talent Acquisition Specialists** to support organisations struggling to fill roles in a competitive market - **HR Managers and Generalists** for SMEs building their people function from scratch - **Interim HR Directors** for businesses navigating organisational change We also list current [HR jobs available across South West England](https://cmdrecruitment.com/hr-jobs-we-12th-june) that are updated regularly, so you can see exactly what the market looks like right now. [![How to Get a Job in HR](https://outgoing-oyster-428.convex.cloud/api/storage/d2f8f002-907a-4fc3-b845-db8aac06f61c)](https://www.cmdrecruitment.com/disciplines/hr/) [![How We Find You Great HR Talent: The Selection Process](https://outgoing-oyster-428.convex.cloud/api/storage/cbcc4989-eb41-4b7b-8ccd-8231179fb0ed)](https://www.cmdrecruitment.com/disciplines/hr/) ## Administration: The Best Foundation Career Path in the South West That People Overlook Administration is one of the most underappreciated high-growth career paths in South West England. Businesses depend entirely on organised, capable admin professionals to function, yet strong administrative talent remains genuinely hard to find. In 2026, admin roles have expanded significantly in scope. Many positions now sit at the intersection of operations, project coordination, and communications, making them excellent entry points for ambitious professionals who want to build breadth across an organisation. [![Qualities We Look For in Admin Professionals](https://outgoing-oyster-428.convex.cloud/api/storage/0646b99d-e48c-43a5-8868-3aa206c05028)](https://www.cmdrecruitment.com/disciplines/administration/) [![Salary Ranges for Admin Roles](https://outgoing-oyster-428.convex.cloud/api/storage/963f0c85-579b-4333-8a94-fd7a0cbd9eff)](https://www.cmdrecruitment.com/disciplines/administration/) > *“Admin is the backbone of your organisation and deserves careful recruitment. The right administrative professional does not just support a business. They enable it to scale.”* Our [administration recruitment team in Wiltshire and Bath](https://www.cmdrecruitment.com/disciplines/administration/) regularly places professionals into roles that offer genuine progression, with many admin hires going on to move into operations management, HR, or project coordination within a few years. ## Marketing and Digital: Discover the Best Creative Career Paths in South West England Marketing is one of the fastest-evolving disciplines in the South West jobs market, and the demand for skilled marketing professionals continues to grow across almost every business sector in the region. Digital marketing in particular has exploded in 2026. Businesses that previously operated with small or generalist marketing teams are now investing in specialists across content, performance marketing, social media, and data analytics. [![Marketing Recruitment Requires Uniquely Skilled Candidates](https://outgoing-oyster-428.convex.cloud/api/storage/5a425c6d-66a3-4802-bb1a-983122c1715a)](https://www.cmdrecruitment.com/disciplines/marketing-recruitment-south-west/) [![Salary Ranges for Marketing Roles](https://outgoing-oyster-428.convex.cloud/api/storage/f2247aa7-487b-4adc-a94b-089bf0700915)](https://www.cmdrecruitment.com/disciplines/marketing-recruitment-south-west/) The roles in strongest demand across our [South West marketing recruitment](https://www.cmdrecruitment.com/disciplines/marketing-recruitment-south-west/) practice currently include: - **Digital Marketing Managers** with hands-on paid media and analytics experience - **Content Strategists** who can manage editorial output at scale - **Brand Managers** for businesses repositioning or expanding their customer proposition - **E-commerce and CRO Specialists** for product-led businesses in the South West - **Marketing Analysts** who can bridge creative strategy and data performance [![Growing your business with the right marketing professionals](https://outgoing-oyster-428.convex.cloud/api/storage/3d03cef3-84e4-4e42-9ed9-ded7294370cf)](https://www.cmdrecruitment.com/disciplines/marketing-recruitment-south-west/) [![Employer Expectations For Marketing Candidates](https://outgoing-oyster-428.convex.cloud/api/storage/f6dbfd36-d19f-41a4-96e6-4fecb72239cb)](https://www.cmdrecruitment.com/disciplines/marketing-recruitment-south-west/) ## Defence and Aerospace: One of the Best Specialist Career Paths in South West England For professionals with security clearance or a background in defence-adjacent disciplines, South West England offers some of the most compelling career paths available anywhere in the UK. Wiltshire and the wider South West region sit at the heart of the UK’s defence industrial base. MOD-connected employers, aerospace manufacturers, and cyber security firms are all actively hiring, and the specialist nature of these roles means that candidates with the right credentials can command premium salaries and enjoy exceptional job security. [![Cyber Security Analysts in Defence](https://outgoing-oyster-428.convex.cloud/api/storage/4287a644-bed4-4ceb-a311-108c62e7f1ac)](https://www.cmdrecruitment.com/disciplines/defence-recruitment/) Our [defence recruitment](https://www.cmdrecruitment.com/disciplines/defence-recruitment/) practice covers a broad range of specialisms including: - **Defence Engineering** spanning mechanical, electronic, and systems engineering - **Cyber Security Analysts** for government-contracted and commercial defence organisations - **HR and People Functions** within large MOD supply chain businesses - **Project and Programme Management** for complex, long-duration defence contracts - **Aerospace Manufacturing** roles tied to the South West’s aviation cluster Did You Know? The South West generates 1 in 11 (7.9%) of all new tech startups in the UK, making it the fifth largest tech region in the country, worth £11bn annually. Source: [Tech South West Research 2026](https://www.techsouthwest.co.uk/south-west-tech-sector-set-to-create-125000-jobs-and-grow-to-nearly-20bn) ## Flexible Work and Contract Roles: How Temp Hiring Is Shaping Career Paths in South West England in 2026 Temporary and contract hiring is no longer a fallback option. In 2026, it has become a deliberate career strategy for many experienced professionals in the South West. Businesses across the region are using contract and interim hires to access specialist skills quickly, manage workload peaks, and de-risk permanent headcount decisions in an uncertain economic environment. For candidates, this creates a genuine opportunity to gain breadth of experience across multiple organisations and sectors. [![The Temp Surge: Why Flexible Hiring Is Winning in 2026](https://outgoing-oyster-428.convex.cloud/api/storage/9ddc13e9-9276-48a4-94a2-209201aa1459)](https://cmdrecruitment.com/the-temp-surge-why-flexible-hiring-is-winning-in-2026) The disciplines seeing the most contract and interim activity in the South West right now include engineering project roles, finance and accountancy, HR, and administrative support. Speed of deployment is a key advantage for candidates considering this route as many contract positions are filled within days rather than weeks. If you are curious about whether flexible hiring could work for your career, our full breakdown of [why temp hiring is winning in 2026](https://cmdrecruitment.com/the-temp-surge-why-flexible-hiring-is-winning-in-2026) covers the trends shaping this market in detail. [ ![Infographic showing 5 key growth sectors for careers in South West England and high-growth career paths.](https://outgoing-oyster-428.convex.cloud/api/storage/c87ba157-744b-47d6-bb89-7f727ff36802) ](https://outgoing-oyster-428.convex.cloud/api/storage/c87ba157-744b-47d6-bb89-7f727ff36802)Discover the five fastest-growing sectors shaping careers in South West England. Learn which roles offer the strongest opportunities and how to pursue them. ## How to Find the Best High-Growth Career Opportunities in South West England in 2026 Knowing which sectors are growing is only the first step. Turning that knowledge into a concrete job offer requires a clear strategy and access to the right opportunities before they are filled. Here is the practical approach we recommend for anyone looking to move into one of the high-growth career paths discussed in this article: 1. **Get specific about your target discipline.** The South West market rewards specialists. Decide whether you want to pursue engineering, finance, HR, marketing, or defence and focus your search accordingly. 2. **Register with a specialist recruiter who knows the region.** Many South West roles are filled through specialist networks before they ever reach job boards. A recruiter with deep regional relationships gives you access to the hidden market. 3. **Consider contract or interim positions as a route in.** If you are changing sectors or returning to work, a contract role in a high-growth business is a fast and effective way to build relevant experience in the South West market. 4. **Look beyond Bristol.** Cities like Bath, Devizes, Chippenham, and Swindon are home to significant employers with active hiring needs and often less competition for available roles. 5. **Keep your application materials sharp.** In a competitive market, a well-structured CV and a clear narrative about your transferable skills will set you apart, particularly given that employers in 2026 are actively prioritising skills over credentials. You can browse [current Wiltshire job vacancies](https://www.cmdrecruitment.com/wiltshire-jobs/) or check live [Bath-area job listings](https://www.cmdrecruitment.com/bath-jobs/) to get a real-time picture of what is available right now across the South West. ## Conclusion South West England is genuinely one of the strongest regional job markets in the UK in 2026, and if you take the time to discover the best high-growth career paths in South West England, the opportunity in front of you is significant. Engineering, finance, accountancy, HR, marketing, administration, and defence are all growing disciplines with active hiring demand and competitive salary packages. The region’s tech sector, manufacturing base, and defence cluster create a diverse ecosystem of employers that is hard to find anywhere else outside London. Whether you are a recent graduate, an experienced professional looking for your next step, or someone considering a sector change, South West England has the breadth and depth of opportunity to support your ambitions in 2026 and beyond. We have been placing candidates across the South West since 2004, and we would be glad to help you identify the right path forward. [Get in touch with CMD Recruitment](https://www.cmdrecruitment.com/) today to start the conversation. ## Frequently Asked Questions ### What are the best high-growth career paths in South West England in 2026? The strongest high-growth career paths in South West England in 2026 span engineering, defence, finance, digital marketing, HR, and accountancy. The region’s tech sector is also expanding rapidly, with over 125,000 new jobs projected by the end of 2026, making it one of the most active hiring environments outside London. ### Is South West England a good place to build a career in engineering? South West England is one of the best places in the UK to build an engineering career, particularly in Wiltshire and the surrounding areas where defence, aerospace, and advanced manufacturing employers are concentrated. Demand for mechanical, electrical, production, and civil engineers consistently outpaces supply in this region. ### Are finance and accountancy careers growing in South West England? Yes, finance and accountancy are firmly among the best high-growth career paths in South West England. Employers across Bath, Bristol, Swindon, and Wiltshire are actively competing for qualified accountants and finance professionals, and wages in the sector rose by approximately 5% in 2026 reflecting that demand. ### Do I need a degree to get a job in a high-growth sector in the South West? Not necessarily. Research from 2026 shows that 77% of employers are now willing to hire candidates without full qualifications if they can demonstrate strong transferable skills. For South West employers in engineering, HR, admin, and marketing particularly, practical experience and the right attitude often count for more than a formal degree. ### What is the fastest-growing sector for jobs in South West England right now? Technology is the fastest-growing sector by raw job numbers in South West England, with 125,000 new positions projected by the end of 2026. However, for accessible, well-paying career paths with immediate openings, engineering and finance remain the most active hiring sectors across the region day to day. ### Is it worth taking a contract or temp role in the South West to get into a new career path? Absolutely. Temporary and contract roles in South West England are an increasingly effective route into high-growth sectors, particularly for professionals changing disciplines or returning to work. Many businesses use contract hires as a precursor to permanent offers, making interim positions a genuinely valuable stepping stone in 2026. ### Where can I find high-growth jobs in South West England right now? CMD Recruitment lists live vacancies across engineering, finance, HR, administration, marketing, and defence throughout South West England, with strong coverage of Wiltshire, Bath, and surrounding areas. Browsing live listings and registering with a specialist regional recruiter gives you the best access to roles before they are widely advertised. **Categories:** Uncategorized --- ### [How to Hire Specialist Systems Designers for Defence Projects in 2026](https://cmdrecruitment.com/how-to-hire-specialist-systems-designers-for-defence-projects-in-2026) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** If you’re working out how to hire specialist systems designers for defence projects, you’re already navigating one of the most competitive hiring markets in the UK. With approximately 70,000 security-cleared positions in the defence industrial base remaining unfilled as of 2026, every specialist systems designer you interview almost certainly has two or three competing offers on the table from major defence primes at the same time. ## Key Takeaways QuestionAnswer**What makes defence systems designers different to hire?**They require security clearance, sector-specific technical knowledge, and experience with MoD or defence prime contractor environments — a combination that drastically narrows the candidate pool.**Can a generalist recruiter hire specialist systems designers for defence?**Rarely effectively. Defence-specific recruiters with established networks — like those offering [specialist defence recruitment services](https://cmdrecruitment.com/defence-recruitment) — reach passive candidates that standard job boards miss entirely.**How long does it take to hire a defence systems designer?**Typical time-to-fill for cleared technical roles can run 3 to 6 months without a specialist recruiter. With targeted sourcing, this can be reduced significantly.**What qualifications should defence systems designers have?**Look for degrees in systems engineering, electronics, or aeronautical engineering, combined with INCOSE membership, experience on MOD-contracted programmes, and active security clearance.**What salary should I budget for a specialist systems designer in defence?**Salaries vary by seniority and clearance level, but competitive packages in 2026 typically sit between £45,000 and £85,000+, with flexible working arrangements often weighted as part of total compensation.**Is it better to hire permanently or use contractors for defence design roles?**Both models work depending on project phase. Contractors suit short-term delivery spikes; permanent hires build institutional knowledge for long-running programmes.**Where are the main defence engineering talent clusters in the UK?**South Wiltshire, particularly around Salisbury and Amesbury, is a key cluster for [defence engineering and systems design careers](https://cmdrecruitment.com/defence-engineering-careers-in-salisbury-and-amesbury), alongside hubs in Bristol, Portsmouth, and the South East.## Why Hiring Specialist Systems Designers for Defence Projects Is Unlike Any Other Technical Hire Defence projects sit at the intersection of technical complexity, national security, and regulatory compliance. Hiring specialist systems designers for these environments demands a different approach from the start. Standard technical roles tolerate a learning curve. Defence systems design roles rarely do. A candidate working on avionics architecture, weapon system integration, or battlefield communication platforms needs to contribute from day one without compromising project security or programme timelines. [![Aerospace and defence sector specialist recruitment](https://outgoing-oyster-428.convex.cloud/api/storage/3cd05e8c-f846-4de5-a361-c232ad6ba0c6)](https://cmdrecruitment.com/defence-recruitment) Three core factors make these hires uniquely difficult: - **Security clearance requirements:** Candidates must hold or be eligible for Developed Vetting (DV) or Security Check (SC) level clearance, which immediately excludes a large portion of the engineering workforce. - **Niche technical specialisms:** Systems designers for defence projects must understand MBSE (Model-Based Systems Engineering), DOORS requirements management, and often programme-specific toolsets used only within the defence supply chain. - **Cultural fit with defence environments:** Working within MoD frameworks, ITAR-regulated environments, or with defence prime contractors requires a specific professional mindset and familiarity with governance processes that commercial engineers rarely have. ## How to Define the Role Before You Start Recruiting Specialist Defence Systems Designers The single most common mistake organisations make when hiring specialist systems designers for defence projects is starting with a job description that is either too vague or copied from a commercial engineering template. A well-defined role profile for a defence systems designer should specify: 1. **The programme context:** Is this a new design, an upgrade cycle, or a support and sustainment role? Each demands a different profile. 2. **The systems engineering lifecycle phase:** Concept, architecture, detailed design, test and integration, or in-service support all call for different experience sets. 3. **Required clearance level and nationality constraints:** Some programmes require British nationality only, which further narrows the pool. 4. **Toolset requirements:** Specify which modelling or requirements tools are mandatory versus trainable (e.g., Rhapsody, MATLAB, Enterprise Architect). 5. **Stakeholder interface requirements:** Will the designer be interfacing with MoD customers, prime contractors, or both? Communication and documentation skills matter as much as technical ability. Getting this right before you post a single vacancy will save weeks of wasted interviewing with the wrong candidates. Did You Know? The aerospace and defence sector saw a 15% turnover rate in 2024/2025, quadruple the national average for high-skill industries — with specialist designers being actively poached by commercial technology firms. Source: [AIA/McKinsey 2025 Workforce Study](https://www.amtec.us.com/blog/aerospace-defense-workforce-report) ## Where to Source Specialist Systems Designers for Defence Projects General job boards are rarely effective when you need to hire specialist systems designers for defence projects. The candidates you want are typically employed, not actively searching, and not updating profiles on public-facing platforms. [![Specialist engineering recruitment specialists ready to help](https://outgoing-oyster-428.convex.cloud/api/storage/5d3cdc7f-0b25-4bbc-91d1-9b854fa23c1b)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) Effective sourcing channels for defence systems designers include: - **Defence-sector specialist recruiters:** Agencies with established networks in the defence supply chain have access to passive candidates who are not visible on the open market. Our [specialist engineering recruitment team in the South West](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) maintains relationships with cleared engineers across the region built over more than 20 years. - **Professional bodies and communities:** INCOSE UK, the Royal Aeronautical Society, and IET professional networks surface candidates with the right credentials and mindset. - **Internal referral programmes:** Your existing cleared technical staff are the best source of referrals because they already understand what the role demands and who in their network is credible. - **Defence prime contractor alumni networks:** Former BAE Systems, Leonardo, Thales, and Babcock engineers who have transitioned to smaller primes or independent consulting are often open to well-structured opportunities. - **Programme-specific talent pipelines:** If you know a major defence programme is winding down or moving to a new phase, those engineers become available in clustered waves. An agency with active market intelligence will know before a job board does. > “For over 20 years, we’ve been connecting organisations with the best talent in their sector. We bring over 150 years’ combined experience to every recruitment challenge.” — CMD Recruitment ## How to Hire Specialist Systems Designers for Defence Projects: The Screening Process Screening candidates for defence systems design roles requires a two-track approach: technical evaluation and security/compliance verification running in parallel, not sequentially. [![Defence recruitment process and candidate screening](https://outgoing-oyster-428.convex.cloud/api/storage/5f057826-113e-414a-9250-e0a91dd5abb9)](https://cmdrecruitment.com/defence-recruitment) Running these tracks in sequence is the most common cause of extended time-to-fill. If a candidate fails the security track after you’ve completed the full technical interview process, you’ve wasted everyone’s time. Here is a practical screening framework for hiring specialist systems designers on defence projects: 1. **Initial clearance eligibility check:** Confirm current clearance status and nationality eligibility before investing in any technical screening. 2. **CV review against programme-specific criteria:** Look for experience with equivalent programme types (e.g., airborne systems, ground-based platforms, naval systems) rather than generic engineering experience. 3. **Structured technical telephone screen:** Cover systems engineering methodology knowledge, relevant toolset experience, and understanding of the V-model or agile in defence contexts. 4. **Practical technical assessment:** A scenario-based exercise that mirrors a real challenge from your programme (with appropriate information handling) reveals far more than a knowledge quiz. 5. **Stakeholder interview panel:** Include both technical leads and project/programme management stakeholders to assess communication style and ability to work within defence governance frameworks. [ ![Infographic: 5-step hiring process for specialist defence systems designers - sourcing, screening, evaluation, interviews, and selection.](https://outgoing-oyster-428.convex.cloud/api/storage/d8ef378d-b21d-4e07-9bc9-fac823fa5349) ](https://outgoing-oyster-428.convex.cloud/api/storage/d8ef378d-b21d-4e07-9bc9-fac823fa5349)This infographic outlines a practical 5-step hiring process for specialist defence systems designers. It helps readers plan sourcing, screening, and selection. ## What Employers Need to Offer to Win Specialist Defence Systems Designers in 2026 Understanding how to hire specialist systems designers for defence projects means understanding what actually motivates this candidate group to make a move. Salary alone rarely closes the deal. [![Employer expectations for engineering and defence talent](https://outgoing-oyster-428.convex.cloud/api/storage/40fd392e-0182-4d07-81e7-1d9b677b7f31)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) In 2026, specialist systems designers are increasingly assessing opportunities based on a combination of factors that go well beyond the base salary figure. Research shows that flexible schedule arrangements such as a 9/80 rota or partial remote working can be valued at approximately £12,000 to £15,000 per year by experienced defence designers who are tired of rigid facility-based hours. The most competitive offers for specialist systems designers in defence include: - **Programme significance:** Access to interesting, complex, and meaningful programmes is a primary driver. Be specific about what the designer will actually be working on. - **Flexible working arrangements:** Even in a security-sensitive environment, showing you’ve considered hybrid or compressed week options significantly improves offer acceptance rates. - **Clear progression pathways:** Systems designers want to know whether the role leads to principal or chief engineer grade. Define the pathway explicitly. - **Professional development commitment:** INCOSE chapter memberships, systems engineering training, and conference attendance funding matter to this professional group. - **Salary competitiveness:** Use current market benchmarks rather than internal pay bands that may not reflect 2026 reality. Our [2026 true cost of hire calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) helps employers understand real market costs including employer NI and total compensation benchmarks. ## How to Hire Specialist Systems Designers for Defence Projects When Job Boards Fail to Deliver If you’ve already tried posting on standard job boards and received either no suitable applicants or a flood of irrelevant CVs, you’re not alone. This is a known and documented problem in the defence engineering talent market. [![Are engineers in demand in the UK defence sector?](https://outgoing-oyster-428.convex.cloud/api/storage/404e607a-177d-428d-b683-a7cf7a947118)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) Job boards publish to active job seekers. The majority of experienced, security-cleared systems designers with the right defence programme pedigree are not actively searching. They need to be found, approached, and carefully persuaded. This is where a [targeted approach beyond job boards](https://cmdrecruitment.com/when-job-boards-dont-deliver-candidates) becomes essential. Specialist defence recruiters operate differently: they maintain live talent pools of cleared engineers, track programme-level activity across the defence supply chain, and engage candidates through relationships built over years rather than inbound applications. Our bespoke recruitment service connects organisations with hard-to-reach defence talent by combining proactive headhunting, network referrals, and market intelligence in a way that reactive job posting simply cannot replicate. Did You Know? Defence agencies using AI-driven sourcing platforms report up to 50% faster time-to-fill for Top Secret technical roles — making proactive sourcing the new baseline for specialist defence hires. Source: [Defense & Aerospace Hiring Trends 2025 Guide](https://www.clearancejobs.com/blog/top-defense-aerospace-hiring-trends-2025) ## Understanding the Salary Landscape for Defence Systems Designers Budgeting accurately is a critical part of how to hire specialist systems designers for defence projects. Underbidding on salary is the fastest way to lose strong candidates mid-process to a larger prime contractor. [![Salary ranges for engineering and defence design roles](https://outgoing-oyster-428.convex.cloud/api/storage/55a05b43-5933-4394-8eae-33dd8b95bf12)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) Salary ranges for specialist systems designers in defence programmes in 2026 vary considerably by seniority, clearance level, and location. As a broad reference: Role LevelTypical Salary Range (2026)NotesJunior Systems Designer£38,000 – £48,000Typically SC clearance; 2-5 years experienceSystems Designer£48,000 – £65,000SC or DV clearance; programme-specific toolset experienceSenior Systems Designer£65,000 – £82,000DV clearance preferred; MoD customer interface experiencePrincipal / Lead Systems Designer£82,000 – £100,000+Rare; programme leadership capability requiredThese figures reflect permanent, employed positions. Contract day rates for equivalent roles command a significant premium. Always benchmark against current market data before making an offer. ## Security Clearance: What You Must Understand Before Hiring Defence Systems Designers Security clearance is not simply a checkbox in the hiring process for specialist systems designers on defence projects. It fundamentally shapes your talent pool, your timeline, and your onboarding plan. [![Cyber security and cleared professionals for defence programmes](https://outgoing-oyster-428.convex.cloud/api/storage/1b47f610-9d71-43fe-80f8-ad9943e0dff6)](https://cmdrecruitment.com/defence-recruitment) Key considerations when factoring security clearance into your hiring strategy: - **Current clearance versus eligible for clearance:** A candidate who holds active DV or SC clearance can start faster. One who needs to go through the process adds months to your onboarding timeline. Plan accordingly. - **Clearance portability:** Clearances granted under one employer’s sponsorship do not automatically transfer. Confirm the process with your security officer before making an offer. - **Nationality requirements:** Some programmes require British nationals only. Others accept dual nationals with specific exceptions. Know your programme’s requirements before you screen. - **Clearance as a retention lever:** Cleared professionals understand their clearance has value and makes them attractive to multiple employers. Acknowledge this in your retention strategy, not just your hiring process. Working with a [recruitment agency experienced in defence hiring](https://cmdrecruitment.com/our-recruitment-services) means having a partner who understands vetting timelines, can advise on clearance transfer processes, and screens candidates for eligibility before your internal teams invest time in interviews. ## Permanent vs. Contract: Choosing the Right Engagement Model for Defence Systems Designers Not every defence programme needs permanent headcount. Understanding which engagement model suits your project phase is part of hiring specialist systems designers for defence projects effectively. - **Permanent hire:** Best for long-running programmes where institutional knowledge, customer relationship continuity, and deep programme familiarity are assets. Suitable for in-service support phases and multi-year development programmes. - **Fixed-term contract:** Appropriate for defined project phases such as concept to CDR, or specific deliverable milestones. Provides flexibility while retaining consistent resource through a phase. - **Day rate contractor:** Useful for surge capacity, specific technical expertise gaps, or short-notice requirements where a permanent process would take too long. Day rate specialists accept the premium for the flexibility they provide in return. Many organisations running major defence programmes use a blend of all three. Having a recruitment partner who understands [flexible recruitment solutions](https://cmdrecruitment.com/recruitment-solutions) across permanent and contract models means you can adapt your resource strategy as programme needs evolve. ## Conclusion Knowing how to hire specialist systems designers for defence projects requires more than writing a job description and waiting for applications. It demands a proactive strategy: a precisely defined role profile, clearance-first screening, market-competitive offers, and sourcing channels that reach passive candidates who will never respond to a job board post. The talent market for cleared, experienced defence systems designers is tighter in 2026 than it has been at any point in the past decade. The organisations succeeding in hiring specialist systems designers for defence projects are those working with partners who have deep sector networks, understand defence programme environments, and move quickly when the right candidate becomes available. If you’re ready to discuss your requirements for specialist systems designers on your defence programme, [get in touch with our team](https://cmdrecruitment.com/contact) to explore how we can support your hiring strategy. ## Frequently Asked Questions ### How do I hire a specialist systems designer for a UK MoD defence project in 2026? Start by defining your clearance requirements, programme context, and systems engineering lifecycle phase before approaching the market. Work with a specialist defence recruiter who maintains live networks of cleared engineers — general job boards will not surface the passive, experienced candidates you need for MoD-contracted work. ### What security clearance does a systems designer need for a defence project? Most systems design roles on classified defence programmes require at minimum Security Check (SC) clearance, with senior or customer-facing roles often requiring Developed Vetting (DV). Confirm your programme’s classification requirements with your security officer before screening candidates, as this will immediately define your eligible talent pool. ### How long does it take to hire a specialist systems designer for a defence project? Without specialist support, time-to-fill for cleared technical systems design roles typically runs between 3 and 6 months. Working with a defence-focused recruiter who has pre-screened candidate pipelines and uses proactive sourcing methods can reduce this substantially, with some roles filled in 4 to 8 weeks when a cleared candidate is already in the network. ### Is it worth using a specialist recruiter to hire defence systems designers rather than doing it in-house? For specialist defence systems design roles, a specialist recruiter almost always delivers better outcomes than an in-house approach alone. The candidate pool is small, mostly passive, and held within professional networks that only experienced defence recruiters can access efficiently. The cost of a prolonged vacant role on a live defence programme far outweighs the recruitment fee. ### What’s the difference between a systems engineer and a systems designer in a defence context? In defence environments, the terms overlap significantly but systems designers typically focus more specifically on the design and specification phases of the systems engineering lifecycle, producing architectures, interface definitions, and design documentation. Systems engineers often carry broader responsibility across the V-model from requirements through to verification. When hiring specialist systems designers for defence projects, clarify exactly which lifecycle phases the role covers to attract the right applicants. ### How do I retain specialist systems designers once I’ve hired them on a defence project? Retention for defence systems designers in 2026 depends heavily on programme interest, flexible working arrangements, and clear career progression. Competitive salary is baseline, but flexible scheduling options like 9/80 rotas or partial remote working are increasingly decisive. Regular engagement on career development and programme significance matters as much as the financial package for this professional group. ### Where are the best locations in the UK to hire specialist systems designers for defence projects? South Wiltshire — particularly around Salisbury, Amesbury, and the Boscombe Down area — is one of the UK’s premier defence engineering clusters, with a high density of cleared systems design professionals. Bristol, Portsmouth, and the South East corridor around Surrey and Hampshire are also strong talent locations for hiring specialist systems designers for defence projects. Proximity to these clusters, or a credible hybrid working policy, significantly expands your candidate reach. **Categories:** Uncategorized --- ### [Ultimate Guide to Defence Sector Careers Near Porton Down (2026)](https://cmdrecruitment.com/ultimate-guide-to-defence-sector-careers-near-porton-down-2026) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** This ultimate guide to defence sector careers near Porton Down covers everything you need to know about working in one of the UK’s most significant and fast-growing defence clusters. The UK government has invested £80 million to create 2,500 new student places in engineering and computer science specifically for defence industry needs as of June 2026, signalling that the opportunity window for technical and specialist candidates in this region has never been larger. ## Key Takeaways QuestionAnswer**What types of jobs are available near Porton Down?**Roles span defence engineering, cyber security, IT, project management, policy, civilian support, and finance across the Salisbury and Amesbury corridor.**Do I need security clearance for defence jobs near Porton Down?**Most roles require at minimum Security Check (SC) clearance, and many require Developed Vetting (DV). British citizenship or long-term UK residence is typically required.**Who are the major employers near Porton Down?**Dstl (Defence Science and Technology Laboratory) is the anchor employer, alongside major contractors including QinetiQ and a range of prime defence companies.**How do I find defence jobs in Wiltshire?**Specialist regional recruiters like CMD Recruitment offer [Wiltshire-specific job listings](https://cmdrecruitment.com/wiltshire-jobs) tailored to defence and engineering candidates.**Are apprenticeships available in the defence sector?**Yes. Apprentice hiring in the defence sector rose by 8% in 2025, making earn-while-you-learn routes a growing entry point into organisations near Porton Down.**What salary can I expect in a defence role near Porton Down?**Security-cleared roles carry a significant premium, with medians reaching £67,500 in 2026. Senior engineering and DV-cleared positions can command considerably more.**How long does security clearance take?**DV clearance timelines have exceeded nine months on average in 2025/2026. Candidates should plan accordingly and begin the process as early as possible.## Why Porton Down Is the Centre of UK Defence Careers The area around Porton Down in South Wiltshire is far more than a single famous research site. It represents the core of what industry insiders call the **South Wiltshire Defence Cluster**, a dense concentration of government laboratories, prime contractors, and specialist SMEs strung along the Salisbury and Amesbury corridor. This cluster is part of a broader national picture: **86% of all UK defence industry employees are now based outside London and the South East**, with the South West firmly established as one of the primary hubs. For career-driven professionals, that means Wiltshire offers genuine long-term opportunity, not a stepping stone. Whether you are an experienced engineer, a recent graduate, or a career-changer with transferable skills, our ultimate guide to defence sector careers near Porton Down will help you understand the landscape, the roles, the requirements, and the smartest routes in. [![Our Skilled Engineering Recruitment Specialists Are Here to Help](https://outgoing-oyster-428.convex.cloud/api/storage/e86d636c-4dff-4d87-a758-5a4b7115bcf0)](https://cmdrecruitment.com/defence-engineering-careers-in-salisbury-and-amesbury) ## The Major Employers Near Porton Down You Need to Know Understanding who is actually hiring is the most practical starting point for any defence career near Porton Down. The employer landscape is layered, and each tier offers different entry points. ### Dstl (Defence Science and Technology Laboratory) Dstl is the anchor institution at Porton Down. It currently employs over 5,000 civilian staff and is the UK government’s primary applied research organisation for defence and security science. Roles here span chemistry, biology, physics, engineering, data science, cyber, and programme management. Dstl is a direct civil service employer, which means its recruitment follows government processes, typically involving longer hiring timelines and a structured vetting pipeline. ### QinetiQ and Prime Contractors QinetiQ operates extensively in this corridor, alongside a range of prime defence companies including BAE Systems, Leidos, Serco, and Babcock. These organisations often hire on contract or permanent bases, and they frequently require candidates who already hold active security clearance, which makes prior clearance a significant career asset. ### Specialist SMEs and Consultancies A growing layer of smaller specialist companies has established itself in the Salisbury and Amesbury area, drawn by proximity to Dstl and the prime contractor ecosystem. These organisations often offer faster hiring cycles and more varied project exposure for mid-career professionals. Did You Know? Dstl currently employs 5,051 civilian staff, with female representation in the workforce rising to 38% in 2024/25. Source: [Dstl Annual Report 2024/25](https://www.gov.uk/government/publications/defence-science-and-technology-laboratory-annual-report-and-accounts-2024-to-2025/dstl-annual-report-and-accounts-202425) ## Defence Career Paths Near Porton Down: Your Options in 2026 One of the most common misconceptions about the ultimate guide to defence sector careers near Porton Down is that you need a military background. You do not. The civilian workforce in this cluster is vast and diverse. [ ![Ultimate Guide to Defence Sector Careers Near Porton Down: five career paths near Porton Down with roles and progression.](https://outgoing-oyster-428.convex.cloud/api/storage/0432853e-4cfd-45b1-ae4e-ffe52e61b07d) ](https://outgoing-oyster-428.convex.cloud/api/storage/0432853e-4cfd-45b1-ae4e-ffe52e61b07d)A visual overview of five defence career paths near Porton Down, highlighting roles, required skills, and typical progression. Here are the five primary career tracks that make up the bulk of defence employment in the Porton Down area: - **Specialist Technical and Engineering:** Systems engineers, mechanical and electrical engineers, chemical scientists, biologists, physicists, and materials specialists. These roles form the backbone of Dstl and contractor workforces. - **Cyber Security and Digital:** A rapidly expanding specialism covering offensive and defensive cyber, digital forensics, threat intelligence, and software engineering for secure environments. - **Commercial and Project Management:** Programme managers, procurement specialists, contracts managers, and cost engineers. These roles are essential for managing complex multi-year defence programmes. - **Policy and Strategy:** Analysts, advisors, and strategic planners who work at the intersection of science, government, and military capability planning. - **Civilian Support Functions:** Finance, HR, administration, legal, and communications roles that support large defence organisations. These positions often require less specialist technical knowledge but may still require security clearance. Understanding which path fits your background is the first step. The second is understanding how [defence engineering careers in the Salisbury and Amesbury area](https://cmdrecruitment.com/defence-engineering-careers-in-salisbury-and-amesbury) differ from defence roles in other UK regions, particularly in terms of clearance requirements and employer culture. ## Security Clearance for Defence Jobs Near Porton Down: A Practical Guide Security clearance is the single biggest barrier to entry in the Porton Down employment market, and it is the area where candidates most often underestimate the time and preparation required. ### The Main Clearance Levels Clearance LevelCommon AbbreviationTypical ApplicationApproximate TimelineBaseline Personnel Security StandardBPSSEntry-level access, most support roles2-4 weeksSecurity CheckSCMost technical and engineering contractor roles2-4 monthsDeveloped VettingDVSenior Dstl positions, high-sensitivity programmes9+ monthsHigh-level DV clearance timelines for defence engineering roles exceeded an average of nine months in 2025/2026. This is not a process you can rush, and employers in this cluster expect candidates to plan their career transitions with that reality in mind. A critical practical point: **British citizenship or demonstrable long-term UK residence is a baseline requirement for most clearance levels** near Porton Down. Candidates with dual nationality or significant time spent abroad should discuss their specific situation with a specialist recruiter before applying. [![Aerospace Sector Defence Careers](https://outgoing-oyster-428.convex.cloud/api/storage/5677884f-3a9d-465b-bbfb-ffa768ae0b17)](https://cmdrecruitment.com/defence-recruitment) ## Engineering Roles Near Porton Down: The Ultimate Guide for Technical Candidates Engineering is the largest single discipline within the Porton Down defence cluster. Our [engineering recruitment specialists in the South West](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) work with candidates across a wide range of technical disciplines. The most in-demand engineering specialisms in 2026 include: 1. **Systems Engineering:** Managing the end-to-end design, integration, and testing of complex defence platforms and capabilities. This is among the highest-demand disciplines across all Porton Down employers. 2. **Electronic and Electrical Engineering:** From radar systems to power electronics, EE skills underpin a vast range of Dstl and contractor programmes. 3. **Chemical and Biological Science Engineering:** Given Porton Down’s specific research heritage, specialists in CBRN (Chemical, Biological, Radiological, Nuclear) engineering and protective science are consistently sought after. 4. **Software Engineering:** Embedded systems, real-time software, secure coding, and AI-enabled systems are all active growth areas within the cluster. 5. **Mechanical Engineering:** Structural, thermal, and manufacturing engineers are needed across platforms, protective equipment, and facility management roles. Salary ranges for engineering roles vary widely by clearance level, seniority, and employer type. Contract engineers with active DV clearance regularly command day rates that far exceed equivalent permanent salaries, making the contract market particularly attractive for experienced candidates. [![Salary Ranges for Engineering Roles in Defence](https://outgoing-oyster-428.convex.cloud/api/storage/81766d97-7c34-4b09-b0d2-979fdb7097ce)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) [![Employer Expectations for Engineering Talent Near Porton Down](https://outgoing-oyster-428.convex.cloud/api/storage/c4b3bae1-9a07-4a55-a62a-8771a0dbe5ea)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) ## Cyber Security and IT Careers in the Porton Down Defence Cluster Cyber security is one of the fastest-growing employment areas within the South Wiltshire defence cluster, and it represents a strong entry point for candidates coming from commercial technology backgrounds. Roles in this space range from junior security analysts working on monitoring and incident response, through to senior offensive security specialists and architects designing classified network environments. The demand for cleared cyber professionals consistently outpaces supply, which gives experienced candidates in this discipline significant negotiating leverage. [![Cyber Security Analysts in Defence](https://outgoing-oyster-428.convex.cloud/api/storage/17d02415-0679-41d4-96b4-092c274805fe)](https://cmdrecruitment.com/defence-recruitment) IT infrastructure, cloud architecture, data engineering, and AI/ML are also active hiring areas. Many of the organisations near Porton Down are in the process of modernising legacy systems, which means strong demand for professionals who can bridge traditional defence IT with modern cloud-native approaches. Candidates from commercial technology companies who hold or can obtain SC clearance are actively sought by specialist [IT recruitment consultants covering the defence sector](https://cmdrecruitment.com/disciplines/it) in this region. Did You Know? Security-cleared roles in the UK have seen an 8% year-on-year salary increase, reaching a median of £67,500 in 2026, highlighting the significant pay premium that clearance delivers for professionals in the Porton Down cluster. Source: [IT Jobs Watch 2026](https://www.itjobswatch.co.uk/jobs/uk/security%20cleared.do) ## How to Find and Apply for Defence Jobs Near Porton Down Knowing how to navigate the defence job market in this region is just as important as knowing what roles exist. The process differs significantly from commercial recruitment in several ways. ### Step 1: Register with a Specialist Defence Recruiter Generic job boards rarely capture the full breadth of what is available in the Porton Down cluster. Many roles are filled through specialist recruiters who maintain active relationships with employers before those positions are ever publicly advertised. Registering with CMD Recruitment gives you access to a network of defence and engineering vacancies across Wiltshire, including roles that are not listed publicly. You can [register as a candidate and upload your CV](https://cmdrecruitment.com/candidates/register-with-us) to receive tailored alerts when relevant roles come in. ### Step 2: Understand Your Clearance Position Before you apply for any role, know what clearance you currently hold (if any) and what level the role requires. Be honest in your applications: discrepancies discovered during vetting will end your candidacy immediately. ### Step 3: Tailor Your CV for the Defence Sector Defence employers value precision, detail, and evidence of relevant technical experience. Generic CVs do not perform well in this sector. Highlight specific programmes, technologies, and outcomes rather than broad role descriptions. Our [candidate resources and downloadable materials](https://cmdrecruitment.com/candidates/downloads) include CV guides and preparation tools specifically developed for technical and defence applicants. ### Step 4: Plan for the Timeline The average time to hire in the UK public and government sector, including defence, is six weeks, already longer than the national average. When you add DV clearance timelines of nine months or more for senior roles, candidates need to begin their job search well in advance of their intended start date. ### Step 5: Browse Current Vacancies Browse the latest [current defence and engineering vacancies](https://cmdrecruitment.com/jobs) and set up job alerts for your specific discipline and location preferences. Positions in the Porton Down cluster move quickly, particularly at SC clearance level. [![Find Your Next Engineering Role Near Porton Down](https://outgoing-oyster-428.convex.cloud/api/storage/08cb1a88-1b40-4484-ae7b-fae9456711f0)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) ## Early-Career Routes Into Defence Near Porton Down If you are at the beginning of your career, the defence sector near Porton Down offers several structured pathways worth understanding in detail. ### Apprenticeships Apprentice hiring across the UK defence sector rose by 8% in 2025, while traditional graduate vacancies dropped by 8% over the same period. This is a structural shift, not a temporary blip, and it means the earn-while-you-learn model is now a genuinely competitive route into organisations like Dstl and its contractor ecosystem. Defence apprenticeships in engineering, cyber, project management, and science are available at both Level 3 and Degree Level (Level 6/7), with many programmes designed specifically to pipeline talent into cleared environments. ### Graduate Programmes While overall graduate vacancy volumes have reduced, structured graduate schemes at Dstl and major contractors remain active. These programmes typically offer rotations across different technical disciplines before placing graduates into permanent roles. ### Career Changers The South Wiltshire defence cluster actively recruits mid-career professionals from adjacent industries including aerospace, automotive, pharmaceuticals, and technology. Transferable skills in systems thinking, project delivery, and technical analysis are highly valued, particularly when combined with a willingness to obtain security clearance. > “The South Wiltshire Defence Cluster offers one of the most diverse ranges of technical career opportunities in the UK, accessible to candidates from a wide variety of professional backgrounds, not just those with prior defence experience.” ## Support Functions and Non-Technical Careers Near Porton Down Not every career in the defence sector near Porton Down requires a science or engineering background. Large organisations like Dstl and the prime contractors employ substantial numbers of professionals in commercial, financial, administrative, and HR functions. Finance and accountancy professionals with an interest in working in a security-conscious environment will find that [accountancy and finance recruitment across the South West](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west) includes a meaningful proportion of defence-adjacent roles, particularly in programme finance, cost management, and commercial contracting. Administration and operations professionals are also in demand. Many defence organisations run large, complex sites that require skilled operational and facilities management teams alongside their technical workforce. [![Team working in a defence sector office environment](https://outgoing-oyster-428.convex.cloud/api/storage/9524e9ac-c4f6-4188-a4ae-cddd0fae8d32)](https://cmdrecruitment.com/about) ## Why Work With a Specialist Recruiter for Defence Roles Near Porton Down The Porton Down employment market operates very differently from standard regional job markets. Employers here rarely post roles widely, timelines are longer, requirements are more specific, and the consequences of a poor placement, for both employer and candidate, are significant in cleared environments. A specialist recruiter who understands the South Wiltshire defence cluster offers several concrete advantages: - **Access to unadvertised roles:** Many positions are filled before they reach public job boards. Recruiters with established employer relationships hear about these opportunities first. - **Clearance guidance:** A good recruiter will advise you on whether your clearance history makes you a viable candidate for specific roles before you invest time in an application. - **Salary benchmarking:** Understanding what cleared professionals command in this specific market, rather than national averages, makes a material difference to negotiation outcomes. - **Interview preparation:** Defence employer interviews often include technical assessments, competency frameworks, and security-specific questioning that benefit from specific preparation. CMD Recruitment specialises in connecting candidates with [defence sector opportunities](https://cmdrecruitment.com/defence-recruitment) across the South Wiltshire corridor, with deep knowledge of the employer landscape, the clearance process, and the specific skills in demand in 2026. To explore everything available and get personalised support with your defence job search, visit our [candidate career guidance pages](https://cmdrecruitment.com/candidates/your-career) or [get in touch with the CMD team directly](https://cmdrecruitment.com/contact). ## Conclusion This ultimate guide to defence sector careers near Porton Down demonstrates just how broad and accessible the South Wiltshire defence cluster has become in 2026. From senior DV-cleared engineering roles at Dstl, to apprenticeships, cyber positions, and civilian support functions across the wider Salisbury and Amesbury corridor, the opportunity landscape is genuinely diverse. The key requirements are consistent across most roles: UK eligibility for security clearance, a willingness to engage with a longer-than-average hiring process, and a CV that communicates relevant technical or professional capability clearly. Get those fundamentals right, work with a specialist recruiter who knows this market, and the Porton Down defence cluster offers one of the most stable, well-paid, and purposeful career environments in the UK. Use our resources, [explore our full recruitment services](https://cmdrecruitment.com/our-recruitment-services), and take the first practical step toward a defence career in Wiltshire today. ## Frequently Asked Questions ### What qualifications do I need to work near Porton Down in a defence job? Requirements vary significantly by role. Technical and engineering positions typically require relevant degree-level qualifications or equivalent experience. Cyber and IT roles often value professional certifications (such as CISSP or SC-200) alongside practical experience. Many civilian support roles in finance, admin, and HR require professional qualifications relevant to those disciplines rather than defence-specific credentials. ### Can I apply for defence jobs near Porton Down without existing security clearance? Yes, in many cases. Employers and their recruitment partners can sponsor candidates for SC and DV clearance, particularly when the candidate has a compelling technical profile and meets the eligibility criteria. However, you must be a British citizen or have long-term established UK residence, and you should be prepared for the clearance process to take several months before you can start in post. ### Is it worth pursuing defence sector careers near Porton Down in 2026? Absolutely. The £80 million government investment in 2026 specifically targeting defence engineering and computer science skills signals strong long-term commitment to this sector. Combined with above-average salaries for cleared professionals, job security, and the meaningful nature of the work, defence careers near Porton Down represent one of the most compelling professional options in the UK right now. ### How long does it take to get a job at Dstl or with a defence contractor near Porton Down? For SC-cleared or clearable candidates, the process from application to start date typically runs between two and four months for contractor roles, and longer for direct Dstl civil service positions. For DV-level roles, the total timeline from application to clearance granted and in-post can exceed a year. Starting your search early and engaging a specialist recruiter significantly improves your chances of managing this timeline effectively. ### What is the salary range for defence jobs near Porton Down? Salaries vary widely by discipline, seniority, and clearance level. The median salary for security-cleared roles across the UK reached £67,500 in 2026, and senior engineering or DV-cleared positions in the Porton Down cluster regularly exceed this figure. Contract day rates for experienced cleared engineers can be significantly higher still, often in the £500 to £900+ per day range depending on specialism. ### Are there remote or hybrid working options for defence jobs near Porton Down? Some roles within the defence cluster near Porton Down offer hybrid working arrangements, particularly for commercial, finance, and policy positions where classified information handling is less intensive. However, many technical and engineering roles require regular or full-time on-site presence due to the nature of the work and the security environment. This is an important factor to discuss with your recruiter at the outset. ### How do I find out about unadvertised defence vacancies near Porton Down? The most effective method is to register with a specialist defence recruiter who maintains active relationships with employers in the South Wiltshire cluster. Many of the best roles in this market are filled before they reach public job boards. Working with a recruiter who specifically covers the Salisbury and Amesbury defence corridor gives you access to this hidden market as well as up-to-date intelligence on which employers are actively growing their teams in 2026. **Categories:** Uncategorized --- ### [Top Technical Skills Trending in the Wiltshire Engineering Sector in 2026](https://cmdrecruitment.com/top-technical-skills-trending-in-the-wiltshire-engineering-sector-in-2026) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** The **top technical skills trending in the Wiltshire engineering sector** are shifting rapidly in 2026, driven by defence investment, advanced manufacturing growth, and a wave of digital integration across the region. Whether you’re an engineer looking to sharpen your profile or an employer trying to understand what to hire for, this guide gives you a clear, practical picture of where the skills demand is heading. ## Key Takeaways QuestionAnswer**What technical skills are most in demand in Wiltshire engineering in 2026?**Cybersecurity, systems engineering, CAD/CAM proficiency, automation, and cloud computing are the most actively sought capabilities across Wiltshire’s engineering employers right now.**Why is defence driving engineering skills demand in Wiltshire?**Wiltshire has a dense cluster of defence and aerospace employers around Salisbury, Amesbury, and Chippenham, generating sustained demand for systems, electronics, and hardware integration skills.**Is IT overlapping with engineering roles in Wiltshire?**Yes. Data analysis, embedded software, and OT/IT convergence mean many engineering roles now require IT literacy alongside traditional technical qualifications.**Which engineering disciplines are growing fastest in the South West?**Defence systems, [advanced manufacturing engineering in the South West](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west), and industrial automation are the fastest-growing engineering disciplines in the region in 2026.**How can engineers in Wiltshire make themselves more hireable?**Adding certifications in CAD tools, PLC programming, cybersecurity fundamentals, or cloud platforms significantly increases employability for Wiltshire engineering roles.**What do Wiltshire engineering employers look for beyond qualifications?**Employers consistently prioritise problem-solving ability, cross-functional communication, and adaptability to new tools alongside core technical qualifications.**Where can I find current engineering jobs in Wiltshire?**Browse the latest roles through the [Wiltshire jobs board at CMD Recruitment](https://cmdrecruitment.com/wiltshire-jobs) for live engineering and technical vacancies across the county.## Why the Wiltshire Engineering Skills Landscape Is Changing in 2026 Wiltshire isn’t just a rural county. It’s home to a concentrated belt of engineering and defence employers, stretching from Chippenham and Melksham through to Salisbury and Amesbury, that collectively represent one of the most active technical hiring markets in the South West. In 2026, several forces are reshaping what employers want. Defence spending increases, automation investment in manufacturing, and the convergence of digital and physical engineering mean that the skills valued five years ago are now table stakes, while an entirely new tier of capability has emerged at the top of most job specifications. [![Finding the Best Engineering and Technical Talent in the South West](https://outgoing-oyster-428.convex.cloud/api/storage/3a3cf4c3-f073-47e4-a279-50793ca722fe)](https://cmdrecruitment.com/sectors/engineering-recruitment/) The result is a significant gap between the skills that experienced engineers currently hold and the skills that Wiltshire employers are actively hiring for. Understanding where that gap sits is the most important step whether you’re a candidate or a hiring manager. ## Top Technical Skills Trending in the Wiltshire Engineering Sector: The Full Breakdown When we look across the engineering and technical roles being filled across Wiltshire in 2026, a clear pattern emerges. The following capabilities appear consistently at the top of employer briefs and candidate shortlisting criteria. [ ![Infographic showing the top 5 technical skills trending in the Wiltshire engineering sector.](https://outgoing-oyster-428.convex.cloud/api/storage/e36647e6-e011-4a67-82ff-1ffd27e40f56) ](https://outgoing-oyster-428.convex.cloud/api/storage/e36647e6-e011-4a67-82ff-1ffd27e40f56)This infographic highlights the top five technical skills currently trending in Wiltshire’s engineering sector. It helps employers and job seekers focus on in-demand capabilities. ### 1. Systems Engineering Systems engineering has become one of the most requested skill sets across Wiltshire’s defence and aerospace employers. Professionals who can manage complex, multi-discipline projects from requirements definition through to integration and verification are in very short supply relative to demand. - Model-Based Systems Engineering (MBSE) tools such as Rhapsody and Cameo - Requirements management using DOORS or similar platforms - Systems integration and verification planning - Cross-discipline team coordination within defence programmes ### 2. CAD, CAM, and Design Engineering Software Proficiency in CAD and CAM platforms remains foundational, but the bar has moved upward. Employers now expect candidates to work across multiple tools and apply design-for-manufacture principles from the outset. - SolidWorks and CATIA for mechanical design - AutoCAD for 2D and 3D drafting - Creo and NX for complex assemblies - GD&T (Geometric Dimensioning and Tolerancing) fluency - Design for manufacture and assembly (DFMA) [![Employer Expectations for Engineering Talent](https://outgoing-oyster-428.convex.cloud/api/storage/328c3ec5-abc7-48da-b479-4ca089619473)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) ### 3. PLC Programming and Industrial Automation Wiltshire’s manufacturing belt, anchored by companies in Melksham, Chippenham, and Trowbridge, has seen significant automation investment over the past two years. Engineers who understand PLC programming, SCADA systems, and industrial robotics are among the most actively recruited professionals in the county in 2026. - Siemens TIA Portal and Allen-Bradley PLC platforms - SCADA and HMI configuration - Robotics integration (ABB, KUKA, Fanuc) - Fault-finding on automated production lines ### 4. Cybersecurity and OT/IT Security The overlap between operational technology (OT) and information technology (IT) in engineering environments has created a specific and urgent skills gap. Wiltshire employers, particularly in defence and critical infrastructure, are prioritising engineers who understand how to protect industrial control systems. - ICS/SCADA security fundamentals - Network security in manufacturing environments - Cyber Essentials and ISO 27001 awareness - Threat modelling in engineering systems ### 5. Cloud Computing and Digital Engineering Tools Cloud platforms are no longer confined to IT departments. Engineering teams across Wiltshire are adopting cloud-based simulation, PLM systems, and data analytics tools, making cloud literacy a genuine engineering requirement in 2026. - AWS, Azure, and Google Cloud platform familiarity - Cloud-based PLM tools (Windchill, Teamcenter) - Digital twin development and management - IoT platform integration ## Cybersecurity and Digital Technical Skills Trending in the Wiltshire Engineering Sector [![Skilled and Diverse Talent Pools for the IT Industry](https://outgoing-oyster-428.convex.cloud/api/storage/9a36eff6-22f5-4d4d-90c8-a1968dbafacf)](https://cmdrecruitment.com/disciplines/it) One of the most significant developments shaping the top technical skills trending in the Wiltshire engineering sector is the blurring of lines between IT and engineering disciplines. This isn’t just about engineers needing to use software; it’s about a fundamental shift in how engineering systems are designed, operated, and secured. Cybersecurity skills, in particular, carry a premium across Wiltshire’s defence-linked employers. Professionals who hold SC clearance and combine that with OT security knowledge represent an extremely tight talent pool, and salaries reflect this scarcity. > “The convergence of operational technology and IT security has created one of the most acute skills shortages we see across Wiltshire engineering employers. Candidates who bridge both worlds are among the hardest to source and the fastest to receive offers.” For candidates working in [technical recruitment roles across Wiltshire and Bath](https://cmdrecruitment.com/sectors/technical-recruitment/), adding certifications such as CompTIA Security+, CISSP, or vendor-specific cloud security qualifications can be a decisive differentiator in a competitive field. ## Defence and Systems Engineering: Technical Skills Trending Across Salisbury and Amesbury [![Aerospace Sector engineering recruitment in Wiltshire](https://outgoing-oyster-428.convex.cloud/api/storage/feaaa871-593e-4c0a-b6ed-795b14256a86)](https://cmdrecruitment.com/best-engineering-recruitment-agencies-in-wiltshire-who-to-use-and-why-in-2026) South Wiltshire, centred on Salisbury and Amesbury, functions as one of the UK’s most active defence engineering clusters. The sheer concentration of defence primes, tier-one contractors, and specialist suppliers in this area means that certain technical skills carry disproportionate weight here compared to other parts of the country. The skills that unlock the most significant defence engineering opportunities in this area in 2026 include: - **Hardware integration** for complex weapon and platform systems - **Electronic systems design** including PCB layout and EMC compliance - **Systems safety engineering** and functional safety analysis (FMEA, FTA) - **V&V (Verification and Validation)** planning and execution - **Secure communications** and signals processing Security clearance eligibility is a parallel requirement for many of these roles. Engineers who are already SC or DV cleared represent a significantly smaller candidate pool, meaning cleared candidates with strong systems or electronics backgrounds typically move through hiring processes very quickly. We cover the full scope of [defence engineering careers in Salisbury and Amesbury](https://cmdrecruitment.com/defence-engineering-careers-in-salisbury-and-amesbury) in detail, including the range of disciplines and clearance levels involved across the region’s key employers. ## Advanced Manufacturing: The Industrial Technical Skills Trending in Wiltshire [![Are You Looking For a Job in the Industrial Sector?](https://outgoing-oyster-428.convex.cloud/api/storage/19b33ff3-3549-47d2-8cb3-0d69d3fbb733)](https://cmdrecruitment.com/disciplines/industrial) Wiltshire’s manufacturing corridor has continued to invest heavily in automation and lean manufacturing processes through 2025 and into 2026. This has shifted the skills profile of production engineering, maintenance, and process engineering roles substantially. The most sought-after manufacturing and industrial technical skills currently trending across Wiltshire include: Skill AreaWhy It Matters in WiltshireKey Tools / Standards**PLC / Automation**High automation investment across local manufacturersSiemens S7, Allen-Bradley, Omron**Lean / Six Sigma**Continuous improvement focus across production sitesGreen Belt, Black Belt, Kaizen**CNC Machining**Precision engineering supply chain servicing defence and aerospaceFanuc, Heidenhain, Mastercam**Quality / Metrology**AS9100, ISO 9001 compliance requirementsCMM operation, SPC, PPAP**Maintenance Engineering**Minimising downtime on high-value automated linesCMMS, predictive maintenance, TPMThese skills are in demand across permanent and contract roles, and candidates who combine practical shop floor experience with a formal qualification framework (HNC, HND, degree-level or apprenticeship route) are consistently securing the strongest offers. ## What Wiltshire Engineering Employers Actually Look For in 2026 [![Are Engineers in Demand in the UK?](https://outgoing-oyster-428.convex.cloud/api/storage/8ab12b56-cc9f-425b-98ee-65dda6500cab)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) Understanding the top technical skills trending in the Wiltshire engineering sector is only part of the picture. The employers we work with are also clear about the non-technical attributes they expect candidates to bring alongside the hard skills. The consistent pattern across engineering employer briefs in 2026 includes: - **Problem-solving under pressure**: The ability to diagnose and resolve issues without waiting for direction, particularly in production environments - **Cross-functional communication**: Engineers who can translate technical requirements into language that procurement, project management, and commercial teams can act on - **Documentation and compliance awareness**: Attention to detail in technical documentation, test records, and quality systems is consistently flagged as a differentiator - **Adaptability to new tools**: Given how rapidly CAD platforms, simulation tools, and digital systems are evolving, employers weight learning agility very highly - **Collaborative working**: Multi-site and matrix-managed engineering environments are the norm across Wiltshire’s larger employers [![Salary Ranges for Engineering Roles](https://outgoing-oyster-428.convex.cloud/api/storage/f344f174-7eed-4195-8c0d-b57efa67e114)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) Salary expectations in Wiltshire engineering continue to reflect the specialist nature of demand. Systems engineers and defence-focused roles with active clearance regularly command packages at the upper end of South West benchmarks, while automation and PLC specialists have also seen compensation move upward as availability has tightened through 2026. ## IT and Data Skills Now Trending Across Wiltshire Engineering Sector Roles [![Growing your business with the right IT professionals](https://outgoing-oyster-428.convex.cloud/api/storage/deeb0d28-51fb-4b60-ba9d-acdff1ae7212)](https://cmdrecruitment.com/disciplines/it) The boundary between IT roles and engineering roles has continued to dissolve in 2026. Our [IT recruitment team](https://cmdrecruitment.com/disciplines/it) increasingly works alongside our engineering team to fill roles that straddle both disciplines. This includes positions such as: - **Embedded software engineers**: Writing firmware for hardware systems in defence, automotive, and industrial applications - **Data engineers with manufacturing experience**: Building pipelines from production sensors and MES systems to business intelligence layers - **Digital manufacturing specialists**: Implementing MES, ERP integrations, and digital twin frameworks in factory environments - **Test automation engineers**: Developing automated test frameworks for both software and hardware verification Engineers who have invested in Python, SQL, or data visualisation tools (Power BI, Tableau) alongside their core engineering specialism are finding themselves considerably more attractive to Wiltshire employers in 2026. ## How to Build the Technical Skills Wiltshire Engineering Employers Want [![How to Become an Engineer in the UK](https://outgoing-oyster-428.convex.cloud/api/storage/65244364-bbfa-47fc-9441-36a18615f84c)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) If you’re an engineer looking to align your skills with what the Wiltshire market values most in 2026, the good news is that most of the high-demand capability areas are accessible through structured training. Here’s a practical framework for building your profile: 1. **Identify your current specialism** and map it to the trending demand areas listed above. The gap between where you are and where employers want you to be is usually narrower than it appears. 2. **Target certifications that Wiltshire employers recognise**. For automation, Siemens and Allen-Bradley both offer structured training paths. For cybersecurity, CompTIA and SANS provide vendor-neutral starting points. For systems engineering, INCOSE membership and MBSE tool training are well regarded. 3. **Build demonstrable experience**, not just credentials. Employers want to see applied use of CAD platforms, PLC environments, or security tools, not just certificates. Personal projects, secondments, or contract work can all provide this. 4. **Register your interest with a specialist recruiter** who understands the Wiltshire market. We match candidates to live briefs and emerging roles before they reach public job boards. Our [career guidance resources](https://cmdrecruitment.com/candidates/your-career) include CV templates, interview preparation materials, and practical advice tailored to engineering and technical candidates at every level in the South West. [![Find Your Next Engineering Role Here](https://outgoing-oyster-428.convex.cloud/api/storage/67c9d4f4-4913-46e4-825a-bc7de0602c85)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) ## Where to Find Wiltshire Engineering Roles That Require These Skills Knowing what skills are in demand is only useful if you can connect them to real opportunities. The strongest engineering vacancies across Wiltshire don’t always surface on general job boards; many are filled through specialist recruitment channels before they’re widely advertised. We actively manage live engineering and technical roles across Wiltshire, covering Salisbury, Chippenham, Melksham, Trowbridge, Devizes, and the surrounding area. For a current view of what’s available, the [Wiltshire engineering jobs listings](https://cmdrecruitment.com/wiltshire-jobs) are updated regularly and cover both permanent and contract opportunities. If you’re an employer looking to [recruit engineering and technical staff in Wiltshire](https://cmdrecruitment.com/recruit-engineering-technical-staff), we can provide briefings on current skills availability, salary benchmarks, and realistic timelines for filling specialist roles in the current market. ## Conclusion The top technical skills trending in the Wiltshire engineering sector in 2026 reflect a market that is genuinely sophisticated and increasingly specialised. From systems engineering in Salisbury’s defence cluster to PLC automation across Wiltshire’s manufacturing corridor and the growing crossover between IT and engineering disciplines, the skills that unlock the best opportunities have shifted significantly. For engineers, the priority is identifying which of these trending skill areas connects most naturally to your existing experience and investing in structured development in that direction. For employers, understanding the real scarcity of certain capabilities is essential to setting competitive hiring briefs and realistic timelines. We work across the full breadth of Wiltshire’s engineering and technical market and we’re well placed to help both sides of this equation. Explore the [engineering recruitment services we offer across the South West](https://cmdrecruitment.com/sectors/engineering-recruitment/) or get in touch to discuss your specific requirements in 2026. ## Frequently Asked Questions ### What are the top technical skills trending in the Wiltshire engineering sector right now in 2026? The top technical skills trending in the Wiltshire engineering sector in 2026 are systems engineering, PLC and automation programming, CAD proficiency, cybersecurity, and cloud-based digital engineering tools. Defence and advanced manufacturing employers are driving the highest demand across each of these areas. ### Is systems engineering a good career path in Wiltshire in 2026? Yes. Systems engineering is one of the most in-demand and best-compensated disciplines across Wiltshire’s defence and aerospace employers in 2026. The Salisbury and Amesbury area in particular has a high concentration of roles requiring MBSE skills, requirements management, and systems integration experience. ### What IT skills do Wiltshire engineering employers look for in 2026? Wiltshire engineering employers increasingly look for Python scripting, data analysis, embedded software development, and OT/IT security awareness alongside traditional engineering qualifications. Engineers who can bridge both disciplines are among the hardest candidates to source and command premium salaries as a result. ### How does the Wiltshire engineering job market compare to the rest of the South West in 2026? Wiltshire punches above its weight for engineering employment relative to its size, largely because of its dense defence and aerospace employer base. The county offers more specialist technical roles, particularly in systems engineering and advanced manufacturing, than most comparable South West counties. ### Do I need security clearance for engineering jobs in Wiltshire? Many engineering roles tied to the defence cluster around Salisbury and Amesbury require SC or DV clearance, or at minimum the eligibility to obtain it. Candidates who already hold active clearance are in significantly higher demand and typically receive faster, stronger offers than those who are starting the clearance process. ### What CAD tools should engineers focus on for Wiltshire jobs in 2026? SolidWorks, CATIA, and Creo are the most commonly requested CAD platforms across Wiltshire engineering employers in 2026, particularly in defence and precision manufacturing. Proficiency in GD&T and design-for-manufacture principles alongside tool competency makes candidates considerably more competitive. ### Is there a skills shortage in the Wiltshire engineering sector in 2026? Yes, the skills gap in Wiltshire engineering is acute in 2026, particularly for systems engineers, PLC specialists, and cybersecurity-aware engineers with OT experience. This shortage is creating strong leverage for candidates with these capabilities and is making time-to-hire a major challenge for employers across the county. **Categories:** Uncategorized --- ### [Your Ultimate Guide to Technical Staffing for Modern Industrial Facilities](https://cmdrecruitment.com/your-ultimate-guide-to-technical-staffing-for-modern-industrial-facilities) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** This ultimate guide to technical staffing for modern industrial facilities exists because the stakes of getting it wrong are enormous. A single “bad hire” in a technical role can cost a facility 200% to 300% of that employee’s first-year salary, meaning one poor decision on a £40,000 maintenance technician can translate to a £120,000 loss once you account for productivity gaps, retraining, and team disruption. Whether you run a manufacturing plant, a production site, or a specialist industrial operation, your workforce is your most critical asset, and how you build it determines everything from daily output to long-term operational safety. ## Key Takeaways QuestionKey Insight**What is technical staffing for industrial facilities?**It is the targeted recruitment of skilled professionals including engineers, maintenance technicians, and operators who keep production environments running safely and efficiently.**What roles fall under industrial technical staffing?**Roles include maintenance engineers, production technicians, electrical engineers, quality assurance specialists, warehouse operatives, and site-specific skilled trades. Explore [industrial recruitment disciplines](https://cmdrecruitment.com/disciplines/industrial) for a full breakdown.**How is technical staffing different from general recruitment?**Technical staffing requires specialist knowledge of the roles, sector-specific qualification requirements, safety awareness, and access to niche talent pools that general agencies simply do not maintain.**Should industrial facilities use permanent or interim staffing?**Most modern facilities benefit from a mix of both. Permanent hires build institutional knowledge, while interim staff cover peaks in demand, project surges, or sudden skill gaps.**What should I look for in a technical staffing partner?**Look for sector-specific experience, a verified talent pool, a structured screening process, and the ability to provide both permanent and temporary placements across technical disciplines.**How long does technical recruitment typically take?**With a specialist agency, the process from vacancy registration to shortlist can move significantly faster than in-house hiring, particularly for niche technical and engineering roles.**Is salary benchmarking important in industrial staffing?**Absolutely. Offering non-competitive salaries is one of the primary reasons facilities lose candidates at the final stage. A [current salary survey](https://cmdrecruitment.com/about/salary-survey) is an essential tool when building a hiring strategy.## Why Technical Staffing for Modern Industrial Facilities Demands a Specialist Approach Industrial facilities are not typical workplaces. They operate under strict safety regulations, require hands-on technical knowledge from day one, and often run on shift patterns where a single vacancy can directly impact production output. General recruitment agencies rarely maintain the depth of candidate knowledge needed to fill these roles effectively. A specialist technical staffing partner understands the difference between a multi-skilled maintenance engineer and a single-trade electrician, and they know which one your facility actually needs. [![What Are Employers Looking For in Technical Candidates?](https://outgoing-oyster-428.convex.cloud/api/storage/58594e27-8b95-4a75-bf0c-c8d8266af741)](https://cmdrecruitment.com/disciplines/technical) [![Popular Industries For Technical Roles](https://outgoing-oyster-428.convex.cloud/api/storage/d8f40621-4cfd-4aff-8f2d-e0bc4e6fbc71)](https://cmdrecruitment.com/disciplines/technical) The most effective technical staffing strategies combine clear role definition, competitive salary benchmarking, and a recruiter who can pre-screen candidates against site-specific competency requirements before a single CV reaches your desk. This is the foundation the rest of this guide builds on. ## The Most In-Demand Technical Roles in Modern Industrial Facilities in 2026 Understanding which roles carry the most demand helps facilities prioritise their hiring pipeline and avoid unnecessary delays when vacancies arise. In 2026, the roles we see most consistently requested across industrial clients include: - **Maintenance Engineers (Electrical and Mechanical)** – Multi-skilled engineers who can diagnose, repair, and prevent equipment failure across production lines - **Production Technicians and Operators** – Skilled hands-on staff who manage day-to-day manufacturing processes within set output and quality targets - **Quality Assurance and Control Specialists** – Professionals who ensure finished goods and processes meet regulatory and client standards - **Automation and Controls Engineers** – Growing demand driven by facilities integrating PLC systems, robotics, and automated production lines - **Warehouse and Logistics Operatives** – Site-based staff responsible for the flow of materials from intake through to dispatch - **Health, Safety, and Compliance Officers** – Critical roles that protect both the workforce and the facility’s operating licence [![Salary Ranges for Technical Roles](https://outgoing-oyster-428.convex.cloud/api/storage/a060a6f6-a047-4b50-8156-87b00f4e88be)](https://cmdrecruitment.com/disciplines/technical) [![Are Engineers in Demand in the UK?](https://outgoing-oyster-428.convex.cloud/api/storage/5f7c8184-c679-4ecb-a1b6-83d6143cbb6d)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) Salary expectations for these roles vary significantly based on specialism, experience level, and whether the position is permanent or interim. Reviewing current market data before advertising any vacancy is not optional. It is the difference between attracting strong candidates and watching them accept offers from competitors. ## How the Technical Staffing Process Works: A Step-by-Step Guide for Industrial Facility Managers Many facility managers underestimate how much structure goes into a well-run technical staffing process. Here is how an effective recruitment cycle operates when handled by a specialist agency. 1. **Vacancy consultation** – The recruiter meets with you to understand the role, the team environment, shift requirements, qualifications needed, and realistic salary expectations 2. **Role scoping and job description creation** – A precise job description is created that attracts the right candidates without generating high volumes of unsuitable applications 3. **Talent sourcing** – Active and passive candidate pools are searched, including existing talent networks, job boards, and direct outreach to candidates not actively looking 4. **Initial screening and pre-qualification** – Candidates are assessed against your role criteria before a CV is ever forwarded to you 5. **Shortlisting and presentation** – You receive a focused shortlist of pre-screened, qualified candidates with clear summaries of their experience and fit 6. **Interview coordination** – The agency manages scheduling, candidate briefing, and post-interview feedback on both sides 7. **Offer management and onboarding support** – Salary negotiation is handled professionally to protect the candidate relationship and secure your preferred hire [![How Our Technical Recruitment Agency Recruits Candidates](https://outgoing-oyster-428.convex.cloud/api/storage/ecf19c00-955a-475f-a5bc-ef1ac08b81c5)](https://cmdrecruitment.com/disciplines/technical) Each step exists for a reason. Skipping the consultation phase leads to poorly scoped vacancies. Skipping screening leads to wasted interview time. The complete process, run properly, is what separates a successful placement from a costly mis-hire. Did You Know? 81% of task hours in manufacturing are expected to remain human-driven through 2026, despite AI advancements. Source: [Deloitte 2026 Manufacturing Industry Outlook](https://www.deloitte.com/us/en/insights/industry/manufacturing-industrial-products/manufacturing-industry-outlook.html) ## Industrial Staffing vs. General Recruitment: Why the Difference Matters for Your Facility A general recruiter can fill an office administrator vacancy. They likely cannot competently assess whether a maintenance technician holds the right HNC, understands ATEX environments, or has relevant experience with your specific type of production equipment. Industrial technical staffing requires recruiters who: - Understand site safety standards and compliance requirements - Can verify technical qualifications and certifications accurately - Know the local and regional talent markets for specialist trades - Maintain warm relationships with passive candidates who are not actively job hunting - Can work to tight timelines when a production-critical role falls vacant unexpectedly [![Store manager with warehouseman checking stock levels in industrial facility](https://outgoing-oyster-428.convex.cloud/api/storage/d74029f7-b5d2-46f4-b42d-b000580b9f30)](https://cmdrecruitment.com/industrial-recruitment) [![Your Trusted Industrial Recruitment Partner](https://outgoing-oyster-428.convex.cloud/api/storage/f5daf4e1-ac64-4023-ad6f-d3624c41c245)](https://cmdrecruitment.com/disciplines/industrial) The difference shows up most clearly during interviews. A specialist recruiter prepares candidates thoroughly on your site, your culture, and your expectations. A general recruiter sends candidates to interviews with generic preparation that leaves both parties dissatisfied. For modern industrial facilities, this distinction is not academic. It directly affects how quickly you fill critical roles, how well new hires settle in, and how low your staff turnover remains over time. ## Engineering Recruitment for Modern Industrial Facilities: Finding the Talent Behind Your Operations Engineering is the backbone of any industrial facility. Without qualified engineers managing maintenance, overseeing equipment reliability, and supporting production improvements, output quality drops and downtime rises. The challenge in 2026 is that engineering talent is genuinely competitive. Skilled maintenance engineers, electrical engineers, and process engineers receive multiple approaches, which means your vacancy competes for attention in a market where candidates have real choices. [![Employer Expectations for Engineering Talent](https://outgoing-oyster-428.convex.cloud/api/storage/54700bd3-025d-469a-abe4-fddcc8955fec)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) [![Salary Ranges for Engineering Roles](https://outgoing-oyster-428.convex.cloud/api/storage/08abb941-678c-4b7d-8488-45a7e0e8cf0b)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) Winning engineering candidates comes down to three things: competitive salary positioning, a clear and credible job proposition, and speed in the hiring process. Strong candidates do not wait three weeks between interview stages. Working with a dedicated [engineering recruitment specialist](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) gives you access to pre-engaged talent, faster shortlisting, and an agency that understands what the best engineering candidates actually care about when evaluating a new role. ## Building a Complete Technical Workforce: Beyond the Shop Floor The most effective technical staffing strategy for modern industrial facilities does not stop at maintenance and production roles. A fully functioning facility also depends on supporting functions that require specialist recruitment of their own. Here is how supporting disciplines contribute to industrial operations: DisciplineRole in an Industrial FacilityStaffing Complexity**IT**Network infrastructure, OT/IT integration, system uptime, MES supportHigh – requires understanding of both IT and industrial OT environments**HR**Workforce planning, compliance, employee relations on shift-based sitesMedium – industrial HR has distinct challenges around shift management and union relations**Finance**Cost of goods, procurement analysis, capex project financial oversightMedium – manufacturing finance requires cost accounting specialism**Design and Engineering Design**Product development, CAD engineering, packaging and process designHigh – portfolio-driven roles that need careful technical and creative assessmentEach of these functions benefits from a recruiter who understands the industrial context. An HR professional placed into a shift-based manufacturing environment faces different daily challenges than one working in a corporate office, and your recruiter needs to account for that in how they assess and brief candidates. [![Skilled and Diverse Talent Pools for the IT Industry](https://outgoing-oyster-428.convex.cloud/api/storage/683c3a91-f9aa-4ec4-9f67-43d86f291c55)](https://cmdrecruitment.com/disciplines/it) [![We Know You Want HR Professionals With Specific Strengths](https://outgoing-oyster-428.convex.cloud/api/storage/4bd11fae-e604-4f2a-81e2-bc53726bca04)](https://cmdrecruitment.com/disciplines/hr) ## Permanent vs. Interim Technical Staffing: Choosing the Right Model for Your Facility One of the most practical decisions in industrial technical staffing is choosing between permanent hires, interim placements, and a blended approach. Neither option is universally better. The right choice depends on your facility’s specific operational demands. **Permanent staffing** builds long-term knowledge retention, reduces ongoing agency dependency, and tends to improve team cohesion. It works best for core production and maintenance roles where continuity matters. **Interim and temporary staffing** delivers flexibility for project-based needs, seasonal production peaks, sudden absences, and roles that are not yet ready to be converted to permanent headcount. It also gives you a low-risk route to assessing a candidate’s on-site performance before making a longer commitment. > “Our team emphasises understanding of site needs and technician capabilities to ensure reliable staffing for modern facilities.” – CMD Recruitment Industrial Staffing Team A well-structured [recruitment solutions strategy](https://cmdrecruitment.com/recruitment-solutions) typically uses permanent hires for critical operational roles and interim staffing to maintain agility when demand fluctuates. The two approaches are complementary, not competing. Did You Know? A single “bad hire” in a technical role can cost a facility 200% to 300% of that employee’s first-year salary. For a £48,000 operator role, that translates to a £96,000 to £144,000 loss. Source: [SHRM / Manufacturing Workforce Trends (2024-2026 Analysis)](https://resourceemployment.com/) ## What to Look for When Choosing a Technical Staffing Partner for Your Industrial Facility Not every recruitment agency is equipped to handle technical staffing for industrial environments. When evaluating potential partners, ask the questions that reveal whether they genuinely understand your world. Here are the criteria that distinguish strong technical staffing partners from those who will waste your time: - **Sector-specific experience** – They should be able to name the types of facilities they have staffed before and describe the roles they have filled in your discipline - **Active candidate pool** – Not just a CV database, but a network of candidates they have spoken to recently and can engage quickly - **Structured screening process** – They should describe exactly how they assess candidates against technical and cultural requirements before presenting them to you - **Salary and market knowledge** – They should be able to advise you on current market rates for the roles you are hiring, not just confirm what you already think - **Speed and reliability** – Industrial facilities cannot afford weeks of silence. Your recruiter needs to communicate at pace and deliver to agreed timelines - **Both permanent and temporary capability** – A partner who can only do one or the other will limit your flexibility when circumstances change [![How Our Industrial Recruitment Agency Secures Talent and Maintains Excellent Standards](https://outgoing-oyster-428.convex.cloud/api/storage/b4152efb-8a32-41a3-b44a-6f18b3ae0447)](https://cmdrecruitment.com/disciplines/industrial) [![How Our Engineering Recruitment Agency Can Source Your Perfect Candidate](https://outgoing-oyster-428.convex.cloud/api/storage/6c07e371-844f-4762-ae2c-5b53b92f520f)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) 20 years of specialist experience in technical and industrial recruitment across Wiltshire and Bath means we have built the relationships, the candidate networks, and the process rigour that make a real difference to facility managers who need results, not promises. ## Technical Staffing Mistakes That Cost Industrial Facilities the Most Understanding the pitfalls is as important as knowing best practice. The following mistakes appear repeatedly across industrial facilities that struggle to maintain consistent technical headcount. **Mistake 1: Advertising below market salary.** Candidates with in-demand technical skills simply move on to better-paid opportunities. Posting a vacancy at an uncompetitive rate does not save money. It wastes time and signals poor market awareness to candidates. **Mistake 2: Writing job descriptions that attract the wrong applicants.** Vague or overly generic job descriptions generate high volumes of unsuitable applications. Precise role scoping with a specialist recruiter solves this before a single advert goes live. **Mistake 3: Slow hiring processes.** In a competitive market, the best technical candidates accept offers within days. A three-stage interview process spread over six weeks will consistently lose you the strongest shortlisted candidates. **Mistake 4: Treating interim staffing as a last resort.** Facilities that only consider temporary staff when something goes wrong miss the strategic value of a proactive blended workforce model. **Mistake 5: Skipping structured onboarding.** Even well-recruited technical hires underperform when they are dropped onto a site with minimal orientation. Onboarding that covers equipment, team norms, and safety expectations protects your investment in every new hire. [![How to Get a Job in the Technical Sector](https://outgoing-oyster-428.convex.cloud/api/storage/2c4d1530-c828-4d4a-be78-b4ea9373bdb4)](https://cmdrecruitment.com/disciplines/technical) [![Our Skilled Engineering Recruitment Specialists Are Here to Help](https://outgoing-oyster-428.convex.cloud/api/storage/838f834c-b2cb-4f07-a4e9-9ae5339db8f5)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) [ ![Infographic showing 5 key benefits of technical staffing for modern industrial facilities (hiring, safety, productivity).](https://outgoing-oyster-428.convex.cloud/api/storage/1666323a-071e-4033-b82e-4f34c27c58ca) ](https://outgoing-oyster-428.convex.cloud/api/storage/1666323a-071e-4033-b82e-4f34c27c58ca)This infographic highlights five key benefits of technical staffing for modern industrial facilities. Learn how strategic staffing can improve hiring, safety, and productivity across operations. ## Conclusion: Your Next Step in Technical Staffing for Modern Industrial Facilities This ultimate guide to technical staffing for modern industrial facilities covers the core decisions, processes, and pitfalls that determine whether your workforce strategy supports or undermines operational performance. The key point running through everything above is this: specialist recruitment matters. Industrial facilities have specific needs that require specific expertise, whether you are filling a maintenance engineer vacancy, building out an IT function for an integrated production environment, or managing seasonal demand with interim operators. We have been helping industrial and technical employers across Wiltshire, Bath, and the wider South West build reliable, high-performing workforces since 2004. Our experience across [technical recruitment](https://cmdrecruitment.com/disciplines/technical) and [industrial staffing](https://cmdrecruitment.com/industrial-recruitment) means we understand what your facility needs, and we know how to find the candidates who will deliver it. If you are ready to build a stronger technical workforce in 2026, [get in touch with our team](https://cmdrecruitment.com/contact) to discuss your current vacancies and longer-term staffing strategy. ## Frequently Asked Questions ### What is the best way to staff a modern industrial facility with technical workers? The most effective approach combines specialist technical recruitment with clear role scoping, competitive salary benchmarking, and a mix of permanent and interim hires to maintain both stability and flexibility. Partnering with an agency that has genuine industrial sector experience removes guesswork from the process and delivers faster, better-matched placements. ### How much does it cost to hire a technical worker for an industrial facility in 2026? The cost of hiring depends on the role level, local market conditions, and whether you use a specialist agency. What is consistently more expensive is a bad hire: research shows a poor technical placement can cost 200% to 300% of the first-year salary in lost productivity and replacement costs. Investing in the right recruitment process upfront saves significantly more than it costs. ### Is technical staffing different for manufacturing facilities compared to other industries? Yes, significantly. Manufacturing and industrial facilities require candidates with verified hands-on qualifications, an understanding of production environments, and often specific safety certifications. A recruiter placing technical staff into industrial settings needs to screen for these requirements precisely, which general recruitment agencies are not typically equipped to do. ### How long does it take to fill a technical role in an industrial facility? With a specialist industrial staffing agency and an active candidate pool, initial shortlists for technical roles can be produced within days rather than weeks. The total time to hire depends on your internal interview process, but a well-run campaign managed by a specialist recruiter typically moves significantly faster than in-house hiring for niche technical positions. ### Should industrial facilities use temporary or permanent technical staff in 2026? Most successful industrial facilities use both. Permanent hires provide continuity in core production and maintenance roles, while temporary and interim staff handle demand peaks, project requirements, and unexpected vacancies. A blended workforce model gives you the reliability of a settled team and the flexibility to respond to operational changes without disruption. ### What qualifications should a technical candidate have for an industrial facility role? Required qualifications vary by role but typically include HNC or HND for engineering and maintenance positions, relevant City and Guilds certifications for trades, and site-specific safety training such as IOSH or NEBOSH for certain environments. A specialist technical staffing agency will verify these credentials as part of the pre-screening process before any candidate is presented to you. ### Is it worth using a specialist recruitment agency for industrial technical staffing in 2026? For facilities that rely on skilled technical staff to maintain production output and safety compliance, specialist industrial recruitment consistently delivers better candidate quality, faster time-to-hire, and lower turnover than either general agencies or unassisted in-house hiring. The cost of the service is reliably outweighed by the cost of vacancy downtime and mis-hires in technical roles. **Categories:** Uncategorized --- ### [Best Methods for Sourcing Security Cleared Engineers in Wiltshire in 2026](https://cmdrecruitment.com/best-methods-for-sourcing-security-cleared-engineers-in-wiltshire-in-2026) **Published:** August 25, 2026 **Author:** Dan Barfoot **Content:** Finding the best methods for sourcing security cleared engineers in Wiltshire is one of the most demanding challenges any defence employer faces in 2026, and a striking insight from SANS/GIAC workforce research confirms why: **52% of defence hiring leaders report that the so-called “skills gap” is actually a misalignment of specific technical expertise rather than a shortage of total applicants**. The real challenge is not finding engineers; it is finding the right cleared engineers, fast, before your competitors do. ## Key Takeaways QuestionAnswer**What is the fastest method for sourcing security cleared engineers in Wiltshire?**Working with a specialist [defence recruitment agency](https://cmdrecruitment.com/defence-recruitment) that holds an active database of pre-vetted, cleared candidates is consistently the fastest route to hire.**How long does security clearance typically take for new hires in 2026?**Baseline personnel security standard (BPSS) checks can take days, while developed vetting (DV) can take 12 months or more. Hiring already-cleared engineers removes this bottleneck entirely.**Why is Wiltshire such a hub for security cleared engineering talent?**Wiltshire is home to major MOD sites including Corsham, Tidworth, and Bulford, creating a dense local population of SC, DV, and STRAP-cleared professionals.**Do employee referrals work for cleared engineering roles?**Yes. Cleared professionals tend to move in tight networks. Referral programmes are one of the highest-quality sourcing channels for security cleared roles in Wiltshire.**What salary should I budget for a security cleared engineer in Wiltshire?**Salary varies by clearance level and specialism. Our free [2026 Salary Guide](https://cmdrecruitment.com/2026-salary-guide) provides current benchmarks for engineering roles across Wiltshire and the South West.**How much does it really cost to hire a cleared engineer in Wiltshire?**Beyond salary, employer NI contributions, pension auto-enrolment, and onboarding costs all add up. Use the [2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) to model your full spend.**Can transferable skills from adjacent industries bridge the cleared engineering gap?**Absolutely. Engineers from automotive, aerospace, and advanced manufacturing often hold directly transferable skills, and many already carry relevant security clearances.## Why Sourcing Security Cleared Engineers in Wiltshire Is Uniquely Challenging Wiltshire’s defence ecosystem is unlike any other county in the UK. With Corsham’s underground facilities, the Army headquarters at Andover on the doorstep, and significant MOD presence across Tidworth, Warminster, and Boscombe Down, the demand for cleared engineers consistently outstrips visible supply. The challenge is twofold. First, cleared candidates rarely appear on public job boards because advertising a cleared role openly can itself create security complications. Second, the most experienced cleared engineers are typically already employed, meaning passive-candidate outreach requires specialist knowledge and trusted networks. [![Aerospace Sector - Defence Engineering](https://outgoing-oyster-428.convex.cloud/api/storage/3142ea2f-2730-4946-83f8-811ba2a7a1f8)](https://cmdrecruitment.com/defence-recruitment) This combination makes traditional recruitment approaches largely ineffective. Generic job boards, generic agencies, and unrefined CV databases rarely surface the calibre of cleared engineer that defence programmes in Wiltshire require. ## Best Methods for Sourcing Security Cleared Engineers in Wiltshire: Working with a Specialist Defence Recruitment Agency The single most reliable method for sourcing security cleared engineers in Wiltshire is partnering with a recruitment agency that specialises specifically in defence and cleared roles. A general recruiter simply does not hold the candidate relationships, sector knowledge, or clearance-process understanding that this discipline demands. A specialist agency brings three advantages that no other sourcing method can replicate. They maintain live databases of actively cleared candidates across SC, DV, and CTC levels. They understand the nuances of vetting timelines. And they work confidentially, which is essential when advertising cleared vacancies publicly is inappropriate. [![Defence Recruitment Process](https://outgoing-oyster-428.convex.cloud/api/storage/3c2dfbcc-1d1b-4400-bfdf-c5923052aa8b)](https://cmdrecruitment.com/defence-recruitment) We place security cleared professionals across civil and military sectors throughout Wiltshire and the wider South West. Our [defence engineering careers coverage across Salisbury and Amesbury](https://cmdrecruitment.com/defence-engineering-careers-in-salisbury-and-amesbury) reflects the depth of our local cleared candidate network in some of the county’s most active defence corridors. When evaluating a specialist agency, ask directly: How many SC or DV-cleared engineers are currently active in your database? What is your average time-to-shortlist for cleared roles? Do you have dedicated consultants with defence sector experience? The answers will quickly separate the specialists from the generalists. ## Leveraging Employee Referral Programmes to Source Cleared Engineers Employee referral programmes are consistently underused in the defence engineering sector, which makes them an immediate competitive advantage for employers willing to formalise them. Cleared professionals move in tight-knit professional networks, and word of mouth travels fast within those communities. A structured referral programme with meaningful incentives encourages your current cleared engineers to introduce colleagues who are either actively looking or open to the right opportunity. These introductions typically come pre-qualified, not just technically but culturally, making them higher-quality leads from the outset. Did You Know? Referred employees stay 70% longer in their roles, with 46% retention after one year compared to only 33% for job board hires. Source: [FormAssembly / iCIMS 2026](https://www.formassembly.com/blog/employee-referral-programs/) In Wiltshire’s defence sector, where retaining cleared engineers is just as difficult as finding them, the retention advantage of referral hires is particularly valuable. Losing a DV-cleared systems engineer after twelve months represents a significant cost in both time and money. To build a referral programme that works in this sector, keep it simple, keep the reward visible, and ensure the referral process is easy to complete. The fewer steps between a referral and a reward, the higher the participation rate among your engineering team. ## Best Methods for Sourcing Security Cleared Engineers in Wiltshire: Targeting the Correct Talent Pool [![Skilled Engineering Recruitment Specialists](https://outgoing-oyster-428.convex.cloud/api/storage/da869526-f8c5-4eca-b4cc-c6f3ad4d5b92)](https://cmdrecruitment.com/engineering-recruitment-south-west) One of the most effective but overlooked methods for sourcing security cleared engineers in Wiltshire is to deliberately expand the target talent pool beyond traditionally “cleared” roles. Engineers from aerospace, advanced manufacturing, automotive, and telecoms often hold directly transferable technical skills, and some already carry baseline or full clearances from previous government contracts. The technical disciplines most relevant to Wiltshire’s defence programmes include systems engineering, electronic and electrical engineering, cyber security, software development, mechanical engineering, and communications. Within these disciplines, engineers from adjacent sectors can frequently bridge the gap with targeted upskilling rather than requiring full clearance from scratch. [![Employer Expectations for Engineering Talent](https://outgoing-oyster-428.convex.cloud/api/storage/7ac13455-081c-4a9f-8a8d-a6075f34e593)](https://cmdrecruitment.com/engineering-recruitment-south-west) We also recommend mapping your required clearance levels carefully before advertising. Many employers default to requesting DV clearance when SC or CTC would be sufficient for the actual role. This unnecessarily narrows the pool and extends time-to-hire without any genuine security benefit. Our [engineering recruitment coverage across the South West](https://cmdrecruitment.com/engineering-recruitment-south-west) connects Wiltshire employers with cleared engineers from Bristol, Bath, Southampton, and beyond who are open to Wiltshire-based or hybrid roles, significantly expanding the practical candidate pool. ## How to Use Salary Benchmarking to Attract Cleared Engineers in Wiltshire [![Salary Ranges for Engineering Roles](https://outgoing-oyster-428.convex.cloud/api/storage/62f21167-c0d2-4459-af60-e50f85242cb7)](https://cmdrecruitment.com/engineering-recruitment-south-west) Salary is not the only factor that attracts cleared engineers to a new role, but getting it wrong is one of the fastest ways to lose candidates at offer stage. Under-offering a DV-cleared systems engineer who is simultaneously in conversation with a prime defence contractor is a costly mistake to make late in the process. In 2026, Wiltshire’s cleared engineering salaries have shifted upward across most disciplines. The combination of increased defence spending, ongoing major programmes, and a finite cleared talent pool has put candidates in a strong negotiating position. Benchmarking your salary offer before you advertise, not after you receive a rejection, is essential. Our free [2026 Salary Guide](https://cmdrecruitment.com/2026-salary-guide) provides current salary ranges across engineering disciplines in Wiltshire and the South West, including role-level breakdowns from junior to senior principal positions. Use it to set competitive package ranges before your vacancy goes live. > “In a market where cleared engineers receive multiple approaches per month, your salary offer is not just compensation — it is a signal about how seriously you understand this talent market.” Beyond base salary, cleared engineers place high value on factors including remote or hybrid flexibility, project scope, professional development, and the prestige of the programme they will be working on. A competitive benefits package aligned to these priorities significantly improves offer acceptance rates. ## Best Methods for Sourcing Security Cleared Engineers in Wiltshire: Cyber Security and Technical Specialisms [![Cyber Security Analysts - Defence Engineering](https://outgoing-oyster-428.convex.cloud/api/storage/0a11def0-2165-41c6-9659-487a3082673e)](https://cmdrecruitment.com/defence-recruitment) Cyber security engineering represents one of the fastest-growing cleared disciplines across Wiltshire’s defence programmes in 2026. Demand for cleared cyber engineers, including penetration testers, security architects, and SOC analysts, currently outstrips supply significantly, making specialist sourcing methods essential. For cyber security roles specifically, the best sourcing methods combine specialist agency networks, targeted community engagement on platforms like LinkedIn and sector-specific forums, and relationship-building at cleared cyber events. Generic advertising simply does not reach the cleared cyber engineering community effectively. Our [technical recruitment discipline](https://cmdrecruitment.com/disciplines/technical) covers the specific cyber, systems, and communications engineering niches that Wiltshire’s defence sector depends on most. We maintain active relationships with cleared cyber professionals who do not appear on public job boards but who are open to new programmes. ## Understanding the True Cost of Hiring Cleared Engineers in Wiltshire Sourcing security cleared engineers in Wiltshire successfully means understanding the full financial picture before you start, not just the salary. In 2026, the statutory cost landscape for Wiltshire employers has shifted materially, with changes to employer National Insurance contributions and pension auto-enrolment thresholds adding to the headline salary cost. For a mid-level cleared systems engineer earning £65,000, the true first-year employer cost including NI, pension, recruitment fees, onboarding, and induction time can exceed £85,000. For DV-cleared senior engineers, that figure climbs further. Budgeting only to salary level and then encountering an unexpected total cost at approval stage can derail a hire entirely. Did You Know? 52% of defence hiring leaders report that the “skills gap” is actually a misalignment of specific technical expertise rather than a lack of total applicants — meaning the right sourcing method matters far more than simply increasing applicant volume. Source: [SANS/GIAC 2026 Workforce Research](https://www.clearancejobs.com/cleared-hiring-trends) The 2026 statutory changes to employer NI and pension contributions have increased the hidden cost of every hire compared to previous years. Understanding these figures upfront allows you to secure the correct budget before starting the sourcing process, avoiding last-minute offer reductions that lose candidates to competitors. Use our [2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) to model the full employer cost of any cleared engineering hire across salary bands, contract types, and seniority levels. It accounts for the 2026 statutory changes and gives you a realistic figure to take to budget holders. ## Building Direct Pipelines Through Defence Networks and Events [![How Our Engineering Recruitment Agency Can Source Your Perfect Candidate](https://outgoing-oyster-428.convex.cloud/api/storage/bd4b5906-4fe9-42e0-b6bf-e70a59a142c0)](https://cmdrecruitment.com/engineering-recruitment-south-west) Direct sourcing through defence industry events and professional networks is a long-term investment that pays significant dividends for Wiltshire employers with ongoing cleared hiring needs. Events such as DSEI, Defence & Security Equipment International, and sector-specific engineering conferences are attended heavily by cleared professionals in passive job-search mode. Your presence at these events signals commitment to the defence community and builds the kind of employer brand recognition that makes cleared engineers think of your organisation when they are ready to move. This is particularly relevant in Wiltshire, where the defence community is geographically concentrated and professionally well-networked. LinkedIn remains the most effective digital platform for reaching cleared engineers, provided the outreach is targeted, personalised, and relevant to the individual’s technical background. Mass InMail campaigns to anyone with “defence” on their profile are ineffective and damage your employer reputation within a small community. Thoughtful, specific outreach to individuals whose background genuinely matches your requirement delivers far better results. [ ![Infographic: 5 channels to source security-cleared engineers in Wiltshire (agencies, referrals, events, social, outreach).](https://outgoing-oyster-428.convex.cloud/api/storage/02dd5086-5aaf-4fb0-9fb4-f9ffa66a42ba) ](https://outgoing-oyster-428.convex.cloud/api/storage/02dd5086-5aaf-4fb0-9fb4-f9ffa66a42ba)This infographic highlights the five most effective channels for Wiltshire-based security-cleared engineering hires. Use these to optimize your sourcing strategy. ## Best Methods for Sourcing Security Cleared Engineers in Wiltshire: Knowing Where Cleared Talent Lives [![Find the Best Technical Jobs in Wiltshire and Bath](https://outgoing-oyster-428.convex.cloud/api/storage/cefcb658-876e-4a5c-b8c2-9dd0c78f4ffd)](https://cmdrecruitment.com/disciplines/technical) Wiltshire’s cleared engineering talent is heavily concentrated in specific geographic pockets. Salisbury, Amesbury, Tidworth, Warminster, and Devizes all have dense populations of current and former defence professionals. Understanding this geography improves the targeting precision of any sourcing campaign. Many cleared engineers who left MOD-adjacent roles in recent years are now working in the private sector but retain active clearances. These individuals represent a significant and often overlooked sourcing opportunity. They may be open to returning to cleared defence work for the right programme, package, and employer. Wiltshire’s proximity to Bath, Bristol, and Swindon also matters. A cleared engineer based in Bath or Swindon may be entirely open to a Wiltshire-based role with the right combination of hybrid working and programme interest. Restricting sourcing to a narrow geographic radius around your site artificially limits your accessible candidate population. Our [Wiltshire jobs hub](https://cmdrecruitment.com/wiltshire-jobs) covers live cleared and specialist vacancies across the county, giving you visibility of the current active candidate market and the roles your competitors are hiring for right now. ## Creating a Compelling Employer Proposition for Cleared Engineers [![What Are Employers Looking For in Technical Candidates](https://outgoing-oyster-428.convex.cloud/api/storage/fab5f94b-c1ee-4605-b324-1033751d6c43)](https://cmdrecruitment.com/disciplines/technical) Every sourcing method is ultimately only as effective as the employer proposition it leads candidates toward. Cleared engineers in Wiltshire in 2026 have choices, and they use those choices. A poorly articulated opportunity, a slow process, or an uncompetitive offer will cost you candidates regardless of how well you found them. The elements that most consistently attract cleared engineers to new roles include programme prestige, technical challenge, team quality, development opportunity, and flexible working arrangements. Security of tenure is also a significant factor, particularly for engineers considering moving from a long-established MOD programme to a newer commercial contract. Your job specification plays a larger role than most employers recognise. A clearly written, technically accurate specification that demonstrates genuine understanding of the role attracts better candidates and reduces wasted time on both sides. Vague or over-generalised job descriptions signal to experienced cleared engineers that the hiring organisation does not fully understand what it needs. The [2026 Wiltshire Employer Directory](https://cmdrecruitment.com/the-2026-wiltshire-employer-directory-top-100-companies-to-work-for) provides a useful reference point for understanding which Wiltshire employers cleared engineers currently regard as the most attractive destinations, which in turn highlights the employer brand benchmarks you need to be aware of. ## Conclusion The best methods for sourcing security cleared engineers in Wiltshire in 2026 are not singular. They work in combination: a specialist defence recruitment agency providing speed and depth of candidate access, referral programmes delivering quality and retention, accurate salary benchmarking preventing late-stage offer failures, and a compelling employer proposition that gives candidates a genuine reason to choose your organisation. Understanding the true cost of each hire, targeting the right clearance level, and widening your geographic and sector sourcing radius all reduce time-to-hire and improve candidate quality. For Wiltshire employers with ongoing cleared engineering requirements, building multiple sourcing channels simultaneously is the approach that delivers the most consistent results. We work with defence employers and cleared engineers across Wiltshire every day. If you need to discuss your cleared engineering hiring needs or want to understand the current candidate market in more detail, [get in touch with our team](https://cmdrecruitment.com/contact) directly. ## Frequently Asked Questions ### What is the fastest way to hire a security cleared engineer in Wiltshire right now? The fastest method for sourcing security cleared engineers in Wiltshire is working with a specialist defence recruitment agency that maintains an active, pre-vetted database of cleared candidates. This approach bypasses the advertising and initial vetting stages entirely, delivering shortlists of qualified, cleared candidates within days rather than weeks. ### Is it possible to source security cleared engineers without using a recruitment agency in Wiltshire? It is possible but significantly harder without specialist agency support. Direct sourcing through LinkedIn, referral networks, and defence events can surface cleared candidates, but building these pipelines takes time and existing community relationships. For urgent requirements, a specialist agency remains the most reliable method for sourcing security cleared engineers in Wiltshire quickly. ### What clearance levels are most commonly available among Wiltshire’s engineering talent pool in 2026? Baseline (BPSS) and Security Check (SC) clearances are the most commonly held among Wiltshire’s engineering community, reflecting the number of local defence contractors working at SC level. Developed Vetting (DV) and STRAP clearances are rarer and command a significant salary premium, making pre-cleared DV candidates particularly valuable to source. ### How do I write a job description that attracts security cleared engineers in Wiltshire? Write with technical precision, specifying the exact clearance level required, the programme or system the engineer will work on, and the specific technical skills you need rather than generic lists. Cleared engineers are experienced professionals who respond to specificity, and a vague job description signals that the hiring organisation does not fully understand the role it is trying to fill. ### Are employee referrals worth investing in for cleared defence engineering roles in Wiltshire? Yes, referral programmes are one of the most effective methods for sourcing security cleared engineers in Wiltshire because cleared professionals move in tight professional networks and trust peer recommendations highly. Data confirms referred employees also stay significantly longer, making referral hires particularly valuable in a sector where turnover of cleared talent is costly. ### What salary should I offer a security cleared systems engineer in Wiltshire in 2026? Salary expectations for cleared systems engineers in Wiltshire in 2026 have increased across all levels due to rising demand and constrained supply. For accurate, current benchmarks by role level and specialism, download the free 2026 Salary Guide from CMD Recruitment, which covers engineering roles specifically across Wiltshire and the South West. ### How do the 2026 employer NI changes affect the cost of hiring cleared engineers in Wiltshire? The 2026 increases to employer National Insurance contributions meaningfully raise the total first-year cost of every hire beyond the headline salary, with the impact most significant at mid-to-senior salary bands where cleared engineers typically sit. Using a true cost of hire calculator before budgeting is essential to avoid mid-process budget shortfalls that can force offer reductions and lose candidates to competitors. **Categories:** Uncategorized --- ### [HR Jobs WE 14th August](https://cmdrecruitment.com/hr-jobs-we-14th-august) **Published:** August 14, 2026 **Author:** Dan Barfoot **Content:** ### **South West HR Market Analysis: July 10th – August 14th** The South West HR market has entered mid-August with a distinct shift toward **Senior Employee Relations Leadership**, **Third-Sector/Healthcare Partnering**, and **Infrastructure Operations**. Compared to the mid-summer logistics rush seen in July, August is marked by high-value executive openings in the public and healthcare sectors, alongside strong activity in construction and legal operations. #### **New Opportunities and Trends** - **Executive & Senior ER Leadership:** A landmark executive listing has opened with **Bristol NHS Foundation Trust** recruiting for a **Head of Employee Relations** (£79,504 – £91,609/yr), representing one of the highest-salaried regional HR roles seen this year. In addition, **Macmillan Davies** has listed a **Lead HR Business Partner** (£75,000 – £80,000/yr) in Bristol. - **Third Sector & Care Partnering:** Significant healthcare and charity partnering opportunities are live, including a **HR Business Partner** at **Dorothy House** (£48k – £53k) in Wiltshire and an **HR People Partner** maternity cover at **Five Rivers Child Care Ltd** (Up to £55k). - **Infrastructure & Engineering Growth:** Large-scale engineering and construction organisations are actively building their partnering tracks, with **Balfour Beatty** recruiting an **Assistant HR Business Partner** in Bristol (already at 39 applicants) and **Altrad UK** seeing strong traffic. - **Public Sector Governance:** **Swindon Borough Council** has entered the market with an **HR Operations Manager** position (£54,495/yr), and the **Ministry of Justice** is recruiting for a **Judicial Office HR Business Partner** covering South West & Wales (£40k – £50k). #### **Roles No Longer Available (Filled / Closed)** Several high-volume mid-summer corporate and logistics listings have been cleared: - **Logistics & Telecoms Cleared:** The high-volume **HR Advisor** at BT Group (118 apps) and **Regional HR Advisor** positions at UPS and GXO Logistics from July are now off the market. - **Corporate Projects Closed:** The **HR Data and AI HR Project Manager** role at MBDA and the **People Partner** role at Lloyds Banking Group (107 apps) have closed. - **Specialist Commercial:** The **Human Resources Business Partner** role at The Magnum Ice Cream Company has been filled. #### **Competition Leaderboard (Current Hotspots)** Candidate density in August is concentrated heavily in industrial coordination, legal services, and higher education: 1. **Altrad UK, Ireland & Nordics:** HR Coordinator (Bridgwater) – **74 Applicants** 2. **Bevan Brittan LLP:** Human Resources Operations Manager – **54 Applicants** 3. **University of Bristol:** People (HR) Administrator – **46 Applicants** 4. **Wessex Water:** Human Resources Advisor (Bath) – **40 Applicants** 5. **Balfour Beatty plc:** Assistant HR Business Partner (Bristol) – **39 Applicants** --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/08/HR-Jobs-14th-Aug-26.xlsx "14th August HR Jobs") **Categories:** Latest Jobs --- ### [When Jobs Boards Dont Deliver Candidates](https://cmdrecruitment.com/when-jobs-boards-dont-deliver-candidates) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** # When Jobs Boards Dont Deliver Candidates: A Better Way to Hire in Wiltshire Tired of sifting through hundreds of unqualified CVs? Discover how CMD Recruitment connects local businesses with high-quality talent that generic job boards simply can’t reach. ## The Recruitment Challenge in 2025 For many businesses across Wiltshire—from the tech hubs of **Swindon** to the manufacturing estates of **Melksham** and **Westbury**—the traditional method of posting an advert on a major job board is yielding diminishing returns. While these platforms promise massive reach, the reality for hiring managers is often a flood of irrelevant applications, “ghosting,” and a significant waste of internal resources. In 2025, the recruitment landscape has shifted. We are seeing a “quality gap” where, despite high application volumes, **74% of UK employers** report a struggle to find candidates with the right skills and cultural fit. This is precisely **when jobs boards dont deliver candidates** that meet your specific professional standards. ## 75% Applications are Unqualified ## 70% Passive Talent Pool ## 27% Ghosting Rate Increase ## Why Job Boards Are Falling Short for Wiltshire Businesses The “post and pray” method of recruitment is no longer effective in a competitive market. Here is why your current strategy might be failing you: ### The Quantity Over Quality Trap Major boards use algorithms designed to maximise clicks, not compatibility. This often leads to “application spam,” where candidates apply for dozens of roles with a single click, regardless of their suitability. Research indicates that up to 75% of these applicants lack the core competencies required for the role. ### The Missing 70% The highest-tier talent—the professionals who are currently performing well in their roles—are rarely browsing job boards. This “passive” talent pool makes up approximately 70% of the market. When you rely solely on boards, you are only speaking to the 30% of the market that is actively looking. ### Algorithm Alienation Automated filters often reject excellent candidates because their CVs don’t contain a specific keyword, while letting through less-qualified individuals who have “optimised” their resumes for AI. This results in your HR team missing out on local gems in the **A350 corridor**. ## Specialised Recruitment for the Wiltshire Region At **CMD Recruitment**, we understand that Wiltshire isn’t just one single market. The recruitment needs of a firm in the **M4/Swindon corridor** differ vastly from a family-run business in **Devizes** or a specialized engineering plant in **Chippenham**. ### Navigating the A350 & M4 Hubs Our team lives and breathes the local economy. We recognise the distinct nuances of hiring within: - **Chippenham & Trowbridge:** Growing sectors in administration, logistics, and professional services. - **Melksham & Westbury:** Strong manufacturing and engineering heritage requiring highly specific technical vetting. - **Swindon:** A high-pressure tech and finance hub where speed and candidate quality are paramount. By focusing on these local clusters, we can tap into regional networks that [national job boards](https://cmdrecruitment.com/indeeds-free-posts-are-gone-heres-your-next-move) simply cannot access. We know where the talent lives, where they want to work, and what local competitors are offering. ## The CMD Recruitment Solution: Beyond the Board When job boards don’t deliver candidates, CMD Recruitment steps in with a human-centric, [proactive approach](https://cmdrecruitment.com/how-a-recruitment-agency-can-help-your-business). We don’t just wait for people to find your advert; we go out and find the people. ### 1. Vetted, Not Just Filtered Every candidate we present has been interviewed and vetted by our consultants. We look beyond the keywords to assess cultural fit, soft skills, and long-term potential. This drastically reduces the “first-day ghosting” and 12-week turnover rates currently plaguing the industry. ### 2. Accessing the Passive Market We maintain a deep database of local professionals across Wiltshire who trust us to manage their career moves. We approach these “hidden” candidates directly, presenting your opportunity as a strategic career move rather than just another job listing. ### 3. Skills-First Hiring As we move into 2025 and 2026, the trend is shifting toward “[skills-first](https://cmdrecruitment.com/2026-recruitment-trends)” hiring. We focus on technical competencies and proven track records, ensuring that businesses in sectors like Finance, Engineering, and Healthcare get exactly the expertise they need. ## Sectors We Serve in Wiltshire Our expertise spans a variety of sectors, providing tailored staffing solutions for both permanent and temporary roles: ### Professional & Office Connecting Wiltshire businesses with the administrative and management talent that keeps operations running smoothly. ### Engineering & Technical Specialised recruitment for the region’s robust manufacturing and technical sectors, focusing on hard-to-find skills. ### Finance & Accounting Sourcing qualified professionals for roles ranging from accounts assistants to senior financial controllers. ## Frequently Asked Questions ### Why am I getting hundreds of CVs from job boards but no suitable candidates? This is often due to “application spam” and generic algorithms that favour keyword matching over actual competency. Many candidates apply for roles they aren’t qualified for with a single click. CMD Recruitment eliminates this by manually vetting every candidate before they reach your desk. ### Is working with an agency more expensive than using job boards? While job boards have a lower upfront cost, the “cost of a bad hire” or the time spent by your internal team sifting through irrelevant CVs (averaging 3–5 hours a day) often results in a lower ROI. A specialised agency like CMD provides better long-term value by ensuring quality and retention. ### How do you find candidates that aren’t on the major boards? We utilise headhunting techniques, social media networking, and our extensive proprietary database of local Wiltshire talent. 70% of the best candidates are passive; they only move when a trusted recruiter reaches out with the right opportunity. ### Do you handle temporary staffing as well as permanent roles? Yes. CMD Recruitment specialises in both permanent and temporary staffing solutions, helping Wiltshire businesses stay agile and manage workload fluctuations effectively. ## Our Wiltshire Service Area Based in the heart of the county, CMD Recruitment provides staffing solutions across the entire Wiltshire region. We have a physical presence and deep local knowledge in: **Devizes, Chippenham, Melksham, Trowbridge, Westbury, Swindon, and the surrounding South West areas.** Whether you are a candidate looking for your next career move or a business struggling with local skills shortages, our team is positioned to provide the regional context and connections you need. ## Stop Sifting. Start Hiring. When jobs boards dont deliver candidates, let CMD Recruitment’s local experts find the talent your business deserves. Contact our Wiltshire team today to discuss your staffing needs or your next career move. [Contact Our Wiltshire Team](https://www.cmdrecruitment.com/) **Categories:** Uncategorized --- ### [What is Recruitment RPO](https://cmdrecruitment.com/what-is-recruitment-rpo) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** # What is Recruitment RPO? Discover how Recruitment Process Outsourcing transforms hiring for Wiltshire businesses, helping you secure top talent in a competitive South West landscape. ## Understanding the RPO Model For many businesses in Wiltshire and across the South West, the traditional recruitment model is no longer enough to keep pace with a rapidly evolving job market. This leads many directors and HR managers to ask: **What is Recruitment RPO?** Recruitment Process Outsourcing (RPO) is a strategic business partnership where an employer transfers all or part of its recruitment processes to an external provider. Unlike a traditional recruitment agency that works on a transactional, “fee-per-hire” basis, an RPO provider acts as a seamless, embedded extension of your internal HR department. At CMD Recruitment, we specialise in providing these tailored staffing solutions, ensuring that businesses in our region aren’t just filling vacancies, but building sustainable talent pipelines that drive long-term growth. ## Why Wiltshire Businesses are Turning to RPO The regional market in the South West presents unique challenges. Local businesses are often competing with larger firms in Bristol, Reading, or even London for the same pool of skilled professionals. **The Reality of the South West Labour Market:** - **67% of businesses** in the South West reported significant difficulties in finding suitable candidates as of 2025. - **68% of regional firms** report a critical skills shortage, particularly in technical roles like engineering and digital analysis. - Management and team leader positions remain some of the hardest roles to fill locally. By leveraging an RPO model, Wiltshire-based companies can move away from reactive hiring. Instead of waiting for a vacancy to appear and then scrambling to find a candidate, RPO allows for proactive talent pipelining and improved employer branding within the local community. ## Recruitment Agency vs. RPO: What’s the Difference? While both involve finding talent, the methodology and outcomes differ significantly: ### [Traditional Recruitment Agency](https://cmdrecruitment.com/what-is-the-role-of-a-recruitment-agency) **Transactional Focus:** Agencies typically focus on filling specific, one-off roles. Success is measured by the placement of a single candidate. **Fee Structure:** Usually involves a percentage-based fee for every successful hire made. **Ownership:** The agency typically retains ownership of the candidate data and the relationship with the talent pool. ### Recruitment Process Outsourcing (RPO) **Strategic Focus:** RPO focuses on the entire process, including employer branding, recruitment technology (ATS), and long-term workforce planning. **Embedded Model:** The provider works inside your brand, often using your company email addresses and representing your culture directly to candidates. **Data Ownership:** In an RPO agreement, the business typically retains ownership of all candidate data and the talent pool created. ## Types of Recruitment RPO Solutions RPO is not a one-size-fits-all solution. Depending on the size of your Wiltshire business and your specific hiring needs, there are several ways to implement the model: ### 1. Enterprise RPO This is a full-scale, multi-year arrangement where the provider manages every aspect of hiring across the entire organisation. This is ideal for large regional employers who want to standardise their hiring processes and reduce overall recruitment spend. ### 2. Project (On-Demand) RPO [Perfect for SMEs](https://cmdrecruitment.com/exclusive-vs-contingent-recruitment-for-smes-which-hiring-model-actually-works-b) or businesses experiencing a sudden growth spurt. This flexible model is used for specific hiring “spikes,” such as opening a new office in Chippenham or launching a new product line in Devizes. It provides enterprise-grade hiring power without a long-term contract. ### 3. Function-Based RPO This involves outsourcing recruitment for a specific department only. For example, a manufacturing firm in Melksham might keep their administrative hiring in-house but use an RPO provider to manage their entire IT or Engineering recruitment division. ## The Benefits of RPO for Local Employers Implementing an RPO strategy through a partner like CMD Recruitment offers several distinct advantages: ### Reduced Cost-Per-Hire By streamlining administration and eliminating expensive “one-off” agency fees, RPO is generally more cost-effective over the long term, particularly for companies hiring more than 10-15 people per year. ### [Enhanced Employer Branding](https://cmdrecruitment.com/whats-employer-branding-and-why-it-matters-when-youre-hiring-in-a-tight-market) We help regional businesses improve their local reputation. This is vital for attracting “passive” candidates—those who aren’t looking at job boards but might be swayed by a compelling brand story. ### Compliance & Risk Management RPO providers handle all legal requirements, including GDPR compliance and Right to Work checks, significantly reducing the liability for your business. ### Advanced Recruitment Tech Access the latest Applicant Tracking Systems (ATS) and data analytics without the massive upfront investment, allowing for data-driven hiring decisions. ## Providing Local Expertise Across Wiltshire CMD Recruitment is deeply rooted in the Wiltshire community. We understand the local geography and the specific talent demographics of each town. Our RPO services are designed to support businesses across the entire region, including: - Devizes - Melksham - Trowbridge - Chippenham - Calne - Salisbury - Swindon - And across the South West Whether you are a tech startup in a rural hub or a large-scale manufacturer in an industrial estate, our local context ensures your recruitment strategy resonates with the people living and working in these areas. ## Frequently Asked Questions About Recruitment RPO Is RPO only for large corporations?No. While it began with large enterprises, “On-demand” or “Project RPO” is now specifically designed for SMEs. It allows smaller businesses to access high-level recruitment expertise to compete with larger firms for the best talent. Will I lose control over who we hire?Not at all. The RPO provider manages the *process* (sourcing, screening, scheduling), but the final hiring decision always remains with your internal hiring managers. Think of the RPO as a filter that ensures only the best candidates reach your desk. How does RPO improve candidate quality?Because RPO providers focus on “pipelining” rather than just “filling positions,” they build relationships with candidates long before a job is even posted. This results in a higher quality of hire and better cultural alignment. Who owns the candidate data in an RPO agreement?Unlike traditional agencies where the agency owns the database, in most RPO agreements, the client (your business) retains ownership of the talent pool and candidate data generated during the partnership. ## Ready to Transform Your Recruitment Strategy? At CMD Recruitment, we are proud to be a professional recruitment agency based in Wiltshire, dedicated to connecting regional businesses with the talent they need to thrive. If you’re struggling with local skills shortages or rising recruitment costs, an RPO solution could be the answer. Contact our team today to discuss how we can tailor our staffing solutions to support your business goals. [Visit CMD Recruitment](https://www.cmdrecruitment.com/) **Categories:** Uncategorized --- ### [The 2026 Wiltshire Employer Directory: Top 100 Companies to Work For](https://cmdrecruitment.com/the-2026-wiltshire-employer-directory-top-100-companies-to-work-for) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** # The 2026 Wiltshire Employer Directory: Top 100 Companies to Work For Your definitive guide to the largest, most innovative, and fastest-growing employers across Wiltshire, from Swindon to Salisbury and beyond. Welcome to the 2026 edition of the Wiltshire Employer Directory. As the [leading professional recruitment agency in the region](https://cmdrecruitment.com/best-recruitment-strategies-for-wiltshire-small-businesses-in-2026), CMD Recruitment has compiled this comprehensive resource hub to assist job seekers, career changers, and relocating professionals in identifying the premier employment opportunities within the county. Wiltshire’s economy in 2026 is characterized by its resilience and specialized growth. With approximately **231,000 employees on payroll**, the county has moved beyond its traditional roots to become a powerhouse for “knowledge-intensive” industries. Over 25% of local businesses now operate in high-STEM or specialized professional sectors, making Wiltshire one of the most exciting regions for career development in the UK. **Directory Overview:** This curated list includes global brands, public sector hubs, and mid-market leaders who have demonstrated excellence in employee satisfaction, innovation, and sustainable growth. 231,000 Active Employees 20% Professional Services Share 25% Knowledge-Intensive Sectors 129+ Innovation Labs (Dyson) ## 1. Technology, Engineering & Innovation Wiltshire continues to lead the UK in high-end engineering and technical innovation. These companies are the primary drivers for STEM graduates and experienced technical professionals. Malmesbury #### Dyson A global icon of British engineering. With over 129 research labs in Malmesbury, Dyson remains the county’s most prestigious technology employer, focusing on robotics, AI, and sustainable energy. Swindon #### Intel Intel’s presence in Swindon is a [cornerstone of the UK](https://cmdrecruitment.com/top-talent-trends-shaping-the-swindon-job-market-today-in-2026)‘s computing infrastructure. They offer high-level roles in software development, technical sales, and semiconductor solutions. Salisbury #### Naim Audio World-renowned for high-end audio systems, Naim is a premier employer for those passionate about electronics, craftsmanship, and acoustic engineering. Marlborough #### P&M Aviation A leader in light aircraft and microlight manufacturing, representing the “A303 corridor’s” strength in [specialized aerospace engineering](https://cmdrecruitment.com/defense-engineering-careers-in-salisbury-and-amesbury). ## 2. Financial & Professional Services By 2026, professional services have become the largest growing segment of the Wiltshire workforce, now accounting for 20% of all employment. Swindon (HQ) #### Nationwide Building Society The world’s largest building society, providing thousands of roles in finance, IT, customer service, and digital transformation at its massive Swindon headquarters. Swindon #### Zurich Insurance Operating out of their state-of-the-art Swindon office, Zurich is a top-tier employer for insurance professionals, underwriters, and data analysts. Multi-site #### Goughs Solicitors A leading regional law firm with multiple offices. Known for its strong culture and commitment to work-life balance, it is a key destination for legal talent. Trowbridge #### Halcrow (CH2M/Jacobs) Major consultancy firm providing engineering, finance, and management services to global infrastructure projects. ## 3. Defense, Science & National Security Wiltshire hosts some of the most sensitive and technologically advanced defense facilities in Europe, offering unique careers in national security and R&D. Porton Down #### Dstl The Defence Science and Technology Laboratory (Dstl) is a major recruiter for life sciences, chemical engineering, and cybersecurity specialists. Boscombe Down #### QinetiQ A world-class defense and aerospace testing facility. QinetiQ provides cutting-edge opportunities for pilots, aeronautical engineers, and systems analysts. Amesbury/Salisbury #### Ministry of Defence (MOD) As one of the largest employers in the region, the MOD offers both civilian and military roles across a vast array of logistical, administrative, and technical functions. ## 4. Retail, Logistics & Manufacturing Strategically located along the M4 and A303, Wiltshire is a hub for global logistics and manufacturing, particularly in the automotive and retail sectors. Swindon (HQ) #### WHSmith One of the UK’s most enduring retail brands maintains its corporate headquarters in Swindon, offering roles in buying, merchandising, finance, and e-commerce. Stratton/Swindon #### BMW / Mini The BMW Group’s Swindon plant is a vital part of the global Mini production chain, specializing in high-precision pressing and sub-assembly. South Marston #### Panattoni Transforming the former Honda site, Panattoni has created a massive logistics and industrial park, attracting new global tenants to the region in 2026. Chippenham #### Cotswold Outdoor The leading outdoor retailer manages significant operations from its Wiltshire base, focusing on retail management, logistics, and digital marketing. ## 5. Public Sector & Healthcare Excellence The stability of public sector employment remains a cornerstone of the Wiltshire economy, with massive growth in health and social work projected through 2026. Salisbury #### Salisbury NHS Foundation Trust Employing over 4,000 staff, this is a major regional healthcare hub offering careers in clinical care, administration, and hospital management. Trowbridge/County-wide #### Wiltshire Council The local authority provides a diverse range of roles in urban planning, education, social care, and environmental management. Devizes/County-wide #### Wiltshire Police A significant employer for those in law enforcement, forensics, administrative support, and community engagement. ## Economic Hubs: Where to Work in Wiltshire Wiltshire’s employment landscape is geographically diverse. Depending on your sector, certain towns may offer more opportunities than others: - **Swindon:** The powerhouse for Finance, Tech, and Logistics. Home to Nationwide, Zurich, and Intel. - **Salisbury:** The center for Healthcare, Defense Science (Porton Down), and Tourism. - **Chippenham & Trowbridge:** Emerging hubs for professional services, law firms, and employee-owned defense consultancies. - **Malmesbury:** High-concentration engineering hub, dominated by the Dyson campus. - **The A303 Corridor (Amesbury/Marlborough):** Strategic growth in land-based industries, agriculture, and high-tech defense. ## The 2026 Workplace: Trends in Wiltshire What does it mean to work for a “Top 100” employer in Wiltshire today? Our 2026 data shows three major trends: ### 1. The Rise of Employee Ownership Many firms, particularly in Chippenham and West Wiltshire, have shifted to employee-owned models. This has led to higher levels of employee engagement and long-term stability. ### 2. [Hybrid Flexibility in Professional Services](https://cmdrecruitment.com/hybrid-working-policies-how-to-get-them-right-in-2026-and-beyond) With 20% of the workforce in professional services, Wiltshire employers have pioneered “Rural Hybrid” working—allowing staff to live in the county’s picturesque villages while working for global firms in Swindon or London. ### 3. Green Skills & Sustainability With Dyson’s focus on sustainable energy and the agricultural sector’s transition to green farming, “Green Skills” are now the most sought-after secondary qualification for Wiltshire job seekers. ## Frequently Asked Questions Who is the largest private employer in Wiltshire? While Nationwide Building Society and Dyson are among the largest single-site employers, the Ministry of Defence and Salisbury NHS Foundation Trust remain the largest overall employers by headcount. What are the highest-paying sectors in Wiltshire for 2026? Defense technology, Financial Services (specifically in Swindon), and specialized Engineering roles at firms like Intel and Dyson typically offer the highest salary brackets in the region. Is Swindon still a manufacturing hub? Yes, though it has evolved. While traditional automotive manufacturing remains via BMW, there is a significant shift toward high-tech manufacturing, logistics, and data centers at the new Panattoni development. How do I get a job at Dyson or Porton Down? These organizations have highly competitive recruitment processes. At CMD Recruitment, we recommend focusing on STEM qualifications and often facilitate connections for professional-level roles within these innovation-led hubs. ## Ready to Join a Top Wiltshire Employer? CMD Recruitment specializes in connecting talent with the companies listed in this directory. Whether you’re looking for a role in Swindon, Salisbury, or the rural heart of Wiltshire, our team is here to support your career journey. [Browse Current Wiltshire Vacancies](https://www.cmdrecruitment.com/) Specializing in Professional, Technical, and Public Sector Recruitment across Wiltshire. **Categories:** Uncategorized --- ### [Defense & Engineering Careers in Salisbury and Amesbury](https://cmdrecruitment.com/defense-engineering-careers-in-salisbury-and-amesbury) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** # Defense & Engineering Careers in Salisbury and Amesbury Expert recruitment services connecting [elite engineering talent](https://cmdrecruitment.com/hire-expert-precision-engineers-in-south-west-uk-a-practical-guide-for-employers) with the UK’s premier defense cluster in South Wiltshire. ## The Heartland of UK Defense Innovation Salisbury and Amesbury represent more than just historic Wiltshire landmarks; they form the core of the **South Wiltshire Defense Cluster**. In this region, public administration and defense account for nearly 50% of local employment, creating a unique economic landscape driven by high-stakes engineering, research, and development. At CMD Recruitment, we specialize in navigating this complex market. As a professional job agency based in Wiltshire, we understand the specific requirements of the local defense industry—from the necessity of security clearances to the demand for niche engineering specialisms found at Porton Down and MOD Boscombe Down. 50% Local Defense Employment 4,800+ Jobs at Porton Down 2,000+ Specialists at Boscombe Down 25% Max SC Salary Premium ## Key Employment Hubs in Salisbury and Amesbury The defense sector in this region is anchored by several world-class facilities. Whether you are a candidate seeking a new challenge or an employer looking for specialist staff, understanding these hubs is essential. ### Porton Down (Salisbury) Spanning 7,000 acres, Porton Down is a global center for science and technology. Home to the **Defence Science and Technology Laboratory (DSTL)** and the UK Health Security Agency, it employs approximately 4,800 people. Careers here often focus on high-level R&D, chemical defense, and life sciences. ### MOD Boscombe Down (Amesbury) Operated by QinetiQ, Boscombe Down is the UK’s primary military aircraft testing and evaluation site. With over 2,000 specialists, including aviation engineers and research scientists, it is the cornerstone of aerospace engineering careers in Amesbury. ### Solstice Park & Helix (Amesbury) Beyond the MOD gates, Solstice Park is a 160-acre strategic hub employing over 2,500 people. It serves as a major center for high-tech manufacturing, logistics, and engineering services that support the wider defense supply chain. ## Specialist Roles We Recruit For Defense and engineering careers in Salisbury and Amesbury require a blend of technical expertise and a commitment to national security. CMD Recruitment identifies talent across several critical disciplines: ### Aviation & Aerospace Centered at Boscombe Down, these roles include flight testing, airworthiness certification, and the development of unmanned aerial systems (UAS). We seek [mechanical and avionics engineers](https://cmdrecruitment.com/bae-systems-engineering-jobs) with a background in complex systems integration. ### Life Sciences & CBRN Porton Down’s unique status creates a demand for specialists in chemical, biological, radiological, and nuclear (CBRN) defense. This includes lab technicians, research scientists, and protective technology engineers. ### Systems & Software Engineering The modern battlefield is digital. We recruit software developers, cyber security experts, and systems engineers capable of building resilient infrastructure for defense contractors and government laboratories. ### Infrastructure & Facilities The vast defense estates in Tidworth, Bulford, and Larkhill require constant maintenance. Working with partners like Aspire Defence Services, we place [civil, electrical, and multi-skilled maintenance engineers](https://cmdrecruitment.com/civil-engineering-surveying-salary-guide) to manage these sprawling facilities. ## Navigating Security Clearances (SC & DV) One of the most defining features of defense careers in the Salisbury and Amesbury region is the requirement for security vetting. Most roles at Porton Down or Boscombe Down require at least **Security Check (SC)** level, while high-level research and intelligence roles may require **Developed Vetting (DV)**. - **The “Security Clearance Premium”:** Candidates who already hold active SC or DV clearance often command a 10% to 25% salary premium due to the rigorous nature of the vetting process. - **Civilian Opportunities:** You do not need a military background to obtain clearance. We frequently place civilian engineers, project managers, and administrators into cleared environments. - **Vetting Support:** CMD Recruitment provides guidance to both candidates and employers on the clearance process, ensuring all parties understand the residency and background requirements. ## Why Partner with CMD Recruitment? CMD Recruitment is not just another agency; we are a professional job agency based in Wiltshire with deep roots in the local community. Our regional expertise allows us to facilitate successful placements that other national firms might miss. - **Local Networks:** We maintain relationships with key stakeholders across Solstice Park, Porton Science Park, and the wider Wiltshire defense supply chain. - **Industry Insight:** We understand the difference between a mechanical engineer and an ordnance, munitions, and explosives (OME) specialist. - **Comprehensive Solutions:** From graduate and apprentice roles (with starting salaries ranging from £14,350 to £27,000) to executive placements, we cover the full career spectrum. - **Candidate Growth:** We don’t just find you a job; we help you navigate a career path in one of the UK’s most stable and rewarding sectors. ## Frequently Asked Questions What level of security clearance do I need for jobs in Salisbury?Most defense-related roles in Salisbury and Amesbury require SC (Security Check) clearance as a minimum. High-security positions at Porton Down or within intelligence-sensitive projects will require DV (Developed Vetting). We can advise you on whether your current status is sufficient for specific roles. Are there defense engineering roles for civilians?Absolutely. While ex-military personnel bring invaluable experience, there is a massive demand for civilian mechanical, electrical, and software engineers, as well as project managers and lab technicians. Companies like QinetiQ and DSTL actively recruit civilian talent. Where are the main engineering jobs located?The primary hubs are Porton Down (near Salisbury), MOD Boscombe Down (Amesbury), and the various business parks such as Solstice Park. Additionally, many defense sub-contractors are based in the surrounding areas of Tidworth, Bulford, and across the Salisbury Plain. What is the salary outlook for engineering in Wiltshire?Salaries are highly competitive. Beyond the base pay, roles requiring security clearance typically offer a significant premium. Apprentice and graduate schemes are also well-funded, reflecting the region’s commitment to developing future engineering talent. ## Ready to Advance Your Defense Career? Whether you are an engineer looking for your next challenge at Porton Down or an employer at Solstice Park seeking specialist talent, CMD Recruitment is your local partner in South Wiltshire. Contact our Wiltshire team today to discuss current opportunities and the local defense job market. [View Current Opportunities](https://www.cmdrecruitment.com/) **Categories:** Uncategorized --- ### [The 2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** # The 2026 Wiltshire True Cost of Hire Calculator Make informed recruitment decisions with our precise tool for Wiltshire business owners. Factor in the 2026 Employer National Insurance changes and local market benchmarks. ![Landing page illustration](https://outgoing-oyster-428.convex.cloud/api/storage/181a54ab-bf82-47d5-91c9-7436a8f647a2)## Navigating the New Recruitment Landscape in Wiltshire Hiring in 2026 requires more than just a glance at a base salary. For local businesses across Swindon, Chippenham, Trowbridge, and Salisbury, the fiscal landscape has shifted significantly. With the introduction of the April 2026 tax updates, the “sticker price” of a new employee is only a fraction of the total investment. At **CMD Recruitment**, we understand that Wiltshire employers need clarity. Between the M4 tech corridor’s rising salary expectations and the new **15% Employer National Insurance rate**, budgeting for growth has never been more complex. The 2026 Wiltshire True Cost of Hire Calculator is designed to bring transparency to your talent acquisition strategy, ensuring your bottom line remains protected while you attract the county’s best talent. £36,400 Wiltshire Median Salary 15% 2026 Employer NI Rate £40,300 Swindon Median Salary 21.3% Tax Burden on Min Wage ## The Statutory Breakdown: What’s Changed for 2026? As of April 2026, the financial obligations for employers have seen their most significant adjustment in years. These are the mandatory figures that our calculator incorporates to ensure your Wiltshire business remains compliant and profitable. ### Employer National Insurance The 2026 rate is now **15% on all earnings above the £5,000 threshold**. This is a vital calculation point for Wiltshire SMEs, as it represents a direct increase in the cost of maintaining a workforce compared to previous years. ### Pension Auto-Enrolment The mandatory **3% employer contribution** remains a core pillar of the true cost of hire. When combined with the new NI rates, the statutory “top-up” on a base salary is higher than ever before. ### The First Year Reality Research indicates that for an employee on an average UK salary of £30,000, the total cost to a Wiltshire business in the first year—including taxes, pension, equipment, and onboarding—can exceed **£63,000**. This highlights the importance of getting the hire right the first time. ![Landing page illustration](https://outgoing-oyster-428.convex.cloud/api/storage/27eb1ed4-5cf2-4679-955f-985a28793cf8)## Beyond the Salary: The “Hidden” Costs of Hiring While taxes and pensions are easy to track, the “soft costs” of recruitment often catch Wiltshire business owners off guard. Our calculator accounts for these variables to provide a holistic view of your investment. ### 1. Management and Internal Time The time spent by your HR team or department managers on recruitment is a significant internal expense. On average, it takes 30–50 hours of management time to shortlist, interview, and onboard a single new hire. In high-productivity hubs like Swindon or Malmesbury, where management rates are higher, this cost can quickly escalate into the thousands. ### 2. Onboarding and Infrastructure Every new desk in your Wiltshire office comes with a price tag. In 2026, this includes: - **Hardware:** Laptops, monitors, and peripherals. - **Software Licenses:** SaaS seats (CRM, Email, Project Management). - **DBS & Compliance:** Essential for sectors like healthcare and education, which are prominent in the Wiltshire region. - **Initial Training:** Specialized courses required to bring the employee up to speed. ### 3. The “Empty Chair” Metric Perhaps the most overlooked cost is the loss of productivity while a role remains vacant. In the UK, it takes an average of 30–48 days to fill a role. For a specialist position in the M4 corridor, the “cost of an empty chair” can range from **£500 to over £2,500 per week** in lost revenue or operational delays. ## Wiltshire Regional Variances The cost of hire isn’t uniform across the county. Local market forces play a huge role in the final calculation. LocationSalary DynamicRecruitment Challenge**Swindon**Higher (Median £40,300)High competition from tech and financial services hubs.**Chippenham / Malmesbury**Moderate to HighInfluence from the M4 Corridor and Dyson’s presence.**Trowbridge / Devizes**Regional MedianHigh demand for manufacturing and administrative talent.**Salisbury**ModerateStrong focus on professional services and tourism-adjacent roles.By using the 2026 Wiltshire True Cost of Hire Calculator, you can adjust your projections based on these local salary benchmarks, ensuring your offer is competitive enough to attract top talent without overextending your budget. ![Landing page illustration](https://outgoing-oyster-428.convex.cloud/api/storage/c8cd70fe-450e-4791-963f-3a512b6741c5)## Why Use a Local Specialist Like CMD Recruitment? With the cost of a “bad hire” for a £35k role now estimated at upwards of **£15,000–£20,000** (including wasted salary and re-recruitment costs), the value of a professional agency is clear. CMD Recruitment specializes in the Wiltshire market, helping local employers mitigate these risks. ### Vetted Wiltshire Talent We tap into a deep local network of candidates in Swindon, Devizes, and beyond, ensuring you only spend time interviewing the best fits. ### Reducing Time-to-Hire Our streamlined processes drastically reduce the “Empty Chair” period, saving your business thousands in lost productivity. ### Compliance Expertise We handle the complexities of 2026 statutory changes and sector-specific vetting, giving you peace of mind. ![Landing page illustration](https://outgoing-oyster-428.convex.cloud/api/storage/d4094fb9-bf3e-4edc-a29b-f124c55b68b6)## Frequently Asked Questions What is the new Employer National Insurance rate for 2026? As of April 2026, the rate is 15% on all employee earnings over the £5,000 annual threshold. Our calculator automatically applies this to your base salary inputs. How does the “Empty Chair” cost impact my business? When a role is vacant, your existing team often faces burnout, and projects are delayed. For revenue-generating roles, this cost is a direct loss of income, often exceeding £1,000 per week. Is it cheaper to recruit in-house or via an agency in Wiltshire? While internal recruitment avoids an upfront fee, it often incurs higher hidden costs through management time and extended vacancy periods. An agency like CMD Recruitment provides a fixed-cost solution that often reduces the overall “true cost” by filling roles faster with better-retained talent. Do I need to calculate pension on the full salary? Under auto-enrolment, the minimum 3% employer contribution is typically calculated on “qualifying earnings,” though some employers choose to pay on the full salary. Our calculator uses standard statutory minimums for a conservative estimate. ## Ready to Scale Your Wiltshire Team? Don’t let the 2026 tax changes catch you by surprise. Let CMD Recruitment help you find the right talent at the right price for your business. Get a personalized recruitment consultation today and see how we can optimize your hiring costs. [Contact CMD Recruitment Today](https://www.cmdrecruitment.com/) © 2026 CMD Recruitment | Professional Staffing Solutions Across Wiltshire **Categories:** Uncategorized --- ### [Reverse-Reference Vetting: The Go-To Recruitment Solution for Transparent Hiring in 2026](https://cmdrecruitment.com/reverse-reference-vetting-the-go-to-recruitment-solution-for-transparent-hiring) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** Did you know that **71%** of hiring professionals now say traditional reference checks are practically pointless? That single figure explains why **reverse-reference vetting** has become one of the most talked-about shifts in candidate due diligence this year, and why we’re seeing more Wiltshire and Bath employers ask us about it every week. ## Key Takeaways QuestionQuick AnswerWhat is reverse-reference vetting?A process where candidates review and validate feedback about a prospective employer, alongside standard checks on the candidate, creating two-way accountability.Why has it become important in 2026?Rising rates of falsified employment details and a growing demand for [modern reference checking](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/) practices have made one-way vetting look outdated.Does it replace traditional checks?No. It sits alongside candidate due diligence, not instead of it, giving hiring managers a fuller picture from both directions.Who benefits most?Any organisation that wants **transparent leadership** and a stronger cultural fit, from SMEs right through to FTSE 100 employers.Is it relevant to security-cleared roles?Yes, particularly in sectors like [defence recruitment](https://cmdrecruitment.com/defence-recruitment/), where compliance and trust run both ways.Where does the cost argument come in?Getting vetting wrong feeds directly into the [cost of a bad hire](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator), which is why we treat it as a resourcing priority, not an afterthought.How do I start?[Register with us](https://cmdrecruitment.com/candidates/register-with-us) and we’ll walk you through how it fits your hiring process.## What Is Reverse-Reference Vetting? Why does everyone suddenly want to talk about reverse-reference vetting? Because the old, one-directional model of ringing a former manager and ticking a box no longer reflects how hiring actually works in 2026. Reverse-reference vetting flips the traditional process. Instead of only checking a candidate’s history, it also invites candidates to verify what a prospective employer says about itself, its culture, and its leadership team. It’s an unwritten contract of sorts, but one that makes up their actual written contract further down the line. Both sides get to see whether the story matches the reality before anyone signs anything. ## Why Traditional Reference Checks Are Falling Short in 2026 We’ve written before about [reference checking in the modern workforce](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/), and the data keeps pointing the same direction. Manual phone-based checks take between four and ten days to complete, and typically only reach a 40-50% response rate. Recruiters chase for over an hour on average just to gather feedback from two people. Compare that to digital, structured processes that complete in 24-48 hours with response rates closer to 85-90%. That’s not a marginal improvement, that’s a different category of due diligence entirely. [![Reference Checking in the Modern Workforce](https://outgoing-oyster-428.convex.cloud/api/storage/d858fcda-a146-4002-b5cf-e0726658066b)](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/) With reverse-reference vetting layered on top, both employer and candidate walk into day one with far fewer surprises. That matters when 76% of organisations report encountering falsified employment details at some point in their hiring history. Did You Know? Automated reference checks now take recruiters roughly 2 minutes to manage, compared to nearly 3 hours for a fully manual process. Source: [Navero](https://www.navero.me/blog/reference-checks-why-most-teams-skip-them) ## Reverse-Reference Vetting and Candidate Due Diligence Candidate due diligence isn’t just about catching problems. It’s about building a hire that lasts. We believe that reference checks can provide depth beyond basic questions when done right, and reverse-reference vetting adds a second layer of that depth. Candidates who ask to speak with current team members, or who request honest feedback from an employer’s own past hires, are simply doing their own due diligence. We’d argue that’s exactly what a healthy hiring relationship should look like. It’s not adversarial. It’s practical. ## Why Hiring Manager Vetting Matters as Much as Candidate Vetting Here’s a question we get asked a lot: shouldn’t the employer be vetted too? Hiring manager vetting is quietly becoming standard practice among candidates who’ve been burned before by a role that didn’t match its description. Glassdoor reviews, employee testimonials, and direct conversations with existing staff all form part of this reverse-reference process now. Company culture must be lived, not just declared, and consistency between values and behaviours is vital. A candidate running reverse-reference vetting on a hiring manager is essentially checking whether that promise holds up. > Finding candidates who align with company values helps organisations build stronger, more cohesive teams, and that alignment only works if both sides have been honest from the outset. ## Reverse-Reference Vetting in High-Security Sectors Some sectors simply cannot afford to get this wrong. [Defence recruitment](https://cmdrecruitment.com/defence-recruitment/) is a strong example. We’re the experts in sourcing hard-to-reach talent for the defence sector, and our bespoke recruitment service connects clients with security-cleared professionals with extensive sector experience. Compliance runs both ways here: candidates want reassurance that the organisation itself takes security, transparent leadership, and governance seriously, not just the other way around. [![Aerospace Sector Recruitment](https://outgoing-oyster-428.convex.cloud/api/storage/59a3a1a5-d17c-4639-bbda-1b37a2424799)](https://cmdrecruitment.com/defence-recruitment/) We pre-screen candidates to ensure compliance and speed up the hiring process, and reverse-reference vetting fits naturally into that same rigour. It’s another way of protecting both parties before a single day of onboarding begins. ## Reverse-Reference Vetting Across Engineering and Technical Roles Engineering and technical hiring in Wiltshire and Bath has its own pressures. Skilled talent is scarce, and the wrong hire in a technical role can set a project back months. CMD Recruitment has been offering leading [engineering recruitment](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) services across Wiltshire and Bath since 2004, and we’ve watched employer expectations shift year on year. Candidates in this space are increasingly savvy, checking salary benchmarks against our [2026 Salary Guide](https://cmdrecruitment.com/2026-salary-guide) before they even accept an interview. [![Engineering Recruitment Specialists](https://outgoing-oyster-428.convex.cloud/api/storage/fd35be67-941f-4ee1-851c-ef17d714b121)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) That same savviness fuels reverse-reference vetting. Candidates want to know that the organisation offering the role is as solid as the salary figure suggests. ## The Cost of Skipping Reverse-Reference Vetting Around 20% of employers skip reference checks entirely, often citing legal concerns or a lack of time. That’s a risky shortcut. Getting it wrong feeds straight into the [true cost of a bad hire](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator), and once you factor in the hidden costs of onboarding, lost productivity, and rehiring, the numbers add up fast. Our own [2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) puts the average total cost of a single new hire at around £36,400 once National Insurance, pension auto-enrolment, and onboarding are all included. Skipping reverse-reference vetting doesn’t just risk one bad hire. It risks the reputation your organisation is building across the whole of the South-West. Did You Know? 66% of small businesses now use AI tools, often the same technology powering automated and reverse-reference vetting platforms. Source: [CPA Practice Advisor](https://www.cpapracticeadvisor.com/2023/04/24/heres-what-your-firm-needs-to-know-about-the-reverse-reference/78843/) ![Why Reference Vetting Pays Off — data from Navero, CPA Practice Advisor](https://outgoing-oyster-428.convex.cloud/api/storage/9401e8ca-450c-4abf-b307-0525a55b41fb) Key recruitment outcomes improved by implementing reverse-reference checks. ## Reverse-Reference Vetting and Your Employer Value Proposition If you want to stand out in your sector and bring awareness to what you offer, it’s essential that you get to grips with your EVP. Reverse-reference vetting is, in many ways, the moment your EVP gets tested by a stranger. A candidate checking your reviews, speaking to current employees, or scanning your position in our [Wiltshire Employer Directory](https://cmdrecruitment.com/the-2026-wiltshire-employer-directory-top-100-companies-to-work-for) is doing exactly what a good hiring manager should also be doing on the candidate side. The two processes mirror each other, and that’s the point. An EVP that only exists on paper won’t survive reverse-reference vetting. One that’s genuinely lived, not just declared, will. ## Building Reverse-Reference Vetting Into Your Own Recruitment Process So how do you actually put this into practice? Start by treating your own culture and leadership with the same scrutiny you’d apply to a candidate’s CV. With over 150 years of combined industry experience, CMD is a recruitment agency with a proven track record of helping Wiltshire and Bath employers get this balance right. We love what we do and we take it seriously, continually connecting promising employees with great organisations that can stand up to scrutiny from both directions. Whether you are an SME or a FTSE 100 company, our enthusiastic and passionate team will work hard to find you just the right candidate, and to make sure that candidate finds the right employer too. If you’ve got a Q2 resourcing gap, now is the right time to have that conversation with us. ## Conclusion Reverse-reference vetting isn’t a passing trend. It’s a practical response to a hiring market where trust has to run in both directions, and where transparent leadership is no longer optional. Our results speak for themselves, and our years of dedication mean we are now the go-to recruitment solution in the South-West for employers who want candidate due diligence that actually works. If you’re ready to talk through your hiring plans, browse our current Wiltshire vacancies or [get in touch with our team](https://cmdrecruitment.com/contact) directly. ## Frequently Asked Questions ### What does reverse-reference vetting actually mean? Reverse-reference vetting means candidates check and verify information about an employer, alongside the standard checks employers run on candidates. It creates two-way accountability rather than a one-sided process. ### Is reverse-reference vetting worth adopting in 2026? Yes. With 76% of organisations reporting falsified employment details at some point, and candidates increasingly researching employers before accepting offers, reverse-reference vetting protects both sides of the hiring relationship. ### How is reverse-reference vetting different from a normal reference check? A normal reference check only looks backwards at the candidate’s history. Reverse-reference vetting adds a forward-looking layer, where candidates assess the employer’s culture, leadership, and honesty before signing anything. ### Does reverse-reference vetting slow down hiring? Not when it’s built into a modern process. Digital vetting tools now complete checks in 24-48 hours with response rates of 85-90%, far faster than the four to ten days typical of manual phone-based checks. ### Why are candidates suddenly vetting hiring managers? Candidates have been burned before by roles that didn’t match the description, so hiring manager vetting has become a natural extension of candidate due diligence. It’s a direct response to the demand for transparent leadership. ### Can a recruitment agency help with reverse-reference vetting? Yes. An established agency can guide both employers and candidates through the process, checking references in both directions and reducing the risk of a costly bad hire. ### Does reverse-reference vetting apply to security-cleared roles? Absolutely, and arguably more so. In sectors like defence recruitment, both compliance and trust have to be verified from both sides before any offer is finalised. **Categories:** Uncategorized --- ### [Hire Expert Precision Engineers in South West UK: A Practical Guide for Employers](https://cmdrecruitment.com/hire-expert-precision-engineers-in-south-west-uk-a-practical-guide-for-employers) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** If you need to hire expert precision engineers in South West UK, you are competing in a market where 79% of UK technical professionals say they plan to change employers in 2026, meaning the best candidates rarely stay on the table for long. That single figure should reframe how you think about your next engineering vacancy. Speed, precision, and local knowledge are no longer nice-to-haves; they are the difference between filling a role and watching it drag on for months. ## Key Takeaways QuestionQuick AnswerWhy is it hard to hire expert precision engineers in South West UK right now?High demand from aerospace, defence, and advanced manufacturing has created a candidate-short market, with 73% of South West businesses reporting hiring challenges are holding back growth.Where is the region’s engineering talent concentrated?Wiltshire, Bath, Swindon, Bristol, Salisbury, and Amesbury form the core of the region’s engineering and defence cluster.What should I budget for salaries?South West aerospace and defence salaries typically sit [5 to 10 percent below London rates](https://cmdrecruitment.com/salary-guide), useful context when setting your offer.How quickly do candidates expect a decision?Around 92% of candidates expect a final decision within five days of their last interview.Is temporary or contract hiring an option?Yes. Flexible and contract engineering hiring is gaining ground fast in 2026 as employers look to plug gaps without long-term risk.What sets a specialist agency apart from generalist recruiters?A dedicated [engineering recruitment specialist](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) understands technical qualifications, security clearance requirements, and regional salary benchmarks in a way a generalist simply cannot.How do I calculate the true cost of hiring?Use a dedicated [true cost of hire calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) to see beyond base salary into onboarding, time-to-fill, and statutory costs for 2026.## Why Employers Need to Hire Expert Precision Engineers in South West UK Now The South West is not a peripheral engineering market. It is one of the UK’s most concentrated advanced-manufacturing regions, anchored by aerospace, defence, and high-value manufacturing employers who need precision-trained engineers on a continual basis. Businesses that delay their engineering hires are already feeling the squeeze. According to Barclays Corporate, 73% of South West businesses say hiring challenges are directly impacting their ability to grow, and that number should worry any employer sitting on an open engineering vacancy. At the same time, investment is pouring into the region. Tech South West reports £211 million invested across 93 deals in the South West in the first quarter of 2026 alone, a 66% year-on-year rise that is fuelling demand for advanced manufacturing and precision engineering talent across the board. ## Understanding the South West’s Precision Engineering Landscape CMD Recruitment has been offering leading engineering recruitment services across Wiltshire and Bath since 2004. With comprehensive industry knowledge and a proven track record of partnering remarkable engineering talent with top companies, we know what makes a great engineering candidate. We cover all levels of seniority across different engineering sectors, and we have a dedicated team of recruitment specialists focused on filling permanent and temporary positions with incredible employees. [![Skilled engineering recruitment specialists helping employers hire expert precision engineers in South West UK](https://outgoing-oyster-428.convex.cloud/api/storage/a60e2ee9-0aba-49e0-a894-cf91dad920ff)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) [![Are engineers in demand in the UK graphic](https://outgoing-oyster-428.convex.cloud/api/storage/f34a1279-f955-4b3c-9e73-5fe280971ca7)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) Here at CMD Recruitment, we understand that the engineering sector is singular and multifaceted. We have worked with organisations in a range of engineering fields in both the public and private sector, giving us the breadth needed to hire expert precision engineers in South West UK for almost any technical requirement you can name. ![South West engineering: a £7.9B industrial engine — data from Plymouth Science Park](https://outgoing-oyster-428.convex.cloud/api/storage/e81e59b7-c2e6-4f19-9808-110acefe7ac6) Precision engineering sits at the heart of one of the UK’s most concentrated advanced-manufacturing regions. ## Are Engineers in Demand Across the South West? Short answer: yes, considerably. Regional manufacturers such as Supacat source over 90% of their supply chain from the South West, which tells you how deeply embedded precision engineering skills are in the local economy. That local concentration is a double-edged sword. It means talent exists close to home, but it also means competing employers are fishing in the same pool, which is exactly why a specialist recruitment partner matters when you want to hire expert precision engineers in South West UK rather than settle for whoever applies first. [![Employer expectations for engineering talent in the South West](https://outgoing-oyster-428.convex.cloud/api/storage/a150643e-e694-4aa4-be17-450abd7f6363)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) [![Salary ranges for precision engineering roles in the South West](https://outgoing-oyster-428.convex.cloud/api/storage/2e4f23a8-56f3-40f3-8b32-9ba8d5b0f921)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) ## Defence and Precision Engineering Careers in Salisbury and Amesbury Salisbury and Amesbury represent more than historic Wiltshire landmarks; they form the core of the South Wiltshire Defence Cluster, one of the most security-conscious engineering environments anywhere in the country. CMD Recruitment specialises in [defence recruitment in Wiltshire](https://cmdrecruitment.com/defense-engineering-careers-in-salisbury-and-amesbury), connecting employers with security-cleared engineers and technologists who understand what it takes to work within this cluster. Vetted Wiltshire talent is not something you find through a generic job board. It takes a recruiter who already knows which candidates hold current clearance, which are eligible, and which have the precision engineering background your defence contract requires. > With over 150 years of combined industry experience, CMD is a recruitment agency with a proven track record. If your organisation sits within the wider [defence recruitment](https://cmdrecruitment.com/defence-recruitment) supply chain, that experience matters far more than a quick keyword search ever could. ## How to Hire Expert Precision Engineers in South West UK: Our Process We love what we do, and we take it seriously, continually connecting promising employees with great organisations. Whether you are an SME or a FTSE 100 company, our enthusiastic and passionate team will work hard to find you just the right candidate. Our process is built around cutting-edge tools and a genuine understanding of technical qualifications, so we can move quickly when the right engineer becomes available. - **Discovery call:** We map your resourcing gap, technical requirements, and timeline. - **Targeted search:** We draw on our existing network and active talent pool rather than starting from scratch. - **Vetting and screening:** Qualifications, clearance status where relevant, and cultural fit are all assessed upfront. - **Shortlist delivery:** You receive candidates who match your brief, not a pile of near-misses. - **Offer support:** We help you move fast, because 92% of candidates expect a decision within five days of their final interview. [![How our engineering recruitment agency sources your perfect precision engineer](https://outgoing-oyster-428.convex.cloud/api/storage/9560e3a3-c839-4bce-bbfc-795ef41997e5)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) If you’ve got a Q2 resourcing gap for a precision engineering role, now is the right time to have that conversation with our team through our [contact page](https://cmdrecruitment.com/contact). ## Salary Benchmarks When You Hire Expert Precision Engineers in South West UK Setting the right salary is one of the most common reasons employers lose out on strong precision engineering candidates. South West aerospace and defence salaries typically run 5 to 10 percent below equivalent London base salaries, which is useful when you are building a business case internally. To put figures around it, a mid-level stress engineer in the Bristol aerospace hub commands a permanent salary in the range of £48,000 to £65,000. Contract rates for specialised aerospace stress engineers in the same area sit between £450 and £550 per day. Underpayment is a real risk too. According to the IET, 45% of technical professionals feel underpaid, often perceiving a deficit of over £5,000 against market rates, and that perception alone is enough to send a good engineer looking elsewhere. Our [salary guide](https://cmdrecruitment.com/salary-guide) and [2024 salary benchmarking report](https://cmdrecruitment.com/salary-guide-2024) both give you the regional data needed to price your role competitively, while the salary calculator lets you sense-check a specific offer in minutes. Did You Know? £7.9 billion Source: [Plymouth Science Park](https://www.plymouthsciencepark.com/landmark-report-high-value-manufacturing-sector/) ## Wiltshire Jobs and the Wider South West Talent Pool CMD Recruitment taps into Wiltshire’s key hubs, including Swindon, Chippenham, Malmesbury, and Salisbury, to source top precision engineering talent. This regional depth is exactly why employers come back to us rather than posting a role and hoping for the best. We help reduce time-to-hire and ensure compliance and efficient onboarding for every Wiltshire-based role we fill, whether that’s a permanent post or short-term contract cover. [![How to become an engineer in the UK guide](https://outgoing-oyster-428.convex.cloud/api/storage/af55c2e1-2fcd-433b-a965-290c4d2ff08f)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) [![Find your next engineering role in the South West](https://outgoing-oyster-428.convex.cloud/api/storage/59401758-ce9b-4434-b9a4-c74e585ec5ef)](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) If you are hiring across multiple sites, our [Wiltshire jobs](https://cmdrecruitment.com/wiltshire-jobs) hub gives candidates and employers a single point of reference for what’s currently available across the county. We also compile the [2026 Wiltshire Employer Directory](https://cmdrecruitment.com/the-2026-wiltshire-employer-directory-top-100-companies-to-work-for), a snapshot of the region’s top 100 employers across engineering, manufacturing, and technology, useful for benchmarking your own employer brand against the competition. [![2026 Wiltshire Employer Directory cover for top precision engineering employers](https://outgoing-oyster-428.convex.cloud/api/storage/181a54ab-bf82-47d5-91c9-7436a8f647a2)](https://cmdrecruitment.com/the-2026-wiltshire-employer-directory-top-100-companies-to-work-for) [![Wiltshire employer directory illustration highlighting engineering companies](https://outgoing-oyster-428.convex.cloud/api/storage/27eb1ed4-5cf2-4679-955f-985a28793cf8)](https://cmdrecruitment.com/the-2026-wiltshire-employer-directory-top-100-companies-to-work-for) ## Why Use a Local Specialist to Hire Expert Precision Engineers in South West UK You could try to fill a precision engineering vacancy alone. Many employers do, and many of them end up with a resourcing gap that drags on for months, watching strong candidates get snapped up by faster-moving competitors. Hiring in 2026 requires more than just a glance at a base salary. The Employer National Insurance rate has changed this year, affecting overall hiring costs and budgeting for every business across Swindon, Chippenham, Trowbridge, and Salisbury. Did You Know? 73% of South West businesses say hiring challenges are directly holding back their ability to grow. Source: [Barclays Corporate](https://www.barclayscorporate.com/insights/2025-business-survey-uk/south-west/) Our [2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) helps employers project the full cost of a new hire beyond base salary, including onboarding and time-to-fill considerations that generic job boards never factor in. This is precisely why so many businesses choose to hire expert precision engineers in South West UK through a partner rather than going it alone. A local specialist already understands the statutory changes, the regional salary variances, and the specific hubs where your ideal candidate is most likely sitting right now. ## Building an Employer Value Proposition That Wins Precision Engineers Salary alone will not win you the best precision engineering candidates in 2026. If you want to stand out in your sector and bring awareness to what you offer, it’s essential that you get to grips with your EVP. Finding candidates who align with company values helps organisations build stronger, more cohesive teams, and precision engineering is a field where cultural fit genuinely affects quality and safety outcomes on the shop floor. Company culture must be lived, not just declared. Consistency between values and behaviours is vital, particularly in engineering environments where teams often work under pressure and tight deadlines. We explore this in more depth in our piece on building your Employer Value Proposition to stand out, and it’s worth reading before your next round of interviews if you want to attract, not just process, precision engineering talent. ## Flexible Hiring: Temp and Contract Precision Engineers in 2026 Not every resourcing gap needs a permanent hire. Flexible and temporary hiring is winning in 2026 for a good reason: it lets employers respond to project peaks without committing to long-term headcount. Contract rates for specialist precision engineers, such as the £450 to £550 daily rate seen for aerospace stress engineers in Bristol, reflect just how valuable short-term technical expertise has become. If you have a defined project timeline, a contract engineer can often be the faster, lower-risk route to filling a critical skills gap. ## Get Support to Hire Expert Precision Engineers in South West UK Today Our results speak for themselves, and our years of dedication mean we are now the go-to employment agency in the South-West. Whether you need one precision engineer or a full team to support a growing contract, our specialists are ready to help. You can reach our teams directly through our offices in [Swindon](https://cmdrecruitment.com/contact/recruitment-agency-swindon), [Bath](https://cmdrecruitment.com/contact/bath), or Chippenham, wherever suits your business best. If you would rather browse our full range of recruitment services before you speak to anyone, that’s available too, alongside our current [jobs](https://cmdrecruitment.com/jobs) listings and support for [candidates](https://cmdrecruitment.com/candidates) looking for their next precision engineering role. Learn more [about CMD Recruitment](https://cmdrecruitment.com/about) and why so many employers trust us with their most technical vacancies. ## Conclusion The South West’s engineering and defence economy is not slowing down, and neither is the competition for skilled talent within it. If you want to hire expert precision engineers in South West UK, the smartest move is to work with a partner who already knows Wiltshire, Bath, Bristol, and the wider region inside out. From defence-cleared specialists in Salisbury and Amesbury to contract stress engineers in Bristol’s aerospace hub, we’ve spent over 150 combined years building the networks that make fast, accurate hiring possible. Get in touch and let’s start filling your next precision engineering vacancy properly. ## Frequently Asked Questions ### What does it cost to hire expert precision engineers in South West UK? Salaries for permanent precision engineering roles typically run 5 to 10 percent below London rates, with mid-level aerospace stress engineers earning £48,000 to £65,000 in Bristol. Contract rates for specialist roles range from £450 to £550 per day depending on the discipline and clearance level required. ### Is it worth using a recruitment agency to hire expert precision engineers in South West UK in 2026? Yes, particularly given that 73% of South West businesses say hiring challenges are already limiting their growth. A specialist agency shortens time-to-hire, understands local salary benchmarks, and has direct access to passive candidates who aren’t actively browsing job boards. ### Where are most precision engineering jobs located in the South West? The strongest clusters sit around Bristol’s aerospace sector, the South Wiltshire Defence Cluster covering Salisbury and Amesbury, and the wider Swindon, Chippenham, and Bath corridor. These hubs account for the bulk of advanced manufacturing and precision engineering vacancies in the region. ### How long does it typically take to fill a precision engineering vacancy? Speed matters enormously, since 92% of candidates expect a final hiring decision within five days of their last interview. Employers who move slower than that risk losing strong candidates to faster-acting competitors in the same market. ### Should I hire a permanent or contract precision engineer? Contract hiring works well for defined projects or short-term skills gaps, and flexible hiring has grown significantly in 2026 as a result. Permanent hiring suits longer-term technical needs where continuity and deeper company knowledge matter more. ### Do precision engineers in the South West need security clearance? Many roles within the South Wiltshire Defence Cluster around Salisbury and Amesbury do require security clearance, particularly those tied to defence vehicle supply chains. Working with a recruiter who already has a pool of vetted, cleared candidates significantly speeds up this part of the process. ### What is the biggest risk of getting engineering salaries wrong? Around 45% of technical professionals feel underpaid, often perceiving a gap of more than £5,000 against market rates, which drives them to look elsewhere. Benchmarking your offer against current regional salary guides before you advertise a role helps you avoid losing candidates over a fixable pricing issue. **Categories:** Uncategorized --- ### [Chronoworking: The Circadian Rhythm Shift Changing How the South West Works](https://cmdrecruitment.com/chronoworking-the-circadian-rhythm-shift-changing-how-the-south-west-works) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** Chronoworking: the circadian rhythm shift is quickly becoming one of the most talked-about workplace trends of 2026, and the numbers explain why. According to Allwork.space, 87% of professionals believe their employers should trial chronoworking to align working hours with their natural body clocks, a statistic that should make every business owner in Wiltshire and Bath sit up and take notice. **Quick Answer:** Chronoworking is a flexible scheduling approach that lets employees work during the hours their body naturally performs best, rather than forcing everyone into a rigid 9-to-5. It’s built on circadian rhythm scheduling, asynchronous productivity, and a growing recognition that one-size-fits-all hours no longer suit a modern, multigenerational workforce. ## Key Takeaways QuestionQuick AnswerWhat is chronoworking?A scheduling model that matches work hours to an individual’s natural circadian rhythm rather than a fixed company-wide start time.Is chronoworking the same as flexible hours?Not quite. Flexible hours give choice; chronoworking specifically uses chronotype science (are you a lark or an owl?) to design that choice.Who benefits most?Knowledge workers, creatives, and roles built around [candidates](https://cmdrecruitment.com/candidates/) seeking better work-life balance, though shift-based sectors are adapting the principles too.Does it improve productivity?Yes. WorldatWork reports that 33% of U.S. professionals believe chronoworking could improve their individual productivity.Is it a fad or a lasting trend?With 44.9% of businesses citing staggered or flexible schedules as a major post-pandemic change (Forbes), chronoworking in 2026 looks like a genuine evolution, not a passing phase.Where can employers find talent open to this model?A specialist recruitment agency that understands local hiring patterns can help you build a workforce around it.Where can candidates find chronoworking-friendly roles?Browsing current [vacancies](https://cmdrecruitment.com/jobs/) is the fastest way to find employers already embracing flexible, circadian-friendly scheduling.## What Is Chronoworking? The Circadian Rhythm Shift Explained Chronoworking asks a simple question: why should a night owl and an early riser be expected to do their best thinking at exactly the same hour? The answer, biologically speaking, is that they can’t. Your circadian rhythm is the internal 24-hour clock that governs alertness, energy, and mood, and it varies significantly from person to person. Chronoworking builds schedules around that reality rather than against it. It’s part of a broader shift toward circadian rhythm scheduling, where the working day flexes to match when someone is genuinely at their sharpest, rather than when a factory-era timetable says they should be. This isn’t a niche idea confined to tech start-ups either. It’s a genuine chronoworking 2026 movement, and it’s showing up in conversations we’re having with employers right across Wiltshire and Bath. ## Why Chronoworking Is Gaining Ground Across the South West in 2026 South West flexible work has always had a practical streak, driven by long commutes, rural transport links, and a workforce that values balance as much as salary. Chronoworking fits neatly into that culture. It’s not about abandoning structure; it’s about giving people a say in when they perform their best work, while still meeting the resourcing needs of the business. We’ve seen this echoed in our own reporting on why flexible hiring is winning in 2026, where businesses across the region are leaning into adaptable working patterns to attract candidates who might otherwise walk. Gallup’s research backs this up nationally: 76% of hybrid workers cite improved work-life balance as the single biggest advantage of flexible arrangements. Chronoworking simply takes that principle one step further by adding the science of individual body clocks into the mix. ## The Science Behind Circadian Rhythm Scheduling Everyone has a chronotype, essentially a biological preference for morning, evening, or somewhere in between. Forbes reports that only 6% of Baby Boomers enjoy late-night “graveyard” shifts, highlighting just how much chronotype preference shifts across generations. Younger employees, meanwhile, often report feeling most productive later in the day, which is precisely the mismatch that traditional 9-to-5 scheduling fails to account for. TotalWellness estimates that businesses lose $1,967 per employee, per year, in productivity when staff are dealing with chronic sleep issues compared to well-rested colleagues. Multiply that across a team of twenty and you’re looking at a resourcing gap that has nothing to do with skills and everything to do with timing. Did You Know? Nearly half of professionals (48%) believe their mental health would benefit from chronoworking flexibility. Source: [Allwork.space](https://allwork.space/2024/05/companies-are-endorsing-the-concept-of-chronoworking-for-flexibility/) ## Chronoworking in Practice: Asynchronous Productivity and Flexible Hours You don’t need to overhaul your entire operation overnight to start benefiting from this approach. Many businesses are starting small, introducing asynchronous productivity models where teams collaborate through shared documents and messaging rather than requiring everyone online at the same nine o’clock start. Meetings get scheduled around a “core overlap” window, and the rest of the day flexes to suit individual energy peaks. Allwork.space found that 49% of respondents would prefer an early start, early finish arrangement if chronoworking were adopted at their workplace. Others prefer the opposite. The point isn’t to pick one universal pattern; it’s to let people opt into the one that suits them. > It’s an unwritten contract of sorts, but one that makes up their actual written contract when flexibility becomes a formal part of how a business operates. ## Which Sectors Are Best Suited to Chronoworking Right Now? Some disciplines lend themselves to circadian-friendly scheduling more naturally than others. Here’s how it plays out across the sectors we recruit for most across Wiltshire and Bath. ### Accountancy [![How to Find Quality, High-Performing Accountancy Talent](https://outgoing-oyster-428.convex.cloud/api/storage/8521ed24-2662-410f-8748-14cb969bc07f)](https://cmdrecruitment.com/disciplines/accountancy/) Deadline-heavy work like month-end and year-end reporting suits chronoworking well. Deep, focused analysis often happens best when an individual chooses their own quiet hours rather than fighting through an office lull. ### Administration [![Qualities We Look For in Admin Professionals](https://outgoing-oyster-428.convex.cloud/api/storage/6419cc64-2903-4f65-aedf-11910e6dfed9)](https://cmdrecruitment.com/disciplines/administration/) Administrative roles typically require a core window for phone cover and diary management, but plenty of the behind-the-scenes work (filing, reporting, correspondence) can shift to whenever an employee is sharpest. ### Design [![What Are Employers Looking For in Designers and Creatives](https://outgoing-oyster-428.convex.cloud/api/storage/7828ce5f-a5e5-4a29-a3c9-588e5fadaade)](https://cmdrecruitment.com/disciplines/design/) Creative work arguably benefits the most. Designers frequently report their strongest, most original thinking happens outside conventional office hours, making this discipline a natural fit for circadian rhythm scheduling. ### Engineering [![Our Skilled Engineering Recruitment Specialists Are Here to Help](https://outgoing-oyster-428.convex.cloud/api/storage/72fd3959-4e9a-4944-a563-a2fdb1abcade)](https://cmdrecruitment.com/disciplines/engineering/) Engineering teams often need close collaboration, so full chronoworking is harder here. Staggered start times still give engineers real flexibility without disrupting project timelines. ### Finance [![Employer Expectations for Finance Candidates](https://outgoing-oyster-428.convex.cloud/api/storage/0f4481a7-4fba-4f5d-982b-ad3c3d698c6a)](https://cmdrecruitment.com/disciplines/finance/) Finance professionals dealing with reconciliation, forecasting, or audit prep often need long, uninterrupted focus blocks. Letting them choose when those blocks happen can noticeably improve accuracy and reduce burnout. Shift-based sectors are adapting too. Roles in healthcare and [defence](https://cmdrecruitment.com/defence-recruitment/) have long used rota science to manage alertness across 24-hour operations, and both are now borrowing chronoworking principles to make those rotas fairer and less exhausting. Did You Know? $550 billion Source: [TotalWellness](https://info.totalwellnesshealth.com/blog/workplace-chronotypes) ## The Business Case: What Employers Gain From Circadian-Friendly Schedules Let’s be pragmatic about this. Chronoworking isn’t just a wellbeing nicety; it’s a measurable business decision. 1 in 3 American adults suffer from sleep insufficiency, and that mismatch between biological clocks and work demands drains genuine productivity. Businesses that ignore it aren’t just being unkind, they’re leaving performance on the table. ![Sleep-deprived workers cost the U.S. economy $550 billion annually — data from TotalWellness](https://outgoing-oyster-428.convex.cloud/api/storage/b5d85d30-8d04-4ef1-bddd-d7f49e1f1ca4) Chronoworking aligns schedules with natural circadian rhythms to fight the exhaustion epidemic draining GDP. Gallup’s data adds another layer of urgency: 6 in 10 remote-capable employees are “extremely likely” to seek a new job if their current level of flexibility is taken away. If you’ve got a Q2 resourcing gap right now, that statistic alone should change how you’re thinking about your next hire. ## Building Chronoworking Into Your Employer Value Proposition (EVP) If you want to stand out in your sector and bring awareness to what you offer, it’s essential that you get to grips with your EVP. Chronoworking is one of the strongest additions you can make to it right now. It signals that your business trusts its people, understands the science of performance, and isn’t clinging to outdated 9-to-5 dogma for the sake of it. We’ve written previously about building your Employer Value Proposition to stand out, and flexible, circadian-friendly scheduling is exactly the kind of tangible benefit that turns a good EVP into a great one. But remember: company culture must be lived, not just declared. Announcing chronoworking on a careers page means little if managers still quietly expect everyone logged in by 8:45am. ## How to Introduce Chronoworking Without Losing Structure Currently, only 11% of employees benefit from a team that decides its own [hybrid and timing policies](https://cmdrecruitment.com/hybrid-working-policies-how-to-get-them-right-in-2026-and-beyond) together, according to Gallup. That’s a huge opportunity gap for businesses willing to move first. Here’s a practical way to start: - **Map chronotypes honestly.** Ask your team, informally, whether they consider themselves early risers, night owls, or somewhere in between. - **Set a core overlap window.** Two to four hours where everyone is reachable keeps collaboration intact. - **Trial before you commit.** Run it for a quarter, gather feedback, and adjust. - **Protect deadlines, not clock-in times.** Judge output, not attendance. - **Document the policy.** Informal flexibility fades quickly; written policy sticks. Cultural fit matters enormously here too. Finding candidates who align with company values helps organisations build stronger, more cohesive teams, and a well-run chronoworking policy is a genuine values statement, not just a scheduling tweak. ## Is Chronoworking Right for Your Business? Whether you are an SME or a FTSE 100 company, the underlying question is the same: does rigid, uniform scheduling actually serve your output, or is it simply tradition? For many South West flexible work employers, the answer is becoming clear. Chronoworking, done well, [reduces burnout](https://cmdrecruitment.com/employee-burnout-causes-and-prevention), boosts genuine productivity, and gives you a real edge when competing for [candidates who have plenty of choice](https://cmdrecruitment.com/best-recruitment-strategies-for-wiltshire-small-businesses-in-2026) in today’s market. If you’re ready to build a team around this kind of thinking, [registering with us](https://cmdrecruitment.com/candidates/register-with-us/) is a straightforward way to start the conversation. ## Conclusion Chronoworking: the circadian rhythm shift isn’t a passing curiosity; it’s a serious response to a workforce that has grown tired of one-size-fits-all hours. With over 150 years of combined industry experience placing candidates across Wiltshire and Bath, we’ve watched flexible working evolve from a pandemic necessity into a genuine strategic advantage, and chronoworking is simply the next, more scientific step in that journey. Whether you’re an employer building your EVP or a candidate hunting for a role that actually fits how you work best, understanding circadian rhythm scheduling gives you a real edge in 2026. Our results speak for themselves, and our years of dedication mean we are now the go-to employment agency in the South-West for businesses navigating exactly this kind of change. ## Frequently Asked Questions ### What does chronoworking actually mean? Chronoworking means structuring work hours around an individual’s natural circadian rhythm rather than a fixed company-wide schedule. It recognises that people have different chronotypes, some sharper in the morning, others later in the day, and builds flexibility around that biology. ### Is chronoworking the same as flexible or hybrid working? Not exactly. Hybrid working is about location (home versus office), while chronoworking is specifically about timing and biological alertness, though the two often work well together. ### Is chronoworking worth adopting in 2026? Given that 87% of professionals think employers should trial it and 44.9% of businesses already report major schedule changes since the pandemic, chronoworking 2026 looks less like a trend and more like a permanent shift in how work gets structured. ### Which industries benefit most from circadian rhythm scheduling? Creative, analytical, and administrative roles tend to benefit most because much of the work can be done independently. Shift-based sectors like healthcare and defence are adapting the same principles to build fairer, less exhausting rotas. ### Can chronoworking improve mental health at work? Yes. Nearly half of surveyed professionals (48%) believe their mental health would improve under a chronoworking model, largely because it removes the daily pressure of forcing alertness at the “wrong” biological time. ### Does chronoworking hurt team collaboration? It doesn’t have to. Most successful chronoworking policies set a core overlap window for meetings and collaboration, while leaving the rest of the day flexible for focused, asynchronous productivity. ### How do I find employers in the South West offering chronoworking or flexible schedules? Browsing current opportunities with a recruitment agency that understands local employers is the quickest route, and checking our [jobs](https://cmdrecruitment.com/jobs/) page is a good place to start if flexible, circadian-friendly scheduling matters to you. **Categories:** Uncategorized --- ### [HR Jobs WE 10th July](https://cmdrecruitment.com/hr-jobs-we-10th-july) **Published:** July 10, 2026 **Author:** Dan Barfoot **Content:** ### **South West HR Market Analysis: June 12th – July 10th** The South West HR market has entered the height of summer with a major surge in **Logistics, Technical Operations**, and **TUPE-specific change roles**. Over the last month, the market has shifted away from internal education advisory and local authority dispute management to focus heavily on fast-paced regional supply chains and commercial transformation. #### **New Opportunities and Trends** - **Commercial Brand Influx:** High-profile commercial employers are driving regional volume. **The Magnum Ice Cream Company** (Gloucester) has posted a **Human Resources Business Partner** vacancy, while **Five Rivers** (Wiltshire) is actively recruiting for a **People Partner**. - **TUPE & Employee Relations Spikes:** Structural restructuring is prominent, highlighted by **Adecco** recruiting for an **HR Advisor – TUPE, Change & Employee Relations**. - **Logistics & Distribution Demand:** Major supply chain networks are reinforcing regional infrastructure. **UPS** has entered the market with multiple **Regional HR Advisor** listings, alongside **GXO Logistics** looking for a **Regional HR Advisor South**. - **Long-Term Operational Support:** Niche financial services firm **Ultimate Finance** has introduced an **HR Administrator** track tied to a long-term contract running until June 2027. #### **Roles No Longer Available (Filled)** A large segment of mid-June’s localized policy and public sector framework positions have closed: - **Public Sector Fills:** The **Senior HR Case Advisor** role at Wiltshire Council and the **Senior HR Policy Manager** at CMS UK have been removed. - **Interim Shift:** Amazon’s **Senior HRBP (12-month FTC)** site track from mid-June has closed, clearing path for standard permanent corporate tracks. #### **Competition Leaderboard (Current Hotspots)** Telecoms, financial services, and tech-driven logistics are drawing maximum candidate traffic: 1. **BT Group:** HR Advisor – **118 Applicants** 2. **Lloyds Banking Group:** HR People Partner – **107 Applicants** 3. **Amazon:** HR Business Partner – **87 Applicants** 4. **MBDA:** HR Data and AI HR Project Manager – **51 Applicants** 5. **Artis Recruitment:** HR Business Partner – **44 Applicants** --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/07/HR-Jobs-10th-Jul-26.xlsx "10th July HR Jobs") **Categories:** Latest Jobs --- ### [The Rise of Tokenmaxxing](https://cmdrecruitment.com/the-rise-of-tokenmaxxing) **Published:** July 6, 2026 **Author:** Dan Barfoot **Content:** **By Dan Barfoot, Operations Manager at CMD Recruitment | Updated 6 July 2026** *Dan Barfoot is Operations Manager at CMD Recruitment, a recruitment agency working with employers and candidates across Wiltshire, Bath, Swindon and the wider South West, spanning HR, finance, administration, sales, engineering and technical disciplines. He works directly with employers on hiring strategy and people management, including the performance-measurement and workplace technology questions covered in this piece.* You’ve probably seen the term floating around LinkedIn, or in a headline about Meta, Disney or Uber. Tokenmaxxing is a workplace trend where employees consume massive amounts of AI compute, tokens, in the jargon, not because the work demands it, but to signal productivity or climb an internal AI-usage leaderboard. For HR, it’s a warning against rewarding superficial activity metrics instead of genuine, measurable business value. The mechanics are straightforward. A company rolls out Claude, Copilot or a similar tool, wants to see adoption, and builds a dashboard to track it. Someone adds a leaderboard. Within weeks, employees are running AI agents unattended overnight and firing off pointless queries, anything that pushes their token count up, because the number on the leaderboard has become the thing that gets noticed. Not the work itself. ## What Is Tokenmaxxing and Why Does It Matter? Let’s be precise, because the term gets used loosely online. Tokenmaxxing describes employees consuming large volumes of AI tokens specifically to signal productivity or climb an internal AI-usage leaderboard, rather than to produce genuinely useful work [(Built In, 2026)](https://builtin.com/articles/ai-tokenmaxxing). It is not a story about artificial intelligence so much as a story about what happens when a business rewards the wrong metric. The clearest example is Meta’s. In early 2026, a Meta employee built an internal dashboard nicknamed “Claudeonomics”, ranking the company’s 85,000-plus staff by AI token consumption and handing out titles like “Token Legend” and “Cache Wizard” to the heaviest users. Total usage on the dashboard topped 60 trillion tokens in a single 30-day window, and the top-ranked individual averaged 281 billion tokens on their own. Meta shut the leaderboard down within two days of it becoming public, after data from it leaked outside the company [(Fortune, 2026)](https://fortune.com/2026/04/09/meta-killed-employee-ai-token-dashboard/). Meta wasn’t alone. Disney gave close to 5,000 product and technology staff access to an internal “AI Adoption Dashboard” tracking use of Claude and Cursor, including a leaderboard-style view of top users, one employee reportedly invoked Claude around 460,000 times over nine working days. Amazon and JPMorgan have reportedly run similar internal leaderboards to encourage AI adoption [(HR Executive, 2026)](https://hrexecutive.com/from-disney-to-meta-tokenmaxxing-is-exposing-ais-measurement-problem/). None of this is really about the AI. It’s about what happens when a business decides it wants to see “AI adoption”, picks the easiest number available to prove it, then makes that number visible, competitive and reward-linked. ## A New Chapter in an Old Problem If this feels familiar, it should. Long before AI leaderboards, employers built dashboards to prove employees were working. Hubstaff, Time Doctor, ActivTrak and Teramind, dubbed “bossware”, saw enormous growth from 2020 onward as remote work took hold; ActivTrak’s usage rose more than 150% and Teramind’s by roughly 800% within months of the first lockdowns, as employers scrambled to monitor newly remote staff [(Business of Business, 2020)](https://www.businessofbusiness.com/articles/employee-monitoring-software-productivity-activtrak-hubstaff-covid/). Microsoft’s own Productivity Score, launched the same year, let managers see individual employees’ email and chat activity, until a fierce backlash forced Microsoft to strip out the individual-level data in December 2021 and rebuild the tool around aggregated, anonymised metrics [(NPI Financial, 2023)](https://www.npifinancial.com/knowledge-center/microsoft-viva-insights-has-microsoft-found-the-balance-between-productivity-and-privacy/). It’s the same anxiety, in different clothes, that drove [employers to push for a return to office](https://cmdrecruitment.com/why-are-employers-pushing-to-return-to-office-work) a few years earlier: if you can’t see someone working, you look for a proxy that lets you believe you can. Swap “keystrokes” for “tokens” and the underlying flaw is identical. We work with employers across Wiltshire, Bath and the South West who are having exactly this conversation right now, not about mouse-jigglers any more, but about whether their new AI adoption dashboard is repeating the same [trust-versus-surveillance trade-off](https://cmdrecruitment.com/ethics-of-productivity-monitoring-remote-work) we’ve seen play out before. ## Why Token Metrics Fail Tokens measure AI consumption. They do not measure AI-derived business value, and treating the two as interchangeable is where the trouble starts [(CIO, 2026)](https://www.cio.com/article/4178320/tokenmaxxing-when-ai-adoption-metrics-go-bad.html). An employee who uses a handful of well-targeted prompts to automate a two-hour task looks, on a token-usage dashboard, identical to one who leaves an agent running overnight purely to inflate their count. Uber found this out the expensive way. The company burned through its entire 2026 AI budget in four months, largely on Claude Code, after ranking engineers on an internal leaderboard based on their usage; individual engineers were reportedly spending between $500 and $2,000 a month each on tokens before the company imposed a $1,500 monthly cap [(Forbes, 2026)](https://www.forbes.com/sites/janakirammsv/2026/05/17/uber-burns-its-2026-ai-budget-in-four-months-on-claude-code/). Uber’s COO, Andrew Macdonald, later said the connection between all that AI spend and any actual improvement for customers “is not there yet” [(Fortune, 2026)](https://fortune.com/2026/05/26/uber-coo-ai-spending-tokens-claude-code/). That’s the sharpest possible illustration of a point worth making about any metric: tracking a [proxy for productivity](https://cmdrecruitment.com/productivity-vs-pay) is like measuring a chef’s performance by how many times they stir a pot. If the number can go up without the thing you actually care about improving, you haven’t built a performance metric. You’ve built a target for people to hit by whatever means available. ## How the Trend Spreads Tokenmaxxing didn’t stay an internal joke for long. Meta’s leaderboard only became public knowledge because data from it leaked outside the company, at which point Fortune and a wave of tech and HR commentary picked it up within days, and “tokenmaxxing” went from Slack-channel in-joke to a term HR publications like SHRM were writing explainers about within weeks [(SHRM, 2026)](https://www.shrm.org/topics-tools/news/technology/tokenmaxxing-hr-performance-metrics). That speed is itself instructive: assume any internal measurement system you build will eventually be visible externally, to journalists, to candidates researching your company, and to your own staff comparing notes with peers elsewhere. This matters for [employee retention strategies in 2025 and beyond](https://cmdrecruitment.com/staff-retention-in-the-uk-a-2026-guide-for-sme-employers). If your organisation is seen, rightly or wrongly, as a place that prizes visible AI activity over judgement and real output, you’ll struggle to [attract and retain talent](https://cmdrecruitment.com/whats-employer-branding-and-why-it-matters-when-youre-hiring-in-a-tight-market). Reputations built on leaderboard screenshots travel fast, and rarely in the direction employers want. ## A Performance Management Overhaul Is Overdue So what’s the alternative? IBM has put a name to it: valuemaxxing, optimising for the business outcome an AI-assisted task actually produces, rather than the volume of AI activity used to produce it [(IBM, 2026)](https://www.ibm.com/think/insights/tokenmaxxing-dead-long-live-valuemaxxing). It’s a rebrand of an old idea. Best Buy tried something similar back in 2005 with its Results-Only Work Environment, judging staff purely on output rather than hours or visible activity, and by several accounts it worked: University of Minnesota research linked it to better sleep and lower turnover, though Best Buy quietly wound the programme down in 2013 as it retrenched [(CNN Business, 2013)](https://money.cnn.com/2013/03/05/technology/best-buy-work-from-home/index.html), a reminder that these shifts need sustained management commitment, not just a launch announcement. Frameworks like OKRs, the goal-setting system Andy Grove built at Intel in the 1970s and John Doerr later brought to Google, offer a structured way to define and track outcomes that actually matter, forcing managers to define what success looks like before the AI, or the employee, starts working [(What Matters, 2024)](https://www.whatmatters.com/articles/the-origin-story). Trust-based management requires effort. It demands that managers hold regular, meaningful conversations about priorities, blockers and outcomes. It requires [psychological safety in the workplace](https://cmdrecruitment.com/intrinsic-motivators-and-why-they-matter), employees need to feel able to say “I didn’t need much AI for this one” without it counting against them. None of that is achieved by a leaderboard. ## How HR Should Respond to Tokenmaxxing If you’re an HR professional recognising this problem, here are some practical starting points. First, audit anywhere AI usage volume shows up in a performance review, goal-setting conversation or manager report. SHRM’s own guidance is blunt on this point: once usage is visible and comparable, employees will optimise for it, whatever the intention behind the dashboard was. If your approach to [hybrid work performance tracking](https://cmdrecruitment.com/hybrid-working-policies-how-to-get-them-right-in-2026-and-beyond), or increasingly AI-adoption tracking, relies on a number that’s easy to game, you already know the answer. Second, separate adoption from value, deliberately. Redesign your metrics around business results, revenue generated, projects completed, hours genuinely saved on a defined process, verified rather than self-reported. These are harder to game because they reflect actual value, not activity. Third, watch your budget as closely as your culture. Uber’s experience shows a leaderboard doesn’t just distort behaviour, it can distort your finance model entirely; token-based pricing does not behave like the software licence costs most finance teams are used to modelling. That is a conversation for HR and finance to have together, not one to leave to IT alone. And finally, [HR digital transformation](https://cmdrecruitment.com/hr-in-2030-what-does-the-future-of-hr-look-like) means keeping pace with a genuinely new category of workplace risk, not assuming the AI-adoption metrics a vendor hands you are automatically the right ones to reward. We see the same pattern across the HR, finance and technical roles we recruit for throughout Wiltshire and the South West: employers who ask “what did this actually achieve?” before “how much did we use it?” end up with teams that trust the process, and stick around. ## What Employees Should Consider Too This isn’t a one-sided conversation. Employees chasing a leaderboard position should think about the longer-term trade-off. Racking up token usage doesn’t build a skill anyone will pay for later, knowing when and how to use AI well does. Relationships with managers become hollow if they’re built on a number rather than trust, and when a [restructure or redundancy round](https://cmdrecruitment.com/voluntary-vs-compulsory-redundancy-whats-the-difference) arrives, as they inevitably do, the employees who can point to real, demonstrable outcomes are the ones who survive it, not the ones who topped an internal dashboard. There’s a legitimate grievance underneath this trend too. Being told that “AI-driven impact” is now a core expectation, without a clear definition of what that means, is genuinely disorientating for employees trying to do a good job. The answer isn’t to fake the metric. It’s to ask, clearly and directly, how your contribution is actually being assessed, and to push for an answer that isn’t just a number on a screen. [The workplace is changing](https://cmdrecruitment.com/uk-employment-outlook-for-2026) quickly, and AI is a genuine part of that shift. Both employers and employees have a responsibility to make sure that change rewards real value, not the cleverest way of gaming whatever happens to be easiest to measure. ### **Let’s Build a Culture That Values Substance Over Activity** Whether you are looking to refine your people management strategy, adapt your performance metrics for the AI era, or find your next career move in a forward-thinking workplace, navigating these shifts requires the right approach. At CMD Recruitment, we connect forward-thinking employers with top talent across Wiltshire, Bath, Swindon, and the wider South West. We’re always happy to discuss how to align your hiring strategy and people management with authentic, measurable business value. **[Get in touch with the team at CMD Recruitment today](https://www.cmdrecruitment.com/) to find out how we can support your business goals or help you take the next step in your career.** **Categories:** Uncategorized --- ### [Top Trends Shaping the Swindon Job Market Today in 2026](https://cmdrecruitment.com/top-talent-trends-shaping-the-swindon-job-market-today-in-2026) **Published:** June 25, 2026 **Author:** Dan Barfoot **Content:** **Written by Dan Barfoot · CMD Recruitment · Updated June 2026** *Dan has recruited across Swindon and Wiltshire for 20+ years, working with businesses from growing SMEs to established multi-site employers across engineering, finance, IT, and professional services.* The top talent trends shaping the Swindon job market today are more significant than many businesses realise. With 7,000 new jobs projected from the Panattoni Park redevelopment of the former Honda car plant alone, Swindon is undergoing one of the most dramatic labour market transformations in its history, and employers who aren’t paying attention risk falling behind in the race for skilled candidates. ## Key Takeaways QuestionQuick Answer**What is driving Swindon’s job market growth in 2026?**Large-scale infrastructure investment, advanced manufacturing growth, and increased demand for digital and finance professionals are the primary drivers.**Which sectors are seeing the highest demand in Swindon?**Engineering, IT, finance, accountancy, and administration are all experiencing strong hiring activity across the Wiltshire region.**What is the average salary in the Swindon area in 2026?**Average salaries in Swindon and Wiltshire sit above the UK national average, reflecting the concentration of high-value roles in the region. Our [2026 salary guide](https://www.cmdrecruitment.com/salary-guide) covers benchmark data across all key disciplines.**How are talent trends affecting hiring costs in Wiltshire?**Rising salaries and new employer NI contributions mean the true cost of hire is higher than base salary. Our [2026 Wiltshire True Cost of Hire Calculator](https://www.cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) gives employers a full picture.**Is Swindon a good place to find work in 2026?**Yes. Swindon ranks among Britain’s most economically productive cities, with strong labour demand across multiple disciplines and above-average pay.**How can job seekers access the latest Swindon roles?**Candidates can browse current [Wiltshire job opportunities](https://www.cmdrecruitment.com/wiltshire-jobs) and register directly with specialist recruiters for personalised matching.**What skills do Swindon employers want most right now?**Technical skills in engineering and IT are in high demand, alongside finance and accountancy expertise, strong administrative capabilities, and design talent across digital disciplines. ## Swindon’s Economic Rise and What It Means for Today’s Talent Market Swindon is no longer just a major logistics hub. In 2026, the city is attracting attention as one of the South West’s leading centres for talent and investment, with a labour productivity rate of £62.1 GVA per hour that places it ahead of Bristol, Reading, and most of its regional neighbours. This economic strength is creating real pressure on hiring. Businesses operating across Wiltshire are competing harder than ever for a finite pool of skilled candidates, and the traditional approach of posting a vacancy and waiting simply isn’t working in the current climate. For both employers and job seekers, understanding the top talent trends shaping the Swindon job market today is essential to staying competitive. Whether you’re looking to grow your team or take the next step in your own career, the landscape has shifted significantly in 2026. ## Engineering: The Biggest Talent Trend Shaping the Swindon Job Market in 2026 Engineering is, without question, the sector generating the most heat in Swindon’s job market right now. The Panattoni Park development represents a generational shift in the region’s industrial base, bringing advanced logistics, manufacturing, and infrastructure roles to an area that has long been a hub for technical talent. Employer expectations for engineering candidates have risen sharply. Organisations are looking beyond standard qualifications and prioritising candidates who bring adaptability, cross-functional project experience, and a working knowledge of automation and precision manufacturing. The competition for qualified engineers is intense across the South West. Businesses that move slowly through their hiring process consistently lose candidates to faster-moving competitors, which is why working with a specialist [engineering recruitment agency in the South West](https://www.cmdrecruitment.com/disciplines/engineering-recruitment-south-west) has become a genuine strategic advantage rather than just a convenience. ## The IT and Digital Skills Gap Reshaping Swindon’s Hiring Landscape Technology hiring is a core element of the top talent trends shaping the Swindon job market today. Businesses across every sector, from financial services to manufacturing, are now dependent on IT professionals to drive efficiency, security, and digital operations. The challenge isn’t just finding candidates with technical knowledge. Employers in 2026 are looking for IT professionals who can communicate clearly with non-technical stakeholders, manage projects effectively, and stay ahead of rapidly evolving threats and platforms. Swindon’s IT talent pool is competitive, and candidates with in-demand skills in areas like cloud infrastructure, cybersecurity, and data analysis rarely stay on the market for long. Organisations that have built robust talent pipelines through specialist [IT recruitment partnerships](https://www.cmdrecruitment.com/disciplines/it/) are consistently filling roles faster and with better retention outcomes. ## Finance, Accountancy and HR Talent Trends Driving Swindon’s Job Market Swindon has long held a strong position in financial services, and that concentration of activity continues to shape demand in 2026. Both finance and accountancy professionals are being recruited at pace, with businesses seeking candidates who combine technical qualification with commercial awareness and strong stakeholder management. The HR function is also evolving fast. Organisations are no longer hiring HR professionals just for compliance and administration. They’re looking for people who can lead culture change, navigate complex employment law developments, and build people strategies that support growth. This shift means the skills bar for HR roles in Swindon has moved significantly upwards. For employers benchmarking compensation across these functions, salary data is increasingly critical. Offering below-market rates is one of the fastest ways to lose strong candidates at the final stage. Our [finance recruitment team in the South West](https://www.cmdrecruitment.com/disciplines/finance-recruitment-south-west) supports businesses with real-time market intelligence to ensure offers land well. Did You Know? The average salary in the Swindon and Wiltshire area reached £50,400, sitting comfortably above the UK national average of £48,500. Source: [Plumplot 2025](https://www.plumplot.co.uk/Swindon-salary-and-unemployment.html) ## Administration Recruitment: A Consistently Active Sector in the Swindon Job Market Administration might not generate the same headlines as engineering or IT, but it remains one of the most consistently active hiring areas across Wiltshire in 2026. Every growing business needs strong administrative support, and the demand for skilled admin professionals in Swindon has remained steady throughout the year. What has changed is what employers are looking for. Strong organisational skills and attention to detail remain essential, but businesses increasingly want admin professionals who are confident with digital tools, capable of managing complex schedules, and comfortable working across departments without constant supervision. The best admin candidates are securing roles quickly. Businesses that take too long to assess or make offers regularly lose their preferred candidates to competitors. Our [administration recruitment specialists](https://www.cmdrecruitment.com/disciplines/administration/) work with organisations across Swindon and Wiltshire to move efficiently through the hiring process without cutting corners on quality. ## Understanding the True Cost of Hiring in the Current Swindon Job Market One of the most underappreciated talent trends shaping the Swindon job market today is the rising true cost of hire. Many Wiltshire businesses budget based on base salary alone, but the full picture in 2026 is considerably more complex. Changes to employer National Insurance contributions, pension obligations, onboarding costs, and the internal time invested in the hiring process all add up. An illustrative example from our 2026 data shows that a role with a base salary of £40,300 can carry a first-year total cost of hire closer to £63,000 when all factors are accounted for. This doesn’t mean hiring should slow down. It means businesses need to plan more carefully and make better decisions the first time. Our interactive [2026 Wiltshire True Cost of Hire Calculator](https://www.cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) helps local employers budget accurately and avoid the financial impact of a bad hire. - **Base salary example:** £40,300 - **Employer NI impact (illustrative):** £36,400 - **Estimated first-year total cost of hire:** £63,000 - These figures highlight why getting the hire right first time matters more than ever in 2026 ## Design and Creative Talent: A Growing Force in Swindon’s Hiring Landscape Creative hiring is one of the quieter but steadily growing talent trends shaping the Swindon job market today. As more businesses invest in brand, digital presence, and user experience, the demand for designers across graphic, UX/UI, and product disciplines has grown significantly across Wiltshire. Employers in both agency and in-house environments are finding that good designers are not easy to secure. The combination of technical skill, creative thinking, and the ability to work within commercial constraints is genuinely rare, and candidates who demonstrate all three are fielding multiple offers. Salary benchmarking has become particularly important in this space. Businesses that aren’t offering competitive packages are consistently outbid by competitors who have done their homework. Our [design and creative recruitment](https://www.cmdrecruitment.com/disciplines/design/) team works with both employers and candidates to ensure placements reflect fair market value on both sides. Did You Know? Swindon ranked #2 among Britain’s most economically effective cities in 2026, driven by a labour productivity rate of £62.1 GVA per hour. Source: [Business Biscuit 2026](https://businessbiscuit.com/business-news/economy-news/swindon-ranks-2-among-britains-most-economically-effective-cities/) ## What Accountancy Hiring Tells Us About the Broader Swindon Job Market Accountancy recruitment in Swindon and across Wiltshire in 2026 reflects a broader pattern visible across all professional services: the bar for what employers expect has risen, while the supply of candidates who clear that bar comfortably remains tight. Businesses are no longer just hiring for technical accounting competence. They want professionals who understand the business context around the numbers, can communicate financial insight to leadership teams, and are comfortable operating within fast-moving commercial environments. Long-term retention has also become a priority. High turnover in finance functions is expensive and disruptive, which is why culture fit and long-term alignment have moved up the priority list for hiring managers. Our [accountancy recruitment specialists in the South West](https://www.cmdrecruitment.com/disciplines/accountancy-recruitment-south-west) focus on both immediate placement quality and long-term fit for every role we fill. ## What Job Seekers Should Know About the Swindon Talent Market Right Now For candidates, the top talent trends shaping the Swindon job market today are genuinely positive. Demand is strong across multiple sectors, salaries are above the national average, and the region’s economic momentum means new opportunities are continuing to emerge throughout 2026. That said, competition for the best roles is real. Candidates who present themselves well, keep their CV current, and work with specialist recruiters who genuinely know the local market are securing stronger offers than those applying cold through job boards alone. The most effective candidates in 2026 are those who understand their market value, can articulate their skills clearly, and are proactive about finding the right fit rather than just any available role. [Registering with a specialist recruiter](https://www.cmdrecruitment.com/candidates/register-with-us) gives candidates access to roles that are often never publicly advertised, alongside honest advice about where they sit in the current market. > “The Swindon job market in 2026 rewards candidates who are prepared and proactive. Knowing your value, presenting your skills clearly, and working with people who understand the local market is the difference between a good job and the right job.” ## Which Talent Trend Matters Most for Your Situation? Your SituationMost Relevant TrendBest Next StepHiring engineers in SwindonAdvanced manufacturing and logistics growth post-HondaWork with a specialist engineering recruiter and benchmark salariesBuilding a finance or accountancy teamRising salary expectations and culture-fit focusDownload the salary guide and review your compensation packageLooking for a job in IT in SwindonDigital skills gap creating strong candidate demandRegister with a specialist recruiter and highlight in-demand tech skillsBudget planning for new hires in 2026Rising true cost of hire beyond base salaryUse the 2026 Wiltshire True Cost of Hire CalculatorHiring HR or admin professionalsRaised skill expectations and faster candidate movementMove quickly and work with a recruiter who has an active candidate pool## Conclusion The top talent trends shaping the Swindon job market today point clearly in one direction: this is a competitive, dynamic, and genuinely exciting region to hire in and work in during 2026. Engineering, IT, finance, accountancy, administration, HR, and design are all seeing strong hiring activity, driven by economic investment, rising employer expectations, and a talent pool that is increasingly aware of its own market value. For employers, the message is straightforward. Move quickly, benchmark salaries accurately, understand the full cost of hire, and build strong relationships with specialist recruiters who know the Wiltshire market inside out. For candidates, the opportunities are real, but positioning matters. Know your value, present yourself well, and get in front of the right people. We’ve been connecting businesses with top talent across Swindon and Wiltshire since 2004. If you want to understand how the top talent trends shaping the Swindon job market today affect your specific situation, [get in touch with our team](https://www.cmdrecruitment.com/contact/) and let’s talk through what’s possible. ## Frequently Asked Questions ### What are the top talent trends shaping the Swindon job market today in 2026? The dominant trends in 2026 include the surge in engineering demand driven by the Panattoni Park development, a growing IT skills gap across digital and technical roles, rising salary benchmarks in finance and accountancy, and increased employer focus on culture fit and long-term retention across all disciplines. These forces are collectively making Swindon one of the most active hiring markets in the South West. ### Is Swindon a good place to find a job in 2026? Yes, Swindon is an excellent place to find work in 2026. The city ranks second among Britain’s most economically productive cities, average salaries exceed the national average, and significant investment in infrastructure and logistics is creating thousands of new roles across multiple disciplines. ### Which jobs are most in demand in Swindon right now? Engineering, IT, finance, accountancy, and administration roles are all seeing strong demand in Swindon and across Wiltshire in 2026. Creative and design professionals are also increasingly in demand as businesses invest more in digital branding and user experience functions. ### How much does it actually cost to hire someone in Wiltshire in 2026? The true cost of hiring in Wiltshire goes well beyond the base salary. When you factor in employer National Insurance contributions, pension costs, onboarding, and internal time spent on the process, a role with a base salary of around £40,300 can carry a first-year cost of approximately £63,000. Our 2026 Wiltshire True Cost of Hire Calculator helps employers plan for this accurately. ### What salary should I expect working in Swindon in 2026? Average salaries in the Swindon and Wiltshire area sit above the UK national average, reflecting the concentration of skilled roles in engineering, financial services, and technology. Our free salary guide provides role-by-role benchmarks across all key disciplines to help both candidates and employers understand current market rates. ### How do I find the best engineering or IT jobs in Swindon? The most effective route to securing a strong engineering or IT role in Swindon in 2026 is to register with a specialist recruiter who has an active relationship with local employers and access to roles that aren’t publicly advertised. Working with a recruiter who knows the Wiltshire market also gives you access to honest salary benchmarking and interview preparation support. ### How is the Panattoni Park development affecting the Swindon job market in 2026? The transformation of the former Honda plant into Panattoni Park is the single most significant driver of new employment in the Swindon area in 2026, with projections of 7,000 new roles concentrated in advanced logistics, engineering, and supporting functions. This development is accelerating competition for engineering and technical talent across the entire Wiltshire region. **Categories:** Uncategorized --- ### [How to Choose the Right Staffing Agency in Bath](https://cmdrecruitment.com/how-to-choose-the-right-staffing-agency-in-bath-your-complete-2026-guide) **Published:** June 24, 2026 **Author:** Dan Barfoot **Content:** **Written by Dan Barfoot· CMD Recruitment Bath · Updated June 2026** *Dan has been placing candidates with Bath and Wiltshire businesses for 20+ years across disciplines including administration, finance, HR, and engineering.* ## Key Takeaways QuestionKey Answer**What makes a staffing agency the right fit for Bath employers?**Deep local market knowledge, sector specialisation, and a transparent communication process are the three non-negotiables for any [Bath-based recruitment partner](https://cmdrecruitment.com/recruitment-agency-bath/).**Should I use a generalist or specialist agency in Bath?**For roles in finance, HR, admin or IT, a specialist agency will almost always deliver stronger shortlists and faster placements.**How do I know if a Bath agency has genuine local knowledge?**Ask them about current salary benchmarks in Bath, typical notice periods by sector, and which local employers they have worked with recently.**What recruitment services should a good Bath agency offer?**A well-rounded agency should cover permanent, temporary, contract, and executive search, with support across [end-to-end recruitment services](https://cmdrecruitment.com/our-recruitment-services).**Is it worth using a local Bath agency over a national firm?**In most cases, yes. A local agency with an active candidate database in Bath will connect you to talent faster than a national firm relying on job boards.**How important is candidate feedback during the recruitment process?**It is critical. An agency that gives every candidate structured feedback protects your employer brand across the Bath market.**What sectors does CMD Recruitment cover in Bath?**CMD covers administration, HR, [accountancy](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west), finance, IT, engineering, sales, marketing, and design across Bath and the wider South West.## Why Choosing the Right Staffing Agency in Bath Matters in 2026 Bath is a compact but genuinely competitive hiring market. Tourism, professional services, technology, and education all draw from the same local talent pool, and the employers who move fastest with the strongest candidates win. Choosing the wrong agency in this environment is not just a minor inconvenience. It can mean months of vacancy, declined offers, and a weakened reputation among active jobseekers in the area. Bath also has strong transport links to Bristol and London, which means the agency you choose needs to understand how to attract candidates who could equally take a role in a larger city nearby. Working with an agency that has been operating in Bath for years, rather than one that has simply opened a new branch, gives you access to candidate relationships built over time, not just job board posts. ## How to Choose the Right Staffing Agency in Bath: Key Criteria to Evaluate Before you sign with any agency, there are several concrete factors you should measure them against. Here is a practical checklist to guide your decision. - **Years of presence in Bath specifically**, not just the wider South West - **Active candidate database** with Bath-based professionals already registered - **Sector-specific consultants** who understand the disciplines relevant to your vacancy - **Transparent fee structures** for permanent, temporary, and contract placements - **Clear communication commitments**, including guaranteed candidate feedback - **Permanent and temporary capability** under one roof so you can flex as needed - **Evidence of long-term client relationships** rather than transactional, one-off placements [![Group of business people and software developers working as a team in office](https://outgoing-oyster-428.convex.cloud/api/storage/961322cf-5695-4307-8e1a-e2f256622f5d)](https://cmdrecruitment.com/about) None of these criteria require guesswork. You can ask every agency you shortlist to address each point directly in an initial conversation, and their answers will tell you a great deal about how they operate. An agency that hesitates to commit to feedback timelines or cannot tell you the current going rate for an admin manager in central Bath has probably not placed many roles there recently. With roughly 1 in 3 local workers actively weighing up a move this year, choosing an agency in Bath that maintains warm candidate pipelines rather than just waiting for applications will give you a decisive hiring advantage. A proactive agency continuously engages with passive talent, meaning they can approach candidates who are not yet actively looking but are open to the right opportunity. ## Understanding Sector Specialisation When Choosing a Bath Staffing Agency One of the most important factors when you are working out how to choose the right staffing agency in Bath is whether they have genuine expertise in your sector, not just a general interest in it. An agency with a dedicated administration desk, for example, will understand the difference between a PA, an office manager, and an EA, and will not waste your time presenting the wrong profiles. The same logic applies across every discipline. [HR recruitment](https://cmdrecruitment.com/disciplines/hr) demands consultants who understand strategic HR versus operational HR, and who can assess whether a candidate’s communication style and empathy will fit your team culture. For finance and accountancy roles, the stakes are even higher given the technical depth required. Working with a specialist agency that screens for both technical qualifications and the softer skills employers actually need produces shortlists that convert into hires. Beyond finance and HR, sectors like engineering, IT, sales, design, and marketing all benefit from sector-specific expertise at the consultant level. Before you commit to an agency, ask them how many placements they made in your specific discipline in Bath over the past twelve months. ## Permanent, Temporary, and Executive Search: Matching the Right Service to Your Needs Not every staffing need is the same, and a good Bath recruitment agency should offer a range of service types rather than a one-size-fits-all approach. Here is a quick breakdown of the main service types and when each one makes sense: Service TypeBest ForTypical Timeframe**Permanent Recruitment**Full-time hires where culture fit and retention matter2 to 6 weeks**Temporary Staffing**Covering absences, seasonal peaks, or project bursts24 to 72 hours**Contract Recruitment**Fixed-term projects requiring specialist skills1 to 3 weeks**Executive Search**Senior and director-level placements where discretion is needed4 to 12 weeksAn agency in Bath that offers all four service types under one roof gives you far more flexibility as your business needs shift across the year. You build one relationship instead of managing multiple agencies for different needs. ## How to Choose the Right Staffing Agency in Bath Based on Communication Standards Communication quality is one of the clearest differentiators between agencies in Bath, and it is one of the most important things to probe before you commit. Ask directly: what is their policy on candidate feedback after interviews? How quickly do they update you after a shortlist is presented? Who is your single point of contact, and how often will they proactively reach out? Agencies that operate on a high-volume, low-touch model will often struggle to give you meaningful updates because they do not have the time to invest in the detail of your specific brief. A smaller, locally focused agency with a manageable caseload per consultant will typically communicate more thoroughly and will genuinely understand your business before presenting any candidates. > “The quality of the agency-client relationship is almost always determined in the first briefing call. If the consultant asks sharp questions about your culture, team dynamics, and what has not worked in previous hires, that is a very good sign.” ## Red Flags to Watch Out For When Selecting a Bath Recruitment Agency Knowing what to look for is equally important as knowing what to look out for. Several warning signs suggest an agency is not the right fit for Bath-based hiring. - **They cannot tell you about the Bath job market** in any specific detail beyond generic observations - **They promise unrealistic timelines** without first understanding the seniority or rarity of your role - **They have no structured screening process** and simply forward CVs without any assessment - **They are vague on fees** or change terms mid-process - **They cannot provide testimonials** from Bath-based clients in your sector - **They do not ask about your culture** or what has gone wrong with previous hires - **They have no dedicated Bath contact or office** presence If an agency ticks more than two of these boxes during your initial conversation, move on. There are strong, genuinely local agencies in Bath who will invest properly in understanding your business. ## How Local Market Knowledge Helps You Choose the Right Staffing Agency in Bath Bath has a genuinely distinctive hiring environment. Its mix of heritage, higher education, professional services, and proximity to Bristol creates a labour market that behaves differently from a generic UK city. Salary expectations in Bath, for example, sit in an interesting band: higher than many South West locations but often lower than Bristol equivalents, and candidates weigh lifestyle factors like commute quality and working environment heavily in their decisions. An agency with genuine Bath expertise can advise you on whether your package is competitive, what notice periods to expect, and how to position your vacancy attractively against employers competing for the same candidates. This kind of local nuance simply does not exist in a national agency’s generic market data. It comes from years of daily conversations with Bath candidates and employers, and it is one of the most valuable things a local agency brings to any assignment. If you want a broader picture of what working in Bath looks like for incoming talent, our [living and working in Bath guide](https://cmdrecruitment.com/living-and-working-in-bath-guide) covers everything from transport to employment opportunities in detail. [![5-step infographic: how to choose the right staffing agency in Bath](https://outgoing-oyster-428.convex.cloud/api/storage/91ac5220-2d95-471d-bb77-5f70aa5c6a88)](https://outgoing-oyster-428.convex.cloud/api/storage/91ac5220-2d95-471d-bb77-5f70aa5c6a88)A concise 5-step guide to choosing the right staffing agency in Bath. Practical tips help you compare options and make an informed choice. ## Questions to Ask Before You Commit to a Bath Staffing Agency The conversation you have before signing any terms of business is your best chance to separate genuinely strong Bath agencies from those that simply appear strong on their website. Here are the most useful questions to ask directly: 1. **“How many permanent placements have you made in Bath in the past 12 months in my sector?”** 2. **“What is your average time-to-shortlist for a role at this level?”** 3. **“How do you screen candidates beyond CV review?”** 4. **“What is your candidate feedback policy after interviews?”** 5. **“Can you provide two or three Bath-based client references?”** 6. **“What happens if a permanent placement leaves within the rebate period?”** 7. **“Who specifically will be managing my account on a day-to-day basis?”** A strong agency will welcome all of these questions and answer them clearly and with specific examples. Hesitation or vague answers to any of them is a meaningful signal. [![Middle-aged man working on laptop in office](https://outgoing-oyster-428.convex.cloud/api/storage/61bf8776-58ea-4601-b9dd-3fcc88295b80)](https://cmdrecruitment.com/about) ## Why CMD Recruitment Stands Out as a Bath Staffing Partner CMD Recruitment has been operating across Bath and Wiltshire since 2004, building a candidate network and client base that reflects over two decades of genuine local presence in the region. We run specialist desks across administration, [HR](https://cmdrecruitment.com/disciplines/hr), [finance](https://cmdrecruitment.com/disciplines/finance-recruitment-south-west), accountancy, [engineering](https://cmdrecruitment.com/disciplines/engineering/), IT, sales, and marketing, meaning every briefing is handled by a consultant who genuinely understands the nuances of the role they are recruiting for. Our Bath team offers permanent, temporary, contract, and executive search services from a team that prioritises communication, cultural fit assessment, and long-term client relationships over volume metrics. We also support candidates directly, with CV guidance, interview preparation, and tailored job alerts through our [candidate registration portal](https://cmdrecruitment.com/candidates/register-with-us). Building strong candidate relationships is how we maintain a warm talent pipeline that benefits Bath employers on every brief. To discuss a current vacancy or to explore how we can support your hiring plans, you can [reach our Bath office directly](https://cmdrecruitment.com/contact/bath) and speak with a consultant who knows the local market. ## Conclusion Knowing how to choose the right staffing agency in Bath comes down to a clear set of practical criteria: local knowledge, sector specialisation, transparent communication, a structured screening process, and the ability to offer flexible staffing solutions across permanent, temporary, and contract needs. The Bath market in 2026 is active, competitive, and talent-short in several key sectors. Choosing an agency that has been embedded in this market for years, not just months, gives you a genuine advantage when it comes to speed of hire, quality of candidates, and long-term retention. If you are ready to find the right staffing partner for your Bath-based business, explore our [Bath recruitment services](https://cmdrecruitment.com/bath) or browse our current opportunities to understand the depth of our local coverage. ## Frequently Asked Questions ### How do I choose the right staffing agency in Bath for my business? Start by shortlisting agencies with a physical Bath presence and at least five years of active placements in your sector. Ask each one to demonstrate local salary knowledge, show a structured screening process, and confirm their policy on candidate feedback, these three factors alone will separate the strong from the average. ### Is it better to use a local Bath agency or a large national recruiter? For most Bath employers, a locally embedded agency with an active candidate database in the city will outperform a national firm relying on generic job board advertising. Local agencies understand Bath salary expectations, candidate motivations, and competitive employer positioning in a way that national firms rarely match. ### What sectors do staffing agencies in Bath typically cover? The strongest Bath agencies cover administration, HR, finance, accountancy, IT, engineering, sales, marketing, and professional services. Choosing an agency with a dedicated specialist desk in your discipline, rather than one consultant covering everything, produces significantly better shortlists. ### How long does it take a Bath staffing agency to fill a permanent role in 2026? For mid-level permanent roles in Bath, a well-connected local agency should present a shortlist within one to two weeks of taking a brief, with offers typically accepted within four to six weeks. Senior or niche roles can take longer, and any agency that promises faster timelines without understanding your brief fully should be treated with caution. ### What questions should I ask a Bath recruitment agency before signing? The most important questions focus on sector placement volume in Bath, their candidate screening methodology, feedback policies, and who specifically will manage your account. Ask for Bath-based client references in your sector and probe what happens if a permanent placement leaves within the rebate period. ### Why does candidate feedback matter when choosing a staffing agency in Bath? An agency that gives every candidate structured, timely feedback after interviews protects your employer brand across the tight Bath talent pool. ### Does CMD Recruitment have a Bath office and local expertise? Yes. CMD Recruitment has been operating in Bath and across Wiltshire since 2004, with dedicated sector specialists covering administration, HR, finance, accountancy, IT, engineering, and more. Our Bath team combines deep local market knowledge with a commitment to regular, transparent communication throughout every assignment. **Categories:** Uncategorized --- ### [Your Ultimate Guide to Hiring Local Professionals in Devizes Areas](https://cmdrecruitment.com/your-ultimate-guide-to-hiring-local-professionals-in-devizes-areas) **Published:** June 25, 2026 **Author:** Dan Barfoot **Content:** **Written by Dan Barfoot· CMD Recruitment Devizes · Updated June 2026** *Dan has been placing candidates with businesses across Devizes and Wiltshire for 20+ years, covering disciplines from administration and engineering through to finance, HR, and defence.* If you are searching for the ultimate guide to hiring local professionals in Devizes areas, you are already thinking the right way about your next hire. In 2026, standards have never been higher: 83.2% of customer experiences are now rated “right first time,” the highest level ever recorded in the UK Customer Satisfaction Index, meaning local professionals who cannot deliver from day one are falling behind fast. Whether you are a business in the heart of Wiltshire looking for skilled talent or a job seeker ready for your next opportunity, knowing how to navigate the local hiring landscape is everything. ## Key Takeaways QuestionAnswer**Where is the best place to hire local professionals in Devizes?**A specialist local recruitment agency such as [CMD Recruitment Devizes](https://www.cmdrecruitment.com/devizes) gives you the fastest access to pre-vetted, locally-based talent.**What sectors can I hire for in the Devizes area?**Key sectors include administration, engineering, finance, HR, design, IT, technology, defence, and industrial roles across Wiltshire.**Should I hire temporarily or permanently?**Both options are available locally. Temporary hiring suits short-term needs; permanent placement builds long-term team stability.**How do I know if a local professional is the right fit?**Always check references, verify sector experience, and use a trusted local recruiter who knows the Devizes talent pool personally.**Is local hiring better than national hiring for Devizes businesses?**Local hiring often delivers faster onboarding, better cultural fit, and lower attrition. See our [local vs national hiring guide](https://www.cmdrecruitment.com/advice/local-vs-national-where-should-you-search-for-your-next-executive-hire/) for a full breakdown.**Where can I find 2026 salary data for Devizes roles?**The [CMD Recruitment 2026 Salary Guide](https://cmdrecruitment.com/2026-salary-guide) covers current benchmarks across multiple disciplines in the Wiltshire region.**How long does it take to hire a local professional in Devizes?**With a specialist recruiter, temporary placements can be filled in days; permanent roles typically take two to four weeks depending on the discipline.## Why Hiring Local Professionals in Devizes Areas Makes a Real Difference Devizes is far more than a picturesque market town in the heart of Wiltshire. With a community of around 12,000 residents and a rich commercial history, it sits at the centre of Wiltshire’s thriving business environment. Hiring locally means hiring professionals who already understand the culture, commute, and pace of business in this part of the county. That matters more in 2026 than it ever has before. Local professionals are embedded in the community. They have existing networks, familiar supplier relationships, and a genuine stake in the local economy. When you commit to hiring professionals from within the Devizes area and its surroundings, you reduce onboarding friction, improve retention, and benefit from candidates who are genuinely motivated to stay and grow with your business. ## The Ultimate Guide to Hiring Local Professionals in Devizes Areas: Where to Start The first step in your hiring journey is understanding exactly what you need. Before you reach out to any recruitment partner, get clear on your role requirements, the skills gaps in your team, and the timeline you are working with. Once you know what you are looking for, you have three main routes to finding local talent in Devizes. - **Direct Advertising:** Posting roles on job boards and local community platforms to attract inbound applications. - **Hyper-Local Sourcing:** Using local Facebook groups, community sites, and word-of-mouth networks within the Devizes area. - **Working with a Specialist Local Recruiter:** Partnering with an agency that already has a pre-screened pool of local professionals ready to place. For most businesses, the third option delivers the fastest and most reliable results, particularly when sector-specific knowledge is required. A recruiter embedded in the local market will not just send CVs. They will qualify candidates for cultural fit, salary expectations, and career trajectory before a single interview is booked. ## Top Sectors to Hire Local Professionals in the Devizes Area Devizes and the wider Wiltshire region support a broad mix of industries. Knowing which sectors have the deepest local talent pools helps you set realistic hiring expectations. Here are the key disciplines where local professionals in the Devizes area are actively available in 2026. SectorTypical RolesHiring Type[Administration](https://www.cmdrecruitment.com/disciplines/administration/)Office Manager, PA, CoordinatorTemporary and Permanent[Engineering](https://www.cmdrecruitment.com/disciplines/engineering/)Mechanical, Electrical, CivilPermanent[Finance](https://www.cmdrecruitment.com/disciplines/finance/)Accountant, Finance Manager, AnalystPermanent[HR](https://www.cmdrecruitment.com/disciplines/hr/)HR Adviser, People Manager, RecruiterTemporary and Permanent[Design](https://www.cmdrecruitment.com/disciplines/design/)Graphic Designer, CAD TechnicianTemporary and Permanent[Defence](https://www.cmdrecruitment.com/disciplines/defence/)Defence Analyst, Programme ManagerPermanent[Industrial](https://www.cmdrecruitment.com/disciplines/industrial/)Warehouse, Production, LogisticsTemporary[IT and Technology](https://www.cmdrecruitment.com/disciplines/it/)Developer, IT Support, Tech LeadPermanentWiltshire’s proximity to major defence infrastructure means the defence sector is particularly active in 2026. Local professionals with security clearance and sector experience are in high demand across Devizes and its surrounding villages. ![Logo](https://outgoing-oyster-428.convex.cloud/api/storage/5e55b932-7e20-46b0-a152-8c2a8779ecb7) Did You Know? One in ten UK consumers (rising to 15% for those under 24) now use reselling and local community sites as their primary way to source non-grocery goods and services in 2026. Source: [KPMG 2026 Survey](https://www.yorkpress.co.uk/news/24233418.piccadilly-york-set-close-near-junction-pavement/) This trend has real implications for hiring in Devizes. Community-led platforms and local Facebook groups are increasingly where professional recommendations are shared first. If you are looking for a tradesperson, contractor, or freelance professional in the area, these channels are worth monitoring alongside traditional hiring routes. ## Temporary vs Permanent: Choosing the Right Hire for Your Devizes Business One of the most common questions we hear from Devizes businesses is whether to hire temporarily or permanently. The honest answer is that it depends entirely on your situation. Temporary hiring is ideal when you need cover quickly, have a project with a defined end date, or want to trial a professional before committing to a permanent contract. Temporary local professionals in the Devizes area can often be placed within 24 to 72 hours through a specialist recruiter. Permanent hiring is the right choice when you are building your core team, filling a strategic role, or replacing a long-term employee. The process takes longer, but the investment pays off through continuity and institutional knowledge. Many businesses in Wiltshire use a combination of both. A temporary professional covers immediate needs while a permanent hire is sourced and onboarded properly. ## How to Vet Local Professionals in the Devizes Area Properly This is the step where many businesses cut corners and later regret it. Vetting a local professional in the Devizes area thoroughly protects your business and sets the tone for a productive working relationship from day one. Here is a straightforward vetting checklist we recommend for any hire in Devizes or the surrounding Wiltshire communities. 1. **Verify Qualifications:** Ask for copies of relevant certificates, accreditations, or professional memberships. Sector-specific credentials matter enormously in engineering, finance, and defence roles. 2. **Check References:** Speak directly to previous employers or clients, not just to names listed on a CV. A quick phone call tells you far more than a written reference. 3. **Confirm Local Knowledge:** A professional who knows the Devizes area will adapt faster, understand local business culture, and have a realistic view of commute and availability. 4. **Assess Sector Experience:** Generic experience is rarely enough. Look for professionals who have worked in your specific industry or handled similar challenges before. 5. **Agree on Terms Early:** Whether hiring directly or through a recruiter, agree on working hours, payment terms, notice periods, and expectations in writing before any work begins. Working with a local recruitment agency simplifies this entire process significantly. A good recruiter has already carried out background checks, reference calls, and skills assessments before a candidate ever reaches your shortlist. ## Using a Local Recruitment Agency in Devizes: What the Process Looks Like For businesses in Devizes, working with a recruitment partner who has a physical presence in the town is one of the smartest decisions you can make. A local agency knows the talent market in ways a national firm simply cannot replicate from a central office hundreds of miles away. Here is what the process typically looks like when you partner with a Devizes-based recruiter. - **Initial Consultation:** You share your role requirements, team structure, budget, and timeline. The recruiter asks the right questions to truly understand what you need. - **Candidate Sourcing:** Using their existing network and active job advertising, the recruiter identifies suitable professionals in the Devizes area and surrounding villages. - **Screening and Shortlisting:** Candidates are interviewed and assessed before a shortlist of three to five professionals is presented to you. - **Interview Coordination:** The recruiter organises interviews, manages candidate communications, and keeps the process moving efficiently. - **Offer and Onboarding Support:** Once you have chosen your preferred professional, the recruiter supports the offer process and helps manage the transition into your team. This is a markedly different experience from posting a job on a national board and waiting to see who applies. A local recruiter actively works on your behalf using community knowledge and professional relationships built up over years in the Wiltshire area. ## What 2026 Salary Data Tells Us About Hiring Local Professionals in Devizes One of the biggest mistakes Devizes businesses make is offering salaries based on outdated data. The Wiltshire job market has moved quickly in 2026, and professionals in key sectors have rising expectations to match. Getting salary benchmarking right from the outset prevents two expensive problems: losing top candidates to competitors who offer more, and overpaying for roles where the market rate is actually lower than assumed. Using current salary data specific to the Wiltshire region (rather than national averages) gives you a competitive and cost-effective starting point for every hire you make in the Devizes area. > *“Local salary benchmarks are one of the most powerful tools a Devizes hiring manager can use. Knowing exactly what the market pays in your area means you compete on the right terms from day one.”* For businesses and candidates alike, understanding what roles are worth locally is fundamental to a smooth hiring process. It reduces negotiation friction, speeds up offer acceptance, and helps set realistic expectations on both sides of the table. Did You Know? 83.2% of customer experiences in 2026 are now rated “right first time” — the highest level ever recorded in the UK Customer Satisfaction Index. Any local professional not hitting this benchmark is now statistically falling short of national expectations. Source: [Institute of Customer Service UKCSI January 2026](https://www.instituteofcustomerservice.com/research-insight/ukcsi/) ## Common Mistakes Devizes Businesses Make When Hiring Local Professionals Even with the best intentions, hiring in the Devizes area can go wrong. Here are the most common mistakes we see and how to avoid them. - **Moving too slowly:** The best local professionals in Devizes are not available for long. If your hiring process takes weeks to get to an offer, you will lose candidates to faster-moving competitors. - **Relying only on CVs:** A polished CV does not tell you how someone works within a team, handles pressure, or fits your company’s values. Always interview and, where possible, meet candidates in person. - **Ignoring soft skills:** Technical ability matters, but communication, reliability, and attitude are what determine whether a hire succeeds long-term in a close-knit Devizes workplace. - **Using national salary benchmarks:** Wiltshire has its own cost of living and market rates. Using London-based salary data leads to expensive overpays or candidates declining offers as too low. - **Skipping the vetting stage:** Reference checks and skills verification feel time-consuming, but a single wrong hire costs far more in time and money than a thorough vetting process ever will. - **Not using a specialist local agency:** General job boards can generate volume but rarely quality. A recruiter with deep Devizes area knowledge filters out unsuitable candidates before they reach you. Avoiding these mistakes puts you significantly ahead of most businesses hiring in the Devizes area right now. The local talent is there; the challenge is making sure your process is good enough to attract and secure the right people. ## How Job Seekers Can Use This Guide to Find Local Professionals in Devizes Areas This guide is not just for employers. If you are a professional looking for your next role in or around Devizes, many of the same principles apply in reverse. Understanding what local businesses in the area need, what they pay, and how they hire gives you a significant advantage over candidates who approach the market without that context. Register with a local recruitment specialist, keep your skills and credentials updated, and be prepared to move quickly when the right opportunity appears. Devizes businesses that hire locally value professionals who demonstrate commitment to the area and an understanding of the local market. The [candidate resources available through CMD Recruitment](https://www.cmdrecruitment.com/candidates/) give you practical support, from CV guidance through to interview preparation, tailored to the Wiltshire job market in 2026. ## Conclusion This **ultimate guide to hiring local professionals in Devizes areas** covers everything you need to navigate the local talent market with confidence in 2026. From understanding which sectors have the strongest local talent pools to vetting candidates properly, setting the right salary, and working with a specialist recruiter, the process is straightforward when you know what you are doing. The Devizes area is home to a skilled, committed, and growing professional community. The businesses that hire best are the ones that take the local approach seriously: working with people who understand the area, valuing local knowledge as an asset, and moving decisively when they find the right fit. Whether you are a Devizes business building your team or a professional looking for your next opportunity in Wiltshire, the right local hiring partner makes the entire process faster, simpler, and more successful. Start with a clear brief, use the resources available to you, and do not underestimate how much a genuinely local hiring approach matters in a close-knit community like Devizes. ## Frequently Asked Questions ### What is the best way to hire local professionals in Devizes in 2026? The most effective approach in 2026 is to partner with a specialist local recruitment agency that has a physical presence in the Devizes area. This gives you access to a pre-screened pool of local candidates and saves significant time compared to advertising on national job boards. ### How long does it take to hire a local professional in the Devizes area? Through a local recruitment agency, temporary placements in Devizes can often be filled within one to three business days. Permanent roles typically take two to four weeks from initial brief to accepted offer, depending on the sector and seniority of the position. ### Is hiring local professionals in Devizes more expensive than hiring nationally? Not necessarily. Wiltshire salary benchmarks are generally more competitive than London or South East rates, and local hires often come with lower attrition and faster onboarding, which reduces the total cost of hiring over time. Using a current regional salary guide keeps your offers accurate and budget-efficient. ### What sectors have the most local professionals available in Devizes areas? In 2026, the Devizes area has strong local talent pools in administration, engineering, industrial, and HR disciplines. The defence sector is also particularly active given Wiltshire’s proximity to major defence infrastructure, with experienced professionals available for both permanent and contract roles. ### How do I vet a local professional in Devizes before hiring them? Always verify qualifications, speak directly to previous employers or clients, and confirm sector-specific experience. Working with a local recruiter who already carries out these checks on your behalf is the most time-efficient way to ensure you are hiring a genuinely suitable professional. ### Is it worth using a local recruitment agency in Devizes rather than advertising myself? Yes, particularly for specialist or senior roles where candidate quality matters more than application volume. A local agency in the Devizes area has existing relationships with professionals who are not actively job-hunting but would consider the right opportunity, giving you access to talent you would not reach through a standard job posting. ### Where can I find accurate salary information for hiring professionals in Devizes and Wiltshire in 2026? Regional salary guides produced by specialist recruitment agencies that operate in Wiltshire are the most accurate source for Devizes-area benchmarks. These guides are updated annually and reflect actual placement data from the local market, which is far more reliable than generic national salary surveys for setting competitive local offers. **Categories:** Uncategorized --- ### [The South-West's Regional Lead in Temporary Staffing](https://cmdrecruitment.com/the-south-wests-regional-lead-in-temporary-staffing-revival-what-every-employer) **Published:** June 23, 2026 **Author:** Dan Barfoot **Content:** **Written by Dan Barfoot – Operations Manager · CMD Recruitment · Updated June 2026** *Dan has specialised in temporary and contract recruitment across Wiltshire and the South-West for 20+ years, working with businesses from single-site SMEs to multi-site manufacturers. The data and observations in this article draw directly on CMD’s placement activity and local market intelligence gathered through 2025 and into 2026.* The South-West’s regional lead in temporary staffing revival is no longer a prediction, it is a measurable reality: the Temporary Billings Index for the South of England crossed above the critical 50.0 growth threshold in January 2026 for the first time in two years, a milestone that no other UK region had achieved at the same point. At CMD Recruitment, we have seen this shift happen on the ground, and we want to help you understand exactly what it means, why it matters, and how your business can make the most of it. ## Key Takeaways QuestionAnswer**What is the South-West’s regional lead in temporary staffing revival?**It refers to the South-West outperforming all other UK regions in the growth of temporary and contract placements in 2026, driven by record employment rates and shifting employer strategy.**Which sectors are driving temporary hiring in the South-West?**Industrial, engineering, finance, HR, and administration are the strongest growth areas for temporary and contract roles across the region.**Why are South-West employers choosing temporary staff over permanent hires?**Rising National Insurance costs, wage pressures, and the need for faster operational impact are pushing businesses toward flexible staffing models.**How quickly can a temporary hire make an impact?**A qualified interim hire in the South-West typically reaches full operational impact within one month, compared to five months for a permanent hire.**Who is CMD Recruitment?**CMD Recruitment is the [premier independent employment agency in the South-West](https://www.cmdrecruitment.com/about-us/), established in 2004 with over 150 years of combined industry experience.**What recruitment services does CMD offer for temporary staffing?**CMD provides [temporary and contract staffing, permanent recruitment, and executive search](https://www.cmdrecruitment.com/our-recruitment-services/) across multiple disciplines in the South-West.**How can I access temporary roles or submit a vacancy?**You can [submit a vacancy directly to our team](https://www.cmdrecruitment.com/submit-a-vacancy/) or browse live roles across all of our disciplines to get started.## What Is the South-West’s Regional Lead in Temporary Staffing Revival? The term “temporary staffing revival” describes the renewed and accelerating growth in flexible, short-term, and contract-based hiring that has taken hold across the UK in 2026. While this trend is national, the South-West has emerged as the clear frontrunner. Several converging factors explain this regional outperformance: a historically tight labour market, a diverse economic base spanning manufacturing, engineering, professional services, and tourism, and a business community that has been faster than most to adapt hiring strategies in response to rising employment costs. At CMD Recruitment, we are right at the centre of this shift. With unparalleled local market knowledge built over two decades, we are connecting South-West employers with the skilled temporary workers they need, exactly when they need them. ## The Hard Data Confirming the South-West’s Regional Lead in Temporary Staffing Revival Numbers tell a clear story. The South-West is not just participating in the national temporary staffing revival, it is leading it, and the data from the first quarter of 2026 makes this undeniable. The national picture also supports the regional trend. The number of temporary workers in the UK rose by 8.0% year-over-year to 1.65 million in early 2026, and a significant share of that growth is concentrated in regions with tight labour markets like the South-West. - Temporary Billings Index crossed the 50.0 growth threshold in January 2026 for the first time in two years - 83.3% of the South-West population is economically active, well above the UK national average of 79% - Temporary wages in the South of England grew at their fastest rate in eight months in early 2026 - The region maintains the UK’s lowest economic inactivity rate at just 17.7% - The supply of temporary candidates expanded at its slowest pace in over a year in March 2026, signalling intense competition for skilled workers These figures are not abstract. They describe a market where skilled temporary workers are being hired quickly, wages are rising to attract them, and businesses that move fastest win the talent they need. ## Why the South-West’s Tight Labour Market Is Driving the Temporary Staffing Revival When almost everyone who can work is already working, employers cannot simply post a permanent role and wait. They need a smarter approach, and temporary staffing is that approach. With 78.8% of the South-West population in employment (the highest of any UK region), the available permanent candidate pool is narrow. Temporary and contract workers, however, represent a fluid layer of the market: professionals between roles, those seeking project-based work, and experienced interim specialists who prefer flexibility. Accessing this layer requires specialist relationships, and that is exactly what we have built over 20 years at CMD Recruitment. The region’s economic activity rate of 83.3% also means that demand for skills is consistently high. Businesses cannot afford to leave positions unfilled while lengthy permanent recruitment processes play out. Temporary placements bridge that gap immediately, and in a market this tight, immediacy is everything. [![Infographic illustrating the 5 key drivers behind the South-West's regional lead in temporary staffing revival.](https://outgoing-oyster-428.convex.cloud/api/storage/48141a32-5704-4b3d-81ca-267283128aa8)](https://outgoing-oyster-428.convex.cloud/api/storage/48141a32-5704-4b3d-81ca-267283128aa8)This infographic highlights the five key drivers behind the South-West’s temporary staffing revival. It shows how regional leadership is reshaping the local market. ## The Sectors Leading the South-West’s Regional Temporary Staffing Revival The temporary staffing revival in the South-West is not confined to one industry. It is broad-based, which is one reason the region’s lead over the rest of the UK is so durable. Here is a breakdown of the disciplines where temporary and contract demand has been strongest in 2026: DisciplinePrimary Driver of Temp DemandKey Use Case**Industrial**Production fluctuations and seasonal demandSkilled operatives to cover volume peaks**Engineering**Project-based delivery and specialist skills gapsContract engineers for defined project scopes**Finance**Permanent hiring freezes and interim coverQualified interim finance professionals**HR**Organisational change and transformation projectsInterim HR Business Partners and advisers**Administration**Absence cover and workload spikesExperienced admin professionals at short notice**Sales and Marketing**Campaign-specific resource needsFlexible professionals for defined campaignsWe cover all of these disciplines at CMD Recruitment, and our [full range of specialist staffing disciplines](https://www.cmdrecruitment.com/disciplines/) means you never need to look elsewhere for flexible resource in the South-West. ## Industrial and Engineering: The Backbone of the South-West’s Staffing Revival If any two sectors define the South-West’s regional lead in temporary staffing revival, they are industrial and engineering. Both disciplines sit at the core of the region’s economic identity, and both have seen a pronounced shift toward contract and interim models in 2026. [![Engineering](https://cmdrecruitment.com/wp-content/webp-express/webp-images/uploads/2020/12/AdobeStock_101642290-scaled.jpeg.webp)](https://www.cmdrecruitment.com/disciplines/engineering/) Engineering businesses in Wiltshire and across the broader South-West are increasingly commissioning project-specific contract teams rather than building permanent headcount. This approach reduces fixed employment costs while giving businesses immediate access to precisely the skills they need for a defined period. On the industrial side, production volumes, seasonal demand cycles, and supply chain pressures all create a consistent need for skilled operatives who can be deployed quickly. Our [industrial staffing team](https://www.cmdrecruitment.com/disciplines/industrial/) has built a deep network of vetted candidates across the region specifically to meet this demand. The speed advantage is significant. When a production line needs covering or a project deadline is looming, waiting three to six months for a permanent hire is not an option. Temporary staffing delivers the people you need, ready to contribute from their first day. ## Finance and HR: The Professional Services Side of the South-West’s Temporary Staffing Revival The South-West’s regional lead in temporary staffing revival extends well beyond the shop floor. Professional services disciplines, particularly finance and HR, have seen a marked increase in interim and contract demand through 2026. [![Finance](https://cmdrecruitment.com/wp-content/webp-express/webp-images/uploads/2023/06/39.png.webp)](https://www.cmdrecruitment.com/disciplines/finance/) Many South-West businesses entered 2026 under pressure to control headcount costs in response to National Insurance increases. Rather than leaving finance and HR functions under-resourced, they have turned to qualified interim professionals to maintain output without committing to permanent employment costs. For HR specifically, the volume of organisational change activity across the region (restructuring, mergers, and cultural transformation projects) has created consistent demand for experienced HR Business Partners and advisers on a contract basis. Our [HR staffing specialists](https://www.cmdrecruitment.com/disciplines/hr/) understand these requirements in detail and can match the right interim professional to your brief quickly and accurately. Finance interim roles follow a similar pattern. Businesses needing qualified finance professionals for a year-end period, a systems implementation, or a cover period while a permanent hire is found have found that interim finance staffing delivers exactly what they need. Our [finance recruitment team](https://www.cmdrecruitment.com/disciplines/finance/) holds strong relationships with experienced interim candidates across the South-West. ## How the South-West’s Regional Lead in Temporary Staffing Revival Is Reshaping Employer Strategy For many South-West businesses, the temporary staffing revival is not simply a reactive measure. It is becoming a deliberate strategic choice that sits at the centre of workforce planning. 70% of businesses in sectors with high fixed labour cost exposure (such as hospitality and manufacturing) have shifted toward flexible staffing models in response to rising National Insurance and minimum wage costs. The South-West, with its significant tourism and manufacturing base, reflects this trend clearly. The strategic advantages of this approach include: - **Cost control:** Temporary headcount adjusts with business demand, avoiding fixed salary obligations during quiet periods - **Speed to productivity:** Skilled interim professionals contribute from day one, without extended onboarding periods - **Risk reduction:** Businesses can assess a temporary worker’s fit before committing to a permanent offer - **Access to specialist skills:** Temporary staffing opens the door to professionals whose expertise you need for a defined period, not indefinitely - **Workforce agility:** Businesses can scale up or down quickly in response to project demands, seasonal peaks, or market changes We have always believed that finding the right person is more important than filling a seat quickly. That philosophy applies just as much to temporary staffing as it does to permanent hiring, and it is why our clients trust us to make the right match every time. ## The Talent Supply Challenge: Competing for Workers in the South-West’s Staffing Revival The South-West’s temporary staffing revival has created a genuine challenge for employers: the supply of available temporary candidates is tightening. In March 2026, the availability of temporary workers expanded at its slowest pace in over a year, a clear sign that skilled flexible workers are being hired fast. This “talent grab” dynamic means that businesses relying on late or poorly specified briefs are losing candidates to competitors who move decisively. Speed and clarity in your requirements are now competitive advantages, not just process preferences. [![Discipline image](https://cmdrecruitment.com/wp-content/webp-express/webp-images/uploads/2023/06/40.png.webp)](https://www.cmdrecruitment.com/our-recruitment-services/) This is where an established, relationship-led agency like CMD Recruitment delivers real value. We do not wait for candidates to come to us. We maintain active relationships with skilled temporary professionals across the region, which means we can move on your brief faster than any reactive job board approach. Temporary wages in the South of England also grew at their fastest rate in eight months in early 2026. This is good news for candidates, as it reflects how much employers value skilled temporary workers. For employers, it is a reminder that competitive pay is increasingly essential to securing the right person in a tight market. We are always transparent with our clients about market rates, and our deep local knowledge means we can advise on package levels that will attract quality candidates without unnecessary overspend. ## Why CMD Recruitment Is Best Placed to Lead the South-West’s Temporary Staffing Revival We have been part of the South-West’s employment landscape since 2004. That is over two decades of building relationships, understanding local employers, and matching the right candidates to the right roles. Our position at the heart of the region’s temporary staffing revival is not a coincidence; it is the result of consistent commitment to doing things properly. Our dedicated team brings together over 150 years of combined industry experience across multiple disciplines. We understand the nuances of the local market, from the manufacturing clusters in Wiltshire to the professional services firms in Bath, and we use that knowledge to make better, faster, and more accurate placements. > “We are determined to find the perfect match that ensures long-term success. Our enthusiasm for the recruitment process, combined with unparalleled local market knowledge, means we deliver results that speak for themselves.” > > **CMD Recruitment** We also consciously support local businesses, start-ups, and SMEs across the South-West. Our commitment to local economic growth means we care about the outcomes for both the employer and the candidate, not just the placement fee. That is a difference you will feel from your very first conversation with our team. You can learn more about how we work, the disciplines we cover, and our approach to finding the right temporary and contract professionals by visiting our [dedicated client services section](https://www.cmdrecruitment.com/clients/). ## How to Act on the South-West’s Regional Lead in Temporary Staffing Revival Right Now If your business has resourcing gaps in 2026, the time to act is now. The combination of rising demand, tightening candidate supply, and growing wages means that waiting makes the challenge harder, not easier. Here is a practical approach to getting the most from the South-West’s temporary staffing revival: 1. **Define your requirements clearly.** The more specific your brief, the faster we can match you with the right candidate. Role scope, key skills, duration, and rate should all be confirmed before you approach us. 2. **Act at market rate.** With temporary wages rising, undercutting the going rate will cost you time and candidate quality. Ask us for a market rate guide for your discipline before setting your budget. 3. **Think beyond the immediate gap.** Temporary placements can become permanent hires if the fit is right. Many of our most successful long-term client relationships have started with a single interim placement. 4. **Use a local specialist.** National job boards and generalist agencies lack the South-West market knowledge that makes a real difference when candidate supply is tight. 5. **Engage early.** The best temporary candidates in the region are placed quickly. Engage with us before your gap becomes a crisis, not after. Our team is ready to support you. Whether you are looking for an industrial operative for a two-week production peak or a senior finance interim for a six-month systems project, we have the network and the expertise to deliver. You can [submit your vacancy directly to our team](https://www.cmdrecruitment.com/submit-a-vacancy/) and we will come back to you with a clear plan and a shortlist of candidates who genuinely fit your requirements. ## Finding Temporary Work in the South-West: A Word for Candidates The South-West’s temporary staffing revival is not just good news for employers. It is creating outstanding opportunities for candidates who want flexibility, variety, and the chance to work with some of the region’s best businesses. Whether you are between permanent roles, exploring a new sector, or simply prefer the pace and variety of contract work, there has not been a better time to make yourself available as a temporary worker in the South-West. Wages are rising, demand is strong, and the quality of roles on offer reflects the strength of the regional market. We take our dedication to candidates just as seriously as our service to clients. We don’t want you to settle for a role that doesn’t fit. We will work to understand your skills, your preferences, and your career goals, and then match you with opportunities that genuinely align with what you are looking for. Browse our current opportunities across all sectors and locations through our [live jobs board](https://www.cmdrecruitment.com/jobs/), or get in touch with our team directly to discuss what is available in your discipline. ## Conclusion: The South-West’s Regional Lead in Temporary Staffing Revival Is an Opportunity You Should Not Miss The South-West’s regional lead in temporary staffing revival is one of the most significant developments in the local labour market in recent years. Driven by record employment rates, a tightening candidate pool, rising temporary wages, and a decisive shift in employer strategy, this revival is reshaping how businesses resource their teams and how candidates build their careers. At CMD Recruitment, we are proud to be at the heart of this movement. We have spent over 20 years building the relationships, the expertise, and the local knowledge that our clients and candidates rely on. We love what we do, and we take it seriously. If your business has temporary or contract resourcing needs in 2026, we are ready to help you access the South-West’s staffing revival on your terms. And if you are a candidate looking for your next opportunity, we are equally committed to finding you a role where you can thrive. Reach out to us today. Let’s find the right fit together. **Categories:** Uncategorized --- ### [Best Recruitment Strategies for Wiltshire Businesses in 2026](https://cmdrecruitment.com/best-recruitment-strategies-for-wiltshire-small-businesses-in-2026) **Published:** June 23, 2026 **Author:** Dan Barfoot **Content:** **Written by Dan Barfoot · CMD Recruitment · Updated June 2026** *Dan has worked in recruitment across Wiltshire and the South West for 20+ years, specialising in multiple sectors. This article draws on direct experience placing candidates with SMEs from Salisbury to Swindon.* If you are running a small business in Wiltshire and struggling to hire the right people, you are far from alone, and the best recruitment strategies for Wiltshire small businesses in 2026 look quite different from the generic advice you will find aimed at large corporates. A striking 89.7% of businesses in the Swindon and Wiltshire area are micro-enterprises with fewer than 10 employees, which means the vast majority of local employers are competing for talent on a level playing field, and the businesses that hire smarter will consistently win. ## Key Takeaways TopicKey Point**Employer Brand**Your reputation as an employer is one of your most powerful recruitment tools in a tight Wiltshire market. Learn how to build it with our guide on [employer branding for tight labour markets](https://cmdrecruitment.com/whats-employer-branding-and-why-it-matters-when-youre-hiring-in-a-tight-market/).**Staff Retention**Replacing a mid-level employee can cost up to £30,000. Retention is just as important as recruitment for Wiltshire SMEs.**Hybrid Working**A formal, well-structured hybrid working policy is now a hiring asset, not just an HR document.**Total Reward**Candidates increasingly compare full packages rather than salary alone, making benefits strategy critical for small Wiltshire businesses.**Specialist Sectors**Wiltshire’s defence, engineering, and aerospace clusters demand a niche recruitment approach. Partner with specialists who know the local market.**Technology**Tools like video CVs and AI-assisted screening are helping small Wiltshire teams reduce time-to-hire without extra headcount.**Local Identity**Playing to Wiltshire’s quality of life, community feel, and lower cost of living is a genuine differentiator when attracting candidates from larger cities. ## Understanding the Wiltshire Recruitment Landscape in 2026 Wiltshire is a county with a genuinely distinct labour market. Towns like Salisbury, Trowbridge, Chippenham, and Swindon each have their own talent pools, commuter patterns, and sector strengths. The county has a strong concentration of defence and aerospace activity, a growing professional services base, and a large network of independent and family-owned SMEs. Understanding this local context is the starting point for any effective Wiltshire recruitment strategy in 2026. The local competition for talent rarely comes from large national employers. It comes from other small and micro-businesses just like yours, and that changes how you should approach your hiring. - Candidates want to feel valued individually, not processed through a corporate system. - Word-of-mouth and local reputation carry far more weight in Wiltshire than in a major city. - Flexibility and quality of life are strong selling points when competing against Bristol or London employers. - Niche sector knowledge matters enormously in specialisms like defence engineering and aerospace. Getting these fundamentals right puts you ahead of most other small employers in the region before you have even posted a job advert. ## Best Recruitment Strategies for Wiltshire Small Businesses: Building Your Employer Brand [![Employer branding strategy for Wiltshire small businesses](https://outgoing-oyster-428.convex.cloud/api/storage/b636c151-64af-4425-8003-ddca9a2b0558)](https://cmdrecruitment.com/whats-employer-branding-and-why-it-matters-when-youre-hiring-in-a-tight-market/) Your employer brand is simply your reputation as a place to work. It shapes what current employees say about you, what candidates find when they research your company, and whether your job adverts attract quality applicants or are ignored. In Wiltshire’s tight labour market, salary alone is not enough to attract strong candidates. An authentic employee value proposition (EVP) that genuinely reflects what it is like to work for your business will do far more than a slightly higher pay offer. Here is what a strong employer brand looks like for a Wiltshire SME in 2026: - **Authenticity first:** Real testimonials from current employees, shown on your website and job adverts, are significantly more persuasive than polished corporate statements. - **Consistent messaging:** What you promise in your job advert should match the actual experience of working for you. Misalignment creates fast turnover and reputational damage in a close-knit county. - **Highlight your Wiltshire identity:** Many candidates actively want to avoid commuting to Bristol or London. Lean into the work-life balance, community culture, and local career opportunities your business offers. - **Transparency about progression:** Small businesses can offer career growth that feels personal and meaningful. Spell this out clearly in your hiring materials. Investing time in your employer brand costs very little but has a compounding effect on every piece of recruitment you do from this point forward.s The agility is a genuine competitive advantage for Wiltshire small businesses. While a large corporation is still running internal approvals, you can extend an offer and secure your preferred candidate. The key is to build processes that let you move quickly and decisively, which we cover in more detail in the sections below. ## How to Use Hybrid Working as One of the Best Recruitment Strategies for Wiltshire Small Businesses in 2026 [![Hybrid working policy for Wiltshire businesses in 2026](https://outgoing-oyster-428.convex.cloud/api/storage/e07b5ff7-50a9-4937-83c3-7b6d58b70a78)](https://cmdrecruitment.com/hybrid-working-policies-how-to-get-them-right-in-2026-and-beyond/) Hybrid working is no longer a perk. In 2026, candidates treat it as a baseline expectation across most professional and technical roles. If your Wiltshire business does not have a clear, written hybrid working policy, you are likely losing candidates before they even apply. A good hybrid working policy does more than just state how many days employees can work from home. It demonstrates that your business is well-managed, fair, and trusts its people. **What your hybrid policy should include:** 1. **Core hours and in-office expectations** clearly defined per role type 2. **Equipment provision and home working setup** responsibilities 3. **Data protection and cybersecurity** requirements for remote work 4. **How performance is measured** for remote versus office-based days 5. **Communication expectations** and availability windows For Wiltshire businesses specifically, hybrid working also broadens your talent pool. A candidate in Bath, Bristol, or even further afield may be willing to travel to Trowbridge or Chippenham two or three days per week if the role and employer are compelling. This is one of the most cost-effective recruitment strategies available to small Wiltshire businesses in 2026 because it expands your reach without increasing your advertising spend. Explore our full guide on [getting hybrid working policies right in 2026](https://cmdrecruitment.com/hybrid-working-policies-how-to-get-them-right-in-2026-and-beyond/) for a detailed framework you can adapt to your own business. ## Best Recruitment Strategies for Wiltshire Small Businesses on a Budget Rising employment costs, including changes to National Insurance contributions in 2026, mean that Wiltshire SMEs need to think beyond headline salary when designing their recruitment offer. The good news is that candidates are increasingly receptive to total reward packages that go beyond basic pay. A well-designed total reward package can help you attract candidates who would otherwise look at employers with larger budgets. The key is communicating the full value of what you offer, not just the salary figure. **Elements of a compelling total reward package for Wiltshire SMEs:** - **Flexible working arrangements** (a key motivator in 2026) - **Additional annual leave** beyond the statutory minimum - **Wellbeing support** including Employee Assistance Programmes (EAPs) - **Training and development budgets** that show genuine investment in the individual - **Enhanced parental leave** policies - **Local perks** relevant to Wiltshire, such as parking, travel contributions, or local business partnerships Small Wiltshire employers often underestimate how much candidates value the intangibles: a straightforward commute, a manager who knows their name, and a workplace where their contribution is visible. These are things large employers genuinely cannot replicate. Our advice on [salary versus employee benefits](https://cmdrecruitment.com/advice/salary-vs-employee-benefits-which-is-better-to-offer-or-accept/) walks through exactly how to structure a package that attracts and retains the right people without simply outbidding the competition on salary alone. It is also worth reviewing how [National Insurance changes in 2026](https://cmdrecruitment.com/advice/future-uk-jobs-national-insurance-changes/) affect your overall employment cost planning when setting budgets for new hires. [![Infographic: 5 key recruitment strategies for Wiltshire SMEs in 2026.](https://outgoing-oyster-428.convex.cloud/api/storage/5fc4fef6-9064-47ab-a01f-8438a12e621f)](https://outgoing-oyster-428.convex.cloud/api/storage/5fc4fef6-9064-47ab-a01f-8438a12e621f) Five proven recruitment strategies for Wiltshire small businesses in 2026. Use this infographic to guide hiring and attract local talent. ## Specialist Recruitment for Wiltshire’s Engineering and Defence Sectors Wiltshire hosts one of the strongest engineering, defence, and aerospace clusters in the South West of England. Employers around Salisbury, Amesbury, and across the county face consistent demand for highly specialised technical talent that simply cannot be filled through generic job boards. For small businesses operating in or supplying to these sectors, the recruitment strategy needs to be fundamentally different from hiring for commercial or administrative roles. **Why specialist recruitment matters in Wiltshire’s technical sectors:** - Defence and aerospace roles often require security clearance, and candidates with existing clearances are a finite pool - Niche engineering skills in mechanical, electrical, and systems integration are genuinely scarce nationally - Specialist agencies with Wiltshire knowledge have existing networks of pre-vetted candidates who are not actively browsing job boards - Time-to-hire is significantly shorter when using a partner with sector expertise, reducing the cost of vacancy For Wiltshire SMEs in these sectors, working with a recruitment partner who understands the local defence and engineering landscape is not a luxury. It is one of the most practical recruitment strategies available. Our detailed guide to the [best engineering recruitment agencies in Wiltshire](https://cmdrecruitment.com/best-engineering-recruitment-agencies-in-wiltshire/) covers what to look for when choosing a partner and how to structure an agency relationship that delivers results. ## Staff Retention as a Core Part of Your Wiltshire Recruitment Strategy in 2026 [![Staff retention guide for UK SME employers 2026](https://outgoing-oyster-428.convex.cloud/api/storage/87f5974f-046c-4fe7-87de-8f624c927ce5)](https://cmdrecruitment.com/staff-retention-in-the-uk-a-2026-guide-for-sme-employers/) The most cost-effective recruitment strategy of all is keeping the people you already have. Replacing a mid-level employee costs around £30,000 when you factor in recruitment fees, lost productivity, and the time it takes a new hire to reach full effectiveness. For a small Wiltshire business with a team of five or ten people, a single unexpected departure can be genuinely disruptive to operations, culture, and client relationships. A strong retention strategy also directly supports your wider recruitment efforts. When your existing team are engaged and positive about their work, word spreads in the local community, your Glassdoor reviews improve, and candidates arrive at interviews already well-disposed towards your business. **Practical retention steps for Wiltshire SMEs in 2026:** 1. **Conduct regular one-to-ones** focused on development and wellbeing, not just task management 2. **Act on employee feedback** visibly so people can see their input makes a difference 3. **Recognise contributions publicly** within the team on a consistent basis 4. **Offer clear development pathways** even in small organisations 5. **Review pay and benefits annually** against local market benchmarks 6. **Create a positive working environment** that makes people want to stay Our comprehensive [2026 staff retention guide for UK SME employers](https://cmdrecruitment.com/staff-retention-in-the-uk-a-2026-guide-for-sme-employers/) provides a full framework you can implement regardless of your team size. Pairing this with our [12 simple ways to increase workplace motivation](https://cmdrecruitment.com/advice/12-simple-ways-to-increase-motivation-in-the-workplace/) gives you practical, low-cost actions you can take immediately. ## Modern Screening Methods: Video CVs and Digital Hiring Tools In 2026, small Wiltshire businesses no longer need enterprise-level HR departments to run efficient, modern recruitment processes. The tools available to SMEs have improved dramatically, and using them well is now one of the clearest differentiators between businesses that hire well and those that struggle. Video CVs, in particular, offer a practical advantage for small teams. Rather than spending hours reading CVs that look similar on paper, video submissions allow you to quickly assess communication style, presentation, and cultural fit, qualities that matter enormously in small, close-knit teams. **When video CVs work best for Wiltshire SMEs:** - Client-facing and customer service roles where communication is central - Roles where presentation and confidence are genuinely relevant to performance - Positions where you receive high volumes of CVs and need a faster filter The important caveats are to use video screening consistently, apply the same criteria to all candidates, and be mindful of candidate privacy and data handling obligations under UK GDPR. Read our full analysis of [video CVs and the future of hiring](https://cmdrecruitment.com/advice/are-video-resumes-the-future-of-hiring/) for a balanced view of where this tool adds genuine value and where it is best combined with traditional methods. Did You Know? 87% of employees are now using or experimenting with AI in their daily workflows, up from roughly 40% two years ago. Source: [Owl Labs State of Hybrid Work 2025/2026](https://owllabs.co.uk/state-of-hybrid-work-2026) This shift in workforce behaviour has direct implications for Wiltshire small businesses. Candidates in 2026 actively look for employers who embrace modern tools and ways of working. Highlighting a tech-forward culture in your job adverts, and showing that your team uses modern tools, is a genuine differentiator when attracting candidates who want to work efficiently and progressively. ## Using a Local Recruitment Agency: Best Results for Wiltshire Small Businesses [![Recruitment process for Wiltshire engineering businesses](https://outgoing-oyster-428.convex.cloud/api/storage/9e48c193-f963-4f08-8050-3ead5eb59ccd)](https://cmdrecruitment.com/best-engineering-recruitment-agencies-in-wiltshire/) One of the most consistently effective recruitment strategies for Wiltshire small businesses in 2026 is partnering with a locally knowledgeable recruitment agency. This is not about outsourcing your hiring and forgetting about it. It is about working with specialists who understand the Wiltshire labour market at a granular level and can act as an extension of your team. A good local recruitment partner brings several things that are difficult to replicate through direct hiring alone: - **An existing database** of active and passive candidates across Wiltshire and the South West - **Sector-specific knowledge** of what candidates expect and what competitors are offering - **A structured shortlisting process** that saves your internal team significant time - **Market intelligence** on salary benchmarks, benefit trends, and competitor activity - **Faster time-to-fill** for hard-to-fill and specialist roles The relationship works best when you treat your recruitment partner as a genuine advisor rather than simply a supplier. Share your business goals, culture, and the nuances of what you need from each hire. The more context a good agency has, the better the candidate fit will be. For SMEs hiring across multiple disciplines, it is also worth establishing whether your agency can support you across roles in engineering, finance, and commercial functions, rather than managing multiple specialist suppliers independently. ## Writing Job Adverts That Actually Attract Wiltshire Candidates The job advert is often the first interaction a candidate has with your business, and most SME job adverts undersell what the employer actually offers. In 2026, a well-written advert is one of the highest-leverage investments you can make in your recruitment process. **What makes a job advert work for Wiltshire candidates:** - **Lead with what matters to candidates,** not what matters to you. Start with flexibility, culture, and growth before listing requirements. - **Be specific about location and hybrid arrangements** so candidates can immediately assess whether the commute works for them. - **Include a salary range.** Adverts without salary information consistently receive fewer applications and attract a higher proportion of mismatched candidates. - **Write in plain English** without jargon. Candidates should understand exactly what the role involves within 60 seconds of reading. - **Reference your Wiltshire identity** if it is a genuine selling point. Proximity to countryside, lower cost of living than Bristol or Bath, and community feel are all things candidates value. The best recruitment strategies for Wiltshire small businesses always connect the job advert to the wider employer brand. Consistency between what your advert promises and what the actual experience delivers is what builds long-term hiring credibility in a relatively small regional labour market. ## Measuring and Improving Your Recruitment Strategy Over Time Small Wiltshire businesses often hire reactively, rushing to fill a vacancy when someone leaves. The businesses that recruit most effectively in 2026 take a more considered approach, building simple processes that they can repeat and improve. You do not need sophisticated HR software to track what is working. A basic spreadsheet covering the following metrics will give you the insight you need: MetricWhy It MattersTarget for SMEs in 2026Time-to-fillIdentifies bottlenecks in your processUnder 4-5 weeks for most rolesSource of hireShows which channels deliver quality candidatesTrack per vacancyOffer acceptance rateSignals competitiveness of your packageAbove 80%90-day retention rateIndicates quality of hiring and onboardingAbove 90%Cost per hireTracks efficiency of your recruitment spendReview against sector averages annuallyReviewing these figures after each hire gives you a clearer picture of where your Wiltshire recruitment strategy is performing well and where you need to adjust. ## Conclusion The **best recruitment strategies for Wiltshire small businesses in 2026** are not complicated, but they do require deliberate effort. The businesses that will hire most successfully this year are those that invest in their employer brand, build fair and clear processes, communicate the full value of what they offer, and treat retention as inseparable from recruitment. Wiltshire’s labour market has real strengths that small businesses can use to their advantage. The quality of life, the relative affordability compared to Bristol and Bath, the strength of the local defence and engineering sectors, and the personal, community-oriented nature of working for a local SME are all genuine selling points that larger employers cannot match. The strategies covered in this article, from building an authentic employer brand and formalising your hybrid working policy to partnering with specialist local recruiters and designing smarter total reward packages, give you a comprehensive framework to improve every hire you make from this point forward. The best place to start is whichever area feels most underdeveloped in your current approach. Pick one strategy, implement it well, and build from there. ## Frequently Asked Questions ### What are the best recruitment strategies for small businesses in Wiltshire in 2026? The most effective strategies for Wiltshire small businesses in 2026 combine a strong employer brand, a clear hybrid working policy, a competitive total reward package, and a relationship with a locally knowledgeable recruitment agency. Given that 89.7% of Wiltshire businesses are micro-enterprises, the personal touch and speed of decision-making that small employers can offer are significant competitive advantages over larger organisations. ### How much does it actually cost to replace an employee in a small Wiltshire business? Replacing a mid-level employee typically costs around £30,000 when you account for recruitment fees, lost productivity during the vacancy, and the time it takes a new hire to reach full effectiveness. For a small Wiltshire business, this makes staff retention one of the most important parts of any recruitment strategy, since keeping good people is far cheaper than replacing them. ### Is hybrid working really necessary to attract candidates in Wiltshire in 2026? In 2026, candidates across most professional and technical roles treat hybrid working as a baseline expectation rather than a bonus. Wiltshire SMEs without a clear hybrid working policy risk losing candidates to competitors who offer more flexibility, including employers in Bristol and Bath who may otherwise be less attractive due to commute times and cost of living differences. ### How can a small Wiltshire business compete with larger employers on salary? Competing on total reward rather than headline salary is the most practical approach for Wiltshire SMEs. This means packaging flexible working, additional leave, development opportunities, and a positive local working environment alongside a competitive base salary. Candidates who genuinely value work-life balance, community, and career visibility often prefer a smaller employer over a higher-paying corporate role. ### Should Wiltshire small businesses use a local recruitment agency or post jobs directly? Both approaches have merit, but for hard-to-fill, specialist, or time-sensitive roles, a local recruitment agency with Wiltshire market knowledge will typically deliver faster and better results. Direct advertising works well for roles where your employer brand is strong and the position is broadly appealing, while specialist roles in sectors like defence engineering almost always benefit from an agency with an existing candidate network in the area. ### What are the most effective ways to improve staff retention for Wiltshire SMEs in 2026? The most impactful retention actions for Wiltshire small businesses include regular meaningful one-to-ones focused on development, visible recognition of contributions, annual pay and benefits reviews against local benchmarks, and clear progression pathways. Retention directly supports recruitment because a stable, happy team generates positive word-of-mouth in the local community, which is one of the strongest candidate attraction tools available to a small Wiltshire employer. ### How do I write a job advert that attracts the right candidates in Wiltshire? The best-performing job adverts for Wiltshire SMEs lead with what candidates care about, including flexibility, culture, and growth, before listing requirements. Always include a salary range, specify the hybrid or office arrangement clearly, and reference the Wiltshire location as a positive if quality of life and commute are genuine selling points. Plain, honest language consistently outperforms corporate jargon when attracting local candidates in 2026. **Categories:** Uncategorized --- ### [HR Jobs WE 12th June](https://cmdrecruitment.com/hr-jobs-we-12th-june) **Published:** June 12, 2026 **Author:** Dan Barfoot **Content:** ### **South West HR Market Analysis: May 29th – June 12th** The South West HR market has entered mid-June with a significant push toward **Employee Relations (ER) Specialist Management** and **Corporate Infrastructure Rebuilding**. Following a late-May focus on public sector policy, the market is now experiencing a strong wave of strategic, corporate-level partnering alongside specialized dispute resolution listings. #### **New Opportunities and Trends** - **High-Level Corporate Partnering:** Major global and national brands have refreshed their strategic vacancies. **Amazon** is leading with a new **Senior HRBP (12-month FTC)** role, **St. James’s Place** has introduced an **HR Operations Manager** vacancy, and **CMS UK** is hiring a **Senior HR Policy Manager**. - **Employee Relations & Case Specialism:** There is an explicit regional demand for formal dispute resolution and case management expertise. Niche roles have emerged, including the **Employee Relations & Resolution Specialist** at the **University of Bath** and a **Senior HR Case Advisor** at **Wiltshire Council**. - **Aerospace & Operations:** **Safran** has entered the market with an **HR Operations & Payroll Advisor** role, continuing the active recruitment trend within the Bristol area’s technical and engineering corridor. - **Education & Independent Sector:** **Clifton College** is seeking a **People Partner**, highlighting that private and independent educational institutions are strengthening their corporate HR functions for the upcoming academic cycle. #### **Roles No Longer Available (Filled)** A large portion of the late-May structural positions have been cleared over the last fortnight: - **Policy Leadership Closed:** The **Head of Human Resources – Governance and Policy** role at Forestry England has been removed, indicating a successful placement. - **Aerospace Shift:** The highly competitive **Human Resources Generalist** role at Boeing is off the list. - **Logistics Realignment:** The **HR Business Partner (BRS1)** site role at Amazon from late May has closed, replaced by their new senior fixed-term contract partnering tracks. #### **Competition Leaderboard (Current Hotspots)** Logistics, financial tech, and fleet management are driving the top applicant volumes this fortnight: 1. **Amazon:** HR Business Partner – **51 Applicants** 2. **Edenred Payment Solutions:** Junior HR Business Partner – **40 Applicants** 3. **Amazon:** Senior HRBP (12-month FTC), PXT – **39 Applicants** 4. **Ayvens:** HR Support Coordinator – **38 Applicants** 5. **Matchtech:** Human Resources Advisor – **30 Applicants** --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/06/HR-Jobs-12th-Jun-26.xlsx "12th June HR Jobs") **Categories:** Latest Jobs --- ### [HR Jobs WE 29th May](https://cmdrecruitment.com/hr-jobs-we-29th-may) **Published:** May 29, 2026 **Author:** Dan Barfoot **Content:** ### **South West HR Market Analysis: May 15th – May 29th** The final two weeks of May have seen the South West HR market pivot from the high-intensity “AI and Change” trend of mid-month toward **Governance, Policy, and Public Sector Leadership**. While large-scale logistics and aerospace remain dominant, there is a clear focus on strengthening the administrative and policy foundations of regional organisations. #### **New Opportunities and Trends** - **Senior Governance & Policy:** A standout new role is the **Head of Human Resources – Governance and Policy** at **Forestry England**. This signifies a push for structured leadership in natural resources and public land management. - **Education & Professional Services:** **Stone King LLP** has introduced multiple **Senior HR Consultant (Education)** roles, reflecting a demand for specialist HR advice within the regional schooling and academy networks. - **Aerospace & Industrial Growth:** **Boeing** has entered the market with an **HR Generalist** role, which has already attracted **65 applicants**. This continues the trend of strong interest in Bristol’s aerospace corridor. - **Operational Recruitment Focus:** **Hays** is recruiting for an **HR Operations Manager** specifically focusing on **Recruitment and Onboarding**, indicating that businesses are looking to streamline their hiring pipelines ahead of the summer. #### **Roles No Longer Available (Filled)** - **AI & Project Management:** The specialist **HR Data and AI Project Manager** role at MBDA has been removed, signaling the end of one of the month’s most unique listings. - **Change Leadership:** The **HR Change Lead** roles at Dorset Council and the **People Partner** role at Lloyds Banking Group (which reached 200+ applicants) have been cleared. - **Early Career Fills:** The **Graduate HR Partner** role at Amazon has been filled, showing the high speed of their volume recruitment cycle. #### **Competition Leaderboard (Current Hotspots)** Competition for regional and site-based partnering remains robust: 1. **Amazon:** HR Business Partner (BRS1) – **83 Applicants** 2. **Boeing:** Human Resources Generalist – **65 Applicants** 3. **Forestry England:** Head of HR (Governance & Policy) – **61 Applicants** 4. **Hays:** HR Operations Manager – **36 Applicants** 5. **GXO Logistics:** HR Advisor – **26 Applicants** --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/05/HR-Jobs-29th-May-26.xlsx "29th May HR Jobs") **Categories:** Latest Jobs --- ### [HR Jobs WE 15th May](https://cmdrecruitment.com/hr-jobs-we-15th-may) **Published:** May 15, 2026 **Author:** Dan Barfoot **Content:** ### **South West HR Market Analysis: May 1st – May 15th** The South West HR market has seen a substantial surge in activity over the last two weeks. Following a quiet start to May, we have moved into a phase of **High-Intensity Partnering** and **Change Management**. The current landscape is defined by blue-chip organisations (Amazon, Lloyds Banking Group, Rolls-Royce) ramping up their specialist people functions, alongside a high volume of regional public sector change initiatives. --- #### **New Opportunities and Trends** - **Strategic Business Partnering:** There has been a massive influx of Business Partner roles. Notably, **Amazon** (multiple sites), **Graphcore**, **Buro Happold**, and **Babcock International** have all entered the market. This indicates a widespread regional move to strengthen the link between HR and operational business units. - **The Rise of Change & AI:** A new and significant trend is the emergence of transformation-specific roles. **MBDA** is recruiting for an **HR Data and AI HR Project Manager**, while **Gloucestershire Constabulary** and **Dorset Council** are hiring for **HR Change Managers/Leads**. - **Financial Services Dominance:** **Lloyds Banking Group** has introduced a **People Partner (Consumer Relationships)** role, which has instantly reached the **200 applicant cap**, making it the most competitive senior role of the fortnight. - **Junior & Graduate Talent:** **Amazon** is currently recruiting for a **Graduate HR Partner**, reflecting a push for early-career development within large-scale logistics operations. --- #### **Roles No Longer Available (Filled)** - **Operations Management:** The **HR Manager – Operations** role at Hays has been filled. - **Specialist Leisure:** The **Onboard HR Manager** role with Carnival UK (P&O Cruises & Cunard) is now off the market, likely secured for the summer season. --- #### **Competition Leaderboard (Applicant Volume)** Competition is currently at its highest level of the year for advisory and partnership roles. 1. **Lloyds Banking Group:** People Partner (HR) – **200+ Applicants** 2. **GradBay:** Human Resources Advisor – **171 Applicants** 3. **Rolls-Royce:** HR People Advisor – **156 Applicants** 4. **Griffith Foods:** HR Advisor (Wincanton) – **126 Applicants** 5. **Osborne Clarke:** HR Assistant – **103 Applicant** --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/05/HR-Jobs-15th-May-26.xlsx "15th May") **Categories:** Latest Jobs --- ### [KPMG - UK Jobs Report April](https://cmdrecruitment.com/kpmg-uk-jobs-report-april-26) **Published:** May 11, 2026 **Author:** Dan Barfoot **Content:** UK permanent hiring fell again in April, with employers delaying recruitment decisions due to economic uncertainty, rising costs and geopolitical tensions. Temporary hiring picked up for the first time in three months as businesses favoured short-term flexibility while continuing with growth plans. Although vacancies are still falling, the pace of decline is easing, candidate availability remains high, and pay growth for both permanent and temporary roles stayed relatively modest. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Full Report](https://gamma.app/docs/KPMG-REC-UK-Report-on-Jobs-i8i5wamy5a955fk) **Categories:** Interviews --- ### [Hybrid Working Policies: How to Get Them Right in 2026 and Beyond](https://cmdrecruitment.com/hybrid-working-policies-how-to-get-them-right-in-2026-and-beyond) **Published:** May 6, 2026 **Author:** Dan Barfoot **Content:** The way we work has changed. That much is obvious. But formalising these changes into a hybrid working policy that actually delivers, for the employer and the employee alike, is where most businesses stumble. At CMD Recruitment, we’re seeing first-hand how candidate expectations around flexible working arrangements have shifted since 2020. According to ONS hybrid working statistics UK data from early 2025, around 28 percent of working adults reported splitting their time between home and the office, that figure has held steady for over a year now, which tells us something vital hybrid work is not a trend, it’s a structural shift. Yet a surprising number of UK businesses still don’t have a formal hybrid working policy in place. Some rely on informal agreements. Others are improvising as they go . A few are still pushing a rigid return to office policy without weighing what this means for talent attraction and retention. If you’re looking for a hybrid working policy template UK employers can actually use, or you want to understand the hybrid working principles that should underpin your approach, this guide is for you. ## Why Every UK Employer Needs a Hybrid Working Policy The Employment Relations (Flexible Working) Act 2023 changed the game for employers across the country. Employees now have the right to request flexible working from day one of employment, not after 26 weeks, as was previously the case. Two requests per year are permitted, and employers must respond within two months. This alone should be reason enough to get your hybrid working policy documented and communicated with precision. Without one, you’re leaving yourself exposed to inconsistency, confusion and potential legal challenges. But beyond the legal obligations, there’s a commercial argument too. Businesses competing for the best talent in 2025 need to be upfront about how they operate. A well-defined hybrid work model signals to prospective candidates that you’ve thought about how work gets done, and that you respect the balance between productivity and personal life . [CIPD hybrid working](https://cmdrecruitment.com/cipdflexworkingreport) research has consistently shown that employees with access to flexible arrangements report higher job satisfaction and are less likely to seek roles elsewhere. The fact is that a well-structured policy is not just a compliance exercise, it’s a retention tool. ## What Should a Hybrid Working Policy Include? If you’re creating a policy from scratch, you need to cover more ground than just “two days in the office.” A strong hybrid working agreement template will address the practical, legal and cultural elements of how your team operates. Start with the basics. Your days in office policy should specify whether particular days are mandatory or whether employees have flexibility to choose. Many companies are now adopting a core hours and flexible hours model, employees must be available during set windows but can structure the rest of their day around personal commitments. You’ll also want to address home working risk assessment requirements alongside health and safety obligations for home workers. Data protection and remote working protocols need attention too, including GDPR home working considerations, if your office space has been reduced, a hot desking policy becomes essential, equipment provision matters who covers the cost of home office setups? And your hybrid working communication guidelines should spell out expectations around digital collaboration tools like Microsoft Teams. One area that often gets overlooked is probationary period hybrid working terms . If new starters are expected to be in the office more frequently during their first three months, state this clearly. Ambiguity breeds frustration. The policy should also outline any contractual changes for hybrid roles, particularly where the shift represents a permanent change to someone’s terms of employment. ACAS hybrid working guidance recommends consulting with employees before making changes and documenting everything in writing.Managing Remote and Hybrid Teams Effectively Having a policy is one thing, making it work is another. Line manager responsibilities in hybrid working environments are significant. Managers need to be equipped to lead teams they might only see in person once or twice a week, which means rethinking how they communicate, how they assess output. And how they build trust with people they’re not physically alongside every day. Performance management for remote workers should not rely on visibility. The old assumption that someone sitting at their desk equates to productivity has never been accurate, and it doesn’t hold up in a hybrid model. Managers should focus on outcomes and deliverables instead. Set clear expectations. Review progress regularly. Give feedback in real time rather than banking it for annual reviews. Inclusivity in hybrid work environments also requires deliberate attention. There’s a real risk that employees who come into the office more frequently will be perceived as more committed, even when their output is identical to someone working from home, this kind of proximity bias can quietly erode team cohesion if left unaddressed. Regular one-to-ones, team check-ins and structured collaboration days help bridge this gap. ## Employee Wellbeing and Hybrid Working Employee wellbeing and hybrid working are closely linked, but the relationship is not always simple. For some, the flexibility of working from home has been life-changing. For others, blurred boundaries between work and personal life have led to longer hours and heightened stress. A good work-life balance policy acknowledges both realities. It should encourage employees to switch off at the end of their working day, discourage out-of-hours messaging, and provide resources for those who are struggling, it can be tempting for employers to assume that hybrid working automatically improves wellbeing . It doesn’t, not without structure. Where hybrid working and productivity intersect is also worth examining. Research from the Chartered Institute of Personnel and Development suggests that well-managed hybrid arrangements can boost output, but only when employees feel supported and trusted. Micromanagement kills both morale and performance. It doesn’t matter where someone is sitting. ## Salary Benchmarking and Hybrid Compensation in 2026 One question we’re increasingly fielding at CMD Recruitment is whether hybrid roles should be compensated differently, the short answer is no, but [salary benchmark](https://cmdrecruitment.com/salary-benchmarking-competitive-market) UK data should still inform your approach. The reality is that candidates in 2026 expect competitive compensation packages alongside flexible working, they’re not willing to accept a [lower salary because they get to work](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working) from home two days a week. If anything, the expectation has flipped hybrid working is now the baseline, not a perk. Using salary benchmarking tools UK employers trust, such as those provided by the ONS, Glassdoor, or [recruitment agencies](https://cmdrecruitment.com/recruitment-agencies-why-use-them) with sector-specific data, will help you understand the UK average salary by role and ensure your offers align with the market. A market rate salary comparison UK exercise should be conducted at least once a year, for hard-to-fill positions. Consider how salary sacrifice and benefits for hybrid workers might factor into your overall package too, enhanced pension contributions, wellbeing stipends or home office allowances can all differentiate your offer without necessarily increasing base [pay](https://cmdrecruitment.com/understanding-base-pay). ## How Hybrid Working Policies Affect Your Employer Brand Your hybrid working policy says more about your company than you might think. Candidates are scrutinising these policies during the application process . And a vague or overly restrictive approach can turn away strong applicants before you’ve even had a conversation. UK [recruitment trends](https://cmdrecruitment.com/2026-recruitment-trends) in 2024 and 2025 show that candidate expectations around flexible working are now a primary factor in job decisions. In sales and marketing roles specifically, we’ve seen candidates decline offers from businesses mandating five days in the office, even when the salary was higher than the alternative. Your employer brand and hybrid work approach are now inseparable, if you’re advertising a role as “flexible” but expecting employees to be in the office four days a week, this disconnect will surface during the interview process . It will damage trust. Be honest about what you’re offering. Hybrid working policy examples UK businesses can learn from tend to share one common trait transparency. The best policies are specific, fair and easy to understand, they don’t hide behind vague language or leave key decisions to individual managers. ## Getting Started with Your Hybrid Working Policy If you don’t yet have a formal policy in place, now is the time. You don’t need to overcomplicate it. But you do need to get the fundamentals right. Start by consulting with your employees, find out what’s working and what’s not, review your legal obligations under the Employment Relations (Flexible Working) Act 2023 and ensure your policy aligns with current UK employment law on flexible working. Then document everything clearly and make it accessible to every member of your team. A hybrid working schedule that works for one department might not suit another. That’s fine. The policy should provide a framework, not a rigid set of rules that ignores the reality of how different teams operate. At CMD Recruitment, we work with businesses across the UK to ensure their hiring strategies reflect the expectations of today’s candidates, if you’re unsure how your hybrid working policy compares to competitors in your sector, or if you’d like support benchmarking your compensation packages, get in touch with our team. The companies that get this right won’t just retain their best people. They’ll attract the next generation of them too. **Categories:** Uncategorized --- ### [Staff Retention in the UK: A 2026 Guide for SME Employers](https://cmdrecruitment.com/staff-retention-in-the-uk-a-2026-guide-for-sme-employers) **Published:** May 6, 2026 **Author:** Dan Barfoot **Content:** If you’re running a small or medium-sized enterprise in the UK, there’s a good chance that your people are your biggest asset, and your largest expense. Losing them costs more than most employers grasp. Oxford Economics puts the average cost of employee turnover for a mid-level role at around £30,000 once you factor in recruitment fees, lost productivity and the ramp-up time for a new hire, for SMEs operating on tight margins, that figure can be devastating. At CMD Recruitment, we work with SME employers across the UK who are navigating these exact challenges. The fact is that recruitment and retention pressures are only intensifying as we move through 2026, and the businesses that treat staff retention as a strategic priority, rather than an afterthought, are the ones pulling ahead. ## Why Staff Retention Should Be a Priority for UK SMEs in 2026 The UK labour market forecast for 2026 paints a complicated picture; skills shortages persist across commercial, technical and professional sectors. CIPD retention guidance puts the employee turnover rate in the UK at around 35% annually. And for smaller businesses without dedicated HR teams, that number climbs higher still. So why do employees leave? The reasons haven’t changed dramatically, but the weight behind them has shifted. Pay still matters. Flexible working arrangements, career development opportunities, and genuine recognition now carry far more influence than they did five years ago. Then there’s the impact of the [Employment Rights Bill 2026 and the latest National Living Wage](https://cmdrecruitment.com/national-living-wage-increase-employer-guide) increase. These legislative changes mean that SME employers need to be more deliberate about their people strategy; you cannot afford to be reactive. A strong staff retention strategy has to be in place before your best people start looking elsewhere, not after they’ve handed in their notice. ## The Real Cost of Staff Turnover for Small Businesses It’s easy to underestimate how much staff turnover costs UK SMEs until you sit down and run the numbers. Beyond direct recruitment costs, you need to account for the institutional knowledge that walks out the door. Factor in the strain on remaining team members, then consider the months it takes for a new hire to reach full productivity. For a business with 50 employees and an annual attrition rate of 25%, that could mean replacing 12 or 13 people each year. At £30,000 per replacement, you’re looking at close to £400,000 in annual turnover costs. That’s not a rounding error. The damage is not purely financial, either. Staff attrition erodes morale. When one person leaves, others start questioning their own position, and this can snowball fast in smaller teams where everyone knows everyone, where a single departure shifts the entire dynamic. Reducing staff turnover is not just about saving money; it’s about protecting the culture and momentum you’ve worked hard to build. ## What Does a Good Retention Rate Look Like? What’s a good employee retention rate in the UK? The answer depends on your sector, but as a general benchmark, anything above 85% is considered strong. Hospitality and retail will naturally see higher turnover. Professional services and tech companies tend to aim for 90% or above. Track your own retention metrics and KPIs over time rather than obsessing over national averages. If your rate is improving year on year, you’re heading in the right direction. If it’s declining, you need to understand why, and fast. Exit interview insights can be invaluable here. When people leave, ask them honest questions and actually listen to the answers. You’d be surprised how many employers skip this step entirely. Running an employee satisfaction survey once a year can also surface problems before they result in resignations. ## Building a Competitive Employee Benefits Package A [competitive salary benchmarking](https://cmdrecruitment.com/salary-benchmarking-competitive-market) exercise is a sensible starting point; you need to know what your competitors are offering for similar roles and be honest about where you sit in the market. But salary alone will not keep people. The employee benefits package UK workers now expect has expanded significantly, and pension auto-enrolment is a given. Employees are scrutinising workplace [mental health](https://cmdrecruitment.com/fitness-at-work-the-mental-health-edge) support, wellbeing programmes and enhanced parental leave. They want genuine flexibility. Since April 2024, every employee has the right to request flexible working from day one. And a clear [hybrid working](https://cmdrecruitment.com/cipdflexworkingreport) policy that your team actually trusts will go further than a token gesture. SMEs often assume they cannot compete with larger organisations on benefits. That’s not always true. Smaller companies can be more agile, you can implement changes faster, personalise your approach and offer things that larger corporates simply cannot, like direct access to senior leadership and genuine input into company direction. ## Career Development and Internal Promotion Pathways One of the most common reasons people leave is a lack of progression. If your employees cannot see a future with your company, they will find one somewhere else. This doesn’t mean you need an elaborate learning and development budget, even modest investments, mentoring programmes, cross-training, funded qualifications, signal to your workforce that you are serious about their growth. Internal promotion pathways matter enormously for talent retention. When people see colleagues progressing within the business, it builds staff loyalty and sets the expectation that hard work is recognised and rewarded. Succession planning for SMEs is often overlooked because it feels like something only large enterprises need to worry about. But if your operations director left tomorrow, do you have someone ready to step up? If not, that’s a gap worth addressing now. ## The Role of Line Managers in Retention of Staff Here’s something that often gets missed in retention conversations: people don’t leave companies. They leave managers. Line manager training is one of the most cost-effective investments any SME can make to improve employee retention. A good manager will drive employee engagement, spot problems early and create an environment where people feel valued. A poor manager will undo every benefit, pay rise and flexible working policy you put in place, Gallup’s research backs this up consistently, the quality of the direct manager accounts for up to 70% of variance in team engagement scores. If you’re investing in recognition and reward schemes but neglecting the people responsible for delivering that recognition day to day, you’re building on shaky foundations. Train your managers. Give them the tools and the time to lead properly. ## Your Employee Value Proposition in 2026 Your employer brand is more visible than ever, and prospective employees will check your Glassdoor reviews, your LinkedIn presence and your website before they even consider applying. And what they find there, combined with what your current employees say about you, forms your [employee value proposition](https://cmdrecruitment.com/building-your-employer-value-proposition-evp-to-stand-out). For SMEs, this is actually an advantage. You don’t need a corporate marketing team to communicate your company culture. You need authenticity. Share genuine stories about how your people have grown within the business. Be transparent about what you offer and what you expect in return. At CMD Recruitment, we see first-hand how employers with a clearly defined employee value proposition attract stronger candidates and keep them for longer, the businesses that struggle most are those that promise one thing during the interview process and deliver something entirely different once someone starts. Your staff retention strategy for 2026 doesn’t have to be complicated. But it does have to be intentional, know what your people value. Deliver on your commitments. Treat retention as what it is, a business-critical function that deserves the same attention as your sales pipeline or your P&L. Want to improve staff retention and build a team that stays? Get in touch with CMD Recruitment to discuss how we can support your people strategy and help you hold on to your best talent. **Categories:** Uncategorized --- ### [What's Employer Branding (And Why It Matters When You're Hiring in a Tight Market)](https://cmdrecruitment.com/whats-employer-branding-and-why-it-matters-when-youre-hiring-in-a-tight-market) **Published:** May 6, 2026 **Author:** Dan Barfoot **Content:** The UK is facing a well-documented talent shortage, according to the Open University’s 2023 Business Barometer, 78% of UK organisations reported difficulty finding candidates with the right skills, and the picture has not improved much since. In a candidate-driven market, where skilled professionals often have multiple offers on the table, the companies that win are the ones candidates genuinely want to work for. This is where employer branding comes in. And yet, a surprising number of businesses, particularly SMEs, still treat it as a nice-to-have rather than a core part of their hiring strategy. At CMD Recruitment, we work with companies across the UK who are competing for the same talent pools, often in sales and marketing where demand consistently outstrips supply. The businesses that attract and retain the best people almost always share one trait a clearly defined and authentic employer brand. ## What’s Employer Branding? Employer branding is, in simple terms, your reputation as a place to work, it’s how current employees describe you. It’s what job seekers uncover when they search your company on Glassdoor or LinkedIn, the impression a candidate forms before they’ve even spoken to your hiring manager. This goes well beyond your logo or your careers page, your employer brand is shaped by everything from how you write your job adverts to how you treat candidates during the interview process. It’s shaped by your company culture, your values, and whether your employees genuinely believe in what you stand for. Think of it as your [employer value proposition](https://cmdrecruitment.com/building-your-employer-value-proposition-evp-to-stand-out), the answer to one question why would someone choose to work here instead of somewhere else? If you cannot answer that clearly, there’s a good chance your candidates cannot either. A strong employer brand doesn’t happen by accident. It requires deliberate effort, consistency, and honesty. The companies that get this right find their cost per hire drops, their time to fill shrinks. And the quality of hire improves. Those that ignore it tend to wonder why their best candidates keep accepting offers elsewhere. ## Why Does Employer Branding Matter in a Tight Labour Market? When there are more vacancies than qualified candidates, the power shifts, candidates are choosing you just as much as you are choosing them. In a competitive job market, salary alone will not differentiate you, when your competitors are offering comparable packages, candidates look at everything else. A 2023 LinkedIn report found that companies with a strong employer brand see a 50% reduction in cost per hire and attract 50% more qualified applicants. These aren’t vanity metrics, they translate directly into faster, better recruitment outcomes, in a tight market, speed matters. The best candidates don’t stick around for long. ## Building a Strong Employer Brand From Scratch If you don’t currently have a defined employer branding strategy, don’t be disheartened. You don’t need a six-figure budget to get started. You need clarity. Start with your employer value proposition, what makes your company different? This could be your approach to flexible working, or your investment in training and development. It might be your team culture or your commitment to [diversity and inclusion](https://cmdrecruitment.com/how-to-promote-diversity-and-inclusion) in hiring. Whatever it is, it needs to be genuine, candidates can spot a manufactured employer brand from a distance, and inauthenticity will do more damage than having no brand at all. Next, look at your online presence. Your careers page, your Glassdoor profile, your LinkedIn company page. These are often the first things a candidate checks. Make sure they reflect the reality of working at your company, not just a sanitised marketing version of it. Employee advocacy is one of your most powerful tools here. Encourage your team to share their experiences on LinkedIn, to leave honest Glassdoor reviews, to talk about their work in conversations with peers, during the recruitment process itself, employee advocacy remains one of the most cost-effective employer branding strategies available. It starts with making sure your people are genuinely happy. ## The Role of Candidate Experience in Employer Branding Your employer brand isn’t just shaped by what you say about yourself, it’s shaped by how [candidates experience your recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion). Every touchpoint matters. A clunky application process, radio silence after interviews, or an impersonal onboarding experience can undo months of careful brand building. We’ve written before about the impact of ghosting on candidates, the reputational damage is significant. One bad experience shared on Glassdoor or social media can reach thousands of potential applicants. A transparent, well-communicated recruitment process reinforces everything your brand promises. Even unsuccessful candidates should leave with a positive impression. This is something we see regularly at CMD Recruitment the companies that treat every candidate with respect [build a stronger talent pipeline](https://cmdrecruitment.com/build-a-resilient-talent-pipeline) over time. People remember how they were treated. Candidate experience is employer branding in action, you can have the best careers page in your industry, but if your hiring process tells a different story, job seeker perception will reflect that. ## Employer Branding Strategies for Competitive Industries In sectors where competition for talent is fierce, your employer branding strategies need to be proactive rather than reactive, you cannot wait until you have a vacancy to start thinking about how candidates perceive you. A strong social media recruitment strategy is a good place to start. Share content that reflects your company culture, not just job adverts. Showcase your team, highlight achievements, give candidates a reason to follow your company page even when they aren’t actively looking. LinkedIn employer branding, in particular, is one of the most effective ways to build brand awareness among passive candidates. Job advert copywriting also deserves more attention than it receives. A generic job description will not attract top-tier talent. Be specific about what the role involves, what success looks like, what the candidate can expect from your company, the best job adverts read like an invitation, not a shopping list. For SMEs competing against larger companies with bigger budgets, authenticity is your greatest asset, you might not be able to match the perks of a multinational, but you can offer things they cannot, closer-knit teams, direct access to leadership, the ability to make a visible impact. Employer branding for SMEs is about leaning into these strengths rather than trying to imitate the bigger players. ## How Employer Branding Reduces Recruitment Costs There is a direct and measurable link between employer branding and recruitment efficiency. Companies with a well-known, positive employer reputation spend less on advertising vacancies, receive more inbound applications. And fill roles faster. Consider the numbers. If your average cost per hire is £3,000 and you’re hiring 20 people a year, even a 30% reduction translates to £18,000 in savings. That’s before you factor in reduced staff turnover, because employees who join a company with a strong, authentic employer brand are more likely to stay, they knew what they were signing up for. The reality matched the promise. There’s also the hidden cost of a weak employer brand the candidates you never hear from. If talented professionals in your sector have already formed a negative impression of your company, through poor Glassdoor reviews, a lacklustre careers page, or word of mouth from former employees, they simply will not apply. You’ll never know what you missed. This is why employer branding and recruitment should never be treated as separate functions. They are two sides of the same coin. The companies that recognise this are the ones consistently attracting the best people. ## Working With a Recruitment Partner to Strengthen Your Brand A good [recruitment agency](https://cmdrecruitment.com/recruitment-agencies-why-use-them) does more than fill vacancies, at CMD Recruitment, we act as an extension of your employer brand, representing your company to candidates in a way that reflects your values, your culture. And what sets you apart. We see first-hand how candidates respond to different employer brands. Some companies generate immediate enthusiasm. Others require far more persuasion, even when the role and salary are comparable. The difference almost always comes down to brand. Working with us gives you access to insight about how your employer brand stacks up against competitors, and ensure that every candidate interaction reinforces a positive impression. This is valuable for businesses building an employer brand from scratch, or those operating in industries where the [talent shortage](https://cmdrecruitment.com/navigating-an-it-talent-shortage) makes every single hire count. If you’re struggling to attract the right candidates in a competitive market, it might not be your salary or your job description that needs work. It might be your brand, get in touch with CMD Recruitment today to discuss how we can help you build an employer brand that attracts top talent, and keeps them engaged long after they’ve accepted the offer. **Categories:** Uncategorized --- ### [Why Salary Transparency Is No Longer Optional When Hiring](https://cmdrecruitment.com/why-salary-transparency-is-no-longer-optional-when-hiring) **Published:** May 5, 2026 **Author:** Dan Barfoot **Content:** If you’ve advertised a role recently and been disappointed by the response, the problem might not be the role itself. It might be what you’re leaving out. Candidates in 2025 and 2026 are making faster decisions about which roles to apply for, and one of the first things they scrutinise is pay. If your advert says “competitive salary” and nothing else, there’s a good chance you’re losing applicants before they even reach the job description. This holds across commercial office recruitment, finance and accounting roles, and sales support hiring. Candidates in these sectors tend to have a sharp understanding of their market value. Salary transparency is fast becoming a baseline expectation, not a perk. If you’re still keeping pay information internal, you’re making your hiring process harder than it needs to be. ### What Does “Competitive Salary” Really Mean to Candidates? Very little, if we’re being honest. For employers, “competitive salary” is often shorthand for “we’ll pay the right amount for the right person.” But for candidates scrolling through dozens of listings on Totaljobs, Reed or LinkedIn, it reads as vague, and in many cases it erodes trust outright. Candidates have told us repeatedly that they interpret “competitive salary” in one of two ways. Either the company doesn’t know what the role is worth, or it knows exactly what it’s worth and is hoping to pay less. Neither works in your favour. According to Totaljobs salary trends data for 2026, a significant majority of candidates now expect to see an advertised salary range before they’ll consider applying. When you withhold this, you’re asking people to invest time in an application without knowing whether the role meets their expectations. For someone already employed in finance, admin or sales support, that’s a lot to ask. A clearly stated pay band removes that friction immediately. It tells the candidate: we know what this role is worth, and we respect your time enough to say so. ### Why Salary Ranges Improve Candidate Self-Selection One of the biggest practical advantages of publishing a salary range is what it does to your applicant pool before you’ve read a single CV. When candidates can see the pay band upfront, they self-assess. They decide whether the role suits them before applying. That saves everyone time. Without a salary range, hiring managers routinely sift through applications from candidates whose expectations sit far above the budget. Interviews go well. Then the offer stage falls apart because a £10,000 gap separates what the company can pay from what the candidate will accept. Every wasted interview slot and every dropout at offer stage adds cost and delays your time to hire. In office and admin recruitment, where strong candidates are still in short supply, those delays can mean losing your preferred hire to a competitor who moved faster. Including salary information doesn’t limit your options. It sharpens them. ### The Link Between Pay Transparency and Applicant Trust Trust is formed long before a candidate walks through your door. Based on how your advert reads, they’re already deciding what kind of employer you are. A vague listing with no salary information can signal that the organisation isn’t open about how it operates. Candidates notice. Some will check Glassdoor, where salary transparency surfaces regularly in employer reviews. An advert that clearly states the pay range, outlines the total package, and spells out the benefits sends a different message entirely. It says there’s nothing to hide. That openness strengthens your [employer value proposition](https://cmdrecruitment.com/building-your-employer-value-proposition-evp-to-stand-out) and makes your employer brand work harder for you at the very top of the hiring funnel. Trust lost at the advert stage is very difficult to rebuild later in the process. ### Salary Disclosure Legislation Is Catching Up Even if the candidate experience argument doesn’t move you, the legal landscape is shifting. The EU Pay Transparency Directive, being phased in across member states, requires employers to disclose pay information to candidates before or during the interview process. The UK isn’t bound by this post-Brexit, but pressure for equivalent UK salary transparency laws is building, and [gender pay gap reporting](https://cmdrecruitment.com/gender-pay-gap-reporting) has already pushed the conversation forward. Several major job boards, including Indeed and Totaljobs, are now actively encouraging or requiring salary data in listings. LinkedIn job postings with salary information consistently outperform those without, both in views and application conversion. The direction of travel is clear. Getting ahead of this now is considerably easier than scrambling to adapt once legislation lands. ### How to Attract Candidates When Your Salary Can’t Move Not every business can offer the top market rate. That’s a reality, not a disadvantage, provided you handle it correctly. If the salary is fixed, the rest of your offer needs to do the work. Flexible and hybrid working arrangements carry genuine weight right now. So do pension contributions above the statutory minimum, additional annual leave, training budgets, and wellbeing support. Be specific. Don’t write “great benefits.” Write “30 days annual leave plus bank holidays” or “three days working from home each week.” Candidates in commercial office roles and management vacancies are weighing up the full package, not just the base salary figure. Most people would take a slightly lower salary for a role that offers real flexibility and a decent working environment. But they need to see the evidence upfront. Burying it on page three of your careers site won’t cut it. ### Making Salary Transparency Part of Your Talent Attraction Strategy Salary transparency isn’t a compliance exercise or a trend to chase. It should be a deliberate part of how you go to market with every vacancy. Start with your job descriptions. Include the salary range, a clear outline of benefits, and an honest picture of what the role involves day to day. Use [salary benchmarking](https://cmdrecruitment.com/salary-benchmarking-competitive-market) tools to make sure your ranges are defensible, even if they’re not the highest in the market. Then look at how your adverts are actually performing. If your application conversion rate is low, test the impact of adding salary information. Across sales support, admin and finance roles, clients have seen a measurable uplift in response simply by being upfront about pay. Carry that transparency into the hiring process itself. If a candidate asks about salary in the first conversation, answer directly. It sets the tone for everything that follows. Does salary transparency increase applications? In our experience, yes. The quality tends to be higher too. Candidates who know what to expect arrive more engaged and are far less likely to drop out at offer stage. Transparency costs nothing. Silence, on the other hand, could be costing you the candidates you can’t afford to lose. Want to improve how your roles are positioned in the market? Get in touch with CMD Recruitment today and let us help you build job adverts that attract the right [candidates](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate) from day one. **Categories:** Uncategorized --- ### [More Candidates Are Available in 2026 — So Why Is Hiring Still Difficult?](https://cmdrecruitment.com/more-candidates-are-available-in-2026-so-why-is-hiring-still-difficult) **Published:** May 5, 2026 **Author:** Dan Barfoot **Content:** The UK labour market in 2026 looks sharply different to where it stood even 18 months ago. Candidate availability is up, permanent placements have slowed. The KPMG REC Report on Jobs for April 2026 confirmed what many employers have been sensing for months, there are more people in the market than there have been in years. On the surface, this should be welcome news for hiring managers . More CVs landing in your inbox should mean more choice, compressed hiring timelines and less competition for talent, but that isn’t what we’re seeing. The reality is that more applicants does not automatically translate into more suitable candidates. For employers in manufacturing recruitment, finance recruitment and office support hiring, the gulf between volume and quality has become one of the most exasperating recruitment challenges of the year. ### Why More CVs Doesn’t Mean Easier Hiring There is a common assumption that a softer job market will make filling vacancies simple. If more people are looking for work, surely the right person is among them? Unfortunately, it rarely works out that way. What we’re actually seeing is a sharp increase in speculative applications, candidates applying for roles they are not qualified for, or roles they wouldn’t realistically accept, this creates a substantial applicant screening burden for hiring managers who are already stretched thin. You might receive 80 applications for a single vacancy and still struggle to shortlist five credible candidates. The [skills gap](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening) has not disappeared just because more people are available . ONS labour market data from April 2026 shows that while workforce availability has increased across most regions, the increase is concentrated in entry-level and generalist roles, specialist positions, the kind that actually move a business forward, remain stubbornly difficult to fill. The fact is that candidate quality vs quantity is the real story of 2026. A larger applicant pool means more CV filtering, more hours consumed by shortlisting, and often the same outcome the best person for the role still isn’t easy to find. ### The Best Candidates Are Still Selective Even in what some are calling an employer-driven market, the strongest candidates have not suddenly become desperate. They’re weighing up their options with care, those in stable roles with good benefits and clear progression. Passive candidates, the ones who are not actively job searching but would consider the right opportunity, remain the hardest to attract. These individuals are unlikely to respond to a generic job advert, they won’t tolerate a slow or disorganised recruitment process either. For specialist roles in manufacturing and finance, candidate motivation is often tied to very specific factors . Some are looking for a shorter commute, others want exposure to a particular technology or market. A surprising number are simply holding out for the right culture fit. Salary matters, but it isn’t always the deciding factor. This is where [employer value proposition](https://cmdrecruitment.com/building-your-employer-value-proposition-evp-to-stand-out) becomes so important. If you can’t articulate what makes your company different, and back it up with evidence, the best candidates will look elsewhere. They have options, even in a softer market . They know it. ### Salary Expectations Are Creating a Mismatch One of the most common hiring difficulties in 2026 is the disconnect between what employers want to pay and what candidates expect to earn, the cost of living has not retreated in any meaningful way. And candidates who secured pay rises during the talent shortage of 2022 to 2024 are reluctant to take a step backwards. [Salary benchmarking should be a non-negotiable part of your hiring](https://cmdrecruitment.com/salary-benchmarking-competitive-market) strategy. If you’re advertising a role at £35,000 when the market rate has shifted to £40,000, you’ll attract a high volume of underqualified applicants and lose the candidates you actually want, it’s as simple as that. We’re also seeing a rise in counteroffer risk . When a strong candidate hands in their notice, their current employer is more likely than ever to match or exceed the offer, this is common in finance recruitment, where experienced professionals are in short supply and employers understand the cost of replacing them. If your job offers are not genuinely competitive, you’ll find yourself back at square one more often than you’d like. ### Notice Periods and Time to Hire Are Slowing Things Down Speed matters. The best candidates don’t stick around for long, even when the market is softer, yet many employers are still running recruitment processes that take six to eight weeks from first interview to offer. Notice periods are compounding the problem. Senior candidates in manufacturing and finance often sit on three-month notice periods, which means even after you’ve identified the right person, you could be waiting until the autumn to get them through the door, if your vacancy fill rate is already under pressure, this kind of delay can erode productivity and dent team morale. The solution isn’t to rush your decision-making. Instead, look at where the unnecessary hold-ups sit in your process. Are you scheduling second interviews a fortnight after the first ? Are internal stakeholders taking too long to provide feedback? Recruitment process efficiency doesn’t mean cutting corners, it means stripping out the bottlenecks that cost you good candidates. ### Why Job Criteria Tightening Pays Off When you’re receiving a flood of applications, the temptation is to cast a wide net and see who turns up. This approach almost always backfires, you end up with a long list of candidates who look passable on paper but don’t quite fit the brief. Job criteria tightening is one of the most effective things you can do right now. Be specific about the experience and qualifications you need. Spell out the attributes too, if the role requires someone with five years of experience in a particular sector, say so. If you need a candidate who can start within four weeks, make that clear from the outset. This doesn’t mean being unreasonable or drafting a wish list that no candidate could ever satisfy. It means being honest about what the role actually requires . And filtering out candidates who don’t meet the brief before they enter your process. Your time is valuable. So is theirs. A well-defined job specification also sends the right message to strong candidates, it tells them you know what you’re looking for, that you’ve thought carefully about the role, and that you’re serious about finding the right fit. That kind of clarity can be the difference between attracting serious applicants and drowning in speculative ones. ### How Recruiters Add Value in a Softer Market You might be thinking if there are more candidates available, why would I need a recruiter? The answer comes down to what you do with all that volume. A recruitment agency’s value in a soft market isn’t about sourcing candidates, it’s about filtering them, candidate fit assessment requires more than scanning a CV for keywords . It means understanding someone’s motivations and salary expectations, gauging whether they’re genuinely ready to move, and determining whether they’ll actually accept your offer when it arrives. The REC labour market report has consistently highlighted that temporary staffing demand remains strong, even as permanent placements slow, this suggests employers are hedging their bets, bringing in temporary support while they work out their longer-term talent acquisition strategy. A good recruiter can help you navigate both sides of that equation. At CMD Recruitment, we’re seeing first-hand how the market has shifted, more movement, more applications, but the quality is uneven. The employers who are filling roles quickly and successfully in 2026 are the ones who have tightened their criteria, benchmarked their salaries against the current market, and partnered with recruiters who understand the difference between availability and suitability. #### Retention Still Matters More Than Recruitment With so much focus on hiring, it’s easy to overlook the other side of the equation. Staff turnover is still one of the most expensive problems a business can face, and the cost of replacing a skilled employee in manufacturing, finance or office support extends well beyond the recruitment fee. If your best people are leaving because they feel undervalued or underpaid, no amount of candidate availability will solve that . You’ll simply be replacing one leaver with another. The cycle continues. Retention vs recruitment isn’t an either-or conversation. The companies that are thriving in the 2026 job market outlook are the ones investing in both, making sure their current employees want to stay while also positioning themselves to attract the right [candidates](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate) when vacancies do arise. After all, a strong employer brand doesn’t just help you hire, it helps you keep the people you’ve already got. **Categories:** Uncategorized --- ### [Indeed's Free Posts Are Gone. Here's Your Next Move.](https://cmdrecruitment.com/indeeds-free-posts-are-gone-heres-your-next-move) **Published:** May 1, 2026 **Author:** Dan Barfoot **Content:** **MARKET UPDATE · MAY 2026 · Written by the CMD Recruitment team** *CMD Recruitment has placed permanent, temporary, and contract staff across Wiltshire and the South West since 2004. Our consultants hold combined experience of over 150 years across industrial, commercial, technical, and professional recruitment.* **March 2026. Indeed capped free job postings at three per employer per month. If you’ve been posting roles on there at no cost and expecting a reasonable return, that arrangement is now over. This article explains what changed, what it costs, and what practical steps actually help.** **From our consultants** *“Since October 2024 we’ve had more calls from employers asking why their Indeed applications dried up. The answer is almost always the same: their free listings lost visibility and nobody told them. We’ve helped those businesses reroute their candidate sourcing, and for most of them a combination of our database, LinkedIn, and a properly structured careers page replaced what Indeed was doing for free.”* CMD Recruitment consultant, Wiltshire region ## What Indeed Actually Changed, and When Indeed’s parent company, Recruit Holdings, publicly committed to a 16% increase in Average Revenue per Posted Job (ARPJ) by the end of March 2026. The policy changes over the past eighteen months are how they deliver that target. **The timeline ran like this:** - May 2024: Recruitment agencies lost free organic reach on Indeed across all markets except Japan (source: Indeed policy update, May 2024) - October 2024: Direct employers whose jobs were indexed via an external ATS or careers page feed lost organic traffic on any listings they also posted directly on Indeed - December 2024: Free hosted posts capped at three per employer per month in the UK, US, Canada, Germany, and the Netherlands - March 2026: Remaining free organic visibility removed. Sponsorship now required for consistent candidate reach above the three-post limit Sponsored listings on Indeed start at approximately £150 per month per role. Run four concurrent vacancies and you’re spending £600 before a single CV arrives. For a 30-person manufacturing business in Wiltshire without a dedicated HR function, that’s a meaningful line in the budget. **3** free hosted posts per employer per month from March 2026 *Source: Indeed policy update, Dec 2025* **31%** of the UK online jobs market held by Indeed *Source: Statista, 2025* **200M+** CVs in Indeed’s database globally *Source: Indeed, 2025* ## Why Wiltshire Employers Feel This More Than Most A national employer with a well-integrated ATS and a procurement team negotiating [job board](https://cmdrecruitment.com/when-job-boards-dont-deliver-candidates) contracts can absorb this shift without much disruption. The jobs feed through automatically; the costs get benchmarked quarterly. A 40-person engineering firm in Devizes or a haulage company in Chippenham doesn’t have that infrastructure. They posted directly on Indeed because it was straightforward and it worked. Now it costs money, and the budget pressure lands on the owner or the office manager who’s already wearing several hats. There’s a second problem specific to unmanaged sponsored spend: it bleeds. Without daily oversight, a sponsored listing can exhaust its monthly budget inside a fortnight with nothing to show for it. Indeed’s CPC (cost-per-click) model charges for clicks, not applications. You can spend £300 on traffic and receive three relevant CVs. ### The Case for Multi-Channel Sourcing Single-source hiring has always carried risk. Most South West employers didn’t feel it because Indeed was free and the pipeline held. Remove the free element and the fragility surfaces quickly. These are the channels we see working well for employers in this region right now: - LinkedIn organic reach holds for office, technical, and professional roles. A post from a business owner or director’s personal account, written plainly and tagged to a location, often generates more qualified responses than a paid slot - Google for Jobs: if your careers page uses structured data markup (schema.org/JobPosting), Google indexes roles at no cost per click. A developer can set this up in an afternoon. Most Wiltshire SME websites aren’t using it yet - Sector-specific boards: for manufacturing, logistics, engineering, and accountancy, niche boards like Totaljobs, Reed sector pages, and trade-specific boards surface candidates who are actively looking within that field - Staff referral schemes: structurally underused by small businesses. A £250 referral bonus costs a fraction of a bad sponsored campaign and the conversion rate is significantly higher - Your own candidate database: if you’ve hired before, those CVs don’t expire. Contacting previous applicants for new roles costs nothing The goal isn’t to leave Indeed. It’s to stop treating it as the only answer. ## If You’re Sponsoring Roles, Here’s How to Make the Spend Work Sponsored listings aren’t automatically poor value. Vague listings are. A job post titled ‘Production Operative’ with four bullet points and no salary will generate high click volume from broadly unsuitable candidates. You pay for each click. The cost-per-useful-applicant climbs fast. Write the spec as if the right [candidate](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate) is reading it and needs a reason to apply: - Salary range visible in the listing, not ‘competitive’ or ‘depending on experience’ - Shift pattern, hours, and any travel or site requirements stated plainly - Two or three specific requirements that genuinely distinguish this role from a generic version of the same [job title](https://cmdrecruitment.com/is-your-cv-job-title-searchable) - What the business does, in one sentence, without marketing language According to Indeed’s own data, job posts with a salary range receive up to 75% more applications than those without. For sponsored posts, more relevant applications means a lower cost-per-hire. The spec is the single biggest lever you control. ### Monitor Early, Not Late Indeed’s Employer Dashboard shows impressions, clicks, and applies in near real time. Most employers review it once a week. By day 14 with no suitable CVs, half the budget is spent. Review at day five. High impressions, low applications: the spec is filtering people out, usually due to unclear requirements or a missing salary. Low impressions: the job category, location radius, or title may need adjusting. These are fixable inside five minutes if you catch them early. ## What CMD Recruitment Offers That Job Boards Don’t CMD Recruitment has operated across Wiltshire and the South West since 2004. In that time we’ve built working relationships with employers ranging from sole traders to FTSE 100 operations, across industrial, commercial, technical, HR, finance, and sales functions. Our consultants know the local labour market from the ground up. We know which employers are growing, which candidates are actively looking, and which roles in this region are genuinely hard to fill through job boards alone. *When you brief a vacancy to us, you’re not launching an advert into an algorithm. You’re talking to a consultant who already knows the candidate pool in your postcode.* Many of the candidates we place never appear on Indeed at all. They’re registered with us, placed previously and open to something new, or referred by someone we know. That pipeline doesn’t depend on a platform’s pricing policy. For urgent vacancies, temporary cover, or roles where the skill set is genuinely scarce in the local market, that’s the difference between filling a position in 48 hours and running a sponsored campaign for three weeks. ## Why You Can Trust This Advice CMD Recruitment doesn’t sell job board advertising. We have no commercial interest in steering employers towards or away from any specific platform. This article reflects what our consultants are seeing and hearing from clients across Wiltshire in 2026, alongside publicly available data from Indeed, Recruit Holdings investor reports, and the Job Board Doctor. We’ve been asked by a number of clients to set out our honest view of where job board spending is worth it and where it isn’t. This is that view. If you want independent context on the Indeed policy changes from outside the industry, the Job Board Doctor blog (jobboarddoctor.com) has tracked these shifts in detail since December 2025 and is worth reading alongside this. Indeed’s free tier is gone and it won’t return. Sponsored visibility is now the baseline, not an optional upgrade. Employers who respond by building a broader sourcing approach will find the transition manageable. Those who simply pay for what they used to get free will pay more for the same results. If you want a straight conversation about what your hiring setup should look like across the next twelve months, our consultants are available across our Wiltshire offices and by phone. **Categories:** Uncategorized --- ### [HR Jobs WE 01st May](https://cmdrecruitment.com/hr-jobs-we-01st-may) **Published:** May 1, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: April 24th vs. May 1st (South West)** The South West HR market has entered May with a focus on **Operational Management** and **Regional Authority** hiring. While the final week of April saw a peak in luxury and industrial leadership, the current market is transitioning into a phase of broader managerial replacement and public sector support. --- #### **New Opportunities and Trends** - **Managerial Rebuild:** May 1st marks the arrival of several key managerial roles, including an **HR Manager – Operations** at **Hays** and a general **HR Manager** at **Support Revolution**. These indicate a push for operational stability as businesses enter the second month of Q2. - **Public Sector Activity:** **Swindon Borough Council** is currently recruiting for a **Recruitment Advisor**, signaling a continued focus on internal talent acquisition within regional authorities. - **Travel & Leisure:** A notable entry is the **Onboard HR Manager** role with **Carnival UK (P&O Cruises & Cunard)**, reflecting the seasonal uptick in travel-related people management needs. - **Bristol Market Share:** Bristol remains the primary hub for the region, accounting for 12 of the active listings in the current data set. --- #### **Roles No Longer Available (Recent Fills)** The specialist industrial and educational roles that defined late April have been cleared. - **Senior Industrial Fill:** The **Head of Human Resources** for Industrial Equipment Heating at **Chromalox** is now off the market, likely filled following its high interest last week. - **Education Partnership Closed:** The **HR Shared Services Partner** for Hamwic Education Trust (Dorset Council) has also been removed. - **Law Enforcement Collaboration:** The **HR Advisor** role for **South West Regional Collaborations** (Avon and Somerset Police) is no longer listed. --- #### **Market Composition** - **Strategic Openings:** There are 4 major new strategic/managerial roles this week, balancing out the removal of the senior industrial roles from the previous cycle. - **Focus Areas:** The market is currently leaning towards **Advisory** and **Generalist Management**, with fewer niche “Head of” roles compared to the March/April peak. --- ### **LinkedIn Post** **South West HR Market: Entering May with an Operational Focus** The South West HR landscape is transitioning into May with a clear move toward **Operational Management** and **Regional Support.** While April was about industrial leadership, May is starting with a push for the “engine room” of HR. Key insights for the week ending May 1st: ⛴️ **Travel & Leisure Onboard:** Interesting to see **Carnival UK** recruiting for an **Onboard HR Manager.** This highlights the specialized people management needs as the travel sector ramps up for the summer season. 🏙️ **Public Sector Recruitment:** **Swindon Borough Council** is actively hiring for a **Recruitment Advisor**, showing that regional authorities are prioritising their internal talent pipelines. ⚙️ **Managerial Momentum:** New **HR Manager** roles at **Hays** and **Support Revolution** suggest that organisations are focusing on operational leadership to drive Q2 strategies forward. 🧹 **The April Clear-out:** The senior industrial and educational partnership roles that dominated the last few weeks have been filled, including the Head of HR at Chromalox. **The Verdict:** The market is currently in a “delivery” phase. We are seeing a steady flow of managerial and advisory roles, with Bristol continuing to hold the largest share of regional activity. \#SouthWestHR #HRMarketUpdate #HROperations #PublicSectorHR #BristolBusiness #SwindonJobs #NanoBanana #HRTrends #CarnivalUK --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/05/HR-Jobs-1st-May-26.xlsx "01st May HR Jobs") **Categories:** Latest Jobs --- ### [The ‘what do you do in your spare time’? interview question](https://cmdrecruitment.com/what-do-you-do-in-your-spare-time) **Published:** January 20, 2026 **Author:** paul **Content:** **Quick Answer:** This guide explains how to answer “What do you do in your spare time?” by using hobbies and interests to showcase your personality, transferable skills, and how you maintain a healthy work-life balance. **Key Takeaways** - This question helps employers understand your personality and motivations. - Hobbies can highlight transferable skills like teamwork and discipline. - Active or learning-based interests show energy and personal development. - Simple hobbies are effective when explained with purpose. - Authenticity and enthusiasm are more important than impressive activities. What do you do in your spare time? It’s a question companies have posed to interview candidates since the beginning of time. It works because it provides a more rounded insight as to who you are and [what motivates](https://cmdrecruitment.com/what-motivates-you-interview-question/) and interests you, but is there a right way or a wrong way to respond? Our guide gives you some helpful tips and sample responses to help you ace your answer. ## Building that connection with your interviewer Having a common interest with your interviewer can feel like the holy grail of answers to this question but even if you don’t have shared interests, you will still be able to connect by the examples you give. Recruiters are people too and they will be able to relate to elements of your hobbies and some of the passion behind them. It’s worthwhile checking out a prospective interviewer’s profile on [LinkedIn](https://cmdrecruitment.com/how-recruiters-search-for-candidates-on-linkedin/) ahead of an interview. That way, you can see if there’s any common ground to highlight and to help strike a bond when you meet. ## **What you should talk about** ![What you should talk about ](https://cmdrecruitment.com/wp-content/uploads/2021/08/What-you-should-talk-about-.png) Your lifestyle – being active shows that you have the energy and enthusiasm to set goals and persevere with a task. Your walking, running, gym routine or team sports activity conveys that you know the importance of staying fit. People who look after their fitness and well-being are likely to suffer fewer illnesses. Physical activities often generate higher energy levels too – all good news for prospective employers. Something you are learning – this communicates that you have the capacity and desire to pick up new skills. In a fast-paced technological world, companies are always evolving so an ability to learn is critical. If you’ve recently taken up a new language or are you learning to play a new instrument talk about this. If you haven’t, then don’t worry! Talking about the latest developments and news in the sector you specialise in or want to work in, will show an eagerness to learn too. ## **What types of interests and hobbies do interviewers like to hear about?** ![What types of interests and hobbies do interviewers like to hear about? ](https://cmdrecruitment.com/wp-content/uploads/2021/08/What-types-of-interests-and-hobbies-do-interviewers-like-to-hear-about-.png) Interviewers will want to hear about any of your interests and pastimes. If you are a volunteer for a charity, take part in leading a team for a sports club, or have an interest that directly correlates with the nature of the company’s business, then make sure that you highlight these. ### Sample answers to ‘what do you do in your spare time’ interview question You don’t have to have a cram-packed agenda of activities to win with the spare time questions. Sometimes, our lifestyles dictate that we don’t have masses of room for a [hobby](https://cmdrecruitment.com/hobbies-and-interests-to-put-on-a-cv/) due to other responsibilities. Take a look at the below sample answers that suit a diversity of circumstances: 1. **I enjoy going** to the park with my children at the weekend. As my children are still relatively young, I don’t have lots of time to myself but we do things that are fun together when we can. A lot of my time is taken up with domestic chores but I love being a parent and the rewards it brings. 2. **I like seeing my friends** on a weekend and in my free time usually. It helps me wind down from a busy working week, as I am on the road/at my desk a lot, it’s good to get amongst other people, it helps me feel connected. 3. **I really like to relax on a weekend**. As my job is very physical, I find my body needs to take five after a busy working week. I like to read and watch documentaries and focus on something different and new in my downtime. 4. **I love getting back to nature** when I have some free time. As I work in a town/city I find that exploring the great outdoors helps me to feel grounded again. 5. **I like to do sports as much as I can**, both individual and team sports. As my job is often sedentary, I find I need to exert some energy and get my heart rate going. I like to keep fit, it gives me a sense of purpose and makes me feel good that I am looking after myself physically and mentally. 6. **I’m really interested in** art/ woodwork/ railways/ yoga at the moment, I enjoy reading more on the subject and finding out about it. It’s relaxing and engaging and takes my mind to another place which is really refreshing and sets me up ready for another working week. ## Takeaway The key strengths to demonstrate when answering a question about what you do in your spare time, are your enthusiasm, passion and commitment. Get these points across effectively and you’ll reap the positive feedback. ## Highlights - Interviewers use this question to understand personality and motivation - Hobbies can demonstrate transferable skills like teamwork and discipline - Active lifestyles suggest energy, resilience, and wellbeing - Learning new skills shows [adaptability](https://cmdrecruitment.com/adaptability-interview-questions-and-answers) and growth mindset - Simple, honest answers are more effective than exaggerated ones - Building rapport with the interviewer can strengthen your response ## Frequently Asked Questions ### What does this topic mean? This question explores how candidates spend their time outside work and what it reveals about their personality and skills. ### Why is this topic important? It helps employers assess cultural fit, motivation, and whether candidates bring positive traits beyond technical ability. ### How does this affect job seekers or employers? Job seekers can use it to showcase [soft skills](https://cmdrecruitment.com/soft-skills-interview-questions) and personality, while employers gain insight into team fit and mindset. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [45 Highest Paying Jobs in the UK Without a Degree](https://cmdrecruitment.com/highest-paying-jobs-without-a-degree) **Published:** January 15, 2026 **Author:** paul **Content:** **Quick Answer:** This guide explores 45 high-paying careers in the UK that don’t require a degree, showing how skills, apprenticeships, and hands-on experience can lead to strong earning potential and long-term career success. **Key Takeaways** - You can build a high-paying career without a university degree. - Apprenticeships and on-the-job training are key entry routes. - Technical, trade, and digital roles offer strong earning potential. - Experience and skill development often matter more than qualifications. - Many roles provide opportunities for progression or self-employment. Don’t fancy getting stuck with thousands of pounds of student loan debt? You’re not alone. Many school leavers are turning their back on degrees in favour of on the job experience. If you’re itching to start your career and don’t want to have to spend 3-4 years in education to get there, you might be interested in learning more about [potential career paths](https://cmdrecruitment.com/how-to-choose-a-career-in-2023/) that don’t require a degree. A degree can be great for some people, particularly if they know exactly what they want to do in life. But others can find further education after college stifling. Choosing a degree sets you on a particular path and it might be difficult to pivot away from this in the future. The good news is that not having a degree doesn’t have to limit your job choices – or your earning potential. On the job learning, apprenticeships, and other training routes mean that you can get started in your new career without the wait. While there are often degree routes into these careers, this isn’t always required, so you could change careers later in life or choose your own path after leaving college that doesn’t include university. Read on to learn more about the average salary in the UK, and how you can find a high paying job without a degree. ![How much is the average UK salary?](https://cmdrecruitment.com/wp-content/uploads/2023/08/How-much-is-the-average-UK-salary.png) ## How much is the average UK salary? To understand where these roles stand in relation to other jobs, we first need to understand the UK national average. According to the Office for National Statistics, the UK mean [average salary](https://cmdrecruitment.com/average-salary-uk-vs-us/) in 2020 was £38,600. And the median salary in 2020 – which many say is a better representation of actual conditions – was £31,461. Education levels are supposed to be linked to salary, with those holding an undergraduate degree earning around 130% more than those with no qualifications. However, don’t let this data hold you back. There are plenty of job options that will allow you to earn in excess of the UK average. Let’s explore some of these career paths and the earning potential in more detail… ## 1. Air Traffic Controller Starting salary: £17,000 Average salary: £51,929 Top salary: £100,000+ Air traffic controllers don’t always have to have a degree. The selection process is more about the skills and experience needed to keep air traffic safe. The entry process is controlled by an organisation called NATS, and they will put you through specific training programmes to determine if you have what it takes. If you’re able to focus for long periods of time and have excellent reasoning skills, you could earn well above the UK average salary as an air traffic controller. ## 2. Penetration Tester Starting salary: £20,000 Average salary: £57,086 Top salary: £70,000+ Penetration testers are sometimes known as ethical hackers. They test computer and network security systems by “hacking” them for the good guys. This helps companies to spot vulnerabilities in their systems. Many penetration testers are self-taught and hired for their skills and experience, not for their qualifications. ![Commercial Pilot](https://cmdrecruitment.com/wp-content/uploads/2023/08/Commercial-Pilot.png) ## 3. Commercial Pilot Starting salary: £24,000 Average salary: £40,843 Top salary: £140,000+ Did you know that commercial pilots don’t always need a degree to get to where they are? Common routes into the airline industry often require gaining experience in the air on light aircraft. The training is extensive, but the earring potential is huge. ## 4. Construction Manager Starting salary: £26,000 Average salary: £53,972 Top salary: £85,000 Managing a construction site doesn’t require a degree, but it does require a unique set of skills. You’ll need to have a good attention to detail and the ability to juggle multiple demands at once. Most construction managers work their way up into the role by showing they know their stuff in various construction roles. ## 5. Police Officer Starting salary: £21,402 Average salary: £32,915 Top salary: £60,732 This is a surprise addition on the list that most people are caught off guard about. Most police officers start by joining the force in junior roles and then work their way up. While there are degrees you could study in subjects like criminology, nothing beats on the job experience when it comes to being an effective police officer. ![Nutrition Coach](https://cmdrecruitment.com/wp-content/uploads/2023/08/Nutrition-Coach.png) ## 6. Nutrition Coach Starting salary: £22,000 Average salary: £28,003 Top salary: £45,000 As a nutrition coach, you’ll help individuals to make better choices in the kitchen. You might be helping individuals to lose weight, helping athletes to fuel their training, or helping those with special dietary concerns to make sure they are getting everything they need from their diet. It’s an incredibly varied role, and one that will require some specialist training. But the training is much shorter than a degree programme and will be flexible around your life. ## 7. Electrician Starting salary: £20,000 Average salary: £36,009 Top salary: £60,000 Electricians are always in demand, so this is one future-proof career option that you could get started with at any time. Many electricians get into this sector through apprenticeships and other training opportunities, but you don’t need a degree to demonstrate your skills. You could be working for a large company, or you could use your skills to build a freelance career. As a freelancer, you’ll have more flexibility, but you’ll also be responsible for generating all of your own business. ## 8. Plumber Starting salary: £20,000 Average salary: £32,568 Top salary: £60,000 Like electricians, plumbers are also perpetually in demand. You could work your work into this sector as an assistant and learn on the job, or you could take a more formal learning route and study at college to pick up the essential skills you’ll need. If you plan to work on gas appliances, you’ll need to get on the Gas Safe register, and this can take a little more time and effort. But your effort will be rewarded, as you can earn more money this way. Work for a plumbing company, or take the freelance route if you fancy being your own boss. ![Network Administrator](https://cmdrecruitment.com/wp-content/uploads/2023/08/Network-Administrator.png) ## 9. Network Administrator Starting salary: £21,000 Average salary: £27,450 Top salary: £60,000 Large organisations require network administrators to keep their phones, computers and other devices connected. While you could study computer science to land this role, there are ways you can move into this position without a degree. Many network administrators start by gaining experience in other areas, such as an IT specialist or help desk technician. From there, you can expand your skills, undergo additional training, and move your way up in an organisation. ## 10. Lift Installer and Repairer Starting salary: £20,000 Average salary: £36,439 Top salary: £45,000 Working in building management as a lift installer or repairer will always be a lucrative field. Lifts are utilised in many buildings throughout the country and they often break down. You might be required to provide remote assistance if passengers are stuck, or attend to lifts if they are out of commission. You can study to learn how to install and repair lifts as part of an apprenticeship, which means you can earn while you learn. This removes an important barrier that many people face when it comes to selecting a new career path. ## 11. IT Support Specialist Starting salary: £17,000 Average salary: £27,044 Top salary: £45,000 IT support specialists work for larger organisations and provider workers advice and troubleshooting support to keep things running smoothly. Not everyone is proficient with computers, and when something goes wrong, employees need to know they can call on someone with the skills and knowledge to help them. As an IT support specialist, you can often work your way into this role through experience alone. You might want to study a college course in something like ICT Systems Support to help get you started. ![Executive Assistant](https://cmdrecruitment.com/wp-content/uploads/2023/08/Executive-Assistant.png) ## 12. Executive Assistant Starting salary: £17,000 Average salary: £36,638 Top salary: £50,000+ An executive assistant is sometimes known as a personal assistant. They are often employed by high-level C-suite professionals to help with administrative support. You might be answering calls and emails, booking travel or running errands. You can often find your way into a high-paying administrative assistant role by starting as a second assistant and working your way up. If you are diligent and have a keen eye for detail, you should have no problems progressing in this role. ## 13. Dental Hygienist Starting salary: £27,055 Average salary: £56,978 Top salary: £65,000 Dental hygienists support dental staff to help ensure patients’ teeth are healthy and clean. They will support dentists during procedures, carry out scale and polish cleanings, and offer personalised advice and support to help patients care for their teeth from home. You don’t need a degree to become a dental hygienist, but you will need to study a course approved by the General Dental Council. You could progress to become a treatment coordinator or practice manager if you excel in your role. ## 14. Paralegal Starting salary: £14,000 Average salary: £23,566 Top salary: £55,000 A paralegal supports a legal team and provides administrative support to help prepare cases and organise documents. You don’t have to be studying law to work as a paralegal, but it can be a popular route to deciding what you want to study later in life. To be a paralegal, you’ll need to have excellent communication and organisational skills. If you are working with a top law firm and they rely on you to manage their caseloads, then you can expect to be rewarded accordingly for your work. ![Court Reporter](https://cmdrecruitment.com/wp-content/uploads/2023/08/Court-Reporter.png) ## 15. Court Reporter Starting salary: £27,000 Average salary: £35,147 Top salary: £47,000 Court reporters are an essential part of the legal process. They sit in court and create a written record of everything that is said. You’ll need to be able to focus for long periods of time and use short-hand stenographers to create the transcript. While this is a highly specialised skill, you won’t need a degree to get started in this field. ## 16. Firefighter Starting salary: £24,191 Average salary: £29,386 Top salary: £61,667 If you’re strong, active and incredibly brave, you might consider a career as a firefighter. We’ll always need them, so it’s another future-proof career option. You’ll go through extensive training to check if you have what it takes to become a firefighter. This will include physically demanding work alongside learning the skills you need to stay safe during active duty. ## 17. Prison Officer Starting salary: £22,000 Average salary: £27,000 Top salary: £38,000 Prison officers need to be mentally tough to put up with the demands of the job, but it can also be a very rewarding career path. You’ll be tasked with keeping prisons secure and safe for inmates, while also looking out for their wellbeing. This could mean supporting them to study or access rehabilitation services. You don’t need a degree to become a prison officer and can often get started in an entry level role and then work your way up to a more senior position. ![Emergency Dispatcher](https://cmdrecruitment.com/wp-content/uploads/2023/08/Emergency-Dispatcher.png) ## 18. Emergency Dispatcher Starting salary: £21,730 Average salary: £24,066 Top salary: £26,282 Emergency dispatchers are responsible for answering emergency calls for the police, ambulance and fire service. You’ll need to be able to stay calm under pressure and juggle a lot of different demands. While this might sound like a complex job, you don’t need a degree or any specific qualifications to get started. You’ll usually start in a trainee position and work your way up as you become more experienced. ## 19. Real Estate Agent Starting salary: £20,000 Average salary: £30,333 Top salary: £100,000+ As an estate agent, you’ll be responsible for selling homes and other properties on behalf of the owners. You’ll often be responsible for things like helping to set the asking price, photographing the property, listing it online and arranging viewings. You’ll need to be excellent with people and have strong [sales](https://cmdrecruitment.com/disciplines/sales/) skills. You don’t need a degree to get started in this sector, but many graduates find their way into this type of work when they aren’t sure what to do next. ## 20. Sheet metal worker Starting salary: £20,000 Average salary: £27,250 Top salary: £37,000 Sheet metal workers will always be in demand as long as we have manufacturing industries operating in the UK. As a sheet metal worker, you might be tasked with building things from thin metal sheets such as heating ducts or air conditioning unit components. You don’t need a degree, but you will need some specialist training to allow you to do this job safely. ![Translator](https://cmdrecruitment.com/wp-content/uploads/2023/08/Translator.png) ## 21. Translator Starting salary: £18,000 Average salary: £23,565 Top salary: £39,000 Translators are essential in a wide range of industries. You might be translating websites, business documents or even novels. To become a translator without a degree, you’ll need to be fluent in 2 or more languages. You’ll also need to have excellent attention to detail and organisational skills, as you will often be responsible for your own workload. You might work for a larger agency or provide translation skills on a freelance basis. ## 22. Technical Writer Starting salary: £18,000 Average salary: £36,820 Top salary: £45,000 Technical writers are copywriters that work in highly specialised fields. Some technical writers, such as medical copywriters, will need a degree to do their role. But some technical fields don’t need a degree, just experience and the knowledge to produce accurate copy. The most common way to get started in this sector is in an assistant or junior role. You can then work your way up to become a more senior copywriter. ## 23. Insurance Sales Agent Starting salary: £21,500 Average salary: £27,247 Top salary: £40,000 As an insurance sales agent, you will be responsible for helping individuals and companies to find the insurance products they need. You’ll need to be great with people and have excellent sales experience, but you won’t need a degree to prove these skills. You can work your way up from an assistant role and you could eventually be earning in excess of £40,000. It’s also fairly common for this type of role to offer performance based bonuses, so your earning potential could be even bigger. ![Sales Manager](https://cmdrecruitment.com/wp-content/uploads/2023/08/Sales-Manager.png) ## 24. Sales Manager Starting salary: £28,288 Average salary: £39,460 Top salary: £68,000 Sales managers are needed in a wide range of roles. If there is something you are passionate about and you have the knowledge and expertise to be able to sell this to anyone, there is no reason you can’t be a successful sales manager. You don’t need to go to university or have a degree to succeed in this field, you just need excellent communication skills and sales skills to make this role work for you. As a regional sales manager, you could be earning in excess of £60,000. ## 25. Fitness Trainer Starting salary: £16,000 Average salary: £29,038 Top salary: £60,000 Fitness trainers or personal trainers are responsible for creating fitness programmes that help individuals to get in shape. You could be working with athletes or normal people to create training plans to meet their goals. Personal trainers will need some specialised training, but this isn’t as extensive as a degree programme. Once qualified, you could work for a gym group, or you could start your own self employed fitness training company. ## 26. Driving Instructor Starting salary: £15,000 Average salary: £31,980 Top salary: £40,000 If you’re good behind the wheel and excellent at teaching, you might make a great driving instructor. Driving instructors need to be calm in stressful situations and be able to quickly build a rapport with their students. You don’t need a degree to be a driving instructor, but you will need to take an official exam to show that you know the rules of the road and can therefore teach them safely. ![Fashion Designer](https://cmdrecruitment.com/wp-content/uploads/2023/08/Fashion-Designer.png) ## 27. Fashion Designer Starting salary: £18,000 Average salary: £27,989 Top salary: £85,000 Fashion designers might work for high street fast fashion brands, or they might work for high end brands. It’s also common for fashion designers to start their own brands and make a name for themselves. While you will need a lot of creativity and originality to become a successful fashion designer, a degree isn’t always required. You could work your way up to becoming a designer by starting in an assistant role. ## 28. Chef Starting salary: £16,000 Average salary: £27,775 Top salary: £55,000 If you have a passion for food and love a fast-paced work environment, you could have a lucrative career as a chef. You could be working in a high street chain, an independent restaurant or even run your own place. Many chefs get to where they are by working their way up the ranks in a restaurant. This could mean starting out washing pots until there is a line cook role available. This will allow you to be around the kitchen environment and learn as much as you can about the skills and knowledge chefs are expected to have. ## 29. Musician/Instrumentalist Average salary: £21,061 Why have we excluded the starting and top salary for a musician? Simply because the sector is so varied and competitive, and it’s difficult to say with certainty what you might be able to earn. Some musicians do it for the love of music alone and never really make a living out of their passion, but some are able to piece together a career by taking a commercial approach. You could form a wedding band, secure a spot on an orchestra, or join a touring live band for an already established act. While you might not need a degree, you will certainly need talent and dedication. ![Film and Video Editor](https://cmdrecruitment.com/wp-content/uploads/2023/08/Film-and-Video-Editor.png) ## 30. Film and Video Editor Starting salary: £18,000 Average salary: £26,921 Top salary: £70,000 If you’re passionate about TV and film and want to work behind the scenes, a career as a film and video editor could be ideal for you. While many film and video editors get started by studying courses like media and communications, this isn’t always a prerequisite. If you can teach yourself the skills you need and then work your way up from an assistant role, then you have a good chance of entering this industry without a degree. Once you’re in, you can use your contacts to move into your next role. ## 31. Social Media Manager Starting salary: £20,000 Average salary: £32,360 Top salary: £60,000 If you’re always online and have your finger on the pulse of the latest trends, you can be confident you’ll make an excellent social media manager. If you’re keen to make your way into this field, you don’t have to pick up a university prospectus just yet. While a degree in [marketing](https://cmdrecruitment.com/disciplines/marketing/) might help, there are plenty of skills you can pick up on your own that will make you an excellent social media manager. This includes graphic design, video shooting and editing, and analysing statistics. You could work for a company in-house, or you could build your portfolio and offer your skills on a freelance basis. ## 32. Graphic Designer Starting salary: £18,000 Average salary: £27,265 Top salary: £60,000+ Graphic designers might be worried about the rise of AI, but they shouldn’t give up on their career choices just yet. If you have an eye for design and love to express difficult concepts through smart design, you could build a career as a designer based on your experience alone. For design roles, your portfolio is often more important than your qualifications. In many cases, university is just a time to learn new skills and build your portfolio, so you can save time by simply developing your skills in your own time. ![Software Developer](https://cmdrecruitment.com/wp-content/uploads/2023/08/Software-Developer.png) ## 33. Software Developer Starting salary: £18,000 Average salary: £50,014 Top salary: £70,000 Software developers help to build the products that make our lives easier. You could get started as a software developer on an apprenticeship or traineeship and learn the skills you need to grow your career. Like many career choices, your experience and portfolio will be more important than your education. ## 34. Web Developer Starting salary: £19,000 Average salary: £33,556 Top salary: £60,000 As a web developer, you could be building websites or web apps for companies big and small. Everyone needs an online presence these days, and there are always job openings for talented web developers. You could get started by completing short courses online, and then expand your skills in a junior web developer position. Web development is always changing, so it makes sense to approach this with a commitment to lifelong learning. ## 35. Mortgage Advisor Starting salary: £19,000 Average salary: £29,289 Top salary: £34,000 Mortgage advisors are responsible for helping individuals and couples to get on the property ladder. You’ll get to know people and advise them on the best mortgage options for their situation. To succeed in this role, you’ll have to have an analytical mind to be able to read between the lines of an application and see it from the lender’s perspective. Numeracy skills are helpful, but you don’t need formal qualifications in this sector. Experience and natural people skills will take you much further. ![Photographer](https://cmdrecruitment.com/wp-content/uploads/2023/08/Photographer.png) ## 36. Photographer Starting salary: £16,000 Average salary: £25,893 Top salary: £65,000 As a photographer, you might be working for the press, for brands, or even for yourself. Once you have found a sector where you excel, you can build your portfolio and gain more experience through doing. You don’t have to spend 3 years at uni taking photos to prove your worth. If you have the camera equipment you need and a supportive community, you’ll get the same experience as you would in formal education. ## 37. Sports Massage Therapist Starting salary: £18,000 Average salary: £25,929 Top salary: £41,000 A sports massage therapist offers a specific type of massage that helps with sports injuries and recovery. As a sports massage therapist, you might help ordinary people to deal with mobility issues, or you might help professional athletes recover from career-changing injuries. It is a highly varied role that requires passion, attention to detail and a willingness to continue to learn new things. You’ll need a sports massage qualification, but this won’t take as long to achieve as a full degree programme. ## 38. HVAC Technician Starting salary: £24,000 Average salary: £39,686 Top salary: £48,000 As an HVAC technician, you’ll be responsible for repairing, maintaining and installing heating and air conditioning units. This is often on an industrial scale, rather than in individual homes. You don’t need a degree to get started in this field, but you can take a training course to give you the basic overview you need to get started. Once you have the basic skills you need, you could secure an assistant role and work your way up. ![Wind Turbine Technician](https://cmdrecruitment.com/wp-content/uploads/2023/08/Wind-Turbine-Technician.png) ## 39. Wind Turbine Technician Starting salary: £28,500 Average salary: £30,572 Top salary: £47,000 If you have a head for heights and a passion for learning how things work, you could be an excellent wind turbine technician. Since green energy is so in demand at the moment, many companies are keen to attract workers to the sector, but they recognise there is an obvious [skills gap](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/). For this reason, there are plenty of apprenticeships and traineeships available to help encourage more people into the green energy sector. ## 40. Welder Starting salary: £22,000 Average salary: £35,735 Top salary: £45,000 Welders are in high demand in a wide range of industries including the automotive sector, aviation and maritime. As a welder, you will use special tools to permanently fix metal structures together. You’ll learn the skills on the job and develop through traineeships and apprenticeships. ## 41. Security Consultant Starting salary: £22,000 Average salary: £42,295 Top salary: £80,000 As a security consultant, you will advise companies on their cyber security measures. This could mean maintaining firewalls, performing a threat analysis and implementing security tests. There are no specific entry requirements for this role, you simply need to know your stuff and be able to implement it in a professional setting. You might also need to have good [people skills](https://cmdrecruitment.com/people-skills-important/), as you will be dealing with a diverse set of stakeholders. ![Pharmaceutical Sales Representative](https://cmdrecruitment.com/wp-content/uploads/2023/08/Pharmaceutical-Sales-Representative.png) ## 42. Pharmaceutical Sales Representative Starting salary: £19,000 Average salary: £28,761 Top salary: £60,000 Known as ‘reps’, medical sales people are responsible for travelling around hospitals and medical centres to sell products and medicines on behalf of large companies. You will need to have excellent people and sales skills to stand out in this sector. And while you don’t need a degree, you will need to have a basic grasp of the product in order to be an effective sales person. ## 43. Event Planner Starting salary: £18,000 Average salary: £26,865 Top salary: £40,000 Event planners are responsible for the planning and execution of events. This could include conferences, weddings, parties and award shows. You don’t need a degree in event management to get started. You could take a short course to give you the basics and then apply for an assistant role. Once you have worked on a few events, you might be ready to run your own events on a contract or freelance basis. From there, you build a name for yourself and expand your portfolio. ## 44. Hair Stylist Starting salary: £18,000 Average salary: £24,307 Top salary: £30,000 Hair stylists are responsible for cutting, colouring and styling hair for both men and women. You could be a general stylist and offer a bit of both, or you could specialise in one area. You’ll need to complete a Level 2 or 3 Diploma in Hairdressing to be considered for most junior stylist roles. From there, you’ll need to work your way up and build your portfolio. Social media has transformed the way many stylists do their work and can help to boost your freelance career. ![Floral Designer](https://cmdrecruitment.com/wp-content/uploads/2023/08/Floral-Designer.png) ## 45. Floral Designer Starting salary: £13,000 Average salary: £20,068 Top salary: £24,000 If you are creative and have a passion for flowers, you could have a great time working as a floral designer. You’ll create bouquets for special occasions, floral arrangements for weddings and even wreaths for funerals. Most florists get started doing a short course to learn more about working with flowers and then apply for a role with a larger company. If you have a head for business, you could also start your own flower company and this will allow you to have greater control over when you work and what projects you take on. Like any kind of creative role, your portfolio will be more powerful than any qualification. And while the earning potential might not be as high as some of the roles on this list, there is higher earning potential for florists who own their own companies. ## Highlights - 45 career paths demonstrate that degrees are not the only route to success - Many roles offer salaries above the UK average through experience alone - Skilled trades and technical careers provide long-term job security - Creative industries reward portfolios and [practical ability over qualifications](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner) - Apprenticeships allow you to earn while gaining valuable skills - Self-employment opportunities exist in multiple roles on this list ## Frequently Asked Questions ### Can you really earn a high salary without a degree? Yes, many careers offer strong earning potential based on skills, experience, and performance rather than formal education. ### What are the best industries for non-degree careers? Industries such as construction, [technology](https://cmdrecruitment.com/technical-recruitment), sales, [engineering](https://cmdrecruitment.com/engineering-recruitment), and creative sectors all offer excellent opportunities. ### Are apprenticeships worth it? Apprenticeships are one of the best ways to gain experience while earning, making them a strong alternative to university. ### Do these roles offer long-term career progression? Yes, many allow progression into senior roles, management positions, or self-employment with higher earnings. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [25 of the Highest Paying Jobs for an 18-Year-Old](https://cmdrecruitment.com/highest-paying-jobs-for-an-18-year-old) **Published:** December 30, 2025 **Author:** paul **Content:** **Quick Answer:** This article highlights 25 of the highest-paying jobs available to 18-year-olds in the UK, showing that with the right approach, you can secure well-paid roles even with little to no formal qualifications. **Key Takeaways** - There are many well-paid job opportunities available to 18-year-olds in the UK. - Entry-level roles can offer strong earning potential with tips or commission. - Some jobs require minimal qualifications but reward initiative and skill. - Career progression is possible in many of these roles. - Exploring different industries can help identify the best fit for your strengths. It’s no secret that the world of work is changing. With the advent of new technologies, the way we do business is evolving and with it, so too are the jobs that are in demand. If you’re an 18-year-old just starting out in your career, you may be wondering what the best options are for you. In this article, we’ll take a look at 25 of the highest-paying jobs for 18-year-olds in the UK today. ![25 of the Highest Paying Jobs ](https://cmdrecruitment.com/wp-content/uploads/2022/08/25-of-the-Highest-Paying-Jobs-.png) You might assume that the only work available to you is zero-hour contracts on minimum wage, but this isn’t the case. With a little bit of planning and initiative, you could be earning a healthy salary with good opportunities for career progression. Read on to learn the 25 jobs you could land at age 18 with little to no qualifications. ## 1. Retail Sales Associate The retail sector has been one of the most popular industries for 18-year olds and it’s easy to see why. There are plenty of entry-level roles available, many of which don’t require any qualifications. One such role is as a retail sales associate. As a sales associate, you’ll be responsible for working on the shop floor and assisting customers. Your earning potential will depend on the type of store you are working in. Look for high-end stores that offer commission for sales if you want to boost your earnings. ## 2. Waitstaff Another common entry-level job for 18-year-olds is waiting tables. This role is often found in restaurants, cafes, and bars. As a member of the waitstaff, you’ll be responsible for taking customer orders, serving food and drinks, and clearing tables. Your earnings will depend on the level of [customer service](https://cmdrecruitment.com/disciplines/administration/) you provide because you will be able to enhance your earnings through tips. ## 3. Office Administrator If you’re looking for an office-based role, why not consider becoming an administrator? This is a great entry-level job for those with good communication and organisation skills. As an administrator, your duties will include answering phones, filing paperwork, and dealing with customer enquiries. You could work in a variety of different sectors, with some sectors (like law and finance) offering premium salaries. ## 4. Customer Service Representative Another job that’s well-suited to those with good communication skills is customer service. As a customer service representative, you’ll be the first point of contact for customers dealing with a company. Your duties will include handling customer enquiries and complaints, providing information about products and services, and resolving any issues. The customer service sector is huge, with plenty of opportunities for career progression. You might also have the option to work from home. ## 5. Marketing Assistant If you’re creative and have an interest in marketing, working as a marketing assistant could be the perfect job for you. In this role, you’ll be responsible for supporting the [marketing team](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team/) with various tasks such as creating marketing materials, conducting market research, and organising promotional events. This is a great role for those who want to get their foot in the door of the competitive world of marketing. ## 6. Human resources assistant Working in [human resources](https://cmdrecruitment.com/career-in-human-resources-for-2022/) (HR) is a great option for those who are interested in people and have good organisation skills. As an HR assistant, you’ll support the HR staff with tasks like recruiting new employees, organising training, and dealing with employee enquiries. This is a fast-paced and demanding role, but it’s also very rewarding. You’ll need to be able to handle sensitive information discreetly and have excellent people skills. ## 7. Recruitment Consultant If you’re interested in working in HR but want a more challenging role, you could become a recruitment consultant. In this role, you’ll be responsible for finding suitable candidates to fill vacant positions within a company. This involves conducting interviews, sourcing candidates, and managing the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) from start to finish. Recruitment companies are often keen to hire college leavers with drive and ambition. ## 8. Delivery driver If you have your driving license, working as a delivery driver could be a great option. You’ll be responsible for delivering goods to customers within a designated area. This job is often suited to those who enjoy working independently and have good time management skills. There are many different types of delivery driver roles, from food delivery to parcel delivery ## 9. Postal worker If you don’t have a driving license but still want to work in the delivery industry, you could become a postal worker. In this role, you’ll be responsible for sorting and delivering mail within your local area. This job is often suited to those who enjoy being active as it involves a lot of walking and could also include some early starts. To get your foot in the door, try taking on a seasonal role at Christmas when they have increased demand. ## 10. Tutoring Working as a tutor is a great option for recent college leavers because everything you have learned at school will still be fresh. You could become a private tutor, working with students one-on-one, or you could work for a tutoring company. As a tutor, you’ll be responsible for helping students to improve their grades and achieve their academic goals. If you’re patient and enjoy working with people, this could be the perfect job for you. ## 11. Virtual assistant If you are very organised and like creating processes, a virtual assistant role could be ideal for you. You’ll work from home with clients that need help with things like managing their social media accounts, scheduling appointments, and dealing with customer enquiries. This is a great job for those who are self-motivated and can work independently. ## 12. Social media manager If you’re a whiz with social media and have an interest in marketing, working as a social media manager could be the perfect role for you. Employers are often looking for young people to manage their social media channels as they are digital natives, so use your age and experience with social media to your advantage. As a social media manager, you’ll be responsible for creating and managing content, engaging with followers, and running promotional campaigns. ## 13. Event planner Do you love organising events and making things happen? If so, working as an event planner could be the perfect role for you. You could start this as a freelance business and work your way up, or you could look for an apprenticeship role to get a foot on the ladder. This is a fast-paced role, and you’ll need to be comfortable working to tight deadlines. ## 14. Personal trainer If you’re already active and enjoy helping people to reach their fitness goals, you could easily train as a personal trainer. In this role, you’ll be self-employed, or you might work for a gym. As a personal trainer, you’ll be responsible for designing workout programmes and helping clients to achieve their fitness goals. You’ll need to have excellent people skills as you’ll be working closely with clients and motivating them to stay on track. ## 15. Recycling collector If you’re looking for an entry-level job that doesn’t require any qualifications, then working in the waste and recycling sector would be ideal for you. While these roles might have a bad reputation, they are actually very well paid and offer some great benefits. As a recycling collector, you’ll be responsible for collecting recyclable materials from homes and businesses in your local area. This job is often suited to those who enjoy being active as it involves a lot of walking. ## 16. Dog walker If you love spending time outdoors and have a soft spot for animals, working as a dog walker could be ideal. You could advertise your services in your local area, or you could sign up with a pet sitting agency. As a dog walker, you’ll be responsible for walking dogs and providing them with some companionship while their owners are out. This job is great for those who want to work flexible hours as you can often choose when you work. ## 17. Cleaner If you’re looking for a simple way to earn money, becoming a professional cleaner is a great place to start. You could work in a private home, or you could sign up with a cleaning agency. As a cleaner, you’ll be responsible for tasks like vacuuming, dusting, and mopping. This job is suited to those who don’t mind getting their hands dirty and are happy to work alone. ## 18. Gardener If you love being outdoors, then a job as a gardener would be ideal. You could work for a landscaping company, or you could start your own business. As a gardener, you’ll be responsible for tasks like mowing lawns, trimming hedges, and planting flowers. This job is great for those who are active as it can involve a lot of manual labour. You might also need some knowledge of greenery, but this can also be picked up on the job. ## 19. Nanny If you love working with children, then becoming a nanny would be perfect for you. You could work for a family, or you could sign up with a childcare agency. As a nanny, you’ll be responsible for caring for children and helping them to meet their developmental milestones. This job is suited to those who are patient and have a lot of energy, as it can be physically and emotionally demanding ## 20. Car valet If you’re good with your hands and have an eye for detail, then working as a car valet could be the perfect job for you. You could work for a dealership, or you could start your own business. As a car valet, you’ll be responsible for cleaning and polishing cars. This job is great for those who take pride in their work and are happy to work alone. If you specialise in valeting high-end sports cars, you could quickly establish yourself as the go-to valet in your local area. ## 21. Barber If you’re interested in hair and fashion, then working as a barber could be the perfect job for you. You could start your own business or work for an existing salon. As a barber, you’ll be responsible for cutting and styling hair. You’ll need to have good people skills as you’ll be working closely with clients. This job is suited to those who are creative and enjoy being around people. ## 22. Tattoo artist If you’re interested in art and have a steady hand, then working as a tattoo artist is a great way to combine your skills and interests. You’ll need to build your portfolio and find some willing guinea pigs to be the canvas for your first few tattoos, but after that, you could start your own business. As a tattoo artist, you’ll be responsible for creating tattoos for your clients. This job is suited to those who are creative and have a good eye for detail. ## 23. Catering staff If you have a passion for high-end dining or events, you could take on work with a catering company. Training is often offered on the job, and you could work your way up to a supervisory or management position. You might also get to work for tips, which could greatly increase your earning potential, particularly if you are working for fancy events. ## 24. Home health aide A home health aide works with elderly or disabled patients in their homes, providing basic medical care and helping with activities of daily living. No formal qualifications are required for this job, although you will need to undergo some training. The job can be emotionally demanding, but it is also very rewarding. ## 25. Mover If you are strong and physically fit, you could work as a mover. You will need to be able to lift heavy furniture and appliances, and you may have to do a lot of walking or standing. The pay is not always great, but it can be very good if you are working for a large company or for tips. These are just a few of the highest-paying jobs that an 18-year-old could secure with limited qualifications in the UK. Although many of these jobs require some form of training, they are all relatively easy to get into and provide an excellent opportunity to earn a good wage. ## Highlights - There are multiple high-paying job options available at age 18 with minimal qualifications - Many roles offer additional earnings through tips, commission, or self-employment - Entry-level jobs can provide strong [career progression](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career) opportunities - Both office-based and hands-on roles are accessible to young workers - Initiative and skill development can significantly increase earning potential ## Frequently Asked Questions ### What does this topic mean? This topic highlights the range of job opportunities available to 18-year-olds in the UK, focusing on roles with strong earning potential. ### Why is this topic important? It shows that young people are not limited to minimum wage jobs and can build rewarding careers early on. ### How does this affect job seekers or employers? Job seekers can explore diverse career paths, while employers can tap into young talent with potential for growth. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [No Response After an Interview? A Guide To Follow Up By Email](https://cmdrecruitment.com/no-response-after-an-interview-follow-up-by-email) **Published:** December 20, 2025 **Author:** paul **Content:** **Quick Answer:** If you don’t hear back after an interview, it doesn’t always mean rejection—sending a polite follow-up email can clarify your status while maintaining professionalism and keeping opportunities open. **Key Takeaways** - Interview ghosting is increasingly common but often not personal. - Setting expectations during the interview can help you know when to follow up. - A short, polite follow-up email can prompt a response and show professionalism. - Avoid negative reactions—maintaining professionalism protects future opportunities. - If there’s still no reply, move on and focus on other roles. Most companies know that they need to respond to all candidates after an interview, but there are some instances when this might not happen. This is known as ghosting, and it’s happening more and more in 2025 as communication rules are becoming more relaxed. It’s worth noting that ghosting can happen both ways. Employers are disappearing on candidates, sometimes after multiple rounds of interviews. Candidates are also ghosting employers, sometimes not showing up for jobs they have been offered and accepted. For the candidate, this can be very confusing. You spend all that time preparing for the interview, so when you get nothing but silence, it can be disheartening and demotivating. And for companies, it can be a serious spanner in the works when you’ve made plans to start [onboarding a candidate](https://cmdrecruitment.com/onboarding-for-employee-retention) and they simply don’t show up. Knowing what to do in the face of an employer ghosting you during the application process is an essential skill for candidates. First we need to understand why it happens, if there is anything you can do to turn silence into insight, and finally, how to move forward with grace and professionalism so that you don’t harm your chances of being hired elsewhere. Before you let a lack of response knock your confidence, you should always follow up with the company to confirm what is happening. It could be that there is a simple explanation, so don’t give up on the role just yet. Here’s our guide to following up after an interview if you’ve had no response. ![Why do companies ghost candidates?](https://cmdrecruitment.com/wp-content/uploads/2022/07/Why-do-companies-ghost-candidates.png) ## Why do companies ghost candidates? Sometimes, you haven’t been ghosted, you’re simply in the middle of an interview process that is slower than you might like. Companies are becoming more precious about who they hire, so they might move quickly in the beginning, and then hit the brakes when the time comes to make a final decision. It’s not ideal, but before you assume the worst, always follow up with the company to check if they are still considering your application. It could be that they have decided to conduct another round of interviews to broaden their search, or a previously unavailable candidate might have made themselves available again. In the absence of concrete information about what is happening, try not to assume the worst. It might not be best practice from the company to take so long and leave candidates wondering what is happening, but you don’t want to harm your chances by sending a rude follow-up email. If a company has ghosted your application, there is a good chance they aren’t planning to follow up with you. This can be incredibly disheartening for applicants, but try to remain positive. It’s often nothing to do with your application, and often comes down to the organisation’s readiness to hire. They might have hit the breaks on recruitment due to an unexpected business downturn, and they might lack the resources or training to know that they need to inform candidates. ## How can you reduce the chance of no response? The simplest way to make sure you know the next steps in the interview process is to ask. When you are given the chance to [ask questions in an interview](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/), always ask what you can expect in the next stages. This will help you to plan accordingly. So, if the panel says that the next stage will be to inform the candidates after the weekend and you haven’t heard anything by Tuesday evening, you know it’s time to take action. Asking this question also sets an expectation in the mind of the interviewer. They know that you are awaiting the next steps, and they have also set expectations. The ball is in their court to honour this communication deadline. It also gives you a framework for when you can follow up. ![What does no response mean?](https://cmdrecruitment.com/wp-content/uploads/2022/07/What-does-no-response-mean.png) ## What does no response mean? No response doesn’t always indicate bad news, so it’s important to remain professional and courteous. Sending a rude email after not getting a response about the outcome of your interview could quickly backfire. The same goes for heading to social media to badmouth the company. If the panel needed a little more time to consider, your rude email or LinkedIn post could help them to rule you out as a potential candidate. These are some of the most common reasons hiring [managers don’t respond after an interview:](https://cmdrecruitment.com/hr-manager-interview-questions-with-examples/) - They have hit the brakes on hiring. Sometimes they have to hit the brakes on hiring for a new role. This can be annoying, particularly if you spent a lot of time preparing for the interview, but it does happen. It’s important to remain polite in this situation as the [hiring process](https://cmdrecruitment.com/identifying-the-best-candidates) could start up again in the future. - They have offered the role to another candidate. It’s not uncommon for hiring managers to wait until the role has been accepted and they have finalised the contracts before letting other candidates know they are unsuccessful. There is always the chance that something could fall through – such as the successful candidate receiving a negative reference – so keep things polite and courteous, as you might be their second choice. - They simply need more time to decide. Hiring new people takes time, and sometimes hiring managers are also doing other jobs, so they don’t have time to devote to finding the right candidates. Again, it’s important to remain polite so that you don’t rule yourself out. - They simply don’t respond to unsuccessful candidates. It’s not ideal, but some hiring managers focus on the successful candidates and ignore the rest. While this might feel incredibly rude, it’s important not to have a similarly rude response. Stay courteous and polite so that you don’t ruin your chances with the company in the future. - They forgot. If you interviewed with a small company, there is always the chance that this task slipped through the cracks. While it isn’t ideal, it can happen, so try not to be too perturbed by this fact. ![How to follow up by email](https://cmdrecruitment.com/wp-content/uploads/2022/07/How-to-follow-up-by-email.png) ## How to follow up by email If you haven’t received any response and you have waited a reasonable amount of time, it would be perfectly acceptable to follow up by email. Remember to keep it polite and simply ask for an update on the status of your application. These are a few things you should include in your email to make sure you remain professional but also prompt a response. - Start by reiterating your interest in the role. - Ask for an update on the status of your application. - Consider asking for feedback on your interview performance. - Thank them for their time. You don’t need to second-guess their reasons for not responding or speculate on what has happened. You can simply request an update and then wait for their response. Your email might look like this: “Dear Sir or Madam, Thank you for your time on Wednesday 15th June, it was great to hear more about your company and the role available. I am just writing to check if there has been any update on the status of my application? I am very interested in the role and would love to hear more. If you have any feedback on my interview performance, that would also be greatly appreciated. Kind regards, Your Name” If you still don’t receive a response after sending this email, it might be best to assume that they won’t be responding and move on. It can be difficult to do this, but it is important to remember that there are other companies out there who would love to have you as their employee. ![Communication through other channels](https://cmdrecruitment.com/wp-content/uploads/2022/07/Communication-through-other-channels.png) ## Communication through other channels Hiring in 2025 has become much more relaxed, with some hiring managers reaching out to candidates in less formal ways such as LinkedIn and WhatsApp messages. This can hugely impact the role of communication in the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/), as it makes it more informal. You might follow up with a short message such as: “Hello, just following up on the status of my application. Looking forward to hearing from you.” This is all that needs to be said, and repeat messages won’t help to deliver any further clarity. If you have been communicating through these channels on the run up to your interview, you can continue to follow up using these channels after the interview. However, this can add an additional layer of mistrust, as it may show you when messages have been seen but not responded to. While the communication channel might be informal, you should always aim to maintain a sense of professionalism at all times. Multiple messages in a row or rude messages should always be avoided, as this could damage your position. While you might feel you have a direct line of communication with the hiring manager, bear in mind that they might not be ready to communicate with you yet. An example of this would be when the role has been offered to another candidate, but that candidate has changed the goal posts by demanding more money than the company can offer. The hiring manager cannot communicate this with you, so they will go silent until the next steps have been decided. If you respond to this with a rude message or multiple messages demanding a response, you can be [confident](https://cmdrecruitment.com/helping-candidates-rebuild-confidence/) you’ll no longer be their second choice if the offer to the first choice candidate falls through. ## How to move on from no response Going through the interview process and then hearing nothing can be an emotionally intense experience. You might be feeling hurt that you dedicated time to the process and showed so much enthusiasm, only to be ignored. It’s also common to feel a certain amount of anger at the company; after all, this is a very rude way to handle this issue. The best thing you can do for your career and for your own peace of mind is to not make it about you. Essentially, you have dodged a bullet, and a company that treats candidates this poorly is unlikely to treat their employees any better. Keep your grievances off social media, even if you decide to complain about them without mentioning the name of the company. Hiring managers might see public complaints as an aggressive move, which could influence how they approach your application. There is also the chance that wires have been crossed and the responsibility for getting back to candidates fell between the cracks. It’s not ideal, but mistakes do happen, and the company might come back to you at a later date to apologise. If you want to keep the door open for future opportunities, always keep your communication polite and professional. Also bear in mind that people within these organisations might move around, and you don’t want your name to be associated with a rude outburst. Want help staying on the radar after an interview? Let CMD Recruitment coach your job search or help you land your next opportunity—[get in touch](https://cmdrecruitment.com/contact/) or check our live roles today. ## Highlights - Ask about next steps and timelines during the interview to set expectations. - No response doesn’t always mean rejection—there may be delays or internal changes. - A polite follow-up email helps clarify your status and reinforces your interest. - Keep communication professional and avoid speculation or frustration. - If you still receive no reply, move forward and focus on new opportunities. ## Frequently Asked Questions ### What does this topic mean? It refers to situations where employers fail to respond after an interview, and how candidates can professionally follow up and manage the outcome. ### Why is this topic important? Understanding how to respond to interview silence helps candidates protect their reputation, maintain confidence, and stay proactive in their job search. ### How does this affect job seekers or employers? Job seekers must handle follow-ups professionally, while employers risk damaging their reputation if communication breaks down. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [The UK Employment Outlook for 2026: What Jobseekers Need to Know](https://cmdrecruitment.com/uk-employment-outlook-for-2026) **Published:** January 10, 2026 **Author:** paul **Content:** **Quick Answer:** The UK employment outlook for 2026 looks mixed but cautiously positive. Some sectors are expected to recover as confidence returns, while jobseekers will need to adapt to AI, evolving employer expectations and changing recruitment strategies. **Key Takeaways**- Some sectors are expected to recover as confidence returns in 2026. - AI will continue to reshape roles, but human oversight remains essential. - Soft skills are becoming increasingly valuable. - Entry-level roles are more limited, changing early career pathways. - Jobseekers may need to rethink traditional job search strategies. This article explores the UK employment outlook for 2026, highlighting key job market trends and how jobseekers can adapt to changes driven by AI, shifting employer expectations and evolving recruitment practices. - Some sectors are expected to recover as confidence returns in 2026. - AI will continue to reshape roles, but human oversight remains essential. - Soft skills are becoming increasingly valuable. - Entry-level roles are more limited, changing early career pathways. - Jobseekers may need to rethink traditional job search strategies. If you’re looking for work at the moment, or if you suspect you’ll be looking early in 2026, you might be curious to know what the job market is doing. It’s easy to fall into the trap of listening only to statistics or anecdotes. Make no mistake, some sectors are struggling at the moment, and young people seem to be bearing the brunt of this downturn. Regardless, there are some sectors that are faring better than others, and changes on the horizon could spell big changes in recruitment trends. We’re looking at some of the biggest trends in the UK job market for 2026 and what jobseekers need to know to be able to capitalise on these opportunities. ## Cautious optimism It would be fair to say that 2025 has been fairly volatile for jobseekers, with lots of uncertainty and employers holding their cards close to their chests. In 2026, we expect to see some easing of budgets and confidence returning to many sectors. This should lead to hiring growth and expansion of existing budgets. If you’re thinking about making a move, you may want to stay put until you’ve found another job, as it is very much an employer’s market at the moment. ## AI integration continues The buzzword that dominated 2025 is going to continue to show up in workplace conversations in 2026 and beyond. Employers are becoming more AI literate and starting to find ways to integrate it more naturally with workflows. This doesn’t mean that jobs are going to start disappearing in droves just yet, as companies will still need people to manage the AI output. It could mean that you could be expected to [update your CV](https://cmdrecruitment.com/5-signs-that-you-need-to-update-your-cv/) with new skills in 2026. Bear in mind that employers still don’t have an accurate measure for AI competence, so be wary about positioning yourself as an expert just yet – awareness and curiosity should suffice. ## Emphasis on soft skills One side effect of AI taking care of the grunt work is that soft skills are going to become more and more important for 2026 and beyond. Communication, team work, collaboration and stakeholder management are going to be key skills in demand for 2026. Those who have thrived on efficiency at the expense of their soft skills might find that they have to adapt to new ways of working. **Adapt to Change** Jobseekers who stay informed about AI, workplace expectations and [hiring trends](https://cmdrecruitment.com/4-hiring-trends-to-watch-in-2026/) will be better positioned for opportunities in 2026. **Focus on Transferable Skills** Strong communication, teamwork and adaptability can help candidates stand out as roles and industries continue to evolve. ## Entry level roles are scarce Another side effect of AI proliferation is that entry level roles are becoming much harder to find. These roles are usually taken up by graduates entering the workforce for the first time and will give them experience and proximity to the action, without actually placing any real responsibility on their shoulders. It’s a great learning opportunity, but unfortunately, these roles have been cut due to efficiencies brought in by AI. It’s going to be a tough time for those trying to break into new industries, but rest assured that companies will have to adapt their [talent pipelines](https://cmdrecruitment.com/building-a-resilient-talent-pipeline-in-an-era-of-uncertainty/). It could just mean that your first role is a lot more involved than you might be anticipating. ## Hybrid working continues This will vary on a case-by-case basis, but some companies are stripping back [hybrid working](https://cmdrecruitment.com/hybrid-working-vs-flexible-working/) benefits, or removing them entirely. The arrival of AI has sown more seeds of doubt for employers, and they are no longer content to leave workers to it and trust the outcome. If you’ve been brought back into the office, it’s likely because your employer wants to see a more proactive approach to your role. [AI](https://cmdrecruitment.com/why-is-artificial-intelligence-important-in-recruitment/) will soon take care of the routine tasks, so employees are going to need to show what they bring to the table outside of this. Doing this in the office in a collaborative environment is going to become more important for employers. ## Change in job seeking strategies AI has also made itself comfortable in the recruitment sector, and both sides of the table have been experimenting with how to make this work best. Employers are using AI to streamline the selection process, and prospective hires are also using AI to help tailor their CVs to roles. The old approach is not likely going to be very effective for much longer, and employers will be looking for candidates that are comfortable thinking outside of the box. This could mean more creative job seeking strategies, like in-person networking and finding ways to show off your niche expertise. ## Should candidates be concerned? While recruitment and job hunting might be changing, it shouldn’t be cause for concern just yet. If you feel out of your depth and unsure, just remember that the majority of [hiring managers](https://cmdrecruitment.com/what-hiring-managers-can-do-to-alleviate-economic-uncertainty-in-2025/) will feel the same way. The best thing you can do to improve your chances of success in 2026 is to stay on top of developments and be adaptive to change. ## Highlights - UK job market 2026 - AI in the workplace - Soft skills demand - Entry-level role shortages - Hybrid working changes - Evolving recruitment strategies ## Frequently Asked Questions ### Is the UK job market expected to improve in 2026? Many sectors are expected to see renewed confidence and gradual hiring growth, although competition for roles may remain high. ### Will AI replace jobs? AI is changing how work is done, but people are still needed to manage outputs, make decisions, and apply soft skills. ### How can jobseekers stay competitive? Staying adaptable, building soft skills, and using creative job search methods can help improve prospects. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team**This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Interview Question “What Does Quality Mean to You?” Example Answers](https://cmdrecruitment.com/what-does-quality-mean-to-you) **Published:** December 15, 2025 **Author:** paul **Content:** **Quick Answer:** This guide explains how to answer “What does quality mean to you?” by aligning your definition with the role, demonstrating real examples, and showing how your standards deliver measurable results. **Key Takeaways** - Quality means different things depending on the role and industry. - Employers assess whether your standards align with company expectations. - Strong answers include real examples with measurable outcomes. - Balancing quality, efficiency, and deadlines is essential. - Preparation helps tailor your answer to the job description. Quality can mean different things to different people. For some, it’s about perfectionism and going above and beyond to get the job done. For others, it’s all about meeting deadlines, even if that means things aren’t completely perfect. And in some cases, it’s about delivering a premium quality product that blows the competition out of the water. It’s important to ask this question in a job interview to get a sense of what the candidate values. It can also help to ensure that candidates will fit in with the [company culture](https://cmdrecruitment.com/company-culture-explained) and get on well with the rest of the team. If your whole team values attention to detail and you hire someone who thinks that “done is better than perfect”, you might have some personality clashes. As a candidate, you should answer this question honestly, but also with the role in mind. You need to have a good understanding of the role on offer. When you understand the job description, you should have an easier time impressing with your answer. In this guide, we’ll explore why [interviewers ask](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) this question, what quality really means in the workplace, and how you should formulate your answer. ## Why do employers ask this question? Employers ask “what does quality mean to you” to get an idea of what you value. Quality implies a degree of excellence, and it can be applied to the work we do every day. Employers want to know that their workers are going to strive for excellence in their work. If the company is going to let you near their customers or clients, they need to know that you’re on the same page. As you’ll be representing the company, they need to know that you have the same high standards and expectations. ## What does quality look like in the workplace? Quality will mean different things in different workplace settings. For example, quality will be a very different meaning for a [customer service](https://cmdrecruitment.com/disciplines/administration/) role than it would be for an engineering role. Here are a few examples of what quality could look like in the workplace: - Delivering excellent customer service and ensuring that every customer feels like the number one priority. - Responding to clients quickly and making them feel like their account is your biggest priority. - Performing rigorous testing on new products before they are delivered to customers. - Picking and packing products carefully so that they arrive with customers without any damage. - Delivering projects on time and under budget to help secure savings for the business. - Investing in better materials to produce a superior product. ## How should you answer this question? While it might sound like a straightforward question, you should still break it down into a few parts. You can also provide further detail by giving an example of a time when you demonstrated your commitment to quality. Your answer could be structured in the following way: - A brief overview of your understanding of quality - How you apply this to your work - An example of how you have demonstrated your commitment to quality ## Example answers to “what does quality mean to you?” Now that you have an understanding of what employers are looking for with this answer, we can look at some example answers. ### **Example #1** “For me, quality is all about meeting and exceeding customer expectations. It’s making sure that every detail is perfect, and that the product is delivered on time and up to standard. In my recent role, I implemented new testing protocols at every stage in the design process so that we could deliver new products on time and on budget. After six months, we noticed a significant improvement in our average customer rating on the Apple app store.” This is a great answer as it not only shows what you do to achieve quality but also gives the employer an idea of the results. Employers want to know that your actions will have tangible results for their company. If you can get specific and provide data, even better. ### **Example #2** “To me, quality is about doing things right the first time. It’s attention to detail and taking pride in your work. It’s making sure that everything meets the highest standards before it goes out the door. While I was a student, I worked as a warehouse operative responsible for picking and packing customers’ orders and making sure their products arrived safely. I created my own system to double-check orders before they were sealed to ensure nothing was missing from the order. This resulted in a 25% reduction in returns as more customers received exactly what they order.” Your answer doesn’t have to be about your most recent role. In this example, the candidate recalls a situation from when they were working a [part-time job](https://cmdrecruitment.com/is-there-any-such-thing-as-a-part-time-job/) as a student. It might not be completely relevant to your most recent job, but it shows that you take quality seriously, no matter how senior your role is. ### **Example #3** “Quality is important to me because it reflects on the company as a whole. I am very conscious of how my behaviour will reflect on my employer and will always go above and beyond to help clients. As a key account manager, I was responsible for updating 8 of the top billing clients on the progress of their marketing campaigns. At the start of each project, I asked each client how I could meet their expectations for checking in and updating them. I then created a weekly schedule to ensure every client got the attention they needed to feel like a priority. This resulted in a 75% increase in repeat business from my accounts and a 50% increase in referrals.” This answer gets very specific about what they did and why they did it. It also shows initiative, as the candidate implemented a new process that resulted in more business. If you can offer real-world examples of how your commitment to quality has improved a business, this will certainly work in your favour. ## Highlights - “Quality” varies depending on the role, industry and company expectations - Employers use this question to assess values and cultural fit - Strong answers balance attention to detail with efficiency and deadlines - Using measurable results makes your answer more impactful - Examples can come from any role, including part-time or early career jobs - Tailoring your response to the job description improves relevance ## Frequently Asked Questions ### What does this topic mean? This question explores how candidates define and deliver quality in their work, helping employers assess standards and expectations. ### Why is this topic important? Understanding quality ensures alignment between [employee performance](https://cmdrecruitment.com/productivity-vs-pay) and company standards, which impacts customer satisfaction and business success. ### How does this affect job seekers or employers? Job seekers must demonstrate how they deliver consistent, high-quality work, while employers use this to ensure candidates match their expectations and culture. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [What is the Average Salary in the UK vs. the US?](https://cmdrecruitment.com/average-salary-uk-vs-us) **Published:** June 10, 2023 **Author:** paul **Content:** **Quick Answer:** While salaries in the US are typically higher than in the UK, this doesn’t always mean workers take home more money. Differences in healthcare, pensions, taxes, and employee benefits mean UK workers often have similar—or even better—overall financial security. **Key Takeaways** - US salaries are generally higher, but costs like healthcare reduce take-home income. - UK workers benefit from free healthcare and stronger social protections. - Paid holiday entitlement is significantly higher in the UK. - Income disparity is greater in the US, skewing average salary figures. - Comparing salaries alone doesn’t give a full picture of financial wellbeing. The average salary in the US is higher than in the UK, but it’s important not to read too much into this. Just because US workers typically earn more, this doesn’t mean that they have more money to spend. There are many factors that determine the disposable income that employees have at the end of the money, including healthcare, taxation and other deductions. There is a good reason why employee salaries vary between the two countries. In this guide, we’ll explore why there are differences and what these differences mean for employees. ## What is the average salary in the UK and the US? The average salary in the US was around $58,260 in 2021. In the UK, the average salary was around $38,291 when converted to dollars. This might feel like a drastic difference between two countries that are economically similar, but there are some considerations to think about. Comparing salaries between countries like-for-like is problematic, because it doesn’t give you a complete picture. The take-home salary, for example, will be vastly different because of the different tax systems. There are also extra perks to consider. For example, in the UK, all full-time workers are entitled to 28 days’ [paid annual leave](https://cmdrecruitment.com/is-your-holiday-allowance-enough/) per year. In the US, there is no minimum amount, so it’s down to individual companies to decide in line with state law. Around 77% of private companies offer 8 days of paid annual leave per year, on average. ![Why are UK salaries low compared to the US?](https://cmdrecruitment.com/wp-content/uploads/2023/06/Why-are-UK-salaries-low-compared-to-the-US.png) ## Why are UK salaries low compared to the US? UK salaries are low across all demographics for a few key reasons. The UK has more protections for employees than in the US, and this is paid for in the form of better social welfare. As a result, employers can offer lower wages as they can be confident their workers will be able to afford the cost of living. The main differences between UK and US salaries come down to the following factors: - Pensions - Healthcare - Holiday entitlement - National income disparity - Cost of living Let’s look at each of these factors in more detail: ### 1. Pension provisions In the UK, pensions are mandatory, whereas they are optional in the US. In the UK, employees contribute a portion of their income towards their pension and then their employer matches this contribution. In the US, employers can set up their own pension funds, but it isn’t something that their employer is compelled to offer. ### 2. Healthcare Since healthcare in the US is not free, this is factored into US salaries. In the UK, everyone can access the National Health Service for free. Workers in the US will have to pay for health insurance, so employers need to offer higher wages to enable them to afford this. By offering a national health service that is funded by taxes, employers may earn less, but this ensures that everyone has access to basic healthcare. ![Holiday entitlement](https://cmdrecruitment.com/wp-content/uploads/2023/06/Holiday-entitlement.png) ### 3. Holiday entitlement As mentioned above, UK workers have access to more paid time off per year. They also get [sick pay](https://cmdrecruitment.com/ssp-reform-new-sick-pay-rules) and income protection. So, while they might earn less than counterparts in the US, they also get the chance to rest and recharge, which can be an invaluable benefit. ### 4. Income disparity While this is also a problem in the UK, income disparity across the population is a far bigger problem in the US. This means that average incomes are skewed by very high and very low salaries. ### 5. Cost of living While similar, the cost of living in the US is slightly more expensive than in the UK. Factors such as student loan repayments will have a big impact on a graduate’s disposable income in the UK versus the US. ## How does income disparity impact this data? Income disparity is the gap between the biggest and the smallest earners. While it is a problem in both countries, it is more prevalent in the US. In 2020, the richest 5% of people earned 23% of all income in the US, while the bottom 20% made just 3% of all income. In the UK, 42% of all income went to the top earners, while 7% went to the bottom earners. Things like location, education, social demographics and taxation will all have an impact on income disparity. ![Which industries pay the most in the UK and the US?](https://cmdrecruitment.com/wp-content/uploads/2023/06/Which-industries-pay-the-most-in-the-UK-and-the-US.png) ## Which industries pay the most in the UK and the US? The [highest paying industries](https://cmdrecruitment.com/highest-paying-jobs-for-an-18-year-old/) vary by each country. This will have a significant impact on average earnings. In the US, the top paying industries are: - Tech - Law - Finance - Insurance - Healthcare - Agriculture While in the UK, the top paying industries are: - Oil mining - [Finance](https://cmdrecruitment.com/highest-paying-jobs-in-accounting/) - Tech - Law - Insurance While there are some similarities, subsidisation within the healthcare sector means that these workers are paid less. However, perks of the role and job security are thought to make up for these lower wages. Having a national health service means that all healthcare professionals are paid the same for their work, so there are only regional differences to account for places with a higher cost of living. ![Conclusions on UK vs US salaries](https://cmdrecruitment.com/wp-content/uploads/2023/06/Conclusions.png) ## Conclusions While salaries might be more inflated in the US, it’s important not to draw any conclusions from this. The real-world take home pay of workers in the UK and the US is likely to be the same for similar work. While there are some opportunities that pay more in each territory, like-for-like comparisons are unlikely to reveal anything other than a different societal structure. The key takeaway you need to know is: - Salaries in the US are higher than in the UK. - The UK has wider social protections which protect workers but also keep wages lower. - UK workers are legally entitled to more time off, so they work less than their US counterparts. - UK workers also have access to free healthcare through the National Health Service. - And finally, UK workers also have a compulsory pension scheme which their employer will also contribute to. - So, while UK workers might be offered lower salaries, the [employee benefits](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) and perks of working in the UK will often outweigh the downsides. ## Highlights - US salaries appear higher, but expenses reduce real income - UK workers benefit from stronger social protections - Healthcare costs significantly impact US disposable income - Paid leave is much more generous in the UK - Income inequality skews salary averages in the US ## FAQs **Are salaries really higher in the US?** Yes, on average—but higher costs such as healthcare and insurance reduce the difference in real terms. **Why does the UK have lower salaries?** Because of stronger worker protections, free healthcare, and pension contributions funded partly by employers. **Which country offers better work-life balance?** The UK generally offers better work-life balance due to higher holiday entitlement and worker protections. **Does income inequality affect salary comparisons?** Yes, especially in the US where extreme high earners can skew the average salary figures. **Looking for your next opportunity?** Explore the latest roles, compare salaries, and get expert advice to help you make informed career decisions. - [Browse current vacancies](https://www.cmdrecruitment.com/jobs/) - [Read more career advice](https://www.cmdrecruitment.com/career-advice/) - [Speak to a recruitment expert](https://www.cmdrecruitment.com/contact/) **About the Author** **CMD Recruitment** CMD Recruitment is a UK-based recruitment specialist helping candidates and employers connect across a wide range of industries. With expert insight into salaries, hiring trends, and career progression, the team provides practical advice to support job seekers at every stage of their journey. **Categories:** Advice --- ### [Interview Question “What Sets You Apart From Other Candidates? Great Example Answers](https://cmdrecruitment.com/what-sets-you-apart-from-other-candidates) **Published:** December 10, 2025 **Author:** paul **Content:** **Quick Answer:** When answering “What sets you apart from other candidates?”, focus on your unique skills, experiences, and achievements—and clearly connect them to the role. Preparation and tailored examples are key to standing out. **Key Takeaways** - This question is your opportunity to “sell yourself” confidently. - Preparation helps reduce nerves and improves your answer quality. - Focus on unique strengths, not generic traits. - Always link your skills back to the role you’re applying for. - Use real examples to prove your value. It’s a question that all job seekers dread: “What sets you apart from other candidates?” Thinking of something unique and interesting on the spot can be difficult, but if you’ve anticipated this question in advance, you’ll have time to think of something unique. It might sound like a difficult question to answer, but ut’s actually a great opportunity to show the interviewer what makes you unique and why you’re the best fit for the job. Here are some tips for answering this question effectively. ## Why is preparation key to a good interview? If you get nervous in interviews, you’re not alone. Nerves are one of the top reasons for poor performance. And the best way to combat nerves is by being prepared. [Preparing for an interview means](https://cmdrecruitment.com/steps-in-the-star-method/ "What are the four steps in the STAR method?") that you are familiar with the job description, you’ve done your research on the company and you have thought about some of the most common questions you might be asked. Preparing for [common interview](https://cmdrecruitment.com/most-common-tough-interview-questions-and-answers/) questions will enable you to speak confidently and ensure that you don’t leave out any vital information. ## Why do interviewers ask this question? When an [interviewer asks](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) you “What sets you apart from the other candidates,” they’re really giving you the opportunity to sell yourself. This is your chance to toot your own horn and let the interviewer know what makes you the best person for the job. But, just like any other sales pitch, you need to be prepared. Before your interview, take some time to think about what sets you apart from other candidates. What are your unique skills, experiences, or qualifications? Once you have a good list of qualities, start practising how you’ll share them in an interview setting. There are a few reasons why interviewers might ask this question. They could be trying to assess: - How do you compare to other candidates? - What makes you unique? - What qualities do you have that would make you a good fit for the job? - What is your motivation for applying? Answering this question effectively can help set you apart from other candidates and demonstrate why you’re the best person for the job. ## What are they looking for in your answer? When interviewers ask “What sets you apart from the other candidates,” they might be looking for qualities that make you a good fit for the job. For example, if they’re looking for a candidate with strong leadership skills, they might want to know how you’ve demonstrated leadership in your previous roles. This question is also an opportunity for you to show off your unique [skills and experiences](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/). Are you bilingual? Do you have experience working in a similar role? Do you have any specialised training or certification? Whatever it is that makes you unique, make sure to highlight it in your answer. ## How can you answer this question effectively? Your answer to this question should be tailored specifically to the job you’re applying for. Start by making a list of the qualities they are looking for and then match these to your own skills and experience. You can formulate your answer in the following way: - What is your unique quality or qualities? - How does this apply to the role? - How have you demonstrated this quality in the past? ## Example answers to the question “What Sets You Apart From Other Candidates” Now that you know how to formulate your answer, let’s explore some potential responses. ### **Example answer 1** “The thing that sets me apart from the competition is my experience in [customer service](https://cmdrecruitment.com/disciplines/administration/). I’ve been working in customer service for six years, and I have a lot of experience dealing with difficult customers. I know how to stay calm under pressure, and I always work to find a solution that satisfies the customer. In my previous role, I was recognized by my employer for being able to diffuse difficult situations.” ### **Example answer 2** “I think the thing that makes me stand out from the competition is that I’m bilingual. I speak fluent Spanish, and I also have some experience translating documents from Spanish to English. This will come in handy if you ever need help communicating with Spanish-speaking clients or employees. I decided I wanted to become bilingual after studying Spanish at university. I moved to Mexico for 2 years to help practice speaking Spanish every day. I believe this level of self-motivation also sets me apart from my peers.” ### **Example answer 3** “I set myself apart from the competition by being a creative problem solver. When I’m confronted with a difficult task, I always try to think outside the box to find a unique solution. I’m also not afraid to take risks. I know that sometimes you have to take risks in order to achieve great things. For example, in my previous role I increased sales by 20% after implementing a new marketing strategy that was considered pretty risky at the time.” ### **Example answer 4** “I believe what sets me apart most from other candidates is my attention to detail. Whenever I work on a project, no matter how big or small, I make sure to pay close attention to every single detail. This level of care and precision has led to some pretty positive results. I was selected for an industry award based on my portfolio. Although I didn’t win, I was incredibly pleased to be selected for the shortlist.” ### **Example answer 5** “The thing that sets me apart from everyone else is my passion for fashion. I’ve been following fashion trends since I was a teenager, and I love to experiment with new styles. I’m always up-to-date on the latest fashion trends, and I know how to put together outfits that make people look their best. I think this passion would be a valuable asset in a role like this.” ### **Example answer 6** “I set myself apart from the competition by being an expert in social media marketing. I’ve been working in social media marketing for five years, and I know all the ins and outs of the industry. I stay up-to-date on the latest changes and developments in social media, and I’m always coming up with new and innovative campaigns. I grew my own lifestyle Instagram and TikTok accounts from zero followers to over half a million combined followers in just two years.” ## Highlights - Preparation is key to answering confidently and effectively - This question is a chance to showcase your unique value - Employers want to see relevant skills, not generic traits - Strong answers link personal strengths directly to the role - Real examples make your answer more credible and memorable ## FAQs **Why do employers ask what sets you apart?** They want to understand your unique strengths and how you compare to other candidates. **What should I avoid in my answer?** Avoid generic responses like “I work hard” without examples—focus on specific, proven strengths. **How long should my answer be?** Aim for 1–2 minutes with a clear structure and a strong example. **Can I talk about soft skills?** Yes, but always back them up with real-life examples to show impact. **Ready to stand out in your next interview?** Explore more expert interview advice, discover practical CV tips and [browse the latest job opportunities](https://www.cmdrecruitment.com/jobs) to take the next step in your career. **About the Author** **CMD Recruitment** CMD Recruitment is a specialist recruitment agency supporting job seekers and employers across the UK. With decades of experience across multiple industries, the team provides expert advice on interviews, CV writing, and career development to help candidates succeed at every stage of their journey. **Categories:** Advice, Interviews --- ### [HR in 2030: What does the future of HR look like?](https://cmdrecruitment.com/hr-in-2030-what-does-the-future-of-hr-look-like) **Published:** January 5, 2026 **Author:** paul **Content:** **Quick Answer:** This article explores how HR will evolve by 2030, highlighting key trends such as AI adoption, data-driven decision-making, hybrid work models, and a stronger focus on employee wellbeing and continuous learning. **Key Takeaways** - AI and automation will transform HR processes and decision-making. - Workforce demographics will shift as new generations take leadership roles. - Data-driven insights will guide talent management and engagement strategies. - Employee wellbeing and experience will become central to HR priorities. - Continuous learning and upskilling will be essential for future workforce success. If the pandemic taught us anything, it was that predicting what happens in the future is nearly impossible. It also taught us the value of being flexible to change, as companies that were able to quickly adapt to the challenges were more likely to succeed. The world of Human Resources (HR) is undergoing a rapid transformation, driven by [technological advancements](https://cmdrecruitment.com/technological-advancements-future-trends), shifting workplace dynamics, and evolving employee expectations. 2030 is just 6 short years away, but we could see incredible advancements in this time as AI continues its relentless march forward. As we look ahead to 2030, the future of HR promises to be dynamic, innovative, and more people-centric than ever before. In this article, we explore the key trends and changes that are shaping the landscape of HR in the next decade. ![AI, automation and technology](https://cmdrecruitment.com/wp-content/uploads/2024/01/AI-automation-and-technology.png) ## AI, automation and technology One of the most significant shifts in HR is the increasing integration of [artificial intelligence and automation](https://cmdrecruitment.com/2026-recruitment-trends). In 2030, HR professionals are likely to rely heavily on AI for tasks such as candidate screening, employee onboarding, and predictive analytics for talent management. Automation will streamline routine administrative tasks, allowing HR teams to focus on more strategic and human-centric aspects of their roles. Knowledge of AI and automation will become essential for employees if they don’t want to risk being replaced. Knowing how to use these tools will be essential to ensuring you aren’t replaced by them. This is why employees should act now to bring their teams up to speed on automation and AI technology. ![New generations entering the workforce](https://cmdrecruitment.com/wp-content/uploads/2024/01/New-generations-entering-the-workforce.png) ## New generations entering the workforce By 2030, boomers will be approaching retirement age and leaving the workforce. They will be replaced in top management roles by Gen X and then Millennials, who will finally have their moment and be able to implement the changes they have been so keen to introduce. Boomers joined the workforce when there were strict hierarchical structures and clear departmental silos, whereas Millennials are keen for more cross-departmental collaboration. We might see less importance placed on job titles and management. Gen X are keen for greater independence and a move away from micromanaging. Both of these changes could have significant impact on management structures. For the first time, all of those entering the workforce will be digital natives (people who have grown up with technology) but there will still be [gaps between digital skills](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/). Younger generations will have grown up with different technology, including virtual reality, which means there may still be discrepancies between digital knowledge and experience. ![Data-driven decision making](https://cmdrecruitment.com/wp-content/uploads/2024/01/Data-driven-decision-making.png) ## Data-driven decision making HR in 2030 will be characterised by data-driven decision-making processes. The availability of vast amounts of employee data will enable HR professionals to make informed choices related to talent acquisition, performance management, and employee engagement. Predictive analytics will help organisations identify potential issues and take proactive measures to address them, contributing to a more agile and responsive HR function. As much as we want to move forward with data-driven decision making, it’s important to still humanise this information. We cannot risk losing the human element of [human resources](https://cmdrecruitment.com/what-is-human-resources). ![Employee experience and wellbeing](https://cmdrecruitment.com/wp-content/uploads/2024/01/Employee-experience-and-wellbeing.png) ## Employee experience and wellbeing Employee experience will be a top priority for HR in the future. Companies will recognise the importance of creating a positive and inclusive work environment that fosters employee wellbeing. HR professionals will play a crucial role in designing and implementing programs that focus on mental health, work-life balance, and professional development, ensuring that employees feel supported and engaged. At the heart of this will be a focus on fair and transparent pay, open communication and improving opportunities for workers to upskill and reskill if their jobs are at risk. ![Remote and hybrid work models](https://cmdrecruitment.com/wp-content/uploads/2024/01/Remote-and-hybrid-work-models.png) ## Remote and hybrid work models The COVID-19 pandemic has accelerated the adoption of remote work, and in 2030, remote and hybrid work models will be the norm rather than the exception. HR departments will need to adapt to manage geographically dispersed teams effectively. This includes developing policies that support remote work, leveraging collaboration tools, and fostering a sense of connection among remote employees. Remember that motivations for wanting [remote and hybrid work](https://cmdrecruitment.com/ethics-of-productivity-monitoring-remote-work) models will change throughout a worker’s life. Young workers might want the flexibility to buy back additional holiday time to take an extended trip. Middle aged workers are likely to want the flexibility to be able to keep up with the demands of parenting. And older workers might want to work from home to skip the commute and make better use of their time. Being flexible and adaptable will set good companies apart from the competition. ![Continuous learning and skill development](https://cmdrecruitment.com/wp-content/uploads/2024/01/Continuous-learning-and-skill-development.png) ## Continuous learning and skill development As the pace of technological change accelerates, HR in 2030 will emphasise continuous learning and skill development. Organisations will invest in upskilling and reskilling programs to ensure that their workforce remains adaptable and equipped with the latest skills. HR professionals will play a crucial role in identifying [skill gaps](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/), curating learning resources, and promoting a culture of continuous learning within the organisation. ![Diversity, equity, and inclusion (DEI)](https://cmdrecruitment.com/wp-content/uploads/2024/01/Diversity-equity-and-inclusion-DEI.png) ## Diversity, equity, and inclusion (DEI) Diversity, equity, and inclusion will be central to HR strategies in 2030. Companies will prioritise creating [diverse and inclusive workplaces](https://cmdrecruitment.com/how-to-promote-diversity-and-inclusion), recognizing that it contributes to innovation, employee satisfaction, and overall business success. HR professionals will take proactive measures to address biases in recruitment, promotion, and other HR processes, fostering a culture of belonging within the organisation. As AI technology and big data helps to influence decision making, it will be vital for HR to still have a human touch that will protect workers from biassed decision making. ## Conclusion The future of HR in 2030 holds exciting possibilities, driven by technology, a focus on employee experience, and a commitment to creating inclusive and flexible workplaces. HR professionals will need to embrace these changes, adopting new skills and strategies to navigate the evolving landscape successfully. They will also need to support workers as the generational changes in organisations take place and there is a symbolic “changing of the guard” from Boomers to Gen X and Millennials. As organisations continue to recognise the strategic importance of their human capital, the role of HR will become increasingly integral to shaping the future of work. ## Highlights - AI and automation will play a central role in HR operations and decision-making - Workforce demographics will shift as Millennials and Gen X move into leadership - Data-driven strategies will improve talent management and organisational agility - Employee wellbeing and experience will become core HR priorities - Remote and hybrid working will remain standard across most industries - Continuous learning and reskilling will be essential for long-term employability ## Frequently Asked Questions ### What does this topic mean? This topic explores how HR functions are expected to evolve by 2030, driven by technology, workforce changes, and shifting employee expectations. ### Why is this topic important? Understanding these trends helps businesses and employees prepare for future workplace changes and remain competitive. ### How does this affect job seekers or employers? Job seekers must focus on adaptability and continuous learning, while employers must invest in technology and employee wellbeing to attract and retain talent. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Do Agency Workers Get Paid for Bank Holidays in the UK?](https://cmdrecruitment.com/bank-holiday-pay-for-agency-workers-uk) **Published:** November 8, 2025 **Author:** paul **Content:** **Quick Answer:** Agency workers in the UK are not automatically entitled to paid bank holidays—whether you’re paid depends on your contract, but you may receive extra pay or time off in lieu if you work those days. **Key Takeaways** - Agency workers are not guaranteed paid bank holidays—it depends on their contract. - Some employers offer extra pay such as time-and-a-half or double-time for working bank holidays. - Time off in lieu (TOIL) may be offered instead of additional pay. - Agency workers still receive rights such as holiday pay, sick pay, and workplace protections. - Understanding your contract is essential to know your entitlements. Are you an agency worker in the UK? Do you get paid for bank holidays? The answer may surprise you. In this blog post, we’ll explore whether or not agency workers are entitled to pay for bank holidays. We’ll also provide some helpful tips for those who are unsure about their rights as an agency worker. Read on to learn more. ## Do they get paid for bank holidays in the UK? The answer to the question of whether workers in the United Kingdom get paid for days the banks are closed on bank holidays is a bit more complex than a simple yes or no answer. While some workers may be given additional pay on these holidays, it depends heavily on the individual’s terms of employment and contract. Some employers might still require that their staff members work on bank holidays and give them additional time off later to compensate for it, or have special arrangements spelt out in their contracts. However, in general, most people do not receive payments from their employer on bank holidays as they would any other day. Despite this, there are certain benefits provided by certain governmental departments that often offer financial assistance to struggling residents who face difficulties due to an unexpected bank holiday. ![Agency catering staff](https://cmdrecruitment.com/wp-content/uploads/2022/12/Do-they-get-paid-for-bank-holidays-in-the-UK.png) ## Do they get paid for bank holidays in the UK? The answer to the question of whether workers in the United Kingdom get paid for days the banks are closed on bank holidays is a bit more complex than a simple yes or no answer. While some workers may be given additional pay on these holidays, it depends heavily on the individual’s terms of employment and contract. Some employers might still require that their staff members work on bank holidays and give them additional time off later to compensate for it, or have special arrangements spelt out in their contracts. However, in general, most people do not receive payments from their employer on bank holidays as they would any other day. Despite this, there are certain benefits provided by certain governmental departments that often offer financial assistance to struggling residents who face difficulties due to an unexpected bank holiday. ## How much do they get paid for bank holidays in the UK if they work on those days? Working on a bank holiday in the UK can sometimes be inevitable, but it’s important to understand what additional compensation you may receive for this additional effort. While exact pay amounts are dependent on your job and the industry you work in, typically workers will be provided additional pay with at least 50% of their daily rate being paid as a bonus on top of their ordinary wages. This is often known as “time and a half”. Depending on the terms laid out in an employee’s contract, holidays may also come with time off in lieu or ‘toil’ which essentially allows them to cash in a day’s leave at another time in compensation for having worked on the original bank holiday. For anyone working and/or having paid overtime during these national holidays, many companies also provide double-time overtime payments as mandated by UK employment law. Doing some research into your company’s holiday policies is key to ensuring that you’re given all the entitlements you deserve for giving up your bank holiday downtime. ![Woman celebrating at laptop](https://cmdrecruitment.com/wp-content/uploads/2022/12/Are-there-any-other-benefits.png) ## Are there any other benefits? Agency workers in the UK are entitled to a broad range of benefits aside from pay for working on bank holidays. These include sick pay and parental leave, if they meet the eligibility criteria. Paid annual leave is also available to agency workers who usually accrue 20 days each year depending on the length of their contract. Agency workers may also be eligible for job-related expense reimbursement and are protected by legislation against unlawful working conditions or discrimination. The Agency Workers Regulations 2010 also mandated access to rest periods and canteen facilities that are available to regular employees at any given workplace. So while pay is an important aspect, agency workers in the UK have a significant amount of rights and entitlements which should not be overlooked. ## What are agency workers in the UK? Agency workers in the UK are employees that a business engages to provide services on a short-term basis. The assigned tasks may require specialised expertise or can even be done by anyone such as ushering and catering. Agency workers form an integral part of the British workforce, providing valuable contributions across various sectors. They enjoy certain legal rights related to pay, hours and holidays – same as any other full-time worker – and are protected against discrimination when looking for work with an agency. Although agency work may not be suitable for everyone due to its fluctuating nature, it gives employers the flexibility to manage labour demands based on shifts in their workload. ## How can I become an agency worker? Becoming an agency worker in the UK can be a great way to take advantage of numerous benefits. To qualify, you need to make sure you are engaging with a legitimate employment agency which is registered and regulated by the UK government. You’ll also need to be over 16 years old and provide valid proof of identity and eligibility to work in the country. Once you’ve landed your first role, you can expect generous pay rates and access to many of the rights given to employees such as [paid holiday leave](https://cmdrecruitment.com/is-your-holiday-allowance-enough), bank holidays, and pension schemes. Plus, most agencies provide additional advantages such as flexible working hours, guaranteed weekly payments and more. If you’re looking for a dynamic role with plenty of opportunities, consider becoming an agency worker in the UK today. ## Conclusion Agency workers in the UK are entitled to paid bank holidays if they work on those days. They also get other benefits, like paid leave and overtime pay. If you want to become an agency worker in the UK, there are a few things you can do to make it happen. ## Highlights - Agency workers are not automatically entitled to paid bank holidays - Pay and benefits depend on individual contracts and employer policies - Working bank holidays may include bonus pay or time off in lieu - Agency workers still receive key rights like holiday pay and [sick leave](https://cmdrecruitment.com/ssp-reform-new-sick-pay-rules) - Understanding your employment terms is essential to know your entitlements ## Frequently Asked Questions ### What does this topic mean? This topic explains whether agency workers in the UK are entitled to pay during bank holidays and what factors influence this. ### Why is this topic important? Understanding your rights ensures you receive the correct pay and benefits, especially during public holidays. ### How does this affect job seekers or employers? Agency workers can better evaluate [job offers](https://cmdrecruitment.com/how-to-accept-a-job-offer), while employers can ensure fair and transparent working arrangements. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Interview Question - How Well Do You Adapt to New Situations? (With Sample Answers)](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations) **Published:** November 30, 2025 **Author:** paul **Content:** **Quick Answer:** This guide explains how to answer “How well do you adapt to new situations?” by demonstrating flexibility, using real examples, and structuring responses with the STAR method to show how you handle change effectively. **Key Takeaways** - Adaptability is a critical soft skill employers actively assess. - This question is behavioural and focuses on real-life examples. - Structured answers using the STAR method improve clarity. - Employers value calmness and positivity when facing change. - Evidence-based answers are more impactful than general claims. There are many standard questions asked at a interview, and this is one of them. When the interviewer queries, “How well do you adapt to new situations?” they are looking for a well thought out answer that shows the person is flexible and cooperative when it comes to coping with different circumstances. ## **Coping with change** Put yourself in their shoes and you will understand why this is so vital. Change happens frequently and nowhere more so than in the world of work. The company ideally wants to employ a workforce that not only copes well with change but also welcomes it. This bodes well for the organisation and ensures a healthy and productive culture. Competition in business is rife and the companies that have an adaptable team are the ones that survive. By providing an impressive answer to the question, “How well do you adapt to new situations”, you will be confirming that in the past you have had no trouble with adapting to change. ## **A behavioural query** This type of question, based upon ‘adaptability’ [is classified as a behavioural query](https://cmdrecruitment.com/what-is-an-example-of-a-behavioural-question/). The interviewer is trying to establish how you operate within a working environment, how flexible you are and how you adapt. Not only should you illustrate that you welcome change but that nothing fazes you, meaning that you keep calm. If you are one of those people who actually thrives on change, welcoming a challenge and the chance to put your skills into action, then make sure you get this across. Don’t let this type of question put you off guard because you have not done your pre-interview homework. By preparing, you will not only be ready with a great answer but can actually use the situation to show just how suitable you are for the position. ## **Adaptability is key** From an employer’s perspective, adaptability is a key soft skill for all employees. They know that if there are major upheavals in the workplace, new environments or the introduction of different working methods, they are not going to have to cope with reluctance, lack of enthusiasm or unwillingness to do what is required. Your interviewer is looking for someone who will cope well with dynamic work environments, embracing all that is new and remaining unruffled. When preparing your answer, be sure that you demonstrate that it is no problem for you to adapt your style of working. Include the fact that you are willing to help steer co-workers through the process, fine-tuning your communication style to suit the circumstances. Where new deadlines exist, you will adjust to meet them, willing to give your all in order to achieve a good result. You will remain positive and embrace the change rather than shy away from it. Support your answer with an example of how you did this in the past. ![What makes a good answer?](https://cmdrecruitment.com/wp-content/uploads/2022/02/What-makes-a-good-answer.png) ## **What makes a good answer?** Storytelling is the name of the game these days, whether referring to [job interview questions](https://cmdrecruitment.com/10-essential-interview-questions/) and answers or the text on a website or social media page. Businesses use storytelling to communicate and you should do the same. Describe the actions taken by you and the results. A good tip is to use the ‘STAR’ method: S = Situation T = Task A = Action R = Result By framing your answers using the [STAR](https://www.themuse.com/advice/star-interview-method) technique, you will be sure to cover all angles. Illustrate how you adapted your approach to the new situation, being careful to match your skills to those required by the company and mentioned in the job description. Reply to the question, “Tell me about a time when you had to adapt to a change in the workplace” (or a similar one), by being honest and professional. Remember that the interviewer may phrase the same type of question in a variety of ways, but the answer will be similar. Be honest and clear, avoiding exaggeration as this will only trip you up and make you look insincere. Prepare more than one answer so that you have a choice to select from, able to refer to them during the interview. ## **Example answers** Below you will find some examples on how to answer the question, “How well do you adapt to new situations?” or a query posed using similar words. We have shown the answers using the STAR format, but you should personalise this to suit your own situation. Include sufficient details to prove to the interviewer that you can handle change without a hitch, being the perfect person for the position. “Tell me about a time when you had to adapt to a change in the workplace” 1. (S) In my current role, I have had to deal with a situation that necessitated me needing to adapt to change quickly. (T) Our company was taken over. Most of the staff remained but a new management team was put in place. Many new systems came into play and we had to adjust quickly to using not only new software but a whole set of specific processes too. (A) I made it my goal to learn how to use the new software quickly and accurately. I worked overtime to do this whilst remaining productive and up-to-date with my daily workload. (R) Once I became acclimatised with the new system, I found that it boosted my productivity levels. I was also able to help other workmates who were struggling to find their way around. As a result, the transition went far more smoothly with output from our department increasing. 2. (S) During my previous position, a key member of staff left the department due to maternity leave. (T) I was asked to step in and fill the gap. I was already familiar with the role and knew the basics, although I had no specific training. (A) I embraced the challenge, pulling the team together and advising them of the position we were in. I asked for their support in remaining productive. (R) We managed to get through the period of maternity leave well, handling the workload and remaining on target. My supervisor was so impressed that I was promoted based on my performance. ## **Summary** This information should enable you to [prepare your answer to the interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview/) question well in advance. You will enter the room feeling confident and well able to cope with anything asked of you. [Contact the team](https://cmdrecruitment.com/contact/) at CMD Recruitment if you require further advice or support. We are always ready to help you on your quest to secure a new position. ## **Highlights** - Adaptability is a core soft skill employers assess during interviews - “How well do you adapt?” is a behavioural question requiring real examples - The STAR method helps structure clear and impactful answers - Employers value candidates who stay calm and positive during change - Demonstrating teamwork and communication strengthens your response - Preparation ensures confident and authentic interview performance ## Frequently Asked Questions ### What does this topic mean? This topic focuses on how candidates can demonstrate adaptability in interviews, showing employers they can handle change and thrive in dynamic work environments. ### Why is this topic important? Adaptability is essential in modern workplaces where change is constant, making it a key factor in hiring decisions and long-term career success. ### How does this affect job seekers or employers? Job seekers must prepare strong, example-based answers, while employers use these questions to identify candidates who can remain productive and resilient during change. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Interview Question - How Well Do You Adapt to New Situations? (With Sample Answers)](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations) **Published:** November 30, 2025 **Author:** paul **Content:** **Quick Answer:** This guide explains how to answer “How well do you adapt to new situations?” by demonstrating flexibility, using real examples, and structuring responses with the STAR method to show how you handle change effectively. **Key Takeaways** - Adaptability is a critical soft skill employers actively assess. - This question is behavioural and focuses on real-life examples. - Structured answers using the STAR method improve clarity. - Employers value calmness and positivity when facing change. - Evidence-based answers are more impactful than general claims. There are many standard questions asked at a interview, and this is one of them. When the interviewer queries, “How well do you adapt to new situations?” they are looking for a well thought out answer that shows the person is flexible and cooperative when it comes to coping with different circumstances. ## **Coping with change** Put yourself in their shoes and you will understand why this is so vital. Change happens frequently and nowhere more so than in the world of work. The company ideally wants to employ a workforce that not only copes well with change but also welcomes it. This bodes well for the organisation and ensures a healthy and productive culture. Competition in business is rife and the companies that have an adaptable team are the ones that survive. By providing an impressive answer to the question, “How well do you adapt to new situations”, you will be confirming that in the past you have had no trouble with adapting to change. ## **A behavioural query** This type of question, based upon ‘adaptability’ [is classified as a behavioural query](https://cmdrecruitment.com/what-is-an-example-of-a-behavioural-question/). The interviewer is trying to establish how you operate within a working environment, how flexible you are and how you adapt. Not only should you illustrate that you welcome change but that nothing fazes you, meaning that you keep calm. If you are one of those people who actually thrives on change, welcoming a challenge and the chance to put your skills into action, then make sure you get this across. Don’t let this type of question put you off guard because you have not done your pre-interview homework. By preparing, you will not only be ready with a great answer but can actually use the situation to show just how suitable you are for the position. ## **Adaptability is key** From an employer’s perspective, adaptability is a key soft skill for all employees. They know that if there are major upheavals in the workplace, new environments or the introduction of different working methods, they are not going to have to cope with reluctance, lack of enthusiasm or unwillingness to do what is required. Your interviewer is looking for someone who will cope well with dynamic work environments, embracing all that is new and remaining unruffled. When preparing your answer, be sure that you demonstrate that it is no problem for you to adapt your style of working. Include the fact that you are willing to help steer co-workers through the process, fine-tuning your communication style to suit the circumstances. Where new deadlines exist, you will adjust to meet them, willing to give your all in order to achieve a good result. You will remain positive and embrace the change rather than shy away from it. Support your answer with an example of how you did this in the past. ![What makes a good answer?](https://cmdrecruitment.com/wp-content/uploads/2022/02/What-makes-a-good-answer.png) ## **What makes a good answer?** Storytelling is the name of the game these days, whether referring to [job interview questions](https://cmdrecruitment.com/10-essential-interview-questions/) and answers or the text on a website or social media page. Businesses use storytelling to communicate and you should do the same. Describe the actions taken by you and the results. A good tip is to use the ‘STAR’ method: S = Situation T = Task A = Action R = Result By framing your answers using the [STAR](https://www.themuse.com/advice/star-interview-method) technique, you will be sure to cover all angles. Illustrate how you adapted your approach to the new situation, being careful to match your skills to those required by the company and mentioned in the job description. Reply to the question, “Tell me about a time when you had to adapt to a change in the workplace” (or a similar one), by being honest and professional. Remember that the interviewer may phrase the same type of question in a variety of ways, but the answer will be similar. Be honest and clear, avoiding exaggeration as this will only trip you up and make you look insincere. Prepare more than one answer so that you have a choice to select from, able to refer to them during the interview. ## **Example answers** Below you will find some examples on how to answer the question, “How well do you adapt to new situations?” or a query posed using similar words. We have shown the answers using the STAR format, but you should personalise this to suit your own situation. Include sufficient details to prove to the interviewer that you can handle change without a hitch, being the perfect person for the position. “Tell me about a time when you had to adapt to a change in the workplace” 1. (S) In my current role, I have had to deal with a situation that necessitated me needing to adapt to change quickly. (T) Our company was taken over. Most of the staff remained but a new management team was put in place. Many new systems came into play and we had to adjust quickly to using not only new software but a whole set of specific processes too. (A) I made it my goal to learn how to use the new software quickly and accurately. I worked overtime to do this whilst remaining productive and up-to-date with my daily workload. (R) Once I became acclimatised with the new system, I found that it boosted my productivity levels. I was also able to help other workmates who were struggling to find their way around. As a result, the transition went far more smoothly with output from our department increasing. 2. (S) During my previous position, a key member of staff left the department due to maternity leave. (T) I was asked to step in and fill the gap. I was already familiar with the role and knew the basics, although I had no specific training. (A) I embraced the challenge, pulling the team together and advising them of the position we were in. I asked for their support in remaining productive. (R) We managed to get through the period of maternity leave well, handling the workload and remaining on target. My supervisor was so impressed that I was promoted based on my performance. ## **Summary** This information should enable you to [prepare your answer to the interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview/) question well in advance. You will enter the room feeling confident and well able to cope with anything asked of you. [Contact the team](https://cmdrecruitment.com/contact/) at CMD Recruitment if you require further advice or support. We are always ready to help you on your quest to secure a new position. ## **Highlights** - Adaptability is a core soft skill employers assess during interviews - “How well do you adapt?” is a behavioural question requiring real examples - The STAR method helps structure clear and impactful answers - Employers value candidates who stay calm and positive during change - Demonstrating teamwork and communication strengthens your response - Preparation ensures confident and authentic interview performance ## Frequently Asked Questions ### What does this topic mean? This topic focuses on how candidates can demonstrate adaptability in interviews, showing employers they can handle change and thrive in dynamic work environments. ### Why is this topic important? Adaptability is essential in modern workplaces where change is constant, making it a key factor in hiring decisions and long-term career success. ### How does this affect job seekers or employers? Job seekers must prepare strong, example-based answers, while employers use these questions to identify candidates who can remain productive and resilient during change. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [What is the Average Salary in the UK vs. Europe?](https://cmdrecruitment.com/average-salary-uk-vs-europe) **Published:** November 25, 2025 **Author:** paul **Content:** **Quick Answer:** Average wages vary significantly between the UK and European countries, with differences driven by taxation, cost of living, and local economies—meaning higher salaries don’t always translate to better overall living standards. **Key Takeaways** - Salary comparisons between the UK and Europe depend on multiple factors like tax and living costs. - Higher wages in some countries are often offset by higher taxes or expenses. - Cost of living plays a major role in determining real disposable income. - Different industries and regions can significantly impact earning potential. - Researching specific countries and roles is essential before relocating. Wondering if you would be better off working in the UK or Europe? You’re not alone. In 2021, nearly 100,000 people moved from the UK to countries throughout the EU. While the UK was once known for its high wages, which were much higher than salaries that could be found in many EU countries, Brexit has brought this to an end. A weaker UK economy has led to a perfect storm with stagnant wage growth and a sharp increase in the cost of living. This means that UK wages don’t stand up to EU averages like they used to. Some employers used Brexit as an opportunity to relocate, and now some employees are thinking about following in their footsteps. Before you decide where you could be better off working in a European country, you first need to consider the variables that make up these averages. The EU is made up of lots of different country states with vastly different economies. Just like in the UK, wages between cities and towns can also vary wildly. Wages will also vary between industries and sectors. The local taxation policy will also have a significant impact on your take-home pay. For example, while wages in Nordic countries like Sweden and Finland might be quite high, these countries also pay a higher tax rate. Sweden has a statutory income tax rate of 52.2% while Finnish workers pay 31.1%. Compare this to the UK where the lowest tax bracket is 20% and the highest earners pay up to 45% tax on income over £125,140. These are just some of the factors you will need to consider when making comparisons between the UK and European countries. You should also take into the account any [employee benefits on offer](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) with certain companies. ![Are wages higher in Europe than in the UK?](https://cmdrecruitment.com/wp-content/uploads/2023/11/Are-wages-higher-in-Europe-than-in-the-UK.png) ## Are wages higher in Europe than in the UK? It’s difficult to say with certainty if wages are higher in Europe or the UK as there are so many variables to consider. This includes things like the differences between the individual countries and the variable rates for different industries. Local restrictions, such as restrictions on banker bonuses in the UK, will also make direct comparisons more difficult for certain sectors. The minimum wage in each region will also be different, which can skew the averages. ## What is the average salary in the UK? The average salary in the UK in 2020 was £38,600. To get more granular, we can also look at the average salary across age groups. According to the ONS, the average salary for different age groups in the UK is as follows: **Age Range****Average Annual Salary**18-21£22,93222-29£30,31630-39£37,54440-49£40,04050-59£37,80460+£33,852As you can see, many workers will hit their stride in their careers around the age of 40. This is when they have the highest earning potential. After this age, salaries begin to fall, usually because workers are less likely to continue chasing promotions and may even switch to part-time hours. The biggest jump appears to be when workers enter their 20s. This could be the result of completing education, so we’re seeing a comparison of workers doing casual work at the age of 18-21 and then when they graduate or leave education, they see a significant boost in their earnings. ![What is the average salary in Europe?](https://cmdrecruitment.com/wp-content/uploads/2023/11/What-is-the-average-salary-in-Europe.png) ## What is the average salary in Europe? It’s difficult to compare salaries across the whole of Europe, as different countries can pay wildly different rates for the same role. However, it is estimated that in 2021, the average full-time salary in the EU was around €33,500. This is around £29,000. From this simple statistic, you’d be forgiven for thinking that salaries are lower in the EU and you are therefore better off in the UK. However, we need to look at individual countries to see which nations offer the best remuneration packages. Next, we’ll look at monthly salaries across a number of European countries so you can see which locations offer the best opportunities. We have looked at the monthly gross salary and net salary, so you can see how taxation impacts your take-home pay. ## Frequently Asked Questions ### What does this topic mean? This topic explores how salaries differ between the UK and European countries, considering not just income but also taxation, cost of living, and overall quality of life. ### Why is this topic important? Understanding salary differences helps individuals make informed decisions about [relocation,](https://cmdrecruitment.com/commuting-vs-relocating) career opportunities, and financial wellbeing. ### How does this affect job seekers or employers? Job seekers can better evaluate international opportunities, while employers can understand competitive salary expectations across different regions. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Values-based Interview Questions and Sample Answers](https://cmdrecruitment.com/values-based-interview-questions) **Published:** November 10, 2025 **Author:** paul **Content:** **Quick Answer:** Values-based interview questions evaluate how your behaviours and decision-making align with a company’s culture, helping employers assess both your skills and your long-term fit within their team. **Key Takeaways** - Values-based questions help employers assess cultural fit alongside skills. - Preparation requires understanding the company’s core values. - Real-life examples are key to demonstrating alignment. - Authenticity improves both interview success and job satisfaction. - Employers look for behaviours, not just qualifications. As companies look for more ways to differentiate themselves and connect with potential employees, the role of values in the interview process is becoming increasingly important. When candidates have similar skills and experience, culture fit often becomes the deciding factor—and this is where values-based interview questions come into play. Finding candidates who align with company values helps organisations build stronger, more cohesive teams. That’s why, when preparing for an interview, it’s just as important to consider how your values align with the company as it is to match the job description. ## Why do employers ask values-based interview questions? Values-based questions help employers determine whether you’ll thrive within their [company culture](https://cmdrecruitment.com/company-culture-explained). You might be highly qualified on paper, but if your approach to work clashes with the organisation’s values, long-term success could be difficult. For example, someone who prefers rigid structure may struggle in a fast-paced, innovation-driven company. Likewise, someone who thrives on autonomy may feel restricted in a highly controlled environment. That’s why researching company values before your interview is essential. It allows you to prepare answers that genuinely reflect alignment—and helps you decide if the role is right for you. ## What values are employers looking for? The values employers prioritise will vary depending on the role and company culture. Leadership roles may require innovation and strategic thinking, while operational roles may focus more on teamwork and accountability. Common values employers look for include: - Leadership - Accountability - Quality - Compassion - Trustworthiness - Innovation - Environmental responsibility - Social responsibility - Inclusivity Understanding these values helps you prepare relevant examples that demonstrate how you’ve applied them in real situations. ## Values-based interview questions Below are some common values-based interview questions and guidance on how to approach them effectively. ### Leadership: Which traits make you an effective leader? This question assesses your understanding of leadership principles. Reflect on past experiences and the qualities you believe are most important. *Example answer:* “I believe trust is at the core of effective leadership. I avoid micromanaging because it can undermine confidence and performance. Instead, I focus on empowering individuals to do their best work.” ### Accountability: How do you respond to negative feedback? Employers want to know that you can take responsibility and use feedback constructively. *Example answer:* “I see negative feedback as an opportunity to improve. I focus on understanding the message and applying it to ensure better results moving forward.” ### Compassion: Tell me about a time you supported a colleague or customer This question assesses empathy and teamwork. *Example answer:* “I noticed a colleague struggling due to personal challenges. I helped complete a project and encouraged them to seek support, which improved both their wellbeing and performance.” ### Trustworthiness: How would you handle a colleague breaking rules? This evaluates integrity and judgement. *Example answer:* “I would raise the issue with them directly first. If the behaviour continued and posed a risk, I would escalate it to management to ensure safety and accountability.” ### Innovation: Tell me about a time you solved a problem creatively Innovation isn’t limited to the workplace—employers want to see adaptability and problem-solving. *Example answer:* “While camping, I repaired a damaged tent using available materials to keep the group dry, showing adaptability and quick thinking.” ## Highlights - Values-based questions assess behaviour and cultural fit - Employers prioritise alignment alongside skills - Use real-life examples to demonstrate your values - Research company culture before your interview - Authenticity is key to long-term success ## Frequently Asked Questions ### What does this topic mean? Values-based interview questions focus on how candidates behave in real scenarios and whether their personal values align with an organisation’s culture. ### Why is this topic important? Employers increasingly prioritise cultural fit alongside skills, as aligned values lead to stronger teams, better engagement, and improved long-term retention. ### How does this affect job seekers or employers? Job seekers must prepare authentic examples that reflect their values, while employers use these questions to build cohesive, high-performing teams. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [What is the Average UK Salary by Industry, Age and Education?](https://cmdrecruitment.com/what-is-the-average-uk-salary) **Published:** November 5, 2025 **Author:** paul **Content:** **Quick Answer:** UK average salaries vary widely depending on industry, age, education and location, so understanding both mean and median figures can help you assess your earning potential and negotiate better pay. **Key Takeaways** - Average salary figures can be misleading due to high earners skewing the data. - Median salary is often a more accurate reflection of typical earnings. - Industry, education, and experience significantly impact earning potential. - Location and sector also influence how much you can earn. Average salary statistics can be very misleading thanks to the disparity between the highest earners and the lowest earners. As this gap widens, the average salary statistics get skewed. It’s helpful to know the average salary in the country as it will help you to understand how you stack up. It can also help you to assess the value of a job offer, and see how it stacks up against the UK average, the average for those with your education level, and for those in your age bracket. In this guide, we’re going to explore UK average salaries by industry, age and education level. By the end, you should have a good understanding of where you stand in the national average. ## What is the average UK salary? The most common measure for average salaries takes the mean figure. The mean is all salaries added together and then divided by the total number of salary figures included. According to the Office for National Statistics, the mean average salary across the UK in 2020 was £38,600 for full-time employees and £13,803 for part-time employees. In England alone, the mean average salary was £39,452 for full-time workers and £13,845 for part-time workers. ![What is the median average salary?](https://cmdrecruitment.com/wp-content/uploads/2023/06/What-is-the-median-average-salary.png) ## What is the median average salary? As mentioned above, this figure is skewed by the existence of very highly paid individuals who are the outliers. To account for this, we can look at the median salary, which is the middle point of all of the salaries if they were plotted on a graph. The median salary is often seen as a better measure of the average, as it accounts for the existence of very high individual salaries. According to the ONS, the median salary in the UK in 2020 was £31,461 for full-time employees and £11,234 for part-time employees. ## Which is the highest paying industry? If you are considering a career path or even a change of career later in life and you are highly motivated by money, then you’re going to want to be aware of which industries offer the highest rates of pay. According to the ONS, the following sectors offer the highest median full-time salaries: - [Finance](https://cmdrecruitment.com/what-do-finance-jobs-pay-in-2022/) and insurance: £43,821 - Electric, gas, steam and air conditioning: £42,450 - Mining and quarry work: £42,386 - [IT and communications](https://cmdrecruitment.com/it-recruitment): £42,267 - Professional, scientific and technical work: £37,484 ![What are the highest paying job titles?](https://cmdrecruitment.com/wp-content/uploads/2023/06/What-are-the-highest-paying-job-titles.png) ## What are the highest paying job titles? If you’re looking for a specific job title that will lead to the highest possible salary, you should consider applying for roles in the following areas: - Chief executives and other senior official titles - Marketing and sales directors - Legal professionals - IT and communications directors - PR directors and senior advertising professionals - Financial managers and directors - Medical practitioners - Head teachers - Senior police officers - Train and tram drivers These are the job titles that can command the [highest salaries](https://cmdrecruitment.com/highest-paying-jobs-for-an-18-year-old/) in the UK, but many of these are linked to high levels of training and education. So, what impact does your education level have on your earning potential? While some sectors will allow you to get started in an entry level role with no specialist training, others will require a university qualification or equivalent. ![How does your education impact your earnings?](https://cmdrecruitment.com/wp-content/uploads/2023/06/How-does-your-education-impact-your-earnings.png) ## How does your education impact your earnings? If you’re curious about how education impacts earnings, consider the following statistics from the Annual Population Survey: - Those with no qualifications earned around £300 a week on average - Those with GCSEs at A\*-C earned around £380 per week - Those with A Levels earned around £430 per week - And those with a degree earned around £690 per week According to this 2018 survey, those holding at least an undergraduate degree earned almost 130% more than those with no qualifications. And holding a postgraduate degree could increase your salary even further. While higher education might be an expense, there are benefits to be seen when you increase your education level. Even an undergraduate degree or equivalent can set you on the right path for higher earnings. ![How does your age bracket impact your earnings?](https://cmdrecruitment.com/wp-content/uploads/2023/06/How-does-your-age-bracket-impact-your-earnings.png) ## How does your age bracket impact your earnings? Those with more experience under their belts should earn more money, but we also tend to see a tapering off as individuals get older. Many workers hit a peak, after which their skills and experience may become less relevant, or they choose to take backseat roles, as they approach retirement age. The average salary for age brackets as as follows: - 16-17 – £10,910 per year - 18-21 – £18,087 per year - 22-29 – £26,096 per year - 30-39 – £32,965 per year - 40-49 – £35,904 per year - 50-59 – £33,231 per year - 60+ – £28,854 per year As you can see, professionals tend to hit their stride and maximise their earnings between the ages of 40-49, after which earnings begin to fall again. This could be down to a lot of reasons, including stepping down from more senior roles, or moving to part-time work. ![What else impacts UK salaries?](https://cmdrecruitment.com/wp-content/uploads/2023/06/What-else-impacts-UK-salaries.png) ## What else impacts UK salaries? There are a few factors that will influence how much you can earn in the UK. ### How does location impact salaries? Your geographical location is often the biggest impact on how much you can earn. Below are the top ten highest paying local authorities in the UK: - City of London: £1,103.10 - Tower Hamlets, London: £956.30 - Copeland, Cumbria: £949.5 - Knowsley, Merseyside: £909 - Westminster, London: £838.40 - Southwark, London: £806.70 - Derby, Derbyshire: £779.10 - Bracknell Forest, Berkshire: £770.60 - Camden, London: £766.10 - Hammersmith and Fulham, London: £763 These are median weekly salaries of employers operating in these areas. Salaries in London are higher because of something known as “London weighting”. This is an additional wage supplement intended to cover the additional cost of living in Inner and Outer London. It is designed to support workers to ensure they can afford to live close to their place of employment. ![Public or private sector?](https://cmdrecruitment.com/wp-content/uploads/2023/06/Public-or-private-sector.png) ### Public or private sector? Salaries are typically higher in the public sector than in the private sector. You’ll also enjoy additional perks such as a strong pension plan. In 2020, the median salary for someone working full-time in the private sector was £30,973. This is in contrast to public sector workers, who earned a median wage of £32,734. ### Full time or part time? It makes sense that full time workers make more money than [part time workers](https://cmdrecruitment.com/increased-demand-part-time-jobs/) for the hours they put in, but part time workers also typically earn a lower per-hour rate. In 2020, the median hourly rate for full time workers was £15,14 compared to just £10.39 for part-time workers. ## How has this changed in recent years? You may have read that labour shortages are forcing some sectors to [increase their salary offerings](https://cmdrecruitment.com/how-much-will-salaries-increase-in-2023/). The latest statistics that we have on annual salaries has been heavily impacted by the Coronavirus pandemic. The furlough scheme meant that some workers were earning less than their usual rate. From 2019 to 2020, there was an increase in hourly pay of 0.7% in real terms. But weekly pay for full-time employees decreased by 0.9%, simply because many people worked fewer hours. ![Is the gender pay gap still an issue?](https://cmdrecruitment.com/wp-content/uploads/2023/06/Is-the-gender-pay-gap-still-an-issue.png) ## Is the gender pay gap still an issue? There is certainly still a gender pay gap at play, which is impacting earning potential for many women. Since women of child-bearing age will often be pushed into part time work, differences between full time and part time hourly wages will have a significant impact. The good news is that the [gender pay gap](https://cmdrecruitment.com/gender-pay-gap-reporting/) is actually decreasing every year. There is close to zero gender pay gap for full-time employees under 40, but the gap jumps to 10% for older age groups. There is a 15.5% gender pay gap across all employees, which is down 1.9% since 2019. And there is a 9% gender pay gap for full-time employees, which is down by 1.6% since 2019. ![How do I know if I’m being underpaid?](https://cmdrecruitment.com/wp-content/uploads/2023/06/How-do-I-know-if-Im-being-underpaid.png) ## How do I know if I’m being underpaid? More transparency around salaries is making it easier for employees to negotiate a better deal – and to know when they are being exploited! If you suspect you might be underpaid for your work, you can use job listing websites to confirm starting salaries for similar roles in your field. Remember that you need to take things like training and location into consideration. For example, if you live in Coventry and notice workers in London are being paid more for the same role, this doesn’t mean that you are necessarily owed a pay rise to match. However, education is something that you should take into consideration. For example, imagine you started working with a company as an assistant with no formal qualifications, but you worked your way up to a manager role. Then, a university graduate enters the company at the same level but is paid more than you. While the company might try to justify this by saying that they have an undergraduate degree and you don’t, you can argue that you are still doing the same job. Your time with the company should also have significant value. In this case, it would be fair to say that you are being underpaid. ![How can I use this information to negotiate a better salary?](https://cmdrecruitment.com/wp-content/uploads/2023/06/How-can-I-use-this-information-to-negotiate-a-better-salary.png) ## How can I use this information to negotiate a better salary? When it comes to [negotiating your salary](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023/), knowledge is power. When you’re armed with the right information, you can approach employers in the right way and state your case for higher pay. As we now know, your age, education and location will have a big impact on your earning potential. Before you ask for a pay rise, you should always do your research to see what other professionals are earning in your area. Follow these simple steps for asking for a higher salary. You can do this in an existing role, or when you are negotiating the starting salary for a new role. ### 1. Choose your time well If the company is struggling financially, your request for higher pay may be poorly timed. You should also schedule the chat around a change in your role. For example, if you’ve taken on more responsibility or been given a promotion. The exception is if you have been working for the company for a long time without a pay rise. If you suspect you’re being underpaid for your role, you should raise this with your employer. ### 2. Do your research Look at what other professionals in your industry are being offered as a starting salary and then compare this to your own. You can also factor in things like your age, experience level, education, additional training, additional responsibilities and time with the company. ![Prepare your approach](https://cmdrecruitment.com/wp-content/uploads/2023/06/Prepare-your-approach.png) ### 3. Prepare your approach You need to clearly state your case to your employer in a polite and considered way. You don’t want this approach to appear like an attack or that you’re unhappy. You should simply stick to the facts, such as industry averages, and any additional responsibility you have taken on since starting your role. ### 4. Be flexible They might not be able to offer you everything you want, but they might be willing to compromise by offering you a smaller pay rise with a promise of further reviews in the future. They could also offer other benefits, such as more paid time off, a company car, or flexible working hours. ### 5. Be prepared to walk away If you are being underpaid, you need to have the confidence to walk away if your employer refuses to move. If you agree to stay in your role, you are accepting that you don’t think you should be paid more for your role. You don’t have to quit on the spot, but it’s a good idea to start looking at other roles and planning a move. If you line up another job offer with a higher starting salary, you can offer your existing employer an opportunity to counter this offer. ## Closing thoughts Talking about salaries might feel awkward, but this kind of transparency is the best way to ensure that everyone is paid fairly for their work. Thanks to job boards and salary information websites, it’s now easier than ever to check if you’re being paid above or below average for your role. ## Highlights - Mean salaries can be misleading; median figures provide clearer insight. - Industry choice has a major impact on earning potential. - Education level significantly influences long-term salary growth. - Earnings typically peak between ages 40–49 before tapering. - Location, sector, and working hours all affect salary levels. - Salary data can support stronger negotiation and career decisions. ## Frequently Asked Questions ### What does this topic mean? This topic covers how average salaries are calculated in the UK and the factors that influence how much people earn. ### Why is this topic important? Understanding salary data helps individuals benchmark their earnings and make informed career or negotiation decisions. ### How does this affect job seekers or employers? Job seekers can assess fair pay and negotiate confidently, while employers can stay competitive in attracting and retaining talent. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Garden Leave During Redundancy: What It Means and Why It’s Used](https://cmdrecruitment.com/garden-leave-during-redundancy-what-it-means-and-why-its-used) **Published:** November 19, 2025 **Author:** paul **Content:** **Quick Answer:** Garden leave during redundancy allows employees to remain on full pay while not working, helping employers protect business interests while employees prepare for their next role. **Key Takeaways** - Garden leave keeps employees under contract but away from work. - Employees still receive full pay and benefits. - Employers use it to protect sensitive information and relationships. - Contract terms must still be followed during this period. To be made redundant means that your role no longer exists within a company. This is often due to cost-cutting measures, relocation, or a shift in focus to a new sector. If there is a decline in work in your sector of the business, this might lead to your role being made redundant. The process of [redundancy](https://cmdrecruitment.com/redundancy-explained-what-it-is-and-how-it-works/) is often carried out in stages. First, employees might be offered the chance to take voluntary redundancy. This is often the first sign of instability within a company, so it could be an ideal opportunity to accept the offer and look for a new role. Once the company knows who wants to take [voluntary redundancy](https://cmdrecruitment.com/voluntary-vs-compulsory-redundancy-whats-the-difference/) and who is left, they can then make final decisions about the workforce. After this point, they might choose to make compulsory redundancies to finalise their plans. There can be some negative feelings around redundancy, particularly if the employer knows that an employee has rejected voluntary redundancy. In this case, they might decide to use something known as gardening leave. This is not the same as payment in lieu of notice, and it’s important that both the employer and the employee know how best to navigate this process. ![Garden leave during redundancy](https://cmdrecruitment.com/wp-content/uploads/2025/11/Garden-leave-during-redundancy.png) ## Garden leave during redundancy Garden leave is when an employer chooses to keep a person under an employment contract, but requests that they stay away from the workplace and don’t continue working for them. For the employer, this means that they still have to pay the individual and ensure that they meet the requirements of their employment contract. If the garden leave extends the employee’s time working with the company into another year, this can also have an impact on notice requirements and redundancy pay. For the employee, it means that they are still bound by their contract, but they are asked to step away from their role. They might have to relinquish access to company devices and stop accessing their email accounts. They will also be bound by any non-compete clauses that appear in their contract, so they won’t be able to have conversations with clients or suppliers. There are lots of reasons that an employer might choose to place someone on garden leave, including to protect company secrets, to prevent animosity in the workplace. As an employee, it’s a good idea to approach this with a positive mindset. After all, you’ll have the opportunity to take time off work, start looking for a new job, and you’ll still be able to enjoy all of the benefits of a [notice period and redundancy](https://cmdrecruitment.com/redundancy-and-your-notice-period-what-to-expect/) pay. It’s also important that you pay close attention to the guidelines given to you by your employer during your garden leave. There is a risk you could lose access to your employment rights, including your redundancy payout, if you fall short of the expectations on you. ![Why is garden leave used during redundancy?](https://cmdrecruitment.com/wp-content/uploads/2025/11/Why-is-garden-leave-used-during-redundancy.png) ## Why is garden leave used during redundancy? There are lots of reasons you might be offered garden leave during redundancy. The most common reason would be to protect the business interests of the company. If they are going through operational changes, they might want to be able to implement these without your knowledge. After all, you could very soon be joining one of their competitors, so the less you know, the better. Garden leave can also be used to prevent interference during transitional periods. It allows the employer to restructure workforces without having to consider those employees who won’t be there for much longer. It can also help to protect client and supplier relationships. Garden leave can often be sprung on employees so they don’t have a chance to steal clients before they go. You might also be prevented from accessing sensitive information, or seeing future business plans that might be of interest to competitors. ## What can I do during garden leave? You are still technically employed by the company, and you could be called back at any time, but you are generally free to spend your time as you wish. You can start looking for another job, or you could take the time as a free holiday. You’re still an employee, but you might not have access to the company site or digital resources. You don’t need to work, but you could be called on at any time. It’s not the same as a holiday, when an employer would be expected to leave you alone. You are still very much an employee, and you should keep this in mind. Many people start looking for a new job while they are on garden leave, as it’s the perfect opportunity to [spruce up your CV](https://cmdrecruitment.com/10-top-tips-for-writing-a-stand-out-cv/) without the pressure. However, you should be aware that you can’t accept another role and start working, unless you have the approval of your current employer. ## What can’t I do during garden leave? While you are on garden leave, you are still technically employed. It’s not the same as paid leave, where your time is your own. You could be called back into the office at any point, so it’s best not to jet off on holiday straight away. If your employer decides to end your employment early and offer your payment in lieu of notice, this would be a different story, but until this happens, you should assume that you could be called back into the office at any time. It’s a good idea to refer to your contract if you are unsure about what you can and cannot do. You may have been put on garden leave to prevent you from speaking to clients and suppliers, which might be in violation of a non-compete clause in your contract. You should also be aware that you cannot start working for a new company without the approval of your existing employer. While it might be tempting to accept a role and hit the ground running, you need to wait until the end of your notice period, or you may have to forfeit your paid notice period. If you’re facing redundancy or looking for your next opportunity, CMD Recruitment can help. [Contact our team](https://cmdrecruitment.com/contact/) today or [browse the latest vacancies](https://cmdrecruitment.com/jobs/) to find your next role. ## Highlights - Garden leave = paid notice without working - Protects business and client relationships - Employees remain under contract obligations - Useful for reducing workplace tension during redundancy - Not the same as payment in lieu of notice (PILON) ## Frequently Asked Questions ### What does this topic mean? Garden leave during redundancy refers to a period where employees remain employed and paid but are not required to work. ### Why is this topic important? It helps both employers and employees understand their rights, responsibilities, and protections during redundancy transitions. ### How does this affect job seekers or employers? Employees can use the time to prepare for new roles, while employers can protect business interests and ensure smooth transitions. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [External Training Advantages and Disadvantages](https://cmdrecruitment.com/external-training-advantages-and-disadvantages) **Published:** October 30, 2025 **Author:** paul **Content:** **Quick Answer:** External training can help individuals and organisations develop new skills quickly, but it’s important to weigh the benefits against potential drawbacks such as cost, relevance, and time commitment. **Key Takeaways** - External training provides access to specialist knowledge and expertise. - It can accelerate learning but may not always be tailored to business needs. - Costs and time away from work should be carefully considered. - Choosing relevant courses is key to maximising return on investment. Does your company offer external training? Are you considering taking advantage of this benefit? Or are you an employer considering sending your team on a new training course? There are both advantages and disadvantages to consider before making a decision. Here are a few things to keep in mind. ## Advantages of external training External training has many advantages for organisations and individuals looking to improve their existing skill sets. Firstly, access to specialist knowledge and skills from experts who are brought into the workplace is invaluable. This allows your team members to gain insight and techniques in the shortest possible time. Plus, external training can be cost-effective as learners or teams are gaining well-targeted learning from highly experienced facilitators. With the expertise these trainers bring on board, this quickly pays for itself with accelerated learning results. Finally, external training can be incredibly time efficient; by bringing specialist advice into the business you can save hours of research, teaching and trial-and-error that would otherwise have been necessary if trying to learn new skills independently. ![External staff training event](https://cmdrecruitment.com/wp-content/uploads/2022/12/Disadvantages-of-external-training.png) ## Disadvantages of external training Training external personnel for a business can come with certain drawbacks. One downside is that the generic training may not always be tailored to the specific needs of your organisation. Investment in outside staff may thus prove costly, as it could take extra effort to customise their development and/or more specialised training initiatives. Intentional planning is required to incorporate external trainees into the existing workflow without disruption or strain on internal personnel who need to provide necessary insight and assistance. If not managed carefully, considerable time and resources can be spent on getting staff up to speed with applicable requirements without seeing the full benefits to offset those costs. In short, bringing in external training providers can be counterproductive if they aren’t able to tailor the training to the needs of your company and employees. This could leave everyone feeling that their time has been wasted. ## How to make the most out of external training Attending external training is a great way to invest in your personal and [professional development](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career). When choosing courses that are right for you, the most important thing to do is to ensure that they are relevant to the skills and knowledge you need. Take time before signing up to analyse the course content and think about how it will benefit your goals. You should also make sure that you have the time available to dedicate to completing the training, as failure to do so could mean sacrificing part of what makes it effective. With a good selection process and time devoted to proper completion, external training can be an excellent tool for professional growth. ![Group training around table](https://cmdrecruitment.com/wp-content/uploads/2022/12/When-should-you-avoid-external-training.png) ## When should you avoid external training? External training can be immensely beneficial for many people, with the opportunity to learn specific skills and knowledge not accessible any other way. However, it’s important to remember that there are drawbacks associated with external training which should be weighed before taking the leap. These cons can often include a hefty fee for the course or program and considerable time away from work-related duties or obligations. Additionally, it’s also possible to sign up for a program that simply isn’t as helpful as initially advertised; and if research hasn’t been done in advance, this can lead to an unfortunate waste of money and valuable time. All in all, external training is definitely worth investigating when seeking out professional upgrades; however, potential students must look into the specifics beforehand in order to ultimately get the most out of their investment. ## How can employers limit the risk? External training is no doubt beneficial, but it’s important to be selective in your approach. Once you have found a potential course that is worth investigating in greater detail, try sending one or two employees on the course to find out more about the course content. Choose employees that are actively engaged in personal and professional development so they will give you accurate feedback on the course and its contents. Once you know more about the course, you can then consider sending more of your team or sending your entire team. Staggering the external training will allow employees that have already gone on the course to provide support and advice to those who have yet to attend. You could ask those who have attended the course to present their findings to the group to make the learning process even more collaborative and helpful. ## Conclusion External training can be a great way to gain new skills and knowledge, but it’s important to consider the disadvantages before signing up for anything. Make sure you choose courses that are relevant to your needs and make sure you have the time to complete them. If you do, you’ll be on your way to [mastering new skills](https://cmdrecruitment.com/mastering-the-art-of-hard-vs-soft-skills) in no time! ## Highlights - External training provides fast access to specialist knowledge and expertise. - Costs, time commitment, and relevance should be carefully evaluated. - Generic training may require additional adaptation for business needs. - Choosing the right course is essential for maximising value. - Staggered training and feedback can improve outcomes for teams. ## Frequently Asked Questions ### What does this topic mean? It refers to the use of external training providers to develop employee skills and knowledge. ### Why is this topic important? It helps businesses and individuals improve performance while making informed decisions about training investments. ### How does this affect job seekers or employers? Job seekers can enhance their skills, while employers can improve team capability and [retention](https://cmdrecruitment.com/creating-a-positive-work-culture) when training is used effectively. **Looking to develop your team or career?** CMD Recruitment supports employers and candidates with expert advice and opportunities across the South West. [Browse current vacancies](https://www.cmdrecruitment.com/jobs/) or speak with a consultant today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How To Answer Organisational Skills Interview Questions](https://cmdrecruitment.com/how-to-answer-organisational-skills-interview-questions) **Published:** October 25, 2025 **Author:** paul **Content:** **Quick Answer:** To answer organisational skills interview questions effectively, explain your methods for prioritising tasks, managing time, and provide real examples that demonstrate how you stay organised and productive. **Key Takeaways** - Organisational skills help you manage time, tasks, and responsibilities efficiently. - Interview answers should include real examples of planning and prioritisation. - Simple systems like lists and schedules can demonstrate strong organisation. - Honesty about your methods builds credibility with employers. Organisational skills are vital for any job seeker. If you’re looking to demonstrate your organisational skills in an interview, here are some tips on how to answer common questions about them. Remember, the key is to be honest and showcase your unique strengths. And if you can think of examples of when you have had to put your organisational skills to the test, this will help to strengthen your stance. ![Colour coded planner](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-are-organisational-skills-1.png) ## What are organisational skills? Organisational skills are essential for leading a productive life. They’re key for managing personal finances, tackling tasks efficiently, sticking to routines, and staying on top of responsibilities. The ability to stay organised is a combination of techniques and habits that help prioritise and complete tasks in an efficient manner. It’s not necessarily about having the most glamorous tools or flashy apps. It’s more about understanding how different tools can help get things done. And while organisational skills may require effort, they can lead to improved performance and increased productivity in both professional and personal settings. In the workplace, good organisational skills will make you a better hire because you’ll be able to [manage your own time](https://cmdrecruitment.com/time-management-interview-questions-with-examples) and get the job done. Here are some questions you might face in an interview and how to answer them. ![Man planning his to do list](https://cmdrecruitment.com/wp-content/uploads/2023/01/Can-you-give-me-an-example-of-a-time-when-you-demonstrated-strong-organisational-skills.png) ### Can you give me an example of a time when you demonstrated strong organisational skills? “I remember one particular time when I was put in charge of a project at work and was responsible for it from start to finish. While it was a fairly substantial task and a lot of moving parts, I was able to stay organised and on top of everything thanks to my strong organisational skills. I kept a detailed timeline of activities that needed to be completed on certain dates, which allowed me to effectively plan out the work and keep everyone informed along the way. Tracking performance metrics along the way was also important in ensuring that all objectives were met by the deadline set. Using my organisational skills, I was ultimately able to complete this project ahead of schedule without compromising its quality.” ![Woman organising digital calendar](https://cmdrecruitment.com/wp-content/uploads/2023/01/Describe-how-you-stay-organised-on-a-daily-basis.png) ## Describe how you stay organised on a daily basis “In order to stay organised, I start off each day with a detailed list of tasks that need to be accomplished. That way, I can prioritise what needs to be done first and then move on to the next item in an efficient manner. I also make sure that my desk and living space are clean and clutter-free at all times as this helps me stay focused on the task at hand. Since managing time can be stressful, I try not to overcommit myself so that I never feel overwhelmed or rushed. Finally, it’s important for me to take regular breaks throughout the day in order to refresh my mind and energise my body – if I don’t, everything starts becoming a blur!” ![Colleague mentoring a new starter](https://cmdrecruitment.com/wp-content/uploads/2023/01/How-would-you-help-a-colleague-who-struggles-with-organisation.png) ### How would you help a colleague who struggles with organisation? “I have found that staying organised can be a challenge, particularly if you’re already pushed for time. One tip that has been helpful for me is to create lists. Taking just a few minutes every day to jot down what needs to be done, either as a To-Do list or as an agenda, allows us to see clearly what tasks need tackling. Not only does this help us remember what we have to do, but it also helps alleviate some of the stress and anxiety that comes with forgetting something important. If a colleague of mine was struggling with organisation, I would help by encouraging them to make lists in order of priority.” ![Business meeting with lots of paperwork](https://cmdrecruitment.com/wp-content/uploads/2023/01/Can-you-explain-why-organisation-is-important-in-both-the-workplace-and-in-life-in-general.png) ### Can you explain why organisation is important in both the workplace and in life in general? “Organisation is key to success, both in the workplace and in life in general. Being organised helps us keep track of our goals and progress, which can provide a motivation boost when we see our efforts paying off. It also allows us to prioritise tasks and make informed decisions about how to allocate our time, energy, and resources towards something productive. Lastly, it reduces stress; without organisation, we can easily feel overwhelmed by the volume of tasks or obligations that can be buried deep within the cracks of our minds unless they’re properly documented.” ## Conclusion Organisational skills are important in both the workplace and in life. By taking the time to define what organisational skills are, giving an example of a time when you demonstrated those skills, and sharing how you stay organised on a daily basis, you can help others see the importance of organisation and offer advice for those who struggle with being organised. When answering these interview questions, be completely honest about the methods you use to stay organised. And if it’s something that you have struggled with but are working on, be open about what steps you have taken to improve. ## Highlights - Organisational skills are essential for managing time, tasks, and responsibilities. - Interview answers should include real examples of planning and execution. - Simple tools like lists and schedules can improve [productivity](https://cmdrecruitment.com/productivity-vs-pay). - Strong organisation reduces stress and increases efficiency. - Honest reflection on your methods helps build trust with employers. ## Frequently Asked Questions ### What does this topic mean? It refers to demonstrating your ability to stay organised, manage tasks, and prioritise effectively during interviews. ### Why is this topic important? Organisational skills are critical for productivity and performance in almost every role. ### How does this affect job seekers or employers? Job seekers can showcase their efficiency and reliability, while employers can [identify candidates](https://cmdrecruitment.com/identifying-the-best-candidates) who can manage workloads effectively. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [How to Answer Job Interview Questions About Multitasking (With Sample Answers)](https://cmdrecruitment.com/can-you-multitask-interview-question) **Published:** October 20, 2025 **Author:** paul **Content:** **Quick Answer:** To answer “Can you multitask?” effectively, show how you prioritise tasks, manage your time, and maintain quality by using real examples from your experience. **Key Takeaways** - Multitasking questions assess how you handle competing priorities. - Strong answers focus on organisation, prioritisation, and efficiency. - Real examples demonstrate your ability to manage workload effectively. - Honesty and practical strategies are more valuable than claiming perfection. The ability to multitask is increasingly in high demand. As a result, employers will often ask questions that explore your understanding of multitasking and how you manage to multitask in your life and your work. The question might not be as direct as “can you multitask?” so you need to be able to look for the clues of what the interviewer really wants to know. Any mention of managing a hectic workload, prioritising demands and jumping from one task to another should be interpreted as questions about multitasking. Most jobs require some level of multitasking, so it’s worth thinking about how you would answer these types of questions before your interview. ## What is the interviewing really asking? If you are interviewing for a fast-paced role will lots of conflicting demands, employers want to know that you’ll be able to keep up with demands? You might have phone calls, emails and conflicting projects to juggle. If you can’t switch from one task to another smoothly, you might struggle to do your job. Some people like to focus on one task until it is completed. If they switch mid-way through a task, they might make mistakes. And if they struggle to switch from one task to the next, it might take them much longer to complete their work. This isn’t a problem in some roles, but it can be a barrier to employment in others. Employers know that multitasking isn’t the most [efficient way to work](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/), but they simply want to know that if you were to be pulled from one task and put on another, would this completely detail your day ## How to prepare for interview questions about multitasking You should always have an answer prepared for when you are asked about your ability to multitask. Think about examples of situations in your personal or professional life that demonstrate your ability to switch between tasks. You must show the interviewer that, despite the demands on your time, you know how to manage them in a way that works best for you. Think of a few examples of times when you managed several tasks at once. Make sure you pick examples that are most relevant to the role you are applying for. This lets the interviewer know that you understand the demands of the role you are applying for. ![Sample answers to questions about multitasking](https://cmdrecruitment.com/wp-content/uploads/2021/09/Sample-answers-to-questions-about-multitasking.png) ## Sample answers to questions about multitasking If you’re struggling to answer this type of interview question, consider the following sample answers. ### **Sample answer 1** “I find multitasking helps to keep me interested and motivated. I like switching between tasks as it gives me an opportunity to test my attention to detail and my skills in time management.” **Why this answer works:** This answer tells the interviewer that you are comfortable jumping between tasks and don’t feel stressed out by the idea of a fast-paced role. If they are looking for someone who can hit the ground running in the role, this answer will show that you are an excellent fit. ### **Sample answer 2** “I like to be busy all the time, and this helps me to get more done. I like to batch tasks together so I’m working on similar tasks and this helps me to get more done in less time. Given a choice, I don’t think I would want to focus on one task at a time as this doesn’t appeal to my style of working.” **Why this answer works:** You’re telling the interviewer that you prefer multitasking but that you also know how to do it efficiently. Employers know that switching between tasks can be a drain on resources, particularly for those who don’t like multitasking. So by pointing out methods you use to make it more effective, you’ll give them confidence you can manage the role. ### **Sample answer 3** “In an ideal world, I would give every task my full attention and complete it before moving on to the next. However, I know that things rarely work out like this in a demanding office environment. So I’ve developed systems to help me manage my time and my focus any time the tasks start piling up. I create a priority list and try to stick to this as much as possible.” Why this answer works: You acknowledge that you’d rather not multitask but then outline how you make it work for you. This answer is ideal if you know that multitasking isn’t a huge part of the role. It shows that you are able to adapt to the demands of a busy work environment but are also very skilled at getting on with the task at hand. ## How to deliver the best possible answer The best answer to this question will always depend on the role you are applying for. If multitasking and jumping between tasks are more common in your industry, you need to demonstrate how you optimise your schedule while keeping on top of the biggest priority tasks. And if multitasking is less common in your role, you need to let the interviewer know how you could handle this if the situation ever arose. ![What not to say](https://cmdrecruitment.com/wp-content/uploads/2021/09/What-not-to-say.png) ## What not to say You should never lie or stretch the truth in an interview. It’s absolutely fine to have weaknesses and blind spots, but don’t gloss over these with lies. If you aren’t very confident at multitasking, let them know the steps you are taking to improve. If you do lie, it won’t take long for the truth to come out once you start your job. And if you absolutely hate multitasking but you know it’s essential for the role, you might want to reconsider if you’re in the right role. Lying to get a job that you aren’t right for could lead to employment problems further down the road if you have to explain why you didn’t stay in a role for very long. Try to keep it all in perspective. This is just one part of the role and one part of the interviews. As long as you have a few situational answers in mind, you should have no trouble satisfying the interviewers. If you’re preparing for interviews, exploring new opportunities, or looking for expert recruitment advice, our team is here to help. [Get in touch](https://cmdrecruitment.com/contact/) to discuss your career goals or browse our vacancies to find a role that suits your skills and ambitions. ## Highlights - Multitasking questions assess your ability to manage competing demands. - Strong answers focus on prioritisation and effective time management. - Using real examples demonstrates practical experience and credibility. - Balancing multiple tasks while maintaining quality is key. - Honesty about your approach builds trust with interviewers. ## Frequently Asked Questions ### What does this topic mean? It refers to answering interview questions about multitasking by demonstrating how you manage multiple responsibilities effectively. ### Why is this topic important? Multitasking is a common requirement in many roles, so employers need confidence that you can handle competing priorities. ### How does this affect job seekers or employers? Job seekers can better showcase their organisational skills, while employers can identify candidates who can thrive in busy work environments. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [Voluntary vs Compulsory Redundancy: What’s the Difference?](https://cmdrecruitment.com/voluntary-vs-compulsory-redundancy-whats-the-difference) **Published:** November 15, 2025 **Author:** paul **Content:** **Quick Answer:** Voluntary redundancy allows employees to choose to leave with a package, while compulsory redundancy is employer-led, but both processes must follow legal protections and offer statutory rights. **Key Takeaways** - Voluntary redundancy gives employees more control over their exit. - Compulsory redundancy is decided by the employer. - Both routes require fair consultation and legal compliance. - Employees are entitled to redundancy pay and notice periods. Any mention of redundancy in the workplace can be scary. If your job is on the chopping block, you might find yourself panicking about what this means for your future. Redundancies aren’t that common, so you might only face this once or twice in your lifetime. This is why it is often looked upon with such fear; it’s the unknown that makes us feel unsafe. One of the best ways to [navigate through redundancy](https://cmdrecruitment.com/navigating-redundancy/) is through education. The more you know about redundancy – including why it’s happening, what your rights are, and what you can do if something isn’t right – the more you will feel in control of the situation. The purpose of this guide is to help you to understand the difference between voluntary and compulsory redundancy, so you can navigate each process with ease. ![What is voluntary redundancy?](https://cmdrecruitment.com/wp-content/uploads/2025/11/What-is-voluntary-redundancy.png) ## What is voluntary redundancy? Redundancy is when a company is downsizing, shifting focus, or closing, and they need to adjust their workforce to reflect this. To be eligible for redundancy benefits, you need to be legally recognised as an employee. This would typically mean that you have an employment contract. Redundancy often takes place in multiple stages. If the organisation is restructuring or there is a reduced demand for your role, there may be an offer of voluntary redundancy. This is when you are given the option to leave your role, usually in exchange for a redundancy package. You should get statutory redundancy pay as a minimum, but you could be offered more than this. It’s your choice to decide if you want to accept the voluntary redundancy package. However, it’s worth noting that there are no guarantees that your job will be safe if you decide to stay. This is because a voluntary redundancy consultation is often followed by a second round of cuts. ## What is compulsory redundancy? Compulsory redundancy is when an organisation decides that your role is no longer required for operations. This could be because the company is closing down, shifting focus to another area, or looking for ways to cut costs. Companies often follow a round of voluntary redundancies with compulsory redundancies, but this isn’t always the case. Whether your redundancy is compulsory or voluntary, you should still be treated with fairness and respect. ![](https://cmdrecruitment.com/wp-content/uploads/2025/11/What-can-I-expect-from-redundancy.png) ## What can I expect from redundancy? You are well-protected during the redundancy process, but it’s important that you understand what is happening so that you can speak up if something is wrong. First, you need to know your rights. You are generally entitled to: - The option to change jobs or relocate, where possible - Redundancy pay - A paid notice period - A consultation with your employer - A reference - Time to look for a new job Your redundancy pay is calculated based on your age and how long you have been working for the company. You are entitled to statutory redundancy pay, as a minimum, but your employer may offer a more generous package. You are also entitled to a [notice period](https://cmdrecruitment.com/redundancy-and-your-notice-period-what-to-expect/), which means your employer cannot terminate your contract without notice. If they would like you to stop working sooner, then they will have to offer pay in lieu of notice. If you do work your notice period, this should also be paid and will include all of the benefits that come with your contract. ## Should I accept voluntary redundancy? This is a personal decision that should be made following a consultation with your employer. As mentioned above, rejecting voluntary redundancy will not mean that your job is necessarily safe. You could still face redundancy further down the line. By accepting voluntary redundancy, you put yourself in control of your future. If your employer is using redundancies to cut costs, you might wonder about the longevity of the company. You might find more job security elsewhere. Redundancy can be an opportunity to review your career goals and [pivot to a new direction](https://cmdrecruitment.com/how-to-change-career-guide/). With a buffer of redundancy pay, you might be able to retrain in a different role, or enhance your skills to boost your employability. It might feel daunting, but voluntary redundancy can be an opportunity for growth. It can also be a sad time, particularly if you have been working for the same company for a long time. Give yourself time to properly process your feelings and make a considered decision about whether voluntary redundancy is right for you. If you’re facing redundancy or exploring new career paths, CMD Recruitment can help you take your next step with confidence. Contact us today or [browse current job opportunities](https://cmdrecruitment.com/jobs/). ## Highlights - Redundancy = role no longer needed - Voluntary redundancy is employee-led - Compulsory redundancy is employer-led - Statutory rights protect all employees - Voluntary redundancy can offer flexibility and opportunity ## Frequently Asked Questions ### What does this topic mean? Voluntary and compulsory redundancy refer to two ways employers reduce staff, either through employee choice or employer decision. ### Why is this topic important? Understanding the difference helps employees make informed decisions and protect their rights during redundancy. ### How does this affect job seekers or employers? Employees can plan their next steps more effectively, while employers must ensure fair and compliant processes. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [3 Examples of Writing a Resignation Letter](https://cmdrecruitment.com/3-examples-of-writing-a-resignation-letter) **Published:** October 10, 2025 **Author:** paul **Content:** **Quick Answer:** A resignation letter should clearly state your intention to leave, confirm your final working day, and maintain a professional tone to ensure you leave on good terms. **Key Takeaways** - A well-written resignation letter helps maintain professional relationships. - Including key details ensures clarity around notice periods and final arrangements. - Your tone should remain polite, even in difficult situations. - Providing support during your transition can leave a positive lasting impression. Writing an effective resignation letter can mean the difference between leaving a company on good terms and bad terms. Stepping down from a role can be a difficult thing to do, but if you handle it correctly, you can leave with a glowing reference and the knowledge that you’ve done everything by the book. ![What to include in your resignation letter](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-to-include-in-your-resignation-letter.png) ## What to include in your resignation letter When writing your resignation letter, there are a few things you need to include. You may need to consult with your contract to confirm a few details before you finalise your letter. You should always include: - Today’s date – You need to date your letter as this will officially begin your notice period, and you don’t want there to be any confusion. If you date your letter, then it’s about when it was written and sent rather than when it was received. - A [statement confirming that you are resigning from your role](https://cmdrecruitment.com/resignation-letter-guide/) – You’d be surprised how many people fail to mention this in their letter. You don’t have to go into details, and often the less said the better. - Acknowledgment of your last day of work – You may need to consult with your contract to confirm your notice period. - Contact details – You should always provide contact details for how you can be reached after you leave the company. Don’t assume that HR has up-to-date details for you. - Outstanding holiday entitlement – You might need to check your contract or your HR file to confirm how many days you have left to take. You can often choose to take payment in lieu, or you could leave the company sooner. - An offer to assist in hiring and training your replacement – This isn’t always appropriate, but if you have a very technical or specialised role, it’s helpful for the company to know they have your support in hiring a replacement. - A statement thanking the company for the opportunity – It’s always a good idea to keep your letter friendly and cordial. Even if you are leaving on bad terms, you can still take the time to thank your line manager for their support. - A request for a [reference](https://cmdrecruitment.com/how-to-ask-for-a-reference) – If you will be applying for other opportunities, or if you already secured a new job, you might need to confirm that they will provide a reference. ![3 examples of resignation letters](https://cmdrecruitment.com/wp-content/uploads/2023/03/3-examples-of-resignation-letters.png) ## 3 examples of resignation letters ### Leaving on good terms If you’re leaving the company on good terms but have simply outgrown the role, then you can be more relaxed in your approach and your letter might be less formal. You may even announce that you are leaving in person but then give your line manager the letter as a formality. Dear \[insert line manager’s name\], Please accept this letter as notice of resignation from my role as \[insert job title\]. I will continue in my role for the one month notice period, and my final day of employment will be the \[date\]. As I have 6 days of unused holidays left to take, I’m happy to take this entitlement at the end of my notice period, or to accept payment in lieu. I’d like to take the opportunity to thank you for your support and guidance in this role. I hope that I will be able to rely on you for a reference in the future. I’m happy to help find and hire my replacement if required. Kind regards, \[your name\] ![Leaving on difficult terms](https://cmdrecruitment.com/wp-content/uploads/2023/03/Leaving-on-difficult-terms.png) ### Leaving on difficult terms If you are leaving the company because of a grievance, then you will be more direct in your approach. Your letter might be shorter and more to the point. Dear \[insert line manager’s name\], I wish to inform you that I am resigning from the role of \[insert job title\] effective from \[last date\]. Please direct all future correspondence to \[insert address\]. Many thanks for the opportunity and I wish you all the best in the future. Kind regards, \[your name\] ![Resigning from part of your role](https://cmdrecruitment.com/wp-content/uploads/2023/03/Resigning-from-part-of-your-role.png) ### Resigning from part of your role If you aren’t leaving completely, but want to resign from a specific part of your role, make this very clear in your letter. You don’t want it to be interpreted as a full resignation. Dear \[insert line manager’s name\], I would like to inform you of my intent to resign from the role of \[insert job title\] and return to my original role as \[insert job title.\] While I have enjoyed the opportunity, I feel my expertise would be better suited to my original role. I would be happy to assist in finding my replacement. Kind regards, \[your name\] It’s as simple as that! ## Highlights - Resignation letters formalise your decision to leave a role professionally. - Including key details avoids confusion about notice periods and final dates. - Maintaining a polite tone helps preserve relationships and references. - Different situations may require different resignation styles. - Offering support during transition leaves a positive final impression. ## Frequently Asked Questions ### What does this topic mean? It refers to writing a formal resignation letter that clearly communicates your intention to leave a role while maintaining professionalism. ### Why is this topic important? A well-written resignation letter helps you leave on good terms, which can support future references and professional relationships. ### How does this affect job seekers or employers? Job seekers can protect their reputation, while employers benefit from a smoother transition and handover process. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Salary vs Employee Benefits: Which is Better to Offer or Accept](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better) **Published:** October 5, 2025 **Author:** paul **Content:** **Quick Answer:** When evaluating a job offer, compare both salary and benefits by assigning value to each element so you can determine the true overall compensation package. **Key Takeaways** - Salary is only one part of a job offer—benefits can significantly add value. - Some benefits have clear monetary value, while others improve quality of life. - Comparing offers requires evaluating both financial and non-financial perks. - Your personal priorities should guide your final decision. A key part of accepting a new job offer is negotiating your salary. When you are in demand, you have the opportunity to negotiate before accepting a role, so it’s important to pay attention so that you get what you deserve. Companies will often offer a combination of salary and benefits, but it can be difficult to determine the value of these benefits. So if there are two roles available, comparing salaries directly can be incredibly difficult. In this guide, we’ll look at what companies offer a combination of salary and benefits, how to assign a value to each, and how to determine if the [job offer](https://cmdrecruitment.com/a-guide-to-declining-job-offers/) is really as good as it seems. Read on to learn more about this increasingly common business practice. ## Why do companies offer benefits? There are a number of reasons companies may offer benefits in addition to salary. The most common reason is to attract and retain employees. In a tight [labour market](https://cmdrecruitment.com/operations-managers-response-to-cmd-recruitments-wiltshire-labour-market-survey/), good workers are in high demand, so companies need to find ways to sweeten the pot. This can help to make their company more attractive and outpace the competition. Benefits can also be used as a tax deduction for the company, which means they will actually save money by offering them. If a company has a smaller budget to work with, it might be able to increase the value of a role by offering more benefits. This is particularly useful for non-profit organisations which might not be able to compete with for-profit organisations. ![What are common benefits?](https://cmdrecruitment.com/wp-content/uploads/2022/06/What-are-common-benefits-cmd.png) ## What are common benefits? There are many different types of benefits companies can offer, but some of the most common include: - Health insurance - Dental insurance - Vision insurance - Pension contributions - Paid time off - Flexible working - Gym memberships - Free food and drink - Childcare benefits - Company car - Cycle-to-work scheme - Discounts and freebies - Travel expenses - Bonus schemes ## How do you assign a value to benefits? If you are trying to compare a basic salary to a salary with added benefits, you need to be able to assign a monetary value to the benefit. This can get difficult when it isn’t something that can be purchased. For example, it’s easy to assign a value to something like health insurance, as this is something you could purchase independently. But it’s more challenging to assign a value to something like flexible working or a four-day working week. When we’re talking about time or benefits that simply improve our lives, we have to get a little more creative so we can make direct comparisons. One way to do this is by looking at the salary you would need to earn to cover the cost of benefits. For example, if a company offers free healthcare worth £5,000, then this is the equivalent of a £5,000 raise. This method isn’t perfect, as it doesn’t take into account the fact that some benefits are more abstract. ## How do you assign value to non-monetary benefits? Some benefits, such as flexible working, are more difficult to assign a monetary value to. This is because the value is more abstract and can differ from person to person. When you’re trying to work out the value of these benefits, it can be helpful to think about how much they would improve your quality of life. For example, if you have children, flexible working would be incredibly beneficial, so it would have a much higher value than something like free drinks on a Friday afternoon. Similarly, if you have a long commute, being able to [work from home](https://cmdrecruitment.com/the-future-of-working-from-home/) a couple of days a week would be worth more to you than it would be to someone who lives close to the office. When you’re trying to compare two job offers, it’s important to take into account both the monetary and non-monetary value of each role. A great way to do this is with a spreadsheet. Put the perks in a column and then assign each one a value based on how much it would cost you to purchase that benefit. If a benefit does not have a monetary value, assign it a value between £0 and £500. For example, if you’d like to work from home 2 days a week, and a company is offering this perk, you would assign it a value of £500. When you have finished, add up the value of each compensation package and you will then have a direct comparison. The most important thing to remember is that there is no right or wrong answer. It depends on your individual circumstances and what you value most in a job. If you place a high value on salary, then you should accept the role with the highest salary. But if you place a high value on benefits, then you should accept the role with the benefits that would most improve your life. There is the temptation to place all of the value on money, but there are some things that money can’t buy. The most obvious one is time. You can’t buy back any time that you have lost on a long commute or long working hours. So before you accept the role with the impressive salary but the long commute, consider if you would be better off accepting a role with a slightly lower salary that would let you enjoy a four-day working week. It can be difficult to make a decision between salary and benefits. But if you take the time to consider what you value most, you will be able to make the best decision for you. ## Highlights - Job offers often include both salary and a range of benefits. - Assigning value to benefits helps compare total compensation packages. - Non-monetary perks can significantly impact quality of life. - Personal priorities play a key role in evaluating offers. - Balancing salary with lifestyle benefits leads to better long-term decisions. ## Frequently Asked Questions ### What does this topic mean? It refers to evaluating job offers by comparing both salary and benefits to understand the true value of a compensation package. ### Why is this topic important? Looking beyond salary ensures candidates make informed decisions that align with their financial needs and lifestyle preferences. ### How does this affect job seekers or employers? Job seekers can choose roles that suit their priorities, while employers can attract talent by offering competitive and meaningful benefits. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [10 Intrinsic Motivators (And Why They Even Matter)](https://cmdrecruitment.com/intrinsic-motivators-and-why-they-matter) **Published:** October 1, 2025 **Author:** paul **Content:** **Quick Answer:** Intrinsic motivation—driven by autonomy, purpose, and mastery—helps organisations boost engagement, improve performance, and retain top talent. **Key Takeaways** - Intrinsic motivation is key to long-term employee engagement and retention. - Autonomy, mastery, and purpose are the core drivers of motivation. - Employees value development, recognition, and meaningful work. - Creating a supportive culture leads to higher productivity and satisfaction. You put absolutely everything into your business. You want to see it thrive and evolve. You have a five-year plan and you know exactly what you need to do to get there — but in order for these plans to materialise, your ship needs to be manned by an equally passionate crew. And that’s exactly the problem for so many companies up and down the country. Time and again, the question presents itself — how can you motivate your team to perform and excel? How do you boost levels of discretionary effort and truly engage your workforce? As a [recruitment agency](https://cmdrecruitment.com/), we focus largely on finding the right talent for the right position. But the other side of the coin is retention. We want to help organisations keep hold of the performers we source, and one surefire way of doing so is by finding the right way to motivate them. A lot has been said about extrinsic motivators and their importance — this includes good salaries, cash bonuses and perks such as gift cards, company lunches or your birthday off. These motivators are undoubtedly important, but if you want to retain top talent, you can’t ignore intrinsic motivation. Intrinsic motivation comes from inside you — it’s internally rewarding and results in a real sense of personal satisfaction. Research has found that intrinsic motivation usually results in the best outcomes and creates higher levels of employee engagement. Intrinsic motivation allows us to [perform at our very best](https://hbr.org/2023/03/understand-the-power-of-intrinsic-motivation). There are three main elements of intrinsic motivation — [autonomy, purpose and mastery](https://www.verywellmind.com/what-is-intrinsic-motivation-2795385). Create a [company culture](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/) that allows for all three, and you have a great recipe for productivity and employee satisfaction. But what are some real-world examples we can look to and learn from? Our experience in interviewing job seekers and qualified professionals has taught us that the following intrinsic motivators are the most effective (and desired), regardless of sector or experience. **Related:** [**12 Simple Ways to Increase Motivation in the Workplace**](https://cmdrecruitment.com/ways-increase-motivation-workplace/) ![A genuine sense of autonomy](https://cmdrecruitment.com/wp-content/uploads/2023/11/A-genuine-sense-of-autonomy.png) ## 1. A genuine sense of autonomy It’s tempting to want to manage every aspect of your company — you’re invested in its success, after all, and you are ultimately accountable for its fate. But micromanaging your employees is incredibly counterproductive and could result in frustrated, disengaged employees who will take any opportunity to jump ship. You want to fill your ranks full of dedicated, driven and independent-minded employees. So allow them space to flourish. Employees generally want the freedom to make their own decisions, and they crave a degree of control over their own work. This can be a powerful intrinsic motivator. When employees have autonomy over their work, they have a sense of ownership and responsibility — they’re ultimately more invested, which will boost productivity and job satisfaction. In fact, [Harvard Business Review](https://hbr.org/2021/10/forget-flexibility-your-employees-want-autonomy) has claimed that autonomy might even be more of a motivator for employees than flexibility. ## 2. Skill mastery Did you know the vast majority (an incredible 83%) of [employees see learning and development as a ‘vital factor’](https://www.peoplemanagement.co.uk/article/1808719/majority-employees-say-l-d-vital-factor-choosing-employer-survey-finds) behind their choice of employer? Employees don’t want to show up to work and do the same thing day after day for years on end. They want to improve and learn — mastery in itself can be a really strong motivator. As recruitment experts, we’ve found that when companies provide employees with regular training opportunities, talent sticks around for longer. It’s simple — the pursuit of mastery can lead to a greater sense of achievement. And it’s good news for employers, too. Employees who are able to develop are more skilled and, as a result, more of an asset. ![A sense of purpose](https://cmdrecruitment.com/wp-content/uploads/2023/11/A-sense-of-purpose.png) ## 3. A sense of purpose A sense of purpose is a huge determining factor when it comes to [employee engagement levels](https://peopleinsight.co.uk/what-is-employee-engagement/). More often than not, people are deeply motivated by a sense of purpose and meaning in their work. For most employees these days, work is about more than just a paycheck. We spend a lot of our time at work — we want it to mean something. We want it to matter. We want it to align with our values. When employees understand how their role aligns with the company’s overall mission and values, they are more likely to feel connected to their work and committed to the organisation — and committed employees generally go above and beyond. ## 4. Recognition and feedback The power of regular, honest feedback can’t be overstated. Imagine the following scenario — you work solidly for days and months on end. You are putting your all into your work. You are genuinely trying your best for your company and you’re exceeding all your assigned objectives. But all you get from your higher-ups is silence. It’s easy to see how you might get disillusioned, frustrated and demotivated in the long run. After all, we like to know that the work we’re doing matters — and that it’s being seen. Positive feedback and recognition for a job well done can be a powerful intrinsic motivator. But it’s not just positive feedback that employees crave. They also want to know where they are going wrong, to highlight areas for improvement and training opportunities. As long as you are communicating feedback regularly and authentically, while respecting your employees, you really can’t go wrong — but here’s some great advice on [how to give feedback to employees](https://www.15five.com/blog/9-ways-to-give-effective-employee-feedback/). ![Challenging work](https://cmdrecruitment.com/wp-content/uploads/2023/11/Challenging-work.png) ## 5. Challenging work The thing about great employees is that they like to be challenged. We touched on this previously when discussing training and development — truly determined employees aren’t good at remaining stagnant. They want to excel. They want a role that is challenging but attainable — attainable being the key word. You don’t want to set unrealistic standards or expectations. It’s tricky to get the balance right — when tasks are too easy, boredom can set in, and when they are too difficult, frustration may arise. However, when you strike the right balance by providing challenging work that matches an employee’s skills and abilities, you will be able to keep them incredibly motivated and engaged. ## 6. Inclusivity and teamwork We’re at work more than we’re at home. When you consider that alongside the fact that human beings are [tribal creatures](https://www.psychologytoday.com/gb/blog/our-emotional-footprint/201802/belonging-is-our-blessing-tribalism-is-our-burden), it’s understandable that employees seek a sense of community and belonging at work. The most forward-thinking companies make great efforts to create workspaces that aren’t all about work. They’re also about team building and collaboration. They’re about social bonds and camaraderie. Creating such a culture provides great intrinsic motivation for the average employee. ![Flexibility to work remotely](https://cmdrecruitment.com/wp-content/uploads/2023/11/Flexibility.png) ## 7. Flexibility Offering flexibility in work arrangements, such as [remote work](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) or flexible hours, can be a significant intrinsic motivator, and one we had to mention in this list. We all have lives, and while work is an important part of our identity, we have other commitments that we need to accommodate. Companies who keep this in mind generally reap the best rewards and see [increased levels of morale](https://www.nibusinessinfo.co.uk/content/advantages-flexible-working) and engagement. ## 8. Career development You want to hire the best — but this type of person isn’t going to want to remain in the same position year after year. If we’re realistic, they’ll be looking for the next opportunity within a few years, and if they don’t find it with you, they will more than likely look elsewhere. Providing opportunities for career growth and advancement within the organisation is a powerful intrinsic motivator. When employees see a clear path for career progression, they are more likely to stay with the company and invest in their own development. Take the time to outline routes of progression for your employees — be honest and give them concrete steps that must be taken to proceed and, if possible, give time frames. ![Innovation and creativity](https://cmdrecruitment.com/wp-content/uploads/2023/11/Innovation-and-creativity.png) ## 9. Innovation and creativity Encouraging employees to think creatively and contribute innovative ideas can be hugely motivating. When employees are given the freedom to innovate, it stimulates their creativity and problem-solving skills — and did you know that [creative insights can actually activate the pleasure centres](https://new.nsf.gov/news/creativity-feels-really-good-some-aha-aaaah) of our brains? The well-known rewards of innovation are the reason why some companies, including [Apple and LinkedIn](https://www.creativehuddle.co.uk/post/does-googles-20-time-work), provide employees with allocated work time to pursue innovative projects outside their normal responsibilities. ## 10. Work-life balance It should go without saying, but supporting a healthy work-life balance is a crucial intrinsic motivator. Employees who feel that their organisation values their well-being and supports their personal lives are more likely to remain loyal to the company. We want to be more than just a cog in a machine, and most employees respect companies who show that they know that work is far from the be-all-end-all. Understanding and making use of the power of intrinsic motivation can make all the difference in attracting and retaining top employees while giving them just what they need to go above and beyond. Whether it’s a flexible work schedule or dedicated training time, honouring autonomy, mastery and purpose can really provide the catalyst to improved performance and a more dedicated workforce. **Are you looking to fill a vacancy? CMD Recruitment are experienced, driven** [**recruitment specialists**](https://cmdrecruitment.com/clients/) **who will work with you to find just the right candidate for you. Get in touch today to see how we can help you.** ## Highlights - Intrinsic motivation drives higher engagement and long-term performance. - Autonomy, mastery, and purpose are key to motivating employees. - Recognition and feedback help employees feel valued and supported. - Opportunities for growth and challenging work improve retention. - Flexible, inclusive workplaces strengthen morale and team cohesion. ## Frequently Asked Questions ### What does this topic mean? It refers to how intrinsic motivation influences employee engagement, performance, and satisfaction in the workplace. ### Why is this topic important? Understanding intrinsic motivation helps businesses create environments where employees are more engaged, productive, and likely to stay. ### How does this affect job seekers or employers? Employers can improve retention and performance, while job seekers can identify workplaces that support growth, purpose, and satisfaction. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [HR Jobs WE 24th April](https://cmdrecruitment.com/hr-jobs-we-24th-april) **Published:** April 24, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: April 17th vs. April 24th (South West)** The South West HR market has seen a distinct “Luxury & Industrial” shift this week. While the previous week focused on public sector and education partnerships, late April has brought high-profile commercial leadership and luxury brand activity to the forefront. --- #### **New Opportunities and Trends** - **Senior Industrial Leadership:** A major new entry is the **Head of Human Resources** for Industrial Equipment Heating at **Chromalox** (Cheltenham). This signifies a demand for senior talent capable of managing complex, function-specific HR strategies in the industrial sector. - **Luxury Brand Presence:** **Mulberry England** is currently recruiting for an **HR Assistant** in Chilcompton. This role has quickly become one of the most popular listings of the week, highlighting the strong appeal of luxury heritage brands in the region. - **Sustainability & Impact:** **Ecosurety** (Bristol) has entered the market with an **HR Advisor** role. This reflects the continued growth of Bristol’s “green” professional services sector. - **Public Sector Collaborations:** The arrival of an **HR Advisor** role for **South West Regional Collaborations** with **Avon and Somerset Police** continues the trend of multi-agency HR support roles in the public sector. --- #### **Roles No Longer Available (Recent Fills)** - **Operations Management Filled:** The **Human Resources Operations Manager** and general **Human Resources Manager** roles from last week have been removed, indicating that these mid-to-senior leadership positions were filled quickly. - **Regional Specifics:** The **HR Manager (East)** specialist role has also closed. --- #### **Competition and Applicant Volume** Applicant density remains high, particularly for coordination and assistant-level roles. - **The Coordination Peak:** The **HR Coordinator** role at **Protect Line** is the most contested new listing this week with **75 applicants**. - **Luxury Demand:** The **Mulberry England HR Assistant** role has seen immediate traction with **45 applicants** in just two days. - **Strategic Interest:** Despite being a senior, niche role, the **Head of HR** position at **Chromalox** has already reached **25 applicants**, showing that senior leaders are actively monitoring the market. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/04/HR-Jobs-17th-Apr-26.xlsx "17th April HR Jobs") **Categories:** Latest Jobs --- ### [How Do You Deal with Change Interview Answer](https://cmdrecruitment.com/how-do-you-deal-with-change-interview-answer) **Published:** March 10, 2025 **Author:** paul **Content:** **Quick Answer:** To answer “how do you deal with change?” explain your adaptability, reflect on your approach, and support your answer with a clear, real-life example. **Key Takeaways** - Interviewers assess your adaptability and willingness to learn. - Strong answers balance honesty with relevance to the role. - Using real examples helps demonstrate credibility. - Preparation and self-awareness improve confidence in interviews. Being prepared for anything an interviewer can throw at you is one of the best ways to ensure you succeed in an interview setting. If you have all of the relevant skills and experience for a role, the only thing you need to do is demonstrate this to the interview panel. One of the questions you might face is “how do you deal with change?” This question can often trip people up because they are either too broad or too specific in their answer. If you’ve recently faced this question in an interview and felt that you didn’t deliver the best possible response, try our approach to help you answer with more confidence. ![What is this question asking?](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-is-this-question-asking.png) ## What is this question asking? When someone asks “how do you deal with change” they want to know more about your adaptability and your capacity to learn new things. Change can mean lots of different things, so you don’t have to use an example from your recent work history. For example, if you moved far away for university or to start your first job, you might reflect on how you handled this transition and use this in your answer to the question. You can also use a [change of career](https://cmdrecruitment.com/how-to-change-career-guide) direction, a change in your personal circumstances, or a change in your industry to illustrate your point. ![How to answer this question](https://cmdrecruitment.com/wp-content/uploads/2023/03/How-to-answer-this-question.png) ## How to answer this question To answer this question, you should break it down into three parts. First, you want to think about how change might influence the job role. Next, think honestly about how you respond to change. And finally, try to come up with an example of when you have faced change so you can describe how you responded to it. ### Think about the job role When thinking about what the interviewer wants to hear, you first need to think about the job role. Are you applying for a job in a fast-paced industry that is always subject to changes and you have to be willing to continually adapt your [skills](https://cmdrecruitment.com/mastering-the-art-of-hard-vs-soft-skills)? Or are you applying for a role in a very traditional industry that relies on the rules and regulations remaining the same? You should always be honest in your response, but you might try to tailor your response more to the job role and avoid saying anything that would completely rule you out for the job. ![Think about your personality](https://cmdrecruitment.com/wp-content/uploads/2023/03/Think-about-your-personality.png) ### Think about your personality We don’t often think about how or why we do things, but this is an ideal opportunity to do some soul searching and think about how you respond to change. Even if you don’t respond well to change and like things to remain predictable, you can talk about what you do to help yourself through difficult transitions. And if you thrive on change and like to regularly shake things up, you can also highlight how this helps to keep your enthusiasm for your role fresh. ![Think of an example](https://cmdrecruitment.com/wp-content/uploads/2023/03/Think-of-an-example.png) ### Think of an example The best way to answer this question is with an example. Examples of how you have responded to change could include: - Moving to another country for university or your job - Changing careers - Working in a fast-paced and unpredictable industry - Being [made redundant](https://cmdrecruitment.com/redundancy-and-your-notice-period-what-to-expect) unexpectedly - Adjusting to caring for a sick or elderly relative These are all great examples of big life events that will allow you to demonstrate how you respond to change, but what about work examples? Here are some examples of times you might have to face change in your role. - How you respond to last minute change requests from clients - Recent industry changes that have had an impact on your job - A change of office environment - A takeover that has resulted in teams merging ## Closing thoughts With a bit of preparation and self-reflection, you can formulate an answer that will impress the hiring manager and allow you to put your best self forward. Just make sure you are honest in your assessment and can back it up with an example. ## Highlights - Interviewers use this question to assess adaptability and learning ability. - Strong answers combine self-awareness with relevance to the role. - Real-life examples help demonstrate how you handle change in practice. - Balancing honesty with a positive mindset is key to a strong response. - Preparation and reflection improve confidence and clarity in interviews. ## Frequently Asked Questions ### What does this topic mean? It refers to how candidates can effectively answer interview questions about handling change and adaptability. ### Why is this topic important? This question helps employers assess whether candidates can adapt to new situations and challenges in the workplace. ### How does this affect job seekers or employers? Job seekers can better prepare and present themselves confidently, while employers can identify adaptable and resilient candidates. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [How AI Is Changing Recruitment in the UK: What Jobseekers Need to Know](https://cmdrecruitment.com/how-ai-is-changing-recruitment-for-jobseekers) **Published:** December 31, 2025 **Author:** paul **Content:** **Quick Answer:** AI is transforming recruitment through automated CV screening, video interviews, and data-driven hiring, meaning candidates must optimise their CVs, online presence, and interview approach to stay competitive. **Key Takeaways** - AI is widely used in CV screening and applicant tracking systems. - AI-powered video interviews are becoming a standard early-stage filter. - Recruitment tools may analyse behaviour and predict retention. - Jobseekers must optimise CVs and digital profiles for AI systems. Very few sectors have escaped the arrival of AI, and recruitment is no different. Whether the presence of AI is obvious or not, there is a good chance that your application has been handled by an AI agent if you have submitted a CV to any company in the past year. And it’s not just employers using AI to streamline their recruitment processes. Candidates are also using AI to quickly craft CVs that meet all of the requirements of the (likely) AI-generated job description. It does make you wonder how we’re going to retain the ‘human’ in ‘human resources’. AI arrived with such breakneck speed that many employers are fully confident that they know what they are doing with it. This technology makes lofty promises to be able to speed up workflows, improve engagement and [identify the best candidates](https://cmdrecruitment.com/identifying-the-best-candidates/) with ease. So, how is this going to change recruitment in the years ahead? ![CV screening and applicant tracking systems](https://cmdrecruitment.com/wp-content/uploads/2025/12/CV-screening-and-applicant-tracking-systems.png) ## CV screening and applicant tracking systems From a candidate’s perspective, this could have a significant impact on how you get your foot in the door of a company. AI is likely to be used in initial CV screening, so it’s vital to make sure that your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) is an accurate representation of what you have to offer. The good news is that applicant tracking systems are likely to help reduce instances of ghosting, which has been a sore point for candidates for quite some time. Better engagement should help to improve sentiment towards companies – even if the news you are receiving isn’t the news you want. ## AI video interviews are on the rise You may have seen short clips of these interviews on social media, as many people are already growing weary with companies outsourcing this task to a machine. This is a popular early screening technique that helps companies to gauge soft skills like communication and thinking on your feet. Some candidates find that this is far less nerve wracking than speaking to an actual person, but others find the disconnection quite strange. This technique is more commonly used in entry level roles, or as an early screening tool for more advanced hiring flows. ![AI is making predictions about your future intentions](https://cmdrecruitment.com/wp-content/uploads/2025/12/AI-is-making-predictions-about-your-future-intentions.png) ## AI is making predictions about your future intentions Data on past hiring decisions can help to inform future hiring decisions – at least in theory. While you might say that your five year plan is to rise in the ranks of the company you are interviewing for, the data might say otherwise. AI is increasingly being used to make predictions about staff retention, which could help employers decide between one candidate and another. We could see employers run into legal trouble if they rely on this information to make predictions about candidates. ## Candidate sourcing is changing Keeping your [LinkedIn profile](https://cmdrecruitment.com/the-perfect-linkedin-profile-a-checklist/) up to date and active has never been more important. AI recruitment tools are more likely to be put to use to help broaden recruitment pools, including scanning online databases for active and passive job seekers. If you have skills that recruiters are looking for, expect AI to help drive more recruiters in your direction. ## What do candidates need to do in the face of these changes? AI is changing the face of recruitment, and thankfully, it’s only taking away the tedious tasks that cause frustration for both employers and candidates. As a jobseeker, you should make sure that your CV and [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) hits the relevant keywords. You should also strip away any unnecessary formatting and keep things clean. And finally, make sure you keep your professional online profiles up-to-date and consistent with your CV. ## Highlights - AI in recruitment - Automated CV screening - Applicant tracking systems - AI video interviews - Predictive hiring data - Changing job search strategies ## Frequently Asked Questions ### What does this topic mean? AI in recruitment refers to the use of automated tools to screen, assess, and source candidates during the hiring process. ### Why is this topic important? It changes how candidates are evaluated and how employers identify talent, making it essential to adapt job search strategies. ### How does this affect job seekers or employers? Job seekers must optimise their applications for AI systems, while employers benefit from faster, more data-driven hiring processes. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Why a Recruitment Agency is Not a Job Centre](https://cmdrecruitment.com/why-a-recruitment-agency-is-not-a-job-centre) **Published:** December 7, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Recruitment agencies and job centres serve different purposes—agencies work on behalf of employers to fill roles, while job centres provide general support to jobseekers. **Key Takeaways** - Recruitment agencies are employer-focused and fill specific vacancies. - Job centres offer wider employment support and job listings. - Agencies shortlist candidates based on strict role requirements. - Understanding the difference helps jobseekers manage expectations. With more people looking for work than ever before, it is important to know the difference between the Job Centre and a recruitment firm. Over the past year, unemployment has risen, leaving more people looking for work and wanting to find ways to change their path or find a new one. The UK Job Centre service offers job seekers positions in their local area to apply for and supports them to get to interview. However, candidates are now turning more to recruitment agencies in the hope that they will find them a job quicker and can slot them into a role without any experience or skills in that area. If you are looking for a job, then it is important that you understand what a recruitment agency can actually offer you. ![What Do Recruitment Agencies Do?](https://cmdrecruitment.com/wp-content/uploads/2021/05/What-Do-Recruitment-Agencies-Do.png) ## What Do Recruitment Agencies Do? Recruitment agencies work on behalf of companies who want to employ candidates. These companies pay a fee for the recruitment support they receive and often have a list of stipulations that need to be met in order to employ a candidate. It is very rare that a recruitment agency can just slot someone into a role without any experience as firms are looking for high-quality candidates that can navigate their way around their new role without the need for excessive hand-holding. ## **How Recruitment Agencies Handle Applications** When you apply for a role via a recruitment agency, your application will be reviewed in the same way as if you applied directly to a business. We filter out applications that do not meet the job criteria and shortlist them based on the number of applications we receive and the quality of those applications. ## Recruitment Agencies Do Not Get Paid To Provide Advice Many candidates look to recruitment agencies to get up to date and relevant advice on the job market and what they can do to be successful. It is important to note that while good recruitment services are always happy to support candidates, we never receive any financial gain from this and do it purely to help you find the best role for your skillset. ![Recruitment for Specific Industry Areas](https://cmdrecruitment.com/wp-content/uploads/2021/05/Recruitment-for-Specific-Industry-Areas.png) ## **Many Recruitment Services Work in Specific Industry Areas** When you go to the Job Centre, you will find a huge range of industries that need applicants, allowing you to apply for as many different types of roles as you want. However, recruitment agencies tend to specialise and only offer jobs in one industry area. If you are keen to use a [recruitment agency](https://cmdrecruitment.com/contact/recruitment-agency-swindon/) for your next role, then take the time to find one that works in the industry you have experience in. ## Let CMD Recruitment Help You Get the Job You Want At CMD Recruitment, we work with a large number of candidates and help them to find roles that are suited to their skills and experience. If you would like to take a step up or want to find a fresh challenge with a new company, then we are here to help. Call us today to give your career the boost it needs. 01225 805080 info@cmdrecruitment.com ## Highlights - Recruitment agencies work on behalf of employers to fill specific vacancies. - Job centres provide broader support and access to a wide range of job listings. - Agencies shortlist candidates based on experience and role requirements. - Specialist recruiters focus on specific industries for better candidate matching. - Understanding how agencies operate helps jobseekers set realistic expectations. ## Frequently Asked Questions ### What does this topic mean? It refers to the differences between recruitment agencies and job centres, including how they operate and who they serve. ### Why is this topic important? Understanding these differences helps jobseekers choose the right support and approach their job search more effectively. ### How does this affect job seekers or employers? Job seekers can better manage expectations and target opportunities, while employers benefit from more efficient candidate matching through agencies. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Interview Question: "What Are You Passionate About?" - With Examples](https://cmdrecruitment.com/what-are-you-passionate-about-interview-examples) **Published:** March 15, 2025 **Author:** paul **Content:** **Quick Answer:** To answer “What are you passionate about?” choose something genuine, explain why it matters, and connect it to skills and qualities relevant to the role. **Key Takeaways** - Authenticity is key when discussing your passions in an interview. - Employers want to understand your motivations and personal drivers. - Strong answers link personal interests to transferable skills. - Preparation helps you deliver a clear, confident response. Understanding how to answer this question effectively can make a strong impression during your interview. By preparing a thoughtful and structured response, you can clearly communicate your motivations and show how your interests align with the role. The interviewer might ask: - What motivates you? - What are you passionate about? - What aspect of your job do you like the most? Preparing a suitable answer to this question might be difficult, but it certainly isn’t impossible. And if you prepare well in advance, you won’t be left struggling to think of a suitable answer on the spot. The key to any good interview is preparation. You can be confident that the interview questions will follow a similar structure, even if the phrasing tries to catch you off guard. It can be helpful to think of the question as an exploration of your interests, particularly if you don’t feel compelled to use the word “passion”. With this question, the [interviewer really wants to understand your motivations](https://cmdrecruitment.com/what-motivates-you-interview-question/). They want to know which aspect of the role is most interesting to you. For example, an architect applying for a junior architect role could be motivated by many things. They might be passionate about design, the environment, or they might love bringing their client’s ideas to life. An architect who is passionate about the environment would thrive in an agency that is about to sign a new sustainable development client. In this way, interviewers can learn a lot about a person’s suitability for the role by their answer to this question. But this raises an important point. If this question is about suitability to the role, how do you answer it in a way that lets the employer know you are the best person for the role? Honesty is often the best policy in this situation, so don’t be tempted to stretch the truth just to secure the role. ## What do interviewers want to know? ![interviewers want to know](https://cmdrecruitment.com/wp-content/uploads/2021/09/interviewers-want-to-know.jpg) Every interviewer will have a different motivation for asking this question. Some want to know your motivation so they will know how to inspire you to do your best work. Some employers want to know your motivation so they can determine if you’re the right fit for an existing team. They could also be asking about your strengths because we’re more likely to put in time and effort towards things we enjoy and are good at. For example, if you say you are passionate about helping others, the employer will know that you have empathy, [communication skills](https://cmdrecruitment.com/communication-interview-questions-and-answers) and organisational skills. Employers might also be looking to understand who you are as a person. Outside of work, what motivates you, and how do you spend your time? ## How to answer this question with confidence ![answer this question](https://cmdrecruitment.com/wp-content/uploads/2021/09/answer-this-question.jpg) With most situational interview questions, you would use the [STAR method to answer the question](https://www.nolanrecruitment.com/what-is-the-star-method/). Since this isn’t asking for a situation, you need to take a slightly different approach. We recommend breaking down your answer in the following way: 1. First, choose something you are genuinely passionate about 2. Next, explain why you are passionate about it 3. Give some examples of how you pursue your passion 4. Show how this relates to your job This all sounds very simple, so what does this actually look like? ## Choose something you are genuinely passionate about It goes without saying that you should choose something that you are genuinely passionate about. This could be anything that you look forward to doing. If you’re struggling to think of something, you could choose something more general like fitness or exploring new cuisines. ![Explain](https://cmdrecruitment.com/wp-content/uploads/2021/09/Explain.jpg) ## Explain why you are passionate about it Now it’s time to explain why you are passionate about this thing. As much as possible, try to keep this closely related to the job you are applying for. This can be a great way to make yourself appear more three dimensional. So, if you’ve said you’re passionate about fitness, you can talk about how you like to set goals for yourself and then achieve them. ## Give some examples of how you pursue your passion Now you’ve outlined why you are passionate about this thing, you can share what steps you’ve taken to follow your passion. Back to the fitness example, you could share that you recently competed in a race or joined a running club. This [shows employers that you have hobbies outside of work](https://cmdrecruitment.com/what-do-you-do-in-your-spare-time/) and that you can apply yourself to achieve goals. ## Show how this relates to your job This is perhaps the most important part of the answer. Everything you say needs to link back to the job you are applying for. So if the role is target-driven, and you’ve talked about your passion for fitness, you can now show how setting and achieving goals is a huge source of motivation for you. ![Example answer](https://cmdrecruitment.com/wp-content/uploads/2021/09/Example-answer.jpg) ## Example answer When preparing your own answer to this question, use this example answer as inspiration for how to structure your answer. You’ll see that the answer isn’t very long, so don’t be caught in the trap of rambling on about your passions. Keep it short and to the point to make the best impression. “I’m really passionate about spending quality time with my whole extended family. We all live quite far apart, so I take on the role of the organiser to make our time together even more special. I’ll often plan accommodation, entertainment and travel for the whole family so we can be together. I really love when an idea comes to life and everyone has a great time. I’ve managed to use these skills in my work as a PR manager as I often have to take the lead when organising creative events for influencers and the press.” After you have answered the question, be prepared for follow-up questions about your motivation. This is why it is beneficial to choose something you are genuinely passionate about, no matter how silly it might seem. If you’ve told any lies, you will be quickly caught out during the follow-up questions. For example, if you say you’re passionate about something you’ve only done once, you might get caught out if you are unable to answer follow-up questions. Instead, stick to the truth and think of a creative way to link your interests to your role. ## Highlights - Choose a genuine passion to create a more authentic and engaging answer. - Explain clearly why your passion matters and what drives your interest. - Use real-life examples to demonstrate commitment and consistency. - Connect your passion to transferable skills and workplace strengths. - Align your answer with the role to show strong suitability. ## Frequently Asked Questions ### What does this topic mean? It refers to how candidates can effectively answer interview questions about their passions by linking personal interests to professional strengths. ### Why is this topic important? This question helps employers understand motivation, personality, and how well a candidate may fit the role and [company culture](https://cmdrecruitment.com/company-culture-explained). ### How does this affect job seekers or employers? Job seekers can present themselves more authentically, while employers gain insight into a candidate’s values, motivation, and potential. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [Management Accountant Interview Questions](https://cmdrecruitment.com/management-accountant-interview-questions) **Published:** December 22, 2025 **Author:** paul **Content:** **Quick Answer:** Management accountant interviews assess your technical expertise, analytical thinking, and communication skills through a mix of behavioural, technical, and scenario-based questions. **Key Takeaways** - Management accountant roles require both technical accounting knowledge and strong soft skills. - Interview questions often combine behavioural, technical, and problem-solving elements. - Employers look for candidates who can analyse data and provide strategic insights. - Preparation with real examples is key to standing out in interviews. When applying for a role as a management accountant, you will need to tick a lot of boxes for the hiring manager. This is a technical role that requires specific training, but there are also [soft skills](https://cmdrecruitment.com/mastering-the-art-of-hard-vs-soft-skills) that need to be present in order to be successful. ## What is a management accountant? A management accountant is responsible for a range of accounting tasks, including analyzing financial statements and developing strategies to help control costs. They need to be able to interpret data quickly and accurately in order to provide feedback and advice on financial performance. ## What types of questions might you expect in a management accountant interview? Questions in management will typically include [behavioural](https://cmdrecruitment.com/what-is-an-example-of-a-behavioural-question), communication, performance-based and opinion questions. You might also be asked to think outside the box with a brainteaser-style question. These are not intended to trip you up but will instead assess how you approach problems. Since management accountants spend a lot of time solving problems in abstract ways, you can expect a few brainteaser questions. - Behavioural questions will ask you to show how you would react to certain situations. For example, you might be asked to describe a time when you identified an issue and then developed a plan to fix it. - Communication questions will gauge your ability to communicate with colleagues, customers, and other stakeholders in the organisation. This could include questions about how you deal with difficult conversations or feedback from clients. - Performance-based questions may focus on your past successes or challenges, such as how you overcame a problem in your previous role. They might also be technical questions that will ask you to recall your training and experience. - Finally, opinion questions will assess your take on certain issues or current trends. These might include topics related to accounting principles or management practices and how you would respond if faced with a challenging situation. ![Woman being interviewed in office](https://cmdrecruitment.com/wp-content/uploads/2022/12/Top-management-accountant-interview-questions.png) ## Top management accountant interview questions To help you make sure that you are [prepared for the interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview/), here are some common management accountant interview questions you should be aware of. ### 1) What experience do you have in preparing and analyzing financial statements? This question is quite technical and is asking a few things: what is your training, what is your experience, and what software packages are you comfortable with? It’s an ideal opportunity to give the interviewer an overview of your experience. ### 2) How do you ensure accuracy when calculating figures or resolving discrepancies? This question is testing your attention to detail and problem-solving abilities. Talk about the steps you take when entering data or resolving discrepancies, including any times when you have been expected to complete this task. ### 3) Please describe your experience with budgeting and budget forecasting Budgeting and budget forecasting are critical skills for management accountants, so the interviewer will want to get a good idea of what experience you have in this area. Again, you need to give examples from throughout your career when you have been tasked with budgeting and budget forecasts, starting with the most recent, as this will be the highest level of seniority. ### 4) How do you stay current with changing regulatory requirements? The interviewer wants to know how aware you are of the regulations and guidelines that govern accounting practices. Talk about any resources you use to stay up-to-date with the latest regulations. This is a chance to explain how you take an interest in your role outside of the office environment. ### 5) What methods have you employed to increase efficiency and reduce costs? This question is asking you to demonstrate your ability to think strategically. Give concrete examples of when you have implemented processes or technology that increased efficiency and reduced costs. Try to be as specific as possible, don’t simply say that you saved the company some money. ![Compiling a financial report](https://cmdrecruitment.com/wp-content/uploads/2022/12/What-is-your-experience-in-developing-financial-models-and-reports.png) ### 6) What is your experience in developing financial models and reports? The interviewer is asking you to give an overview of your experience in creating reports and financial models. Talk about the types of reports and models you have experience using and then use this to elaborate on your [experience and training](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner). ### 7) How would you handle a situation if the results of an audit were unsatisfactory? This question is testing your decision-making skills, so you need to be able to explain how you would evaluate the situation and take appropriate action. It’s also assessing if you have ever been in a position of authority to make these kinds of judgements. If you are new to the profession, you may have to lean on your training and work experience as a junior to show that you know how to make these important judgements. ### 8) What do you think are the most important qualities for a management accountant to possess? Self-awareness and an understanding of the role are essential for success. Talk about technical skills, such as an understanding of accounting principles and financial analysis, but also mention soft skills such as communication and relationship building. You can also use this opportunity to show that you would be a good cultural fit for the company. ### 9) How do you stay organized when dealing with multiple tasks and deadlines? This is a very generic question, but you can make it more specific to the role by demonstrating that you are familiar with the conflicting demands of the role. Talk about any techniques you use to stay organised, such as lists, schedules and task prioritisation. This is also a chance to demonstrate your [time management](https://cmdrecruitment.com/time-management-interview-questions-with-examples). ### 10) How have you used data and analytics to make decisions or solve problems? The interviewer is giving you an opportunity to show what insights and data-driven decisions you have made in the past. Talk about a specific instance in your career where this was a requirement. You can also talk about your training or any ongoing training you might have undertaken to keep your skills up to date. ## Conclusion These are just some of the questions you might encounter in a management accountant interview. Being prepared for these types of questions and having examples to back up your answers will help you stand out from other candidates. Show the interviewer that you have a comprehensive understanding of the role and how it fits within the company, as well as your ability to solve complex problems with data and analytics. ## Highlights - Management accountant interviews combine technical, behavioural, and problem-solving questions. - Employers assess both financial expertise and communication skills. - Candidates are expected to demonstrate experience with data analysis and decision-making. - Strong organisation and attention to detail are essential for success in the role. - Preparation with real examples helps candidates stand out in competitive interviews. ## Frequently Asked Questions ### What does this topic mean? It refers to the types of questions and expectations candidates may encounter in a management accountant interview. ### Why is this topic important? Understanding common interview questions helps candidates prepare effectively and demonstrate their suitability for the role. ### How does this affect job seekers or employers? Job seekers can improve interview performance, while employers can better assess candidates’ technical ability and problem-solving skills. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [Ten Signs Your Interview Went Well](https://cmdrecruitment.com/ten-signs-your-interview-went-well) **Published:** May 12, 2025 **Author:** paul **Content:** **Quick Answer:** Signs your interview went well include strong engagement from the interviewer, positive feedback, and clear next steps, all indicating genuine interest in your candidacy. **Key Takeaways** - Positive interviewer engagement often signals a successful interview. - Clear next steps and discussions about availability suggest strong interest. - Interviews that feel like conversations indicate good rapport. - Follow-up questions and extended time show deeper interest in your profile. The moments after an interview can be incredibly daunting. You analyse every question and answer, wondering where you went right or wrong. But overthinking it will only lead to a headache. Likewise, waiting to hear about the [next steps](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) can be stressful, but there are a few signs you can look for that will indicate if the interview was successful or not. Instead of agonising over the outcome, look for these ten telltale signs that your job interview went well. ## You left feeling confident You might not have landed the job on the spot, but it was likely successful if you left feeling confident and good about the interview. If you felt like you aced the questions and made a strong impression, there’s a good chance the interviewer feels the same way. When you leave a [job interview](https://cmdrecruitment.com/can-you-multitask-interview-question/) feeling confident, this often means that the interviewer was responsive to your answers, and you felt like you managed to share everything you wanted to share. While it is possible to misread an [interview situation](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations/), confidence is often a sign that you performed well. ## They asked about your availability If the [interviewer asks](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) about your availability for a second interview or to start the job, this is usually a good sign. They wouldn’t be considering you for the next steps if they didn’t think you were qualified and a good fit for the role. When an interviewer asks about your availability, it means they are interested in taking it to the next stages. ## It took longer than expected If the interviewer went over the allotted time for the interview, it probably means they were interested in what you had to say. They may have even forgotten about the time because they were so engaged in conversation with you. An interviewer who goes over time is usually a good sign, as it means they were keen to learn more about you and your experience. On the other hand, a hiring manager has to be very careful with their time when hiring for a new role, so if they have gone over their allotted time, it’s usually because they have found a good fit. ## It felt like a conversation If the interview felt like a conversation between two people rather than a series of questions and answers, this is a good sign. It means the interviewer was engaged in what you were saying and found it easy to talk to you. An interview that feels like a conversation is usually a good sign as it indicates that the interviewer is interested in what you have to say. A free-flowing conversation also means they find you easy to get along with. If the hiring manager is also someone you would be working alongside, it’s a good sign if you have an instant rapport. ![They asked follow-up questions](https://cmdrecruitment.com/wp-content/uploads/2022/05/They-asked-follow-up-questions.png) ## They asked follow-up questions If the interviewer asked you follow-up questions, it means they were interested in your answers and wanted to know more. This is usually a good sign, indicating that they were engaged in what you were saying. It is a positive sign that they were engaged in conversation and not just ticking boxes. ## You were introduced to the team If you were introduced to the team or given a tour of the office, this is usually a good sign. It means that the interviewer is considering you for the role and wants you to get a feel for the company culture. You might also meet higher management. Being introduced to the team shows that the interviewer is interested in taking things to the next stage. They might also be looking for second opinions from those on the team, as they will be your day-to-day colleagues. ## The interviewer was clear about the next steps If the interviewer was clear about the next steps, such as when you can expect to hear back or what the next stage of the process is, this is usually a good sign. They wouldn’t give you this information if they weren’t interested in taking things further. They may want to know if you are speaking with other companies, as this can indicate that they need to move quickly if they want to secure you. They could also ask about your notice period. ## They made an effort to sell the role to you If the interviewer made an effort to sell the role to you, this is usually a good sign. They wouldn’t bother trying to sell the company or the team if they didn’t think you were a good fit for the role. An interviewer who is selling the role is interested in you as a candidate. They can see you would be a good fit, and they want you to start imagining yourself in the role. Remember that an interview is always a two-way conversation. They should be selling you on the perks of the role as much as you are selling yourself on your suitability. ## They clearly explained the role and responsibilities If the interviewer took the time to properly explain the role and its responsibilities, this is usually a good sign. They want to make sure you understand what will be expected of you if you are [offered the job](https://cmdrecruitment.com/a-guide-to-declining-job-offers/). This is an important part of the [interview process](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/), as it allows you to get a better understanding of the role and whether you would be interested in taking it. They know you are an asset, and they recognise that you could be speaking to other companies about similar roles. They just want to make sure you see this as the better role. ## They gave positive feedback to your recruiter If the interviewer gives positive feedback to your recruiter, this is usually a good sign. They wouldn’t bother doing this if they weren’t interested in you as a candidate. If the feedback is more like constructive criticism, you might want to prepare yourself for potential disappointment, but if they are full of praise, then you might want to prepare for some good news. ## Highlights - Feeling confident after an interview often reflects strong performance. - Questions about availability suggest progression to the next stage. - Longer interviews and follow-up questions indicate genuine interest. - Positive rapport and conversational tone show cultural fit. - Clear next steps and role explanation signal serious consideration. ## Frequently Asked Questions ### What does this topic mean? It refers to the common signs that indicate whether a job interview has gone well and if a candidate is likely to progress. ### Why is this topic important? Understanding these signs can help candidates manage expectations and reduce post-interview anxiety. ### How does this affect job seekers or employers? Job seekers can better interpret feedback and prepare for next steps, while employers can refine communication to improve candidate experience. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [Accounting Apprenticeship Interview Questions](https://cmdrecruitment.com/accounting-apprenticeship-interview-questions) **Published:** December 15, 2025 **Author:** paul **Content:** **Quick Answer:** Accounting apprenticeship interviews assess your technical knowledge, communication skills, and career motivation through a mix of practical and behavioural questions. **Key Takeaways** - Employers assess both technical accounting knowledge and soft skills. - Preparation is essential, especially for candidates with limited work experience. - Interview questions often focus on career goals, organisation, and teamwork. - Demonstrating enthusiasm for learning and growth is highly valued. Going for your first accounting apprenticeship can be incredibly daunting. Land the right apprenticeship, and you could be well on your way to your first job as an accountant. All you need to do is impress the hiring manager. They are typically looking for very specific skills and attributes in their apprentices, and they will use a variety of questions to determine if you have what it takes to succeed in the role. ## What is an accounting apprenticeship? An accounting apprenticeship is a work-based learning program where you gain practical skills and knowledge in the field of accounting. Apprenticeships usually combine university courses with on-the-job training, allowing candidates to develop their skills while gaining industry experience. An apprenticeship could also take place after graduation from a university course. ## What skills do employers look for in accounting apprentices? Employers are looking for candidates who have a good grasp of basic accounting principles, as well as the ability to work with financial software. They also want applicants who possess strong organisational and problem-solving abilities and can think critically when analysing data. Employers place an emphasis on strong communication skills since accounting is often a collaborative profession. Employers are also keen to know that you are committed to lifelong learning, as the [accounting](https://cmdrecruitment.com/recruit-accounting-finance-staff) profession is always moving forward and you will need to be committed to keeping pace with the advancements. ![Apprentice being asked interview questions](https://cmdrecruitment.com/wp-content/uploads/2022/12/What-questions-will-employers-ask-in-an-accounting-apprenticeship-interview.png) ## What questions will employers ask in an accounting apprenticeship interview? Employers typically ask both technical and behavioural questions to assess the candidate’s knowledge of accounting principles, as well as the applicant’s ability to work independently and collaboratively. Since you won’t have a lot of on-the-job experience, you are more likely to be asked about your education. The interviewer will also be looking for your potential for growth and development. They might also inquire about your interests outside of work to get a more three-dimensional picture of who you are. Here are some examples of the types of questions you might face in an interview for an accounting apprenticeship. By practising your answers, you will be well-prepared for a wide range of interview questions. ### What experience do you have with accounting software? If you haven’t worked in an accounting role before, your experience may be more theoretical than practical, but this is fine. What’s important is that you show how you can apply theory to practice and be able to use the software efficiently. ### What accounting principles do you understand? The interviewer will want to know that you understand the fundamentals of accounting, such as double-entry bookkeeping and financial statements. Your answer should demonstrate your knowledge in these areas. Reference any practical university courses that will be relevant to the role. ![Young woman working on accounts](https://cmdrecruitment.com/wp-content/uploads/2022/12/What-attracted-you-to-this-apprenticeship-opportunity.png) ### What attracted you to this apprenticeship opportunity? This is your opportunity to show the interviewer that you understand the industry and why you believe this apprenticeship will help you reach your professional goals. Be sure to include what interests you about the company, as well as how it aligns with your career ambitions. ### What are your career aspirations? The interviewer is looking to see that you have a plan for the future and understand where this apprenticeship can take you. Be sure to explain your short-term and long-term career goals, and how this role will help you reach them. ### Do you prefer to work in a group or alone? Accounting requires a lot of collaboration and [communication](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace). The interviewer wants to know that you are a team player and can handle yourself in a professional environment. Explain how comfortable you feel working with others and what steps you take to make sure the project is completed successfully. You should also outline that you are comfortable working independently. ### How do you stay organised? Organisational skills are essential for success in accounting, so the interviewer will want to know that you have the ability to stay organised. Explain how you prioritise tasks and manage your time effectively when working in a team environment. ### What are some of the most important skills that someone in this profession should have? Accounting requires a combination of technical and interpersonal skills. You should have strong mathematical skills and be proficient with financial software. You should also possess good [problem-solving](https://cmdrecruitment.com/common-problem-solving-interview-questions) skills, communication abilities, organisational acumen, and the ability to manage multiple tasks at once. Additionally, you should have an analytical approach to help make informed decisions. ![Students on finance course](https://cmdrecruitment.com/wp-content/uploads/2022/12/Which-part-of-your-accounting-course-did-you-enjoy-the-most.png) ### Which part of your accounting course did you enjoy the most? This question is designed to get an idea of how passionate you are about [accounting and the field of finance](https://cmdrecruitment.com/disciplines/accountancy/). Think about your course content and any practical applications that stood out for you. Explain what sparked your interest and why you find it so engaging. ### Where do you want to be in five years? The interviewer wants to see that you have long-term goals and ambitions. Explain where you [see yourself in five years](https://cmdrecruitment.com/where-do-you-see-yourself-in-5-years-time/), and how this apprenticeship will help you get there. Show the interviewer that it’s not just about a job; it’s about career progression ### How do you handle stress or pressure? Accounting can be a demanding profession, so it is important to demonstrate how you are able to handle stress and pressure in the workplace. Talk about what strategies you use to stay focused when faced with deadlines or challenging tasks. ### What do you think sets you apart from other candidates? This question will help the interviewer decide if you are the right fit for the role. Emphasise your unique strengths and experiences, such as any relevant skills or qualifications, to show why you are the best candidate for this apprenticeship. ### Do you have any questions for me? Having some questions prepared shows that you are engaged with the interview process and deeply interested in the position. Ask about what challenges the company faces or how they plan to develop their apprenticeship programme. ## Conclusion [Preparing in advance](https://cmdrecruitment.com/preparing-for-an-interview) and knowing what to expect in an accounting apprenticeship interview can help make a good impression on the employer. Taking the time to think through your answers before going into the interview will help ensure that you are well-prepared and ready for anything. ## Highlights - Accounting apprenticeship interviews assess both technical knowledge and soft skills. - Questions often focus on education, career goals, and potential for growth. - Strong organisation, communication, and problem-solving skills are essential. - Preparation and practising answers can improve confidence and performance. - Employers value candidates who show enthusiasm for learning and development. ## Frequently Asked Questions ### What does this topic mean? It refers to the interview process for accounting apprenticeships, including the types of questions employers ask to assess candidates. ### Why is this topic important? Understanding common interview questions helps candidates prepare effectively and improve their chances of securing an apprenticeship. ### How does this affect job seekers or employers? Job seekers can approach interviews with greater confidence, while employers can identify candidates who demonstrate the right skills and potential. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [HR Jobs WE 17th April](https://cmdrecruitment.com/hr-jobs-we-17th-april) **Published:** April 17, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: March 22nd vs. April 17th (South West)** As we move into the second quarter of 2026, the South West HR market has transitioned from a focus on senior strategic leadership back toward **Operational Delivery** and **Specialist Partnerships.** The high-level vacancies that defined late March have largely been filled, making way for a wave of roles focused on Employee Relations and Shared Services. --- #### **New Opportunities and Trends** - **Specialist Partnering:** A new and significant trend is the rise of sector-specific partnerships, such as the **HR Shared Services Partner for Hamwic Education Trust** (Dorset Council). This highlights a move toward collaborative HR models across the public and education sectors. - **Employee Relations (ER) Focus:** New senior roles like the **HR Business Partner (Employee Relations)** and **People Partnership Lead** suggest that businesses are currently prioritising internal harmony and structured partnership models. - **School Leadership:** The **Interim Head of HR Support** at **Westonbirt Schools** represents a niche but important senior interim opportunity in the independent education sector. - **Operational Management:** The arrival of **HR Manager** and **HR Operations Manager** roles indicates that businesses are staffing up to manage the delivery of the strategies set earlier in the year. --- #### **Roles No Longer Available (The “Q1 Final” Closures)** The senior strategic “peaks” of late March have officially been cleared. - **Strategic Leadership Filled:** Major roles like the **Head of Resourcing (NHS Bath)**, **Senior People and Culture Lead** (Tate Recruitment), and **Strategic HR Business Partner** are now off the market. - **Senior Specialist Fills:** The **Senior Human Resources Business Partner** (£75k-£80k) and **Senior Human Factors Engineer** roles have also been removed, along with the **Health & Safety Technical Manager** role at NatWest. - **Interim Shift:** The **Senior HR Case Advisor** and several **Fixed Term Contract (FTC)** partner roles have closed as organisations have finalised their support structures for the new financial year. --- #### **Competition and Applicant Volume** While senior roles are seeing targeted interest, advisory positions remain the most contested area of the market. - **Advisory Leaderboard:** The **HR Advisor** role at **Griffith Foods (Wincanton)** continues to be a major hotspot, now reaching **123 applicants**. - **Early Career Interest:** The **HR Advisor – Year in Industry** at **Airbus Protect** has already hit its initial cap of applicants, showing strong demand for entry-level professional development. - **Public Sector Demand:** The **HR Shared Services Partner** for Dorset Council has seen immediate traction, matching the volume of established commercial roles in its first few days. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/04/HR-Jobs-17th-Apr-26.xlsx "17th April HR Jobs") **Categories:** Latest Jobs --- ### [Why Salary Benchmarking Is a Game-Changer in a Competitive Hiring Market](https://cmdrecruitment.com/salary-benchmarking-competitive-market) **Published:** July 31, 2025 **Author:** paul **Content:** **Quick Answer:** Salary benchmarking helps employers stay competitive by comparing pay with the market, ensuring offers attract top talent while remaining financially sustainable. **Key Takeaways** - Regular salary reviews help employers stay competitive in a fast-moving job market. - Benchmarking should combine data insights with real-world context like perks and location. - Tracking competitors helps anticipate hiring trends and salary shifts. - Balancing pay with operational costs ensures long-term sustainability. When was the last time you reviewed your starting salaries? For many employers, the answer is much less recent than would be ideal. Failing to regularly review your starting salaries can put a company on the back foot, forcing them to respond to take a reactive rather than proactive stance. If you regularly find that prospective hires will counter with a [higher salary request](https://cmdrecruitment.com/negotiating-your-salary-successfully-expert-strategies-revealed/), this isn’t just a sign that job hunters are more bold in their search. It could be a sign that you aren’t competitive in your sector. Salary benchmarking will help to ensure you outpace your competitors and are able to secure the best talent. If you want to avoid losing good candidates to your competitors, it’s high time you start benchmarking starting salaries. In this guide, we’ll explore how this practice can help you to stay ahead while also outlining how to do it effectively. ![What is salary benchmarking?](https://cmdrecruitment.com/wp-content/uploads/2025/07/What-is-salary-benchmarking.png) ## What is salary benchmarking? Regularly reviewing your starting salaries against competitors in your sector is essential for staying competitive. This approach is not just useful for hiring in a candidate’s market, when there are more employers chasing fewer candidates. It’s also helpful when you are hiring in an employer’s market, when there are more candidates chasing fewer roles. In this instance, it can help you to avoid offering starting salaries that are too high, which could result in employees having to wait longer for their first pay review. Salary benchmarking is all about looking at what other employers are offering for the same role. It can also compare salaries for different roles, but with a similar level of seniority and educational level. Finally, it’s also important to take into consideration the impact your staffing costs will have on operational costs. There’s little sense in looking to increase starting salaries if your current business operations won’t allow for this increase in spending. TopicKey PointWhat is salary benchmarking?Comparing roles and pay with the wider market to keep offers competitive and sustainable.When to benchmarkContinuously track salaries, not just when hiring, to avoid reactive decisions.Market conditionsEffective in both candidate and employer markets to prevent under- or over-paying.Data inputsUse public sources, candidate feedback, counteroffers, and internal hire data.Contextual factorsAccount for location, shifts, perks, and required experience.Operational impactEnsure salary decisions align with budgets and broader business viability.Strategic useCombine quantitative trends with qualitative signals to guide hiring strategy.![Why bother with salary benchmarking?](https://cmdrecruitment.com/wp-content/uploads/2025/07/Why-bother-with-salary-benchmarking.png) ## Why bother with salary benchmarking? Benchmarking isn’t something that every company will bother with. Some companies look to internal forces to determine what they offer as starting salaries. This will typically coincide with a desire to keep staffing costs as low as possible in order to maximise profits. In this scenario, employees know that their salaries are less than market value. And they know that penny pinching at the top is what keeps salaries this low. This isn’t what we would describe as an employee-centric company. Companies that take employee happiness and engagement seriously will be much more concerned with ensuring that salaries are both competitive and sustainable. After all, there’s little sense in joining a company for a high salary if their employee spending ultimately puts them out of business. ![How to start salary benchmarking](https://cmdrecruitment.com/wp-content/uploads/2025/07/How-to-start-salary-benchmarking.png) ## How to start salary benchmarking Wondering how to get started with salary benchmarking? Try these following tips: - Don’t think of salary benchmarking as something that you only do when you are ready to hire. It’s helpful to monitor salaries at all times, as this can help you to avoid losing strong employees to the competition. - You can use information available from public sources like LinkedIn, GlassDoor and Indeed to look at offered salaries and reported salaries for similar roles. When employees join from other companies, you can also use their reported salaries to fill in the gaps. And if a prospective hire is getting [counter offers](https://cmdrecruitment.com/are-we-moving-away-from-the-counter-offer-culture/) from another company, this information can also help you to see how high they are willing to go. - Remember to take things like location and additional perks into consideration. Working patterns can also influence the salary on offer, with shift work likely to command a higher salary. - Keep a record of salary changes across different competitors. This can also give you insight into their operations, as they might start to raise [starting salaries](https://cmdrecruitment.com/what-is-the-average-uk-salary/) if they are experiencing a period of sustained growth. - Make a note of the number of years of experience requested for each role. This can help you to make projections for more senior and less senior roles. - Don’t just look at your direct competitors. Look at any company that is hiring from the same pool of candidates. This can help you to spot trends between sectors, not just for specific roles. #### Stay Proactive Track market pay continuously to anticipate shifts, refine offers, and protect retention—especially when competitors raise starting salaries or adjust experience requirements. #### Think Beyond Numbers Use qualitative signals—like counteroffers, sector trends, and candidate expectations—alongside salary data, and balance competitiveness with sustainable operating costs. ## How to use benchmarking to stay ahead You don’t always have to outpace the competition in terms of starting salaries – unless you need to hire the very best of the best. Salary benchmarking should help to inform your strategy, but there needs to be more insight than just numbers. Look for qualitative data alongside the quantitative. Salary benchmarking is a great way to keep an eye on the competition and look for signs of issues in your sector. Stagnant salaries might indicate wider economic pressures that are impacting more than just your company. If you are facing a period of stagnancy, you can look for ways to support your employees in other ways, either through improved work/life balance or additional [perks](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/). Staying competitive in today’s market starts with attracting the right talent at the right salary. [Post your vacancy with CMD Recruitment](https://cmdrecruitment.com/submit-a-vacancy/) and let our experts connect you with the best candidates. ## Highlights - Continuous salary benchmarking helps avoid reactive hiring decisions - Use both market data and real candidate insights - Factor in perks, location, and working patterns - Monitor competitor activity and hiring trends - Balance competitiveness with financial sustainability - Use benchmarking to guide long-term hiring strategy ## Frequently Asked Questions ### How often should we review our starting salaries? Salary benchmarking should be ongoing. Regular reviews help you stay competitive and avoid losing candidates or overpaying during market changes. ### What data should inform our benchmarks? Use a mix of public salary data, job ads, candidate feedback, counteroffers, and internal hiring insights for a well-rounded view. ### How do we stay competitive without increasing costs too much? Balance salary with total rewards such as flexibility, benefits, and career development while ensuring alignment with business budgets. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Prepare for a Career in Human Resources](https://cmdrecruitment.com/prepare-for-new-career-in-human-resources) **Published:** February 25, 2025 **Author:** paul **Content:** This article explains how to prepare for a new career in Human Resources (HR) by understanding the key skills, qualifications and practical experiences that can help you enter and succeed in this field. - HR professionals need strong communication, problem-solving and interpersonal skills. - Understanding employment law, recruitment processes and people management is important. - Qualifications such as CIPD can enhance your HR credibility and opportunities. - Gaining practical experience — even through internships or volunteering — boosts your readiness for HR roles. Ready to start your career in human resources? Working in human resources – or HR as it is commonly called – is a challenging and varied environment. No two days are the same and you will often be challenged to learn new skills and competencies every day. If you’re interested in a role with incredible potential for professional growth and development, this could be ideal for you. The [human resources](https://cmdrecruitment.com/what-is-human-resources/) department is responsible for taking care of a company’s employees. They are responsible for recruitment and selection, onboarding, employee development, retention, workplace culture and creating a positive work environment. They are also responsible for keeping the workplace safe and compliant with all working regulations. A good HR professional can save a company money by helping them to keep hold of their best employees. They can also help to avoid nuisance lawsuits by handling grievance procedures and disciplinaries. If you’re thinking about starting a career in HR, these are the steps you should take to put yourself on the path to success. ## Get the right training There are many routes into HR, but most people start with some kind of formal training. This could be a bachelor’s degree in human resources or a postgraduate certificate in human resources. Studying for a qualification will give you the skills, knowledge and structure to begin your career. Gaining a degree in HR will show considerable commitment to working in the industry. Most degree programmes will last around three years, and you will learn a lot in that time. Many students are also encouraged to use summer holidays to gain work experience to help strengthen their CV after graduation. Once you receive your diploma, you’ll be ready to take on an HR officer or [HR administrator](https://cmdrecruitment.com/hr-administrator/) role with ease. You don’t have to study for an HR qualification. You could also study for a degree in psychology, sociology, finance, public administration or business management. Many of these courses will touch upon essential skills for a career in HR and give you plenty to talk about in an interview. Another route into HR is through certification and work experience. If you have some work experience behind you, it might be possible to use skills developed in other industries and apply them to a career in HR. However, it’s worth noting that you will be up against individuals with HR degrees. If you want to strengthen your application, consider studying a short course in HR delivered by a recognised provider such as [CIPD](https://www.cipd.co.uk/learn/training/short-courses#gref). Even if you have the experience to back-up your application, it can be helpful to get your CV past automated checks that are looking for individuals with an HR-specific qualification. You might already know the contents of the course, but taking the qualification provides added reassurance to potential employers. ![Build your experience](https://cmdrecruitment.com/wp-content/uploads/2021/11/Build-your-experience.png) ## Build your experience There’s only so much you can learn in school. While an HR qualification will give you theoretical knowledge of how the sector works, only getting to grips with a role will help you to appreciate how the parts fit together. Getting work experience is essential for your understanding of the role, but it can also be great for building your contacts. Work experience or internships with HR departments offer a window into the way the job works. It’s also great material for sharing during an interview. Having hands-on experience of a situation is far better than simply learning about the theory in a textbook. This is why many university courses will encourage you to complete internships during the summer holidays. You can apply for HR internships directly with companies, or search for work experience posts advertised on sites like [LinkedIn](https://cmdrecruitment.com/how-recruiters-search-for-candidates-on-linkedin/). Not all companies offer a formal work experience programme but they would be more than happy to allow you to shadow someone in the company. Larger companies are usually better equipped for formal work experience placements, but smaller companies might be more willing to give you hands-on experience. Remember that confidentiality is key to the role of the HR department, so you may not be able to be involved with everything, but you should get a good idea of the day-to-day requirements for the role. Don’t be offended if you are shut out of any meetings or locked out of any files as this is all part of the confidentiality requirements. **Develop Core Skills** Building strong communication and people-management skills is essential for success in Human Resources. **Gain Practical Experience** Seek internships or volunteer opportunities to apply HR concepts and strengthen your CV. ## Develop your interview technique A confident interview technique can make all the difference. This doesn’t happen overnight and many people have to go through dozens of interviews before they develop confidence and a system that works. Prepare for every interview by anticipating potential questions. There are general questions like “why do you want to work in HR?”, and “where do you see yourself in five years?”. And then there are the [situational questions](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations/) like “tell me about a time you faced conflict in the workplace?”, or “tell me about a time you made a mistake at work and how you fixed it?”. By learning to anticipate questions and prepare strong answers, you can appear a lot more confident, even if your heart is racing and your palms are sweating. A huge part of interview nerves comes from the unexpected and the unknown, so getting to grips with the usual questions you will be asked may help. ## Land an entry-level role Your first entry-level HR job should hopefully be a stepping stone to bigger and better things. Most HR professionals start out as assistants or administrators and quickly progress to HR officer and then on to HR manager or director. To secure your first role in HR, you need to be proactive and targeted in your search. Don’t waste time applying for roles that are above your experience level, as your application won’t be looked at. Instead, focus on creating custom job applications for a few specific roles that are perfect for your requirements. It can be very scary to put all of your eggs in one basket, but this is a far better approach than simply applying for everything with a carbon copy application. Targeting your application to a specific employer will help you to stand out and get noticed. It’s often easier to find work when you’re already working. The very fact that you are employed means that you’re in demand, and no one wants to hire someone that no one else wants. Consider taking on a part-time role or a job in a slightly different sector. You could also consider working for a temp agency to build up some in-office experience. ![Develop your CV](https://cmdrecruitment.com/wp-content/uploads/2021/11/Develop-your-CV.png) ## Develop your CV To prepare for your career in HR, you need to think about what steps you can take to enhance your CV. Building a strong and compelling CV won’t happen overnight. It can take a long time to build up the [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) to make an excellent first impression. However, there are steps you can take to make even a sparse CV appear better. Ask for advice from friends and family on how to improve your CV. You should never lie on a CV, but you should also make sure you aren’t selling yourself short. If you don’t have very much direct HR experience, find a way to make the experience from other roles relevant to HR. You can also highlight any work experience placements, short courses or HR networking events you have under your belt. Above all else, make sure that your CV is always customised to a specific role. Start with the candidate profile and then work through the key competencies and skills they are looking for. Make sure you have clearly shown you have these skills across your CV and [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/). It might take a little longer to apply for roles, but you will be more likely to be successful if you take a targeted approach. And once you’ve landed your first role, don’t stop updating your CV. You’re far more likely to forget new skills you have developed and new responsibilities you have taken on if you don’t keep on top of updating your CV. By keeping your CV up-to-date, you’ll always be ready to act if the next stepping stone in your career crops up. ## Keep building connections HR is a social career path that requires good interpersonal skills. Even after you have landed your first role in HR, you should continue to prioritise building connections and strengthening your network. Networking is an essential skill for HR professionals, and if you don’t see the opportunities to network, don’t be afraid to create them. If your town or city is lacking HR networking opportunities, consider starting a networking evening or a networking breakfast. You could invite speakers to share their thoughts on the current state of the HR industry. Or you could simply create a space for HR professionals to get together and share insight about their roles. This would also be the ideal opportunity for up-and-coming [HR professionals](https://cmdrecruitment.com/disciplines/hr/) to gain some valuable experience and contacts. By creating this opportunity once you are established in the sector, you would be making it easier for those trying to enter the industry after you to make those essential early connections. **Highlights** - Human Resources career - Key HR skills - People management - Recruitment knowledge - Relevant qualifications - Practical experience **FAQs** What skills are essential for a career in HR?Strong communication, empathy, organisational and problem-solving skills are important for HR roles. Do I need formal qualifications for HR?Formal HR qualifications such as CIPD can enhance your credibility and job prospects, though some entry roles may prioritise skills and experience. How can I gain HR experience?Internships, volunteering, or assisting with HR tasks in your current role are ways to gain practical experience. **Categories:** Advice --- ### [How to Stand Out from the Crowd](https://cmdrecruitment.com/how-to-stand-out-from-the-crowd) **Published:** June 3, 2024 **Author:** Dan Barfoot **Content:** **Key Takeaways**Standing out from other candidates comes down to preparation, clarity of message and authenticity — understanding your value and communicating it confidently sets you apart in the recruitment process. - Thoroughly research the employer and role. - Sharpen your personal brand and value proposition. - Use clear examples to demonstrate achievements. - Tailor your application and interview responses. - Follow up professionally to reinforce interest. **With the recruitment market toughening for candidates as positions become more sought after, how are you ensuring you stand out from the crowd and get picked for that perfect job? Our Candidate Manager, Nicole Lennards, shares her thoughts:** Lockdown is a test for everyone however, why not try and be the best version of yourself after? You may want to start a new career, work in an industry you are passionate about or start over completely. There is an average of 100 applicants per new job on the market and only 4 people are selected for the interview stage. How are you going to ensure you get through to the next stage and [secure your ideal position](https://jobs.cmdrecruitment.com/)? What is your unique selling point? These are some tips on how to improve your prospects back on the job market. ### Learn a new skill There are so many free courses online that you can complete in the comfort of your own home and keep your brain working. This may be a course in your industry to help towards a promotion or learn about a whole new industry to add to your skill. This will show future employers you have made the best of the time available, you are determined, willing to push yourself, learn and grow. ### Updating Keeping your [CV](https://cmdrecruitment.com/blog/2020/06/cv-writing-tips-from-a-recruitment-consultants-perspective) up to date is key, as you are showing the recruiter or employer all your skills and experience. Try and make your hobbies more interesting than socialising with friends. Think about any interesting books that you have read, the games you play or challenges you have completed like Tough Mudder, to bring more personality to your CV. Spell check is essential as 57% of hiring managers/recruiters will reject a candidate based solely on this! LinkedIn is becoming an ever-growing part of hiring and recruiting, so why don’t you make your profile shine! Ensure your profile picture is a professional-looking headshot (not a picture at a wedding with someone cut out next to you!). Update the skills that you have gained and try to encourage endorsements. Why not join some business networks and become members of relevant industries to keep your knowledge up to date in an ever-changing market? 93% of recruiters and hiring managers will check an applicant’s social media, this gives them an insight into the type of person you are, so be cautious on sharing any potentially offensive material. TopicKey PointResearchUnderstand the company, role and priorities to tailor your approach.Personal BrandCommunicate your unique strengths and value clearly.Achievement ExamplesUse specific situations to demonstrate capability and impact.TailoringAdjust your CV and answers to reflect the opportunity context.Follow-UpProfessional follow-up reinforces interest and professionalism.### Practice makes perfect Most people find going to interviews intimidating, why not practice an interview Q&A so when the time comes you feel more prepared and confident with your answers. You will come across professional, calm under pressure and know what you are talking about. [Video interviews](https://cmdrecruitment.com/video-interview-how-to-make-an-impression) are becoming an increasingly popular method to make a hiring decision, so make yourself more comfortable with the camera. Recruiters are also using this software more as meetings are not always possible. Your recruitment consultant can give you feedback and any points you can improve on. Within the [commercial](https://cmdrecruitment.com/disciplines/commercial) market, skills tests are also a big part of the interview process, this is normally a data entry exercise which will show your typing speed and accuracy. These can be found online for free or recruitment agencies have access to assessments also, so you can practice and improve on. **Showcase Uniqueness** Demonstrating what makes you different helps employers remember your application. **Professional Follow-Up** A thoughtful follow-up reinforces your interest and attention to detail. ### Application Now your CV is the best it can be, always write a [cover letter](https://cmdrecruitment.com/blog/2021/03/simple-steps-to-writing-an-outstanding-cover-letter) to accompany your application to outline your strengths and why you believe you are a good match for the position. Putting in the extra effort will help towards being shortlisted for the next stage. Why not also add a blog you have written or a portfolio of your work so they can see exactly what you are capable of? Recruiters are more likely to submit your details to the client if they know you are truly interested in the position and you have outlined your skills. Working closely with a [recruiter](https://cmdrecruitment.com/blog/2021/04/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience) brings lots of benefits as they can give you feedback throughout and help you along the process. They’ll also provide valuable insights into the company culture, advise on interview techniques and even negotiate offers on your behalf. Building a strong relationship with your recruiter can significantly enhance your job search success. Enhance your job search visibility and secure your next role — [register with us](https://cmdrecruitment.com/candidates/register-with-us/) to access tailored opportunities and personalised recruitment support. [Back to News ](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Highlights** - Personal brand - Employer research - Tailored applications - Achievement examples - Confidence in delivery - Professional follow-up **FAQs** How can I make my application stand out?Tailor your CV and cover letter to the role, showcase achievements and highlight what makes you unique. Why is personal branding important?A clear personal brand helps employers understand your value and what differentiates you from others. Should I follow up after an interview?Yes — professional follow-up demonstrates continued interest and strengthens your candidacy. **Categories:** Advice, new-jobs --- ### [How to Ace Problem-Solving Interview Questions](https://cmdrecruitment.com/how-to-ace-problem-solving-interview-questions) **Published:** January 30, 2026 **Author:** paul **Content:** **Quick Answer:**Problem-solving interview questions assess how candidates analyse challenges, evaluate information, and implement effective solutions. The strongest responses follow a clear structure such as the STAR method (Situation, Task, Action, Result) and demonstrate measurable outcomes from real workplace situations. **Key Takeaways** - Problem-solving questions help employers evaluate critical thinking and decision-making. - Using the STAR method helps structure clear and effective answers. - Employers want to see real examples and measurable results. - Preparation and practice can significantly improve interview performance. Problem-solving interview questions are a common feature in modern recruitment processes. Employers use them to understand how candidates approach challenges, analyse information, and make decisions under pressure. By preparing structured responses and drawing on real examples from your experience, you can demonstrate both your technical ability and your approach to workplace problem-solving. ## What Are Problem-Solving Interview Questions? Problem-solving interview questions are designed to assess how candidates identify issues, evaluate possible solutions, and implement effective actions. Employers want to understand how you think, not just what the outcome was. Examples of these questions may include: - Tell me about a time you solved a challenging problem at work. - How do you approach unexpected obstacles in a project? - Describe a situation where you had to make a difficult decision quickly. - What steps do you take when something goes wrong at work? ## What Employers Are Looking For When interviewers ask problem-solving questions, they are typically evaluating several key skills: - Analytical thinking and the ability to assess information - Decision-making and prioritisation - Communication and collaboration - Ability to deliver positive outcomes Employers are particularly interested in your reasoning process and how you approached the challenge. ## Use the STAR Method to Structure Your Answer A proven way to answer behavioural interview questions is by using the STAR method. - **Situation:** Briefly explain the context of the problem. - **Task:** Describe your responsibility within that situation. - **Action:** Explain the steps you took to address the problem. - **Result:** Share the outcome and what you learned. This structure ensures your answer is clear, logical, and easy for interviewers to follow. ## How to Prepare for Problem-Solving Interview Questions 1. Review your previous roles and identify examples where you solved problems successfully. 2. Practice explaining your thought process clearly and concisely. 3. Focus on outcomes that demonstrate measurable results. 4. Prepare examples that highlight teamwork, communication, and initiative. ## Frequently Asked Questions ### Why do employers ask problem-solving interview questions? Employers use these questions to understand how candidates analyse challenges, make decisions, and implement solutions in real workplace situations. ### What is the best way to answer problem-solving questions? The most effective approach is to use a structured framework such as the STAR method, which clearly explains the situation, your actions, and the final result. ### Should I give real examples in interviews? Yes. Interviewers prefer real examples from your experience because they demonstrate practical skills and show how you apply your knowledge in real situations. ## Related Career Advice - [How to Prepare for an Interview](https://www.cmdrecruitment.com/how-to-prepare-for-an-interview/) - [Common Interview Questions and How to Answer Them](https://cmdrecruitment.com/most-common-tough-interview-questions-and-answers) - [CV Writing Tips to Help You Stand Out](https://cmdrecruitment.com/10-top-tips-for-writing-a-stand-out-cv) **Looking for your next career opportunity?**CMD Recruitment works with employers across the UK to connect talented professionals with exciting career opportunities. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with a recruitment consultant today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK-based recruitment consultancy supporting candidates and employers across a range of professional sectors. The team regularly provides guidance on interview preparation, career development, and job market insights to help professionals succeed in their job search. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [How Much Will Salaries Increase in 2023?](https://cmdrecruitment.com/how-much-will-salaries-increase-in-2023) **Published:** May 2, 2023 **Author:** paul **Content:** With inflation at its highest rate since the 1980s, the cost of living is increasing. In response, employees are demanding higher wages to help keep pace with the rise in their household expenses. Employee strikes indicate that many of these pay increases are long overdue, with some professions having been dealt a pay decrease in recent years. We’ve seen nurses, junior doctors, ambulance workers, postal workers, teachers and rail workers striking in recent months. The good news for employees is that the vast majority of employers are anticipating pay increases in 2023. But how much can you expect, and what will this mean for the wider economy and working conditions? ![Will salaries increase in 2023?](https://cmdrecruitment.com/wp-content/uploads/2023/05/Will-salaries-increase-in-2023.png) ## Will salaries increase in 2023? According to a recent [XpertHR report](https://www.xperthr.co.uk/pages/press-releases/), 91% of employees are likely to receive a pay rise in 2023. And 89% of these employers state that the rising cost of living is the driving force behind these pay increases. The majority of these increases could be the result of an increase in the National Minimum Wage, which will compel employers to increase the minimum amount they offer. This is following advice from the low pay commission, which is an independent body that advises the government on the National Minimum Wage. XpertHR also found that pay is currency at a 32-year high, but it is still trailing behind inflation, which demonstrates just how serious this situation is for the wider economy. ![How much will salaries increase in 2023?](https://cmdrecruitment.com/wp-content/uploads/2023/05/How-much-will-salaries-increase-in-2023-1.png) ## How much will salaries increase in 2023? The report suggests that the average increase will be between 3.5% and 6% in the coming quarters. There will be a median pay increase of 5%. The report also shows that around 85% of employees can expect to receive a higher pay increase than in previous years. The National Minimum Wage will be increasing by 9.7% from £9.50 to £10.42. These changes came into effect in April 2023. Full time employees should see their annual income increase by £1,600 as a result of these changes. Workers in the private sector are seeing their salaries increase far more than public sector workers. In many public sector roles, workers are experiencing a real-terms pay cut, and are going on strike to address this issue. Private sector employers are facing their own challenges, with wage increases now being the norm in order to attract and retain the workers. ![Public-Private wage gap increases](https://cmdrecruitment.com/wp-content/uploads/2023/05/Public-Private-wage-gap-increases.png) ## Public-Private wage gap increases The annual growth for private sector wages is currently at 6.9% while public sector workers are trailing behind with an annual growth rate of just 2.7%. This includes bonuses for the same period. While public sector workers typically enjoy healthy pensions, and this increases the overall liability when pay increases are offered, the private sector is still leading the charge. Public sector workers are right to be angry that their pay increases aren’t in line with private sector workers. ![How does this impact the wider economy?](https://cmdrecruitment.com/wp-content/uploads/2023/05/How-does-this-impact-the-wider-economy.png) ## How does this impact the wider economy? Wage increases drive inflation and inflation drives wage increases, which has prompted the top economists to suggest that workers should [accept that they will be worse off](https://www.bbc.co.uk/news/business-65308769). This comment was met with anger by public and private sector workers who are struggling with the cost of living crisis. Employee salaries are often one of the biggest expenses for businesses, so if their costs increase, they will have to increase the cost of the goods and services they are providing. This feeds into the increased cost of living and helps to fuel inflation. Another argument is that increased spending power during a time of high inflation can fuel further inflation. If employees are given too much of a pay rise, this can trigger increased demand and this can further increase prices as this impacts supply levels. The inflation rate is currently at 10.1%, which is well above the Bank of England target of 2%. While the cost of some things looks set to slow down and even decrease in the coming months, this isn’t enough to ease the burden of high prices on households. ![What does this mean for workers?](https://cmdrecruitment.com/wp-content/uploads/2023/05/What-does-this-mean-for-workers.png) ## What does this mean for workers? Private sector workers are in the best position to request pay increases at this moment in time. Public sector workers are likely to have to wait for the outcome of government pay negotiations with their respective unions. Job vacancies are currently falling, but they are still higher than they have been for decades. This means that employees have bargaining power when it comes to requesting a pay rise. Employers are concerned that they will lose important staff members if they can’t keep up with pay demands. Workers who haven’t had a pay increase for a number of years may now be asking for a pay rise in line with inflation. Those who have annual pay reviews may be looking for a higher pay increase than they would usually receive. ![Are salary increases guaranteed?](https://cmdrecruitment.com/wp-content/uploads/2023/05/Are-salary-increases-guaranteed.png) ## Are salary increases guaranteed? No, in the private sector, there are no guarantees that you will receive a pay increase, unless you are currently on the National Minimum Wage. If you are on the minimum wage, your employer is compelled to increase your hourly rate in line with this. If they fail to do so, you can take legal action through HMRC and force them to repay any lost wages. Private sector workers will be responsible for negotiating their own salary increases. Some companies will have an annual salary review process, while others will wait until employees request a pay rise. Some companies are [offering higher starting salaries](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) to attract new workers, so workers might have to secure an offer from another company in order to take advantage of the current situation. Workers are also using job offers from other companies as bargaining power to secure a healthy pay rise from their current employer. As mentioned above, there is the risk that offering wages far above the current market value could further fuel inflation. It’s also possible that workers could see the bubble burst, with employers using fire and rehire tactics to bring down wages again once inflation is under control. **Categories:** Advice --- ### [How Does Headhunting Work?](https://cmdrecruitment.com/how-does-headhunting-work) **Published:** December 3, 2025 **Author:** paul **Content:** **Quick Answer:** Headhunting is a proactive recruitment method where employers or recruiters identify and approach suitable candidates directly—often targeting experienced professionals who are not actively job hunting. **Key Takeaways** - Headhunting focuses on proactively sourcing talent rather than waiting for applications. - It is commonly used for senior, specialist or confidential roles. - This approach gives access to passive candidates not visible through job ads. - While effective, it often requires more time, research and relationship-building. When it comes to recruitment, the most common method for finding new hires is for companies to advertise a job opening and then wait for applicants to find them. They might use a recruiter to organise the process and pre-vet the applicants before meeting the shortlist. This method relies entirely on the candidate actively looking for a new role, which could impose limits on the quality of candidates available. For highly specialised roles where only a few candidates are likely to be suitable, it would be more common to approach the hiring task using a headhunting approach. Headhunting is an often misunderstood type of recruitment that can make employers and employees very nervous – but it needn’t be this way. In this guide, we’re looking at how headhunting works and how employers and prospective employees can make the most of this recruitment method. ![](https://cmdrecruitment.com/wp-content/uploads/2024/09/What-is-headhunting.png) ## What is headhunting? [Headhunting](https://cmdrecruitment.com/what-is-headhunting-and-why-use-it) involves a company or recruiter identifying suitable candidates for a role and reaching out to them directly. Rather than waiting for applicants to find your company, you can take a proactive role and start conversations with potentially interested parties. This is an effective form of recruitment as it allows you to broaden the recruitment pool and not only focus on those candidates who are actively looking for jobs. Candidates who are looking for jobs tend to be unemployed, or they are in roles and are unhappy. This can make them more likely to apply for anything and everything, which isn’t always an exciting prospect for employers. Finding candidates that are happy in their roles, but willing to have a conversation about how their job satisfaction might be improved elsewhere can result in higher calibre candidates. It’s also a far more effective method for recruiting for very niche roles, or [C suite positions](https://cmdrecruitment.com/what-are-c-level-and-c-suite-positions/) at the top of an organisation. ## Why do employers use headhunters? The most common reason to turn to headhunters rather than heading down the traditional recruitment channels is to find a highly specialised candidate. This would typically mean someone who already has experience in a similar role, rather than looking for someone who is ready to take the [next step in their career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/). Finding a candidate who is already engaged in a similar position will reduce the risk for the employer. You can be confident they know what they are doing as they are already working in a similar role. It’s also a great way to ensure a competitive advantage. While some employees are loyal to their employer and wouldn’t dream of jumping ship, others are more inclined to have this conversation if there is sufficient incentive. AspectWhat It MeansCandidate IdentificationSearch for individuals already performing well in similar roles rather than relying solely on applicants.Direct EngagementApproach candidates personally and confidentially, even if they are not actively seeking a new role.Confidentiality & DiscretionMaintain sensitivity around the search when it involves strategic hires, competitor moves or confidential transitions.Time & Cost InvestmentHeadhunting often requires more time and resources upfront, but can deliver stronger long-term talent outcomes.Fit & ImpactSince candidates are already operating at a high level, they may deliver sooner and contribute more meaningfully to business goals.![What does headhunting look like for employees?](https://cmdrecruitment.com/wp-content/uploads/2024/09/What-does-headhunting-look-like-for-employees.png) ## What does headhunting look like for employees? Being headhunted for the first time can be very flattering. It means that other companies are actively interested in hiring you and they are willing to offer you more than you are currently receiving in order to tempt you to leave your existing role. At a certain point in your career, headhunting is likely to become the norm, particularly if you have developed niche and highly specialised skills. Even if you are happy in your role, it’s always worth having a conversation, as you could be offered a considerable [pay rise](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023/), better working conditions, or other incredible perks. Many employees fear talking to headhunters as they are worried about confidentiality. If you are worried about your employer finding out, rest assured that discretion is one of the most important qualities for a headhunter to possess. Some employees will use this insight to strengthen their position with their current employer. For example, if you know that a major competitor is gearing up for an expansion in a particular area, this information could be valuable for your employer. It’s down to the individual to determine if they would like to share this information. On occasion, you may be asked to sign a non-disclosure agreement before any details about the role are made available to you. In this case, you wouldn’t be able to share information with your current employer. ![What are the benefits of headhunting?](https://cmdrecruitment.com/wp-content/uploads/2024/09/What-are-the-benefits-of-headhunting.png) ## What are the benefits of headhunting? Headhunting is commonly used to hire for very niche job openings that are pivotal to the business. If you can’t afford to make a mistake in the hiring process, it’s far better to choose the headhunting approach over a traditional recruitment method. It also helps to broaden the recruitment pool by looking at all [potential candidates](https://cmdrecruitment.com/key-traits-headhunters-look-for/), not just those actively looking for work. As a company, showing interest in an individual subverts the recruitment dynamic. Rather than the candidate trying to show how well they are suited to the role, the employer takes this position and must show how they can improve on the candidate’s current situation. Headhunting is also a great way to hire for those roles you don’t want to advertise publicly. This could be because it would be strategically damaging to reveal that you are planning a particular move. It could also trigger rumours about the status of your company if you are hiring for a change manager, for example. ![What are the downsides of headhunting?](https://cmdrecruitment.com/wp-content/uploads/2024/09/What-are-the-downsides-of-headhunting.png) ## What are the downsides of headhunting? Headhunting is a highly specialised type of recruitment that can take much longer and the process might not stick to your schedule. You’ll need a flexible approach if you are determined to find the right candidate. Some candidates don’t like to be headhunted, so you’ll need to work hard to convince them to have the initial conversations. Those who are happy in their current role with no ambitions to leave might be reluctant to risk their position with their current employer. Misunderstandings around the process can also make some candidates more nervous. They might be fiercely loyal to their current employer and could take it as a demonstration of poor character to have conversations about leaving. ## Final thoughts on headhunting If you don’t want to advertise a particular role, or if you are looking for a highly specialised candidate, headhunting could offer a route forward. While some candidates will be flattered by the offer, others might be fiercely loyal to their employer and it could take them some convincing to start a conversation. Considering headhunting for a key role? [Contact CMD Recruitment](https://cmdrecruitment.com/contact/) for specialist search support and access to top-tier talent not actively on the market. ## Highlights - Headhunting expands hiring beyond active job seekers, unlocking access to passive talent. - It is particularly valuable when hiring for niche, senior or business-critical roles. - Candidates approached are often already performing at a high level, reducing hiring risk. - The process relies heavily on discretion, relationship-building and targeted engagement. - While slower than traditional hiring, it can deliver stronger long-term results. - Both employers and candidates must approach the process thoughtfully to maximise outcomes. ## Frequently Asked Questions ### What is the main difference between headhunting and standard recruitment? Standard recruitment invites applications from active job seekers, whereas headhunting proactively targets individuals who may not be looking but fit the role requirements. ### Why might headhunting take longer than advertising a vacancy? It involves researching, identifying, approaching and engaging candidates individually, rather than receiving immediate applications. ### How can an employer ensure the process is successful? Clear role definition, strong communication, confidentiality and working with experienced recruiters all contribute to better outcomes. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Employment Rights Act 2026 Employer Checklist UK: 10 Critical Steps Every Business Must Take Now](https://cmdrecruitment.com/employment-rights-act-2026-employer-checklist-uk-10-critical-steps-every-busines) **Published:** March 6, 2026 **Author:** Dan Barfoot **Content:** **Quick Answer:** The Employment Rights Act 2026 introduces major changes to UK employment law, requiring employers to update policies, contracts, and HR processes to stay compliant and reduce legal risk. **Key Takeaways** - The Employment Rights Act 2026 significantly strengthens employee protections. - Employers must update contracts, policies, and HR procedures. - Key areas include dismissal rights, flexible working, and sick pay. - Early preparation helps reduce compliance risks and operational disruption. Did you know that **37% of employers plan to hire fewer permanent staff because of the new protections around unfair dismissal and zero-hours contracts**? The Employment Rights Act 2026 is reshaping how organisations hire, manage, and support their teams, and employers across the UK need a clear checklist to stay compliant and confident. ## Understanding the Employment Rights Act 2026 The Employment Rights Act reforms represent one of the biggest shifts in UK workplace regulation in recent years. For employers, this means reviewing hiring practices, contracts, and workplace policies to ensure everything lines up with the latest legal expectations. At CMD Recruitment we speak with businesses every day who want to stay proactive. Taking a structured approach now avoids compliance risks and keeps your organisation running smoothly. The reforms focus heavily on improving security and fairness at work. That includes stronger dismissal protections, expanded family leave rights, and clearer expectations around [flexible working](https://cmdrecruitment.com/the-temp-surge-why-flexible-hiring-is-winning-in-2026/12188/). Employers who treat this as an opportunity rather than a hurdle often end up with stronger teams and better engagement. ## Why Employers Must Act Quickly in 2026 The rollout of the Employment Rights Act changes requires immediate planning. Waiting until new rules are fully enforced creates unnecessary operational risk. Many businesses are reviewing employment contracts, handbooks, and HR processes at the same time. This coordinated approach prevents confusion for managers and employees alike. Employers should also train line managers to handle requests and disputes correctly. Legal compliance depends heavily on day-to-day decision making. Taking action early also protects your organisation from costly tribunal claims. ## Checklist Item 1: Update Contracts and Written Terms The first task on any employer checklist is reviewing employment contracts. New rights mean many traditional clauses need updating. Employers should check that contracts clearly outline probation periods, dismissal processes, and flexible working expectations. Key areas to review include: - Probation and performance review timelines - Clear dismissal procedures - Flexible working policy references - Family leave entitlements - Sick pay rules Keeping documentation consistent across departments reduces confusion and strengthens compliance. ![5-step process for UK employers preparing for the Employment Rights Act 2026 - Employment Rights Act 2026 employer checklist UK](https://outgoing-oyster-428.convex.cloud/api/storage/b3a17630-212d-43a3-8fbe-f571ec58394b) A concise 5-step guide for UK employers preparing for the Employment Rights Act 2026. Learn essential compliance steps and timelines. ## Checklist Item 2: Prepare for Changes to Unfair Dismissal Rules One of the most talked-about reforms involves unfair dismissal protections. The qualifying period for bringing claims has reduced, which means employers must handle probation and early employment stages carefully. Recruitment quality now matters more than ever. A strong hiring process reduces the risk of early disputes. Employers should focus on: - Structured [onboarding](https://cmdrecruitment.com/onboarding-for-employee-retention/7583/) programmes - Documented performance reviews - Clear disciplinary procedures - Manager training on fair dismissal practices These steps help organisations build confidence while protecting employee rights. Did You Know? 43% of employers identify changes to Statutory Sick Pay, specifically it being payable from day one, as the reform with the single biggest workplace impact. Source: [Acas / YouGov Survey 2026](https://www.theteamnetwork.co.uk/new-acas-survey-on-the-employment-rights-act-2025-what-will-have-the-biggest-impact/) ## Checklist Item 3: Review Sick Pay and Absence Policies The shift to **day-one statutory sick pay** requires many employers to rethink absence management. Payroll systems and HR procedures must be updated to handle the change correctly. Employers should ensure staff understand reporting procedures and documentation requirements. Clear processes prevent confusion and maintain fairness. Best practice steps include: - Updating absence reporting policies - Training managers to manage sickness conversations - Adjusting payroll systems for SSP eligibility - Monitoring absence patterns When handled correctly, the changes can improve trust between employers and employees. ## Checklist Item 4: Implement the New Flexible Working Framework Flexible working rights have expanded significantly. Employees can request flexible arrangements earlier in their employment. This means employers must adopt a more structured approach to evaluating requests. Decisions should always be transparent and well documented. Practical actions include: - Creating a formal request process - Training managers to assess requests fairly - Documenting reasons for approvals or refusals - Ensuring consistency across departments Businesses that embrace flexible working often find [improved retention](https://cmdrecruitment.com/reduce-hiring-costs-improve-it-retention/9521/) and morale. ## Checklist Item 5: Update Family Leave and Paternity Policies Family rights are expanding under the new legislation. Employers must review their parental leave and paternity policies to ensure they match updated entitlements. Payroll systems and HR records also need adjustment so new parents receive the correct benefits. Employers should review guidance such as paternity leave changes employers must understand to stay aligned with the latest rules. Supporting parents at work is not only a legal requirement but also a powerful retention strategy. ## Checklist Item 6: Prepare Managers for Increased Workplace Disputes Whenever employment law expands rights, workplace conversations become more complex. Managers must be ready to handle issues confidently and fairly. Training is essential here. Line managers are often the first people employees approach with concerns. Organisations should invest in: - Conflict resolution training - Clear grievance procedures - Consistent HR escalation processes - Documentation standards Strong leadership helps prevent small issues from becoming formal disputes. ## Checklist Item 7: Strengthen Recruitment and Onboarding The Act also reshapes how employers approach hiring. With stronger employment protections, recruitment accuracy becomes even more important. Hiring the [right candidate](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate/563/) from the beginning reduces compliance risk. It also builds long-term engagement within your team. Employers should focus on: - [Structured interview processes](https://cmdrecruitment.com/structured-interview-process/6172/) - Clear job descriptions - Transparent expectations - Early performance feedback Recruitment specialists can provide valuable guidance during this transition. Did You Know? 31% of employers rank the reduction of the unfair dismissal qualifying period from two years to six months as one of the most impactful operational changes they must prepare for. Source: [Acas Survey March 2026](https://www.blakemorgan.co.uk/employment-rights-act-2025-acas-survey-on-impact-of-changes/) ## Checklist Item 8: Audit HR Policies and Employee Handbooks Every policy that touches employment rights should be reviewed in 2026. That includes handbooks, onboarding materials, and internal HR guidance. Policies must match both legislation and the reality of how your organisation operates. Areas to audit include: - Disciplinary procedures - Grievance processes - Flexible working - Absence management - Family leave policies Regular audits keep policies relevant and legally sound. ## Checklist Item 9: Communicate Changes Clearly With Employees Legal changes mean little if employees do not understand them. Clear communication builds trust and reduces misunderstandings. Employers should introduce policy changes through structured announcements, training sessions, and accessible documentation. Communication tools might include: - Internal briefings - Updated employee handbooks - Manager training sessions - HR support channels Transparency helps teams feel informed and valued. ## Checklist Item 10: Partner With Recruitment and HR Experts Employment law changes can feel overwhelming, especially for smaller businesses without large HR departments. Working with specialists helps ensure nothing slips through the cracks. Recruitment partners bring market insight as well as compliance awareness. They also help organisations find candidates who align with new expectations around flexibility and job security. For employers navigating the latest changes, resources such as employment law change updates for employers offer practical guidance. With the right support, businesses can move forward confidently and keep building great teams. ## Conclusion The Employment Rights Act 2026 introduces meaningful changes for employers across the UK. From unfair dismissal protections to flexible working and sick pay reforms, organisations must update policies, train managers, and review hiring practices. Employers who act early place themselves in the strongest position. By following this practical checklist and seeking expert guidance when needed, your organisation can remain compliant while continuing to build a thriving, motivated workforce. ## Frequently Asked Questions ### What does this topic mean? The Employment Rights Act 2026 refers to new UK employment legislation that strengthens employee protections and changes how businesses manage hiring and workplace policies. ### Why is this topic important? These reforms affect every employer in the UK, requiring updates to contracts, policies, and processes to remain compliant and avoid legal risks. ### How does this affect job seekers or employers? Employers must adapt quickly to new regulations, while employees benefit from improved rights, protections, and working conditions. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Begin a Career in Human Resources](https://cmdrecruitment.com/begin-a-career-in-human-resources) **Published:** July 19, 2025 **Author:** paul **Content:** This article outlines key trends and opportunities for building a career in Human Resources (HR), focusing on skills, growth areas and how HR professionals can adapt to changes in the workplace to enhance their career prospects. - Human Resources continues to evolve with digital transformation and hybrid working models. - HR roles increasingly focus on employee experience, wellbeing, diversity and inclusion. - Continuous learning and upskilling are important to stay relevant in the HR field. - Networking and professional development help HR professionals grow their career paths. Human resources is an engaging career prospect. While many office-based roles are in decline, HR managers will always be needed. HR professionals help to take care of the most important assets a company has: its staff. [Without HR professionals](https://cmdrecruitment.com/disciplines/hr/), workers would have nowhere to turn when things go wrong at work. It would also be difficult to make sure your work achievements are recognised and rewarded without an HR department. And HR departments also make sure that companies have the staff they need to be able to grow their business. Working in HR is a challenging career path, but one that will serve you well if you are diligent, professional and adaptable to change. This guide will explore how you can set your sights on a career in HR. ## Introduction: What is Human Resources? HR, or [human resources](https://cmdrecruitment.com/what-is-human-resources), is a department that’s in charge of hiring and developing the employees of a company. An HR manager is also called a personnel manager. They oversee all the other staff in terms of recruitment, training and development, compensation and benefits. The responsibility of an HR manager includes staffing for the company’s needs and planning for staff development programs. HR managers will also help to protect the company from legal action by ensuring that all workplace codes and regulations are followed. Human resources departments are usually found in large organisations but they can also be found in small companies too. Working in HR is a varied and demanding role. While certain areas are losing roles to automation, there are many things that robots still can’t do, and human resources is one of them. This makes it a future-proof career choice to consider. ![Job Prospects and Earning Potential](https://cmdrecruitment.com/wp-content/uploads/2021/11/Job-Prospects-and-Earning-Potential.png) ## Job Prospects and Earning Potential Working as an HR professional is a fairly secure line of work. Once established in a company, you will quickly become an essential part of the team. And once you have a little bit of experience under your belt, you should be able to move between companies with ease. The largest companies will offer the biggest salaries while smaller employers might offer more workplace benefits in lieu of a larger salary. Working for a larger company could mean more responsibility, but this will typically be shared between a larger team. Working with a smaller company could mean taking the lion’s share of the HR work. Starting salaries for HR officers will range between £24,000 to £35,000, with jobs in London offering slightly higher compensation packages. For an HR manager, you would earn around £40,000 to £50,000, rising to around £60,000 with more experience. In an entry level HR role, you can expect to earn between £20,000 to £23,000. ## How to Begin a Career in Human Resources With the new development in technology, there are more jobs available for HR professionals than ever before. However, it is not easy to land on one of these positions. One of the requirements to work as a human resource professional is having a degree or certification in human resources. A person with an undergraduate degree in HR will have an advantage over someone who doesn’t have any degree or certification at all. Employers are looking for people with experience and graduate degrees because the [job market](https://cmdrecruitment.com/bath-job-market/7075/) demands these qualifications. You may be able to work in HR by building up your experience. This could mean starting out as an HR assistant and administrator and working your way up. This is one way that HR professionals get around the need for a subject-specific degree. Some people may have relevant work experience from other sectors that would serve them well when working in HR. If in doubt, speak to a careers advisor to learn if your experience could be transferable. ![How to Start from the Bottom in the HR Industry](https://cmdrecruitment.com/wp-content/uploads/2021/11/How-to-Start-from-the-Bottom-in-the-HR-Industry.png) ## How to Start from the Bottom in the HR Industry It is not easy to get a job in the human resources industry. To break into the industry, you need to have a variety of [skills and work experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/). In this article, you will learn how to get a job in the human resources field. 1\) Get HR certification: You can pursue an undergraduate or graduate degree in human resources from a university or college that offers such programs. You can also earn an HR certification from an HR-specific certification provider like CIPD (Chartered Institute of Personnel and Development). 2\) Get work experience: The more experience you have working within an organisation, the better your chance of getting into HR. It may be difficult to find jobs that are specifically labeled as “Human Resources” on many websites because many companies hire people with HR skill sets under other titles. 3\) Land an apprenticeship. An apprenticeship is an excellent way to study while you work. You’ll get on-the-job training while you study for a qualification. You’ll need to have qualifications in English and Maths (A to C at GCSE level) before you can get started. **Build In-Demand HR Skills** Developing skills such as communication, organisation, and understanding HR systems helps you prepare for entry-level and progressing HR roles. **Plan Your HR Career Path** Understanding different HR functions and career routes allows you to make informed choices about qualifications, experience and long-term development. ## What Skills Do HR Professionals Need? The HR world is evolving and this industry will require new skill sets in the coming years. HR professionals should be prepared for a shift to technology as well as the demand for more [soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/). HR professionals are expected to have a broader knowledge of business, be able to communicate effectively, build relationships, and have an understanding of data analysis. You will also need to be approachable. Individuals within the company may need to turn to you for help and advice. But you cannot always be their friend. Sometimes, you will be tasked with enforcing disciplinaries of dealing with grievances. Confidentiality is another key requirement for HR professionals to be able to succeed. Office gossip becomes a lot more important and potentially problematic when you work in HR. To work in HR, you’ll also need to have an adaptable approach to work. If the past 18 months has taught us anything, it’s that things don’t always go to plan, and being flexible through difficult times can be a considerable asset. The roles of the HR professional within organisations are always going to be changing, so you’ll need to take a flexible approach and be willing to expand your skills as required. ![The Future of Human Resources and How Automation is Impacting it](https://cmdrecruitment.com/wp-content/uploads/2021/11/The-Future-of-Human-Resources-and-How-Automation-is-Impacting-it.png) ## The Future of Human Resources and How Automation is Impacting it There are four key questions that every HR professional should be asking themselves about the future of their profession. 1. What is the future of work? 2. What skills are required in the workplace? 3. How will automation affect HR jobs? 4. How will technology affect HR jobs? At the moment, it seems that AI might help HR professionals to do their job rather than replace them completely. Automation can already help to filter through job applications, keep an eye on employee performance, and provide the groundwork for employee assessments. In the future, [AI](https://cmdrecruitment.com/how-ai-is-changing-recruitment-for-jobseekers/11513/) could transform the way HR professionals work, so it’s important to be mindful of how the role might change in the near future. And while automation might change the HR department, it will also likely have a wider impact on the future of work. As entire industries are transformed by AI and automation, this will likely have an impact on how HR professionals work. You need to be prepared for these changes in 2022 and beyond. ### Conclusion & Helpful Tips HR jobs are a great career choice for those people who want to make a difference. But, as you can see from the article, there are many routes to take if you want to get into HR. So, it’s important for you to do your research and find out which way is best for you. If you’re determined to break into an HR career, consider the following tips: - Start with your personal network. It’s no secret that networking is how most jobs are found these days. If you have friends or family members who work in HR, they will often know about openings that they didn’t advertise to the general public. - Reach out! Don’t be shy about contact companies directly to learn more about their HR department and any upcoming roles that might be available. By choosing companies directly, you will demonstrate an interest in working for a specific company, not just in a specific role. - Read as much as you can. If you don’t have an HR degree, don’t let that stop you from increasing your knowledge of the subject. You might read something that allows you to impress the hiring manager at your next interview. Being aware of the wider HR industry as a whole will put you ahead of the competition. - Clear up your social media channels. Many HR professionals are tasked with researching new hires on social media. This can help to rule out any candidates who might be unsuitable for the role. If your own social media channels don’t hold up to scrutiny, then you might struggle to land a role. You can’t assume that private channels are truly private, so take down anything that might raise an eyebrow. **Highlights** - HR career trends - Digital transformation - Employee experience focus - Wellbeing and inclusion - Continuous learning - Professional networking **FAQs** What skills are important for HR?Skills in digital tools, employee engagement, communication, and understanding of hybrid work environments were key areas of focus. Why is continuous learning important?Continuous learning helps HR professionals stay updated with evolving trends, tools and best practices. How can HR professionals grow their careers?Networking, professional development and embracing new HR technologies support long-term career growth. **Categories:** Advice --- ### [6 Examples of How to Answer “Tell Me About Yourself” in Interviews](https://cmdrecruitment.com/6-examples-of-how-to-answer-tell-me-about-yourself-in-interviews) **Published:** June 7, 2025 **Author:** paul **Content:** **Quick Answer:** To answer “Tell me about yourself” effectively, focus on a concise summary of your background, relevant experience, and career goals while tailoring your response to the role. **Key Takeaways** - Keep your answer concise and focused (around 60–90 seconds). - Tailor your response to the role and highlight relevant experience. - Avoid repeating your CV word-for-word—add context and motivation. - Structure your answer to include past experience, present role, and future goals. When it comes to interviews, there are a few questions that are guaranteed to crop up. One of the most common (and often tricky) is “tell me about yourself” Your answer to this question will give the interviewer a snapshot of who you are and what kind of worker you are likely to be. It’s important to strike the right balance – you don’t want to sound too rehearsed or like you’re reciting your resume, but at the same time, you don’t want to waffle on aimlessly. With a bit of practice and preparation, you can answer this question with confidence and clarity and still make it sound like it’s the first time you’ve ever said it. In this guide, we’ll explore why [interviewers ask](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) this question, what they want to hear, and how you can answer it with confidence. We’ll also share some examples to get you started. ## Why do interviewers ask this question? The first step in [preparing to answer](https://cmdrecruitment.com/how-to-prepare-for-an-interview/) this question is understanding why interviewers ask it. There are a few reasons: - It’s a good icebreaker, so it helps you and the interviewer relax into the conversation. - It gives the interviewer an opportunity to understand more about [your motivation for the role](https://cmdrecruitment.com/what-motivates-you-interview-question/). - It allows the interviewer to assess how well you communicate. - It gives you an opportunity to sell yourself and highlight your [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) that are most relevant to the role. - It lets the interviewer know what is most important to you. ## What should you include in your answer? Now that we know why interviewers ask “tell me about yourself,” let’s look at what they actually want to hear. Your answer should give the interviewer a snapshot of who you are and what kind of worker you are likely to be. When preparing your answer, make sure to keep the following in mind: Your answer should be concise, so aim for around one minute to 90 seconds. When you have finished answering the question, you can ask, “would you like me to elaborate on anything?” This gives them the opportunity to ask further questions about specific things you have mentioned. Your answer should be relevant to the role you’re interviewing for. This means that you should tailor the information to the job description, and include everything that is relevant to the job. You should focus on highlighting the skills and experience that are most relevant to the role. Try to avoid repeating information from your CV word-for-word. They already have your CV and [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/), so try to flesh out this information by sharing your motivations, your goals and where you see your career going. You can mention some personal things at the end and this can help you to create a connection with those interviewing you. For example, you might be an avid sports fan, follow a particular team or have an unusual hobby. Don’t dwell on the details, but feel free to mention this briefly. ## Breaking down the answer Let’s break down the question so we can understand it better. Tell me about yourself sounds quite broad, so instead try to think of your answer in different parts: - Education - Field of work - Most recent role - Future aspirations - Personal and hobbies When you break it down in this way, it becomes a lot easier to come up with a highly focused answer. ![6 examples of how to answer “tell me about yourself”](https://cmdrecruitment.com/wp-content/uploads/2022/06/6-examples-of-how-to-answer-tell-me-about-yourself.png) ## 6 examples of how to answer “tell me about yourself” Now let’s look at some examples of how you might answer this question. Remember, your answer should be concise and tailored to the role you are applying for. ### Example 1: “I’m currently studying for a Master’s degree in Marketing at XYX University. I chose to study marketing because I’m passionate about understanding consumer behaviour and finding creative ways to communicate with customers. In my previous role, I worked as a sales assistant in a high-end fashion retail store. This involved working closely with customers, so I developed strong interpersonal skills. I’m interested in this role because it will allow me to use my creativity and knowledge of the latest trends to contribute to marketing campaigns with real-world impact. In my spare time, I like to spend a lot of time outdoors and stay active.” ### Example 2: “I studied computer science at university where I was also the leader of a charity initiative bringing STEM projects into deprived communities. I’ve been working as a web developer for the past three years. I started my career as a junior developer and quickly progressed to a more senior role. In my current job, I manage a team of developers and we work on a variety of projects. I’m interested in this role because it will allow me to use my experience to lead a team and work on interesting projects. When I’m not working, I like to stay active by playing tennis and going for runs.” ### Example 3: “I studied communications and university but didn’t manage to complete the final year of my degree due to family commitments. I’ve worked in [customer service](https://cmdrecruitment.com/disciplines/administration/) for the past five years. I started out in a call centre and then progressed to a management position. In my current job, I manage a team of customer service representatives. I’m interested in this role because it would give me the flexibility to study while I work so I can finish my final year of university part-time and achieve my degree. Outside of work, I’m an avid music fan and like to attend a few gigs per month.” ### Example 4: “I studied accounting at university in The Netherlands. I’ve worked as an accountant for the past five years. I started my career in a small accounting firm and then progressed to a more senior role in a larger organization. In my current job, I manage a team of accountants and we work on a variety of projects. I’m interested in this role because it will allow me to use my experience to lead a team and work on interesting projects. When I’m not working, I like to spend time with my family and friends. I recently built a brick pizza oven in my garden so I’ve been perfecting my sourdough pizza base recipe.” ### Example 5: “I’m currently studying for a Master’s degree in PR. I chose to study PR because I’m passionate about understanding the latest trends in the industry. In my previous role, I worked as a research assistant for a big data project. This helped me to gain a solid understanding of statistical analysis which is surprisingly versatile. This paved the way for me to train as a big data analyst for a top market research firm in Bristol. I’m now looking to expand my knowledge and expertise in the field.” ### Example 6 “I studied engineering at university and then landed my first role as an engineering assistant for a local council. This allowed me to shape my career in the direction of civil engineering. I’m now keen to explore this field further by working for a company with more experience in delivering large projects. I’m also interested in this role because it will give me the opportunity to learn more about the construction process and how to manage a team effectively.” These are just a few examples of how you can answer this question with confidence and clarity. ## Highlights - “Tell me about yourself” is a key interview question that sets the tone. - A strong answer balances clarity, relevance, and personality. - Structure your response around past, present, and future. - Tailoring your answer improves your chances of standing out. - Preparation helps you sound confident without sounding rehearsed. ## Frequently Asked Questions ### What does “tell me about yourself” mean in an interview? It’s an opportunity to summarise your background, experience, and career goals in a way that’s relevant to the role. ### Why do interviewers ask this question? It helps them assess communication skills, motivation, and how well you present your experience. ### How should you structure your answer? A good approach is to cover your past experience, current role, and future aspirations, while keeping the answer concise and relevant. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [Embracing Different Opinions in Your Team – Why It's Important](https://cmdrecruitment.com/embracing-different-opinions-in-your-team) **Published:** February 19, 2025 **Author:** paul **Content:** **Quick Answer:** Embracing different opinions in the workplace leads to better decision-making, stronger collaboration, and increased creativity by bringing diverse perspectives together. **Key Takeaways** - Diverse perspectives help teams make more informed and balanced decisions. - Encouraging open discussion fosters innovation and creative problem-solving. - Respecting different viewpoints strengthens team relationships and trust. - Effective leadership is essential to manage differing opinions productively. In today’s business world, it’s more important than ever to embrace different opinions and points of view within your team. This is because the best decisions are usually made when multiple perspectives are considered. By hearing out dissenting voices, you can avoid making hasty decisions that could come back to bite you later on. And while it can be difficult to manage different personalities and opinions, it’s worth the effort in order to make the best choices for your business. So next time you’re faced with dissent in your team, take a deep breath and listen closely – it could be the key to success. ![Why do we need to hear different opinions?](https://cmdrecruitment.com/wp-content/uploads/2023/02/Why-do-we-need-to-hear-different-opinions.png) ## Why do we need to hear different opinions? When you have team members with unique ideas, it can provide an opportunity for growth and creativity. Having different opinions allows everyone to look at situations from a variety of perspectives, which is essential when making decisions. By embracing the diversity of opinions on your team, everyone can actively contribute their valuable insights and ideas while being open to hearing the input of others. This encourages collaboration between each individual in the group which fosters innovation and fresh solutions that may have been overlooked by a single individual. Embracing diverse opinions also fosters respect between [team members as they all work together to build](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team/) a stronger team dynamic by listening to each other’s ideas and viewpoints. ![The importance of new perspectives](https://cmdrecruitment.com/wp-content/uploads/2023/02/The-importance-of-new-perspectives.png) ## The importance of new perspectives Taking the time to learn from and understand different perspectives can open our minds to a wide variety of new and exciting ideas. Listening to others allows us access to their knowledge and experiences, which in turn can give us a whole new perspective on the world around us. We can expand our view of the world by hearing about different cultures, customs, beliefs, skills, or even just another point-of-view on a certain subject. By opening ourselves up to listening to other people and looking at things from their position, we can gain valuable insights that we may have never been exposed to before. Learning from different perspectives is not only an incredibly rewarding experience but also crucial for personal growth. There is also the risk that we could be influenced by bias when we don’t accept and take on board differing opinions. This can lead us into false beliefs about the world that limit our understanding. ![Differing opinions can put everyone on the same page](https://cmdrecruitment.com/wp-content/uploads/2023/02/Differing-opinions-can-put-everyone-on-the-same-page.png) ## Differing opinions can put everyone on the same page It might sound counterintuitive, but having differing opinions on your team can actually create a more cohesive work environment. When it is understood that every opinion is valid and valued, everyone can work together towards the same goal. Working together on a team towards a common goal is always more successful when everyone is on the same page. When every individual has a strong understanding of the goals and vision, there is a greater level of focus, as well as clarity about what parts each [person must play in order to achieve the goal](https://cmdrecruitment.com/personal-goals-vs-kpis/). This also enables fast decision-making, more efficient problem-solving, and better communication throughout the process. Everyone sharing an understanding gives the team an extra push that is needed to reach its objectives, and it creates something intangible but powerful within a group. Being on the same page allows teams to perform better and with greater accuracy than if individuals were working alone. ![Differing opinions builds respect](https://cmdrecruitment.com/wp-content/uploads/2023/02/Differing-opinions-builds-respect.png) ## Differing opinions builds respect The importance of respecting others’ opinions should not be underestimated. We are all unique with different perspectives which contributes to the flavour and strength of any team. Respect shows that we recognise each individual’s value and input, despite their opinion being different from ours. Equal respect allows ideas to be exchanged in an open forum, making the team more effective. When team members are respected, they are more likely to be open and forthcoming with their ideas and sharing their creativity. Furthermore, it can make group tasks more interesting by presenting a variety of original solutions to problems or challenges. Understanding how to give and receive respect will help any team come together as one working unit for unified success. If you keep doing the same things, you’ll keep getting the same results, so adding new opinions on your team can help you to shake things up and discover new approaches and solutions. It’s possible that some ideas won’t work, but this shouldn’t stop the flow of ideas and creativity from your team, or else you might leave everyone feeling stifled and under-appreciated. ![Good management is key to success](https://cmdrecruitment.com/wp-content/uploads/2023/02/Good-management-is-key-to-success.png) ## Good management is key to success This kind of collaborative cohesion doesn’t happen by accident. You need strong and inspiring management in place to moderate the differing opinions and ensure everyone is respectful and fair. If you’re able to effectively manage differing opinions within your team, it can make your team even stronger overall. By learning how to compromise and build off of each other’s ideas, your team will be better equipped to handle any challenge that comes its way. In addition, managing differing opinions shows that you’re capable of handling conflict in a productive manner, which is an [important skill](https://cmdrecruitment.com/people-skills-important/) for any leader. ## Closing thoughts It’s important to embrace different opinions within your team in order to foster creativity and growth. While managing differing perspectives can be a challenge, it also allows one to learn new things that they may have never considered before. Contrary to popular belief, having everyone on your team think the same way is not the best way to build a team. Acknowledging that all opinions are valued and respected is the first step to getting everyone on the same page. Having people on the same page makes it easier to work together towards common objectives, and respecting others’ opinions shows that you value their input and contributions to the team. If you’re able to do this effectively, it can make your team even stronger overall. Furthermore, taking the time to understand different opinions will help create a healthy working environment for everyone on the team. Ultimately, staying open-minded is essential for creating an atmosphere of collaboration and trust within your team. ## Highlights - Diverse viewpoints lead to stronger decision-making and better business outcomes. - Encouraging open discussion helps teams unlock creativity and new ideas. - Respecting different opinions builds trust and improves team collaboration. - Shared understanding across perspectives helps teams align on common goals. - Strong leadership is essential to manage differing opinions effectively. ## Frequently Asked Questions ### What does this topic mean? It refers to the importance of embracing diverse perspectives within a team to improve collaboration, innovation, and decision-making. ### Why is this topic important? Understanding different viewpoints helps reduce bias, improve communication, and lead to better outcomes in business and team environments. ### How does this affect job seekers or employers? Employers can build stronger, more innovative teams, while job seekers can thrive in environments that value openness, collaboration, and diverse thinking. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How Can I Find Temporary Finance Jobs in the UK?](https://cmdrecruitment.com/how-can-i-find-temporary-finance-jobs) **Published:** January 14, 2026 **Author:** paul **Content:** **Quick Answer:** Temporary finance jobs can be found through contract, interim, freelance, and project-based roles, offering flexibility, competitive pay, and valuable experience across organisations. **Key Takeaways** - Finance professionals can choose from a wide range of temporary roles including contract and freelance work. - Short-term roles provide flexibility and opportunities to gain diverse experience. - Recruitment agencies help candidates access roles faster and more efficiently. - Temporary positions can often lead to longer-term or permanent opportunities. Looking for a temporary job in the finance sector? There are lots of reasons you might be looking for a short-term stint over a long-term venture. Perhaps you’re planning a big move and need something to fill the gap, or maybe you’re planning to go back into full-time education and want something to tide you over until you’ve got more training under your belt. Whatever your reason for looking for temporary work, there will be lots of options available to you. From contract work to freelancing, the finance sector is more flexible than you might think. Here are just some of the options you could explore when you are looking for temporary jobs in finance. ## Contract work in finance The finance sector is not immune to big changes, but finance roles often cannot go unfilled for various reasons. This is why the interim role is going to be your best friend during your search. Interim finance roles can give you access to roles at every level of the organisation, without the time commitment. When recruiting for these roles, companies aren’t too concerned if you’re in it for the long haul – they just want to know that you’ll hit the ground running immediately. ## Maternity cover roles Another common type of temporary role would be maternity cover. This can provide a short-term solution to your employment problems, often giving you a clear view of how long you can expect the contract to last. One of the best things about maternity cover is that the role is available for a short term because of factors outside of the company. What does this mean? The role isn’t available because of turmoil or unrest, which means you’ll find it much easier to get on with things. There is often a clear handover and very little pressure to make the role your own. ## Freelance work in finance Another option for those looking for temporary contracts would be to explore freelancing. This will often require a little more admin on your side, which could include setting up a limited company and securing business insurance. But once you’re all set up, you could be on your way to impressive earnings. Freelancers typically earn a higher day rate than salaried employees, simply because they don’t enjoy the benefits that come with full-time employment. ![Project-based finance work](https://cmdrecruitment.com/wp-content/uploads/2025/12/Project-based-finance-work.png) ## Project-based finance work Another avenue to explore would be project-based work. This is typically short-term, with a view to going permanent if there is an ongoing need for the role within the company. However, most project-based finance professionals will move between roles with confidence, knowing that there will always be organisations in need of short-term finance support. **Flexible Career Options** Temporary finance roles allow professionals to adapt work around life changes while maintaining career momentum. **Access Roles Faster** Working with recruiters gives candidates early access to short-term finance opportunities and faster hiring decisions. ## How can a recruitment agency help with your search? You could certainly tackle the issue alone, but that’s a lot of job alerts to manage, and there is a good chance that you will miss out on many roles because the [hiring manager](https://cmdrecruitment.com/executive-interview-playbook/9801/) wants to move quickly. This is where a recruitment agency can be your competitive advantage for finding temporary finance jobs. Recruitment agencies hear from employers first, so they will be the first to know when there are temporary roles available. If they have someone that fits the bill, there is a good chance that the role will never even be made public. When you start looking for temporary finance jobs, make contact with relevant recruiters in the sector. Let them know the kind of work you are looking for and then let them work their magic. You’ll often find it much easier to find suitable positions this way, and you may even get your foot in the door for positions that are advertised as permanent, but open to short-term. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. ## Highlights - Temporary finance roles provide flexible career options across a range of industries. - Contract and interim work allow professionals to build experience without long-term commitment. - Freelance roles can offer higher earning potential but require more self-management. - Maternity cover positions provide structured, time-defined opportunities. - Recruitment agencies can speed up the job search and unlock hidden opportunities. ## Frequently Asked Questions ### What does this topic mean? Temporary finance jobs include short-term roles such as contract, freelance, and interim positions that allow professionals to work flexibly across different organisations. ### Why is this topic important? This topic is important because it highlights flexible career options that help professionals maintain income, gain experience, and adapt to [changing career](https://cmdrecruitment.com/how-to-change-career-guide) goals. ### How does this affect job seekers or employers? Job seekers benefit from increased flexibility and faster access to work, while employers can quickly secure skilled professionals to support business needs. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on [recruitment trends](https://cmdrecruitment.com/2026-recruitment-trends), hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Create a Video CV for a job application in 10 easy steps](https://cmdrecruitment.com/how-to-create-a-video-cv-for-a-job-application) **Published:** April 13, 2025 **Author:** paul **Content:** **Quick Answer:** A video CV is a short, engaging way to present your skills, experience, and personality on camera, helping you stand out to employers and showcase your communication abilities. **Key Takeaways** - Video CVs help candidates stand out by showcasing personality and communication skills. - Preparation and scripting are essential for a clear and professional presentation. - Keep your video concise and tailored to each specific job application. - Good lighting, sound quality, and presentation make a strong first impression You might notice a lot more employers are offering the opportunity to apply for a job using a video. If you’re outgoing and like a creative challenge, this can be an excellent way to stand out from the other applicants. If you’re curious about how to create a video CV, read on to learn our top tips for making this process as simple as possible. The first time you create a video CV might take a little longer, but once you have a system in place, you’ll be able to quickly produce professional-looking videos in place of a CV. ## What is a video CV? A video CV takes the place of the traditional paper CV. Instead of listing your achievements on paper, you talk about them in a more conversational style. A video CV can also be highly creative, which is ideal if you’re applying for a role in the creative sector. A video CV typically lasts between 30 seconds and two minutes. Like a paper CV, you should use this time to talk about your education, work [experience and your skills](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/). There’s a lot less room to hide on a video CV – so if you say you have excellent communication skills, you’re going to have to back up this claim. ## Should I submit a video CV or a traditional resume? This all depends on the job role. You don’t have to wait for employers to request a video CV. According to one study, employers are open to receiving them, even if they haven’t asked for a CV in this format. If you want to stand out, submitting your CV in [video format could help you land an interview](https://cmdrecruitment.com/videointerviewing/). But this all depends on the company. Some won’t even bother viewing a video CV if they have specifically asked for your CV in a different format. TopicKey PointContent PlanningOutline what you want to say before recording to stay focused.Video LengthKeep it brief — usually 1–2 minutes.Recording SetupChoose a quiet, well-lit space for clear audio and video.PresentationDress professionally and speak clearly to convey confidence.![10 easy steps](https://cmdrecruitment.com/wp-content/uploads/2021/10/10-easy-steps.png) ## How to create a video CV in 10 easy steps It takes a little bit of preparation to get into the habit of creating a video CV. Remember that your CV still needs to be tailored to each role you apply for. You can create a general video CV to add to your LinkedIn profile, but if you’re sending it to a specific company, you need to mention their name. If you’re ready to get started creating your video CV, you’ll need to follow these ten steps. ## 1 – Write a script You might think you have the gift of the gab, but don’t even think about starting your video CV without a script in front of you. You’ll be prone to waffling and missing things out if you don’t first consider what you will say. In your script, you should introduce yourself and then talk about your history, including your education and relevant work history. Next, talk about where you want to go next and why you are applying for the role. You can also mention any additional skills you want the hiring manager to know about. Finally, conclude the script by thanking them for their time and mention how they can reach you. This is a great touch for speculative CVs. ## 2 – Tailor it to the job Always, always, always tailor the script to the job you are applying for. Nothing will lose a hiring manager’s attention faster than realising they’ve been sent a generic video. Mention the company by name, mention the role you are applying for, and outline why you are interested in being considered for the role. This is an excellent opportunity to demonstrate your passion for your industry and why you would be great for the role. You don’t have to record the whole thing in one take. If you’re confident with editing software, you could change the company and job title as required. Just make sure you’re in the same place and wearing the same outfit when you do this! ## 3 – Find your location Finding a good location to film is essential. You want to look professional but personable. Finding a quiet corner in your home is one option, or you could film while you’re out and about. If you’re feeling creative, filming it while walking down the street could be very effective. You should find someone with good natural lighting so that you don’t have harsh shadows on your face. You also want to eliminate background noise as much as possible so the hiring manager can focus on what you have to say. ## 4 – Test your camera and microphone You don’t need a professional camera to get great results. A smartphone and tripod should be sufficient if you don’t want to capture multiple angles. However, you should consider investing in a good microphone. This will help ensure your voice is crisp and clear and help eliminate background noise. If you decide to capture multiple angles, you may want to borrow a second phone or invest in a DSLR. This will allow you to get professional results and be far more creative with the editing. ## 5 – Get comfortable filming yourself If you’re not used to being on camera, it can take a while to get used to it. Start by just filming yourself talking, and then start talking through your script. Watch it back and look for any mistakes you might be making. You want to talk directly into the camera, so if you find your eyes wandering to your script, try to correct this. You should also be on the lookout for any nervous behaviour you might have. For example, some people pepper their speech with “umms” or “likes”, while others play with their hair or tap their fingers. Keep recording yourself and watching it back until you have a) got used to the sound of your voice and b) stopped any bad habits. ## 6 – Shoot multiple takes Don’t get hung up on trying to get the whole video done in one take. Instead, keep the camera rolling and keep trying until you’ve said what you want. Then, when you’re done filming, you can go through and piece together the best cuts. If you’re trying to show off your editing skills, this is a great way to do it. It’s also helpful to be able to adjust the [video CV](https://cmdrecruitment.com/are-video-resumes-the-way-forward/) to different employers. As long as you keep the set up the same and wear the same clothing, you can return later and add new company and job details if your first application wasn’t successful. ## 7 – Try different angles Filming from different angles is a great way to keep your video visually interesting. For example, place one camera directly in front of you and then one off to the side – your good side. You can then create a documentary-style video that will also allow you to introduce edits more easily. This means that employers won’t know if you filmed the whole thing in one take because the cuts between the video will conceal any changes. Look at how YouTubers achieve this effect if you’re not sure how to do it. ## 8 – Be afraid to get creative Your video CV doesn’t have to be two minutes of talking about your last job; you can get creative and show footage of yourself in different situations. For example, if your hobbies outside of work are directly related to your work, why not include footage of this with a voiceover? You could also show yourself actually doing your job, particularly if it’s a creative or visual role. And finally, if you’re applying for a role in film or editing, you can afford to be as creative as you like with the video CV. ## 9 – Edit your footage Now you should have more footage than you could possibly need. It’s time to cut it down and create a cohesive video. You can use free video editing software to create basic cuts in your footage and switch between different angles. You can also include footage of you at work or taking part in relevant hobbies. Remember that this video is supposed to be a comprehensive introduction to you. Think about what you want a prospective employer to know about you, and then make sure this comes across in the final edit. It would help if you also asked friends and family for a second opinion to ensure the final product is polished and professional. ## 10 – Upload your video You now have a finished video ready to share with employers. Consider adding a generic video CV to your LinkedIn page to allow recruiters and employers to get to know you better. You could also upload your video CV to YouTube. This will allow you to easily share your [video with recruiters](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/) and companies without having to send large files attached to emails. Once it is on YouTube, you can also add subtitles to make your video more accessible. Always let the recipient know that you’re sharing a video CV when you send them a link, as they might be reluctant to click on links in emails without further context. You should also avoid using a link shortener like bit.ly, as this might be flagged as spam. ## Highlights - A video CV should be short, clear and tailored to the role - Focus on key skills, achievements and what makes you stand out - Keep it professional in both appearance and delivery - Good lighting, sound and a simple background make a big difference - Practice your delivery to sound confident and natural - Avoid repeating your CV—add personality and context instead - Customise your video for each application to improve impact - A strong closing helps reinforce your interest and suitability ## Frequently Asked Questions ### What does this topic mean? A video CV is a modern alternative to a traditional CV, allowing candidates to present their experience, skills, and personality through video. ### Why is this topic important? Video CVs are becoming more popular as employers look for more engaging ways to assess candidates beyond written applications. ### How does this affect job seekers or employers? Job seekers can stand out with creative presentations, while employers gain deeper insights into communication skills and personality earlier in the hiring process. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [Interview Question: “Describe Your Work Ethic” How to Answer This Best!](https://cmdrecruitment.com/describe-your-work-ethic) **Published:** May 17, 2025 **Author:** paul **Content:** **Quick Answer:** To answer “Describe your work ethic,” be honest, self-aware and support your answer with a real example. Employers want to understand your motivation, attitude and how well you’ll fit into their team. **Key Takeaways** - Interviewers use this question to assess motivation and team fit. - Honesty and self-awareness are more important than sounding perfect. - Examples help prove your work ethic rather than just stating it. - Answers should be tailored to the role and organisation. Some interview questions always seem to stump candidates. Not because they are abstract or difficult to answer, but simply because the candidate has never given any thought to the answer. “Describe your work ethic” is one of these questions. Being aware of your motivation and your work ethic isn’t something that comes naturally to everyone. Some people don’t know what motivates them, which is why this question often stumps candidates. The natural response is to try to answer this in a way that will make you sound like the perfect employee. But everyone knows that telling lies in an interview setting won’t get you anywhere. Instead, you should think about how to encapsulate [what motivates you](https://cmdrecruitment.com/what-motivates-you-interview-question/) and what kind of energy you bring to work every day. In this guide, we will explore why employers ask this question and how to answer it effectively, with examples for different roles. TopicKey PointWhy It’s AskedEmployers want to understand motivation, attitude and team fit.What to AvoidOver-exaggeration or saying what you think they want to hear.How to AnswerUse the STAR method and back up claims with examples.Tailoring Your AnswerLink your work ethic to the specific role and team environment.## Why do interviewers ask this? They are trying to understand the type of worker you are and whether you will fit into the team. Everyone is motivated by different things, and this shapes their work ethic. Describing your work ethic also requires self-awareness. Understanding what drives you will help you perform at your best and ensure you choose the right working environment. Employers also want to know they are [building effective teams](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team/). Conflicting work styles can lead to friction, so compatibility is key. **Assessing Team Fit** Employers want to know if your approach aligns with team expectations. **Understanding Motivation** Your answer shows what drives you day-to-day. ## What do they want to hear? Interviewers want honesty. Instead of guessing what they want, focus on presenting your strengths in a way that aligns with the role. Tailor your answer depending on the job. A sales role might highlight drive and competitiveness, while a creative role might focus on focus and innovation. ## How should I answer this question? Use the [STAR method](https://cmdrecruitment.com/steps-in-the-star-method/) to structure your response and include a real example to support your claims. Start by describing your work ethic using words such as: - **Dependable** - **Enthusiastic** - **Dedicated** - **Committed** - **Positive** Avoid exaggeration. Authenticity is far more effective than unrealistic claims. **Be Honest and Self-Aware** Understanding your own work style leads to a stronger answer. **Use Real Examples** Stories provide proof and make your answer memorable. ## Examples for different roles **Sales role** *“I’m very goal-oriented and competitive, which helped motivate my team to achieve top results through friendly competition.”* **Customer service role** *“I’m dependable and focused on supporting my team, ensuring consistent service quality.”* **Marketing role** *“I’m driven to learn and innovate, regularly introducing new ideas to improve results.”* **Finance role** *“I’m consistent and detail-oriented, always focused on delivering accurate work on time.”* **Technical role** *“I’m motivated by continuous learning and actively seek opportunities to improve my skills.”* **Preparing for your next interview?** CMD Recruitment can help you stand out and secure your next role. [Browse current opportunities](https://cmdrecruitment.com/jobs/) or speak with our team today. ## Highlights - Interview preparation – Understanding common questions like “work ethic” helps you respond with confidence and clarity. - Work ethic explained – Employers use this question to assess your attitude, motivation and reliability. - STAR method – Structuring your answer with real examples makes your response more credible and memorable. - Honest self-reflection – Being authentic is more effective than trying to present a “perfect” version of yourself. - Role-specific answers – Tailoring your response to the job improves your chances of standing out. - Real examples – Demonstrating your work ethic through experience is far more powerful than simply describing it. ## Frequently Asked Questions ### Why do interviewers ask about work ethic? Employers want to understand how you approach your work, what motivates you, and whether your mindset aligns with the team and company culture. ### Should I try to sound like the perfect employee? No — interviewers value honesty and self-awareness. Authentic answers supported by real examples are far more convincing than exaggerated claims. ### How long should my answer be? Aim for a concise but structured response, ideally 1–2 minutes. Focus on a clear description of your work ethic supported by a relevant example. ### Can introverted candidates still answer this well? Yes — enthusiasm and work ethic don’t require high energy. Thoughtful answers, preparation and clear communication are just as effective. ### What if I don’t have much work experience? You can use examples from education, volunteering or personal projects to demonstrate your work ethic and commitment. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [KPMG - UK Jobs Report March](https://cmdrecruitment.com/kpmg-uk-jobs-report-march-26) **Published:** April 16, 2026 **Author:** Dan Barfoot **Content:** UK hiring activity continued to decline slightly in March, but the downturn is easing and showing signs of stabilisation. Demand for workers is still falling, though at a slower pace, while candidate availability is rising quickly due to redundancies and fewer job opportunities. Pay growth has softened, with starting salaries and temp wages increasing only marginally amid higher candidate supply and tighter employer budgets. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Full Report](https://gamma.app/docs/KPMG-REC-Report-on-Jobs-jfl27o5ue1k01g9?mode=doc) **Categories:** Interviews --- ### [How to Prepare for an Interview](https://cmdrecruitment.com/preparing-for-an-interview) **Published:** June 6, 2024 **Author:** paul **Content:** **Key Takeaways**Thorough interview preparation equips candidates to present themselves confidently, understand the role, and connect their experience to employer needs, increasing the chances of success. - Research the employer and role before interview day. - Practice answers to common questions. - Plan examples that demonstrate key competencies. - Prepare questions to ask the interviewer. - Organise logistics and presentation in advance. The best way to feel in control during an interview is to make sure you are as prepared as possible. Good preparation can make all the difference and could even help to sway the interview panel in your favour, even if there are candidates more qualified for the role. Being able to show up and be your best self during the interview process is an excellent skill to develop. Once you have your interview preparation routine decided, it will become much easier to get ready for this all important meeting. In this guide, we’re looking at some of the most common interview preparation steps to consider to help ensure you come out on top every time. ![Review your CV](https://cmdrecruitment.com/wp-content/uploads/2024/06/Review-your-CV.png) ## Review your CV Before heading into any interview setting, you need to know your CV inside out. It’s common for candidates to forget important details they have included on their CV, which can lead hiring managers to wonder if they have stretched the truth a little. To avoid any doubt, make sure that you are familiar with your own CV. This will also help to ensure you are providing them with additional information when you answer questions, and not just repeating information they already know from your CV. ## Review the job description The interview questions will be designed to dig deeper into your work experience and your aptitude for the role. So an understanding of the job description is essential for your preparation. For every point mentioned in the job description, think about how you might answer a question related to your aptitude in this field. Can you think of examples of times where you have had to employ particular skills? TopicKey PointResearchUnderstand company values, mission and role specifics ahead of time.Practice ResponsesPrepare answers to standard and behavioural interview questions.Competency ExamplesUse specific examples to demonstrate skills and achievements.Candidate QuestionsPrepare thoughtful questions to show curiosity and engagement.Preparation & PresentationOrganise logistics and dress professionally to make a strong impression.![Research the company](https://cmdrecruitment.com/wp-content/uploads/2024/06/Research-the-company.png) ## Research the company You need to have a good understanding of the company you are asking to join and where they are positioned in the market. You need to know what challenges they are facing and what opportunities they have. You should also understand who their main competitors are and how they are responding to the competitive landscape. Keep an eye on the news for any coverage about the company that might help to inform your stance in the interview. ## Prepare some questions An interview should always be a two-way conversation, but you will struggle to hold up your side of the conversation if you don’t have any curiosity about the role. At the end of the interview, you will often be given the opportunity to ask questions, and it can make a good impression on the hiring manager if you make the most of this opportunity. Prepare a few questions so that you have some backup questions if your primary questions are answered naturally throughout the interview. ![Take control of the day](https://cmdrecruitment.com/wp-content/uploads/2024/06/Take-control-of-the-day.png) ## Take control of the day Simple preparation tips like picking your outfit the night before and making sure you know the route to the interview location will help you to remain in control. If you leave things to the last minute, you might be leaving your interview success in the hands of other people, and this will cause unnecessary stress. Take control of the day by preparing for anything that is out of your control, and taking charge of anything that is completely in your control. ## Practise common interview question Some interview panels are choosing to share the questions they will be asking ahead of time. This gives you a chance to prepare your answers so you can be confident you are presenting the very best version of yourself. If you don’t have the interview questions in advance, don’t panic. You can practise answering some of the most common interview questions. While these might not crop up exactly as you are expecting to hear them, you will at least have taken the time to think about how you might answer [common interview questions](https://cmdrecruitment.com/most-common-tough-interview-questions-and-answers/ "6 of the Most Common and Tough Interview Questions and Answers") with your current CV and the job description in mind. **Prepared Candidates Shine** Candidates who research, practice and present well are more likely to impress interviewers and succeed. **Structured Preparation Pays Off** A thoughtful preparation strategy leads to clearer, more confident interview performance. ![Confirm the details ahead of time](https://cmdrecruitment.com/wp-content/uploads/2024/06/Confirm-the-details-ahead-of-time.png) ## Confirm the details ahead of time If there is anything you are unsure about, always confirm the details rather than risking guessing and getting it wrong. Details could include things like: - Where the interview will be held - The format of the interview - If you can take notes into the interview - How long the interview will take - The dress code for the office - Who you will be meeting with ## Get feedback from previous hiring managers There could be simple mistakes you are making that lead hiring managers to doubt your ability or aptitude. Without [asking for feedback](https://cmdrecruitment.com/ask-feedback-interview/), you might never know that these limitations exist. After every unsuccessful interview, you should always request feedback to find out if there is any insight that could help to inform your next interview. This will allow you to get a little closer to success every time. ![](https://cmdrecruitment.com/wp-content/uploads/2024/06/Be-aware-of-your-body-language.png) ## Be aware of your body language Your [body language](https://cmdrecruitment.com/body-language-tips-ace-job-interview/) does most of the communicating for you. Many candidates don’t think about how their body language starts speaking before they do. Be aware of what your body language says about you and how this might influence a hiring manager. This is one area where working with a recruiter can be incredibly helpful. Ask for feedback on things like your body language, choice of clothing, and how you present yourself to new people. First impressions are incredibly important in an interview context. ## Practise makes perfect A lot of people think that the ability to impress in an interview is a skill that you either have or you don’t have, but this isn’t the case. It’s a skill that is learned like any other. By addressing the areas where you fall short, you can start to improve and you will gradually feel more confident in your approach. Rather than worrying about whether you have the natural skills or not, try to focus on whether you have done everything in your power to prepare for the interview. This will help to set you apart from the other applicants, even if they are more qualified than you. Good preparation will always help you to stand out and make a good impression. Enhance your interview readiness and career prospects — [register with us](https://cmdrecruitment.com/candidates/register-with-us/) to discover tailored job opportunities and personalised support from CMD Recruitment. **Highlights** - Employer research - Common interview questions - Competency examples - Candidate questions - Interview logistics - Professional presentation **FAQs** How should I research an employer before an interview?Review the company website, recent news, role responsibilities and culture to understand priorities and context. What are competency examples?Competency examples are real achievements that demonstrate skills valued for the job, such as problem-solving or teamwork. Why prepare questions for the interviewer?It shows genuine interest and gives insight into whether the role and company are the right fit for you. **Categories:** Interviews --- ### [Job Path To Become a Chief Commercial Officer](https://cmdrecruitment.com/become-a-chief-commercial-officer) **Published:** June 13, 2025 **Author:** paul **Content:** **Quick Answer:** Becoming a Chief Commercial Officer (CCO) requires strong leadership, commercial expertise and strategic thinking. The role focuses on driving revenue, aligning sales and marketing, and leading business growth at a senior level. **Key Takeaways** - CCOs lead commercial strategy and drive revenue growth across the organisation. - Experience in sales, marketing and customer insight is essential. - Strong leadership and cross-functional collaboration are critical skills. - Understanding market trends and customer needs supports success. - Strategic vision is key to delivering long-term business growth. Sometimes referred to as the chief business officer, the chief commercial officer role is an important strategic role within an organisation. This individual is part of the C suite and works alongside the chief executive officer to help guide strategic decision making. They will typically guide departments like sales, marketing and branding. This is a highly creative role that requires an innovative approach to help drive strategic growth. Not only do you need to know how to lead entire departments, you also need to be able to inspire others to get behind your ideas. If you’re a leader in the [marketing](https://cmdrecruitment.com/disciplines/marketing/) sector, you might wonder how you can expand your career. A role as a chief commercial officer is about as high in an organisation as you can expect to get. So, if you’re curious about how to become a chief commercial officer, read on to find out how to get on the right path to the C suite. ## What is a chief commercial officer? The chief commercial officer is responsible for the strategic growth of a company through innovation, branding and sales. This role typically takes charge of the marketing, branding and customer experience departments. The primary focus of this role is to drive increased revenue and profitability for a company through creative strategies. To succeed in this role, you will need to be headstrong in your ways and able to take on board information from lots of conflicting sources. You’ll then turn this information into strategy, helping to drive growth through increased sales and awareness. The chief commercial officer is often a target-driven individual who thrives on KPIs. The CCO is a very senior position within an organisation. You’ll work below the CEO and help to inform their decision making. You’ll also work alongside others in the C suite, such as the [chief financial officer](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description/), who will be responsible for your budgets, and the chief operating officer, who will support you in ensuring you have the assets you need to carry out your plans. TopicKey PointRole ScopeThe CCO oversees commercial strategy, sales and marketing alignment to grow revenue.Core SkillsStrong leadership, strategic planning and cross-functional collaboration are essential.Market InsightUnderstanding industry trends and customer needs drives decision-making.Revenue FocusCCOs prioritise revenue generation and commercial performance metrics.Leadership ImpactThey influence culture, team performance and strategic outcomes.## Qualifications to become a chief commercial officer The majority of chief commercial officers will start with a Bachelor’s degree in subjects like marketing, business or finance. Next, they might complete an MBA, but others may enter the workforce and begin to develop their experience. Alongside your professional qualifications, you will also need to demonstrate a track record for innovation and profit driving initiatives. This could include establishing strong brands, pushing a brand message, or developing strong brand positioning. You’ll need excellent commercial knowledge and an understanding of branding, positioning and competitor analysis. This is one role where you could make your name as the CCO for a brand new startup. This will enable you to quickly make it to the head of an organisation and show what you are capable of. ## Experience to become a chief commercial officer Many chief commercial officers will work in sales, marketing and branding before they move into the top position. It requires extensive experience at director level before taking on the challenge of the C suite. Working at C suite level offers some unique challenges, as you not only need to be excellent in your role and have a strong stance in your opinions. You also need to be able to convince others and lead a team. You might be called in to reassure investors that your strategy is worth backing. It’s a good idea to gain as much experience as possible before applying for the top job. You should aim to be in a marketing director role for a large organisation for a minimum of 5 years to ensure you have the skills and experience to progress to the next level. The alternative would be to put your skills to the test with a fast-growing startup. If you choose to head down the startup route, you might be [expected to take a much smaller salary](https://cmdrecruitment.com/what-are-your-salary-expectations/) (or no salary) while the company gets established. It will be down to you to increase profitability, and in doing so, paving the way for more enviable salaries. ## How much does the chief commercial officer earn? As part of the C suite, you can expect to command a 6 figure salary in this role. Your final salary will often be bolstered by perks such as bonuses or stock options. This will tie your personal financial success to the financial success of the company. This can be highly rewarding and also incredibly motivating. The average salary for a [chief commercial officer](https://cmdrecruitment.com/cco-chief-commercial-officer-job-description/) in the UK could be between £100,000 and £160,000. This is well above the UK average salary. While you will be rewarded for this role, it also comes with considerable expectations, including long working hours to meet commercial goals. **Looking to hire or become a commercial leader?** Whether you’re building your leadership team or ready to step into a senior commercial role, our specialists can help. [Submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) or [speak to CMD Recruitment](https://cmdrecruitment.com/contact/) for expert support. ## Highlights - CCO role – Senior leader responsible for commercial growth and revenue strategy. - Leadership focus – Requires strong direction across sales, marketing and branding. - Revenue growth – Core objective is increasing profitability and market share. - Strategic thinking – Success depends on long-term planning and innovation. - Cross-team alignment – Collaboration across departments is essential. ## Frequently Asked Questions ### What does a Chief Commercial Officer do? A CCO leads commercial strategy, aligning sales, marketing and customer experience to drive revenue and growth. ### Which skills are essential for a CCO? Strategic thinking, leadership, commercial awareness and collaboration are key to success. ### What career path leads to a CCO role? Most professionals progress from senior roles in sales, marketing or commercial leadership. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [4 Ways To Show Enthusiasm in an Interview](https://cmdrecruitment.com/4-ways-to-show-enthusiasm-in-an-interview) **Published:** July 24, 2025 **Author:** paul **Content:** **Quick Answer:** Showing enthusiasm in an interview helps demonstrate genuine interest, confidence and cultural fit. You can express enthusiasm through preparation, positive language, strong body language and thoughtful engagement—without needing to be overly extroverted. **Key Takeaways** - Enthusiasm signals genuine interest and can strongly influence hiring decisions. - Preparation and research help you naturally express excitement about the role. - Positive language and framing make your motivations clear and compelling. - Body language plays a key role in how enthusiasm is perceived. - Even introverted candidates can demonstrate enthusiasm in authentic ways. When you’re looking for a new role, you know that showing enthusiasm in the interview is essential. You need to show that you are excited to take the next step in your career, and you also need to find a way to stand out from the competition. But enthusiasm doesn’t come naturally to everyone. And some people worry that their enthusiasm could be interpreted in the wrong way. If you are naturally introverted, you might find it challenging to show your enthusiasm. ## Why is enthusiasm important? Employers don’t want to hire people who aren’t really interested in working for them. And one of the simplest ways to determine if someone is really interested in working for a company is to see how enthusiastic they are about the role. If you’re not enthusiastic about the role, it will be difficult to convince an employer that you’re the right person for the job. On the other hand, if you can show that you’re excited about the opportunity, it will go a long way in helping you [land the job](https://cmdrecruitment.com/why-did-i-not-get-the-job/). The good news is that there are ways to show your enthusiasm without being too over the top. Here are 4 ways to show your enthusiasm in an interview: ## 1. Make sure you do your research The first step is to make sure that you have done your research on the company and the role. This will help you to understand what they are looking for and why you are a good fit. When you know more about the company, you can be more enthusiastic about the role. To show that you’ve done your research, make sure that you take the opportunity to [ask questions at the end](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/). This is your opportunity to turn the tables on the interviewer and ask questions about the role and what you can expect. ## 2. Be positive In an interview, it is important to be positive. This doesn’t mean that you should be fake or try to act like someone you’re not. But it does mean that you should focus on the positive aspects of the role and the company For example, if you are asked what made you want to apply for the role, don’t make negative comparisons to your current job. So, instead of saying “I am interested in the role because I wouldn’t have to work with clients anymore”, you could say “I am interested in the role as it would be an opportunity to strengthen my skills in account management.” ## 3. Think about your body language Making eye contact and smiling are two of the simplest ways to show enthusiasm. When you look into the interviewer’s eyes, you signal that you’re interested in what they have to say. And when you smile, you show that you’re happy and excited about the opportunity. It’s not only eye contact and smiling that demonstrates enthusiasm; your whole body is saying a lot about your motivation. Focus on good posture, avoid crossing your arms, and try to relax. ## 4. Use enthusiastic language The way that you speak can also demonstrate your enthusiasm for the role. Avoid using phrases like “I think” or “maybe”, which sound tentative and uncertain. Instead, use phrases that show that you are confident and excited about the role For example, instead of saying “I think I would be a good fit for the role”, you could say “I am confident that I have the skills and experience that would make me a valuable asset to the team.” When you use enthusiastic language, it will help to boost your confidence and make you more likely to land the job. You should also speak passionately about your own interests and motivations. This will help the [interviewer to see that you have passions](https://cmdrecruitment.com/what-are-you-passionate-about-interview-examples/) outside of work. ## Closing thoughts If you want to [set yourself apart](https://cmdrecruitment.com/what-sets-you-apart-from-other-candidates/) from the competition, you need to find a way to share your enthusiasm and passion for the role, without coming across as insincere. To achieve this, you need to speak confidently, make eye contact, smile, and use enthusiastic language. These simple tips will help you to show your enthusiasm in an interview and give you the best chance of landing the job. ## Highlights - Enthusiasm matters – Employers use it as a key indicator of genuine interest and motivation. - Preparation builds confidence – Researching the company helps you speak with clarity and purpose. - Positive framing – Focus on opportunities rather than negatives when explaining your motivations. - Body language impact – Eye contact, posture and expression all influence how you’re perceived. - Language choice – Confident wording reinforces your suitability and enthusiasm for the role. ## Frequently Asked Questions ### Why is enthusiasm important in an interview? It shows employers that you are genuinely interested in the role and motivated to contribute to the organisation. ### Can introverts still show enthusiasm effectively? Yes, enthusiasm can be demonstrated through preparation, thoughtful answers and confident communication—not just high energy. ### How can I avoid sounding fake? Focus on authentic reasons for your interest in the role and use natural, confident language rather than exaggeration. **Preparing for your next interview?** Explore current opportunities or get expert advice from our consultants to help you stand out and succeed. [Browse the latest roles](https://cmdrecruitment.com/jobs/) or [contact CMD Recruitment](https://cmdrecruitment.com/contact/) today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [What Is a C-Level Executive?](https://cmdrecruitment.com/what-is-a-c-level-executive) **Published:** May 11, 2025 **Author:** paul **Content:** **Quick Answer:** C-level executives are the most senior leaders in an organisation, responsible for setting strategy, making high-level decisions and guiding overall business performance. **Key Takeaways** - C-level roles include CEO, CFO, COO, CIO, CTO and similar senior leadership positions. - They set organisational strategy and guide high-level decision-making. - Strong leadership, communication and business acumen are essential. - These executives influence culture, performance and growth. - C-level recruitment requires tailored search, confidentiality and deep sector insight. The C-suite is commonly used to refer to the upper echelons of an organisation’s structure. Those hired for the C-suite are responsible for decision making and strategy at the highest level. The typical structure of the C-suite will include a Chief Executive Officer at the very top of the organisation. They will take advice from other C-level executives to help inform their decision making, but they will ultimately have the final say. The C-suite may be accountable to a board of directors, shareholders or investors. The C-suite may also be shareholders in the company and offering shares as part of the remuneration package is also common. In this guide, we’re looking at some of the most common C-level executive roles and their responsibilities within an organisation. There is often overlap between roles, but it’s vital for organisations to have clear boundaries between C-suite executives so it’s easier to understand who is responsible for what. TopicKey PointDefinitionC-level executives are top leaders responsible for strategic direction and organisational outcomes.Scope of InfluenceThey influence culture, operations and high-level decisions across the business.Skills RequiredLeadership, strategic thinking, communication and business acumen are essential.Recruitment NeedsExecutive search processes are tailored, confidential and specialised.Role DiversityC-level includes diverse leadership functions with strategic responsibilities.Let’s look at some of the most common C-suite executive job titles: ## Chief Executive Officer (CEO) At the very top of the organisation we find the [chief executive officer](https://cmdrecruitment.com/ceo-chief-executive-officer-job-description/). This is the person in charge of everything. They make all of the final decisions and it is often their vision and creativity that drives the business forward. The CEO is also often the founder of the company, but not always. It’s possible to bring in a new CEO at a later date, often to take over for a founder with less experience who is incapable of taking their business to the next level. The CEO is commonly the face of the company and will need to be able to quickly gain the confidence of investors by sharing their vision for the future of the company. Very few people have the confidence and charisma to be an effective CEO. ## Chief Financial Officer (CFO) The [chief financial officer](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description/) takes care of the finances. They work closely with the CEO to ensure their plans are achievable within the scope of the current financial situation. They are responsible for historical accounting and also for financial projections. The accounting team for the entire company will report to the CFO, or they might report to the director of finance who is directly below the CFO. ## Chief Operating Officer (COO) The chief operating officer is responsible for all HR, financial and [administrative](https://cmdrecruitment.com/disciplines/administration/) operations for the organisation. They typically sit at the right hand of the CEO and help to ensure all aspects of the recruitment and business operations are managed correctly. They are commonly responsible for all compliance, so this is a role that requires someone who is diligent in their approach to their work. ## Chief Marketing Officer (CMO) As the [chief marketing officer](https://cmdrecruitment.com/cmo-chief-marketing-officer-job-description/), this person is responsible for all marketing activities for a company. They will determine the direction the company wishes to take with its marketing activity. They commonly work closely with the chief financial officer to ensure their marketing plans are achievable. They also work alongside the CEO to help assimilate the CEO’s vision for the company through the marketing plans. They might have a director of marketing working directly below them, or they might divide these director roles into each marketing division. ## Chief Information Officer (CIO) We commonly find the chief information officer heading up the IT department. This role is commonly awarded to someone with a technical background, but they also need to have a head for business. This makes it a unique role and one that is important to get right. The CIO often works alongside the chief operating officer to ensure IT provisions are compliant. ## Chief Technology Officer (CTO) Organisations with a technology or engineering department will need a [chief technology officer](https://cmdrecruitment.com/cto-chief-technology-officer-job-description/) at the helm. This individual is commonly responsible for research and development to help drive forward innovation. They will report directly to the CEO and may have close relationships with other chief executives concerned with operations, finance, data and commercial decision making. ## Chief Data Officer (CDO) This is one of the more modern C-suite roles that is in huge demand today. The chief data officer is responsible for all aspects of data management and analytics. Many companies have access to vast swathes of data that is useless without the team in place to turn this into insight. This is where the chief data officer can truly shine. They will commonly work closely with the chief information officer and the chief marketing officer to help turn data into actionable insight throughout the company. ## Chief Commercial Officer (CCO) Standing somewhere between marketing, branding and product, the [chief commercial officer](https://cmdrecruitment.com/cco-chief-commercial-officer-job-description/) is essentially responsible for all commercial activity. This includes the products or services that a company offers, and how they are presented to the customer. This is a wide reaching role that requires someone with astute commercial awareness to be able to succeed. ## Chief Experience Officer (CXO) As the role of the customer experience becomes more important, many companies are choosing to appoint someone to take the lead on shaping the customer experience. They will typically be responsible for all customer support and for ensuring customers have access to the information they need, when they need it. ## Can anyone become a C-level executive? Not everyone has the skills and aptitude to succeed at this level. It often requires extensive experience in the sector to be able to offer the value and insight needed for the C-suite. Some people have a natural aptitude for these visionary leadership roles, but these will commonly find their way into the C-suite as company founders. Once established as an effective C-suite executive, it’s possible to move between organisations, bringing new insight and new ways of working. Stability within the C-suite is often seen as an indicator of the potential success of a company. High turnover and resignations often point to poor management or a struggling company. This is why companies spend so long selecting the right people for these roles, as [high staff turnover](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate/) within the C-suite is a red flag for customers and investors. ## Highlights - C-level roles defined – Senior leadership positions responsible for overall strategy and direction. - Strategic leadership – Executives guide long-term planning and organisational success. - Executive influence – Decisions made at this level impact culture, operations and growth. - Decision-making impact – High-level choices shape performance and investor confidence. - Cross-functional collaboration – Leaders work across departments to align business objectives. - Recruitment considerations – Hiring requires confidentiality, expertise and a tailored search approach. ## Frequently Asked Questions ### What does ‘C-level’ mean? ‘C-level’ refers to senior executives with titles starting with ‘Chief’ who guide strategy and organisational performance. ### Why are C-level roles strategic? These executives set direction, influence culture and make high-impact decisions that shape organisational success. ### How is C-level recruitment different? It involves targeted search, confidentiality and deep understanding of organisational needs and leadership requirements. **Looking to hire or step into a C-level role?** Whether you’re building your leadership team or exploring your next executive move, our specialist consultants offer tailored, confidential support. [Contact CMD Recruitment](https://www.cmdrecruitment.com/contact/) to discuss executive search, leadership hiring or career opportunities. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [What are the Best Cities in the UK to Find a Marketing Job?](https://cmdrecruitment.com/best-uk-cities-for-marketing-jobs) **Published:** November 18, 2025 **Author:** paul **Content:** **Quick Answer:** You don’t need to move to London to build a successful marketing career in the UK. Cities like Manchester, Leeds, Bristol, and Reading offer strong job markets, competitive salaries, and a lower cost of living, making them attractive alternatives. **Key Takeaways** - London offers the most opportunities but also the highest competition and cost of living. - Regional cities provide strong marketing job markets with lower living costs. - Manchester and Leeds are major hubs for agencies and digital marketing roles. - Oxford, Reading, and Slough attract multinational employers and offer strong salaries. - Choosing the right location can improve both career prospects and quality of life. If you’re interested in starting or growing your career in marketing and you’re flexible about where you start your job hunt, you’ll be pleased to know you don’t have to resign yourself to living in London to find a job. While the majority of employers might be based in London, so are the majority of job hunters. If you want to stand out in your job hunt, you might be better off choosing a less populated city to start your search. The advantage of looking outside of London will also mean that your cost of living will be considerably lower, or you’ll have a much shorter commute. In this guide, we’ll look at some of the most popular places in the UK for marketing roles, including average salaries in the region. ## London We couldn’t have a list of the best cities in the UK to find a [marketing job](https://cmdrecruitment.com/marketing-recruitment) without including London. The capital city is the obvious choice, as it’s the home to so many companies. Wages will be higher, as you’ll get to enjoy London Weighting. You’ll also have access to a wide range of multinational companies that have chosen London as their headquarters. The downside is that it is very expensive to live in London and competition for jobs is also very fierce. If you’re moving there without a [job offer](https://cmdrecruitment.com/a-guide-to-declining-job-offers/) in place, you’ll also feel the pressure to find a job much more intensely, as the cost of living is very high. ## Manchester If you want to enjoy London living without the price tag, why not head North to Manchester? Manchester has a thriving cultural scene and plenty to keep you entertained outside of work. With so many employers flocking to the region to make the most of lower costs and an extensive talent pool, there are plenty of marketing roles to be found in the Greater Manchester area. You can find marketing roles in media, sport, finance and FMCG dotted all over the city. Head to MediaCityUK to find marketing roles across various media organisations including ITV and the BBC. There are also fast fashion brands like BooHoo located in the centre of the city. ## Oxford This beautiful city is home to more than just a very famous university (although you may be able to find marketing roles there, too). With its close transport links to London, you can find plenty of companies in this area in need of marketers. Some of the biggest employers include BMW, The University of Oxford and Oxford University Press. You can expect your living costs to be slightly lower than living in central London, but the standard of living is thought to be much higher thanks to the shorter commutes and beautiful surroundings. Wages are also comparable to London wages, so your monthly pay cheque will go a lot further. ## Slough/Heathrow When companies need to be close to the capital but need more space, they will typically look to cheaper suburbs to expand. This is one reason that Slough is such a popular spot for companies. If you’re located in this region, you’ll also have excellent international links thanks to Heathrow Airport. This is why it is a popular choice for multinational companies such as Procter & Gamble and Cisco. ## Leeds Another stop on the Northern Powerhouse line, head to the other side of the Pennines to find a thriving city. Leeds is home to a wide range of organisations looking for marketing professionals, including a wide range of digital marketing agencies. Other big employers include Asda, First Direct, Centrica, Ventura, BT, Direct Line Group and Yorkshire Bank. If you’re keen to build your experience across a wide range of clients, working for an agency will benefit you greatly. This is often a great way to start your career in marketing, as it will give you experience across a wide range of industries and marketing challenges. Once you’ve discovered a sector or industry that you enjoy, you can then start your search for an in-house role. ## Reading According to Indeed, there are currently over 700 marketing roles available in Reading. This vibrant town in Berkshire, England, offers exciting opportunities for professionals in the field. Reading’s strategic location, just 40 miles west of London, makes it an attractive hub for businesses and marketers alike. Reading is home to a diverse range of industries, including technology, finance, pharmaceuticals, and telecommunications. This diversity creates a wide array of marketing opportunities, from promoting cutting-edge tech products to financial services and healthcare solutions. The cost of living in Reading is also more reasonable than in places like London. ## Bristol Graduates from Bristol University are often keen to stick around in this city to continue enjoying the vibrant cultural scene. There are also plenty of jobs in marketing to be found within the city. According to Indeed, there are over 270 roles currently available in the Bristol area. This includes a wide range of companies, both big and small. Although the cost of living can be quite high, you’ll likely enjoy a higher standard of living as the wages are high to match. You can find big companies like KPMG, PwC and Network Rail in the area. There are also slightly more unusual employers, such as the Bristol Aquarium. ## Closing thoughts While London might offer the most opportunities, you might be better off expanding your search to a more diverse set of locations if you want to find a higher standard of living for a lower price. If you’re ready to start your search, get in touch with our team today. ## Highlights - London dominance – Offers the most roles but comes with higher costs and competition. - Regional growth – Cities like Manchester and Leeds are becoming major marketing hubs. - Agency opportunities – Northern cities provide strong agency experience early in careers. - Cost vs lifestyle – Lower living costs outside London improve overall quality of life. - Employer diversity – From global brands to niche companies, opportunities exist nationwide. ## Frequently Asked Questions ### Do I need to move to London for a marketing career? No, many UK cities offer strong marketing opportunities with lower living costs and less competition. ### Which UK city is best for marketing jobs? London offers the most roles, but cities like Manchester, Leeds, and Bristol provide excellent alternatives. ### Are salaries lower outside London? Salaries can be slightly lower, but reduced living costs often mean better overall financial balance. **Looking for your next marketing role?** Whether you’re just starting out or ready to take the next step in your career, our specialist consultants can help you find the right opportunity. [Get in touch with CMD Recruitment](https://www.cmdrecruitment.com/contact/) to explore current marketing vacancies and expert career advice. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Examples of Hobbies and Interests to Put on a CV](https://cmdrecruitment.com/hobbies-and-interests-to-put-on-a-cv) **Published:** June 14, 2025 **Author:** paul **Content:** **Quick Answer:** Adding hobbies and interests to your CV can help you stand out by showcasing personality, soft skills and cultural fit. When chosen carefully and kept relevant, they can strengthen your application and help create a connection with hiring managers. **Key Takeaways** - Hobbies and interests help present you as a well-rounded candidate beyond your work experience. - They can demonstrate valuable soft skills such as teamwork, communication and creativity. - Relevance is key—only include hobbies that strengthen your application. - This section is particularly useful for students, graduates and those with limited experience. - Poorly chosen or irrelevant hobbies can weaken your CV and distract from your strengths. When you want your CV to stand out from the crowd, you need to give the hiring manager a glimpse of who you are as a person. CVs can typically be very dry, focusing only on the professional achievements of an individual. But you have so much more to offer than this. Including your hobbies and interests on your CV can show that you are a well-rounded individual and that you have interests that are related to your chosen field of expertise. This is also an excellent way to demonstrate the [soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/) that employers are looking for, like teamwork, communication and compromise. If you want to improve your chances of landing an interview, finding a way to establish a personal connection with the hiring manager will also help. If you have shared interests, they’re more likely to remember your CV. Including your hobbies and interests on your CV needs to be done carefully. Get it right, and you could be painting a strong picture of yourself as the ideal candidate. But it’s also very easy to get this simple step wrong, and this can be off-putting for hiring managers. In this guide, we’ll explore some of the essential pieces of information you need to know before you add your hobbies and interests to your CV. ## What is the difference between hobbies and interests? First things first, what exactly is a hobby and what is an interest? Hobbies can be defined as anything you do regularly. They are the activities that fill your leisure time in the evenings and weekends. This could include things like: - Playing sports or going to the gym - Playing chess of other puzzle games - Reading - Writing books, short stories and articles - Travelling, exploring and meeting new people - Drawing, sketching, painting - Building things, such as woodworking - Cooking and baking On the other hand, an interest is something that you might do on an irregular basis, but something that you are keen to pursue. Examples of interests for your CV could include: - Volunteering - Organising local events - Fundraising for charity - Getting involved with a community group ## Do I need to include hobbies and interests on my CV? While you don’t need to include hobbies and interests on your CV, it certainly helps to do so. [Updating your CV](https://cmdrecruitment.com/why-you-should-update-your-cv/) with hobbies and interests is an easy way to strengthen your application by highlighting additional skills you might have. It’s also a great way to connect with the hiring manager and make them see you as a whole human being. If they are looking for a particular culture fit, including your hobbies and interests may be the difference between getting shortlisted for an interview or not. It’s also an excellent way to show that you are genuinely interested in the work that you do, particularly if your hobbies are related to your field. For example, if you’re going to a job in the architecture field, they will be keen to know that you’re interested in design outside of your professional work. Including your hobbies and interests also gives the interviewer a chance to ask some lighter questions to help you relax. They will often use the hobbies and interests section to formulate some light questions that will allow you to relax and feel more at ease. In general, the following candidates should definitely include hobbies and interests on their CV: - Students and recent graduates - Junior professionals - Those with very little work history - Those with gaps in their CV And the following professionals should not include hobbies and interests on their CV: - Senior professionals - Candidates with a lot of work experience - Candidates who struggle to keep their CV under 2 pages ## What do your hobbies tell the interviewer about you? Your hobbies help to paint a bigger picture of who you are, what you enjoy, and what you hope to achieve. Something as simple as “playing football” can say an awful lot about your [personality](https://cmdrecruitment.com/how-to-show-your-personality-at-a-job-interview/) and what you are like to work with. The same goes for hobbies like computing, going to the gym, mentoring, playing squash, writing and baking. Here are just some of the assumptions employers may make about you, based on your listed hobbies and interests. **Hobby or interest****What it reveals about you**SwimmingLikes to stay fit and healthy, highly motivatedPlaying footballEnjoys competition, likes working with othersReadingLikes to learn new things, may be introverted and enjoying working alonePlaying squashIs highly competitive and motivated to succeedWritingIs creative in their communication, likes to solve problems aloneTravellingIs confident, outgoing and sociableCharity work/fundraisingIs socially conscious and has good persuasion skillsComputingIs technical and keen to learn new thingsMentoringIs a team player and has excellent interpersonal skillsBakingIs interested in food, has good attention to detail## What kind of hobbies should you include? When deciding what to include and what to leave out, always focus on what is relevant and what strengthens your application. Everything else is irrelevant. If the hobby or interest doesn’t say anything new about you, consider leaving it out and focusing on more relevant information. The hobbies and interests should also be relevant to the application. For example, an interest in computer games might not be relevant to everyone, but if you’re applying for a role as a videogame designer, this information is essential. Likewise, growing your dog’s Instagram following wouldn’t be relevant for most jobs, but it would be relevant to a social media manager role. When deciding what to include, context is everything. Match the hobbies that you mention with the key competencies and skills they are looking for in the job description. For example, you might not have any management experience in your professional work, but you might be used to taking on management roles in your volunteer work. In this case, mentioning your hobbies should help to strengthen your application and [highlight your enthusiasm](https://cmdrecruitment.com/4-ways-to-show-enthusiasm-in-an-interview/). ## Examples of the best interests to include on your CV If you’re worried that your CV is lacking and you need to spruce it up a little, here are some hobbies and interests that you can consider adding. We’ll also explain why these particular categories of hobbies and interests stand out to employers. 1. Are you involved with any clubs, classes or groups? This helps to show that you have excellent interpersonal skills and you seek out interaction with others outside of work. 2. Do you volunteer for companies or charities? Volunteering is another way to show off your interpersonal skills. 3. Do you get involved with organising events? This can show that you are proactive, organised and can show initiative. 4. Are you involved in fundraising? This demonstrates compassion and strong people skills. 5. Do you like attending industry events? This shows that you are active and up to date with trends. ## Examples of the best hobbies to include on your CV 1. Sports and exercise – demonstrates motivation, teamwork and discipline. 2. Brain games and puzzles – shows analytical thinking and problem-solving ability. 3. Mentoring and coaching – highlights leadership and communication skills. 4. Writing and reading – shows strong communication and curiosity. 5. Art and design – demonstrates creativity and innovation. ## How to include hobbies on your CV - Use hobbies to explain gaps in your CV. - Include relevant hobbies in your education section if applicable. - Add a dedicated “Hobbies and Interests” section at the end. - Mention them briefly in your personal statement if relevant. - Keep them relevant and concise to avoid exceeding two pages. ## What to avoid when talking about your hobbies Remember that including your hobbies and interests on your CV might leave you open to prejudice. Recruiters might make assumptions about you based on the information you provide. You should also avoid mentioning religious, political or sporting affiliations unless relevant. Avoid hazardous hobbies that may raise concerns about reliability. And finally, never lie about your interests or hobbies. ## Closing thoughts Adding hobbies and interests to your CV is a great way to present a fuller picture of who you are and help you stand out. Just remember to keep everything relevant, honest and aligned with the role you are applying for. ## Highlights - Show personality – Helps hiring managers see beyond qualifications and experience. - Demonstrate soft skills – Highlights teamwork, communication and problem-solving abilities. - Boost weaker CVs – Particularly valuable for graduates or those with limited experience. - Relevance matters – Tailoring hobbies to the role strengthens your application. - Avoid risks – Irrelevant or controversial hobbies can harm your chances. ## Frequently Asked Questions ### Should I include hobbies on my CV? Yes, especially if you are early in your career or want to showcase additional skills and personality. ### What hobbies look good on a CV? Hobbies that demonstrate transferable skills such as teamwork, leadership, creativity or problem-solving are most effective. ### What should I avoid including? Avoid irrelevant, controversial or risky hobbies that could create a negative impression. **Need help perfecting your CV?** Whether you’re entering the job market or looking to take the next step in your career, making your CV stand out is essential. [Get in touch with CMD Recruitment](https://www.cmdrecruitment.com/contact/) for expert advice and support to help you secure your next role. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [A Guide to Understanding Base Pay and How It Changes](https://cmdrecruitment.com/understanding-base-pay) **Published:** October 11, 2025 **Author:** paul **Content:** **Quick Answer:** Base pay is the fixed salary or hourly wage you earn before bonuses, overtime, or benefits. Understanding base pay helps you evaluate job offers, calculate take-home pay, and negotiate compensation more effectively. **Key Takeaways** - Base pay is typically expressed as an annual salary or hourly rate before deductions. - It excludes bonuses, overtime, and benefits but forms the foundation of total compensation. - Base pay varies based on experience, location, industry, and demand for specific skills. - Regular reviews and open discussions ensure fairness and competitiveness. - Employees should consider both base pay and total reward when evaluating offers. Understanding your pay slips might seem like a boring task, but it’s essential to make sure you know what is going on so you can take action if something is amiss. If there is an issue with your salary, you can’t always rely on your employer to notice this. You may need to take action to ensure you get everything you are entitled to. Whether you are paid by the hour or you’re on an annual salary, you can expect to see “base pay” on your payslips. And if you’re interviewing for jobs, you might be given the base salary as a starting point for [salary negotiations](https://cmdrecruitment.com/negotiating-your-salary-successfully-expert-strategies-revealed). Understanding what this means is essential to ensuring you get a great deal from your employer. Read on to learn more about base pay, how to negotiate a higher base pay, and what other types of pay can influence your final pay cheque. ## What is base pay? Base pay is the standard amount you are paid for your job. If you’re not sure what your base pay is, look at your employment contract. This should outline the hours and days you are expected to work, how many holidays you are entitled to, and how much you can expect to be compensated for your labour. Your employment contract may also stipulate additional forms of pay that can boost your earnings. Your base pay might appear as an hourly rate. For example, you might earn £15 per hour for your job. Your employer will then have to calculate how many hours you have worked, and this will form your base pay. You could also be paid an annual salary. For example, your base pay for a sales role could be £25,000 in exchange for working Monday to Friday, 9am to 5pm. TopicKey PointDefinitionBase pay is the fixed salary or hourly wage paid to an employee, excluding any bonuses or additional benefits.Influencing FactorsLocation, experience, market trends, and company size all affect the level of base pay offered.Base vs Total PayBase pay is only part of total compensation, which also includes bonuses, benefits, and perks.NegotiationEmployees can negotiate base pay before accepting an offer or during annual review periods.Review & FairnessRegular pay benchmarking and transparent structures help ensure fairness and retention.## Deductions on your base pay Once you know your base pay, you can then begin to calculate your take-home pay by looking at the deductions. This will typically include: - [National insurance](https://cmdrecruitment.com/national-insurance-changes-job-market/) and income tax - Student loan deductions - Pension contributions - Salary sacrifice schemes such as Cycle to Work - Charity donations - Trade union memberships ## What can increase base pay? It’s common for employers to offer additional perks on top of base pay to help incentivise workers. The most common adjustment to your pay slip will come in the form of an overtime payment. This is common for shift workers who may be paid at a higher rate for working outside of the usual working hours. Another common adjustment is a bonus. A performance bonus is common in the sales sector to help incentivise individuals to maximise revenue for the business. Some companies also offer all employees an annual bonus such as a Christmas bonus. You might also receive reimbursement for expenses incurred while at work. For example, if you use your own vehicle at work, you might receive a per diem amount to cover the cost of fuel plus wear and tear to your vehicle. Your contract might also state that you receive commission based on meeting performance targets. This is different to a bonus as it will be linked to each individual sale you make. For example, if you bring a new client on board, you might earn 20% of their total billings. ## What will impact your base pay? When looking to maximise your earnings, you’re going to go looking for the roles that offer the highest possible base pay. There are a few ways you can increase your base pay by searching for specific roles. These are some of the factors that might impact your base pay: - Industry – some industries pay more than others… - Location – accepting a role in a larger city… - Your [experience](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner) – the more experience you have… - Sector demand – when there is a shortage… - Individual employers – some employers are more competitive… ## Negotiating a higher base salary An important part of the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) will be negotiating your base salary… Be wary about becoming reliant on things like bonuses and commission… If you cannot negotiate a higher salary at the start… ## Highlights - Core salary foundation – Base pay forms the starting point for all compensation discussions. - Impacted by key factors – Experience, industry, and location all influence salary levels. - Total compensation matters – Bonuses and benefits add to, but don’t replace, base pay. - Understand deductions – Knowing what’s taken off helps calculate real earnings. - Negotiation is essential – Securing strong base pay supports long-term financial stability. ## Frequently Asked Questions ### What is base pay? Base pay is the guaranteed salary or hourly rate stated in your contract before any bonuses or variable pay are added. ### Can base pay change over time? Yes, base pay can increase following [promotions](https://cmdrecruitment.com/employee-promotion-what-to-consider), annual reviews, or changes in market conditions and job responsibilities. ### Why is understanding base pay important? Knowing your base pay helps you evaluate offers fairly, plan financially, and negotiate better compensation aligned with your skills and experience. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Answers & Tips to “What Do You Like Least About Your Job?”](https://cmdrecruitment.com/tips-what-do-you-like-least-about-your-job) **Published:** June 17, 2025 **Author:** paul **Content:** **Quick Answer:** When asked “what do you like least about your job?”, focus on constructive, non-personal challenges and frame your answer positively. Show self-awareness, a desire to grow, and avoid criticising employers or colleagues. **Key Takeaways** - Keep your answer constructive and focused on growth rather than complaints. - Avoid criticising employers, colleagues, or company culture directly. - Choose general challenges that apply broadly across workplaces. - Support your answer with a real example to add credibility. - Demonstrate motivation to improve and develop in your career. Many people dread the question “what do you like least about your job?” in interviews. It can be difficult to know how to answer without sounding negative or ungrateful. However, with a bit of preparation, you can give an answer that will show that you are still positive and grateful for your current position, while also highlighting areas for improvement. When you answer this question, you are showing that you are actively engaged in your career and want to keep moving forward. You are able to identify what is missing and what you need to be able to fulfil your potential. So, rather than seeing it as being negative or ungrateful, you are instead simply being practical. ## Why do interviewers ask this question? There are a few reasons why interviewers might ask this question. Firstly, they want to see if you are able to identify areas for improvement in your current role. Secondly, they want to know if you have the motivation to keep learning and [progressing in your career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career). And finally, they might be testing to see if you will be critical of their company or position if you were to get the job. If you answer with something negative or critical that isn’t constructive or fair, they might wonder if you are going to be a problem employee. You might be revealing a lot about yourself if you decide to trash talk your current or previous employee at the first opportunity. Be diplomatic in your approach and you should have no problems. ## How to answer this question When preparing your answer, there are a few things to keep in mind. You want to be positive, but honest. Try to answer with something that is not personal to you, but rather is a general issue that could be changed. For example: “I would like to see more opportunities for growth and development.” “I would like to see more collaboration between departments.” “I would like to see more transparency around the decision-making process.” These are all examples of areas that could be improved in any workplace. By focusing on these issues, you are showing that you are looking for ways to improve. You are also not criticising your current employer directly. Once you have chosen an issue to focus on, try to give a specific example of how this has affected you. This will make your answer more relatable and believable. For example: “I would like to see more opportunities for growth and development. In my current role, I have been doing the same thing for two years and I am starting to feel stagnant. I would love to be able to take on new challenges and learn new skills. Unfortunately, the structure of the company means that there is nowhere for me to progress upwards, only horizontally.” “I would like to see more collaboration between departments. There is a lot of siloing in my current company and it makes it difficult to get things done. For example, I had an idea for a project that required input from the development team, but cross-departmental collaboration is not encouraged, so it was difficult to determine the best route forward.” “I would like to see more transparency around the decision-making process. In my current company, decisions are made behind closed doors and it is difficult to know how or why certain decisions are being made. I understand that there needs to be some secrecy around certain things, but I would like to have a better understanding of the thought process.” These are all examples of how you can answer the question in a positive way, while also highlighting areas for improvement. ## What to avoid saying When [preparing your answer](https://cmdrecruitment.com/hot-to-preparing-for-an-interview), there are a few things to avoid. Firstly, as mentioned before, do not criticise your current or previous employer. This will make you seem ungrateful and difficult to work with. Secondly, try not to focus on things that are personal to you. For example, if you don’t like the hours you work or the commute to your current job, these are not things that can be changed. Instead, focus on general issues that could be improved in any workplace. Thirdly, avoid saying anything that would make you seem like a problem employee. For example, if you have difficulty working with others or tend to get stressed easily, this is not something you want to highlight in an interview. You should also make sure that you aren’t complaining about an aspect of your job that you would be expected to do in the role you are applying for. This could rule you out of the running immediately. ## Highlights - Stay positive – Frame challenges as opportunities for growth rather than complaints. - Be constructive – Focus on areas that can be improved in any workplace. - Use examples – Real scenarios make your answer more credible and relatable. - Avoid criticism – Speaking negatively about employers can damage your impression. - Show ambition – Demonstrate a desire to learn, grow, and take on new challenges. ## Frequently Asked Questions ### Why do employers ask what you dislike about your job? They want to assess your self-awareness, professionalism, and whether you can provide constructive feedback without being negative. ### What is a good answer to this question? A good answer focuses on growth areas, such as limited progression or collaboration, rather than personal complaints. ### What should I avoid saying? Avoid criticising your employer, discussing personal inconveniences, or highlighting weaknesses that could affect your ability to do the job. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [6 Time Management Interview Questions (With Examples)](https://cmdrecruitment.com/time-management-interview-questions-with-examples) **Published:** January 14, 2025 **Author:** paul **Content:** **Quick Answer:** To answer time management interview questions effectively, provide clear examples of how you prioritise tasks, stay organised, and adapt to changing demands. Employers are looking for structured approaches, practical tools, and evidence that you can manage workloads efficiently. **Key Takeaways** - Employers want real examples of how you manage time and prioritise work. - Using structured methods like task lists or categorisation shows organisation. - Breaking tasks into smaller steps helps manage workload and reduce overwhelm. - Flexibility is key when handling unexpected interruptions or changes. - Using tools and apps demonstrates proactive time management. Time management is a term that is used a lot in the business world, but it’s also something that you should be aware of when you’re job hunting. In an interview, employers will often ask questions about how you manage your time, and they’re looking for specific examples of techniques that you use to stay organised and on track. Here are six time management questions that you might be asked in an interview, along with some tips on how to answer them. ## What are some time management techniques you use to stay organised and on track with your work tasks? “One of the best time management techniques I use to stay organised and on track with work tasks is creating to-do lists. Every day I make a list of things that need to be prioritised, from tasks that have an urgent deadline to ones that can wait. This helps me keep my focus on what needs my attention most and make sure key projects are always getting accomplished. Once I’ve broken down complex tasks into small achievable goals, this helps me gain momentum and encourages me to complete them faster. This type of planning keeps me [motivated](https://cmdrecruitment.com/what-motivates-you-interview-question) and allows me to stay organised during those hectic times when it seems like all kinds of tasks are coming in at once.” ## Can you give an example of a time when you had to prioritise multiple tasks and how you did it? “In my last role, I faced a challenging situation when I was managing several projects at once. There were competing deadlines and a wide array of tasks to achieve all at the same time. To get it done, I prioritise my tasks by categorising them into essential, important, and non-essential tasks. The essential tasks were ones that absolutely had to be completed in order for things to work out as planned, while important tasks contributed towards fulfilling the end goal but were not as urgent. Everything else was classified as non-essential. With this system in place, I managed to efficiently complete all tasks on time, keeping everyone involved happy with the results.” ## What do you do when you feel overwhelmed by a project or task list that seems impossible to complete within the given timeframe? “When faced with seemingly impossible project deadlines, it is easy to feel overwhelmed. However, taking a deep breath and breaking the task down into smaller and more manageable chunks can help solve this problem. I usually start by working out a timeline for completing each step of the project and setting specific goals for each day can help prioritise tasks, which allows me to chip away at the job without feeling overwhelmed. I’m also not afraid to reach out for help or advice from trusted colleagues who have similar expertise when necessary. With some mindful organisation, it is possible to complete even the greatest of projects in the given timeframe without becoming too overwhelmed in the process.” ## How do you handle unexpected interruptions or changes to your schedule that can throw off your entire day’s plans? “When unexpected interruptions and changes to my schedule occur, I try to stay flexible and prioritise the tasks that need to be done. I’ll acknowledge the disruption and take a few moments for myself to process the change of plans; this helps me to refocus on the tasks at hand. If the interruption is unavoidable, like an appointment or team meeting, I’ll either build more time into my day for it or adjust my day’s planned activities accordingly if possible. Having a backup plan in case of emergencies also helps me stay on track.” ## Are there any tools or apps that you find helpful in managing your time and staying organised? “I’m a big fan of several tools and apps and have even implemented some in previous workplaces. By scheduling tasks and setting reminders, these tools help create structure in your day to optimise [productivity](https://cmdrecruitment.com/ethics-of-productivity-monitoring-remote-work). Some of my favourites include Todoist, Asana and Evernote. I also use calendar apps like Google Calendar to keep track of everything. In my last workplace, I introduced Trello as our project management system and this helped to reduce the need for daily team meetings and saved the entire team about 5 hours per week.” ## How would you advise a colleague who struggles with time management? “I know how difficult time management can be, so I would be happy to share my tips for how I overcame my time management struggles with a colleague. I would advise them to start small by creating short-term goals that are achievable and also to set clear deadlines. Next, I would tell them to be realistic about what they can accomplish in the timeframe so they don’t get overwhelmed. And finally, I would help them to break down large tasks into smaller components to make it easier to stay focused. These are the steps I have taken to improve, so I’m confident they would be helpful.” ## Highlights - Structured answers matter – Employers expect clear examples of how you manage time. - Prioritisation techniques – Categorising tasks helps handle multiple deadlines effectively. - Managing pressure – Breaking tasks down prevents overwhelm and improves focus. - [Adaptability](https://cmdrecruitment.com/adaptability-interview-questions-and-answers) – Flexibility is key when dealing with unexpected changes. - Use of tools – Productivity apps show proactive organisation and efficiency. ## Frequently Asked Questions ### Why do employers ask time management questions? Employers want to understand how you prioritise tasks, meet deadlines, and stay organised in a busy work environment. ### What is the best way to answer these questions? Use real examples from your experience and explain the specific techniques or tools you use to manage your workload. ### Should I mention tools or apps? Yes, referencing tools like calendars or project management software can demonstrate practical time management skills. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [Can You Lie About Your Current Salary?](https://cmdrecruitment.com/can-you-lie-about-your-current-salary) **Published:** December 16, 2025 **Author:** paul **Content:** **Quick Answer:** No, you shouldn’t lie about your current salary. Employers can often verify this information, and dishonesty can damage trust, affect negotiations, or even lead to a withdrawn offer. A more effective approach is to be honest and confidently negotiate based on your market value. **Key Takeaways** - Employers may verify your salary through references or background checks. - Lying can result in withdrawn job offers or termination later on. - Dishonesty can damage your professional reputation long-term. - Negotiating based on your market value is far more effective than exaggerating pay. - Preparation and confidence are key to securing a higher salary. Thoughts about lying on a job application are common among job seekers. Many people wonder if they can get away with fibbing about their current salary in order to land a new position and secure a higher salary. While it may be tempting to fudge the numbers, there can be serious consequences to doing so. In this blog post, we’ll explore the potential risks of lying about your current salary and whether or not it’s worth it. ## Should you lie about your current salary? When it comes to salaries, honesty is always the best policy. Exaggerating or understating your current salary could impact any negotiations that may come up in the future. It’s not uncommon for employers to verify the salary information you provide them with, so being honest is a must. All it takes is a call to your references to confirm your current salary, so it’s usually not worth the risk. Being open and clear about your current earnings will help ensure that you reach an agreement that’s fair and beneficial for all parties involved. Put simply, telling your potential employer the truth about your current salary will help keep everyone on the same page moving forward. That’s not to say that you can’t negotiate a higher salary for your next role if you know your worth. ## Why is it risky to lie about your salary? Lying about your salary when applying for a job may seem like a smart decision, but it can backfire in the long run. First and foremost, it’s important to remember that lying during the job application process could make your employment contract with the new employer void. If you enter into the contract with a lie, then your employer could use this information to terminate your contact. Even if it isn’t against the law, employers have resources available to them where they can verify the accuracy of your salary claims. This means lying about what you make will quickly be spotted by [HR professionals](https://cmdrecruitment.com/what-is-human-resources), who likely won’t take kindly to it. Chances are good that if an employer catches you lying about something as simple as salary on your resume, they may begin to question your truthfulness on other things as well. This could hurt your chances of being considered for the position or having meaningful career opportunities available at that company down the road. ## How to negotiate the salary you want Rather than lie in order to secure the salary you want, it’s far better to negotiate. When it comes to job negotiations, it’s important to remember that employers may use the information you provide them as a tool. They may use this information to determine how much they would be willing to pay you, and subsequently, seek to offer you a salary lower than your true worth in order to save money. As such, it’s essential for all job seekers to understand their marketplace value and have key indicators memorised so that they are not caught off guard during a negotiation. Additionally, having a calculated response ready with your desired salary range is a great way to ensure you do not get lowballed during a job interview or negotiation. ## The importance of knowing your worth Having confidence in yourself and your worth is essential to achieving success. It can be easy to feel too scared or shy to take ownership of our rights, but nobody deserves a substandard outcome in any situation. If your current job isn’t paying you what you think you are worth, and they aren’t willing to negotiate a pay rise, it’s common to look elsewhere for opportunities. When it comes to conversations about salary, you can simply say “my current employer is paying me X, but I believe that my [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) mean that I am worth Y.” ## How to find out what your job is worth Doing your research before you apply for a job is essential if you want to make sure that the [salary offered](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) is appropriate. Knowing what the position is worth in terms of pay and benefits will give you a good foundation when it comes to negotiating with future employers or deciding whether to take the offer. Researching industry averages and market trends for comparable positions can provide helpful insight, giving you a more realistic expectation of fair pay. Pre-emptive research gives you an edge in knowing what’s standard and thus allows you to recognize when an employer is offering something substandard. ## Conclusion Being honest about your current salary is always the best policy – even if it might not seem like it at first. The employer may think you’re lying about other things as well, and use the information to lowball you in negotiations. Remember to be confident in yourself and your worth – know what you deserve and don’t settle for less. ## Highlights - Honesty builds trust – Being transparent protects your credibility with employers. - Verification risk – Salary claims can be checked quickly through references. - Career impact – Lying can lead to lost offers or long-term reputational damage. - Better approach – Negotiation is more effective than exaggerating earnings. - Know your value – Market research strengthens your position in salary discussions. ## Frequently Asked Questions ### Can employers check my current salary? Yes, employers may verify salary information through references or background checks, so accuracy is important. ### What should I say instead of lying about salary? Be honest about your current salary and focus on your desired salary based on your skills, experience, and market value. ### Will telling the truth limit my earning potential? Not necessarily. Strong negotiation, backed by research and confidence, is more effective than misrepresenting your earnings. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Are Video Resumes The Way Forward?](https://cmdrecruitment.com/are-video-resumes-the-way-forward) **Published:** June 30, 2025 **Author:** paul **Content:** **Quick Answer:** Video resumes are an emerging recruitment trend that allow candidates to showcase personality, communication skills, and enthusiasm. While they can help applicants stand out, they should complement—not replace—a strong written CV, and their effectiveness depends on the role and industry. **Key Takeaways** - Video resumes allow candidates to present themselves visually and verbally, adding personality to applications. - They highlight communication skills, confidence, and enthusiasm more effectively than text alone. - When used well, they can help candidates stand out in competitive job markets. - They should support—not replace—traditional CVs and cover letters. - Industry expectations vary, so always consider whether a video resume is appropriate. Recruitment is quickly adapting to the opportunities presented by digital media. Not too long ago, prospective employees had to apply directly to a company by posting a CV and cover letter. Today, they can click one button on LinkedIn and have their profile delivered directly to the hiring manager and potential employers hoping to land their dream job. Another development in the digital recruitment sector is video resumes. When most people would rather watch a video than read pages of text, this new development could one day revolutionise the way we do recruitment. Videos offer the chance to share your passion for a role in a way that text on a page cannot, but there are also downsides to this medium. Let’s explore video resumes in more detail, how they can help with a job search, and how a good video presentation can open up career opportunities. ## What are video resumes? A video resume is a scripted video filmed by an applicant. It takes on the role of the CV and [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) in one and may even allow applicants to skip the first interview phase. In the video, the applicant will talk about their skills, education and experience. They will also outline why they want to apply for the role, allowing their passion for the sector or company to shine through to prospective employers. Most video resumes are between 30 seconds and two minutes. This might not sound like much, but it can be very effective. A video resume is thought to give recruiters and hiring managers a better idea of an applicant’s personality. It’s also an excellent way to level the playing field for roles that don’t require traditional qualifications. Individuals with fewer traditional qualifications might be more confident applying for a role with a video resume. Creative positions are particularly fond of video content and hope it can help job applicants talk about their [soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/) and life experiences. ## Who is using video resumes? According to [one study](https://www.europeanbusinessreview.com/raising-popularity-of-video-resume-amongst-recruiters), 60% of recruiters are using video resumes already. And a further 22% plan to use them in the future. Recent shifts toward remote working and digital-first hiring prompted many recruiters to adopt this approach, and many organisations continue to use it as part of their recruitment process. According to another study, 89% of employers surveyed said they would watch a video resume submitted to them. Employers in more creative fields are more likely to accept video resumes, but we may see this practice expand through other industries. ## What are the advantages of video resumes? - Video resumes are ideal for roles that require strong [communication skills](https://cmdrecruitment.com/communication-interview-questions-and-answers). It’s difficult to fake a confident demeanour, so this type of CV is ideal if the role calls for good communication. - There is less chance of an unqualified candidate slipping through the net by lying. If they aren’t really passionate about their field of work or about working for a particular company, there’s little chance they will be able to “fake” it. - They can help employers to identify candidates that will be a good [culture fit](https://cmdrecruitment.com/company-culture-explained) for the company. Resumes can be dry and one-dimensional, but a video resume is an opportunity to shine. - Video resumes allow you to get an idea of someone’s passion for their work. If a person can’t talk confidently about why they want to work for your company, you might wonder if they really want to be there. - They offer a lot of room for creativity, which is ideal if you’re in a creative industry. Just as we saw the rise of the creative written CV, we will also see the rise of the creative video CV. - Video CVs may help to shorten the hiring process by skipping the need for first-round interviews. The first round of interviews will typically allow the hiring team to meet the candidates and get a first impression. But a video resume can help you to skip this step. ## What are the disadvantages of video resumes? - Video resumes open the door to more subtle discrimination. Individuals may not be aware of their biases, but they may subtly favour candidates who look like them. A video resume reveals information that you could not get from a paper resume, so relying on this for recruitment could damage [diversity](https://cmdrecruitment.com/what-is-diversity-equity-and-inclusion) within a company. - Video resumes may also favour extroverts over introverts. Not everyone is a natural on camera, and unless the job requires the individual to be good at this skill, there is little sense in assessing it. - There is also the risk that good candidates will be put off by the process and avoid applying. The best teams have a mix of personalities, but only hiring through video resumes risks building a team with the same type of person. - While most people have access to a smartphone capable of recording video, requiring a video resume for a role could be discriminatory. Instead of putting up barriers, recruitment should ideally be tearing them down. ## Should my company use video resumes? It’s important to consider the pros and cons of video resumes before moving forward. If introducing video resumes, it’s a good idea to give candidates a choice. Unless you are hiring for a creative role that might include time behind a camera, then you can afford to give candidates the option. When reviewing video resumes, you also have to give candidates the benefit of the doubt. Just as you expect candidates to be nervous in an interview setting, recording a video can also be very daunting for some. Therefore, unless being confident on camera is a part of the role, be prepared to be generous in your assessment. You should also consider how you will manage any potential discrimination that may arise from this resume format. For example, how will you ensure selecting video resume candidates does not lead to unconscious bias? One potential way to do this would be to shortlist candidates based on audio alone. And finally, you should also consider potential security concerns. For example, accepting large video file submissions from unknown individuals could present a security threat. Again, using a well-known platform such as YouTube could help you to avoid this risk. ## Highlights - Video resume trend – Increasingly used in digital recruitment to enhance candidate visibility. - Show personality – Allows employers to assess character and enthusiasm beyond written applications. - Communication skills – Demonstrates confidence and verbal ability in a real-world context. - Stand out – Helps candidates differentiate themselves in competitive job markets. - Complement CV – Works best alongside a strong traditional CV, not as a replacement. - Industry preferences – More common in creative and client-facing roles than traditional sectors. ## Frequently Asked Questions ### What is a video resume? A video resume is a brief recorded introduction where you present your background, achievements, and motivation directly to potential employers. ### Should I submit a video resume? Use a video resume if it aligns with the role and industry norms and enhances your application, but always include a traditional CV unless asked otherwise. ### What are the benefits? Video resumes help convey personality, confidence, communication skills and enthusiasm beyond what a written CV can show. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [How to Transition into Accountancy from Another Career Path](https://cmdrecruitment.com/how-to-transition-into-accountancy) **Published:** May 25, 2025 **Author:** paul **Content:** **Quick Answer:** Transitioning into accountancy later in your career is entirely achievable with the right qualifications, practical experience, and a clear strategy. By combining structured learning with entry-level roles and leveraging transferable skills, you can build a successful and rewarding career in finance. **Key Takeaways**- Pick a study pathway that fits your starting point and time commitment. - Showcase transferable skills such as analysis, stakeholder communication and attention to detail. - Gain hands-on exposure through entry-level roles, temp assignments or project work. - Tailor your CV to outcomes and numbers, not just responsibilities. - Use mentoring, communities, and continuous learning to accelerate progression. If you’ve hit a wall in your career, you might be thinking about ways you can pivot or change to a new path entirely. [Accountancy](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) is a career that individuals may come to later in life, as the drive to become an accountant is less likely to be particularly strong in your teens and early adulthood. It often takes some time in the business world to get familiar with the role and to decide that this is the right path. Anyone with a strong head for numbers can excel in the accountancy sector, and many will tell you that it isn’t always a requirement. A career as an accountant can be incredibly rewarding. First and foremost, there’s no shortage of interesting opportunities out there. You might work with large organisations and help to shape business growth strategy. Or you might work with a charity to help them to maximise their impact. For those looking for more freedom, freelance accountants can build a rewarding career that allows them to work with individuals and organisations that are aligned with their personal interests and values. In short, there are no limits to the opportunities available for accountants, including rising to the top of organisations as a [CFO](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description/). It’s never too late to make the switch, as your past working experience can be repurposed towards this new goal. With this in mind, let’s look at different paths into accountancy later in life. ![Start with formal training](https://cmdrecruitment.com/wp-content/uploads/2025/05/Start-with-formal-training.png) ## Start with formal training While some career changes are certainly possible without formal qualifications, accountancy isn’t one of them. While you might have worked closely with accounts and assume that you have a grasp of the core competencies, there is no substitute for formal training. Many roles have a legal requirement that you have the correct training, as the accounts will have to be prepared by a qualified accountant. Online, part-time and evening courses are available if you want to combine learning with earning. Before committing to a training provided, make sure they are accredited and that your qualification will be recognised. TopicKey PointChoosing a routeSelect an entry-appropriate qualification path and check for exemptions based on prior study or experience.Study while workingBlend part-time study with junior finance roles to gain experience and fund progression.Entry-level rolesStart with positions like Accounts Assistant, AP/AR Clerk, or Payroll Administrator to build core skills.Transferable skillsEvidence numeracy, Excel competency, stakeholder communication, and process improvement.CV tailoringQuantify impact—cost savings, accuracy rates, reconciliations completed, or month-end cycle time reduced.Interview prepUse STAR examples that show integrity, attention to detail, and collaboration with non-finance teams.Tools & systemsGet familiar with accounting software, spreadsheets, and basic data visualisation for reporting.ProgressionMap steps from transactional finance to Assistant Accountant, then onto management or financial accounting roles.## Update your CV If you don’t have any direct experience as an accountant, you’ll need to think about how you can reframe your existing experience to be relevant to an accountancy role. While you might not have any direct experience preparing accounts, you might have experience in detail-oriented roles, or in reporting and analysis. The easiest way to [update your CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) would be to look at a job description for an accountant role and look for ways you can demonstrate these competencies with your existing experience. You’ll also need to be prepared to explain your career pivot during interviews. ![Be prepared for a drop in seniority](https://cmdrecruitment.com/wp-content/uploads/2025/05/Be-prepared-for-a-drop-in-seniority.png) ## Be prepared for a drop in seniority You might need to join an organisation in a more junior position and quickly demonstrate your worth and value. With any career pivot, you can expect to be starting back at the beginning to a certain extent. Carefully consider if this is something you can afford to do and if you’re willing to be in a less senior role on a lower [salary](https://cmdrecruitment.com/accountancy-finance-salary-guide/). In job interviews, it’s important to make it clear that you expect to be on a fast-tracked upward trajectory once you have had an opportunity to show your skills. It should quickly become clear that – although you might be new to accounting – you have extensive experience in the workforce, and this needs to count for something. ## Establish your “why” When you start to secure interviews, be prepared for interview panels to want to know why you made the switch. You’ll need to prepare your answer so that you can deliver something clear and defined. A sudden change in direction without any underlying reason could make some employers nervous. They might worry that you are flighty or lacking in focus. To counter these concerns, frame your change of direction as a positive move towards something new rather than a negative move away from what you were doing before. This is a far more positive stance and will alleviate the fear that you might be looking for a new career path in another 6 months. ![Keep learning](https://cmdrecruitment.com/wp-content/uploads/2025/05/Keep-learning.png) ## Keep learning Shifting to a new career path later in life doesn’t mean that you’re done with training and education. You’ll need to keep your skills fresh and remain ahead of the curve by keeping up to date with the latest developments. Technology is transforming the accountancy sector at an alarming rate, so you need to ensure these latest developments don’t push you out of the job. While AI might be able to do lots of the tasks associated with accountancy, it doesn’t replace the insight and experience brought by an enthusiastic and engaged accountant. As a newly qualified accountant, you’ll be at greater risk of being pushed out if you can’t show how you bring value to the company, so be prepared to push your training to ensure you become indispensable. Get in touch with CMD Recruitment to list a vacancy and let our [accountancy recruitment specialists](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) connect you with the right talent for your business. ## Highlights - Qualification pathways and exemptions - Transferable skills from non-finance roles - Entry-level job titles and responsibilities - Study while working: time management - CV metrics, achievements and keywords - Progression routes and specialisms ## Frequently Asked Questions ### Can I move into accountancy without a finance degree? Yes. Many career changers start with an entry-level qualification and junior roles while studying. Prior experience can provide exemptions and valuable transferable skills. ### What entry-level job should I target first? Focus on transactional roles such as Accounts Payable/Receivable or Accounts Assistant to build foundations in ledgers, reconciliations, and month-end support. ### How do I stand out as a career changer? Quantify achievements from previous roles, show software competence, highlight study progress, and prepare practical examples that demonstrate accuracy, integrity, and collaboration. **About the AuthorCMD Recruitment Career Team**This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How To Change Careers From Teaching (Jobs and Salary Info)](https://cmdrecruitment.com/how-to-change-careers-from-teaching) **Published:** August 28, 2025 **Author:** paul **Content:** **Quick Answer:** If you’re considering leaving teaching, there are many alternative career paths available that allow you to use your transferable skills. With careful planning, retraining where necessary, and a clear explanation of your motivations, you can successfully transition into a new and rewarding role. **Key Takeaways** - Many teachers are leaving the profession due to workload and pay pressures. - Teaching provides a wide range of transferable skills valued across industries. - Popular career paths include tutoring, publishing, social work, HR, and cultural roles. - Switching careers requires planning, retraining, and updating your CV. - Support networks, mentors and recruiters can help ease the transition. With many teachers stretched to capacity and feeling the impact of the COVID-19 pandemic, many are thinking about a change in careers. Pressure is mounting on teachers to do more with less, and salary increases are struggling to keep up with inflation. If you’re thinking about leaving the teaching profession, you’re not alone. From 2021 to 2022, one in ten teachers left the state-funded education sector. An ever-growing workload is often cited as the main reason for leaving the profession. If you’re thinking about jumping ship and starting a new career, here are some of the options available to you. We’ll also share our top tips for moving careers. ![What can teachers do after teaching?](https://cmdrecruitment.com/wp-content/uploads/2023/09/What-can-teachers-do-after-teaching.png) ## What can teachers do after teaching? Curious about what career paths might be available to you after teaching, here are some of the most popular routes ex-teachers take after giving up the classroom. These career paths will allow you to put your training and experience to work in a new setting. ### Private tutoring If teaching is your passion but you don’t want to be confined to the classroom anymore, you could consider a career as a private tutor. As a private tutor, you will work with pupils one-on-one, which will enable you to put your skills to the test. Private tutors may be self-employed and set their own schedule, or they might work with an agency. If you work with an agency, you’ll have the benefit of their support, but you will also be limited by their pay scales. By choosing to go self-employed, you can set your own rates and decide who you work for. In the UK, tutors charge anything from £15 per hour to £45 per hour. The rate you charge will be dependent on things like your location, your experience and the subjects you are teaching. The average private tutor salary in the UK is around £48,750. ![Publishing](https://cmdrecruitment.com/wp-content/uploads/2023/09/Publishing.png) ### Publishing Put your academic knowledge to work in a publishing role. This could be in writing, editing or project managing academic textbooks. You’ve been working with them for your whole career, so why not contribute to them and help bring new textbooks and learning resources to classrooms? The average salary for an academic editor in the UK is around £29,338. As a textbook author, you can expect to earn royalties from all sales, which could be from around 40% to 50% based on your publishing deal. ### Social work If you’re interested in helping people in need, your experience with young people could be put to use as a social worker. Social workers are employed by the NHS and help to support people in crisis. They work with families and vulnerable people to help them find solutions to their problems. They also advise when it’s time for the authorities to intervene to protect people. A social worker starts on Band 6 of the NHS pay scale, which is £35,000 per year. This can increase to £42,000 for more experienced case workers. ![Library and museum work](https://cmdrecruitment.com/wp-content/uploads/2023/09/Library-and-museum-work.png) ### Library and museum work Another key area where teachers can put their skills to work is in library and museum settings. You could be working behind the scenes to archive collections, or you could be in a public-facing role helping to share your knowledge about history, art and literature with visitors. Librarians make an average of £29,675 per year while museum curators can earn between £26,000 and £35,000 per year. ### Human resources You’re an expert in navigating complex relationships between individuals, so why not put this to work in a [human resources role](https://cmdrecruitment.com/hr-recruitment)? You’ll also have the administrative experience to help you in this type of role. HR managers can earn between £35,000 per year to £55,000 per year when working with larger organisations. ## How do you make the switch? If any of these career paths have piqued your curiosity, you might be wondering how to make the switch. After all, a career in teaching is thought to be very stable and secure. So before you make any big moves, you want to be confident you’ve covered your bases. These are the general steps you will need to take before changing careers from teaching. ![Assess your skills and experience](https://cmdrecruitment.com/wp-content/uploads/2023/09/Assess-your-skills-and-experience.png) ### Assess your skills and experience Start by looking at the skills you have gained during your teacher training and your career. These will form the basis of your job search, as you need to find a career path where these skills will be transferable. Make a list of your key attributes and what makes you good at your job. Perhaps you’re good with people, you’re great at planning, or you are adaptable in the face of last-minute changes. You should also consider any additional skills gained during your time as a teacher. This could include expanding your creative skills or undergoing [additional training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages) such as first aid or sports coaching. You’ll be surprised at just how diverse your skillset has become. ### Consider additional training There might be gaps in your knowledge and experience that could hold you back from achieving your goals. To close these gaps, you might need to invest your time and money in additional training. Training could include: - Short courses - Evening and weekend college courses - Online training - Going back to university to get a second degree Fitting in training alongside your existing commitments as a teacher can be challenging, so use your holiday time wisely. You could commit more time to learning during half term and the summer holidays. If you have a financial buffer, you might leave the teaching profession and focus on retraining in a new career. This is a luxury not available to everyone, but you could accelerate your training if you are able to focus on learning new skills for a while. ![Update your CV and cover letter](https://cmdrecruitment.com/wp-content/uploads/2023/09/Update-your-CV-and-cover-letter.png) ### Update your CV and cover letter It’s probably been a while since you [updated your CV](https://cmdrecruitment.com/why-you-should-update-your-cv) and cover letter for any new roles. Your CV will need some sprucing up as you will no longer be focusing on teaching roles. You’ll need to spend some time thinking about how you can make your skills and experience stand out to hiring managers. Your cover letter also needs to [explain your motivation](https://cmdrecruitment.com/what-motivates-you-interview-question) for switching careers and how you will put your existing experience to work in this new role. If you’re struggling to articulate your motivation for switching careers, ask friends, family and colleagues for their input. You could also speak to a recruitment consultant in your chosen sector to get more insight into what hiring managers are looking for. ### Prepare for interviews Interviews for teaching positions are typically very different to jobs in other sectors, so you might need to brush up on your interview skills. Read some practice interview questions and answers related to your chosen sector and then practise answering them for yourself. You will also need to prepare how you will discuss your career change and the motivation behind it. You need to be able to show the hiring manager that you aren’t simply flaking on your career path and that you are switching directions in order to further challenge yourself. They don’t want to hire someone who might be looking for another career challenge in six month’s time, so think carefully about how you will convince them this is the right path for you. ![Seek support and guidance](https://cmdrecruitment.com/wp-content/uploads/2023/09/Seek-support-and-guidance.png) ### Seek support and guidance You don’t have to manage all of this alone. Seeking out guidance and support from teachers who have made the switch before can be a huge source of encouragement. You could also find a mentor who works in your newly chosen field to help guide you through the interview process. Job shadowing is also a great way to gain hands-on experience and learn if your newly chosen career path is the right one for you. It’s better to find out now that you would be happier staying in a teaching role than six months down the line when you have already given up your job and invested in training. ## Closing thoughts This is certainly a lot to think about, but that’s simply because changing careers is not something that you should do lightly. You need to think carefully about why you want to leave the teaching profession and determine if you would really be happier switching to a new role. If there are things that bother you about teaching, it might be a good idea to find out if you can fix these before you jump ship. But if you’re confident you’ve reached the end of the road in your teaching career, there are still ways you can put your skills and experience to work in another career path. Teaching will give you plenty of transferable skills that other employers would love the opportunity to utilise. You might need some additional training to prepare yourself for a new career path, but your time will be put to good use if you can find a career path that makes you truly happy. It’s far better to take risks and follow your dreams than to stay in a safe and stable role and always wonder, “what if”? ## Highlights - Teaching skills are highly transferable across multiple industries - Career paths include tutoring, HR, publishing, and social work - Planning and retraining are key to success - Clear communication is essential when changing careers - Support and mentorship can make the transition easier ## Frequently Asked Questions ### What careers can teachers switch to? Teachers can move into roles such as private tutoring, publishing, social work, HR, and library or museum work. ### Do I need additional training to change careers? Some roles may require additional qualifications, but many value transferable skills gained through teaching. ### How do I explain leaving teaching in interviews? Focus on your motivation for growth and how your skills apply to the new role, keeping your explanation positive and forward-looking. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on career development, industry trends and practical advice to help professionals navigate career transitions with confidence. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Ask For A Reference (With Letter Examples)](https://cmdrecruitment.com/how-to-ask-for-a-reference) **Published:** March 15, 2025 **Author:** paul **Content:** **Quick Answer:** To secure a strong reference, ask someone who knows your work well, request it professionally, and ensure it includes clear details about your role, performance, and working relationship. **Key Takeaways** - References help employers verify your experience, performance, and suitability. - Employers aren’t obliged to provide detailed references but must keep them fair and accurate. - Choose referees who know your work well—typically recent managers or supervisors. - Request references professionally, ideally when leaving a role or shortly after. - A strong reference includes role details, responsibilities, and an overview of performance. Almost every job application will require references from previous roles. These help employers confirm your experience, assess your suitability, and gain insight into your working style. If you’re planning to request a reference, it’s important to understand who to ask, when to ask, and what should be included to ensure it supports your application effectively. ![Does an employer have to give a reference?](https://cmdrecruitment.com/wp-content/uploads/2023/03/Does-an-employer-have-to-give-a-reference.png) ## Does an employer have to give a reference? Employers are not legally required to provide a detailed or positive reference. However, any reference they do give must be accurate and fair. Many employers choose to provide a simple confirmation of employment dates and job title rather than a full assessment. A minimal reference isn’t necessarily negative, but it may prompt further questions from prospective employers. ## Who can you ask for a reference? The most common choice is a line manager from your most recent role, as they can provide relevant and up-to-date insight into your performance. Other suitable referees include: - Previous employers or managers from earlier roles - Supervisors or team leaders - Academic tutors or professors (particularly for recent graduates) Whenever possible, prioritise professional references over academic ones, as they tend to carry more weight. ![When should I ask for a reference?](https://cmdrecruitment.com/wp-content/uploads/2023/03/When-should-I-ask-for-a-reference.png) ## When should you ask for a reference? A common time to request a reference is when you resign from a role. This ensures your manager is aware and can confirm their willingness to provide one. You can also request references after leaving a role, although it’s generally easier while your work is still fresh in the referee’s mind. ## What if your most recent employer won’t provide one? If a recent employer is unwilling to provide a strong reference, you can approach previous employers who are more likely to support you. In interviews, be prepared to explain any gaps or situations honestly if asked. Employers often understand that not all roles end on perfect terms. ![What needs to be included in a reference?](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-needs-to-be-included-in-a-reference.png) ## What should be included in a reference? A strong reference should provide clear, factual information that helps employers assess your [experience](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner) and performance. This typically includes: - Your full name and the referee’s details - The referee’s role and their relationship to you - Your job title and employment dates - Details of responsibilities and any promotions - An overview of your performance and conduct ![What doesn’t need to be included in a reference?](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-doesnt-need-to-be-included-in-a-reference.png) ## What doesn’t need to be included? Certain details are not essential and are often excluded, including: - Reasons for leaving the role - Salary information - Personal grievances or disputes You can request that sensitive information, such as [salary](https://cmdrecruitment.com/what-are-your-salary-expectations), is not shared if you prefer to keep this private. ## How to request a reference A professional and polite request increases the likelihood of receiving a strong reference. This can be done via email or a formal letter. ### Example: Recent employer :::writing{variant=”standard” id=”48291″} Dear \[Name\], I am writing to request a reference in support of my job application. I worked at \[Company\] from \[Dates\] as \[Job Title\], where I was responsible for \[brief responsibilities\]. I would greatly appreciate your support in providing a reference for my application for \[Role/Company\]. Thank you for your time, and I look forward to hearing from you. Yours sincerely, \[Your Name\] ::: ### Example: Previous employer :::writing{variant=”standard” id=”59384″} Dear \[Name\], I hope you are well. I am currently applying for a new role and wondered if you would be willing to provide a reference. I worked at \[Company\] from \[Dates\] as \[Job Title\], and I would greatly appreciate your support. Please let me know if you require any further information. Kind regards, \[Your Name\] ::: ### Example: Academic reference :::writing{variant=”standard” id=”76125″} Dear \[Name\], I hope you are well. I am applying for a role and would be grateful if you could provide a reference based on my time as your student from \[Dates\]. I enjoyed the course and appreciate your support. Please let me know if you need any additional information. Kind regards, \[Your Name\] ::: ## Highlights - References confirm both experience and reliability, not just employment history. - Most employers provide factual rather than detailed references, so choice of referee matters. - Timing your request—especially when leaving a role—can improve response quality. - Clear, structured references carry more weight than vague or minimal ones. - A professional request increases the likelihood of receiving a strong endorsement. ## Frequently Asked Questions ### Do employers have to give a reference? No, but any reference they provide must be accurate and fair. ### Can I use an old employer as a reference? Yes—especially if they can provide a more positive or detailed account of your work. ### Should I include salary in a reference? No—salary details are not required and are often excluded. **Need help preparing for your next role?** Explore expert career advice and job opportunities to take the next step with confidence. [Browse current vacancies](https://cmdrecruitment.com/jobs/) **About the Author** **CMD Recruitment Career Team** Written by recruitment specialists supporting candidates across the UK with practical career advice and hiring insights. **Categories:** Advice --- ### [The Executive Interview Playbook: For Hiring Managers](https://cmdrecruitment.com/executive-interview-playbook) **Published:** May 13, 2025 **Author:** paul **Content:** **Quick Answer:** Hiring executives successfully requires a structured, three-stage process—prepare thoroughly, run a professional and engaging interview, and follow up with clear communication and due diligence. **Key Takeaways** - Define your hiring team, role expectations, and ideal candidate profile before interviewing. - Use a structured, consistent interview process to assess candidates fairly. - Create a strong candidate experience—executives evaluate your organisation too. - Observe behaviour beyond formal interview responses for deeper insights. - Communicate clearly post-interview and treat all candidates with professionalism. Hiring top-level executives is a daunting task. Unlike other roles, the impact of an executive hire is far-reaching and can significantly influence the future direction of your organisation. A poor hiring decision at this level can carry long-term consequences, making a structured and thoughtful approach essential. With this in mind, it’s helpful to divide the hiring process into three stages—before, during, and after the interview—ensuring due diligence at every step while also delivering a strong candidate experience. ![Before the interview](https://cmdrecruitment.com/wp-content/uploads/2025/04/Before-the-interview.png) ## Before the interview Preparation is critical when hiring executives. The goal at this stage is to clearly define both the role and the ideal candidate, while gaining a deep understanding of those shortlisted. ### Identify your hiring team Assemble a well-rounded hiring panel that represents different perspectives within the organisation. This might include HR leaders, senior executives, and departmental heads to ensure balanced decision-making. ### Define the candidate Executive hiring requires precision. Go beyond standard job descriptions and think strategically about what success in the role looks like. Define the candidate profile in terms of leadership style, impact, and long-term contribution—not just skills and experience. ### Understand the candidate Review each candidate’s track record in detail. Look for patterns of success, areas for development, and alignment with your organisation’s goals. Conduct early due diligence to verify achievements and identify any potential red flags. ![During the interview](https://cmdrecruitment.com/wp-content/uploads/2025/04/During-the-interview.png) ## During the interview Interviews should be structured, professional, and engaging. Remember that this is a two-way evaluation—candidates are also assessing your organisation. ### Create an action plan Define the interview format in advance, including timing, responsibilities, and any presentations. Keeping to schedule demonstrates professionalism and respect for the candidate’s time. ### Create a welcoming environment Choose a comfortable, distraction-free setting that reflects your organisation positively. A well-prepared environment helps candidates perform at their best. ### Pitch the role Clearly communicate the purpose of the role, business context, and future vision. Transparency helps candidates assess whether the opportunity aligns with their goals. ![Structure your questions](https://cmdrecruitment.com/wp-content/uploads/2025/04/Structure-your-questions-.png) ### Structure your questions Use a mix of standardised [questions](https://cmdrecruitment.com/common-leadership-interview-questions) for consistency and tailored questions for deeper insights. A scoring or assessment framework can help compare candidates objectively. Encourage dialogue throughout the interview to create a natural, engaging conversation rather than a rigid interrogation. ### Finishing the interview Pay attention to candidate behaviour beyond formal questioning. Observations during informal moments—such as leaving the interview—can provide valuable insight into character and professionalism. ![After the interview](https://cmdrecruitment.com/wp-content/uploads/2025/04/After-the-interview.png) ## After the interview The candidate experience continues after the interview and plays a crucial role in securing top talent. ### Communicate next steps Provide clear timelines and updates. Executive candidates are often in high demand, so timely communication is essential to keep them engaged. ### Arrange further stages If needed, organise follow-up interviews or informal meetings to deepen evaluation and introduce candidates to the wider team. ### Conduct due diligence Before making an offer, complete all necessary checks to validate experience, qualifications, and suitability for the role. ### Respect all candidates Provide personalised feedback where possible and maintain professionalism throughout. Even unsuccessful candidates should leave with a positive impression of your organisation. StageBest PracticeBefore InterviewDefine role, team, and candidate profile; review experience thoroughly.During InterviewMaintain structure, encourage dialogue, and observe behaviour.After InterviewCommunicate clearly, complete due diligence, and follow up respectfully.![Internal recruitment vs external agencies](https://cmdrecruitment.com/wp-content/uploads/2025/04/Internal-recruitment-vs-external-agencies.png) ## Internal recruitment vs external agencies Executive hiring can be resource-intensive. Partnering with a [recruitment agency](https://cmdrecruitment.com/what-is-the-role-of-a-recruitment-agency) can provide access to pre-screened candidates, deeper insights, and industry expertise. However, organisations seeking full control may prefer to manage the process internally. ## Final thoughts on executive recruitment Executive hiring requires careful planning, attention to detail, and a commitment to delivering a strong candidate experience. While the process may be complex, it offers an opportunity to shape the future of your organisation through strategic leadership. Strong communication, structured evaluation, and thoughtful decision-making are the foundations of successful executive recruitment. ## Highlights - Preparation is critical—define role expectations and candidate profile clearly. - [Structured interviews](https://cmdrecruitment.com/structured-interview-process) improve consistency and decision quality. - Candidate experience plays a key role in securing top talent. - Behaviour outside formal interviews can reveal important insights. - Clear communication and respectful follow-up strengthen employer reputation. ## Frequently Asked Questions ### Why is executive hiring different? Executive roles carry greater strategic impact, requiring more thorough evaluation and a more structured recruitment process. ### How important is candidate experience? Very important—top candidates often have multiple opportunities, so a positive experience can influence their decision to join. ### Should I use a recruitment agency? Agencies can streamline the process by providing pre-screened candidates and valuable insights, particularly for specialist or senior roles. **Looking to hire executive talent?** Partner with experienced recruitment specialists to access high-calibre candidates and streamline your hiring process. [Submit your vacancy today](https://cmdrecruitment.com/submit-a-vacancy/) **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists supporting employers and candidates across the UK, offering insights into hiring strategies and career development. *Reviewed by senior recruitment consultants.* **Categories:** Advice --- ### [Employers’ National Insurance: Impact of the 2025 Increase on Businesses and Steps to Take Now](https://cmdrecruitment.com/employers-national-insurance-increase) **Published:** March 15, 2025 **Author:** paul **Content:** **Quick Answer:** From April 2025, employer National Insurance costs will increase due to a higher contribution rate and lower threshold, meaning businesses must plan ahead to manage rising payroll expenses. **Key Takeaways** - Employer NIC rate increases from 13.8% to 15% in April 2025. - The earnings threshold lowers, meaning more employees will incur NI costs. - Employment Allowance increases to support smaller businesses. - Many organisations may need to adjust hiring and cost strategies. With April 2025 fast approaching, now is the time to take action to make sure that your business is ready for the upcoming changes to employers’ National Insurance contributions. These changes were announced in the 2024 Autumn Budget, so employers have had some time to get their heads around the changes ahead. Now is a great time to make sure you fully understand the changes and how they might impact your business. You can then make sure you have taken the appropriate steps to prepare. So, let’s look at the changes coming into play on 6th April 2025. ## What is National Insurance? National Insurance is a tax on earnings for both employed and self-employed individuals. Contributing to the National Insurance system determines eligibility for things like Statutory Maternity Allowance and State Pension. National Insurance is paid in two parts, with some coming out of the employee’s earnings, and the employer contributing a portion. This is why the cost of hiring an employee is always more than just their basic salary. In April 2025, there will be changes to three parts of the employer contributions, including: - Class 1 National Insurance contributions secondary threshold - Secondary Class 1 National Insurance contributions rate - The Employment Allowance rate Organisations most likely to be affected by these changes are those with Secondary Class 1 National Insurance contributions and those with employees earning at least £5,000 a year. It is the responsibility of the employer to make sure they are making sufficient contributions. If you have any doubts about changes to your obligations, speak to an HR or tax advisor. If you have business insurance, you may be able to access free advice on this topic from your insurance provider. ![Changes to employers’ National Insurance contributions ](https://cmdrecruitment.com/wp-content/uploads/2025/03/Changes-to-employers-National-Insurance-contributions-.png) ## Changes to employers’ National Insurance contributions The changes will involve reducing certain thresholds and increasing contributions, which will mean that more employers will have to make contributions, and contributions will increase for those already paying National Insurance contributions. Some smaller businesses will be protected from these increases through changes to the Employment Allowance Rate. Let’s explore each of these changes in more detail, and see how this will impact businesses. ### NIC Secondary Threshold Reduced The first change to be aware of is that the threshold for NI contributions will be reduced from £9,100 per year to £5,000 per year. This means that more employers will now have to think about National Insurance contributions than before. The Secondary Threshold is an amount set by the government that will determine if an employer has to pay national insurance contributions. Small businesses and those with a part-time, casual or seasonal workforce are most likely to be impacted by this change, as it means that employers will have to make NI contributions for all employees earning over £5,000 per year. These changes will come into effect on 6th April 2025 and will remain until 5th April 2028. After this time, the Secondary Threshold will increase in line with the Consumer Prices Index (CPI). ### Increase in Secondary Class 1 Contributions Alongside these changes, the amount that employers will pay is also set to increase. This amount is currently set at 13.8% and will increase to 15% on 6th April 2025. Employers will need to make provisions for this higher contribution rate and ensure this is factored into future hiring decisions. For some employers, it could mean that [hiring new employees](https://cmdrecruitment.com/reduce-hiring-costs-improve-it-retention/) is off the cards, particularly if they are both caught up in the threshold decrease and the contributions increase. ### Increase to maximum Employment Allowance The final change employers should be aware of is the increase in the maximum Employment allowance from £5,000 to £10,500. This change will allow eligible employers to pay less in national insurance and is designed to protect small businesses from unfair hardship as a result of the other changes. TopicKey InsightNIC Rate IncreaseEmployer NIC climbs to 15% from April 2025Threshold ReductionSecondary threshold drops to £5,000/yearEmployment AllowanceRaised to £10,500; eligibility restriction removedSector ImpactHospitality faces ~£1 bn in extra employer NIC costsBusiness Response82% of firms plan to reassess business strategies![How will these changes impact businesses?](https://cmdrecruitment.com/wp-content/uploads/2025/03/How-will-these-changes-impact-businesses.png) ## How will these changes impact businesses? While some businesses will face cost increases as a result of these changes, others might find that they remain protected from the National Insurance hike. The government made a promise in their election manifesto that they would not impose tax increases on employees in order to fund their plans, which has led to this stance of placing the burden on employers. Ultimately, it could be that employees also pay the price if it leads to hiring freezes and a loss of opportunities, but this remains to be seen. One survey carried out by the[ AAB](https://aab.uk/news/business-outlook-survey-businesses-brace-for-national-insurance-increase/#:~:text=With%2058%25%20of%20surveyed%20businesses,unlikely%20to%20cause%20any%20change.) found that 58% of businesses surveyed believe that the changes will impact their recruitment plans. 54% said that their prices would be impacted, and 30% said that day-to-day operations could be impacted. Just 18% said the changes won’t have an impact on their business. It’s likely that organisations will face higher operating costs as a result of the increase in contributions. Those with a larger workforce will naturally face greater impact, so the changes may disproportionately impact certain sectors such as hospitality and retail. These changes might have an impact on growth plans, including expansion, wage growth and [hiring](https://cmdrecruitment.com/your-hiring-process-takes-8-weeks-the-best-candidates-are-gone-in-5). Those sectors already facing an uphill battle to stay afloat amid rising costs might find that the increase in National Insurance contributions is the final nail in the coffin. ![What steps should businesses take ahead of April 6th?](https://cmdrecruitment.com/wp-content/uploads/2025/03/What-steps-should-businesses-take-ahead-of-April-6th.png) ## What steps should businesses take ahead of April 6th? It’s essential to be prepared for the changes and to understand if and how they might impact you. Speak to an HR or tax professional to help you better understand how these changes are going to impact your business now and in the future. For example, you might be exempt now, but it’s important to know what growth plans and changes in your business might trigger a change in your status. This will enable you to properly plan for the future. Forecasting will help you to better understand your current position and how the changes will impact you. This could trigger essential changes such as an increase in prices, cost-cutting elsewhere in the business, or a change in hiring plans to account for the increase in recruitment costs. You should also review your payroll software and make any upgrades that might be required to take action on the changes. If you don’t currently make NI contributions and are expecting this to change, you may need to upgrade your accounting software to be able to manage this. If you are concerned about the impact on your business, there may be tax-efficient benefits you have yet to explore. Speak to an accountant or tax specialist about options such as salary sacrifice schemes or increasing pension contributions to help offset the increase in costs. ## Final thoughts on Employer’s National Insurance changes These changes might be unwelcome for your business, but it is far better to be prepared than to be caught off guard. Through accurate forecasting and astute planning, you can quickly adapt to changes of this nature and ensure that business operations and growth are not interrupted. An increase in NI contributions for employers doesn’t have to mean a pause on recruitment or growth plans. This could be the trigger many companies need to start exploring [automation and AI](https://cmdrecruitment.com/how-ai-is-changing-recruitment) within the workplace to help drive further efficiencies. Want support managing rising recruitment costs? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today—let us help you find cost-effective talent solutions in a dynamic landscape. ## Highlights - Employer costs increase as both contribution rates rise and thresholds fall, impacting more workers. - Small businesses receive some relief through an expanded Employment Allowance, but many will still face higher expenses. - Rising payroll costs may influence hiring decisions, pricing strategies and overall business growth plans. - Labour-intensive sectors are likely to feel the greatest financial pressure from these changes. - Forward planning, forecasting and operational adjustments are essential to manage the impact effectively. ## Frequently Asked Questions ### When do the National Insurance changes take effect? The changes come into force on 6 April 2025, including the increased employer contribution rate and reduced threshold. ### How will the changes affect small businesses? While many small businesses will face increased costs, the higher Employment Allowance is designed to offset some of the financial impact. ### Will these changes impact hiring? Yes, higher employer costs may lead some organisations to reconsider recruitment plans, wages or expansion strategies. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [6 Common Teamwork Interview Questions and Answers](https://cmdrecruitment.com/common-teamwork-interview-questions-and-answers) **Published:** January 15, 2025 **Author:** paul **Content:** **Quick Answer:** To answer teamwork interview questions effectively, use real examples that demonstrate communication, collaboration, conflict resolution and your ability to contribute positively within a team. **Key Takeaways** - Employers assess teamwork skills through behavioural interview questions. - Use real examples to demonstrate collaboration and problem-solving. - Highlight communication, leadership and conflict resolution abilities. - Tailor your answers to the role and team environment. Teamwork is essential for so many jobs, so interviewers will naturally want to know more about how you function in a team. Preparing for this type of question doesn’t have to be difficult. All you need to do is think about times in your career when you have been required to use these skills and then practise answering the following common questions. We’ve offered some example answers to get you started, but you should make sure you tailor these to the job you want. ![Man dealing with difficult colleagues](https://cmdrecruitment.com/wp-content/uploads/2023/01/Can-you-tell-me-about-a-time-when-you-had-to-work-with-a-difficult-team-member-and-how-you-handled-it.png) ## Can you tell me about a time when you had to work with a difficult team member and how you handled it? “Working as a team can be challenging at times, especially when you have a difficult team member on the project. I was once faced with this situation at university. We had to work together on a large research project and there were two members of our team that just could not seem to get along without constant bickering. I knew it wasn’t going to help us succeed in the project if we didn’t take the time to address the issue head-on. So, I decided to set up an open meeting with my whole team and created a comfortable atmosphere where everyone felt like they could talk freely and express their issues. We talked everything through, aired out any grievances that each person had against other members, and established some ground rules that everyone agreed upon for working together amicably and avoiding further conflicts down the road. It worked out great in the end as everyone was able to put their differences aside and finish our project successfully.” ## ![Leader celebrating success with team](https://cmdrecruitment.com/wp-content/uploads/2023/01/Describe-a-time-when-you-had-to-take-on-a-leadership-role.png) ## Describe a time when you had to take on a leadership role “I remember a specific occasion when I had to take on a leadership role during a group project. I was the only one in the team with specific experience with this client, so it was natural that I would take the lead. I was not only leading but teaching at the same time, which added to the pressure. I was able to succeed by managing my time effectively and delegating tasks so that everyone was able to provide an equal contribution. It was definitely an experience that sharpened my organisational and time management skills as well as developed my abilities in leading others.” ![Colleague comforting another team member](https://cmdrecruitment.com/wp-content/uploads/2023/01/Tell-us-about-a-time-when-you-had-to-deal-with-conflict-within-a-team.png) ## Tell us about a time when you had to deal with conflict within a team “Working in teams is an integral part of any job and there will inevitably be moments when conflict arises. I remember one such time when I was part of a large group project in my previous role. Two members of the group had strong opinions about how we should approach the project – one wanted us to take a more traditional approach, whereas the other wanted to be more creative with our strategy. After much debate and discussion, we were able to come together and blend their ideas into a hybrid approach that was mutually satisfactory for everyone involved. It emphasised the importance of listening to each other in order for us to reach a resolution, and ultimately it resulted in an incredibly successful outcome for the project.” ![Team working together on project](https://cmdrecruitment.com/wp-content/uploads/2023/01/Is-teamwork-essential-for-success-or-can-individual-contributors-be-just-as-successful.png) ## What are your thoughts on teamwork – is it essential for success or can individual contributors be just as successful? “Teamwork is an important component of any successful endeavour. When a team works well together, they have the capacity to reach amazing outcomes faster and more efficiently than individual contributors who work alone could ever hope to achieve. That said, it is important to recognize that sometimes individual contributions can be just as impactful. I’m equally comfortable working alone or as part of a team and like to think about the bigger picture in order to achieve success.” ![Team taking a break together](https://cmdrecruitment.com/wp-content/uploads/2023/01/How-do-you-work-best-within-a-team.png) ## How do you work best within a team? “Working within a team is something I excel at, as I know my strengths and weaknesses. My main contribution to a team is to lend any insight or expertise where I can, allowing members to produce the best results for our collective goal. During group discussions, I am comfortable voicing my opinions in a thoughtful manner that encourages constructive conversations and presents solutions to potential issues. I prioritise providing support in whatever form it may take, be it through research, writing, problem-solving, or anything else the team needs – effectively distributing tasks while striving towards our collective objective.” ![Colleague reassuring another who is upset](https://cmdrecruitment.com/wp-content/uploads/2023/01/Describe-a-time-when-you-went-above-and-beyond-for-your-team-or-helped-them-out-in-a-difficult-situation.png) ## Describe a time when you went above and beyond for your team or helped them out in a difficult situation “Going above and beyond for my team was something I felt passionate about in my last role. Earlier this year, our team was finishing up a large proposal that had a tight deadline. I chose to stay late and assist some members who were struggling with their part of the proposal. Ultimately, we were able to submit the proposal on time and our company was selected out of four companies.” ## Highlights - Effective teamwork relies on open communication and proactively addressing challenges before they escalate. - Strong team contributors balance [leadership](https://cmdrecruitment.com/common-leadership-interview-questions) with collaboration, knowing when to guide and when to support others. - Conflict within teams can lead to better outcomes when different perspectives are listened to and combined. - Employers value candidates who can adapt between independent work and team-based environments. - Going above and beyond for a team demonstrates commitment, reliability and a strong work ethic. ## Frequently Asked Questions ### Why do employers ask teamwork interview questions? They want to understand how you collaborate, [communicate](https://cmdrecruitment.com/communication-interview-questions-and-answers) and handle challenges within a team environment. ### What is the best way to answer teamwork questions? Use real examples, clearly explain your role, and highlight the outcome and what you learned. ### What skills should I demonstrate in teamwork answers? Focus on communication, problem-solving, adaptability, leadership and conflict resolution. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [Why Start a Career in Sales & Marketing – Top Reasons Why](https://cmdrecruitment.com/why-start-a-career-in-sales-marketing) **Published:** February 9, 2025 **Author:** paul **Content:** **Quick Answer:** A career in sales and marketing offers strong earning potential, creative and varied work, and opportunities for progression across a wide range of industries. **Key Takeaways** - Sales and marketing careers combine creativity with commercial impact. - There are strong opportunities for progression and high earning potential. - The industry offers flexibility, collaboration and varied day-to-day work. - Skills developed are transferable across many sectors and roles. Have you ever considered a career in sales and marketing? If you’re creative and curious about what makes people tick, then it could be the ideal choice for you. Sales and marketing careers offer many opportunities for upward mobility, high salaries, and the ability to work in a variety of industries. Also, it’s a collaborative and creative sector that can allow you to make use of lots of different skills. You’ll need to think of your feet and be ready for a wide range of tasks. If you’re curious about a career in [sales](https://cmdrecruitment.com/disciplines/sales/) and [marketing](https://cmdrecruitment.com/disciplines/marketing/), read on to learn more about this unique profession. ![Why choose a career in sales and marketing?](https://cmdrecruitment.com/wp-content/uploads/2023/02/Why-choose-a-career-in-sales-and-marketing.png) ## Why choose a career in sales and marketing? Sales and marketing is a field full of exciting opportunities to challenge yourself and hone your business skills. It also provides excellent career growth, depending on your level of dedication. This industry will allow you to flex your creative muscles without feeling stuck within a boring routine. With technology constantly changing the playing field, there’s always something new to learn and explore. Plus, if you’re eager for high pay, sales and marketing can be one of the best places to start – the earning potential as a sales and marketing director could lead to a salary in excess of £60,000 per year. All in all, there are plenty of benefits to having a job in sales and marketing. Here are some of our favourite reasons to consider a career in sales and marketing: ![You’ll have the opportunity to earn a good income](https://cmdrecruitment.com/wp-content/uploads/2023/02/Youll-have-the-opportunity-to-earn-a-good-income.png) ## 1. You’ll have the opportunity to earn a good income Sales and marketing careers can be quite rewarding, both financially and professionally. Along with the potential to earn a good income, you also have the ability to build relationships with coworkers, vendors, and customers; gain insight into market trends; develop influential skills such as presentation and negotiation; and sharpen communication capabilities. Many sales and marketing roles provide employees with commission as well as basic salary which gives individuals an extra incentive to be successful. Furthermore, employer [training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages) programs are often available so that their staff can stay up-to-date in their chosen field. All of these value-add pieces make joining the sales and marketing industry a highly attractive option for those seeking a rewarding career path. ![Marketing is interesting work](https://cmdrecruitment.com/wp-content/uploads/2023/02/Its-interesting-work.png) ## 2. It’s interesting work Sales and marketing careers can offer fascinating opportunities that go far beyond the traditional scope of other career paths. Not only do they provide the chance to meet and collaborate with a varied range of individuals, but sales and marketing roles also mean accessing rewarding experiences surrounding a business’s products or services. In this way, employees in these fields have the unique opportunity not only to develop new relationships but also to gain an appreciation for different markets and consumers. Professionals in sales and marketing get to work closely with customers while having the ability to shape a business’s insights and offerings each day. ![There are often opportunities for travel](https://cmdrecruitment.com/wp-content/uploads/2023/02/There-are-often-opportunities-for-travel.png) ## 3. There are often opportunities for travel Sales and marketing careers offer the opportunity to travel and see new places. This can be a great way to see the world and learn about different cultures. It can also be a great way to meet new people and make new friends. If you are considering a career in sales or marketing, be sure to research the companies you are interested in working for. Many companies offer generous travel benefits and allowances. You might need to visit other countries to explore expansion options or supervise the release of new products in new markets. If you choose an organisation with offices around the world, there may also be the opportunity to live and work overseas. ![Marketing is a flexible career option](https://cmdrecruitment.com/wp-content/uploads/2023/02/Its-a-flexible-career-option.png) ## 4. It’s a flexible career option Sales and marketing careers offer a great deal of flexibility, creativity, and opportunity for advancement. Sales and marketing professionals are often able to set their own schedules, which can be a great perk if you value work-life balance. And because sales and marketing require excellent communication and [people skills](https://cmdrecruitment.com/people-skills-important/), these careers can be a great fit for extroverts and introverts alike. There isn’t a template for the perfect sales and marketing professional, so you can be confident you’ll get to work with individuals from all walks of life. ## Closing thoughts If you’re interested in a career in sales or marketing, there are many resources available to help you get started. There are numerous sales and marketing training programs available, both online and offline. You can also learn about this industry from books, articles, and blog posts about [sales and marketing strategies](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team/) and techniques. It’s clear that there are many good reasons to consider a career in sales or marketing. If you’re looking for a career that can provide a good income and the opportunity to work with interesting people and products, then a career in sales or marketing may be right for you. ## Highlights - Sales and marketing careers combine creativity with commercial impact and strategic thinking. - Strong earning potential is often supported by commission and performance-based incentives. - The work is varied and dynamic, offering constant learning and exposure to different markets. - Opportunities for travel and global experience can broaden both professional and personal horizons. - Flexible working styles and transferable skills make it a versatile long-term career path. ## Frequently Asked Questions ### Is sales and marketing a good career choice? Yes, it offers strong progression, earning potential and the opportunity to work across a wide range of industries. ### What skills are needed for sales and marketing roles? Key skills include communication, creativity, adaptability, problem-solving and strong interpersonal abilities. ### Can you earn well in sales and marketing? Yes, many roles offer competitive salaries alongside commission or bonuses, particularly in senior or performance-driven positions. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [5 Reasons You Should Always Include a Salary In Your Job Ad](https://cmdrecruitment.com/why-include-a-salary-in-job-ads) **Published:** November 9, 2025 **Author:** paul **Content:** **Quick Answer:** Including salary in job adverts helps attract the right candidates, improves application quality, enhances employer branding and reduces friction during the hiring process. **Key Takeaways** - Salary transparency helps attract candidates who are aligned with the role and expectations. - Clear compensation details improve the quality and engagement of applicants. - Transparency strengthens employer branding and candidate trust. - Providing a salary range reduces negotiation challenges later in the process. As recruitment specialists, we spend a lot of time on LinkedIn, listening in on grievances and frustrations when it comes to the recruitment process. It is a great way of improving and enhancing our own processes while providing the best outcome for our clients. While there are many bugbears for job seekers — including long hiring timelines, lengthy unpaid tasks and a lack of feedback — we’ve noticed one particular issue that has employers and applicants at loggerheads. The question of whether or not to include salary in job adverts has been raised again and again. While traditionally, salary has been excluded more often than not (even a 2023 study revealed that only [51% of job adverts included salary information](https://www.shma.co.uk/our-thoughts/pay-transparency-in-uk-job-adverts/)), there are definitely a number of benefits to making mention of compensation in this early stage. Let’s take a look at the top five reasons why you should include salary in your job ad — and how such transparency could help to attract the right talent. **While you’re here, check out our** [**UK Salary Guide**](https://cmdrecruitment.com/salary-guide/)**, which outlines market highlights, benchmark salaries and future predictions across various recruitment sectors.** ![It helps to attract genuinely interested applicants](https://cmdrecruitment.com/wp-content/uploads/2023/11/It-helps-to-attract-genuinely-interested-applicants.png) ## 1. It helps to attract genuinely interested applicants Pay Scales for roles can vary dramatically across industries — as can responsibilities and requirements for a given position. When you include a salary range you are able to attract employees who are genuinely interested in, and qualified for, the position. You reduce the risk of attracting candidates who are either too senior or too junior for the role. Doing so saves time for both recruiters, employers and job seekers, by reducing irrelevant applications. ## 2. It can increase application quality Work should be meaningful, fulfilling and motivating. While we all like to focus on qualities beyond money, there’s no denying that financial compensation is an important consideration for the average employee. As a result, candidates are inevitably more likely to put in effort when applying for a job when they know that the compensation aligns with their expectations. This results in a higher quality (and more enthusiastic) pool of applicants. ![Doing so can improve candidate experience and your employer brand](https://cmdrecruitment.com/wp-content/uploads/2023/11/Doing-so-can-improve-candidate-experience-and-your-employer-brand.png) ## 3. Doing so can improve candidate experience and your employer brand [What do candidates want?](https://cmdrecruitment.com/what-do-candidates-want/) The answer to this question is multifaceted, but generally, employees are looking for reputable, reliable companies that offer transparency and authenticity. This begins at the recruitment stage. Employees respect companies that are upfront and honest about expectations, requirements and compensation. Being transparent about salary in job adverts can truly enhance your employer brand and reputation — job seekers are more likely to see your company as trustworthy and fair, which can seriously improve your company’s image in the eyes of potential employees and customers. This can be a great way of starting the employee experience off on the right foot, setting the tone for the years to come. **Related:** [**Could WFH Lead to Lower Salaries?**](https://cmdrecruitment.com/could-wfh-lead-to-lower-salaries/) ![Including salary can give you a competitive advantage](https://cmdrecruitment.com/wp-content/uploads/2023/11/Including-salary-can-give-you-a-competitive-advantage.png) ## 4. Including a salary can give you a competitive advantage Attracting the right candidates can come down to the smallest detail. From the perks of the role to the training opportunities, employees are comparing prospective employers and making difficult decisions. If you’re looking to recruit the best and brightest, make life a little easier for them. Stating salary in job adverts can obviously be a compelling factor if you are offering competitive rates — but psychologically, it goes beyond that. If an applicant sees that you are transparent about your compensation, they are more likely to view your company favourably. They will sit up and pay attention when you discuss what makes your company special — including birthdays off or regular team socials to prioritise team building and cohesion. Such factors could sway applicants to your company even if you are up against a company that could offer above and beyond your salary. ![It reduces negotiation stress](https://cmdrecruitment.com/wp-content/uploads/2023/11/It-reduces-negotiation-stress.png) ## 5. It reduces negotiation stress Salary negotiations are an inevitable part of the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion) — it can be a trying and difficult endeavour, but you can seriously reduce the stress involved by including the proposed salary in your job advert. Including the salary range upfront minimises the need for extensive salary negotiations. If an applicant has applied for a £40,000 role, they are hardly likely to ask for £60,000. However, if an applicant is going into the process blind, employer and candidate might start from two extremes, and finding a happy middle ground might be difficult, if not impossible. To avoid frustrated candidates walking away after rounds of interviews, consider including a range in your adverts — it fosters a more collaborative and less adversarial hiring process. Job adverts are the very first impression employees will get of your company. The employee experience begins here, and to start everything off on the right foot, we recommend opting for transparency. Ultimately, stating salary upfront can provide numerous benefits for both employers and job seekers, while simplifying the whole process. ## Highlights - Salary transparency helps filter out unsuitable candidates early, saving time for both employers and applicants. - Candidates are more engaged and committed when compensation aligns with their expectations from the outset. - Open communication around pay builds trust and strengthens employer brand perception. - Transparency can create a competitive edge, even beyond the salary itself. - Providing a salary range reduces friction and uncertainty during later negotiation stages. ## Frequently Asked Questions ### Why should employers include salary in job adverts? Including salary helps attract candidates who are aligned with the role, improves application quality and builds trust through transparency. ### Does salary transparency improve recruitment outcomes? Yes, it often leads to better candidate engagement, stronger employer branding and a more efficient hiring process. ### Will including salary reduce negotiation flexibility? Not necessarily—providing a range sets expectations while still allowing room for discussion based on experience and skills. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How do you answer the ‘what motivates you’ interview question?](https://cmdrecruitment.com/what-motivates-you-interview-question) **Published:** August 10, 2025 **Author:** paul **Content:** **Quick Answer:** To answer “What motivates you?” effectively, be honest, align your motivations with the role, and support your answer with a clear example that demonstrates how you perform at your best. **Key Takeaways** - Employers ask this question to assess your motivation and fit for the role. - Preparation helps you align your answer with the company’s values and job requirements. - Using real examples makes your answer more credible and memorable. - Avoid generic or purely salary-driven responses. It’s a question almost always asked during an interview: ‘what is it that motivates you?’ It’s a great question for companies to ask as it provides an insight into the kind of employee you may be and how you may fit into their business and the role on offer. Interviewers want to know more about your inspirations and goals, as this demonstrates your potential to be a fully engaged and productive addition to their team. However, it can be tricky knowing whether or not you are giving the best possible answer. Here are our top tips on how to get your response spot on. ## **Do your homework**![Do your homework](https://cmdrecruitment.com/wp-content/uploads/2021/08/Do-your-homework.png) Firstly, take a look at the company’s website through the lens of discovering more about their ethos, their vision. Look for the values of the company, perhaps through a mission statement or the About Us page. Is there a charity they support or do they talk about family values or diversity? Also, take a thorough look at the job description, this can help you align the role’s objectives with your own motivations. For example, if it’s a technical role, you may want to highlight your motivation to produce highly detailed work. For a [customer services role](https://cmdrecruitment.com/customer-service-recruitment/), you can emphasise how you feel inspired to help others. ## Give an example Giving an example of a situation where you felt motivated, particularly in relation to your job or career is a great way of presenting your depth in one instance. Think back to when you felt the impetus to carry out a task, what the task was and how you were motivated to perform it to the best of your ability. If a work-related story is not possible, perhaps there was a time in your personal life when you felt motivated, a hobby you really wanted to do, a language you really wanted to learn to enhance your travel ambitions. ## **Be authentic** Although it’s important to do your research and consider how you will answer the question with a fitting anecdote, don’t worry about an overly polished response that may sound too rehearsed. It’s useful at this stage to ask yourself the question, am I going to enjoy this job? If you are finding it hard to come up with real answers that chime in with the role you are interviewing for, then is this job really for you? Although this doesn’t help you answer the question on motivation, the motivation question does give you the answer to whether you really want the job. ## **Let your personality shine through** ![Let your personality shine through](https://cmdrecruitment.com/wp-content/uploads/2021/08/Let-your-personality-shine-through-.png) It’s an old adage but in every industry, people buy people. Going into a little detail about your [hobbies and interests](https://cmdrecruitment.com/hobbies-and-interests-to-put-on-a-cv/) conveys who you are and what kind of things motivate you. It is not advisable to elaborate wildly on hobbies that bear no relation to work, but to stay on topic with professional situations. For example, you can mention how you took on organising the Christmas party for your team last year as you love the satisfaction event planning brings. You could also mention that you collaborated with your previous company’s chosen charity as you enjoy working with new people and looking for new opportunities. If you set up a running club with your fellow employees, make sure you talk about this too. ## Exude confidence When you talk about the motivations you have, remember to present them with confidence. Although some interviews can feel as if you are under a microscope, remember that you were shortlisted for a reason. Doing your research and preparation work before an interview will help provide this confidence. ## **Be succinct** It’s easy to stray off-topic in an interview situation and if you do, don’t worry. Simply draw yourself back to the original point or question, and remember to be specific with your answers. Again, this will emanate more confidence, making your response to the questions all the more effective and memorable. ## See things through your prospective employer’s eyes When an interviewer asks you the question about what motivates you, they are also looking to see how you are likely to function on a daily basis. Perhaps they are looking for someone to lead a team, someone to work independently or as part of a team. Ask yourself the question, if I were recruiting for this particular role, what would I be looking for? Companies want people who have the same motivations you would expect from a team leader/an independent worker and/or a team player. Use the motivation question to show how you are driven in a way that is relevant to the role. ## **What you shouldn’t do when answering the question** ![What you shouldn’t do when answering the question](https://cmdrecruitment.com/wp-content/uploads/2021/08/when-answering-the-question.png) ## Be negative Stay positive about your responses and avoid bringing in examples of when you felt demotivated. Talk about the fulfilment you felt when completing a task. It’s also helpful to talk about any positive experiences with a previous employer and not put shade on anything you may have been dissatisfied with. ## Don’t procrastinate It’s easy to keep on talking, especially if you feel a little under pressure, be comfortable with the response you have given and feel okay with the odd pause. This will help bring home the point you have made and demonstrate a level of confidence. ## Don’t align motivation with financial objectives It goes without saying that money is a motivation for everyone, but what employers are looking for is whether or not you have the drive to perform tasks using key motivations. Wanting to do a good job, knowing that clients and/or customers are satisfied with a service, receiving positive feedback from customers, or the pleasure of completing a challenging task are examples of more appropriate responses. ## Stay formal but friendly It’s important to get your personality across during an interview, but always make sure you remain professional. It’s particularly easy to become complacent when answering the motivation question as the examples you give can force you to overly digress. Take note of how an interviewer is responding to you, are their non-verbal cues suggesting it’s time to move to the next question? ## **Sample answers to the ‘what motivates you’ question** ![Sample answers to the ‘what motivates you question](https://cmdrecruitment.com/wp-content/uploads/2021/08/Sample-answers-to-the-‘what-motivates-you-question.png) We’ve given you a few examples of how to approach this question already, but below are some further ideas. You will need to put your own take on these in relation to your own experiences: - Finding more streamlined approaches to old processes - Motivating a team to achieve results - Achieving deadlines and meeting personal and company targets - Thinking differently about a new idea - Working within a team to produce a collaborative result - Discovering new skills that can be applied to yourself or across the company - Sifting through data to find new patterns in productivity or financial activity - Helping others [learn new skills](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening) through coaching - Helping others improve themselves - Overcoming challenges with new ideas ## Strength-based interview questions What motivates you can be categorised as a strength-based interview question, alongside others like ‘how would your friends describe you?’, ‘what do you do in your spare time’ and ‘are you best when starting or completing tasks’? Preparing for this question will also help you handle similar ones with confidence. ## Highlights - Motivation answers reveal how well someone will engage and perform in a role - Strong responses connect personal drivers with the employer’s needs and expectations - Authenticity and real-life examples carry more weight than rehearsed or generic answers - Confidence, clarity and relevance all contribute to a more impactful response - Avoiding negativity and overly financial motivations helps maintain a professional impression ## Frequently Asked Questions ### Why do interviewers ask “What motivates you?” They want to understand what drives your performance and whether your motivations align with the role and company culture. ### What should I include in my answer? Focus on meaningful motivators such as achievement, learning, problem-solving, teamwork or making a positive impact. ### What should I avoid saying? Avoid generic answers, negativity or focusing solely on pay and benefits, as these don’t demonstrate genuine engagement with the role. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [The Rise of Green Leadership: Sustainability Roles in South West Businesses](https://cmdrecruitment.com/the-rise-of-green-leadership) **Published:** July 15, 2025 **Author:** paul **Content:** **Quick Answer:** Green leadership roles are growing rapidly in the South West as organisations prioritise sustainability to meet regulatory demands, improve resilience and remain competitive in a changing economy. **Key Takeaways** - Green leadership is becoming essential for long-term business sustainability. - Demand is driven by regulation, cost efficiency and stakeholder expectations. - The South West is a key region for sustainability-focused careers. - Roles range from executive strategy to operational implementation. Change within organisations has to come from the top. So when it comes to operational shifts like going green and prioritising sustainability, it’s essential to have individuals in the organisation leading the charge. Sustainability is not something that should be left to fall between the cracks. It’s not just about social responsibility; there are also economic arguments for going green. Sustainability is not just about the planet, it’s also about future-proofing operations so they continue to remain viable in a changing world. With this in mind, we’re looking at the rise in demand for green leadership roles and why this is so prominent in the South West. We’ll also explore some example roles so you can see if a future in green leadership could be for you. ## What is driving this demand? It’s difficult to point to a single thing that is driving an increase in demand for companies to adopt green policies. Some would say it is driven by necessity, as organisations scramble to prepare for Net Zero targets. Others would say it is driven by consumer demand, as more people get clued up about sustainability and the role corporations play in green targets. It could also be driven by interest from the executive level, with leaders choosing to prioritise green targets. Employees might also lead the charge, making it clear they want to work for a company that takes its environmental responsibilities seriously. And finally, the push could be as a result of economic necessity. Going green can save money in the long term, and this could deliver a competitive advantage. TopicKey PointWhy Green Leadership?Aligns sustainability with business strategy and avoids token efforts.Demand DriversNet Zero targets, consumer expectations, leadership buy-in, employee values, and cost savings.South West AdvantageA hub of innovation and green energy with a ready talent pool.Executive RolesCSO, Head of Sustainability, Green Procurement, Environmental Specialists.![Sustainable business practices in the spotlight](https://cmdrecruitment.com/wp-content/uploads/2025/04/Sustainable-business-practices-in-the-spotlight.png) ## Sustainable business practices in the spotlight Whatever the driving force behind going green, it’s clear that someone in the organisation needs to be in charge of innovating, planning and implementation. Going green is not something that can be shared between [executives](https://cmdrecruitment.com/guide-to-executive-recruitment-uk/), as it’s something that will often be at odds with other areas of the business. Someone needs to be in charge of the push, or green targets are likely to be missed or downgraded in priority. Companies have been called out for their performative sustainability practices, so it’s essential that the changes are meaningful and necessary, not purely for show. Hiring a sustainability leader is a great way to achieve this, as it demonstrates that you are taking the task of going green very seriously. ## Why is the South West leading the charge? It’s clear that going green is not something limited to a single area, but one part of the UK is enjoying a surge in green leadership roles. If you’re looking for a leadership role that prioritises sustainability or green policy, the South West is a great place to start your search. The South West has become a hot spot for green leadership roles simply because it is a hub of innovation and development. The industries that are thriving in the region – [FinTech](https://cmdrecruitment.com/the-rise-of-fintech-cybersecurity-jobs/), AI, tourism, [manufacturing](https://cmdrecruitment.com/disciplines/industrial) and healthcare – all have something to gain from investing in sustainability practices. It will make their organisations leaner and more able to weather the storms ahead. Another simple reason that green leadership is thriving in the South West is that it is also home to many green energy companies. Naturally, there are green leadership roles available in these organisations. And for companies looking to hire talent in the sustainability sector, it makes sense to start the search in an area where candidates are already based. ![What type of green leadership roles are available?](https://cmdrecruitment.com/wp-content/uploads/2025/04/What-type-of-green-leadership-roles-are-available.png) ## What type of green leadership roles are available? Thinking about adding a green leadership role to your [C suite](https://cmdrecruitment.com/what-are-c-level-and-c-suite-positions/)? Consider the following roles to help you to meet and exceed your green targets. **Chief Sustainability Officer** – This role takes a top down approach to improving sustainability, by looking at the current operations and the ongoing strategy to find ways to improve. They will set targets, monitor the roll out of new initiatives and report to stakeholders on the impact this is having. **Head of Sustainability** – Another popular role is the head of sustainability. They might not be sitting alongside the C suite, but they will likely report to key stakeholders on the progress of green initiatives. In this context, they are less likely to influence the direction of the organisation and will instead be tasked with implementing green policies within the limits of current and future company growth. **Green Procurement Specialist** – Companies with a high level of consumption might find that the biggest impact they can have would be to switch to green products and services. The green procurement specialist will be tasked with exploring alternative options for existing procurement deals, including researching the potential impact on costs and the impact on the organisation’s Net Zero targets. **Environmental and Conservation Specialist** – Companies that have the potential to have an impact on the environment might consider specialist roles like environmental and conservation specialist roles. Looking to hire sustainability leaders who can drive meaningful change? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today and connect with talent dedicated to a greener future. ## Highlights - Sustainability has evolved into a core business priority rather than a secondary initiative. - Green leadership roles ensure environmental goals are aligned with long-term strategy and performance. - Demand is shaped by a combination of regulation, market expectations and cost efficiency. - The South West offers strong opportunities due to its innovation ecosystem and green energy presence. - Leadership roles span strategic oversight and practical implementation across multiple business functions. ## Frequently Asked Questions ### Why is green leadership gaining importance? Organisations need leaders who can embed sustainability into strategy. Green leadership not only reduces environmental impact but also improves resilience and cost efficiency. ### What makes the South West a hotspot for sustainability roles? The South West’s thriving green energy sector, innovative businesses and strong talent base make it an attractive region for sustainability-focused careers. ### Which green leadership roles are in demand? Common roles include Chief Sustainability Officer, Head of Sustainability, Green Procurement Specialist and Environmental & Conservation Specialist. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [10 of the best questions to ask at the end of an interview](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview) **Published:** June 18, 2025 **Author:** paul **Content:** **Quick Answer:** Asking thoughtful questions at the end of a job interview helps demonstrate interest, assess whether the role is right for you, and leave a strong final impression with the employer. **Key Takeaways** - Preparing questions in advance shows engagement and professionalism. - Focus on role expectations, team culture and career development. - Good questions help you evaluate whether the company is the right fit. - Avoid focusing too early on salary or benefits unless prompted. You’ve reached the end of the interview. You can finally breathe a sigh of relief. Until the interviewer turns the tables on you. “Do you have any questions for us?” Common interview advice says that you should never let this opportunity slip away. But if you feel like the interviewer has already covered everything you wanted to ask, what can you possibly say? The truth is there is always something else you can ask, and there’s nothing wrong with doubling back on a question from earlier in the interview. Below are a few example questions you could consider asking. Make sure you have a few questions prepared, so you aren’t caught out if they answer the question during the interview. ## What would a typical day look like? ![What would a typical day look like](https://cmdrecruitment.com/wp-content/uploads/2021/09/What-would-a-typical-day-look-like.png) The first thing to remember when you ask any question is that the interview is a two-way conversation. When you ask this question, you are really asking for a realistic representation of the role. Because job descriptions rarely offer the full picture. This will help you to get a better understanding of the day-to-day tasks so you can decide if the role is right for you. If they offer you the job further down the line, you’ll have a better understanding of what to expect and won’t be blindsided on the first day of your new job. ## How do people progress in this role? ![How do people progress in this role](https://cmdrecruitment.com/wp-content/uploads/2021/09/How-do-people-progress-in-this-role.png) When you ask this, you’re telling the interviewer that you are ambitious. This is the dream job now, but in a few years, you’re going to want to [know where you’re going next](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/). Do people stay with the company, or do they move on? If they move on, this could suggest that there aren’t many opportunities to progress in the role. This isn’t always a bad thing, but if you are hoping to stay with the same company for a while, you might want to reconsider the role. ## How would you describe the office culture? ![How would you describe the office culture](https://cmdrecruitment.com/wp-content/uploads/2021/09/How-would-you-describe-the-office-culture.png) This is a great question to ask if you are curious about the company’s values. Employers often talk about a culture fit, and this should be just as important to the employee. So dig deep and find out what the office is like. Is it sociable or more professional? Do they offer flexi-time? Are there any other [benefits](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) on offer? This can be an opportunity to learn more about the company as a whole, outside of this specific job role. ## Do you offer training or professional development? ![Do you offer training or professional development](https://cmdrecruitment.com/wp-content/uploads/2021/09/Do-you-offer-training-or-professional-development.png) If you are interested in [growing your career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career) with a company, you might also be interested in learning new skills. And there might be additional skills you think you need to be able to do the job correctly. Ask about investment in employees and let the interviewer know that you are serious about your career. ## How would you define success in this role? ![How would you define success in this role](https://cmdrecruitment.com/wp-content/uploads/2021/09/How-would-you-define-success-in-this-role.png) When you ask this question, you let the employer know that you care about your professional performance and success. It also lets you know if this is a very strict company with clearly defined targets and KPIs or if the company is more relaxed about their [employee’s performance](https://www.perkbox.com/uk/resources/blog/employee-performance). Some people are target driven and will thrive in an environment where they have monthly and even weekly targets. In contrast, others will prefer to work in an environment where they are subject to less strict appraisals. ## What do you like about working for this company? ![What do you like about working for this company](https://cmdrecruitment.com/wp-content/uploads/2021/09/What-do-you-like-about-working-for-this-company.png) This can catch interviewers off guard and might tell you a lot about the company. It’s another way of asking about the working conditions without actually asking about the working conditions. You might learn about the company culture, the management structure or the added perks. ## What do you anticipate to be the most challenging part of this role? ![What do you anticipate to be the most challenging part of this role](https://cmdrecruitment.com/wp-content/uploads/2021/09/What-do-you-anticipate-to-be-the-most-challenging-part-of-this-role.png) This question tells the interviewer that you aren’t afraid of a challenge but that you like to be prepared. It will also give you an idea of where they think your weaknesses lie. Listen carefully to their answers as it will reveal a lot. It might also reveal parts of the job description that haven’t been mentioned before. For example, you might learn that client liaison is part of your role or that you’ll be expected to work weekends during peak times. ## Where will the company be in five years? ![Where will the company be in five years](https://cmdrecruitment.com/wp-content/uploads/2021/09/Where-will-the-company-be-in-five-years.png) If this question came up in your interview, it’s a great opportunity to turn the tables. When you ask this, you’re asking about the health of the company and how it might grow and change. If you’re being hired following investment and growth, the company might change a lot in the next five years. A company that is ticking along isn’t necessarily a bad thing, particularly if you’re looking for stability. ## How does this role fit into the wider team? ![Where will the company be in five years (1)](https://cmdrecruitment.com/wp-content/uploads/2021/09/Where-will-the-company-be-in-five-years-1.png) Curious to know the management and support structure in the role? This question should help to reveal that. When you ask this question, you let the interviewer know that you are considering the wider implications of the role. You’re thinking beyond your own contribution and considering how you might collaborate with others. You will also get an idea of the scale of the company and the department you’ll be working for. ## What are the next steps in the interview process? ![What are the next steps in the interview process](https://cmdrecruitment.com/wp-content/uploads/2021/09/What-are-the-next-steps-in-the-interview-process.png) If everything else is covered in the interview, you will at least have this question. By asking this question, it lets the interviewer know that you are keen and still interested. If you don’t ask this question, you might leave them wondering if you even care about the role. This will tell you important information about how many people you’re up against, how long you can expect to wait to hear, and how quickly they are looking for someone to start. You don’t have to ask a lot of questions at the end of the interview, but it’s worth preparing a few, so that appear interested and engaged. If you have prepared a question and the answer is partially covered in the interview, there’s nothing wrong with circling back to the subject. ## Highlights - Strong questions reinforce interest and leave a lasting positive impression. - Understanding day-to-day responsibilities reduces the risk of role mismatch. - Exploring progression and development highlights long-term career thinking. - Insights into culture and team structure help assess overall fit. - Clarifying expectations and challenges prepares for success in the role. ## Frequently Asked Questions ### Why should I ask questions at the end of an interview? Asking questions shows engagement and helps you learn more about the role, team and company to make an informed decision. ### What type of questions are appropriate? Questions about culture, expectations, development and team structure are ideal. Avoid focusing too early on salary or benefits unless prompted. ### Can I ask about next steps? Yes—asking about the hiring process and timeline demonstrates organisation and genuine interest in the opportunity. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [Key Traits Headhunters Look for in Top Candidates](https://cmdrecruitment.com/key-traits-headhunters-look-for) **Published:** December 10, 2025 **Author:** paul **Content:** **Quick Answer:** Headhunting is a proactive recruitment method where employers identify and approach high-quality candidates directly, often focusing on experienced professionals who are not actively job hunting. **Key Takeaways** - Headhunting targets passive candidates who may not be actively applying for roles. - It is commonly used for senior, niche or confidential positions. - Strong LinkedIn presence and clear career progression improve visibility to recruiters. - Employers prioritise leadership, expertise and proven experience when headhunting. Headhunting is a form of recruitment that turns the traditional model on its head. Rather than rely on the candidate to search for open vacancies and submit an application, employers reach out to potential candidates to determine if they would be interested in the role. This can make life much easier for candidates as they don’t have to do the difficult work of searching for opportunities. If you’re currently in a role but hoping to make a move, there is a good chance you could be headhunted if you have the kind of [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) that employers are looking for. But they won’t find you without a little bit of effort on your part. Striking a balance between appearing to be invested in your current role while also being open to hearing about other opportunities can be difficult. You don’t want your current employer to know that you’re actively seeking new opportunities, but you also don’t want to appear to be closed to conversations. Your LinkedIn profile will be essential to striking a balance between being available without making your job search obvious. In this guide, we’re looking at the key skills that employers are looking for in a candidate and how to share this information in a way that will increase your chances of being identified as a potential headhunting candidate. ![What key traits do headhunters look for?](https://cmdrecruitment.com/wp-content/uploads/2024/09/What-key-traits-do-headhunters-look-for.png) ## What key traits do headhunters look for? To understand how to increase your chances of being headhunted, you first have to understand why employers use headhunters. This unique form of recruitment is typically reserved for highly niche roles, and those higher up in an organisation, such as [C suite executives](https://cmdrecruitment.com/what-are-c-level-and-c-suite-positions/). Headhunters might also be used to hire for highly sensitive roles that the organisation doesn’t want to publicise. So if you work in change management or strategic growth roles, you’re more likely to be in demand by headhunters. With this in mind, let’s explore some of the traits that headhunters might be looking for: - Niche skills and experience. It goes without saying that headhunters are typically looking for niche [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience). So if you’re one of the few experts in your field, you’re more likely to be highly sought out. - Leadership and strategy. Headhunters aren’t looking for the small cogs in a machine, they’re looking for the large parts capable of making big moves. If you want to be headhunted, you need to stand out as a leader and strategic mind. - Confidence. If you are headhunted, the assumption is that you can hit the ground running in any role. They won’t be looking for someone who needs to be eased gradually into a new role or requires an extension onboarding to feel confident. They are looking for someone self assured enough to be able to quickly adapt to a new role. - Ambition and motivation. It can be hard to demonstrate ambition and motivation from your [LinkedIn profile](https://cmdrecruitment.com/the-perfect-linkedin-profile-a-checklist/), but hopefully your past experience will tell a story about your career trajectory. Ambitious candidates show a career path that is always on an upward trajectory. - Ongoing training. Another key attribute that headhunters will look for is candidates that are always investing in their development. Ongoing professional development and training will show that you are hungry for more. ChallengeHow Headhunting HelpsLimited Active CandidatesHeadhunting reaches individuals not actively applying, widening your available talent pool.Highly Specialist or Senior RolesTargets candidates already succeeding in relevant roles with required experience and credentials.Confidential or Strategic HiringAllows discreet engagement, preserving confidentiality around key hires and transitions.Quality Over QuantityFocuses on fewer, highly suitable candidates rather than high volumes, improving fit and retention.![How can you communicate these skills to headhunters?](https://cmdrecruitment.com/wp-content/uploads/2024/09/How-can-you-communicate-these-skills-to-headhunters.png) ## How can you communicate these skills to headhunters? If you’d like to increase your chances of being headhunted by a dream employer, there are a few things you can do to make yourself more discoverable. The first thing to do is to review your LinkedIn profile and make sure it is up to date with your latest skills and experience. You don’t have to advertise that you are “open to opportunities” on your LinkedIn profile if you are concerned about how this will look to your current employer. Most people don’t want to rock the boat if they don’t have to. Instead, just make sure that your contact information is easily available and that you regularly check your LinkedIn account for new contact requests and messages. It’s also a good idea to regularly post about any new skills and achievements that would be relevant for prospective employers. This is an easy way to highlight the attributes you want recruiters to know about without being too brazen. ![How to manage conversations with headhunters](https://cmdrecruitment.com/wp-content/uploads/2024/09/How-to-manage-conversations-with-headhunters.png) ## How to manage conversations with headhunters It can be daunting to start a conversation with a headhunter, particularly when you’re already employed. You might be fiercely loyal to your current employer, and you might be concerned that they will learn you have been identified as a potential candidate by a competitor. If you state from the beginning that you would like the conversation to be confidential, then the recruiter will respect this. They won’t be asking for [references](https://cmdrecruitment.com/the-power-of-character-references) from your current employer or making your conversations known to anyone until you are much further down the road. The important thing to remember is that the headhunter has found you. This means you’ve already been identified as being suited to the role. Instead of trying to demonstrate your suitability for the role, you are instead tasked with deciding if you would like to leave your current role for the role on offer. If you have specific [salary expectations](https://cmdrecruitment.com/what-are-your-salary-expectations/) or requirements to accept the role, you can afford to be upfront with the recruiter. You may have to sign a non-disclosure agreement as part of the initial conversations. This could happen if information about the role could be strategically useful information to competitors. The NDA will prevent you from revealing information to your current employer. This will also give you peace of mind that the conversation will be kept confidential. ## Conclusion [Getting headhunted](https://cmdrecruitment.com/how-does-headhunting-work/) is a great way to find your next role without having to do any of the hard work of looking for a job. If you possess niche skills and are able to market yourself effectively, you can increase your chances of getting noticed by rival companies. By keeping your LinkedIn profile up to date, you can increase the likelihood that you will be spotted by hiring managers. Seeking to fill a senior or highly specialised role? [Partner with CMD Recruitment](https://cmdrecruitment.com/submit-a-vacancy/) for expert headhunting support and access to exceptional talent that isn’t actively on the job market. ## Highlights - Headhunting shifts recruitment from reactive applications to proactive talent identification. - Strong personal branding and visibility significantly increase chances of being approached. - Leadership, niche expertise and continuous development are key differentiators. - Confidentiality plays a central role in protecting both candidates and employers. - Opportunities often come to those already performing at a high level in their current roles. ## Frequently Asked Questions ### What is the difference between headhunting and traditional recruitment? Traditional recruitment relies on job adverts and applications, while headhunting involves proactively identifying and approaching candidates directly. ### When are candidates most likely to be headhunted? Candidates with niche expertise, leadership experience and strong career progression are more likely to be approached by recruiters. ### How can candidates improve their chances of being headhunted? Keeping professional profiles up to date, showcasing achievements and maintaining visibility in their industry can increase discoverability. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Job Guide to Living And Working In Swindon](https://cmdrecruitment.com/job-guide-to-living-and-working-in-swindon) **Published:** April 18, 2025 **Author:** paul **Content:** **Quick Answer:** Swindon is a thriving UK town offering strong job opportunities, excellent transport links and a high quality of life, making it an attractive location for both local workers and commuters. **Key Takeaways** - Swindon is a key employment hub with strong transport links to London and Bristol. - The town supports a wide range of industries including technology, logistics and manufacturing. - Large employers and growing startups create stable and diverse career opportunities. - Lower living costs combined with competitive salaries enhance overall quality of life. Located in the South West of England, Swindon is a popular commuter hub for those working in Bristol and London. The large town, situated in Wiltshire county, is around 70 miles west of London and just 25 miles northeast of Bristol. With excellent transport links taking you directly to the M4 motorway, and easy access to mainline rail services, you could be in the capital in less than an hour. But you don’t have to look so far afield for employment opportunities. Swindon happens to be a hub of industry, with multiple large companies calling the town home. Swindon enjoys a high productivity rate and excellent employment rate, making it a strong contender for those looking for new employment opportunities. ![History of Swindon](https://cmdrecruitment.com/wp-content/uploads/2024/04/History-of-Swindon.png) ## History of Swindon Swindon enjoys a rich and varied history, with first mentions of the town dating back to the Domesday Book. It later became known as a bartering town, or a market town, where traders would gather on key routes to make important trades. The Industrial Revolution paved the way for Swindon to enjoy exceptional growth, largely down to the construction of the canal system. The Great Western Railway was another significant transport link, with Swindon being the site of Isambard Kingdom Brunel’s Swindon Works. This was where many of the UK’s locomotives were constructed and the Works even had its own small village just for the workers. Brunel was largely credited with turning Swindon into one of the fastest growing towns in Europe in the 19th Century. The Works is now home to a Steam Museum where you can see Brunel’s legacy on display. ## Swindon today Although the railway is no longer the largest employer in the area, Swindon enjoys a strong and productive economy to this day. Popular sectors today include manufacturing, [engineering](https://cmdrecruitment.com/engineering-recruitment), construction, distribution, logistics, retail, leisure, education, life sciences, healthcare, digital, technology and professional services. Companies in the area are typically larger than average, and many of them are major businesses with long and rich histories. This means that employment opportunities in the area are typically very stable with excellent career progression. For those seeking more excitement, there is also no shortage of new ventures and startups making the most of the booming population. ![Working in Swindon](https://cmdrecruitment.com/wp-content/uploads/2024/04/Working-in-Swindon.png) ## Working in Swindon Swindon has been the recipient of multi million pound investments over the years, offering more and more working opportunities for those with niche [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/). This makes it a popular town for those who want to work in the local area, along with those keen to make Swindon their hub as they commute to Bristol, London or other towns like Oxford, Reading, Bath and Cheltenham. Swindon is often listed as one of the popular places to live in the UK thanks to the excellent job opportunities and the higher than average incomes available in certain sectors. The biggest employers include companies like Amazon, McDonald’s, Intel Corporation, Tesco, Nationwide Building Society, Siemens, Sainsbury’s and the NHS. Swindon is also the headquarters for well known companies such as Halcrow, the engineering consultancy firm and W H Smith. At the time of writing, job website Indeed has over 7,500 job listings for Swindon alone. ![Living in Swindon](https://cmdrecruitment.com/wp-content/uploads/2024/04/Living-in-Swindon.png) ## Living in Swindon For a town to be a popular choice with residents, there also needs to be plenty to keep them entertained. Thankfully, Swindon has plenty going on with the confines of the town, and excellent links to London, Bristol and Bath mean that you’re never far from the action. Swindon’s cultural scene is always worth a look, with plenty of festivals and events throughout the year, including the Swindon Jazz & Soul Festival Fringe and the Swindon Cheese & Chilli Festival. The Wyvern Theatre also has a jam packed schedule to check out and the Swindon Museum and Art Gallery offers plenty of cultural engagement. Shoppers are well catered to in Swindon thanks to multiple shopping malls, including an outlet mall. There are also retail parks aplenty, and for those looking for something more unique, there are also independent stores and smaller boutiques. Those looking for outdoor pursuits are well served within the confines of the town. There are plenty of green spaces within the town, including the Shaw Forest Park, Coate Water Country Park and the Queen’s Park. This is the perfect spot to wind down and enjoy the flora and fauna. For those looking for more adventure, Swindon is perfectly positioned between the Cotswolds and the North Wessex Downs. These areas of outstanding natural beauty are perfect for a weekend of exploring. ## Closing thoughts Swindon boasts a rich industrial heritage that it manages to seamlessly blend with a level of modernity that places it in the ranks of any other thriving town or city in the UK. In terms of employment prospects, there are few places as strong as Swindon in terms of the number of employers, the number of vacancies, the [average salaries](https://cmdrecruitment.com/average-salary-uk-vs-us/) and the transport links to other key employment hubs. Cost is also a key factor in what makes a place attractive to residents. And Swindon manages to offer higher than average salaries in some sectors, which is coupled with lower than average living costs. When compared with neighbouring places like Bristol or Bath, Swindon offers [lower living costs which will help your salary](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working/) to go further. In closing, Swindon is a thriving town with excellent prospects. Those looking for a fresh start would do well to start their search in Swindon. ## Highlights - Swindon combines strong employment prospects with excellent transport links to major UK cities. - A diverse economy supports stable careers across multiple growing industries. - The town offers a balance between professional opportunity and lifestyle benefits. - Lower living costs compared to nearby cities make it an attractive place to settle. - Ongoing investment and business growth continue to strengthen long-term opportunities. ## Frequently Asked Questions ### Is Swindon a good place to work? Yes, Swindon offers a strong job market, diverse industries and excellent transport links, making it an attractive place for employment. ### What industries are prominent in Swindon? Key industries include manufacturing, logistics, technology, healthcare and professional services. ### Is Swindon a good commuter location? Swindon is well connected via road and rail, making it ideal for commuting to London, Bristol and other nearby cities. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Is Your CV Job Title Searchable?](https://cmdrecruitment.com/is-your-cv-job-title-searchable) **Published:** March 2, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Making your CV job title searchable helps recruiters and applicant tracking systems find you—using clear, relevant keywords increases your chances of being shortlisted. **Key Takeaways** - Clear, standard job titles improve visibility in recruiter searches. - Keywords aligned to job descriptions help pass applicant tracking systems. - Tailoring your CV increases your chances of being shortlisted. - Avoid vague titles and excessive keyword repetition. No? Then you could be missing some great career opportunities. Recruiters spend a lot of time searching their databases and job boards for candidates. If your CV is on there but the job title vague, confusing and just not easily searchable, you won’t appear in the search results. ### **Keyword searches** Many great candidates are missed out purely due to this one simple thing. As an example, imagine the [recruiter is searching](https://cmdrecruitment.com/how-recruiters-search-for-candidates-on-linkedin/) for a Website Manager; they will use keywords that match with the job title or skills. If your job title is something obscure such as ‘Digital Overlord’ you will never be seen. This is a disappointing state of affairs, particularly when someone has spent hours producing a bespoke CV. Once posted online, they never hear anything back and have no idea why. The truth is, an actual person might never see it as the computer software can only see what it is programmed to detect. The software works by scanning CVs for information that is shown in a particular job description, scoring each applicant according to their matching criteria. If you haven’t optimised your CV job title, making it easily searchable, then it will get overlooked every time. ### **How to make your job title searchable** When producing your CV, think about how a computer will see it. By [tailoring your CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) to fit the job that you are applying for, the trick is to include relevant keywords and specifically an accurate job title. Your CV needs to be appealing to the hirer and easily readable by the software. Take the time to select some appropriate keywords and insert them into your CV. Most of all, the job title must accurately and simply describe what you do. If your current employer has given you some fancy and eccentric job title, this can be included in the detail but don’t use it as the main heading. ### **Give the employer what they want** You need to be selected for this new [vacancy](https://jobs.cmdrecruitment.com/) so pinpoint what the recruiter is specifically looking for. Match your job title to the one they use. Similarly, if they ask specifically for ‘two years’ experience of website management’, insert this phrase into the appropriate section of your CV. Use clear and descriptive language that does not confuse but relates to the industry you are working in. Don’t make the error of keyword stuffing. Repeat your job title only a maximum of three times – maybe use one as the header, on in the ‘skills’ section and one in the ‘work experience’ paragraph. To get this right, study the job advert carefully. Put yourself in the shoes of the recruiter and think of how they will be searching. If their job advert doesn’t give enough detail, research the job title via Google and pinpoint specific search terms. ### **Be software friendly** It may feel a little odd at first, composing your [CV](https://cmdrecruitment.com/10-top-tips-for-writing-a-stand-out-cv/) to appeal to a machine, but it is worth the extra effort. By making your CV job title searchable, with the finer content appealing to the person who will look at it later, you have a far better chance of securing your dream job. Tailoring your keywords to match the job description can help you pass applicant tracking systems and stand out to hiring managers. For more information, get in touch with our team. [Back to News ](https://cmdrecruitment.com/blog) info@cmdrecruitment.com 01225 805080 ## Highlights - Using unclear or creative job titles can prevent a CV from appearing in recruiter searches. - Applicant tracking systems rely on keyword matching, meaning relevant terminology is essential. - Aligning job titles and experience with job descriptions improves visibility and match scores. - Overusing keywords can harm readability—balance optimisation with clarity. - Tailoring a CV for both software and human readers significantly increases interview chances. ## Frequently Asked Questions ### Why is a searchable job title important on a CV? Recruiters and applicant tracking systems use keywords to find candidates, so a clear job title improves your chances of appearing in search results. ### What is keyword optimisation in a CV? It involves using relevant terms from job descriptions so your CV matches search criteria used by recruiters and software. ### Can using unusual job titles hurt your chances? Yes—creative or unclear titles may not match search terms, meaning your CV could be missed entirely. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [10 Ways To Show You're Ready For The Next Step In Your Career](https://cmdrecruitment.com/how-to-show-youre-ready-for-the-next-step-in-your-career) **Published:** June 27, 2025 **Author:** paul **Content:** **Quick Answer:** Career progression doesn’t happen automatically—you need to actively demonstrate readiness by developing skills, seeking feedback and taking on new responsibilities. **Key Takeaways** - Proactive behaviour is essential to unlocking career progression opportunities. - Identifying and addressing skills gaps strengthens your readiness for advancement. - Taking initiative through feedback, training and responsibility signals ambition. - Career growth may require seeking opportunities both internally and externally. We often think that career progression will just happen when we’re ready, but sometimes you need to be willing to put in a little extra work to drive your career forward. If you don’t ask for opportunities, you won’t get them. When you start to feel bored or dissatisfied with your role, this could be a sign that you are ready to take the next step. This opportunity won’t always be handed to you, and you might need to be proactive in making these changes happen. If you’re ready to move forward in your career, try these 10 ways to show that you’re ready for the next steps. ## 1. Talk about it with people you trust It can be difficult to process how you are feeling about your work and whether you need a change of scenery, a change in role, or if you need to take on more responsibility. If you’re still unsure, speak to someone you trust about it. This could be a work colleague or a family member who knows you well. Point out the things that you’d like to be doing more of and ask if they think you’re ready for the next step. ![Find a mentor](https://cmdrecruitment.com/wp-content/uploads/2023/07/Find-a-mentor.png) ## 2. Find a mentor A mentor can help to guide you in the next steps and keep you on track and accountable. There may be formal opportunities in your workplace, or you may have to ask around to see if anyone is looking to take on a mentee. Remember that you need to commit to putting in the work, as a mentor is unlikely to want to help someone who won’t help themselves. Follow their advice and make sure you follow up on the steps they recommend, even if they don’t make sense to you. ## 3. Identify skills gaps You might feel more confident taking the next steps if you know where you fall short. Look at where you are now and where you want to be, then identify any [skills gaps](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/) that might be preventing you from achieving your goals. ## 4. Take a course Once you know where your skills gaps lie, it’s time to take action. A great way to show that you’re ready for the next stage in your career is to undergo [training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages). This will show that you’re willing to put in the work and that you’re proactive in your approach to your career. ![Ask for more responsibility](https://cmdrecruitment.com/wp-content/uploads/2023/07/Ask-for-more-responsibility.png) ## 5. Ask for more responsibility You don’t have to take the next step in your career all at once, you could gradually move into a new role by asking for more responsibility. This will give your employer a chance to give you a trial run and avoid the risk of overwhelming you with too much new responsibility at once. ## 6. Volunteer for roles When you’re in team meetings and your supervisor is asking for volunteers to take the lead on projects, now is the time to speak up. By taking on a [leadership](https://cmdrecruitment.com/common-leadership-interview-questions/) role – no matter how small – you will demonstrate to the decision makers in your company that you are actively taking steps towards the next stages in your career. You may even be able to carve out a new role for yourself that includes more of what you love and less of what you don’t love. ## 7. Ask for feedback When you’ve completed a project or task, don’t be afraid to ask for feedback. You’ll need to develop a thick skin and remember that feedback isn’t always pleasant. You might disagree with the feedback, but you need to take it on board anyway. Asking for feedback will give you a new perspective on your work performance, so be ready for a dose of reality. ![Request an appraisal](https://cmdrecruitment.com/wp-content/uploads/2023/07/Request-an-appraisal.png) ## 8. Request an appraisal In addition to feedback on individual tasks and projects, you can also request more general feedback on your performance. Many companies have a system in place to deliver an appraisal periodically, usually once a year. If you haven’t had one for a while, speak to your line manager about arranging one. This is a great opportunity to find out if your employer has any doubts about your ability to take the next step in your career. ## 9. Ask for a change in role If you think you’re ready for the next steps and you’ve completed everything above, then it’s time to put your thoughts into action. Speak to your employer and let them know that you are seriously considering your next steps. This gives them an opportunity to match your enthusiasm and work with you to adjust your role, or place you in a new role. If they don’t, this could be a sign that they don’t value your contribution. ## 10. Apply for new opportunities If your current employer is reluctant to let you move into a new role, this could be because of many reasons. The most common is that you are valuable in your current role and replacing you would mean more work for them. Many people will simply stay put in a role if their employer says they aren’t ready. But you aren’t most people! ![Apply for new opportunities](https://cmdrecruitment.com/wp-content/uploads/2023/07/Apply-for-new-opportunities.png) If your employer isn’t on board with your proposed changes, don’t be afraid to start looking elsewhere. Starting in a new role can be easier, as you’ll have the benefit of an induction and introductory period. This can help you to adjust to your new role and feel more confident driving your career forward. ## Key takeaway Your career will become stagnant if you don’t take steps to drive things forward. This is unlikely to happen if you aren’t proactive and take steps to change things. By letting your employer [know that you’re ready for the next steps in your career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/), you can pave the way for new challenges and opportunities that weren’t there before. To achieve this, you need to engage in some self-reflection, ask for feedback, and create opportunities for yourself if they aren’t already there. Through these steps, you can ensure your career keeps moving forward and you are always challenging yourself to become better at your role. ## Highlights - Career progression requires proactive effort rather than waiting for opportunities to appear. - Self-awareness—through reflection, feedback and mentoring—plays a key role in recognising readiness for advancement. - Closing skills gaps through training and development strengthens confidence and capability. - Taking initiative, such as volunteering and requesting responsibility, demonstrates ambition to employers. - Open communication with employers helps unlock internal opportunities, while external roles remain a valid next step if progression stalls. ## Frequently Asked Questions ### What are the signs you’re ready for career progression? Feeling bored, under-challenged or eager for more responsibility are common signs that it may be time to take the next step in your career. ### How can you show you’re ready for promotion? By taking initiative, developing new skills, seeking feedback and demonstrating leadership, you can show your employer that you’re ready for advancement. ### What if your employer doesn’t support your progression? If internal opportunities are limited, exploring external roles can help you continue progressing and gaining new experience. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Build a Talent Pipeline That Doesn’t Dry Up](https://cmdrecruitment.com/how-to-build-a-talent-pipeline) **Published:** November 25, 2025 **Author:** paul **Content:** **Quick Answer:** Building a strong talent pipeline means keeping recruitment active at all times—focusing on culture, streamlined processes and long-term engagement to attract and retain the right candidates. **Key Takeaways** - Continuous recruitment helps ensure your talent pipeline never runs dry. - A strong employer brand and culture attract candidates proactively. - Reusable hiring processes reduce time and effort for future roles. - Internal development and referrals support long-term hiring success. Finding, hiring and retaining quality staff can be a headache. Particularly if your recruitment process only starts when you have a position to fill. The companies that manage to make recruitment a breeze never switch off their recruitment processes, which means their talent pipeline never dries up. These companies aren’t necessarily investing more in recruitment or spending more resources on finding these workers. They just have the processes in place that allow them to never switch off recruitment. Want to put this to work in your organisation? Here’s what you need to do to build a talent pipeline that will never dry up. ## Define your company culture One thing that companies that are successful with recruitment all have in common is that they have a clearly defined company culture, and they share this with the outside world. This is as much a PR and communications challenge as a recruitment challenge. What does a clearly defined [company culture](https://cmdrecruitment.com/company-culture-explained/) do for your recruitment? It makes your company a desirable place to work. It builds your brand into something that workers want to be aligned with, so if they are looking for a new challenge, they will go to you directly to check if you are hiring. ![Establish a hiring process](https://cmdrecruitment.com/wp-content/uploads/2025/04/Establish-a-hiring-process.png) ## Establish a hiring process Another simple way to make sure your talent pipeline never dries up is to establish a recruitment process that can be easily rolled out when a specific need arises. Time and resources can be wasted by starting the process from scratch every time you want to hire a new employee. A clear process simplifies the recruitment process and reduces strain on [HR staff](https://cmdrecruitment.com/what-is-human-resources/). This will allow them to focus on more important tasks, such as keeping the talent pipeline flowing. ## Don’t neglect existing employees Every employee in the company should have a career development plan that maps a course for their progression. These employees might not make the most of the opportunities presented, but the best talent almost certainly will. By allowing for internal promotion alongside new talent procurement, you’ll create a culture of meritocracy, which rewards loyalty and service through [training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) and development opportunities. TopicKey PointCompany CultureBe clear about your culture to attract interest before positions open.Hiring ProcessCreate a reusable framework to streamline recruitment efforts.Internal DevelopmentPlot internal career paths for retention and future promotion.Apply SimplicityAsk for only essential information to lower candidate friction.Future PlanningAnticipate hiring needs based on business and technology trends.Circular HiringRecycle referrals and past applicants to keep the pipeline nourished.![Simplify the application process](https://cmdrecruitment.com/wp-content/uploads/2025/04/Simplify-the-application-process.png) ## Simplify the application process Making life easier for applicants will help to attract more interest. One of the biggest complaints from applicants is when the application form asks for duplicated information that can be found in their CV. Others find that cover letters are also becoming obsolete, particularly in the age of [generative AI](https://cmdrecruitment.com/leveraging-ai-in-recruitment/) that can produce a generic cover letter in seconds. Rather than sticking to convention for the sake of it, ask yourself what information you really need from the applicant and then stick to that. Some employers worry about attracting spam applications when the process is too easy, but it’s far better than missing out on excellent talent because your application process is too hard. ## Think about future needs Rather than hiring for the role in front of you, look at company projections so you can see when roles might be created in the future. Recruitment is rarely a surprise, so you can stay one step ahead by taking a long-term view rather than focusing on the present. This is not only about expansion plans but also [skills gaps](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/) that may arise as technology moves forward. Being able to quickly respond to skills gaps and stay ahead of your competition is much easier when your talent pipeline never switches off. Looking to keep your talent pipeline flowing? Partner with CMD Recruitment to find the right candidates for your business. [Submit your job vacancy](https://cmdrecruitment.com/submit-a-vacancy/) today and let us help you connect with top talent. ![Keep an eye on competitors](https://cmdrecruitment.com/wp-content/uploads/2025/04/Keep-an-eye-on-competitors.png) ## Keep an eye on competitors Speaking of your competitors, it’s also work keeping an eye on their movements. Hiring and firing decisions in other organisations should be on your radar so you can make adjustments accordingly. If a competitor is struggling and is forced to let go of critical staff, this could be an ideal opportunity to build your talent pool. ## Create a circular hiring process Lot of HR professionals will talk about creating a hiring funnel, which is a great way to think about your [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion), but the problem with a funnel is that you have to keep pouring things into the top in order to see results at the bottom. Instead of a funnel, think of your recruitment process as a circular motion. In a circular hiring process, you think about how you can recycle and renew interest. This means simple things like offering an employee referral bonus for successful hires based on an employee introduction. You can also get back to every single applicant that you interview and keep the conversation flowing. They might not be right for this role, but with more time, experience and training, could they be ready to restart the conversation in six months or a year? This is how you truly make sure that the talent pipeline is never switched off. By maximising the value of every interaction and ensuring that even unsuccessful candidates have a positive view of your organisation, you can create a circular pipeline of talent that keeps on giving. ## Highlights - A strong employer brand and culture can attract candidates before roles are even advertised. - Consistent, repeatable hiring processes reduce inefficiencies and improve recruitment outcomes. - Internal development and promotion create long-term retention and strengthen succession planning. - Simplifying applications removes friction and increases candidate engagement. - Forward planning helps businesses stay ahead of future hiring needs and skills gaps. - Maintaining relationships with candidates and referrals ensures a continuous flow of talent. ## Frequently Asked Questions ### Why is defining company culture important for recruitment? A clearly defined culture makes your company a desirable destination—candidates may approach you directly even before roles are advertised. ### How does a circular hiring process benefit recruitment? By re-engaging with referrals and past applicants, you increase your chances of finding the right fit—without starting from scratch each time. ### What role do internal career plans play in talent pipeline building? Career development plans foster retention and ensure you’re ready when key roles need filling—without always looking externally. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Examples of Workplace Discrimination](https://cmdrecruitment.com/examples-of-workplace-discrimination) **Published:** March 19, 2025 **Author:** paul **Content:** **Quick Answer:** Workplace discrimination occurs when an employee is treated unfairly based on protected characteristics such as age, race, gender or disability, and UK law protects individuals at every stage of employment. **Key Takeaways** - Workplace discrimination can be direct or indirect and may be obvious or subtle. - The Equality Act 2010 protects employees across all stages of employment. - Discrimination can relate to age, race, sex, disability and other protected characteristics. - Employers must make reasonable adjustments to avoid unfair treatment. - Failure to prevent discrimination can lead to legal action and reputational damage. Discrimination laws are designed to help protect people in the workplace. This ensures that all employers treat their workers fairly, regardless of age, race, sex, disability, sexual orientation, gender reassignment, pregnancy, religion, beliefs, or whether you are married/in a civil partnership. Workplace discrimination can be blatant, such as refusing to hire a person of a particular nationality, or it can be very subtle, such as creating workplace policy that excludes certain individuals. Discrimination in the workplace leaves companies open to legal action in the form of a tribunal, which can be very time-consuming, costly and damaging to your company image. If you think you’ve been [bullied or the victim of discrimination](https://cmdrecruitment.com/resignation-letter-guide/), it’s important to know where you stand. ![Types of discrimination](https://cmdrecruitment.com/wp-content/uploads/2023/03/Types-of-discrimination.png) ## Types of discrimination All discrimination can be split into two main categories: direct and indirect. This distinction helps us to understand if the discrimination is intentional and malicious, or the result of an oversight. However, it’s worth noting that some indirect discrimination can have malicious intent. Direct discrimination is intentional and intended to exclude someone based on a specific characteristic. An example of this would be denying someone a promotion because they are a woman. Indirect discrimination can be more difficult to spot. It is usually something that happens because of company policy. An example of this would be failing to make allowances for disabled individuals in your workplace, making it impossible for them to accept a job. ![Other types of discrimination in the workplace](https://cmdrecruitment.com/wp-content/uploads/2023/03/Other-types-of-discrimination-in-the-workplace.png) ## Other types of discrimination in the workplace Discrimination can also happen because of associations. For example, if you are refused a promotion because you socialise with gay people outside of work, this would be a form of discrimination. And if you were not hired for a role because the hiring manager thought you were gay, even if you aren’t, then this would be a form of discrimination. ### Harassment This is different to discrimination, but can also lead to legal action. Harassment includes unwanted behaviour that could intimidate, humiliate or offend someone. An example of this would be rude jokes at someone’s expense, lewd comments, comments about appearance, or sexual innuendo. ![When are you protected?](https://cmdrecruitment.com/wp-content/uploads/2023/03/When-are-you-protected.png) ## When are you protected? According to The Equality Act 2010, you are protected in all areas of your working life including: - Recruitment - Training - Employment - Salary and benefits - Promotions - Redundancy - Dismissal This means that employers have to act fairly at every stage of your employment. ![What doesn’t count as discrimination](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-doesnt-count-as-discrimination.png) ## What doesn’t count as discrimination There are some situations where something might seem like discrimination, but there are reasons to exclude certain members. An example of this would be a women’s shelter hiring only female workers. Although this is now disputed if transgender women should also be able to seek employment in this type of role. Another example would be discriminating against a person with a disability, if their health and safety would be at risk otherwise. Employers have to make reasonable adjustments to the work environment to accommodate disabled individuals, but there may be environments where it would not be practical to do so. ![Examples of discrimination](https://cmdrecruitment.com/wp-content/uploads/2023/03/Examples-of-discrimination.png) ## Examples of discrimination ### Age When we think of age discrimination, we often think about older people, but young people can also be at risk. An example of age discrimination would be [paying a younger member of the team less for the same job](https://cmdrecruitment.com/highest-paying-jobs-for-an-18-year-old/) as an older member of the team. Another example in the recruitment process would be refusing to hire someone because they “wouldn’t fit” with the company culture because they are older. ![race discrimination](https://cmdrecruitment.com/wp-content/uploads/2023/03/Race-discrimination.png) ### Race An example of race discrimination would be a hiring manager refusing to interview anyone with a non-native surname. This would be a form of racial profiling and is against the law. Another example would be promoting a white employee to a client facing role because the company is worried about appearing too diverse. ### Sex Perhaps the most common form of sex discrimination is paying women less than men in an organisation. This can happen directly because of hiring policy, or it can happen more pervasively over time if a woman chooses to take time off to raise a family. When returning to work, the woman’s role should be able to continue to progress in line with other men doing the same role. Another example of sex discrimination would be treating an employee unfairly because they have made a complaint about sex discrimination or supported another employee in their complaint. ![Disability discrimination](https://cmdrecruitment.com/wp-content/uploads/2023/03/Disability-discrimination-1.png) ### Disability An example of indirect disability discrimination would be a company punishing a worker for taking time off for hospital appointments due to an injury or illness. If another employee took a similar amount of time off to view and purchase a new house but wasn’t punished in the same way, this would be discrimination. Another example would be not hiring a qualified candidate because it would mean making adjustments to the existing office to accommodate their wheelchair. ### Sexual orientation An example of sexual orientation discrimination would be allowing a man to take time off work for his female partner’s ante-natal appointments, but refusing this request for a woman to support her female partner. In the case of sexual orientation discrimination, it doesn’t matter if the employer is right or wrong about your sexual orientation. If an employer fires you because they think you are gay, for example, this would be discrimination, even if you aren’t. ![Gender reassignment](https://cmdrecruitment.com/wp-content/uploads/2023/03/Gender-reassignment.png) ### Gender reassignment An example of gender reassignment discrimination would be an employer repeatedly misgendering or deadnaming an employee during or after their transition. Another example would be an employer counting time off for gender reassignment surgery as sick leave. ### Pregnancy Pregnancy discrimination commonly happens when an employee is overlooked for a promotion because they are pregnant, or if an employer avoids hiring someone because they are pregnant. ![Religion and beliefs](https://cmdrecruitment.com/wp-content/uploads/2023/03/Religion-and-beliefs.png) ### Religion and beliefs An example of religious discrimination would be not allowing for religious garments, hairstyles or facial hair in company policy. Another example would be setting work schedules that do not allow for religious observances and holidays. ### Marital status An example of marital status discrimination would be denying certain workplace [benefits to an employee](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) because they are single or unmarried. Another example would be refusing to promote or train someone because they are recently married, under the assumption that they will soon be starting a family. ## Highlights - Discrimination is not always obvious and can arise from workplace policies or unconscious bias. - Both direct and indirect discrimination can have serious impacts, regardless of intent. - Employees are protected across all stages of employment under the Equality Act 2010. - Unfair treatment can occur across a wide range of characteristics, including age, race, sex and disability. - Some situations may appear discriminatory but can be legally justified in specific circumstances. - Workplace behaviour, including harassment and assumptions, plays a key role in discrimination cases. - Understanding these issues is essential for creating fair and inclusive working environments. ## Frequently Asked Questions ### What is workplace discrimination? Workplace discrimination is when an employee is treated unfairly or differently because of protected characteristics such as age, race, gender, disability or beliefs. ### What law protects employees from discrimination? The Equality Act 2010 protects individuals in the UK from discrimination at all stages of employment, including recruitment, pay, promotion and dismissal. ### What should you do if you experience discrimination? If you experience discrimination, you should raise the issue with your employer, follow internal grievance procedures, and seek professional advice if necessary. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [The 5-Week Candidate Window vs. 8-Week Hiring Trap: Why Your Hiring Timeline Is Costing You the Best People](https://cmdrecruitment.com/the-5-week-candidate-window-vs-8-week-hiring-trap-why-your-hiring-timeline-is-co) **Published:** March 24, 2026 **Author:** Dan Barfoot **Content:** Understanding the difference between the 5-week candidate window vs. 8-week hiring trap could be the most important shift your business makes in 2026. Here’s a number that should stop you in your tracks: top talent is typically off the market within just 10 days of starting their search, which means the gap between a slick, efficient process and a slow, committee-heavy one is not just a matter of weeks, it’s the difference between hiring the person you wanted and settling for whoever is still available. ## Key Takeaways QuestionAnswer**What is the 5-week candidate window?**It is the roughly 5-week period during which the strongest candidates are actively available, engaged, and willing to wait for an offer before accepting elsewhere or withdrawing.**What is the 8-week hiring trap?**It is a [hiring process that drags beyond 5 weeks](https://cmdrecruitment.com/your-hiring-process-takes-8-weeks-the-best-candidates-are-gone-in-5/12192/) (often to 8 or more), costing businesses their best candidates, increasing vacancy costs, and often ending in a panic hire.**How long do candidates stay available?**Research in 2026 shows the very best candidates are off the market within 10 days, while most active job seekers lose interest or accept alternatives within 3 to 5 weeks.**What causes the 8-week hiring trap?**Common causes include slow internal approvals, excessive interview rounds, poor scheduling, lack of a clear process owner, and relying on job boards without active candidate management.**Can a recruitment agency help avoid the hiring trap?**Yes. Working with a specialist recruiter who holds pre-screened talent and manages scheduling and communication is one of the most effective ways to stay within the 5-week window.**How much does an 8-week vacancy actually cost?**A mid-level role left unfilled for approximately 8 weeks can represent around $46,000 in lost revenue capacity, before factoring in recruiter time and team morale.**What roles does CMD Recruitment cover across the South West?**CMD covers a broad range of disciplines including [IT recruitment](https://www.cmdrecruitment.com/disciplines/it/), accountancy, engineering, HR, sales, marketing, finance, administration, and industrial roles.## What Is the 5-Week Candidate Window? The 5-week window represents the period of active availability for quality candidates. Data from 2026 confirms a consistent pattern: after five weeks without a concrete offer, candidates accept other roles, lose engagement, or stop responding entirely. This window measures emotional investment. A candidate who interviews in week one but hears nothing until week six has almost certainly moved on. Every decision your hiring team makes must respect this boundary. [![Time-to-hire dynamics: The 5-Week Candidate Window vs 8-Week Hiring Trap, visualizing hiring timelines.](https://outgoing-oyster-428.convex.cloud/api/storage/70a90a27-4e76-43d6-965f-f6516245b024)](https://outgoing-oyster-428.convex.cloud/api/storage/70a90a27-4e76-43d6-965f-f6516245b024)This infographic compares the 5-week candidate window with the 8-week hiring trap, highlighting how longer timelines affect time-to-hire and candidate flow. ## The 8-Week Hiring Trap: Why Businesses Fall Into It The 8-week trap happens when a process becomes bloated. It usually starts with good intentions. You post a job and review CVs. Then, a manager goes on holiday. A second panel needs coordination. Finance asks for extra sign-off. Suddenly, your “quick hire” enters its seventh week. **Common trap triggers include:** - Internal bottlenecks that add weeks to every stage. - Too many interview rounds that add no new insight. - Reactive scheduling instead of planning ahead. - A lack of a single owner for the process. - Silence between touchpoints that erodes candidate trust. Waiting too long does not filter for quality. It filters **out** quality. The best people are in demand. They will accept the first great offer they receive. ## Why Talent Disappears Before the 8-Week Mark Top candidates rarely stay available until week eight. In most cases, they leave the market by the end of week two. Candidates still looking after eight weeks often fall into three groups. They have been rejected elsewhere, they lack motivation to move, or they have no other options. This is not the talent pool you want. Strong candidates are motivated and in demand. They run several processes at once. They will accept the first great offer that arrives. Waiting too long does not filter for quality. It filters **out** quality. The 5-week window is not just a timing issue. It is a talent quality issue. ## The Real Cost of Falling Into the 8-Week Hiring Trap A slow hire is not just an inconvenience. It is expensive. The damage goes deeper than money. When a seat stays empty, your team burns out. Morale drops. Existing staff may even start their own job searches. You start with one vacancy and end up with three. Then there is the panic hire. Research shows that roles filled under pressure are 50% more likely to result in early turnover. You finally hire someone after eight weeks, only for them to leave within 90 days. Then the cycle starts all over again. Here is how the cost layers build up the longer a vacancy sits open: WeekWhat Is HappeningImpact**Week 1-2**Initial applications reviewed, strongest candidates still availableLow impact, window is open**Week 3-4**First interviews, top candidates beginning to receive competing offersRising risk of losing A-players**Week 5**Candidate window closing fast, offer ideally made hereCritical decision point**Week 6-7**Most strong candidates have accepted elsewhere, second-choice pool emergingQuality of hire drops significantly**Week 8+**Panic sets in, hire made under pressure from reduced talent poolHigh early attrition risk, vacancy may reopen within 90 daysEach additional week a role remains unfilled increases total hiring costs by anywhere from 5% to 10% due to lost productivity and accumulated recruiter effort. The 8-week hiring trap is not just slow, it is expensive. ## The Warning Signs Your Hiring Process Is Already Running Too Long Most businesses do not realise they are in the 8-week hiring trap until they are already deep into it. Here are the honest warning signs to watch for. - You have had more than two interview rounds and still have not made a decision - More than one candidate has withdrawn without giving a clear reason - You are chasing candidates who were enthusiastic at first but have gone quiet - Internal sign-offs are adding days or weeks between each stage - Your shortlist is shrinking because people are “no longer available” - You have restarted the search at least once because your original shortlist evaporated - Team members are covering the role informally and are beginning to burn out If two or more of those feel familiar, your hiring process has almost certainly crossed out of the 5-week window and into the trap. The good news is that it is fixable, but only if you acknowledge it early. ## How to Fix Your Hiring Speed Slow hiring happens when a process ignores candidate timelines. Here is how to fix the most common friction points. - **Stakeholders:** Assign one lead with authority. Save big panels for the final stage only. - **Scheduling:** Set aside interview slots before you even start shortlisting. - **The Unicorn Search:** Stop waiting for a perfect CV while your pipeline goes cold. Ask your recruiter for honest market feedback on salary and location. - **Feedback:** Candidates who hear nothing for a week will disengage. Commit to a timeline and stick to it. ## The 5-Week Framework You can stay within the 5-week window by following this schedule: 1. **Week 1:** Brief your recruiter. Ensure the job spec has full sign-off. 2. **Week 2:** Review your shortlist. Book interviews within 48 hours. 3. **Week 3:** Run first interviews. Give feedback within 24 hours. 4. **Week 4:** Conduct final assessments. Limit this to one extra stage. 5. **Week 5:** Make the offer. The businesses that consistently hire great people are not better at evaluating candidates. They are better at *moving* through the process without losing momentum. Did You Know? 55% of candidates expect the entire hiring process, from first interview to offer, to take between just 1 and 2 weeks. Source: [searchsvc.com](https://www.searchsvc.com/2026/03/05/cost-of-a-slow-hiring-process-why-a-long-hiring-process-costs-companies-cost-of-leaving-a-position-unfilled/) ## How CMD Recruitment Helps You Avoid the Trap At CMD Recruitment, we see the 8-week trap play out across Wiltshire, Bath, and the South West. We work to keep you on the right side of the clock. CMD presents pre-screened shortlists quickly so you do not waste days waiting for job board trickles. Managing all candidate communication to ensure no one feels “ghosted.” Handling proactive scheduling so diary management never stalls the process. We do not just fill gaps; we build teams. This means getting the right person through your door before a competitor does. ## What Happens When You Fall Into the Trap: The Long-Term Consequences The 8-week hiring trap does not just cost you the candidate you wanted. It triggers a chain of consequences that affects your team for months. When a vacancy drags on, the colleagues covering the empty seat begin to burn out. Morale drops. Some of those team members start their own quiet job searches. The business that started with one vacancy can end up with two or three. Then there is the panic hire problem. Research in 2026 consistently shows that roles filled under time pressure after a long vacancy are 30% to 50% more likely to result in early turnover. You finally make a hire after eight weeks, only for that person to be back on the market within 90 days. Then you start the whole process again from scratch. The 5-week candidate window exists for a reason. Respect it, plan around it, and build a hiring process that delivers within it. That is how you break the trap before it closes. > “We don’t just fill gaps, we build teams. And building teams means getting the right person in the door before someone else does.” If you are a business looking to review your current process and understand where the delays are creeping in, take a look at our [client services page](https://www.cmdrecruitment.com/clients/) to see how we work alongside your existing team to make hiring faster and smarter. **Categories:** Uncategorized --- ### [CIPD Flexible and hybrid working practices report](https://cmdrecruitment.com/cipdflexworkingreport) **Published:** July 30, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Flexible and hybrid working remain central to the modern workplace, helping organisations attract and retain talent while balancing productivity, wellbeing and evolving employee expectations. **Key Takeaways** - Flexible working continues to be a major driver of employee attraction and retention. - Hybrid working is now widely adopted across most organisations. - Employers benefit from improved wellbeing and access to broader talent pools. - Challenges remain around leadership, culture and managing hybrid teams. - Legislation is increasing employer willingness to approve flexible working requests. The world of work continues to evolve, with flexible and hybrid practices remaining a key focus. More than a year since the UK Employment Relations (Flexible Working) Act 2023 came into effect, we examine the current state of flexible and hybrid working from both employer and employee perspectives. **Key Findings from Our Latest Report:** - **Attraction & Retention:** Flexible working plays a vital role in attracting and retaining talent. Many employees—particularly younger workers—have left roles due to a lack of flexibility. - **Widespread Hybrid:** Hybrid working remains the norm, with around three-quarters of organisations offering some form of it. - **Advantages & Challenges:** Employers highlight benefits such as access to a wider talent pool, improved wellbeing and greater resilience, while challenges include managing teams effectively and maintaining company culture. - **“Return to Office” Trends:** Despite media narratives, few organisations are enforcing full office returns. Many rely on incentives, although employees still report feeling increased pressure to attend the workplace. - **Productivity & Fairness:** Productivity perceptions remain positive under hybrid models. However, access to flexible working is uneven, with senior employees often having more options and continued unmet demand for flexibility. - **Legislative Impact:** The Employment Relations (Flexible Working) Act 2023 has had a positive influence, with one-fifth of employers now more likely to approve requests. Further strengthening of the law is expected to increase acceptance rates. **Understanding these shifts is essential for organisations navigating a challenging economic climate—particularly when it comes to attracting and retaining top talent.** [Read the full report](https://cmdrecruitment.com/wp-content/uploads/2025/07/8909-flexible-working-report-web.pdf) **CMD Recruitment Team** ## Frequently Asked Questions ### What does flexible and hybrid working mean? Flexible and hybrid working refers to arrangements that allow employees to split their time between home and the workplace or adjust their working hours to better suit personal and professional needs. ### Why is flexible working important? Flexible working is important because it improves employee satisfaction, supports work-life balance and helps organisations attract and retain skilled talent in a competitive market. ### How does this affect job seekers or employers? Job seekers are increasingly prioritising flexibility when choosing roles, while employers must adapt their policies to remain competitive and build resilient, productive teams. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [CCO (Chief Commercial Officer) Job Description](https://cmdrecruitment.com/cco-chief-commercial-officer-job-description) **Published:** May 6, 2025 **Author:** paul **Content:** **Quick Answer:** A Chief Commercial Officer (CCO) is a senior executive responsible for driving revenue growth by aligning sales, marketing and customer strategy. They ensure all commercial activities contribute to business performance and long-term success. **Key Takeaways** - The CCO leads commercial strategy and revenue growth. - They align sales, marketing and customer experience. - Strong leadership and market insight are essential. - They work closely with other C-suite leaders. - Their decisions directly impact business performance. When revenue growth is a top priority, organisations rely on a Chief Commercial Officer (CCO) to steer strategy and ensure every function contributes to commercial success. Sitting alongside senior leaders, the CCO plays a vital role in shaping direction and driving performance. ## What is a Chief Commercial Officer (CCO)? A Chief Commercial Officer is a C-suite executive responsible for overseeing all revenue-generating activities within an organisation. This includes aligning sales, marketing and customer engagement strategies to ensure consistent growth. In smaller organisations, the CCO focuses on building efficient systems and processes. In larger businesses, they ensure the organisation remains competitive and continues to evolve in response to market demands. ![Chief Commercial Officer overview](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-is-the-CCO-Chief-Commercial-Officer.png) ## Where does the CCO sit in the organisation? The CCO works closely with other senior leaders, including the CEO, COO and marketing leadership. Their role is to translate strategic vision into measurable commercial outcomes, ensuring all departments are aligned with revenue goals. AreaResponsibilityStrategyDevelop and execute commercial growth plansRevenueDrive top-line growth and profitabilityAlignmentIntegrate sales, marketing and customer strategyLeadershipLead and develop commercial teams ## Key responsibilities of a CCO The CCO plays a central role in ensuring business growth and commercial success. Core responsibilities include: - Developing and executing commercial strategies - Setting revenue targets and [performance KPIs](https://cmdrecruitment.com/personal-goals-vs-kpis) - Leading sales and commercial teams - Aligning marketing and brand positioning with revenue goals - Analysing market trends and customer insights - Collaborating with operations to support delivery - Reporting performance to senior stakeholders - Adjusting strategies based on performance data ![CCO responsibilities](https://cmdrecruitment.com/wp-content/uploads/2024/05/Key-responsibilities-for-a-CCO.png) ## What makes a successful CCO? A strong CCO combines strategic thinking with leadership and commercial awareness. They are typically results-driven individuals with a background in [sales](https://cmdrecruitment.com/sales-recruitment) or commercial management. ### Key traits include: - **Strategic mindset:** Ability to plan long-term growth - **Leadership:** Inspiring and managing high-performing teams - **Communication:** Aligning departments around shared goals - **Customer focus:** Understanding and responding to market needs - **Adaptability:** Responding to changing market conditions ![CCO traits](https://cmdrecruitment.com/wp-content/uploads/2024/05/Desirable-traits-for-a-CCO.png) ## Why the CCO role matters The Chief Commercial Officer ensures that every part of the organisation contributes to revenue growth. By aligning teams and strategies, they create a unified approach that improves efficiency, competitiveness and long-term success. ## Highlights - Senior executive role focused on revenue growth - Aligns sales, [marketing](https://cmdrecruitment.com/marketing-recruitment) and customer strategy - Drives commercial performance and business direction - Requires strong leadership and market insight - Critical for scaling and sustaining growth ## Frequently Asked Questions ### What does a Chief Commercial Officer do? A CCO leads revenue strategy, aligns commercial functions and ensures business growth through coordinated efforts across teams. ### What background does a CCO typically have? Most CCOs come from sales, business development or commercial [leadership roles](https://cmdrecruitment.com/recruiting-c-level-roles). ### How does a CCO differ from a CEO? The CEO oversees the entire organisation, while the CCO focuses specifically on revenue and commercial performance. **Looking to hire a Chief Commercial Officer?** Find experienced commercial leaders who can drive growth and transform your business strategy. [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) **About the Author** **CMD Recruitment Insights Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/) covering the South West and wider UK. The team shares insights on hiring trends, executive recruitment and workforce strategy to help organisations attract and retain high-impact talent. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Career Change at 50: A Full Guide](https://cmdrecruitment.com/career-change-at-50-guide) **Published:** October 14, 2025 **Author:** paul **Content:** **Quick Answer:** Changing careers at 50 is entirely possible and can be highly rewarding. With the right planning, mindset and use of transferable skills, many people successfully transition into new roles or industries later in life. **Key Takeaways** - A career change at 50 is achievable with planning and persistence. - Experience, networks and financial stability are major advantages. - Common paths include consulting, education, healthcare and entrepreneurship. - Challenges include retraining, salary adjustments and potential bias. - Preparation, research and adaptability are key to success. Reinventing yourself professionally at 50 might feel daunting, but it can also be one of the most rewarding decisions you make. With decades of experience behind you, this stage of life offers a unique opportunity to pursue work that aligns more closely with your interests, values and long-term goals. ## Can you really change careers at 50? Yes—changing careers at 50 is absolutely achievable. While it may come with challenges, your experience, resilience and established skill set can give you a strong advantage over younger candidates. Many employers value maturity, reliability and the ability to navigate complex situations—all qualities that often come with experience. ![Common career changes at 50](https://cmdrecruitment.com/wp-content/uploads/2023/10/What-career-changes-are-most-common-at-50.png) ## Popular career paths at 50 Career changers in their 50s often gravitate towards roles that leverage their existing knowledge or align with personal passions: - **Entrepreneurship:** Starting a business using industry experience. - **Education:** Teaching or mentoring in a chosen field. - **Healthcare:** Roles offering purpose and stability. - **Technology:** Moving into [digital roles](https://cmdrecruitment.com/technical-recruitment) through retraining. - **Consulting:** Advising organisations using specialist expertise. ## Advantages of a career change at 50 There are several benefits that can make this transition smoother than expected: - **Extensive experience:** Years of knowledge and transferable skills. - **Strong professional network:** Valuable contacts and opportunities. - **Financial stability:** Greater ability to take calculated risks. - **Maturity:** Emotional intelligence and resilience. - **Clarity of purpose:** A better understanding of what you want. ![Challenges of career change at 50](https://cmdrecruitment.com/wp-content/uploads/2023/10/What-are-the-disadvantages-of-a-career-change-at-50.png) ## Challenges to consider While the benefits are significant, it’s important to prepare for potential obstacles: - **Learning curve:** Adapting to new skills or industries. - **Salary changes:** Possible initial reduction in earnings. - **Age bias:** Overcoming misconceptions in hiring. - **Health considerations:** Matching roles to lifestyle and energy levels. - **Family commitments:** Balancing responsibilities during transition. AdvantageChallengeExperience & expertiseNeed to learn new skillsStrong networkPotential age biasFinancial securityPossible salary drop ## How to prepare for a career change ### 1. Assess your skills Identify transferable skills and strengths that can apply to your new career. ### 2. Research your options Understand the industry, job market and required qualifications. ### 3. Upskill where needed Take courses, certifications or [training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages) to close any knowledge gaps. ### 4. Leverage your network Reach out to contacts and mentors for advice and opportunities. ### 5. Update your CV Highlight transferable skills and frame your career change positively. ### 6. Prepare for interviews Be ready to explain your [motivations](https://cmdrecruitment.com/what-motivates-you-interview-question) and demonstrate commitment. ### 7. Stay persistent Career transitions take time—patience and consistency are key. ## Final thoughts Changing careers at 50 is not about starting over—it’s about building on everything you’ve learned so far. With the right mindset, preparation and support, you can create a more fulfilling and meaningful professional future. ## Highlights - Career change at 50 is achievable and increasingly common - Experience and networks provide a strong advantage - Planning and upskilling are essential for success - Flexibility and persistence improve outcomes - Opportunity to pursue passion and fulfilment ## Frequently Asked Questions ### Is it too late to change careers at 50? No—many people successfully transition careers later in life, using their experience as a strength. ### Will I need to retrain? Possibly, depending on the industry. Short courses or certifications can help bridge gaps. ### Can I earn the same salary? You may initially earn less, but experience and progression can help you rebuild earnings over time. **Thinking about a career change?** Speak to recruitment experts who can guide your transition and connect you with the right opportunities. [Get in touch today](https://cmdrecruitment.com/contact/) **About the Author** **CMD Recruitment Insights Team** Providing expert advice on career development, job searching and workforce trends. **Categories:** Advice --- ### [Why Is There a Technology Skills Gap? And How Can We Solve It?](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap) **Published:** July 4, 2025 **Author:** paul **Content:** **Quick Answer:** The technology skills gap is the shortage of qualified workers in areas like cybersecurity, data and software development. It’s driven by rapid innovation, limited training pathways and changing workforce expectations—but can be reduced through upskilling, flexible hiring and broader access to training. **Key Takeaways** - Tech skills shortages affect most employers due to rapid industry growth. - Key gaps exist in cybersecurity, data management and software development. - Barriers include limited awareness, training access and workforce burnout. - Flexible working and global competition impact talent retention. - Solutions include upskilling, widening entry routes and improving employer offerings. Employers are increasingly struggling to fill technology roles, with skills shortages affecting a significant proportion of organisations. As innovation accelerates, demand for skilled professionals is outpacing supply—creating a widening gap that businesses must address. ## What is a technology skills gap? A technology skills gap refers to the shortage of workers with the expertise required to perform specialised roles. In tech, this is particularly evident in areas such as: - Cybersecurity - Data analysis and management - Software development This gap means employers are competing for a limited pool of candidates, often slowing growth and innovation. ![Why is there a technology skills gap?](https://cmdrecruitment.com/wp-content/uploads/2023/07/Why-is-there-a-technology-skills-gap.png) ## Why does the technology skills gap exist? Several factors contribute to the shortage of skilled technology professionals: ### 1. Limited early awareness Many young people are not exposed to [technology careers](https://cmdrecruitment.com/technical-recruitment) early enough, limiting the number entering the field. A lack of visible role models—particularly for women—can also reduce participation. ### 2. Barriers to training and reskilling Access to affordable, flexible training is still limited for those looking to switch careers or upskill later in life. ### 3. Workforce burnout Skills shortages place pressure on existing employees, increasing workloads and contributing to [burnout](https://cmdrecruitment.com/employee-burnout-causes-and-prevention)—leading some to leave the sector entirely. ### 4. Changing expectations around work Demand for remote and flexible working has reshaped employee expectations. Employers who fail to offer this risk losing talent to competitors. ### 5. Global competition for talent Technology professionals can work internationally, increasing competition for skilled workers and making retention more challenging. ![How do we fix the technology skills gap?](https://cmdrecruitment.com/wp-content/uploads/2023/07/How-do-we-fix-the-technology-skills-gap.png) ## How can businesses close the gap? Addressing the technology skills gap requires a shift in how organisations attract, develop and retain talent: ### 1. Broaden hiring criteria Instead of focusing only on fully qualified candidates, consider individuals with the right aptitude and willingness to learn. ### 2. Invest in upskilling Train existing employees through apprenticeships, certifications and internal development programmes. ### 3. Rethink entry routes Remove unnecessary degree requirements and open opportunities to candidates from alternative backgrounds. ### 4. Improve employer offering Offer meaningful benefits such as [flexible working](https://cmdrecruitment.com/cipdflexworkingreport), career progression and work-life balance to attract and retain talent. ### 5. Increase awareness and diversity Promote technology careers earlier in education and encourage underrepresented groups to enter the field. ChallengeSolutionLimited talent poolBroaden hiring and remove rigid requirementsLack of training accessOffer flexible upskilling and apprenticeshipsEmployee burnoutImprove workload balance and retention strategiesRetention issuesEnhance flexibility and employee benefits ## Final thoughts The technology skills gap is unlikely to disappear overnight, but organisations that adapt their hiring and development strategies will be better positioned to compete. By focusing on potential, investing in people and creating attractive working environments, businesses can build stronger, more resilient teams. ## Highlights - High demand for tech skills across multiple sectors - Shortage driven by training gaps and workforce pressures - Flexible work expectations reshaping [talent retention](https://cmdrecruitment.com/reduce-hiring-costs-improve-it-retention) - Upskilling and alternative pathways are key solutions - Employer value proposition is critical in attracting talent ## Frequently Asked Questions ### What is a technology skills gap? It’s the shortage of workers with the technical expertise needed to fill specialised roles in areas like cybersecurity, data and software development. ### Why is the skills gap growing? Rapid technological change, limited training access and shifting workforce expectations are key contributing factors. ### How can companies address it? By investing in training, widening hiring criteria and offering flexible, attractive working conditions. **Struggling to find tech talent?** Partner with recruitment specialists who understand the evolving tech landscape. [Get in touch](https://cmdrecruitment.com/contact/) to find the right candidates faster. **About the Author** **CMD Recruitment Insights Team** We provide expert guidance on hiring trends, skills shortages and workforce strategies. *Reviewed by recruitment professionals.* **Categories:** Advice --- ### [How to Answer "Where Do You See Yourself in 5 Years?"](https://cmdrecruitment.com/where-do-you-see-yourself-in-5-years-time) **Published:** June 11, 2025 **Author:** paul **Content:** **Quick Answer:** To answer “Where do you see yourself in 5 years?”, focus on growth, skill development and increased responsibility—while aligning your ambitions with the role and keeping your answer realistic and flexible. **Key Takeaways** - Employers ask this to assess ambition and long-term fit. - Align your goals with the role and company direction. - Highlight skills you want to develop and responsibilities you want to take on. - Avoid unrealistic or overly rigid career plans. - Show enthusiasm for growth while remaining adaptable. “Where do you see yourself in five years?” is one of the most common—and challenging—interview questions. While it might feel like a trick, it’s actually an opportunity to demonstrate ambition, self-awareness and alignment with the role. The key is not to predict your exact future, but to show how you plan to grow professionally and how this role fits into that journey. ## What interviewers are really asking Employers aren’t expecting a detailed five-year plan. Instead, they want to understand: - Your level of ambition and [motivation](https://cmdrecruitment.com/ways-increase-motivation-workplace) - Whether you’re likely to stay and grow with the company - How well your goals align with the role Your answer should reassure them that hiring you is a worthwhile long-term investment. ## How to structure your answer ### 1. Talk about your ambition Focus on where you want to grow professionally. This might include stepping into [leadership](https://cmdrecruitment.com/common-leadership-interview-questions), gaining expertise, or contributing to larger projects. Tie your ambitions back to the company—for example, mentioning growth opportunities, expansion plans or team development. ### 2. Highlight skill development Discuss the skills you want to build over the next five years. This could include technical skills, leadership abilities or industry knowledge. Employers value candidates who are committed to continuous learning. ### 3. Keep it realistic and flexible Avoid rigid plans or unrealistic expectations. Instead, show that you’re adaptable and open to opportunities as they arise. A balanced answer demonstrates both ambition and maturity. ![Example answers for this question](https://cmdrecruitment.com/wp-content/uploads/2021/09/Example-answers-for-this-question.png) ## Example answers *“I’m excited about this opportunity because it allows me to build on my existing experience while developing new skills. Over the next few years, I’d like to take on more responsibility and contribute to larger projects, with the long-term goal of moving into a leadership role.”* *“I see myself continuing to grow professionally by refining my skills and gaining deeper industry knowledge. I’m particularly interested in ongoing training and development, and I’d eventually like to support and mentor newer team members.”* *“While I don’t have a fixed plan, I’m committed to developing my skills and adding value wherever I can. I’m keen to keep learning and exploring new opportunities within the business as I grow.”* ## What to avoid - Unrealistic ambitions (e.g. “running the company” too quickly) - Plans unrelated to the role - Overly vague or non-committal answers - Indicating you plan to leave soon Your answer should strike a balance between confidence and realism. ## Highlights - Focus on growth and development - Align goals with the role - Show ambition without overpromising - Keep your answer flexible - Demonstrate a learning mindset ## Frequently Asked Questions ### Why do interviewers ask this question? They want to understand your ambition, career direction and whether you’re likely to stay and grow with the company. ### Should I be specific? Be specific about your development goals, but avoid rigid long-term plans. ### Can I link my answer to the role? Yes—this is highly recommended, as it shows you’ve thought about how the role fits your career path. **Prepare for your next interview with confidence** Stand out with strong, well-structured answers that showcase your ambition and potential. [Explore candidate resources](https://cmdrecruitment.com/candidate-downloads/) to help you succeed. **About the Author** **CMD Recruitment Insights Team** We support candidates with practical advice to help them succeed at every stage of the job search. *Reviewed by recruitment professionals.* **Categories:** Advice, Interviews --- ### [What’s the Real Cost of Unfilled Job Vacancies?](https://cmdrecruitment.com/whats-the-real-cost-of-unfilled-job-vacancies) **Published:** March 31, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Unfilled vacancies cost businesses far more than recruitment itself—impacting productivity, team morale, customer relationships and ultimately revenue. The longer a role remains open, the greater the financial and operational damage. **Key Takeaways** - Average cost per hire in the UK is around £3,000—but vacancy costs are often higher. - Unfilled roles impact productivity, morale and business performance. - Delays in hiring shrink your talent pool and increase hiring difficulty. - Vacancies can damage employer brand and customer confidence. - Efficient, strategic hiring reduces long-term business risk. Many organisations carefully track their cost per hire—and even the cost of a bad hire, which can reach up to 30% of annual salary. However, far fewer businesses calculate the true cost of leaving a role unfilled. While the average UK hire may cost around £3,000, the cost of vacancy can be significantly higher when you factor in lost productivity, delayed output and strain on your team. ## **The overlooked cost of an empty vacancy** Unfilled roles create both direct and indirect costs. Financial losses are just one part of the picture—there are also impacts on team performance, morale and your overall business reputation. Across the UK, unfilled vacancies are estimated to cost businesses billions annually. While it’s difficult to calculate an exact figure for a single role, it’s clear that delays in hiring come at a significant price. ### **The longer a role stays open, the higher the cost** Delays in recruitment don’t just pause progress—they create a ripple effect across the business. Projects slow down, deadlines slip, and productivity declines. At the same time, the candidate market moves quickly. The longer you take to hire, the more likely you are to lose top talent to competitors. ## **Productivity and team impact** When a role is left vacant, existing team members are often required to take on additional responsibilities. While this may work short-term, it can quickly lead to [burnout](https://cmdrecruitment.com/employee-burnout-causes-and-prevention), frustration and reduced performance. - Increased workload for existing staff - Higher risk of mistakes and reduced quality - Lower morale and engagement - Reduced innovation and idea generation Over time, this pressure can lead to further turnover—creating a cycle of vacancies that becomes increasingly difficult to manage. ## **Customer and employer brand impact** Vacancies don’t just affect internal teams—they can also impact how your business is perceived externally. - Customers may experience delays or reduced service quality - Suppliers may struggle with inconsistent communication - Candidates may question why roles remain unfilled This can weaken your employer brand and make it harder to [attract top talent](https://cmdrecruitment.com/how-to-attract-executive-talent) in the future. ## **Loss of competitive advantage** When your business is stretched thin, competitors can step in and take advantage. - Missed opportunities for new business - Weakened client relationships - Reduced ability to innovate or scale In some cases, visible hiring struggles can even signal vulnerability—encouraging competitors to act more aggressively. ## **Tougher recruiting conditions** Ironically, unfilled vacancies can make future hiring more difficult. A backlog of open roles can create confusion in the market—especially if multiple agencies are advertising the same position. - Candidate confusion from duplicate job postings - Increased pressure on internal hiring teams - Greater risk of rushed or poor hiring decisions This can lead to “quick fixes” that result in bad hires—adding further cost and disruption. ## **How to overcome unfilled vacancies** Reducing the cost of vacancies starts with a more proactive and streamlined hiring strategy. - Act quickly when roles become vacant - Maintain clear communication with candidates - Work closely with HR and [hiring managers](https://cmdrecruitment.com/executive-interview-playbook) - Partner with a trusted recruitment specialist Using a consistent recruitment approach—rather than spreading roles across multiple channels—helps maintain brand clarity and improves candidate experience. ## Highlights - Vacancies cost more than hiring in the long run - Delays reduce [productivity](https://cmdrecruitment.com/productivity-vs-pay) and team morale - Employer brand can suffer from prolonged hiring gaps - Competitors can exploit operational weaknesses - Structured recruitment processes improve outcomes ## Frequently Asked Questions ### What is the cost of an unfilled vacancy? It includes lost productivity, reduced team efficiency, potential revenue loss and damage to employer brand. ### Why do vacancies impact team morale? Employees often take on extra responsibilities, leading to stress, burnout and reduced engagement. ### How can businesses reduce vacancy costs? By streamlining hiring processes, acting quickly and partnering with trusted recruitment specialists. **Fill roles faster and protect your business performance**Partner with a recruitment specialist who understands your business and delivers quality candidates efficiently. [Get in touch](https://cmdrecruitment.com/contact/) to discuss how to reduce vacancy costs and secure top talent. **About the AuthorCMD Recruitment Insights Team** We provide expert advice on hiring strategy, helping businesses minimise risk and build high-performing teams. *Reviewed by recruitment specialists.* **Categories:** Advice --- ### [What is C-level recruitment?](https://cmdrecruitment.com/what-is-c-level-recruitment) **Published:** May 20, 2025 **Author:** paul **Content:** **Quick Answer:** C-level recruitment is a specialised hiring process focused on identifying and placing senior executives such as CEOs, CFOs and COOs—individuals responsible for shaping strategy, driving growth and leading organisations at the highest level. **Key Takeaways** - C-level roles include top executives responsible for strategic leadership. - Recruitment is highly confidential and tailored to each organisation. - Culture, leadership style and vision are critical to candidate fit. - Executive search relies on targeted sourcing, not job ads. - Strong networks and industry insight drive successful placements. The C-level recruitment process differs significantly from standard hiring. Selecting the right executive has a direct and lasting impact on business performance, culture and long-term success. While a poor hire at junior level may be inconvenient, a misstep in the C-suite can be costly and disruptive. As a result, organisations often take a more strategic and measured approach when filling these roles. ![What does C-level recruitment refer to](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-does-C-level-recruitment-refer-to.png) ## What does C-level recruitment refer to? C-level recruitment focuses on hiring executives within the “C-suite”—the highest tier of leadership in an organisation. These individuals are responsible for major strategic decisions and organisational direction. Common roles include [Chief Executive Officer (CEO)](https://cmdrecruitment.com/ceo-chief-executive-officer-job-description), Chief Financial Officer (CFO), and [Chief Operating Officer (COO)](https://cmdrecruitment.com/coo-chief-operating-officer-job-description), supported by senior leadership such as directors and vice presidents. TopicKey PointDefinitionTargets senior executives who influence business direction and performance.SpecialisationRequires discreet, tailored search strategies and deep sector knowledge.Candidate FitLeadership style, culture alignment and vision are critical.ProcessFocuses on targeted sourcing and relationship-led engagement.ImpactDecisions influence long-term growth, stability and success.![What does a C-suite recruiter do?](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-does-a-C-suite-recruiter-do.png) ## What does a C-suite recruiter do? C-level recruiters specialise in identifying high-calibre leaders—often individuals who are not actively job seeking. Their role is less about filtering applications and more about proactive talent mapping and engagement. They leverage deep industry knowledge and networks to connect with senior professionals, assess their suitability, and present opportunities aligned with both candidate ambitions and organisational needs. ![Benefits of C-level recruitment](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-are-the-benefits-of-C-level-recruitment.png) ## What are the benefits of C-level recruitment? Working with a specialist executive recruitment partner offers several advantages over managing the process internally. ### 1. Reduced leadership churn A strong executive hire improves stability, maintaining confidence among employees, customers and investors. ### 2. Greater diversity External recruiters help broaden the candidate pool, reducing unconscious bias and improving leadership diversity. ### 3. Time and cost efficiency Outsourcing allows internal teams to focus on strategic decisions rather than early-stage sourcing. ### 4. Access to hidden talent Executive search connects organisations with [passive candidates](https://cmdrecruitment.com/benefits-of-hiring-passive-candidates) who may not be actively seeking new roles. ![How to choose the right C-level recruitment agency](https://cmdrecruitment.com/wp-content/uploads/2024/05/How-to-choose-the-right-C-level-recruitment-agency.png) ## How to choose the right C-level recruitment agency Selecting the right partner is critical. Look for agencies with a proven track record, strong industry connections, and a deep understanding of executive hiring challenges. Recommendations from senior leaders and existing executives can be particularly valuable, as they often have direct experience working with executive search firms. ## Highlights - C-level roles drive organisational strategy and growth - Executive recruitment is specialised and confidential - Focus on leadership, culture and long-term fit - Access to passive, high-calibre candidates - Improves retention, [diversity](https://cmdrecruitment.com/what-is-diversity-equity-and-inclusion) and efficiency - Relies on networks, insight and relationship-building ## Frequently Asked Questions ### What is C-level recruitment? It is the process of sourcing and hiring senior executives such as CEOs, CFOs and COOs who lead organisational strategy and performance. ### Why is C-level recruitment confidential? Confidentiality protects business strategy and encourages open discussions with senior candidates. ### How is it different from standard recruitment? It focuses on targeted sourcing, leadership assessment and long-term strategic fit rather than high-volume hiring. **Strengthen your leadership team** Access specialist executive search expertise to find leaders who drive real business impact. [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) and connect with top-tier C-level talent. **About the Author** **CMD Recruitment Insights Team** Our experts provide guidance on executive hiring trends, helping organisations build strong and effective leadership teams. *Reviewed by senior consultants.* **Categories:** Advice --- ### [Gen Z Is Here: What They Really Want from Employers in 2025](https://cmdrecruitment.com/what-gen-z-want-from-employers) **Published:** July 2, 2025 **Author:** paul **Content:** **Quick Answer:** To attract and retain Gen Z talent, employers need to prioritise transparency, flexibility, meaningful work, and continuous feedback—while offering clear expectations and opportunities for growth. **Key Takeaways** - Gen Z expects transparency around salary, progression, and company values. - Flexibility, wellbeing, and autonomy are essential—not optional. - Values-driven cultures matter more than traditional perks. - Regular feedback and mentoring outperform annual reviews. - Trust and mutual professionalism are key to engagement. They haven’t been in the workforce for long, but Gen Z is already reshaping workplace expectations. Trends like “quiet quitting” and candidate “ghosting” highlight a shift in how younger employees engage with employers. Unlike previous generations, Gen Z is less willing to follow traditional career paths or workplace norms. Employers must adapt their approach to attract, engage, and retain this emerging workforce. ![Gen Z explained](https://cmdrecruitment.com/wp-content/uploads/2025/05/Gen-Z-explained.png) ## Gen Z explained Gen Z includes individuals born between 1996 and 2010, making them true digital natives. They have grown up with smartphones, social media, and instant access to information. This shapes how they communicate, learn, and work. While they may avoid traditional communication methods like phone calls, they excel at adapting quickly to new technologies and digital tools. They are also highly aware of social issues, valuing [inclusivity](https://cmdrecruitment.com/how-to-promote-diversity-and-inclusion), mental health awareness, and diverse perspectives in the workplace. ![Make it easy to apply](https://cmdrecruitment.com/wp-content/uploads/2025/05/Make-it-easy-to-apply.png) ## Make it easy to apply Gen Z values speed and simplicity. Lengthy application processes that duplicate CV information are a major deterrent. Employers should streamline applications with one-click options and allow alternative formats such as video introductions or portfolios, especially to support neurodiverse candidates. ## Set your expectations Rigid working patterns are increasingly questioned by Gen Z. Instead of focusing on hours worked, employers should define clear outcomes and allow employees flexibility in how they achieve them. Transparent expectations around performance, [KPIs](https://cmdrecruitment.com/personal-goals-vs-kpis), and responsibilities help build trust and accountability. TopicKey PointPay transparencyClear salary ranges are expected upfront.FlexibilityHybrid work and wellbeing support are priorities.Values-driven culturePurpose and ethics influence job decisions.Feedback styleContinuous feedback is preferred.ProfessionalismMutual respect and accountability are expected. ![Give them trust](https://cmdrecruitment.com/wp-content/uploads/2025/05/Give-them-trust.png) ## Give them trust Gen Z employees want to feel trusted and empowered. They are often quick to identify inefficiencies and suggest improvements, particularly when it comes to technology. Employers who listen to their ideas and give them autonomy will benefit from innovation and increased engagement. While change can be challenging for more established teams, embracing new approaches is key to staying competitive. ## Final thoughts on Gen Z in the workplace Gen Z may seem disruptive, but they are simply accelerating changes that were already underway. They expect openness, fairness, and purpose from employers—and are willing to walk away if those expectations aren’t met. Employers who adapt will not only attract Gen Z talent but also create stronger, more modern workplaces for all employees. ## Highlights - Digital-first, tech-savvy workforce - High expectations for transparency and honesty - Strong focus on wellbeing and [flexibility](https://cmdrecruitment.com/cipdflexworkingreport) - Values-driven career decisions - Continuous learning and development mindset - Demand for mutual respect and accountability ## Frequently Asked Questions ### Why is salary transparency important to Gen Z? Many Gen Z candidates expect clear salary information upfront and may reject roles without it. ### What type of workplace culture appeals to Gen Z? Inclusive, purpose-driven environments that prioritise wellbeing and authenticity are highly attractive. ### How should employers manage Gen Z employees? Provide regular feedback, clear expectations, and opportunities for growth while allowing autonomy and flexibility. **Attract the next generation of talent** Create transparent, flexible, and purpose-driven roles that resonate with Gen Z candidates. [Post your job with CMD Recruitment](https://cmdrecruitment.com/post-a-job/) and connect with future-ready professionals. **About the Author** **CMD Recruitment Insights Team** Our recruitment specialists share insights on workforce trends, helping employers adapt to evolving candidate expectations. *Reviewed by senior consultants.* **Categories:** Advice --- ### [Remote vs. In-Office Hiring in 2025: What the Data Shows](https://cmdrecruitment.com/remote-vs-in-office-hiring) **Published:** September 11, 2025 **Author:** paul **Content:** **Quick Answer:** Hybrid working remains the dominant model in 2025, with fully remote roles declining. The most effective hiring strategy is offering flexible, role-based options supported by strong onboarding and clear expectations. **Key Takeaways** - Hybrid working is now the norm, while fully remote roles have declined. - Candidate demand for remote work still exceeds available roles. - Younger workers often benefit more from in-person collaboration. - Strong onboarding is essential for hybrid and remote success. - Role requirements should guide fair and transparent attendance policies. The pandemic changed working habits for the vast majority of office-based workers. Those able to do their job from home were asked to do so in order to keep operations running throughout the pandemic. But have we seen the pendulum swing back in the opposite direction? There has certainly been a shift, with many employers now encouraging or requiring a return to the office—either full-time or through structured hybrid models. Offices are often busiest midweek, reflecting this new rhythm. Some workers welcome the return, particularly those who struggle with focus at home or lack a dedicated workspace. Others—especially working parents or those who relocated during the pandemic—face increased costs and disruption when returning to office-based routines. ## In numbers: remote vs in-office working Before the pandemic in 2019, only 4.7% of UK workers worked from home. This surged to 46.6% in April 2020, before settling into a more sustainable hybrid model. By 2024–2025, over a quarter of UK adults report working from home at least part of the time. Working patterns also vary significantly by age: - Younger workers (16–24) are more likely to work on-site. - Mid-career professionals are more likely to work remotely or hybrid. - Senior workers often have the most flexibility. TopicKey PointPre/post pandemic shiftRemote work surged in 2020 and stabilised into hybrid models.Age differencesYounger workers commute more; mid-career professionals work hybrid.WFH benefitsImproved balance, productivity, and wellbeing for many.WFH drawbacksCollaboration challenges and home distractions.Market mismatchRemote roles attract far more applications than supply.Hiring trendRemote hiring declining at large firms; mixed trends elsewhere.Employer takeawayAdopt flexible, role-based hybrid supported by strong onboarding.## How does this impact hiring trends? Employee demand for remote and [hybrid work](https://cmdrecruitment.com/cipdflexworkingreport) remains strong. Surveys show key benefits include improved work-life balance, fewer distractions, and increased productivity. However, there are also downsides—particularly around collaboration, creativity, and potential isolation. Employers are therefore balancing flexibility with performance, often favouring hybrid models that combine focused home working with in-person collaboration. ## Changing trends in hybrid and remote roles Fully remote roles are now less common than during the pandemic peak. For example, a small percentage of job listings may account for a disproportionately large number of applications. Recent data shows [remote hiring declining](https://cmdrecruitment.com/the-future-of-remote-hiring) among larger companies, while smaller organisations remain more flexible. ## What can employers take away from this insight? The key takeaway is that flexibility is a powerful differentiator. Offering hybrid options can help attract top talent in a competitive market. However, a one-size-fits-all approach is unlikely to work. Different employees have different needs: - Early-career professionals benefit from in-person support and social interaction. - Experienced workers may prefer autonomy and remote flexibility. - Working parents often value reduced commuting time. ## Final thoughts on remote vs in-office hiring trends Remote and hybrid work are no longer temporary solutions—they are now embedded in modern working life. However, the future lies in balance rather than extremes. Employers that succeed will be those who: - Offer meaningful flexibility - Align working models with role requirements - Invest in [onboarding](https://cmdrecruitment.com/onboarding-for-employee-retention) and management capability Rather than choosing between remote or [office work](https://cmdrecruitment.com/why-are-employers-pushing-to-return-to-office-work), the most effective approach is designing a system that works for both the business and its people. ## Highlights - Hybrid vs office-first models - High demand for remote roles - Importance of onboarding - Age and career stage differences - Wellbeing and productivity trade-offs - Flexibility as a hiring advantage ## Frequently Asked Questions ### Is remote working still popular? Yes, demand remains high, although the number of fully remote roles has declined compared to pandemic levels. ### Who benefits most from office work? Early-career professionals often benefit from in-person collaboration, mentoring, and social interaction. ### What is the best hybrid strategy? The most effective approach is role-based, combining clear expectations, flexibility, and strong onboarding support. **Build a hiring strategy that attracts today’s workforce** CMD Recruitment helps organisations design flexible hiring approaches that attract and retain top talent. [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) and connect with candidates who fit your workplace model. **About the Author** **CMD Recruitment Insights Team** Written by recruitment specialists with expertise in hiring trends, workforce strategy, and employer branding across the UK. *Reviewed by senior consultants.* **Categories:** Advice --- ### [Job Guide to Living And Working In Bath](https://cmdrecruitment.com/living-and-working-in-bath-guide) **Published:** March 29, 2025 **Author:** paul **Content:** **Quick Answer:** Bath offers a unique mix of historic charm, strong job opportunities, and high quality of life—though higher living costs and transport challenges are important factors to consider before relocating. **Key Takeaways** - Bath combines historic beauty with modern career opportunities. - Strong employment sectors include tourism, education, healthcare, and tech. - Excellent transport links connect Bath to Bristol and London. - Higher property prices and traffic can be challenges for residents. - Lower unemployment gives candidates a competitive advantage in job searches. Are you thinking about relocating to Bath for work? You’re not alone. Bath is home to around 94,000 people, and it saw a large influx of newcomers during the pandemic. Bath was identified as an attractive alternative to cities like London, as it offered close transport links with the added benefits of lower rental costs and close proximity to areas of natural beauty. If you’re considering Bath as a potential option for your next move, read on to learn more about this vibrant and historic city. We’ll explore what it’s like to live in this city and the current employment opportunities to consider. ## Living and working in Bath Nestled in the picturesque countryside of Somerset, England, Bath is a city renowned for its stunning Georgian architecture, rich history, and vibrant cultural scene. With its Roman-built baths, elegant crescents, and lush greenery, Bath offers a unique blend of heritage and modern living. ### Housing One of the first considerations when relocating to Bath is finding suitable accommodation. You’ll be spoilt for choice, thanks to the diverse range of housing options, from quaint cottages in surrounding villages to elegant Georgian townhouses in the city centre. While property prices can be higher compared to other areas in the UK, there are still more affordable rental options available, particularly in suburban areas. ![Transportation in Bath](https://cmdrecruitment.com/wp-content/uploads/2024/03/Transportation.png) ### Transportation Bath benefits from excellent transport links, making it easy to navigate both within the city and beyond. The city centre is compact and walkable, while Bath Spa railway station provides regular services to London, Bristol, and other major cities. Local buses and strong road connections also make commuting straightforward. ### Education Families moving to Bath will find a wide range of educational opportunities. The city has well-regarded primary and secondary schools, both state-funded and independent. For higher education, the University of Bath and Bath Spa University offer excellent academic and vocational pathways. ### Employment opportunities Bath has a diverse and resilient economy, with strong opportunities in tourism, healthcare, education, and technology. The city also supports a thriving creative sector, attracting designers, artists, and entrepreneurs. Its proximity to Bristol further expands employment prospects, particularly for those considering hybrid or commuter roles. ![Culture and Recreation](https://cmdrecruitment.com/wp-content/uploads/2024/03/Culture-and-Recreation.png) ### Culture and recreation Living in Bath means being surrounded by cultural and recreational opportunities. From historic landmarks like the Roman Baths and Bath Abbey to museums and galleries, the city offers something for everyone. Outdoor enthusiasts can enjoy walking, cycling, and exploring nearby countryside and villages. ### Dining and nightlife Bath boasts a vibrant dining and nightlife scene, with a wide selection of cafés, restaurants, pubs, and live music venues catering to all tastes. ![Challenges of living in Bath](https://cmdrecruitment.com/wp-content/uploads/2024/03/What-challenges-are-there-for-living-in-Bath.png) ## What challenges are there for living in Bath? Despite its appeal, Bath does come with challenges. High property prices can make buying difficult, and traffic congestion alongside limited parking can make car ownership less practical. Public transport is generally reliable, but disruptions such as rail strikes can occasionally impact commuting. ![Challenges of working in Bath](https://cmdrecruitment.com/wp-content/uploads/2024/03/What-challenges-are-there-for-working-in-Bath.png) ## What challenges are there for working in Bath? The job market in Bath is competitive, with many professionals choosing to remain in stable roles during economic uncertainty. However, lower unemployment rates mean fewer candidates are competing for roles, which can give job seekers a stronger negotiating position when it comes to [salary and benefits](https://cmdrecruitment.com/salary-benchmarking-and-benefits). Employers may offer higher salaries to attract top talent, but expectations and performance standards are often equally high. ## Conclusion With its rich history, stunning architecture, and vibrant cultural scene, Bath offers an exceptional place to live and work. Whether you’re drawn by career opportunities, lifestyle benefits, or its unique charm, the city has something to offer a wide range of professionals. If you can fill a [skills gap](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening) in the local job market, you may benefit from strong earning potential and attractive career progression—alongside living in one of the UK’s most beautiful cities. ## Highlights - Historic city with strong cultural appeal - Diverse job opportunities across key sectors - Excellent transport connections - High quality of life with access to nature - Competitive job market with strong salary potential ## Frequently Asked Questions ### Is Bath a good place to work? Yes, Bath offers strong employment opportunities, particularly in education, tourism, healthcare, and creative industries. ### Is Bath expensive to live in? Property prices are higher than many UK regions, but the lifestyle benefits often balance the cost for many residents. ### Can you commute from Bath? Yes, Bath has strong rail and road links to Bristol, London, and surrounding areas, making commuting a viable option. **Looking for work in Bath or the South West?** CMD Recruitment connects talented professionals with leading employers across Bath, Bristol and Wiltshire. [Browse current vacancies](https://www.cmdrecruitment.com/jobs/) or speak with our recruitment specialists today. **About the Author** **CMD Recruitment Career Team** This article was created by recruitment experts at [CMD Recruitment](https://www.cmdrecruitment.com/), supporting candidates and employers across the South West. The team shares insights on careers, hiring trends, and regional job markets to help professionals make informed decisions. *Reviewed by senior recruitment consultants.* **Categories:** Advice --- ### [Job Guide to Living And Working In Wiltshire](https://cmdrecruitment.com/job-guide-to-living-and-working-in-wiltshire) **Published:** April 24, 2025 **Author:** paul **Content:** **Quick Answer:** Wiltshire offers a strong combination of career opportunities, affordability, and quality of life, making it an attractive location for both professionals and families. **Key Takeaways** - Wiltshire blends countryside living with access to major cities. - The region offers diverse job opportunities across multiple industries. - Transport links make commuting to nearby hubs practical. - Lower cost of living improves overall lifestyle quality. Wiltshire successfully straddles the line between countryside living and metropolitan city life. With bustling towns like Bath and Bristol within a stone’s throw of the region, or the quaint chocolate box villages of the Cotswolds, there’s no shortage of variety. Wiltshire is a county in the southwest of England, bordering Gloucestershire, Oxfordshire, Berkshire and Somerset. The largest town in the area is Swindon, followed closely by Salisbury and Chippenham. The region is known throughout the world as the site of Stonehenge and there is plenty of pre-Roman archaeology to explore in the area. Today, Wiltshire is a thriving region for those looking for work opportunities. It enjoys higher than [average salaries](https://cmdrecruitment.com/average-salary-uk-vs-us/) compared to other counties of a similar scale, and there are also plentiful job prospects thanks to the many large companies that call Wiltshire home. Many industries are booming in the area, making it a popular spot for job seekers from surrounding regions. ![History of Wiltshire](https://cmdrecruitment.com/wp-content/uploads/2024/04/History-of-Wiltshire.png) ## History of Wiltshire Wiltshire has historically been a rural area best known for farming and agriculture. During the Industrial Revolution, Swindon put the area on the map as this was the site of many locomotive manufacturing sites. The Great Western Railway was pivotal in the development of the Swindon region and made it one of the fastest growing towns in Europe in the 19th Century. The last steam engine was produced in the region in 1960 and the practice had all but wound down by the 1970s. The site is now a thriving steam engine museum. Aside from the role Swindon and Wiltshire played in the Industrial Revolution, it is the Neolithic history that attracts attention today. Wiltshire is the home of Stonehenge and the Avebury Stone Circles, both of which are UNESCO World Heritage sites that attract many visitors to the region every year. ## Modern day Wiltshire Today, Wiltshire is a thriving county with plenty to offer its residents in terms of entertainment and areas of stunning natural beauty. Wiltshire is an ideal location for outdoor pursuits, with the Cotswolds and the North Wessex Downs right on your doorstep. There’s no shortage of stately homes with large sprawling gardens to explore, including Longleat Safari Park. Many people flock to the region to enjoy a slice of the country life while still having easy access to cultural hubs like London and Bristol. There’s no shortage of quaint villages with thatched roof homes and weekend farmers’ markets to keep you busy. TopicKey PointLifestyleWiltshire offers countryside living with cultural and leisure amenities.Jobs MarketJob opportunities span multiple sectors and skill levels.TransportGood rail and road access to nearby cities like Bristol and London.CommunityStrong local communities, schools and facilities support quality of life.Recruitment SupportLocal recruitment partners can help with job placement and hiring.![Job prospects in Wiltshire](https://cmdrecruitment.com/wp-content/uploads/2024/04/Job-prospects-in-Wiltshire.png) ## Job prospects in Wiltshire Those moving to Wiltshire for the job prospects will be ideally placed to take advantage of a number of different avenues. Some of the largest companies in the UK call [Swindon](https://cmdrecruitment.com/job-guide-to-living-and-working-in-swindon/ "Job Guide to Living And Working In Swindon") home and there are also plenty of large companies that are always looking for workers. In Wiltshire, you are ideally placed to make the most of the transport links to Bath, Bristol and London. Finding a role with hybrid working arrangements in these cities would not be unusual. The largest employers in the region include BMW/Mini, Dolby Labs, Dyson, Halcrow, Intel, NPower, National Trust, Cisco, Nationwide Building Society and Zurich Financial Services. The area also boasts a thriving small business sector, offering plenty of opportunities depending on the career path you would like to explore. ![Living in Wiltshire](https://cmdrecruitment.com/wp-content/uploads/2024/04/Living-in-Wiltshire.png) ## Living in Wiltshire Compared to areas like London and Bristol, the cost of living in Wiltshire is significantly lower. Your money will go further in the region whether you choose to buy or rent. It could also be argued that the quality of living is much higher, as there is more access to green space and outdoor activities. Popular places to live in Wiltshire include Swindon, Salisbury and Chippenham. For those with school age children, there is no shortage of choice. There are 30 publicly funded county secondary schools and 11 independent secondary schools to choose from in the region. There are also four further education colleges, including New College (Swindon); Wiltshire College (Chippenham, Trowbridge and Salisbury); Salisbury Sixth Form College; and Swindon College. Wiltshire is one of the few counties in the UK that does not have a university, but Oxford Brookes University does have a Swindon campus. Wiltshire is home to many festivals and events throughout the year, often with a focus on the rural and outdoor pursuits. The Ageas Salisbury International Arts Festival takes place every year between May and June. Theatre lovers will be well-served with the Wyvern Theatre and Arts Centre and the Swindon Dance, both in Swindon. There’s also the Wiltshire Music Centre in Bradford-upon-Avon which hosts a range of concerts and the Young Gallery in Salisbury for a regular rotation of art exhibitions. ![Most popular towns and cities in Wiltshire](https://cmdrecruitment.com/wp-content/uploads/2024/04/Most-popular-towns-and-cities-in-Wiltshire.png) ## Most popular towns and cities in Wiltshire Those looking for [job opportunities in Wiltshire](https://cmdrecruitment.com/recruiting-in-wiltshire-attracting-talent/ "Recruiting in Wiltshire: Attracting Talent") would be advised to start their search in Swindon. This is the largest town in the area and therefore the biggest employer. Other areas to consider include Salisbury and Chippenham. For village living, consider Lacock, Castle Combe, Sherston and Tisbury. These places offer the very best examples of countryside living, with well-preserved mediaeval architecture. Bradford-upon-Avon also offers an ideal mix of culture and countryside. If you’re thinking about relocating to Wiltshire for work, there’s no shortage of opportunities and beautiful places to settle down. Whether you’re looking for outdoor living, culture and heritage or easy access to the nation’s capital for a relatively lower cost, Wiltshire has it all. To learn more about employment opportunities in the region, get in touch with our team. Explore new career opportunities in Wiltshire — [register with us](https://cmdrecruitment.com/candidates/register-with-us/) to access local roles and benefit from expert guidance on the regional job market. ## Highlights - Wiltshire offers a balance of countryside and city access - Strong and diverse job market across sectors - Excellent transport connections to major cities - Lower cost of living compared to London and Bristol - High quality of life with strong community amenities ## Frequently Asked Questions ### What does this topic mean? This refers to the lifestyle, job market, and opportunities available when living and working in Wiltshire. ### Why is this topic important? Choosing where to live and work impacts career prospects, lifestyle, and overall wellbeing, making regions like Wiltshire highly attractive. ### How does this affect job seekers or employers? Job seekers can benefit from strong opportunities and quality of life, while employers gain access to a skilled and diverse local workforce. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Is It Time To Redefine The Preferred Suppliers List (PSL)?](https://cmdrecruitment.com/is-it-time-to-redefine-the-preferred-suppliers-list-psl) **Published:** August 10, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Preferred Supplier Lists (PSLs) can streamline operations and reduce costs, but they must be actively managed to avoid limiting flexibility, innovation, and supplier performance. **Key Takeaways** - PSLs help build trusted supplier relationships and simplify procurement. - Over-reliance on PSLs can reduce flexibility and limit access to new opportunities. - Regular reviews are essential to maintain performance and avoid complacency. - A balanced, fair approach ensures long-term supplier quality and value. Trust is everything in business. With trust comes faster processes, less hassle and quality. Understandably, many organisations want to have suppliers that they can trust and rely upon. This is why Preferred Suppliers Lists are so common in business. But, do they really provide the right benefits that make creating a PSL worthwhile? Our Operations Manager, Dan Barfoot further discusses whether it’s time to redefine the PSL. ### The Benefits Of Preferred Supplier Lists Curating a PSL can really help to streamline processes and overheads too. By utilising just a few select suppliers, it is possible to negotiate favourable pricing and payment terms. This can significantly reduce upfront costs and make sound financial and business sense. Another significant benefit of a PSL is the fact that suppliers have a better understanding of your business and what it requires. A strong relationship with suppliers allows them to understand what your expectations are and how best they can fulfil your requirements. What’s more, a supplier will adapt with you. As your company grows and evolves, a close-knit relationship with suppliers will see them moving and modifying with your business in order to support you. One of the primary reasons that organisations choose to use supplier lists is for the simplicity it can provide. There is a considerable amount of paperwork that can come with frequent supplier changes. Communication can be difficult, and creating a system that works for both of you can take time. Consequently, having a list of preferred suppliers means you have already established a strong form of communication, and you can significantly reduce the level of bureaucracy. Reliability is another critical benefit of PSL. Suppliers who know what you require can ensure they will be reliable in their delivery. This ensures your expectations are always met, satisfaction remains high, and there is a sustainable, practical and enjoyable reason to continue working with that supplier. ### ![The Drawbacks Of Preferred Supplier Lists](https://cmdrecruitment.com/wp-content/uploads/2024/12/The-Drawbacks-Of-Preferred-Supplier-Lists.png) ### The Drawbacks Of Preferred Supplier Lists What we notice as recruitment consultants is that a significant drawback of a PSL is the limitations it imposes. For example, a PSL of recruiters means a business will not enjoy access to a broader talent pool. This could restrict their ability to find the right recruit for the company and also make the recruitment process much longer while [searching for the right candidate](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate/) that comes onto the books of the preferred recruitment consultant. There is typically a lack of flexibility that comes with a preferred supplier list when you are limited to just one or two suppliers. This can dramatically reduce the options available to you and can often inhibit out-of-the-box thinking. Following on from this is the potential lack of innovation that can occur through a PSL. When you set supplier expectations, a comfortable supplier is unlikely to deviate from these set requirements. Similarly, the business may feel restricted in their options too. It can inhibit the progress the company makes and can cause a stifling effect where the business doesn’t have the opportunity to grow, evolve and seek alternatives that may be better suited for the organisation. Understandably a PSL can create an air of complacency. Once a supplier is on the PSL, they may feel less inclined to impress or go the extra mile for you. Similarly, a business may close off opportunities made by other suppliers because of the PSL in place. Often the idea of a PSL is a shrug-off for sales calls. It stops suppliers from getting a foot in the door. However, often when businesses have a PSL in place, they do not know who the decision-maker is for the supplier list and when it is up for renewal. This can lead to confusion and can actually cause PSLs to become outdated and stale if no one in the business takes ownership of it and makes an effort to regularly update it. AspectImpactBenefits of PSLsReduced costs, simpler processes, better communication, and strong supplier trust.Drawbacks of PSLsCan limit talent or supplier pools, reduce flexibility, and foster complacency.Avoid ComplacencyRegularly review and update PSLs to maintain supplier accountability.Create BalanceNegotiate cost-effective deals while keeping arrangements beneficial for suppliers.Personal Service LevelShift to a results-driven model emphasising service quality, accountability, and mutual benefit. ### ![How To Make PSLs Work For The Better](https://cmdrecruitment.com/wp-content/uploads/2024/12/How-To-Make-PSLs-Work-For-The-Better.png) ### How To Make PSLs Work For The Better With the benefits covered already in the article, it is understandable why businesses would have a preferred supplier list in place. However, organisations must ensure that they do not lose out by having a PSL. So, how can organisations make their preferred supplier list work harder for them? ## Avoid Complacency Regularly reviewing and updating a supplier list is a fantastic way to show that the organisation will not settle for complacency. If suppliers know that you periodically review your options, this ensures that the suppliers you do work with will continue to provide a high level of service that meets your needs. Any suppliers that do not meet your expectations can then be easily removed and replaced with suppliers that can provide the level of service you’re looking for. ## Create The Balance In many cases, businesses drive a hard bargain for the suppliers, which mean the agreement for the supplier is not always fruitful. This can actually cause lower results as the quality is sacrificed for quantity or lower costs. However, by selecting specialist suppliers who understand the business, it is still possible to strike a cost-effective deal while making the proposal attractive for all parties involved. ## Focus On Personalisation With so many suppliers itching to get their foot in the door, it is easy to shut the door on all opportunities to avoid time-wasters. Understandably, suppliers who send out mass blanket emails do not show the commitment in wanting to work with you and shouldn’t command your attention. However, by considering the suppliers that do work hard to understand your business and prioritise personalisation and professionalism, can actually show the quality that they can provide. When suppliers showcase their abilities, it is worthwhile considering the benefits that you can reap with them on your lists. ### Redefining Preferred Supplier Lists To Personal Service Level For businesses to optimise their PSLs, it can be worthwhile redefining the Preferred Supplier List to Personal Service Level. With this, organisations can set clear expectations and requirements, and the reward for achieving this is worthwhile for suppliers too. This keeps the hunger and desire to succeed. By focusing on accountability, service consistency and mutual benefit, both parties can better align their goals. With a results-driven focus, it is possible to get more from your suppliers and increase cost-efficiency, without shutting the door on potentially better opportunities or emerging market innovations. Looking to redefine how you work with suppliers—or improve your recruitment partnerships? [Contact CMD Recruitment](https://cmdrecruitment.com/contact/) today to explore tailored solutions that drive better results. ## Highlights - Trust and reliability are key drivers for PSL adoption - PSLs streamline processes and reduce administrative overhead - Limitations include reduced flexibility and innovation - Regular reviews prevent complacency and outdated supplier lists - Personal Service Levels improve accountability and performance ## Frequently Asked Questions ### What does this topic mean? This refers to the use of Preferred Supplier Lists (PSLs) in business and how they can be optimised or redefined to improve supplier relationships and outcomes. ### Why is this topic important? PSLs impact cost, efficiency, and supplier quality, so managing them effectively can significantly influence business performance. ### How does this affect job seekers or employers? For employers, it affects hiring flexibility and access to talent. For suppliers and recruiters, it determines access to opportunities and the level of competition. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Show Your Personality at a Job Interview](https://cmdrecruitment.com/how-to-show-your-personality-at-a-job-interview) **Published:** March 22, 2025 **Author:** paul **Content:** **Quick Answer:** Showing your personality in an interview helps employers understand who you are beyond your CV, increasing your chances of standing out and securing the role. **Key Takeaways** - Employers assess personality as well as skills during interviews. - Nerves can hide your true personality, so preparation and relaxation are key. - Body language, tone, and personal stories help express authenticity. - Being yourself allows employers to assess your true fit for the role. Some roles require you to have the right personality to be able to succeed. For a sales role, you typically need to be a chatty extrovert, and for creative roles, you need to be able to think outside of the box and stand by your ideas. Your skills and experience are not the only things under the microscope during an interview, employers are also often looking at your personality, so you need to find a way to make sure this shines through. ![Why do we leave our personalities at the door in interviews?](https://cmdrecruitment.com/wp-content/uploads/2023/03/Why-do-we-leave-our-personalities-at-the-door-in-interviews.png) ## Why do we leave our personalities at the door in interviews? A common problem that individuals face is when their nerves get the better of them and they become afraid to show their personality. This is a natural response to a fear of rejection. If you let your personality shine through and you don’t get the job, you might feel like it was your personality that they didn’t like. However, if you don’t let your true personality shine through, you run the risk of the employer thinking that your nervous persona is just your normal personality. This could lead them to think you lack the confidence to succeed in the role. While it might be scary to be our authentic selves in an interview setting, it’s the only way to give the employer an accurate view of who we are and what we have to offer. ![Ways to show your personality in an interview](https://cmdrecruitment.com/wp-content/uploads/2023/03/Ways-to-show-your-personality-in-an-interview.png) ## Ways to show your personality in an interview Now we know why it’s important to show personality in an interview setting, let’s explore some of the ways to get your personality across during an interview. ### Think about what you wear Our clothes say a lot about us, so your choice of outfit will speak for you, even if you leave your personality at the door. You can afford to show your personality in your choice of interview attire and still keep things professional. A sharp and serious suit says that your personality is all business. But when you add a smart/casual accent, it might help you to relax. Women can show their personality with accessories, hairstyles, handbags and shoes. ![Don’t neglect your body language](https://cmdrecruitment.com/wp-content/uploads/2023/03/Dont-neglect-your-body-language.png) ### Don’t neglect your body language Your [body language](https://cmdrecruitment.com/body-language-tips-ace-job-interview/) is another unconscious form of communication. Allow your body language to be completely natural and you will be able to project a confident personality. Extroversion isn’t the only way to be in an interview, introverts are also welcome to share their personality. Introverted body language might be more restrained and considered. ### Speak in your own voice Obviously you need to speak in your own voice, it’s the only one you have. But you’d be surprised how many people adopt new mannerisms in an attempt to be more professional and polished. This usually happens when you have practised job interview questions until you are blue in the face and no longer remember what your own voice sounds like. Remember to be your authentic self when speaking to the interviewer. ![Share personal stories ](https://cmdrecruitment.com/wp-content/uploads/2023/03/Share-personal-stories.png) ### Share personal stories If your personal stories are relevant to the job and the questions asked, don’t be afraid to mention non-work related examples in your answers. You could talk about your hobbies or other things you enjoy doing outside of work. When you are asked [situational interview](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations/) questions, the answer doesn’t have to include a work story and you can absolutely share examples of times you have demonstrated these essential skills and qualities outside of work. ### Relax Nothing will conceal your personality more than nerves. When we’re nervous, we are often hyper-aware of our words and actions, which can lead us to tone things down completely. When this happens, we lose the parts of our personality that make us unique. Learning how to relax in an interview setting is one of the best ways to make sure that you can let your personality shine through. You can also allow your sense of humour to show up. A lot of people are scared to make jokes or have a sense of humour in a job interview because they are afraid of looking silly. Remember that the interview panel are just people, and they will love speaking to someone who can make them laugh at an appropriate moment. ## Closing thoughts Being seen as more personable could help you to land the role, so pay close attention to how you act and speak in interviews. ## Highlights - Personality plays a key role in interview success - Nerves can hide your true self if not managed - Body language and tone communicate confidence - Personal stories help demonstrate authenticity - Relaxation helps your personality shine naturally ## Frequently Asked Questions ### What does this topic mean? This refers to expressing your authentic personality during interviews so employers can assess your cultural and role fit. ### Why is this topic important? Employers hire based on both skills and personality, so showing who you are can help you stand out from other candidates. ### How does this affect job seekers or employers? Job seekers who show personality are more memorable, while employers gain a clearer understanding of candidate suitability and team fit. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [How to Reply To an Interview Request (With Examples)](https://cmdrecruitment.com/how-to-reply-interview-request) **Published:** September 23, 2025 **Author:** paul **Content:** **Quick Answer:** Responding to an interview invitation professionally means replying promptly with a polite, clear confirmation of details, demonstrating organisation and enthusiasm. **Key Takeaways** - Respond quickly to show professionalism and interest. - Keep your tone polite, clear, and positive. - Always confirm interview details such as date, time, and location. - Proofreading your message reflects attention to detail. Even in these modern times, there are still some companies that don’t respond to job applications. This is incredibly disappointing, particularly when you have spent so much time creating a [covering letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) and bespoke CV. So when you receive a response, not only acknowledging your application but also requesting you to attend an interview, it’s natural to be excited. ## **Be professional and positive** Receiving this type of positive response from an employer is a great first step. You know that the amount of time and effort you spent on your application was worthwhile. Now you need to move forward, not only replying to the interview request but also doing so in the right way. Your first reaction might be to dash off a quick note, eager to grab the opportunity quickly, but this is not the best way to respond. Your email to them needs to be professional and positive. Never write in the same way as if you were replying to a friend and read your text several times before pressing the ‘send’ button. You should also carry out a spellcheck using the software available on your computer (such as in Word) and use a programme to check the grammar, such as the one supplied by [www.grammarly.com](http://www.grammarly.com). ## **Examples of replies** Your reply will vary according to the sort of email you received: Email request for an interview from a prospective employer When you receive this type of email, it’s good business etiquette to respond the same day. This shows that you are organised, interested and appreciative of the employer’s response. Begin by thanking them for their email and then clearly agreeing to the date and time they have set: ***Dear Mr X*** *Many thanks for your email inviting me to attend an interview for the position of Marketing Manager with your company. I confirm that I am available on the 3rd November 2022 at 2 pm and look forward to seeing you at your office.* *Should you require any further details from me in advance of our meeting, please let me know.* *Regards* *John Smith* *Mobile 12345 76899* As you can see, your reply doesn’t need to be complicated or fussy. Just confirm your attendance and the date, time and location. Email from prospective employer requesting a phone call At times, employers might be less formal. You might receive a brief email from them asking you to [phone to schedule an interview](https://cmdrecruitment.com/phone-interview-dos-and-donts/). In this case, you should make the phone call, confirm a time, date and location and then send an email to clarify the details: ***Dear Mr X*** *It was great to talk to you today and thank you for considering me for the role of Marketing Manager with your company. I confirm that I will attend for interview on the 3rd November 2022 at 2 pm.* *Should you require any further details from me in advance of our meeting, don’t hesitate to let me know.* *Regards* *John Smith* *Mobile 12345 76899* Email from a prospective employer asking you to reply to a third party to fix an interview The third-party in this case will usually be the HR department, but not always. It could be one of the other managers, a P.A. or even a supervisor. In these circumstances, you should email the named person with a c.c. of the message to the person that contacted you (the person you will see at the interview). This helps to keep everyone in the communication loop. Here is a sample email that you would send to the person arranging the interview: ***Dear Mrs S*** *c.c. Mr X* *I am contacting you in response to an email I received today from Mr X, asking that I get in touch to fix an interview for the position of Marketing Manager. It would be great if you could let me know what times suit you best. I will then make myself available.* *Alternatively, if you would like to give me a call, we can discuss times over the phone.* *I look forward to hearing from you and to finding out more about the position with your company.* *Regards* *John Smith* *Mobile 12345 76899* Always try to make yourself available, but if there are times that are difficult for you, let the recipient know. You might wish to say, “I am available for interview during my lunch hour or before 9 am or after 5 pm. If this is not suitable, I will arrange to take time off to agree with your time and date.” ## **Summary** No matter what type of request you are responding to, any communication from a prospective employer should be treated with care. Make the most of this by responding in the right way and you will already be one step up on the ladder of success. Follow our lead, make your reply to an interview request professional and well written and the reader will notice. Don’t be tempted to think that because it is an email you can be informal or lacking in attention to detail. If you want to dash your hopes of obtaining this new position, send an email full of spelling and grammatical mistakes; you will immediately go to the bottom of the pile as far as interest from your prospective employer goes. When you have worked so hard to get to this point, make the most of the situation. ## **We can help** The team at CMD Recruitment are well versed in helping candidates with their job search. Our website is full of useful information and we are always available at the end of the phone if you wish to discuss a certain position in more detail. Check out our [candidate downloads](https://cmdrecruitment.com/candidate-downloads/) and blogs for useful information. Alternatively, you can search for suitable jobs [here.](https://jobs.cmdrecruitment.com/) ## Highlights - Respond promptly to interview invitations - Maintain professional email etiquette - Confirm all interview details clearly - Use polite and positive language - Check spelling and grammar before sending ## Frequently Asked Questions ### What does this topic mean? This refers to responding appropriately to interview invitations with clear, professional communication that reflects positively on you as a candidate. ### Why is this topic important? Your response sets the tone for your interaction with the employer and can influence their perception of your professionalism and attention to detail. ### How does this affect job seekers or employers? For job seekers, a well-written response improves their chances of progressing. For employers, it helps identify organised and professional candidates early in the process. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [How Recruiters Search for Candidates on LinkedIn](https://cmdrecruitment.com/how-recruiters-search-for-candidates-on-linkedin) **Published:** October 6, 2025 **Author:** paul **Content:** **Quick Answer:** LinkedIn has become a powerful recruitment tool, enabling recruiters to source, evaluate, and engage with candidates more effectively while expanding their talent pool. **Key Takeaways** - LinkedIn gives recruiters access to a vast global talent pool. - Advanced search tools help identify highly relevant candidates. - Direct messaging enables personalised outreach and engagement. - Company profiles play a crucial role in attracting top talent. LinkedIn, often referred to as the professional’s playground, has become an indispensable tool for modern recruitment. People log on every single day to spruce up their profiles, apply for jobs and connect with others in their field. It’s a remarkable networking site for job seekers and for anyone wanting to further their career and broaden their horizons – but where does that leave recruiters? The reality is that recruiters are just as excited about LinkedIn as job seekers – it’s an invaluable tool that allows us to connect with more candidates and vet them for suitability when it comes to open roles. As a [recruitment agency](https://cmdrecruitment.com/), we embrace the many wonders of LinkedIn and the benefits it can offer us. When searching for the right candidate for our clients, this social media platform has changed the game, allowing us to reach a wider pool of talented, skilled and experienced employees who are either open to or actively looking for work. Let’s jump into the ways in which we, as recruitment professionals, use LinkedIn to refine and enhance our recruitment strategy. ![LinkedIn and Recruitment: A Few Eye-Opening Facts, Figures and Statistics](https://cmdrecruitment.com/wp-content/uploads/2023/10/LinkedIn-and-Recruitment-A-Few-Eye-Opening-Facts-Figures-and-Statistics.png) ## LinkedIn and Recruitment: A Few Eye-Opening Facts, Figures and Statistics Let’s check out a few incredible facts and statistics from the networking site sometimes dubbed “Facebook for Professionals”: - LinkedIn boasts [930 million users across 200 countries](https://news.linkedin.com/about-us#Statistics) and regions. This creates an expansive, global talent pool for recruitment specialists to tap into. Whether we’re looking locally or internationally, LinkedIn offers unparalleled reach. - Every week, over [61 million people](https://thesocialshepherd.com/blog/linkedin-statistics) are actively looking at LinkedIn for the [next step in their careers](https://cmdrecruitment.com/how-to-show-youre-ready-for-the-next-step-in-your-career/). - In 2022, LinkedIn saw an incredible [22% increase in engagement](https://www.socialmediatoday.com/news/linkedin-continues-to-see-record-levels-of-engagement-and-sessions-growth/628203/). - [16.2%](https://www.linkedin.com/pulse/28-linkedin-stats-you-need-know-2023-joe-apfelbaum/) of LinkedIn users are active every single day - [101 applications](https://blog.hootsuite.com/linkedin-statistics-business/) are submitted through LinkedIn every second – so it’s most certainly a platform where you want to show off your vacancy - Around [40 million people](https://www.linkedin.com/pulse/5-mindblowing-linkedin-statistics-job-search-harshad-bhagwat-1e/) search for jobs every week on this platform - 57% of people [use LinkedIn for their job searches](https://westwoodone.com/blog/2021/05/03/as-the-economy-recovers-and-the-labor-force-tightens-passive-job-seekers-outnumber-active-job-seekers-four-to-one-companies-can-reach-them-with-audio-the-soundtrack-of-the-american-worker/) - Every year, over [three million employees](https://thesocialshepherd.com/blog/linkedin-statistics) are hired through LinkedIn - In terms of employer satisfaction, [67% of recruiters](https://thesocialshepherd.com/blog/linkedin-statistics) say that employees hired through LinkedIn are of higher quality ![Before We Start: Getting a Good Picture of The Ideal Candidate](https://cmdrecruitment.com/wp-content/uploads/2023/10/Before-We-Start-Getting-a-Good-Picture-of-The-Ideal-Candidate.png) ## Before We Start: Getting a Good Picture of The Ideal Candidate LinkedIn might be an amazing tool for a recruiter, but regardless of what mediums we use as an employment agency, our recruitment strategy always begins in the same way – defining the ideal candidate for the role. This is important in general terms, but when using LinkedIn, it helps us to streamline our search so we can find just the right person for the company in question. Before we search for candidates on LinkedIn, we begin by: - Creating a job description and person specification - Identifying key skills and qualifications - Determining the level of experience needed When looking at candidates, we take this into consideration, as well as other factors, including location preferences, [remote work](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) or hybrid work preferences and the need for flexibility. All of this is agreed upon with our clients, to ensure we’re all on the same page moving forward. Once we have an idea of the ideal candidate, our real work begins. ![How Recruiters Use LinkedIn to Broaden Their Search and Source The Best Candidates](https://cmdrecruitment.com/wp-content/uploads/2023/10/How-Recruiters-Use-LinkedIn-to-Broaden-Their-Search-and-Source-The-Best-Candidates.png) ## How Recruiters Use LinkedIn to Broaden Their Search and Source The Best Candidates As recruiters, we have honed a well-defined process when it comes to leveraging LinkedIn to find employees. This process integrates seamlessly into our broader recruitment strategies, offering a multifaceted approach to talent scouting. ### **1. Candidate Sourcing** As recruiters, we use LinkedIn’s search and filtering tools to identify potential candidates. We apply specific criteria such as location, industry, [job title](https://cmdrecruitment.com/is-your-cv-job-title-searchable/) and skills to narrow down our search. This stage often involves keyword searches, where we look for candidates whose profiles contain keywords relevant to the job opening. ### **2. Profile Evaluation** Once we identify potential candidates, we delve into profile evaluation. [LinkedIn profiles](https://cmdrecruitment.com/the-perfect-linkedin-profile-a-checklist/) serve as digital resumes, presenting a comprehensive overview of a candidate’s professional journey. We meticulously review candidates’ LinkedIn profiles to assess their qualifications, experience and suitability for the role. This evaluation extends beyond the basics; we also consider endorsements, recommendations and the candidate’s network to gauge their professional reputation and connections. We can even use a candidate’s profile to get indications as to whether or not he or she will be a good cultural fit for a given organisation, based on their interests, affiliations and causes. ![Engagement and Outreach](https://cmdrecruitment.com/wp-content/uploads/2023/10/Engagement-and-Outreach.png) ### **3. Engagement and Outreach** LinkedIn offers recruiters a direct line of communication with potential candidates. We can send InMails (LinkedIn’s messaging system) or connection requests to initiate contact. When we search for candidates, we craft personalised messages to express their interest and outline the job opportunity. The goal here is not just to identify candidates but to engage them in meaningful conversations. ### **4. Building Relationships** A great attribute of LinkedIn is that it serves as a platform for relationship-building. This social network lets us connect with candidates and engage in ongoing discussions, nurturing relationships. This step involves gaining insights into candidates’ aspirations, career goals and motivations all of which help in tailoring job offers and opportunities. LinkedIn also makes it possible to keep track of existing candidates. Here at CMD Recruitment, we have an extensive network of candidates and it can be hard to keep track of them all. LinkedIn makes it easy to see when a client leaves their company, which can prompt us to get back in touch and perhaps put that candidate in touch with a promising company. ![Job Postings](https://cmdrecruitment.com/wp-content/uploads/2023/10/Job-Postings.png) ### **5. Job Postings** LinkedIn allows recruiters to post job openings on our company pages or through paid job postings. This feature ensures that job vacancies reach a broad and relevant audience. Candidates can apply directly through LinkedIn, simplifying the application process. ### **6. Utilising LinkedIn Groups** LinkedIn groups play a valuable role in the recruitment process. As recruiters, we’re able to make the most of the platform by joining industry-specific groups, allowing us to source candidates or participate in discussions to identify potential talent. ### **7. Data-Led Insights** LinkedIn provides recruiters with analytics tools to track the effectiveness of our recruitment efforts. We can monitor the performance of job postings, the reach of their messages and the engagement with candidates. This data-driven approach allows us to fine-tune our strategies to increase the odds of success. ![Tools and Premium Features for Recruiters on LinkedIn](https://cmdrecruitment.com/wp-content/uploads/2023/10/Tools-and-Premium-Features-for-Recruiters-on-LinkedIn.png) ## Tools and Premium Features for Recruiters on LinkedIn While it is entirely possible to use the free version to search for candidates on LinkedIn, LinkedIn offers premium features specifically tailored to recruiters, allowing them to enhance their candidate search and [streamline the whole recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/). This ultimately works in our client’s favour, as we’re able to get them the best talent possible in a quicker time frame. Here are some of LinkedIn’s premium features for recruiters and how they are used: - **Advanced Search Filters:** LinkedIn Recruiter provides recruiters with advanced search filters, allowing them to refine their candidate searches based on criteria such as location, industry, experience level and more. This granularity helps recruiters pinpoint the most relevant candidates. - **InMail Credits:** Recruiters with LinkedIn Recruiter subscriptions receive InMail credits, which they can use to send direct messages to candidates, even if they are not connected. This feature is valuable for reaching out to passive candidates. - **Enhanced Candidate Insights**: LinkedIn Recruiter provides recruiters with access to more extensive candidate insights, including detailed profile views, keyword suggestions and competitor insights. This information aids in making informed decisions about potential candidates. - **Talent Pipeline Management:** Recruiters can create and manage talent pipelines, which are organised lists of potential candidates. This feature streamlines candidate tracking and helps recruiters stay organised throughout the hiring process. ![We Advise Clients to Spruce Up Their Company Page](https://cmdrecruitment.com/wp-content/uploads/2023/10/We-Advise-Clients-to-Spruce-Up-Their-Company-Page.png) ## We Advise Clients to Spruce Up Their Company Page While we always go the extra mile for our clients when it comes to recruitment and talent sourcing, in today’s day and age, it helps if companies play their part, too. Employees are increasingly savvy when it comes to checking out employer profiles. People want to know what a company is like and how it treats its workforce and checking out company reviews and social media activity is all part of that. In this sense, a company’s profile is hugely important to attracting top performers. Once we have engaged with candidates and got them excited about the role, they will inevitably check your company profile. If it’s lacking, employees will likely be disappointed at best and suspicious at worst. We recommend that companies take the time to spruce up their company pages, highlighting the benefits of working with your company and giving an impression of company culture. Your company is your brand, and you want potential employees to buy into it and ultimately champion it when they come aboard. For recruiters, LinkedIn’s enduring strength and value lies in its vast user base, streamlined search capabilities and the opportunities it offers for building and showcasing a professional brand. It plays a significant role in connecting professionals and fostering meaningful connections, making it an indispensable tool in the evolving world of talent acquisition. It’s clear that as the years go by, LinkedIn will offer more and more to forward-thinking recruitment agencies, allowing us to do our jobs and offer our services at a rate never before imagined. If you’re looking to attract the best and brightest, [advertise a job](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment today. We’re experienced across different recruitment sectors and we have a longstanding reputation for matching promising candidates with leading companies. [Contact us](https://cmdrecruitment.com/contact/) today to see how we can help you. ## Highlights - LinkedIn provides access to a global pool of skilled candidates - Recruiters use advanced search filters to target ideal candidates - Direct messaging enables personalised outreach - Data insights help refine recruitment strategies - Strong company profiles attract higher-quality applicants ## Frequently Asked Questions ### Why is LinkedIn important for recruitment? LinkedIn offers access to a vast network of professionals, making it easier for recruiters to find, connect with, and evaluate candidates. ### How do recruiters find candidates on LinkedIn? Recruiters use advanced search filters, keywords, and profile analysis to identify and shortlist suitable candidates. ### Do companies need an active LinkedIn presence? Yes, a strong company profile helps attract candidates and builds trust by showcasing company culture and values. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How AI Is Changing Recruitment: A Guide for UK Employers](https://cmdrecruitment.com/how-ai-is-changing-recruitment) **Published:** October 4, 2025 **Author:** paul **Content:** **Quick Answer:** AI is transforming recruitment by automating time-consuming tasks, but success depends on balancing efficiency with human oversight, transparency, and ethical use. **Key Takeaways** - AI can significantly speed up recruitment processes like screening and scheduling. - Human oversight remains essential to avoid bias and maintain fairness. - Transparency with candidates builds trust when using AI tools. - Clear policies help organisations use AI responsibly and effectively. A few years ago, AI was still very much a novelty within the workplace. But today, it has invaded every corner of our working life; often without us even realising it. You might be surprised at how many tools you use every day that are powered by AI. Recruitment is one area that has seen proliferation of AI happen at a staggering pace. While there are many benefits to be found by using AI to streamline essential processes, there are also some common pitfalls that employers need to be aware of. As with any new technology, it’s essential for companies to understand how it works before they let it loose. Monitoring is also essential to ensure there is always human oversight. While AI might be able to speed up recruitment processes, it shouldn’t be used as a replacement for human insight. In this guide, we’re looking at how AI is changing recruitment and how employers can make the most of these advancements without risking alienating their existing staff and future hires. It’s a delicate line to walk, but one that can be navigated with ease, provided you are attentive to the possibilities and limitations of AI. ![How is AI improving recruitment?](https://cmdrecruitment.com/wp-content/uploads/2025/06/How-is-AI-improving-recruitment.png) ## How is AI improving recruitment? AI has arrived and is now shaking up many common recruitment practices. Perhaps the most obvious way that AI is helping to improve the recruitment sector is through advanced filtering of applications. AI is capable of processing a vast number of applications, filtering out those that lack the core [qualifications](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/) and allowing HR professionals to focus on the most qualified applicants. AI can also be put to work in an appointment-setting role. For example, it could schedule interviews with candidates and speed up the process, freeing up HR professionals to focus on preparing for said interviews. AI is also being put to good use in designing aptitude tests for candidates, which can help to quickly determine if a candidate has the skills and experience needed. Aptitude testing as part of the interview process can often help to determine between two strong candidates. It’s not only in candidate selection and interview scheduling that we’re seeing AI put to good use. It can also be used to generate job descriptions and candidate profiles, which can be a relief when the recruitment goes beyond a single hire. HR teams can quickly scale up recruitment processes without requiring additional resources. HR professionals are also finding AI can help them to stay connected with candidates without having to dedicate time and resources to this task. It can help with quickly drafting candidate newsletters, or compiling job opportunities to share on social media or email marketing channels. In short, AI can help to amplify the work of [HR professionals](https://cmdrecruitment.com/what-is-human-resources/), allowing them to operate with the resources of a much larger team, without actually having to expand their team. It can allow a single HR professional to do a lot more with the same resources. TopicKey PointApplication filteringAI screens for core qualifications to surface stronger shortlists faster.Scheduling & communicationsAutomates interview booking and candidate updates to save time and reduce delays.Assessments & contentSupports aptitude tests, job descriptions, and talent pipeline campaigns at scale.Limitations & pitfallsRisk of bias, unreliable outputs, and candidate use of AI reducing CV/cover letter signal.Legal & accountabilityMaintain human oversight and document decisions to manage emerging compliance risks.Policy & transparencyDefine approved AI uses, disclose automation, and explain data handling and retention.Impact on HR careersFewer entry-level admin tasks; plan development routes and skills growth for HR juniors.![What are the limitations of AI in recruitment?](https://cmdrecruitment.com/wp-content/uploads/2025/06/What-are-the-limitations-of-AI-in-recruitment.png) ## What are the limitations of AI in recruitment? While AI might be useful for streamlining the workload for HR professionals, it’s important to note the potential limitations and pitfalls. At present, AI is still seen as untrustworthy and unreliable, so it’s vital for HR professionals to retain control over all output and interactions. While AI might be able to assist with certain tasks, be wary about allowing it to take the wheel just yet. There is still the risk of bias within AI models, as the output will still depend on the input. If AI models have been trained on a limited dataset, then expect limitations in the output. This is another reason that HR professionals should retain complete oversight over all decision making. This will help you to avoid complications if a candidate feels they have been unfairly ruled out by an AI agent. It’s also worth noting that candidates have access to AI in the same way that HR professionals do. Employers are seeing a lot more candidates apply for roles with copy-and-pasted AI cover letters and CVs. It’s difficult to say you do not support this practice if your own job descriptions are produced using the same methodology. The introduction of AI into recruitment has been responsible for eroding the importance of the CV and the [cover letter](https://cmdrecruitment.com/simple-steps-to-writing-an-outstanding-cover-letter/). It’s easier than ever before to churn out hundreds of tailored cover letters that are perfectly matched to a job description. This is no longer a signal of high intent, which reduces the importance of the cover letter for many employers. What is more important now is that the candidate actually matches up to the aptitudes they have outlined in their cover letter and CV, as there is the risk they will submit an application that stretches the truth. Designing an interview and assessment process that helps to weed out the qualified candidates from those using AI dishonestly will be essential to help prevent high employee turnover and churn. ![What are the legal implications of AI in HR?](https://cmdrecruitment.com/wp-content/uploads/2025/06/What-are-the-legal-implications-of-AI-in-HR.png) ## What are the legal implications of AI in HR? We don’t yet know if and how AI will impact HR departments from a human perspective. There is a saying within the tech sector that no decision should ever be made by something that cannot be held accountable. [Artificial intelligence](https://cmdrecruitment.com/leveraging-ai-in-recruitment/) would certainly fall within this category. HR program Workday is currently in the midst of legal troubles as it stands accused of discrimination by a number of candidates. How [this lawsuit](https://www.independent.co.uk/news/world/americas/collective-action-lawsuit-workday-ai-hiring-b2756914.html) plays out could have widespread implications for the use of AI within the HR sector, but at present it’s down to individual companies to govern how they use AI in their hiring practices. ## How can employers strike a balance between AI and human recruitment? First things first, you need to develop a policy on how AI will be used within your recruitment processes. This should outline what can be automated and what requires a human touch. You might even decide that any generative AI content must always be checked and signed off by a named employee, so nothing can split between the cracks. Next, you need to decide how it will support your recruitment objectives. There needs to be a strong business case for introducing AI into the HR recruitment workflow. For every streamlined automation, decide how this additional time will be used by your HR team to improve operations. It’s also important to be honest about the use of AI in your recruitment processes. While most people know when they are speaking with an AI chat bot, the same cannot be said for an automated email service. Rather than trying to mask AI use within your organisation, be open about how it is utilised. If a candidate is receiving an automated email, don’t be afraid to include this information in the signature, along with support to help the candidate reach an actual person, if required. Candidates also have a right to know how their information and data will be used by AI. We have to remember that everything we feed into an AI tool will also be used to train and refine the tool. You may need to update your policies to ensure that candidates can actively agree to their data being used in this manner. You might also think about how you can allow candidates to opt out. AI can be perfectly integrated into the recruitment process, provided it is done with intention. Consider the potential impact of introducing AI, and monitor how it improves, changes or damages your recruitment processes. Employers need to be willing to be wrong on certain decisions, so if AI isn’t working out as they had hoped, it’s far better to pause and review. This process of pivoting when things don’t work out as expected can help to avoid embarrassment if the automation process goes wrong in some way. ## Final thoughts on AI in recruitment There’s little sense in trying to avoid AI at this stage. Candidates are already using it to get ahead, so it makes sense for employers to follow suit. When used correctly, AI could help to streamline processes to help HR professionals do more with fewer resources. One potential impact on employers is that there will be less entry-level tasks for junior HR professionals to take on. This could make it more difficult for organisations to develop their pipeline of HR staff. It will be vital for organisations to consider how this will impact their businesses now and in the future. As with all new technology, it should never be rolled out unchecked. And even once it has proven itself to be effective, there needs to be human oversight. This will help to ensure your recruitment retains a human touch. While AI might help to speed up time consuming processes, it’s important not to lose sight of the human part of human resources. Candidates don’t want to work for a nameless, faceless entity, so don’t allow your recruitment processes to give them this impression. AI should always be used to make your HR professionals more effective, not to replace them. Leverage the power of AI while keeping the human touch in your hiring process. [Post your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment and connect with top talent efficiently and responsibly. ## Highlights - AI speeds up application screening and shortlisting - Automates scheduling and candidate communications - Supports job descriptions, assessments, and outreach - Requires human oversight to reduce bias and errors - Transparency and clear policies are essential - Regular monitoring helps refine AI use over time ## Frequently Asked Questions ### How is AI used in recruitment? AI is commonly used for screening applications, scheduling interviews, drafting job descriptions, and communicating with candidates. ### What are the risks of using AI in hiring? Risks include bias in decision-making, unreliable outputs, and reduced authenticity in applications due to candidate AI use. ### How can companies use AI responsibly in recruitment? By maintaining human oversight, creating clear policies, being transparent with candidates, and regularly reviewing AI performance. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Top 12 Highest Paying Jobs in Accounting](https://cmdrecruitment.com/highest-paying-jobs-in-accounting) **Published:** August 23, 2025 **Author:** paul **Content:** **Quick Answer:** Accounting offers a wide range of high-paying career paths, with salaries increasing significantly based on experience, qualifications, and specialisation. **Key Takeaways** - Accounting is a well-paid and stable career with strong progression opportunities. - Professional qualifications like CIMA or ACCA are essential for success. - Senior roles such as CFO and Finance Director can command six-figure salaries. - Experience and choosing the right employer significantly impact earning potential. If you’re looking for a high-paying career, you may want to consider accounting. Accounting is one of the most important and well-paid professions in the business world. The average accountant earns a salary of around £40,000 per year, and some job titles can command salaries of six figures or more. But what does it take to become an accountant? And what career progression is available? In this article, we’ll explore the top-paying jobs in accounting and discuss what it takes to get into this lucrative field. ## What is an accountant? An accountant is a professional who provides financial services to individuals, businesses, and other organizations. Accountants typically have a background in accounting, finance, or business. They use their skills to prepare and maintain financial records, prepare tax returns, and advise clients on financial matters. There are many different types of accountants, and they can specialize in different areas of the profession. For example, some accountants work as auditors, investigating the financial records of businesses to ensure they are accurate and compliant with regulations. Others may work as tax accountants, helping clients to minimize their tax liability. There are also [management accountants](https://cmdrecruitment.com/management-accountant-interview-questions), who provide advice on financial planning and budgeting to businesses. ## How do you become an accountant? To [become an accountant](https://cmdrecruitment.com/how-to-start-a-career-in-accounting), you will need to have a strong background in mathematics and financial accounting. You will also need to complete a professional accounting qualification, such as the Chartered Institute of Management Accountants ([CIMA](https://www.cimaglobal.com/)) or the Association of Certified Chartered Accountants ([ACCA](https://www.accaglobal.com/)). These qualifications are recognized worldwide and will give you the skills and knowledge you need to succeed in the profession. There is also a lot of competition for jobs in accounting. To give yourself the best chance of success, it’s important to gain experience in the field. Many accountants start their careers as interns or trainees, working their way up the ladder. Employers often look favourably at candidates who have previous experience in an accounting role. ## How much can an accountant earn? The average salary for an accountant in the UK is around £40,000 per year. However, salaries can vary depending on experience, qualifications, and job title. For example, a trainee accountant may earn a salary of £20,000 to £30,000 per year, while a senior accountant could earn £50,000 or more. There are also many high-paying jobs in accounting. For example, financial controllers typically earn salaries of £80,000 or more. And chief financial officers (CFOs) can earn six-figure salaries for some companies. So if you’re looking for a high-paying career, accounting is definitely worth considering. ## The top 12 highest earning jobs in accounting ### 1. Financial controller – £50,117 A financial controller is a senior accounting position responsible for the financial health of an organization. They typically have a degree in accounting or finance, and they must be certified accountants. Financial controllers are responsible for preparing financial statements, overseeing budgeting and forecasting, and providing financial advice to management. ### 2. Chief financial officer – £99,220 A [chief financial officer (CFO)](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description) is a senior executive position responsible for the financial health of an organization. They are the highest-ranking financial executive in an organization, and they report to the CEO or president. CFOs are responsible for preparing financial statements, overseeing budgeting and forecasting, and providing financial advice to management. ### 3. Finance director – £103,620 A finance director is a senior executive position responsible for the financial health of an organization. They report to the CEO or president and are responsible for preparing financial statements, overseeing budgeting and forecasting, and providing financial advice to management. ### 4. Tax manager – £45,730 A tax manager is a professional who specializes in tax planning and compliance. They work with individuals, businesses, and other organizations to ensure they are compliant with tax laws. Tax managers typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ### 5. Internal auditor – £34,353 An internal auditor is a professional who audits an organization’s financial records. They ensure that the organization is complying with financial regulations and that its financial statements are accurate. Internal auditors typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ### 6. Risk manager – £49,958 A risk manager is a professional who helps organizations identify and manage risks. They work with businesses to assess risks, develop risk management plans, and implement controls to mitigate risks. Risk managers typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ### 7. Compliance officer – £27,309 A compliance officer is a professional who ensures that an organization is compliant with laws and regulations. They work with businesses to develop compliance programs, monitor compliance activities, and investigate potential violations. Compliance officers typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ### 8. Tax accountant – £29,413 A tax accountant is a professional who specializes in tax planning and compliance. They work with individuals, businesses, and other organizations to ensure they are compliant with tax laws. Tax accountants typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ### 9. Financial analyst – £34,017 A financial analyst is a professional who provides an analysis of an organization’s financial statements. They work with businesses to assess financial performance, identify risks and opportunities, and make recommendations for improvement. Financial analysts typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ### 10. Accounting manager – £35,578 An accounting manager is a professional who oversees the accounting function of an organization. They are responsible for ensuring that financial statements are accurate and comply with regulatory requirements. Accounting managers typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ### 11. Treasury analyst – £42,500 A treasury analyst is a professional who manages an organization’s cash flow. They work with businesses to forecast cash needs, invest surplus funds, and borrow money when needed. Treasury analysts typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ### 12. Credit analyst – £43,336 A credit analyst is a professional who evaluates an organization’s financial statements to determine its creditworthiness. They work with businesses to assess risk and make recommendations for credit decisions. Credit analysts typically have a degree in accounting or finance, and they may be certified public accountants (CPAs). ## What is the best way to increase your earning potential? Once you are qualified as an accountant, the best way to increase your earning potential is by sticking with it. Accountants will naturally see their salaries increase as their experience in the sector increases. Another great way to increase your earnings is to choose the right company to work for. Some will offer attractive bonuses and profit-sharing schemes, so good performance will be rewarded with increased earning potential. And finally, you could consider securing chartered status. As a chartered accountant, you will have access to a wider range of jobs with earnings in excess of £80,000. Add on bonus schemes, benefits and a generous pension plan, and it becomes easy to see why this route is an attractive option for many accountants. ## Highlights - Accounting offers strong salary progression and long-term career stability - Professional qualifications like ACCA and CIMA are essential - Senior roles such as CFO and Finance Director offer six-figure salaries - Experience and employer choice significantly impact earnings - Chartered status can unlock higher-paying opportunities ## Frequently Asked Questions ### Is accounting a high-paying career? Yes, accounting offers competitive salaries, with senior roles often reaching six figures depending on experience and qualifications. ### What qualifications do I need to become an accountant? Most accountants complete professional qualifications such as ACCA or CIMA, along with gaining practical experience. ### How can I increase my salary in accounting? You can increase your salary by gaining experience, achieving chartered status, and progressing into senior or specialised roles. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Commuting vs. Relocating: What’s Best for South West Job Seekers?](https://cmdrecruitment.com/commuting-vs-relocating) **Published:** July 3, 2025 **Author:** paul **Content:** **Quick Answer:** Deciding whether to commute or relocate for a job in the South West depends on your lifestyle, finances, and priorities, with both options offering distinct advantages. **Key Takeaways** - Relocating can improve work-life balance and reduce commuting costs. - Commuting allows you to maintain stability in your current home and lifestyle. - Hybrid working can offer flexibility but should be agreed upfront. - Personal factors like family, finances, and lifestyle should guide your decision. The pandemic changed employment trends more than we ever thought possible. The short-term necessity to work from home led many employees to realise they were more efficient and much happier without their daily commute. But now that restrictions have been lifted, many companies are working hard to encourage their employees back into the office. While some organisations have been happy to embrace a distributed team, this isn’t right for every company. There are some roles that cannot be done remotely, and the loss of face-to-face interactions would be detrimental to productivity. This leaves employees with a dilemma; if they land a new role in the South West, should they commute or consider relocating? The South West is booming in terms of employment growth and new opportunities. So rather than focus on areas like the South East for opportunities, the best candidates are now looking for roles in the South West. In this guide, we’re looking at the pros and cons of commuting versus relocating, so you can decide which route is right for you. ![Job opportunities in the south west](https://cmdrecruitment.com/wp-content/uploads/2025/03/Job-opportunities-in-the-south-west.png) ## Job opportunities in the south west Places like Bristol, [Bath](https://cmdrecruitment.com/what-is-the-bath-job-market-like/), Exeter and Cornwall are hotspots for hiring at the moment. If you ever thought you needed to stick to London for job opportunities, think again. There are plenty of employers of all sizes with opportunities to rival the London region. But if you don’t already live there, you might be wondering if it is better to relocate or to commute. Relocating offers the following benefits: - Opportunity to reduce your commute, which could help to improve your work/life balance. - Some organisations will offer a relocation signing bonus to help with moving costs. - There might be cheaper spots to put down roots in London, and there might be areas in the South West that are just as pricey as the capital, but on the whole, rent and house prices will be lower in the South West. - A shorter commute means lower transport costs, which can have a significant impact on your take-home pay. You could even get rid of your vehicle entirely and rely on public transport or a bike to get to work. On the other hand, commuting also has its benefits: - You might find that your current living situation is already affordable, and moving would just lead to greater costs, which may not be covered by your employer. - If you have children in school, staying put will often be preferable to relocating. - A longer commute could allow you to negotiate a [hybrid working arrangement](https://cmdrecruitment.com/the-future-of-working-from-home/) that suits your needs. However, it’s important not to accept an office-based role assuming that you’ll be able to negotiate this later. Always make sure this is part of the job offer if this is important to you. - Commuting provides a divide between your working day and your home life than some people enjoy. It can help you to truly “switch off” and leave work in the office. - If you have been using part of your home as an office, moving back to a full-time [office-based role](https://cmdrecruitment.com/why-are-employers-pushing-to-return-to-office-work/) could help you to reclaim this section of your home. - Relocating could mean giving up friends, family and your local community. If you have a rich social life in your current area, you might not want to give this up. OptionBenefitRelocatingImproved balance, lower transport and housing costs, possible signing bonusCommutingStability in current home, family consistency, no moving cost or disruptionHybrid WorkingFlexible balance, but must be agreed upfront in the offerWork/Home SeparationCommuting supports a clearer boundary of work and home lifeDecision FactorsConsider finances, family, social ties, and commute practicality![How to decide what is right for you?](https://cmdrecruitment.com/wp-content/uploads/2025/03/How-to-decide-what-is-right-for-you.png) ## How to decide what is right for you? If you have been offered a role in the South West and you don’t currently reside there, you have a big decision to make. It’s vital to iron out any potential issues before accepting the role, as it could be considered misleading to accept a role and then demand changes further down the line. You need to look at your current situation and determine what is working and what isn’t. For example, look at the cost of staying where you are versus the cost of relocating. You also need to factor in your wider family such as your partner and any children. Is your partner on board with this move? Are your children at an age when they can move without too much disruption? You should also think about the impact of a commute on your work/life balance. Can you find a way to make the commute productive? Or do you enjoy the time spent commuting as a way to wind down after a long day? Finally, consider transport links and how practical it will be to commute every day. A commute with lots of connections has the potential to go wrong, leaving you late for work. Think about if the journey is practical or if it could become stressful. By following these steps, you will be closer to making an informed choice about whether to relocate or commute. Another highly effective way to make this decision would be to make a list of factors to consider, assign them a level of importance, and then rate each option from 1-10. This will allow you to assign a number value and determine which decision is right for you. Exploring roles in or around the South West? [Contact](https://cmdrecruitment.com/contact/) CMD Recruitment today or browse our [latest vacancies](https://cmdrecruitment.com/jobs/) to find opportunities that fit your lifestyle—be it near or new. ## Highlights - Relocating may reduce commute time and costs - There may be relocation incentives and cheaper living outside London - Commuting preserves current home stability and avoids family disruption - Hybrid work can help—but must be confirmed in the job offer - Commuting can help separate work and home life ## Frequently Asked Questions ### Should I relocate or commute for a new job? The decision depends on your personal circumstances, including finances, family commitments, and lifestyle preferences. ### Is hybrid working a good compromise? Hybrid working can offer flexibility, but it’s important to ensure it is agreed upon in your contract rather than assumed later. ### What factors should I consider before relocating? Consider cost of living, family needs, commute time, and long-term career benefits before making your decision. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Build a Resilient Talent Pipeline in an Uncertain Economy](https://cmdrecruitment.com/build-a-resilient-talent-pipeline) **Published:** September 9, 2025 **Author:** paul **Content:** **Quick Answer:** Building a resilient talent pipeline means proactively planning, sourcing, and nurturing candidates so your business can continue hiring effectively despite economic uncertainty. **Key Takeaways** - A strong talent pipeline requires ongoing planning, even when hiring slows. - Diversifying sourcing and nurturing passive candidates reduces risk. - Technology and structured processes improve hiring efficiency. - Employer branding and retention are key during uncertain markets. During uncertain times, it’s essential to be able to streamline operations and remain agile. The cost of finding, hiring and [retaining talent](https://cmdrecruitment.com/creating-a-positive-work-culture/) often increases during uncertain market conditions. The best talent is more likely to stay put, so the pipeline of prospective employees often dries up. During these times, it pays to be responsive and flexible. It’s also a good time to think about refining your recruitment processes to ensure there are no weak points in the pipeline. You can also shift focus to employee retention, ensuring your existing team has everything they need to be able to do their best work. In this guide, we’re looking at how to build a resilient talent pipeline that will help your organisation to weather any storm. Read on to learn all of our top tips for improving your talent pipeline. ![Define your offering](https://cmdrecruitment.com/wp-content/uploads/2025/05/Define-your-offering.png) ## Define your offering A strong brand position and voice will help to attract prospective workers to your company without any effort on your part. The simple act of being a highly desirable employer will help to attract top talent without any outreach. Start by defining your [company values](https://cmdrecruitment.com/company-culture-explained/) and personality. Use your website and social media channels to communicate these core principles. While it might start with a creative careers page on your website, these principles that you advertise on your website need to be clearly communicated through everything that you do. These need to be seen and felt by your existing employees, so they can communicate this with their friends and acquaintances. This is how you define your offering and turn your recruitment drives into a magnetic force. ## Adapt your workforce A rigid workforce structure leaves your organisation vulnerable in an uncertain economy. Rather than relying on full-time employees, consider exploring differing working contracts, including freelance and contract workers. This simple adjustment can help you to remain agile and flexible, even in the face of difficult economic times. While freelance and contract workers might command higher day rates than a full-time employee, they are much more flexible in their approach. TopicKey PointForecastingMap future roles and skills to business plans; create priority talent segments with hiring triggers.Sourcing mixBlend referrals, talent communities, events, targeted adverts, and partnerships to avoid single-source risk.Nurture strategyKeep passive candidates warm with periodic updates, insights, and light-touch check-ins tied to value.AssessmentUse structured interviews, work samples, and scoring rubrics aligned to role outcomes and culture.Experience & brandDeliver quick, transparent processes and realistic previews to boost conversion and reduce reneges.OnboardingPlan handovers, mentors, and 30/60/90 goals to protect early productivity and retention.KPIs & iterationTrack time-to-shortlist, offer-accept, quality-of-hire, diversity mix, and source ROI; refine quarterly.![](https://cmdrecruitment.com/wp-content/uploads/2025/05/Never-switch-off-recruitment.png) ## Never switch off recruitment A common mistake is to slow down recruitment when times are difficult. There is some logic in this, as it’s a simple way to cut costs, but the long-term costs of starting from scratch can be much higher. By having an always on recruitment process, you can continue to collect prospective CVs, even when you aren’t hiring for a specific role. You might have general job descriptions on your website to help guide candidates in the type of [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) you would be looking for. Monitor the CVs that land in your recruitment inbox, and take action when you spot a candidate with standout skills. ## Start a referral scheme Your existing employees might be the best source of leads. By starting a referral scheme, you can offer a financial incentive for employees to recommend their friends, family and former colleagues. This will give you a head start on the recruitment process, as you might be the first company that gets to talk to these candidates when they leave a role. There’s also a good chance that you’ll get to have this conversation before they have even handed in their notice. It can be an excellent source of referrals that come pre-screened, and with a personalised recommendation from workers you already trust. It also costs less to hire from a referral. ![Make use of technology](https://cmdrecruitment.com/wp-content/uploads/2025/05/Make-use-of-technology.png) ## Make use of technology AI isn’t coming for your [HR manager’s job](https://cmdrecruitment.com/how-to-assess-hr-manager-skills/), but it is going to make your HR manager’s job much easier. Leverage technology to streamline all of the time-intensive tasks that are drawing attention away from the tasks that really make a difference. Automation can help to improve screening, speed up the recruitment process and keep candidates informed throughout. Something as simple as making sure that you always follow up with candidates can go a long way to help improve the public image of your company. Even if candidates are unsuccessful in landing a role with your company, get their permission to add them to a mailing list. This will allow you to speak directly to interested candidates and keep them in the loop. They might move on to a stop gap role or go into further training, so you’ll be ready to reach out to these warm leads again when you’re ready to kick start the hiring process again. ## Final thoughts on building a resilient pipeline The core principles of a resilient pipeline are agility and efficiency. By having clear processes, a strong employer brand and technology-supported recruitment, you can reduce recruitment costs. And when it comes to attracting the best talent in a slow economy, you need to think about keeping the wheels turning, even when you aren’t hiring. You can achieve this by keeping leads warm through email messaging, offering a referral scheme and accepting prospective applications. Find the right talent faster and keep your business moving with a strong recruitment strategy. [Submit your vacancy with CMD Recruitment today](https://cmdrecruitment.com/submit-a-vacancy/) and start building your resilient talent pipeline. ## Highlights - Plan workforce needs ahead of time to stay prepared for future hiring demands. - Keep recruitment active to maintain a steady flow of potential candidates. - Leverage employee referrals to access trusted, high-quality talent. - Use technology to streamline hiring and improve candidate communication. - Build a strong employer brand to naturally attract top candidates. ## Frequently Asked Questions ### What does a resilient talent pipeline mean? A resilient talent pipeline is a proactive recruitment strategy that ensures a steady flow of qualified candidates, even during economic uncertainty or hiring slowdowns. ### Why is a talent pipeline important in an uncertain economy? It helps organisations stay agile, reduce hiring delays, and maintain business continuity by having pre-qualified candidates ready when needed. ### How can companies improve their talent pipeline? Companies can improve their pipeline by forecasting hiring needs, nurturing passive candidates, using technology, and maintaining consistent recruitment activity. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [12 things to do when your interview goes badly](https://cmdrecruitment.com/12-things-to-do-when-your-interview-goes-badly) **Published:** May 16, 2025 **Author:** paul **Content:** **Quick Answer:** If your interview goes badly, focus on learning from the experience, rebuilding your confidence, and preparing more effectively for future opportunities. **Key Takeaways** - Bad interviews are common and can happen to anyone, regardless of experience. - Reflecting on what went wrong helps improve future performance. - Preparation and practice are key to building confidence. - Maintaining a positive mindset is essential for long-term success. We’ve all faced bad job interviews, but knowing this doesn’t make the situation any easier. When you have your heart set on a particular role with a particular company, it can be devastating when the interview doesn’t go quite as well as you would hope. Job interviews are nerve-wracking experiences, and it’s not uncommon for even the most experienced professionals to have a bad interview now and again. The important thing is to learn from your mistakes and move on. Here are 12 things you can do when your job interview goes badly. ## 1. Don’t beat yourself up Easier said than done, but you really need to give yourself a break after a bad interview. It’s not the end of the world, and it doesn’t mean that you’re a terrible candidate. Everyone has off days, and interviews are notoriously tricky to nail 100% of the time. Even if you feel like the interview has been a disaster, keep your cool and remain composed until you have left the premises. You’d be surprised to learn how many interviews have been sabotaged by candidates thinking that they performed poorly, and then let a poor attitude ruin the rest of the interview. You simply don’t know how it has gone, so keep your head held high until you have confirmation of the outcome. ## 2. Analyse what went wrong Once you’ve taken a step back from the situation, it’s time to analyse what exactly went wrong. Were you unprepared? Did you get tongue-tied when asked a particular question? Did you come across as arrogant or entitled? Be honest with yourself so that you can learn from your mistakes and improve next time. There are no bad interviews, only learning opportunities. So if you spot weaknesses in your performance, it’s time for some self-reflection and self-improvement to make sure that you don’t let the same mistakes happen twice. ## 3. Talk to your friends and family for support Your friends and family are there to support you through the good and the bad times. So if you’re feeling down about a bad interview, talk to them about it. They’ll be able to offer some helpful perspectives and make you feel better about the situation. It can also be helpful to discuss your experience with people who have been in a similar situation. They’ll be able to relate to what you’re going through and offer advice on how to deal with it. Your friends will likely all have tales of similarly bad interviews, so don’t be afraid to lean on them for support. ## 4. Take some time for yourself When you feel disappointed in your performance, this can damage your confidence, so now is not the time to be launching into more [job applications](https://cmdrecruitment.com/how-to-create-a-video-cv-for-a-job-application/). Give yourself a break to recover from the bad experience. This doesn’t mean that you should give up on your job search altogether, but rather take some time to recharge your batteries. When you’ve gained some perspective and feel a little more confident, you can resume your search. ## 5. Update your CV and cover letter A bad interview doesn’t mean that you’re a bad candidate, but it highlights areas where you can improve. If you didn’t give the best impression of your abilities, it might be time to return to your CV and [cover letters](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) and make sure you are familiar with what you bring to the table. You might also consider tailoring your CV and [cover letter](https://cmdrecruitment.com/simple-steps-to-writing-an-outstanding-cover-letter/) to the specific role you applied for. If you struggled to make a good first impression, this could be down to their perception of you from your cover letter and CV. ![questions](https://cmdrecruitment.com/wp-content/uploads/2022/05/Practice-practice-practice.png) ## 6. Practice, practice, practice One of the best ways to avoid a bad interview is to practice in advance. You can find lists of [common interview](https://cmdrecruitment.com/most-common-hr-interview-questions-and-answers/) questions and situational questions online. Practice how you would answer these questions so that you can make sure you always give an excellent impression of your skills and abilities. Practising your answers will also help you to feel more confident and [prepared when you go into an interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview/). ## 7. Research the company more thoroughly If you’re well-prepared for an interview, you should already have a good understanding of the company. However, if you find yourself being caught off-guard by questions, this could mean that you aren’t researching the role effectively enough. Speak to your recruiter to find out more about the company and make sure you have a good understanding of the role before your next interview. ## 8. Ask for feedback from your interviewer If you didn’t do as [well as you hoped in an interview](https://cmdrecruitment.com/ten-signs-your-interview-went-well/), it can be helpful to ask for feedback from your interviewer. They might be able to offer some constructive criticism. They might also reassure you that the interview wasn’t as poor as you thought. Something as simple as your [body language](https://cmdrecruitment.com/body-language-tips-ace-job-interview) could have let you down. Your body language says a lot about you, so it’s important to be aware of how you’re coming across. If you’re slouching or fidgeting, this can make you seem uninterested or nervous. ## 9. Connect with the hiring manager on LinkedIn If you’ve had a bad interview, there’s no harm in trying to salvage the situation by connecting with the hiring manager on [LinkedIn](https://cmdrecruitment.com/the-perfect-linkedin-profile-a-checklist/ "The Perfect LinkedIn Profile – A Checklist"). If they’re impressed with your profile, they might be willing to give you another chance. This is also an excellent way to stay at the front of their minds when another role becomes available. The process of advertising for a new role can be time-consuming, so you would be doing them a favour by letting them know you’re interested in hearing about other roles that may arise in future. ## 10. Send a thank-you note Even if you didn’t do as well as you hoped in an interview, it’s important to send a thank-you note. This is just good manners, and it shows that you’re grateful for the opportunity. It might also remind the interviewer of your interest in the role and help them to remember you when they are making their decision. A handwritten note would be ideal, but you could also consider simply sending a thoughtful email. ![Keep your chin up](https://cmdrecruitment.com/wp-content/uploads/2022/05/Keep-your-chin-up.png) ## 11. Keep your chin up A bad interview can be disheartening, but it’s important to keep your chin up. Remember that everyone has had a bad interview at some point in their career. What counts is how you recover from it. Learn from your mistakes and use them to improve your performance next time around. ## 12. Move on to the next opportunity Once you’ve taken the time to reflect on your bad interview, it’s important to move on to the next opportunity. Don’t dwell on your failures; instead, focus on what you can do to improve your chances of success in future. Bad interviews happen to everyone – even the most experienced and qualified candidates. The key is to learn from your mistakes so that you can perform even better the next time. When you start to take the attitude that every interview is just preparation for the next interview, you quickly learn to pick yourself up after a bad interview. Don’t beat yourself up for losing out on “the dream role” as there will be plenty of other roles to consider in the future. ## Frequently Asked Questions ### What does this topic mean? This topic focuses on how to respond constructively after a job interview that didn’t go as planned, helping candidates recover and improve. ### Why is this topic important? Understanding how to handle a bad interview is important because it helps maintain confidence and ensures continuous improvement in a competitive job market. ### How does this affect job seekers or employers? For job seekers, it encourages growth and resilience, while employers benefit from candidates who learn quickly and refine their interview performance. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [6 Common Adaptability Interview Questions and Answers](https://cmdrecruitment.com/adaptability-interview-questions-and-answers) **Published:** January 19, 2025 **Author:** paul **Content:** **Quick Answer:** Adaptability interview questions assess how well you handle change, think on your feet, and respond to new challenges in the workplace. **Key Takeaways** - Adaptability is a key skill employers look for in fast-changing work environments. - Preparation with real-life examples can improve interview performance. - Flexibility, resilience, and willingness to learn are essential traits. - Strong answers demonstrate problem-solving and growth mindset. Interviews are never easy, but there are ways to put yourself at ease and increase your chances of success. You have to be prepared to answer all sorts of questions, and sometimes the most difficult ones are the ones about adaptability. This type of question will assess your ability to think of your feet, so you need to be ready for anything. Here are 6 common adaptability interview questions and answers to help you ace your next interview. ![Casual team meeting in office](https://cmdrecruitment.com/wp-content/uploads/2023/01/Define-what-adaptability-means-to-you.png) ## Define what adaptability means to you “I think that adaptability means having the ability to adjust and evolve as needed depending on the situation. It’s about staying flexible and not too rigid in your approach. It is a key component of not only success but also resilience in both personal and professional settings. Being able to take new information, analyse it quickly, and modify existing behaviours accordingly allows for more efficient problem-solving and an improved capacity for growth. Flexibility and acceptability of change are highly valued traits for me, allowing for a more open-minded attitude that creates possibilities instead of obstacles. In short, adaptability is essential in order to move forward in any endeavour.” ![Colleague being reassured](https://cmdrecruitment.com/wp-content/uploads/2023/01/Give-an-example-of-a-time-when-you-had-to-adapt-to-a-new-situation.png) ## Give an example of a time when you had to adapt to a new situation “When I first moved to a new city as a young adult, I knew that I had to quickly adapt to the new environment. From navigating public transportation to becoming familiar with different cultural norms, there was a lot to learn. Adjusting wasn’t always easy, but I found ways to make connections and challenge myself through volunteering, attending local events and workshops, and doing research on my own time. In the end, this process of adaptation not only made me more independent but allowed me to expand my knowledge of an unfamiliar place.” ![Work colleagues learning new skills](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-do-you-think-are-the-key-components-of-being-adaptable.png) ## What do you think are the key components of being adaptable? “Adaptability is essential in today’s ever-changing world. It is a hallmark of success for any individual who wishes to be successful and reach their full potential. An adaptable person must think flexibly, cope with change easily, and always maintain a good attitude. One of the key components of being adaptable includes being open to learning new things; being able to constantly update knowledge and skill sets, as well as challenge oneself to attain new goals remain important. Additionally, someone who is adaptable will learn from mistakes and come out stronger with the drive and commitment it requires to excel in any field. Lastly, having the courage to risk failure is another key component of adaptability since innovation requires taking risks.” ![Work colleagues celebrating a win](https://cmdrecruitment.com/wp-content/uploads/2023/01/Describe-a-time-when-you-had-to-quickly-adjust-to-changes.png) ## Describe a time when you had to quickly adjust to changes “Last year, I was asked to be the head of a project for my company with only two weeks’ notice. At first, the task felt daunting as there was a lot of research that needed to be done and I hadn’t had much experience leading projects. I knew it was an opportunity to prove myself so I went ahead with it and rolled up my sleeves. During those two weeks, I gathered all the information I needed from colleagues and honed in on my knowledge of the subject matter. I also took part in several webinars to gain more insight into how similar projects had been handled. All these efforts provide me with some quick but important tips on how to manage the project and in no time, we were ready to go live. Thankfully, everything turned out quite well and the project strengthened my career opportunities within the organisation.” ![Man mulling over a challenging piece of work](https://cmdrecruitment.com/wp-content/uploads/2023/01/Tell-me-about-a-time-when-you-had-to-deal-with-unexpected-challenges.png) ## Tell me about a time when you had to deal with unexpected challenges “As with life, I have had to deal with many unexpected challenges in my time. One of the most challenging came during my university studies. I was studying for a degree in business management when I got an opportunity to undertake an internship at a startup. Despite feeling overwhelmed and intimidated by the new environment, its fast-paced culture and the expectations from my colleagues, I decided to take on the challenge. After some initial difficulties, I soon became adept at navigating the new environment and figured out what was expected of me along the way. In the end, it was one of the most rewarding experiences of my life as it helped me refine my skills and gain invaluable insights into business management that set me up for greater success afterwards.” ![Man getting a promotion at work](https://cmdrecruitment.com/wp-content/uploads/2023/01/How-do-you-think-your-ability-to-adapt-has-helped-you-in-your-career-so-far.png) ## How do you think your ability to adapt has helped you in your career so far? “At every point in my career, I have found that the ability to adapt to a variety of situations has been an invaluable asset. By staying flexible and embracing unforeseen changes, I have been able to make the most of opportunities presented to me and navigate difficult times with relative ease. Working in environments where change happens fast, I have learned to think ahead and anticipate potential problems before they arise. Having the capacity to not only assess any new circumstances but also adjust my approach accordingly has allowed me to take full advantage of opportunities while developing important competencies along the way.” ## Frequently Asked Questions ### What does adaptability mean in interviews? Adaptability in interviews refers to [your ability to handle change](https://cmdrecruitment.com/how-do-you-deal-with-change-interview-answer), learn quickly, and adjust your approach when faced with new challenges or unexpected situations. ### Why do employers ask adaptability questions? Employers ask these questions to assess how well you can cope in dynamic environments and whether you can remain effective when plans or priorities shift. ### How can I improve my adaptability interview answers? Use real-life examples, focus on [problem-solving](https://cmdrecruitment.com/how-to-ace-problem-solving-interview-questions), and highlight how you learned and grew from each experience to demonstrate strong adaptability skills. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [Why You Should Update Your CV](https://cmdrecruitment.com/why-you-should-update-your-cv) **Published:** August 30, 2025 **Author:** paul **Content:** **Quick Answer:** Updating your CV regularly ensures it reflects your latest experience, skills and achievements, helping you stay competitive and improve your chances of securing interviews. **Key Takeaways**- Keeping your CV updated improves your chances of being shortlisted. - Clear structure and concise content help recruiters quickly assess your suitability. - Relevant skills and achievements should always be highlighted. - A well-formatted, accurate CV reflects professionalism and attention to detail. Putting a good CV together takes time so it’s easy to see why some people make one good version and then leave it at that. But the truth is you should update your CV regularly to take account of changes and to keep it fresh and interesting. Covid has resulted in many people losing work and being forced to enter the world of job seeking. Competition is rife and having an enticing and updated CV is vital if you are to successfully pin down a new role. If you are not sure how to update your CV, don’t fear. We have put together an easy CV checklist that will enable you to rise to the top of the shortlist and grab that much wanted new position. Read on and you will find out how to format your CV, what to avoid, the skills for CV and the things that must be included. TopicKey PointPersonal DetailsKeep contact information current and professional.ExperienceFocus on recent roles and key achievements.SkillsHighlight skills relevant to the role you are applying for.FormattingUse one font, clear headings and a clean layout.## **CV checklist** What to include in your CV - Personal details – name and contact information. Make sure your phone number is current. - Summary – one paragraph will suffice. Give an overview of what you offer including key skills, background, industries you have experience in, the role you’re seeking and the powerful skills you can bring to the table. - Experience – begin with your current role and work backwards. Don’t make this too long. All that is needed is business name, your [job title](https://cmdrecruitment.com/is-your-cv-job-title-searchable/) and the dates you worked there. With your current employer, add a couple of lines about who they are, what they do and your main responsibilities and achievements. - Education – show school, college and university along with details of certifications achieved. (You don’t need to bother with grades). Add any additional training such as courses, online or in person. - Key skills to add in CV – add skills in CV, for example, you may be an outstanding salesperson or IT consultant so this should be emphasised within your skills for CV. - [Hobbies and interests](https://cmdrecruitment.com/hobbies-and-interests-to-put-on-a-cv/) – this is just to give a glimpse of your personality so keep it short. - References – rather than add names and addresses you can state that references are available. This means your current employer will not be contacted unless you agree to it. ## CV formatting - Concise – keep your CV succinct and easy to scan through. Cut the waffle. - Proofreading – do a spell check and run through Grammarly.com. Get a second opinion to avoid missing errors. - Fonts – never use a mix of fonts as this looks very amateurish. Choose one and stick with it i.e. Calibri size 11 font. - Accuracy – make sure you haven’t embroidered the truth concerning qualifications and abilities as this may be picked up later by your new employer. - Update – is your current role depicted? Remove old addresses or contact information. - Professional – your CV should look good so use a CV template if it helps. Never overdo it with multiple colours and other additions, as this can look tacky. **Keep It Clear and Current** A concise, up-to-date CV makes it easier for recruiters to quickly understand your experience and strengths. **Avoid Common Pitfalls** Removing unnecessary details and focusing on relevance helps your CV stand out for the right reasons. ## What not to do with your CV - Headshot – this isn’t required and can take up too much space. - Personal stuff – forget the date of birth, age and marital status – these have nothing to do with how well you perform. - Email – don’t use a silly email address such as . Create a new email address that is business-like and professional – using your name is good. - Experience – don’t list all your jobs right back to when you left school. Showing details of your current job and the last four roles is fine and cuts the verbiage. - Reason for wanting to leave – this can be discussed at the interview so don’t add this. - Salary – again, something to be discussed at interview or final offer. ## General CV tips - Saving – save your updated CV as a Word document with your name and year so that you can update it frequently. When sending to an employer, it’s good practice to send a PDF version. If the CV is for a certain position, you should save it as ‘CV job’ replacing ‘job’ with the name of the role i.e. CV Sales or CV IT Skills. - Headline – consider starting your CV with a winning headline such as ‘Sales Professional’ or ‘IT expert’ along with your name. - Extra information – add LinkedIn details, professional qualifications and work-related groups you may belong to. ## **Summary** Update your CV at least once a year and always check that it fits with the position you are applying for. Some [job applicants](https://cmdrecruitment.com/how-to-create-a-video-cv-for-a-job-application/) like to refresh their CV for each role, making it extra appealing for the recruiter. If you are struggling with how to make your CV, [contact](https://cmdrecruitment.com/contact/) the team at CMD Recruitment. You will also find plenty of information on our website, such as how to make a [video CV](https://cmdrecruitment.com/video-cvs/). In our [blog section,](https://cmdrecruitment.com/blog/) you will find plenty of useful information, including articles about CV creation. ## **Highlights** - Explains why keeping your CV updated improves job search success. - Provides a clear checklist of essential CV sections to include. - Highlights best practices for formatting and presentation. - Identifies common mistakes to avoid when updating your CV. - Offers practical tips to keep your CV relevant and competitive. ## Frequently Asked Questions ### How often should I update my CV? At least once a year, and always before applying for a new role. ### What should I remove from my CV? Outdated roles, unnecessary personal details and irrelevant information should be removed to keep your CV focused. ### Why is formatting important on a CV? Clear formatting makes it easier for recruiters to quickly read and understand your experience and skills. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team**This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Why Are Employers Pushing to Return to Office Work?](https://cmdrecruitment.com/why-are-employers-pushing-to-return-to-office-work) **Published:** July 3, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Employers are encouraging a return to office work to improve collaboration, strengthen company culture and enhance productivity, while balancing employee demand for flexibility through hybrid models. **Key Takeaways**- Employers are prioritising collaboration and culture through in-office work. - Hybrid working is becoming the preferred compromise for many organisations. - Remote work remains valued but is increasingly limited in some sectors. - Clear communication is essential when managing workplace changes. At CMD Recruitment, we’ve been closely monitoring the shifting trends in the workplace, and one significant change we’ve observed is the push by employers to return to office-based work. This shift marks a notable departure from the remote and hybrid work arrangements that became the norm during the pandemic. ## **The End of the Remote Work Boom… Maybe?** Our research has revealed a substantial decrease in the number of employees working remotely. According to the [Office for National Statistics](https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/coronavirusandhomeworkingintheuk/april2020), the percentage of remote workers has dropped from 38% in June 2020 to just 14% in June 2024. Additionally, 90% of employers plan to enforce return-to-office mandates this year, with 51% having already done so. However, the trend seems to be towards a hybrid model. A YouGov poll conducted in May 2024 revealed that 44% of UK workers now split their time between home and the office, with another 16% working exclusively from home. This suggests a preference for flexibility amongst employees, even if full-time [remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) becomes less common. ## **Why the Shift?** Our Operations Manager, Dan Barfoot, attributes this change to several factors. Companies are prioritising the creation of work environments that foster collaboration and address inefficiencies that may have arisen during extended periods of remote working. In-person interaction is crucial for building a strong [company culture](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/) and boosting productivity,” says Dan. While [remote working](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working/) has its benefits, a return to the office allows for more effective teamwork and knowledge sharing, especially for less experienced or newer employees. Dan notes, “There’s a definite change in the landscape regarding remote work. Companies are pushing for a return to the office, reducing previously available remote or hybrid options. I think this is a shock to many who have worked remotely for the past few years.” TopicKey PointCollaboration & CultureIn-person work is often seen as enhancing teamwork and organisational identity.ProductivitySome employers believe office environments reduce distractions and improve output.Hybrid ModelsBlended approaches balance flexibility with structured collaboration time.Employee ExpectationsWorkers value flexibility and autonomy in where and how they work.CommunicationClear messaging helps manage transitions and expectations.## **Challenges of Remote Management** One of the key challenges companies face is the difficulty in fostering effective team collaboration remotely. Dan points out, “It appears that some companies have over-recruited and are discovering that the easiest way to accurately monitor staff performance is if they are on-site in a work environment.” Dan also suggests that some companies may have concerns about: - Monitoring employee performance: Managing remote teams effectively requires different strategies than managing in-office teams. - Maintaining company culture: Building and maintaining a strong company culture can be more challenging in a remote setting. - Adapting roles: The surge in remote working during the pandemic may have led to lifestyle changes for employees, making it more difficult for companies to tailor roles to individual needs. ## **Adapting to New Lifestyles** The pandemic-induced shift to remote work has led many employees to adapt their lifestyles around working from home. This has created new challenges for employers who now need to adapt roles to fit the evolving demands and routines of remote [candidates](https://cmdrecruitment.com/candidates/). ## **Job Market Trends** As of January 2024, LinkedIn data shows that applications for remote roles have doubled compared to the available positions. Furthermore, only [9% of job postings](https://www.forbes.com/sites/lindsaykohler/2024/04/02/fully-remote-jobs-are-getting-harder-to-find/) last month were fully remote, a 23% decrease from the previous year. As we approach the end of Q2 for 2024, we’ve also noted the impact of the upcoming election on recruitment. Dan comments, “The upcoming election is creating uncertainty, which has led businesses to take a more cautious approach.” We’ve observed an increase in candidates at risk of redundancy or currently undergoing the process, happening later in the year than we anticipated, indicating a shift in usual employment patterns. In the current recruitment landscape, HR, marketing, and internal talent candidates are particularly vulnerable to redundancies as businesses strive to balance accounts and manage costs. However, demand remains high in the tech, sales, and engineering sectors, resulting in significant salary increases—exceeding 20% in some cases—due to a talent shortage. Dan acknowledges, “Recruitment is tough at the moment, and there is no magic solution. It’s about using a strategic partner like us and leveraging all the data and experience we have to help you fill your roles.” ## **How CMD Recruitment Can Help You** Whether you’re a job seeker navigating a [competitive market](https://cmdrecruitment.com/the-competitive-market-of-working-from-home/) or an employer seeking top talent, CMD Recruitment can be your strategic partner. Our team of experts leverages data and experience to help you find the perfect fit. “The recruitment process can be challenging, but it doesn’t have to be,” says Dan. “By partnering with CMD Recruitment, businesses can gain access to valuable resources and expertise to fill crucial roles and achieve their hiring goals.” We encourage you to [reach out to CMD Recruitment](https://cmdrecruitment.com/contact/) today for a no-obligation consultation. Let’s discuss your specific needs and explore how we can help you navigate the ever-changing recruitment landscape. ## **Highlights** - Explores why employers are pushing for a return to office work. - Examines the balance between productivity, culture and flexibility. - Highlights the growing role of hybrid working models. - Discusses challenges of managing remote teams effectively. - Provides insight into current job market and recruitment trends. ## Frequently Asked Questions ### Why are employers pushing employees back to the office? Many employers believe in-office work improves collaboration, strengthens culture and enhances productivity. ### Is remote work disappearing completely? No—while fully remote roles may be declining, hybrid working is becoming a widely adopted compromise. ### What does this mean for job seekers? Being flexible with remote, hybrid or office-based roles can increase your opportunities in a changing job market. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team**This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Interview Question “What Makes You Unique?” With Example Answers](https://cmdrecruitment.com/what-makes-you-unique) **Published:** July 13, 2025 **Author:** paul **Content:** **Quick Answer:** When asked “What makes you unique?”, employers want to understand your strengths, personality and what differentiates you from other candidates—so your answer should highlight a specific skill or trait backed by real examples. **Key Takeaways** - This question helps employers assess your self-awareness and personal brand. - Your answer should be specific, authentic and supported with examples. - Avoid generic traits—focus on what genuinely sets you apart. - Preparation helps you deliver a confident and memorable response. When you’re asked in an interview “What makes you unique?”, the interviewer is looking to get a sense of what sets you apart from everyone else. They want to know what makes you special, and they want to understand your personal brand. There are a few different ways to answer this question, and the best way to approach it will depend on your individual strengths and weaknesses. However, there are a few general tips that can help you regardless of your specific situation. In this article, we’ll explore the question “what makes you unique?”, including why [interviewers ask](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) this and how to answer it with examples. We’ll also provide some tips for preparing for this question ahead of time. Let’s get started! ## How to prepare for any interview The key to being ready for any [interview is to anticipate the most common](https://cmdrecruitment.com/most-common-hr-interview-questions-and-answers/) questions. This way, you can formulate thoughtful, insightful responses ahead of time. While there are dozens of different questions that you could be asked in an interview, there are a few that come up more often than others. One of these is “What makes you unique?”. In order to prepare for this question, take some time to think about the qualities and experiences that make you who you are. What sets you apart from other people in your field? Are there any unique skills or abilities that you have? You should also consider your personal brand. What do you want people to know about you? How do you want to be perceived by others? Answering these questions will help you to form your response. ## Why do interviewers ask this question? There are a few different reasons why interviewers might ask you to describe what makes you unique. First, they want to get to know you as a person. They want to understand your motivations, your values, and your goals. This question is a way to get a glimpse into who you are beyond your resume. Second, they want to see how well you know yourself. They want to know if you’re self-aware and if you have a clear sense of your strengths and weaknesses. Answering this question thoughtfully shows that you have a good understanding of who you are and what you can bring to the table. Finally, they want to see if you’re a good fit for the job. They might also be checking if you’re a good [culture fit for the team](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/). If you tick all of the other boxes in terms of [experience and qualifications](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/), the final hurdle you will need to pass is convincing the hiring manager that you are the right culture fit. ## What are interviewers looking for with this answer? The clue is in the question; your answer should be unique to you. Everyone can say they are hard-working, diligent and dedicated. But what sets you apart from the competition? Everyone is unique, so you need to dig deep to find something that will make you stand out to employers. When thinking about what makes you unique, try to focus on qualities that are both positive and specific. For example, instead of saying “I’m a people person”, you could say “I’m able to build rapport quickly and easily put people at ease”. It’s also important to be honest in your answer. Don’t try to be someone you’re not, or exaggerate any of your qualities. If you’re caught out lying in an interview, it will reflect very badly on you. ## How to answer the question “What makes you unique?” Now that we’ve taken a look at why interviewers ask this question and what they are looking for, we can start to plan an answer. Having an idea of what you would say if asked this question will help you to feel more at ease when you go into an interview setting. ### **Example #1** When answering this question, it’s important to be specific and give examples. Here is an answer that could work for someone with strong communication skills: “I’ve been told by my previous managers that I have a natural ability to build rapport quickly and easily. I think this comes from my outgoing personality and my willingness to always put the other person first. I really enjoy getting to know new people, and I think this comes through in my interactions with them.” ### **Example #2** If you have a lot of experience in your field, you could focus on that in your answer: “I’ve been working in this industry for over 20 years, so I have a wealth of knowledge and experience to offer. I’ve seen a lot of changes during my time in the industry, and I’ve always been able to adapt and evolve with the times. I think this makes me unique because it shows that I’m not afraid of change and that I’m always willing to learn new things.” ### **Example #3** If you have a unique skill or ability, you could highlight that in your response. No matter what quality you choose to focus on, make sure you back it up with a specific example. This will make your answer more convincing and memorable. “I’m bilingual, so I can communicate confidently in English or Spanish. I grew up in Spain but attended an English-speaking school, so I would consider both to be my native tongue. This has been incredibly helpful in my career as I’m able to work with clients from all over the world. I’m also currently learning Portuguese and French.” ### **Example #4** If you’re a recent graduate or don’t have a lot of work experience, you can focus on qualities that would make you a good fit for the job: “I’m a quick learner and I’m very proactive. When I started my internship, I didn’t know anything about the software they were using. But within a few weeks, I was able to pick it up and become one of the most proficient users in the company. I think this shows that I have the ability to learn new things quickly and that I’m always willing to put in the extra effort to get the job done.” ## **Highlights** - Explains why employers ask what makes you unique in interviews. - Highlights the importance of self-awareness and personal branding. - Shows how to structure a strong, specific answer with examples. - Emphasises honesty and avoiding generic responses. - Provides practical sample answers for different experience levels. ## Frequently Asked Questions ### What does “What makes you unique?” mean in an interview? It’s a question designed to understand your strengths, personality and what differentiates you from other candidates. ### What should I avoid in my answer? Avoid generic traits like “hard-working” without examples, and don’t exaggerate or be dishonest. ### How can I prepare for this question? Think about your key strengths, experiences and achievements, and prepare examples that clearly demonstrate what sets you apart. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [What is Diversity, Equity and Inclusion?](https://cmdrecruitment.com/what-is-diversity-equity-and-inclusion) **Published:** April 26, 2025 **Author:** paul **Content:** **Quick Answer:** Diversity, equity and inclusion (DEI) refers to creating workplaces that value differences, ensure fair opportunities, and foster environments where everyone feels respected and able to succeed. **Key Takeaways** - Diversity focuses on embracing differences in people and perspectives. - Equity ensures fair access to opportunities and resources. - Inclusion creates a culture where all employees feel valued. - Strong DEI strategies improve engagement, innovation and performance. Diversity, equity and inclusion is often shortened to DEI. It’s more than just an industry buzzword; it marks a departure from allowing biases (unconscious or otherwise) from being able to shape company policy and decision making. When there are issues with diversity, equity and inclusion in a workplace, it’s often difficult for those in the middle of it all to see the forest for the trees. It often requires a conscious effort to take a step back and make changes for the better. Every company should adopt DEI policies as part of their company charter. Rather than seeing this as something that modifies your existing policies, you should instead see this as the foundation on which everything else is built on. In this guide, we’re exploring diversity, equity and inclusion in more detail. We’ll explore what each item means and how you can put these to work in your company. We’ll also explore some of the benefits your company can enjoy as a result of taking these factors seriously. ![What is diversity and why does it matter?](https://cmdrecruitment.com/wp-content/uploads/2024/04/What-is-diversity-and-why-does-it-matter.png) ## What is diversity and why does it matter? When tasked with building teams, most of us would be guilty of employing unconscious bias in the hiring process. When hiring new people and expanding teams, we look for familiarity, and this usually means hiring people that look and think the same as us. From a management perspective, this is all too common because managers assume it will be easier to take control of situations if their teams think and work in similar ways to them. As a manager, you’re less likely to be caught off guard if you feel the way your workers think and act is more closely aligned with you. However, a lack of diversity can stifle innovation and prevent growth. If you only ever do the same things, you’ll always get the same outcome. Innovative companies rely on diversity to introduce new ideas and new ways of working. TopicKey PointDiversityValuing differences in backgrounds, perspectives and identities.EquityEnsuring fair access to opportunities and support for all employees.InclusionCreating environments where people feel respected and valued.Workplace CultureDEI supports cultures that enhance collaboration and belonging.Business OutcomesStrong DEI is linked to higher engagement and performance.## What is equity and why does it matter? Equity is all about ensuring that individuals are recognised for their achievements and given a fair slice of the pie. This also means that everyone should be given the same opportunities for training and progression based on their skills and talents. It’s common for certain individuals to be overlooked for things like promotions and mentoring opportunities, but when you place equity at the heart of your organisation, everyone is placed on an even playing field. By ensuring you prioritise equity in the workplace, you make sure that everyone enjoys equal opportunities and has their fair share of recognition. This can help to increase staff retention and drive down hiring costs in the long term. ![What is inclusion and why does it matter?](https://cmdrecruitment.com/wp-content/uploads/2024/04/What-is-inclusion-and-why-does-it-matter.png) ## What is inclusion and why does it matter? The final piece of the puzzle is inclusion, and this simply means ensuring that everyone can have a meaningful contribution, not just a token contribution for appearances. Tokenism is a toxic workplace practice that can not only damage progress within your company but could also damage your reputation from an outside perspective. Inclusion means that diverse voices in your organisation feel welcome, heard, included and valued by the company. They should feel this from their colleagues and from their superiors. When you create an inclusive work environment, you create the kind of space where everyone feels they can bring their very best to the table and embody their authentic selves. This allows everyone to show up and give their very best every day. ![How do you introduce DEI in the workplace?](https://cmdrecruitment.com/wp-content/uploads/2024/04/How-do-you-introduce-DEI-in-the-workplace.png) ## How do you introduce DEI in the workplace? Prioritising DEI in the workplace needs to come from the top and be understood and appreciated at every level of the organisation. It’s not just an issue for HR to worry about, it’s something that everyone in the company should consider. Diversity, equity and inclusion needs to be hard-coded into the foundations of the company. It needs to be part of the fabric of the company to ensure that it is fully adopted and appreciated. Here are some tried and tested methods you could try to incorporate DEI into the foundations of your company. - Re-write your company mission statement to include reference to DEI in a specific and meaningful way. This should then be distributed throughout the company so that everyone is aware of the changes. - Talk to employees about what DEI means to them and find out if there are obvious ways you might be falling short. These might be difficult conversations to have, but you need all of the information available if you are to make better decisions. - Workshop the proposed ideas to get buy-in from key stakeholders and those in positions of authority. This will help you to work out the difficulties in the proposals that might hold you back from fully embracing DEI. - Make it part of the hiring process. When you let candidates know that you value DEI, you can expect them to call you out if your actions don’t match your words. DEI is essential for recruitment, so it’s vital that it becomes part of your processes. - Be willing to be wrong. You might get things wrong sometimes, and it’s vital that you’re open to feedback and willing to change when you are called out on important things. When you get something wrong, take a step back and think about what you could have done to improve. This should help to pave the way for better policies that are based on real world experience and not hypotheticals. ![What are the benefits of DEI for employers?](https://cmdrecruitment.com/wp-content/uploads/2024/04/What-are-the-benefits-of-DEI-for-employers.png) ## What are the benefits of DEI for employers? Making DEI a priority in your business is about more than just hitting the right [recruitment buzzwords](https://cmdrecruitment.com/5-recruitment-buzzwords-and-what-they-mean/) to attract new talent. There are genuine benefits to be found in making sure that diversity, equity and inclusion are key parts of your company policy. A diverse workforce will bring together a mix of skills, talents, experiences and world views. While many employers fear this will lead to conflict, it can actually have the opposite effect. Workers are able to learn from one another by hearing different viewpoints. These are just some of the benefits of DEI for employers: - You’ll have access to a bigger talent pool. When you aren’t limiting your search to employees who look, think or act a certain way, you’ll find you have far more candidates to choose from. - When your team feels valued, heard and appreciated, they are more likely to stick around. Driving up staff retention can help to drive down the cost of recruitment. - Another perk of making your team feel valued is that they will have better morale at work, which means they will be more productive. This increase in productivity could make a significant difference to your profit margins. - Happy employees talk about their employers positively, and word travels fast. When you make DEI a focus for your business, you can also improve your company reputation. - Businesses that prioritise DEI are able to make better decisions that are more in tune with their ideal target customers. Rather than falling into the trap of only catering to a small percentage of your customer base, by investing in a more diverse workforce, you can enjoy improved decision making. ![Benefits of DEI for employees](https://cmdrecruitment.com/wp-content/uploads/2024/04/Benefits-of-DEI-for-employees.png) ## Benefits of DEI for employees It’s not just about improving productivity and increasing innovation. Employees can also benefit from a more [diverse and inclusive workplace](https://cmdrecruitment.com/how-to-promote-diversity-and-inclusion/). Rather than being surrounded by the people who think and act just like you, when you have a diverse workforce, you’ll be working alongside people with differing opinions. This can be incredibly empowering as you will then feel like you bring something different to the table. Everyone wants to feel that their contribution is valued, and DEI puts this front and centre as a top priority. This means that you don’t have to feel held back by things that may have once made you feel like you don’t belong. Increased diversity in the workplace also helps to create a happier and safer working environment. And when you work for a company that values things like diversity, equity and inclusion, you can be confident they’ll take other things seriously, like work/life balance and hybrid working. And finally, you’ll have a greater sense of ownership over your role if your employer makes inclusion a priority. This can give you far greater job satisfaction and allow you to feel more secure and confident in your role. ## Final thoughts Implementing DEI in the workplace is a conscious effort that companies can no longer afford to ignore. By moving beyond the buzzwords and thinking about the real potential benefits that are on offer, companies can tap into opportunities that could make them more competitive and more productive. You don’t have to care about the human emotion side of things, but you can’t deny the accompanying numbers that say a diverse workforce is more profitable and makes better decisions. By making DEI a core part of your company strategy and beyond, you could tap into a wider talent pool, drive down recruitment costs and help to boost employee satisfaction. Enhance your talent strategy and foster an inclusive workplace — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment to attract diverse professionals and build a high-performing team. ## Highlights - Diversity drives innovation by bringing different perspectives together. - Equity ensures fair opportunities, recognition and career progression. - Inclusion creates a workplace where all employees feel valued and heard. - Strong DEI improves retention, morale and overall productivity. - Embedding DEI into company culture requires leadership and ongoing effort. - Inclusive workplaces strengthen employer brand and decision-making. ## Frequently Asked Questions ### What does diversity, equity and inclusion mean? It refers to creating fair, inclusive workplaces that value differences and ensure equal opportunities for all employees. ### Why is DEI important in the workplace? DEI helps improve employee engagement, innovation, decision-making and overall organisational performance. ### How can companies improve DEI? By embedding inclusive policies, listening to employees, ensuring fair opportunities, and committing to continuous improvement. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [What is an Example of a Behavioural Question?](https://cmdrecruitment.com/what-is-an-example-of-a-behavioural-question) **Published:** March 20, 2023 **Author:** paul **Content:** **Quick Answer:** A behavioural question asks you to describe how you handled a real situation in the past, helping employers assess your skills, behaviour and decision-making. **Key Takeaways** - Behavioural questions focus on past experiences and real scenarios. - They often begin with “tell me about a time when…”. - Using specific examples strengthens your answers. - Preparation helps reduce interview nerves and improve performance. Knowing what type of questions you’re going to face in a job interview is a great way to prepare for whatever they might throw at you. The fear of the unknown is often why individuals struggle with pre-interview nerves. But when you’ve prepared for a wide range of questions and know your CV inside out, it becomes a lot easier to feel relaxed and at ease in an interview setting. And this is when you’ll be able to show your best side. ![What is a behavioural question?](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-is-a-behavioural-question.png) ## What is a behavioural question? Behavioural questions ask you to think about how you would respond to a workplace situation. They commonly start with “tell me about a time when…” This type of question [is classified as a behavioural query](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations/), as it looks at how you respond to specific and general situations, allowing the employer to get a better idea about who you are as a person. ## How do you answer a behavioural question? The best way to answer this type of question is with a specific example to help illustrate your point. You can begin your answer more generally but then move into a specific example. This helps you to highlight your work experience, show that you have been in this type of situation before, and backs up your statement about how you handle specific situations. ![Examples of behavioural questions and answers](https://cmdrecruitment.com/wp-content/uploads/2023/03/Examples-of-behavioural-questions-and-answers.png) ## Examples of behavioural questions and answers If you’re [preparing for an interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview/), try answering some of the following questions. We’ve included example answers to help you focus on the information that matters the most. ### Tell me about the most successful project you’ve ever worked on. “I recently contributed to a white paper that was picked up by our local council and the recommendations were implemented in a local scheme. I got involved with this voluntarily as it would be outside of the remit of my usual job description, but I was really happy to help shape the project. I took on the role of project manager, as we didn’t have anyone on the team with these skills. We had some bumps along the way, as we were all from different departments and had never worked together before, but the end result was certainly worth it.” ![Can you tell me about a time you’ve had to solve conflict in the workplace?](https://cmdrecruitment.com/wp-content/uploads/2023/03/Can-you-tell-me-about-a-time-youve-had-to-solve-conflict-in-the-workplace.png) ### Can you tell me about a time you’ve had to solve conflict in the workplace? “As a team leader, I often have to step in to resolve conflicts between my colleagues. I’ve learned to remove the emotional side and get to the heart of the conflict, which is usually just a difference in working styles. When both sides can recognise that neither is wrong – they just have a different approach and perspective – we can usually work together to find a way forward that respects all working styles.” ![Can you tell me about a time you had to deal with difficult feedback?](https://cmdrecruitment.com/wp-content/uploads/2023/03/Can-you-tell-me-about-a-time-you-had-to-deal-with-difficult-feedback.png) ### Can you tell me about a time you had to deal with difficult feedback? “In my previous role, we had very regular appraisals that I felt were damaging to team morale. Instead of being framed in a positive light, they were seen as a time to pick apart performance and make individuals feel like they weren’t working hard enough. I raised this issue with my line manager during one appraisal and he said that he wasn’t aware the team felt this way about the feedback. Initially, he took this as a sign that I was trying to dodge scrutiny, but after a few other people raised this issue, he conceded that he wasn’t approaching the appraisals in the right way. They were then reduced to annual appraisals with a monthly opportunity for employees to check in, but this wasn’t mandatory. After this, the team used the time to offer suggestions and were able to work together more effectively as a team once they stopped feeling like they were only working towards the next appraisal.” ## Frequently Asked Questions ### What is an example of a behavioural question? An example is “Tell me about a time you handled a difficult situation at work.” These questions focus on real past experiences. ### Why do employers ask behavioural questions? They help employers understand how you think, behave and respond in real workplace situations. ### How should I prepare for behavioural interview questions? Prepare examples from your past experience and structure your answers clearly to demonstrate your skills and outcomes. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [What Employers are Looking for in Accountants Today](https://cmdrecruitment.com/what-employers-look-for-in-accountants) **Published:** September 30, 2025 **Author:** paul **Content:** **Quick Answer:** Employers now look for accountants who combine strong technical knowledge with analytical thinking, communication skills, and the ability to use modern technology effectively. **Key Takeaways** - Accountants are expected to go beyond traditional bookkeeping. - Technology and AI are becoming essential tools in the profession. - Analytical thinking helps accountants deliver business insight. - Communication and teamwork are now critical skills. - Continuous learning and ambition set candidates apart. [Accountancy](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) is no longer seen as a dusty or tired position. The image of the accountant is changing, and the role is changing with it. The accountant position is becoming more front-and-centre, taking on an advisory role within organisations to help them to become more efficient. Technology is reducing the time spent on repetitive tasks and freeing up time for strategy and planning. So the outdated image of the reclusive accountant getting lost in the spreadsheets is being slowly replaced by an engaging figure who wants to collaborate with the whole team. With this in mind, we’re looking at the role of the modern accountant within organisations and what skills they need to succeed. These might be skills you already have and simply need to advertise them more effectively on your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/). Or perhaps you need to explore some training opportunities to ensure you don’t fall behind. ## Core accounting knowledge Times may be changing, but employers still want to know that the basics are covered. While technology might be moving along at lightning pace, there still needs to be someone with knowledge of core accounting principles at the helm. Technology is not there to replace accountants, but rather to streamline their roles and allow them to focus on big picture thinking, rather than spending all of their time on repetitive, menial jobs. ![Emerging technology](https://cmdrecruitment.com/wp-content/uploads/2025/05/Emerging-technology.png) ## Emerging technology While some might be dead against allowing AI and other machine learning technology into the accounting field, there’s the risk of being left behind if you resist for too long. Rather than fearing that it will replace you, it’s important for accountants to embrace the benefits of AI technology for making processes more efficient and accurate. When used correctly, AI can help to improve workflows and reduce the risk of costly accounting mistakes. It’s also excellent for spotting patterns and interpreting data. This is not to say that the role of the accountant is obsolete. But AI with human oversight can be an incredible tool for business. ## Analytical skills Employers want accountants that can deliver more than just accuracy. They want someone with the analytical skills to go beyond just reporting and deliver insight that can drive growth. Analytical skills will be essential for accountants to hone, allowing them to demonstrate their value to a company, beyond their core role. Accountants with analytical skills will be in demand as companies look for ways to streamline and capitalise on growth opportunities. ![Communication](https://cmdrecruitment.com/wp-content/uploads/2025/05/Communication.png) ## Communication It’s not just the hard technical skills that employers are looking for. [Soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/) are also essential to hone. While accountants might deal primarily in numbers, spreadsheets and projections, they need to be able to communicate this information to a less knowledgeable audience. The skill of being able to make accounting principles understood to those without an accounting background is essential. Accountants might need to brief key decision makers to help them to understand their financial position. They might also help to train staff members in simple accounting processes or the importance of accurate account keeping. This requires an adaptable style of [communication](https://cmdrecruitment.com/communication-interview-questions-and-answers/), and excellent listening skills, as they need to be able to confirm if he information is understood. ## Teamwork Employers will often look for signs of a collaborative working style in their accountants. The days of the accountant working in isolation from everyone except for the [CFO](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description/) are done. In the modern workplace, the accountant can be a collaborative force for good, helping to bring together different departments and uniting them under a common goal. TopicKey PointCore accounting knowledgeStrong grounding in accounting fundamentals remains non-negotiable.Technology adoptionAI and automation tools enhance accuracy and speed.Analytical skillsDeliver insight—not just reports—through data interpretation.Communication & teamworkTranslate financial data and work collaboratively across teams.Ambition & learningCommit to growth, training and evolving expertise. ![Ambition](https://cmdrecruitment.com/wp-content/uploads/2025/05/Ambition.png) ## Ambition The dreaded question about where you see yourself in five years isn’t just asking about your long-term plans to stick around. It’s an important question to ask for employers who are looking for ambitious employees. An employee with ambition will not be happy to sit still and let the world pass them by. They will value life-long learning, and won’t miss an opportunity to add to their skills. Employers can see these qualities in their commitment to new [training opportunities](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/), both in their professional and personal life. ## Final thoughts on essential accountant skills and qualities Technical skills and knowledge are expected, so it’s really about the additional skills and qualities that an accountant can bring to the role. Employers will expect you to have the same knowledge and skills as any other accountant with the same level of training, so you need to think about what you can do to deliver more. Being willing to embrace new technology is an obvious benefit, while also being upfront about how this technology is supporting you. It’s also essential that you can communicate effectively with a wide range of colleagues – even those with less proficient numeracy skills. And finally, you need to demonstrate ambition to keep being the best that you can be. Times are changing, and employers want to know that you’ll do whatever it takes to keep their accounting practices at the cutting edge of modern technology. Post your vacancy with CMD Recruitment and tap into our expertise in connecting employers with outstanding accounting talent. Our [accountancy recruitment](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) specialists can help you find professionals who combine technical excellence with the drive to keep your business ahead. ## Highlights - Strong accounting fundamentals remain essential - Technology and AI are reshaping accounting roles - Analytical thinking adds strategic value - Communication skills are highly sought after - Team collaboration is key in modern workplaces - Continuous learning demonstrates ambition ## Frequently Asked Questions ### Why is technology important for accountants? Employers expect accountants to use AI and automation tools to improve efficiency and reduce errors, while still applying professional judgement. ### Do employers value communication skills in accountants? Yes. The ability to explain financial information clearly to non-financial stakeholders is highly valued. ### What shows ambition in an accounting candidate? A commitment to continuous learning, gaining new qualifications and adapting to industry changes demonstrates ambition. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Answer: “What Are Your Salary Expectations?”](https://cmdrecruitment.com/what-are-your-salary-expectations) **Published:** September 8, 2025 **Author:** paul **Content:** **Quick Answer:** When asked about salary expectations, provide a well-researched range, stay confident and keep the discussion professional to ensure a fair and mutually beneficial outcome. **Key Takeaways** - Salary discussions are a normal and important part of interviews. - Research helps you set realistic and competitive expectations. - Providing a range allows flexibility and negotiation. - Confidence and timing can influence the outcome. Are you one of those people who breeze into an interview, confident, well presented and self-assured or do you lose sleep, worrying about the kind of questions you may be asked? Well, there’s good news, even if you fall into the latter category. By preparing well ahead and being ready to ask – or answer – any query, your confidence levels will rise and you might even find yourself enjoying the experience. ## **You deserve it** However, how about the age-old question, “What are your salary expectations?” Do you feel relaxed and at ease when discussing it or does it make you uncomfortable? Remember one thing: you deserve to be rewarded fairly for your skills, knowledge and time. The best employers will be on the same page and may even drop the salary figure into the conversation early on. Nevertheless, this doesn’t always happen and it’s a little one-sided. After all, you are providing the employer with something valuable so why shouldn’t they be transparent and discuss the sort of figure they have in mind? ## **A win-win scenario** If they decide to put you on the spot and ask what type of salary you are looking for, don’t feel embarrassed about replying. See this as a win-win scenario where you are being compensated for the value you will bring to the organisation. If your new employer believes that their workforce is a precious asset without which they could not function, then providing and discussing the proposed salary should be an essential part of the conversation. However, as long as this reluctance to [talk about salaries](https://cmdrecruitment.com/master-the-art-of-navigating-salary-talks/) remains, it is left to the interviewee to take this in their stride. The person interviewing you will already have a figure in their head and if you have done your homework correctly, so should you. You can then wait for the topic to be explored or even raise the question yourself. Once you feel confident, talking about salary should be as natural as discussing the hours of work or holiday entitlement! ![Salary guide](https://cmdrecruitment.com/wp-content/uploads/2022/02/Salary-guide.png) ## **Salary guide** So now you have a plan in place, and that is to enter the interview with your salary expectations clearly outlined in your head. Nowadays it is not so hard to research potential salaries for specific positions. You can use Google and compare several figures or if you would like to be more accurate, make use of the [CMD salary guide](https://cmdrecruitment.com/salary-guide/). Here you will find our recent salary report, focused on the South West and covering more than one hundred benchmarked salaries. By using this, you should gain a good idea of where your potential new position stands in the market. Try not to be shy about discussing salary; after all, it’s one of the things you are there for. You need to draw a fine line between being awkward about talking money and being too upfront. Only if you have a swathe of interviews lined up may you want to bring it into the conversation early on; sometimes this can save time for both interviewer and interviewee, identifying whether the pricing of the role suits both parties. Generally, most candidates wait until the point of being presented with an offer as, by this point, they know the employer wants them. The offer should [always include specifics of the salary](https://cmdrecruitment.com/why-include-a-salary-in-job-ads/) but if the employer avoids this, professionally refer to it. **Do Your Research** Understanding market rates helps you approach salary discussions with confidence and credibility. **Leave Room to Negotiate** Using a realistic salary range gives both you and the employer space to reach a fair agreement. ## **Getting into detail** So you’ve reached the point in the interview where you have been asked, “What are your salary expectations?” or you have introduced the topic into the conversation. Timing is important here as it is better if you can get the interviewer to state a figure first. If this doesn’t happen and you need to come up with a figure, err on the higher side. Just as when you are selling any item of value, if you go too low, it’s impossible to get back up. Don’t be too blasé though as if your salary expectations are far too high, the interviewer may move on to a candidate who is happy with a lesser sum. We must mention though that most good employers should not do that. If they want you for the role, they should be happy to negotiate until you are both happy with the chosen salary. Another good tactic when faced with the question, “What are your salary expectations?” is to try using a quizzical approach. You may wish to refer to the salary being important for both parties and since the interviewer is the expert when it comes to defining the role, can they please tell you what sum they have in mind. This places the question firmly back in the hands of the employer without being unprofessional. If this doesn’t work and they push you to give them a number, do this based upon the research you have carried out. State a range rather than a single number. Place your absolute minimum at the bottom with the higher number leaving you with room to negotiate. When deciding on what salary to ask for, you should take into account how much you value the job, how essential the pay is and any other benefits included. ## **Keep the range wide** By keeping the salary range wide, you are not committing too much. For example, if you would like to earn £50,000 p.a. you may state a range of between £45,000 and £65,000. If the job is a must-have, you may fine-tune these figures to £45,000 and £55,000. If you have the opportunity, end the discussion by stating that these are the best numbers you can come up with based upon what you know about the role so far and that you are happy to discuss further as you advance through the [interview process](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/). This ends on a positive note and shows your intention to go forward with securing the role. ## **Summary** Once you know what your final salary will be, use the CMD calculator to work out your [take-home pay,](https://cmdrecruitment.com/salary-calculator/) which is your salary minus national insurance and tax. Securing the ideal salary is hard work and can involve time-consuming research but, by making use of our [CMD salary guide](https://cmdrecruitment.com/salary-guide/), you will be well prepared to enter the interview. CMD Recruitment is expert in the field of recruitment. Talk to us if you would like further details concerning prospective salaries. ## Highlights - Salary expectations are a key part of interviews - Preparation and research improve confidence - Using a salary range allows negotiation - Timing and delivery influence outcomes - Transparency benefits both candidate and employer ## Frequently Asked Questions ### Should I avoid talking about salary? No. Salary is an important and valid part of the discussion and addressing it professionally shows confidence and preparation. ### Is it better to give a salary range? Yes. Providing a range gives flexibility and allows room for negotiation. ### When should salary be discussed in an interview? It is often discussed later in the process, but can be raised earlier if both parties want clarity. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [What are the four steps in the STAR method?](https://cmdrecruitment.com/steps-in-the-star-method) **Published:** April 21, 2025 **Author:** paul **Content:** **Quick Answer:** The STAR method is a structured interview technique that helps you answer behavioural questions using four steps: Situation, Task, Action and Result. **Key Takeaways** - The STAR method helps structure answers to behavioural interview questions. - It ensures responses are clear, concise and relevant. - Employers use it to assess skills like communication, problem-solving and teamwork. - Preparation using STAR improves confidence and interview performance. Situational style questions are favourites for many interviewers and you can expect to have at least one of these posed to you during the hiring process. Whatever type of interview you have coming up, using the STAR approach to help you prepare is hugely beneficial. We look at what STAR is and how you can use it to get to the next rung on the career ladder. ## **What is a situational question?** A situational question can also be referred to as a behavioural question. They are questions designed to bring out detailed responses of when you were in a challenging situation and how you dealt with it. You can usually identify a question like this as the interviewer will typically begin by saying, ‘can you tell me about a time when you…’ In some cases, you may be asked a hypothetical behavioural question such as ‘what would you if…’ In either case, adopting the STAR method will help you answer well. ## **What is the STAR method?** The STAR method is a framework you can use to make sure you are answering situational questions comprehensively and concisely. It is an acronym that stands for situation, task, action and result. Companies use this method as one of the ways to discover if you are the best fit for the role. During an interview, you are not expected to provide a detailed monologue of a past crisis, but it can be easy to go off topic or into too much detail, especially if you are nervous. The STAR method helps to keep you in check, and the listener engaged. - **Situation** Start by setting the scene. Briefly explain the circumstances around the challenge you faced. Use a work or professional situation rather than something personal. If you do not have any work experience to refer to, you can use an example of something that happened in your educational journey or any volunteer work you have done. - **Task** Go on to explain what your task was in the situation you are describing and what the goal was. What were your responsibilities in this scenario? At this point, you can be fairly succinct, mentioning just one or two points. - **Action** What actions did you take during the process? This part of the STAR is the place where you should provide the most detail. Your reaction or action is the element where interviewers will lean in to see how you respond to certain situations. While you should still be succinct, you can elaborate on what you did specifically in this situation. Interviewers are looking to assess your time management skills, how you deal with conflicts, and how you communicate. Bear these things in mind when you are preparing responses to help you stay focussed on the impression you want to give. - **Result** As you talk through your situation you will naturally move on to emphasise what happened as a result and any key learnings you made along the way. When you are thinking of a situation, choose one where there is a positive result or a result you can put a positive spin on. ## **An example STAR response** Below is an example of how you might answer a [situational interview](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations/) question: *‘Tell me about a time when you demonstrated good communication skills’.* Situation – When I worked at an advertising agency, we had an unhappy client who we needed to reassure we were working hard for. Task – my job was to listen and really understand the client’s position, and to demonstrate the activities we were doing on their behalf and the results we were achieving for them. Action – I scheduled regular weekly meetings where the team shared all the details of the activities we were undertaking. I also communicated to the project team what was happening and what we needed to do to fulfil the needs of the client. Result – over 6 months, we had regular meetings and the client was satisfied with the work we were doing, later commissioning further projects for us to take on. ## **Conclusion** Although situational questions are somewhat unpredictable, using the STAR approach will structure your preparation well and serve as a good reference during an interview, overall making you feel more confident and able. ## Frequently Asked Questions ### What does the STAR method stand for? STAR stands for Situation, Task, Action and Result — a framework used to structure answers to behavioural interview questions. ### Why is the STAR method important? It helps candidates give clear, focused answers that demonstrate their skills and experience effectively during interviews. ### How can I use the STAR method effectively? Prepare examples in advance, keep answers concise, and focus on your specific actions and measurable results. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Interviews --- ### [Top 5 Benefits of Using a SaaS Platform for Recruitment](https://cmdrecruitment.com/saas-platforms-for-recruitment-benefits) **Published:** November 28, 2025 **Author:** paul **Content:** **Quick Answer:** SaaS recruitment platforms help organisations hire faster and more efficiently by automating tasks, improving collaboration and expanding access to talent. **Key Takeaways** - SaaS platforms expand access to wider and more diverse talent pools. - Automation reduces administrative workload and speeds up hiring. - Centralised systems improve visibility and candidate tracking. - Collaboration and onboarding are streamlined through shared platforms. When it comes to recruitment, you don’t have to reinvent the wheel to deliver something innovative and efficient. Thankfully, there are companies out there doing the groundwork to make your recruitment process streamlined and effective. Rather than worrying that technology will replace recruitment teams, it’s far better to think about how technology will make recruitment teams more effective. It’s not about making their role obsolete, but about allowing them to focus on the aspects of the role that cannot be replicated by a machine. With this in mind, we’re looking at some of the ways in which using a SaaS platform for recruitment is likely going to become the norm. We’ll also be sharing our top five benefits that you can experience as a result of this overhaul and upgrade. ![Widen your recruitment pool](https://cmdrecruitment.com/wp-content/uploads/2024/10/Widen-your-recruitment-pool.png) ## 1. Widen your recruitment pool A common problem that recruiters face when looking for [candidates](https://cmdrecruitment.com/candidates/) is that they tend to start their search in the same places. And if you always do what you’ve always done, you’re going to get the same results every time. If you want to truly shake things up and make sure you are opening up your search as wide as possible, you need to bring SaaS platforms into the mix. By expanding your search to include more people, you’ll have a much better chance of narrowing it down to the best possible candidate for the role. ## 2. Automate the process of candidate screening One of the biggest drains on company resources in the recruitment process is going back and forth with candidates to pre-screen and then set up interviews and meetings. This process doesn’t require human interaction to do this successfully. In fact, technology can often do it better. You can use SaaS recruitment tools to help pre-screen potential candidates with pre-interview tasks. Those that successfully complete the task and are eligible to move forward are invited to select an appointment time. This can be more efficient for job seekers as it means they can do this in their own time, rather than having to stick to your office hours. ![Improved application tracking](https://cmdrecruitment.com/wp-content/uploads/2024/10/Improved-application-tracking.png) ## 3. Improved application tracking Hiring for multiple roles at once? Don’t stress about keeping track of applicants and worrying that anyone has been left in the dark. With SaaS platforms, you can hand over the time-consuming process of tracking applications, giving feedback and scheduling follow-ups. By removing the need for staff members to retain this kind of information, they are free to focus on more important tasks like [preparing interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview/) panels for their meetings or onboarding new staff members. There is often the fear that letting technology take over will make the process less human, but we find that it can actually increase the level of human interaction by freeing up time for HR professionals to focus on meaningful interactions rather than simple admin tasks. ## 4. Improve collaboration Recruitment works best when it is a collaborative effort. But this isn’t always effective when we use traditional recruitment methods. By making the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) centralised and accessible to everyone who needs to be involved, we can break down barriers and ensure that all relevant voices are included in the decision making process. It also means that recruitment decisions can be made anywhere at any time. Employee travel doesn’t have to get in the way or delay important decisions. This can help to remove the roadblocks that might otherwise slow down your recruitment plans. ![Intuitive onboarding](https://cmdrecruitment.com/wp-content/uploads/2024/10/Intuitive-onboarding.png) ## 5. Intuitive onboarding Another benefit of bringing SaaS platforms into the recruitment process is the possibility of including a seamless onboarding process for candidates. This can help to reduce paperwork and increase compliance by ensuring you have everything you need from the candidate before they start work. When candidates are already familiar with your recruitment portal, it’s much easier to share onboarding tools with them, such as webinars they need to watch or staff handbooks they need to read. Rather than introduce new systems and tools at this stage, you can streamline the process by keeping everything in the same place. BenefitImpact on RecruitmentWiden recruitment poolEnables sourcing beyond usual channels, reaching passive and non-traditional candidates.Automate candidate screeningPre-interview tasks and self-service scheduling reduce time to short-list and speed up the process.Improved application trackingCentral visibility ensures candidates are followed up, reducing risk of lost or forgotten applicants.Enhanced collaborationHiring stakeholders can access workflows remotely, share feedback and make decisions faster.Seamless onboardingUsing the same platform to onboard reduces duplicate systems and makes a smoother transition from applicant to employee.## How can SaaS platforms improve recruitment? We still need the human element of recruitment to speak to candidates and learn more about their capabilities, but SaaS platforms can help to streamline this process and reduce the chances of wasted time. When there is less time wasted, stakeholders from different parts of the organisation are more likely to get involved. When they can be confident their time will be valued, they are more likely to offer their input. So while we might assume that letting technology take the lead in recruitment will result in an impersonal experience for the candidate, the opposite can often be true. They are more likely to deal with more people from all levels of the organisation, which can help them to make an informed choice about if this opportunity is right for them. ![Mistakes to avoid with SaaS platform recruitment](https://cmdrecruitment.com/wp-content/uploads/2024/10/Mistakes-to-avoid-with-SaaS-platform-recruitment.png) ## Mistakes to avoid with SaaS platform recruitment Any time we bring technology into a corporate environment, it’s vital to monitor the rollout carefully to avoid potential embarrassment or liability. Recruitment is a sensitive topic with potentially wide-reaching legal ramifications. There is the risk of biases working their way into your recruitment plans if you aren’t careful. Technology will often display biases if the designers of that technology hold those biases. While the purpose of recruitment technology is to streamline the process, it’s essential that someone familiar with the system takes the time to monitor how it is working. This can help to avoid potential mistakes that could land you in hot water. ## Final thoughts on using SaaS platforms for recruitment There’s no denying that SaaS platforms could help to transform your recruitment processes and boost productivity within your [HR department](https://cmdrecruitment.com/how-to-help-your-human-resources-department/). It could help you to cast a wider net, streamline the process and make it easier for candidates to complete important tasks in their own time. That said, you should always proceed with caution when allowing technology to act on your behalf. Monitor your systems and make sure you have oversight of what is going on so you aren’t blindsided. Considering upgrading your recruitment technology? [Talk to CMD Recruitment](https://cmdrecruitment.com/contact/) about how SaaS platforms can transform your hiring process. ## Highlights - Expand your recruitment reach beyond traditional channels. - Automate screening and scheduling to save time. - Improve tracking and visibility across hiring pipelines. - Enable better collaboration between hiring teams. - Streamline onboarding using one central platform. ## Frequently Asked Questions ### What is a SaaS recruitment platform? A SaaS recruitment platform is a cloud-based system that manages hiring processes such as job postings, applicant tracking, interview scheduling and onboarding. ### Can SaaS tools replace human recruiters? No. These tools enhance recruitment by automating admin tasks, allowing recruiters to focus on candidate relationships, culture fit and decision-making. ### What are the challenges of using SaaS recruitment tools? Challenges include ensuring proper training, maintaining data security and monitoring systems to avoid bias or compliance issues. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Remote vs. Office-Based IT Jobs: What’s Best for South West Professionals?](https://cmdrecruitment.com/remote-vs-office-based-it-jobs) **Published:** August 14, 2025 **Author:** paul **Content:** **Quick Answer:** Choosing between remote and office-based IT jobs depends on your working style, role requirements and lifestyle priorities, with hybrid options offering a flexible middle ground. **Key Takeaways**- Remote work offers flexibility and eliminates commuting. - Office roles support collaboration and hands-on work. - Hybrid models balance flexibility with team interaction. - Company culture often dictates working arrangements. In the midst of the pandemic, many companies adapted to the restrictions by allowing their employees to work from home. The results were staggering. Not only were many roles very easily carried out remotely, but staff actually found this preferable to heading into the office. It’s easy to see why remote work often wins over office-based roles. Employees can cut out the commute time, they can handle home commitments with ease, and they often find they can achieve a healthier work/life balance as a result. As restrictions were eased, offices reopened but appetite for returning was weak. While some people missed the opportunity to get out of the house and mingle with their co-workers, others resented having to give up their home working arrangements. It also became clear that being on-site wasn’t really a requirement for many jobs. The only reason employers wanted their employees back in the office was that it made it much easier to keep an eye on what they were actually doing. So how does this apply to the [IT sector](https://cmdrecruitment.com/disciplines/it/)? Particularly in the South West of England? Many IT professionals relocated to the South West during the pandemic to make the most of the cheaper house prices and access to green space. They’re now facing difficult decisions as employers are demanding workers come back to the office. In this guide, we’re looking at the pros and cons of remote versus office-based IT jobs, and how you can leverage this information to maximise your career potential at any stage. AspectWhat to ConsiderCommute vs TimeRemote saves travel time; office roles require travel but can offer clearer separation between work and home.CollaborationOffice offers spontaneous interaction; remote requires tools and good process to replicate teamwork.Role RequirementsRoles with hardware, onsite security, or physical infrastructure often need in-office presence.Flexibility & LifestyleRemote offers flexibility for home commitments; office can offer separation and routine.OpportunitiesBeing open to remote, hybrid, or office-based broadens what jobs you can access.![](https://cmdrecruitment.com/wp-content/uploads/2025/02/The-case-for-remote-working.png) ## The case for remote working [Remote work](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) helps to drive down overheads for employers and can make employees more productive, provided there is trust. In situations where employees feel micromanaged, it can harm productivity and erode the benefits of working from home. For IT workers, there is a strong case for remote work. Those who typically work alone won’t miss out on a lack of collaboration, and hybrid working may be introduced to help alleviate any boredom or isolation that may be experienced. ## The case for office-based roles There are some [roles in IT](https://cmdrecruitment.com/disciplines/it/) that cannot be completed remotely and employees need to be on-site. Roles dealing with security will often be difficult to carry out remotely without the use of robust firewalls. And even then, this can be counterproductive if it leaves the organisations vulnerable to threats. Likewise, anyone working in a collaborative team might benefit from face to face contact with their colleagues. Solving problems often occurs in organic ways in an office environment and it cannot alway be replicated in Zoom calls or Slack chats. And finally, any IT professional dealing with hardware will naturally need to be on-site. There is no way to complete this type of role remotely, but there may be a case for making it a hybrid role. **Remote Advantages** More control over your schedule, no commute, and improved work/life flexibility make remote work very attractive. **Office Strengths** Face-to-face collaboration, onsite resources, and clearer boundaries between work and home are strong benefits of office-based roles. ![Which is best for South West IT professionals?](https://cmdrecruitment.com/wp-content/uploads/2025/02/Which-is-best-for-South-West-IT-professionals.png) ## Which is best for South West IT professionals? When searching for a new role in IT, you might be wondering if remote working or hybrid working is something that you should hold out for. Whether companies allow this type of arrangement will largely depend on their [company culture](https://cmdrecruitment.com/company-culture-explained/). Those that value collaboration and face-to-face interaction are likely to insist on in-office commitment, while those that are more free in their thinking are more likely to be open to remote and hybrid arrangements. Ultimately, whether you search for a remote only or an office-based role will be down to your personal preferences. Think about your current priorities and how your employment fits into this. If you need [flexible working](https://cmdrecruitment.com/the-future-of-working-from-home/) to be able to keep up with parenting commitments, then it’s more likely to be non-negotiable. However, if the right role is able to provide you with access to childcare or a workplace creche, you might be more open to this type of opportunity. Many parents appreciate the opportunity to get out of the house and into the office as a way to break up the day-to-day challenges of parenting. It’s certainly true that candidates who are flexible in this respect will have a wider choice of roles available to them. So, while remote working might be ideal, it could be something that you are willing to compromise on in the short-term. Curious about which setup suits you best—or looking for IT roles that fit your preferences? [Browse our available jobs](https://cmdrecruitment.com/jobs/). ## Highlights - Remote working improves flexibility and removes commuting. - Office roles support collaboration and hands-on responsibilities. - Hybrid working provides a balance of flexibility and interaction. - Company culture determines how flexible roles truly are. - Being open to different working styles increases job opportunities. ## Frequently Asked Questions ### Is remote work always better for IT roles? Not always. It depends on the role. Positions involving hardware, security, or high collaboration may benefit from office or hybrid setups. ### What should I ask before accepting a remote or hybrid role? Ask about expectations for office attendance, communication processes, equipment support and how collaboration is managed. ### Can flexibility improve job prospects? Yes. Being open to remote, hybrid and office-based roles increases the number of opportunities available to you. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team**This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Redundancy Explained: What It Is and How It Works](https://cmdrecruitment.com/redundancy-explained-what-it-is-and-how-it-works) **Published:** November 12, 2025 **Author:** paul **Content:** **Quick Answer:** Redundancy happens when a role is no longer needed, and UK law ensures employees receive fair treatment, including consultation, notice, and statutory redundancy pay. **Key Takeaways** - Redundancy is about role removal, not employee performance. - Employees are protected by UK employment law. - Both voluntary and compulsory redundancy processes exist. - Statutory pay and notice periods are legal entitlements. Redundancy happens when employers need to reduce their workforce. This is usually because the role is no longer needed, they are closing the business, or they have a reduced need for that kind of work. The underlying reason might be cost-cutting measures, a change in business needs, or a reorganisation of the company. If you have legal status as an employee, you are protected by the law, and employers must follow a process when making you redundant. In this guide, we’re exploring the role of redundancies in the modern workplace and how this works. We’ll also outline some of your key rights, and simple steps you can take to ensure you are treated fairly. ## What is redundancy? If you have been told you are going to be made redundant, it can be a difficult pill to swallow. Employees often feel afraid when this happens and they may blame themselves, but it’s important to remember that a redundancy is not linked to your performance or your ability to do your job. Redundancies happen when companies need to restructure, or they are winding down. If you happen to work in a department that is no longer needed, you might find that your role is marked for redundancy. Relocations can also result in redundancies, although you may be given the option to relocate with the company. You also have the law on your side when it comes to redundancies, and this will ensure you are fairly compensated for the disruption to your career. ![](https://cmdrecruitment.com/wp-content/uploads/2025/11/Voluntary-versus-compulsory-redundancy.png) ## Voluntary versus compulsory redundancy Before making large changes to the structure of an organisation, employers might offer the opportunity to choose voluntary redundancy. This is when you choose to leave the organisation for a specific fee. This is usually followed by a wave of [compulsory redundancies](https://cmdrecruitment.com/voluntary-vs-compulsory-redundancy-whats-the-difference/), which is when specific roles are identified for termination. The benefit of this method is that it allows those who might be thinking about making a move to come forward and volunteer. This can save roles for those who would be happier staying put. Of course, it doesn’t always mean that the rest of the employees are saved from redundancy, but it does offer a fairer way to cut costs and then reassess the situation. **Know Your Rights** Employees are legally protected during redundancy and must receive consultation, fair selection, and the correct pay entitlements. **Plan Ahead** Understanding redundancy rules allows you to make informed decisions and prepare for your next career opportunity with confidence. ![What are my legal rights during the redundancy process?](https://cmdrecruitment.com/wp-content/uploads/2025/11/What-are-my-legal-rights-during-the-redundancy-process.png) ## What are my legal rights during the redundancy process? The law is very much on your side throughout the redundancy process, so you should be fairly compensated for the inconvenience. You will be eligible for certain things, such as: - Redundancy pay - A notice period - A consultation with your employer - The option to move to a different role, where possible - Time off work to look for a new job It’s also important that you are selected for redundancy in a fair way. For example, you cannot be singled out because of your age, gender or if you are disabled or pregnant. You’ll be entitled to statutory redundancy pay if you’ve been with your employer for more than 2 years. You will get: - Half a week’s pay for every full year you were under 22 - One week’s pay for every full year you were 22 or older, but under 41 - One and a half week’s for or every full year you were 41 or older This is capped at 20 years. Your weekly pay will be calculated from the average you were paid over the 12 weeks before you received your redundancy notice. At the moment, the maximum redundancy pay possible is £21,570. Your employer can choose to give you more than the statutory amount, and this will be outlined in your employment contract. In addition to your redundancy pay, you must also be given sufficient notice. This is as follows: - At least one week’s notice if you were employed between one month and two years. - One week’s notice for each year employed between two and 12 years. - 12 weeks notice if employed for 12 years or more. You should be paid through your [notice period](https://cmdrecruitment.com/redundancy-and-your-notice-period-what-to-expect/), in addition to your statutory redundancy pay. Your employer can also choose to give you payment in lieu of notice, but only if this is included in your original employment contract. This should be paid in addition to any redundancy pay and should include extras such as pension contributions, as outlined in your contract. ## Highlights - Redundancy = job no longer needed - Voluntary vs compulsory redundancy options - Statutory redundancy pay after 2 years’ service - Notice periods depend on length of employment - Fair selection and consultation are legal requirements ## Frequently Asked Questions ### What does this topic mean? Redundancy refers to a situation where a role is no longer required due to business changes, not employee performance. ### Why is this topic important? Understanding redundancy helps employees protect their rights and ensures employers follow fair and legal processes. ### How does this affect job seekers or employers? Employees can better prepare for transitions, while employers must ensure compliance and fair treatment during workforce changes. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Reduce Hiring Costs and Improve Retention in IT Roles](https://cmdrecruitment.com/reduce-hiring-costs-improve-it-retention) **Published:** November 11, 2025 **Author:** paul **Content:** **Quick Answer:** Reducing hiring costs in IT comes down to improving retention through flexible working, strong management, and efficient recruitment processes powered by automation. **Key Takeaways**- Retention and hiring efficiency are closely linked in IT roles. - Flexible working and employee satisfaction are critical to reducing turnover. - Listening to staff feedback helps uncover and fix retention issues. - Automation and AI can streamline recruitment and lower costs. Digital skills are more in demand than ever before. While news of layoffs in some large tech organisations have made the news in recent years, IT roles remain in demand across the sector. Why? Because non-tech organisations are becoming increasingly vulnerable to threats. This is driving the need for cybersecurity and IT services both in-house and through external agencies. Hence, there are far more opportunities available in this sector. The [skills shortage across IT services](https://cmdrecruitment.com/navigating-an-it-talent-shortage/) means that good employees are worth holding on to. This means that alongside hiring new talent, companies should also be looking at ways to retain their existing workforce. When a sector becomes more competitive, it becomes more likely that employees will be poached by rivals. A simple way to avoid this is to ensure they are happy in their role and fairly compensated for their work. In this guide, we’re looking at ways you can improve staff retention in IT roles and how this can drive down your recruitment costs in turn. ![What drives employee retention?](https://cmdrecruitment.com/wp-content/uploads/2025/02/What-drives-employee-retention.png) ## What drives employee retention? Not too long ago, money ruled [employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/). As long as you could provide a fair salary that was higher than anything your rivals are offering, your employees would happily stay put. With the rising cost of living, you’d be forgiven for thinking this is still the case, but workers are becoming increasingly motivated by other factors. Work/life balance and other intangible aspects of employment are becoming more important than simply how much they take home every month. The perks that help retain staff will vary depending on what stage they are at in their life. Young workers are motivated by flexible working, generous holiday allowance and value added perks that help to reduce their living costs. Those with young children are motivated by job security, remote working and help with childcare costs. And older employees who might have already seen their children off to university are motivated by the prospect of their nearing retirement. Being able to maximise their pension will be a clear advantage to them. TopicKey PointEmployee Retention DriversWork/life balance, flexibility, perks and strong management now matter as much as salary.Listening to StaffFeedback, exit interviews, and open communication uncover real issues.Flexible & Remote WorkingOffering remote or hybrid roles improves retention and makes roles more attractive.Streamlining HiringUsing automation and AI to reduce admin, speed up decisions, and cut costs.Cost ImplicationsLower turnover and efficient hiring directly reduce recruitment spend.![](https://cmdrecruitment.com/wp-content/uploads/2025/02/How-do-you-increase-staff-retention-in-IT-roles.png) ## How do you increase staff retention in IT roles? First things first, you need to speak with your existing staff and listen to their feedback. Open communication with staff will help to reveal any potential shortcomings within your existing policy. They might be screaming out for flexible working hours while you’re busy offering free fruit in the break room. Look at management roles within the company and see if there are weaknesses. A good manager will build trust and transparency while also helping to inspire workers to do their best work. A bad manager can lead to unhealthy behaviour such as micromanagement and a lack of trust. Not everyone is suited to management roles, but management is something that can be taught if candidates have the right motivation. Finally, review your exit interview strategy. And if you don’t have one, implement one. Exit interviews can feel like a waste of time, like you’re closing the barn door after the horse has bolted, but they can be illuminating. Those who are leaving the organisation might be more inclined to speak up on behalf of those that are staying behind. This can reveal some interesting insight into how your teams really operate. **Manager Quality Matters** Strong, trustworthy management builds engagement and trust—poor leadership is one of the top reasons IT staff leave. **Efficiency & Savings** Smoothing recruitment steps with technology reduces cost, speeds up hiring, and leaves less room for candidate drop-off or misalignment. ![](https://cmdrecruitment.com/wp-content/uploads/2025/02/Consider-flexible-and-remote-working.png) ## Consider flexible and remote working While some IT roles certainly cannot be completed remotely, others can certainly be done from home, at least a few days a week. [Remote and hybrid working](https://cmdrecruitment.com/the-future-of-remote-hiring/) arrangements offer a simple way to allow workers to build a life they love without having to look for a new job. If you cannot offer hybrid or remote working, consider other ways you might make the workplace more enticing. Flexible hours are popular with those who like to set their own schedule. And a four-day working week could be a huge selling point for those who like to maximise their weekends. The four-day working week is set to be huge in coming years, and we could soon see this become the norm. By offering this now, ahead of the curve, you can attract and retain workers before this becomes the standard practice. ## Streamline recruitment processes So far, we’ve looked at how to save money by increasing staff retention, but what about recruitment costs? AI and automation are primed for streamlining many recruitment processes, allowing [HR professionals](https://cmdrecruitment.com/what-is-human-resources/) to focus on more productive tasks. Automation might be used to put your recruitment on autopilot, while AI helps to filter through applications and deliver a topline summary of the best talent it finds. While this process will need to be monitored to ensure you aren’t missing any key talent, it can help to speed up the recruitment process to ensure you can offer jobs to talented candidates before the competition has a chance to meet with them. Improving staff retention alongside a streamlined recruitment process should help to drive down costs and allow you to close skills gaps with ease. Looking to cut down your recruitment costs while keeping your IT team strong and committed? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today—let’s work together for smarter hiring and better retention. ## Highlights - Work/life balance and flexibility are key drivers of IT retention. - Employee feedback and exit interviews uncover improvement areas. - Remote and hybrid working are increasingly expected by candidates. - Automation and AI can significantly speed up recruitment processes. - Improved retention reduces hiring costs and skills gaps. ## Frequently Asked Questions ### What non-salary factors improve retention most? Flexible working, work/life balance, strong management relationships, and meaningful perks often outweigh salary increases alone. ### How can companies use exit interviews effectively? Exit interviews highlight recurring issues and provide honest feedback that can be used to improve policies and retain existing staff. ### Is automation safe to introduce in hiring? Yes, when used responsibly. Automation should support processes, but key hiring decisions should always include human oversight. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team**This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [12 Important Recruitment Strategies to Build a Strong Sales and Marketing Team](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team) **Published:** April 30, 2025 **Author:** paul **Content:** **Quick Answer:** Building a strong sales and marketing team requires clear hiring strategies, targeted job descriptions, strong employer branding and an engaging candidate experience. **Key Takeaways** - Define the skills and traits needed before starting recruitment. - Use multiple sourcing channels to attract diverse talent. - Strong employer branding helps you stand out in competitive markets. - Assess both cultural fit and long-term performance potential. A strong sales and marketing team can transform your business. These creative and analytical members of your team can help to increase awareness, drive sales and push for greater innovation. A good sales and marketing team doesn’t happen by accident. It takes strong recruitment strategies to build a team that works well together and can achieve the best possible results. Since marketing is often a collaborative endeavour, your team will need to be able to work well together to achieve the best possible results. Before starting the process of hiring your next [sales](https://cmdrecruitment.com/disciplines/sales/) and [marketing](https://cmdrecruitment.com/disciplines/marketing/) professional, consider these important strategies. ## Identify missing skills When building your teams, think about specific skills you need to be able to achieve your marketing and sales objectives. Perhaps you are lacking design skills, or you need a talented copywriter. Think about the tasks that often fall through the cracks, are completed poorly, or you have to outsource. By understanding what skills you are missing from your team, you can begin to think about the kind of candidate you need to hire. And remember, the candidate doesn’t have to have all of the skills you need. Sometimes it is better to find someone interested in gaining new skills and creating the framework for them to develop in their career. ## Create a comprehensive candidate profile You can’t advertise a role until you know what [job is on offer](https://cmdrecruitment.com/a-guide-to-declining-job-offers/). Being vague in the job description will not cast a wider net and could actually put some individuals off applying to work for you. Once you know what skills you are looking for, you can begin to create a candidate profile to match. Think about the specific [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) level you want, but also the type of individual that will be a good culture fit. Culture fit is equally important as it will determine how well employees get along. While different personalities are not necessarily a bad thing and can help to drive creative teams forward, stark differences in working style can spell trouble. For example, someone who thrives in an independent setting might not fit well into a well-established team that loves to collaborate. ## Determine your company culture While you’re trying to determine the right culture fit for employees, it’s a great time to consider your company culture. These are the values that sit at the core of your company and can help individuals to decide if they want to be part of your journey. It’s no longer enough to offer a salary and a job description, prospective employees want to know what you stand for, what you’re doing to change the world, and how working for you can help to further their careers. ![Offer benefits that employees want](https://cmdrecruitment.com/wp-content/uploads/2021/12/benefits.png) ## Offer benefits that employees want Alongside a competitive salary, many candidates will also want to see some impressive benefits. But before you start building the benefits package, speak to your employees about what they want. Some are more motivated by money and would respond well to a bonus incentive, while others value their free time and would appreciate a four-day working week, flexible hours, or the option to work from home. Instead of building an inflated package of benefits that aren’t of interest to your employees, do your research to determine what individuals expect from their employer. This will help you to become a desirable employer. ## Lean into the science Making the most of psychometric and aptitude testing can help you to gain more insight into your candidates. You’ll be able to get a better idea of where an individual’s strengths lie, and you’ll be able to see through the white lies on their CV and [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/). Working with a specialist recruitment agency can help you to set up a pre-interview screening process that will enable you to quickly narrow down the candidates you want to interview. If you aren’t sure how to get started with aptitude or psychometric testing, [working with a recruitment agency](https://cmdrecruitment.com/recruitment-agencies-why-use-them/) is a great place to start. ## Streamline the recruitment process The best candidates won’t stick around for long, so don’t keep them waiting with slow recruitment processes. If you need to arrange a second round of interviews to further narrow down the candidates, make sure you keep everyone updated and try to schedule it as soon as possible. If you hit pause in the recruitment process at any point, you can’t expect the same candidates to still be available when you’re ready to start it up again. Set a timeline for the interview process, make candidates aware of this, and then stick to it. Slow recruitment processes increase the chances that the best candidates will be snapped up while you’re trying to make a decision. ![Make it a two-way conversation](https://cmdrecruitment.com/wp-content/uploads/2021/12/Make-it-a-two-way-conversation.png) ## Make it a two-way conversation When the time comes to meet candidates, don’t allow it to become a grilling. Instead, set the interview up as a two-way conversation. The candidate should feel involved in the recruitment process and be able to ask questions about if this role is right for them. The best candidates won’t respond well to an interview that doesn’t give them time to ask questions and receive honest and considered responses. If you want to build the best sales and marketing team possible, you need to be able to attract the right candidates. ## Offer cash for referrals Your own staff might have potential leads on talented sales and marketing professionals that are looking for their next challenge. Hiring from referrals may also open the door to hiring people who aren’t actively looking for work. These are great candidates as they aren’t motivated by the need to find a job. They already have a job, so if they are interviewing with you, it’s because they are curious to learn more about what you can offer. Your employees might know individuals from university, previous roles or from their friendship groups who aren’t actively looking for work but could be tempted if a better offer comes along. ## Attract graduate talent Hiring individuals with work experience and all of the right skills under their belt might seem like the obvious choice. But what if you want to be able to shape their learning? Once an individual has learnt how to do something, asking them to do it a different way might be tough. The solution? Hire graduates who are willing to learn how you want things done from the start. Offering a graduate training scheme is a great way to [attract new talent](https://cmdrecruitment.com/recruiting-in-wiltshire-attracting-talent/) and also keep recruitment costs down. If you have good connections with universities and can maintain a presence at key job fairs, you could have a steady stream of graduates every year. ![Make your company the selling point, not the job](https://cmdrecruitment.com/wp-content/uploads/2021/12/Make-it-a-two-way-conversation-1.png) ## Make your company the selling point, not the job When you sell your company instead of just a single job, you will encourage individuals to declare their interest, even when you aren’t actively hiring for a role. This will give you the pick of the best candidates, all year round. Your recruitment pages should not only list vacancies but also give candidates an idea about why they would want to work for you. You can highlight your company culture, career development opportunities and employee benefits. This will help candidates to understand that they are applying to be part of this team, and not simply applying to fill a single role. ## Offer a creative test If you’re looking for a marketing professional with creative flair, don’t be afraid to make part of the interview a short assignment or test. Asking interviewees to complete unpaid work outside of an interview setting might be frowned upon, but asking them to create something on the day of the interview is a great way to see how individuals think of their feet. The purpose of this exercise is not to find someone who can create a polished marketing idea in a short space of time, but rather see how individuals react under pressure. Do they remain positive or does their performance suffer because of the task? Sales and marketing can be a fast-paced industry, and you need to know that your team will be able to respond well to high-pressure situations. ## Think about more than just experience There’s more to a person than the ability to tick boxes against your job description. By looking beyond a candidate’s experience and hiring based on their aptitude and attitude, you’ll find it easier to fill vacancies within your team. Learning to read between the lines of a CV, [cover letter](https://cmdrecruitment.com/simple-steps-to-writing-an-outstanding-cover-letter/) and interview is not a simple task, but it does come with more experience. By including multiple people on the hiring panel, you will have the benefit of multiple perspectives on the candidates. By including individuals from different departments, you will be able to ensure that the candidate you select has met the requirements for everyone involved. By working these steps into your recruitment process, you will make it more sustainable and cost-effective. When you establish yourself as an employer that values its workers, you’ll become a top priority for the best talent, not just those looking for any job. ## Highlights - Sales and marketing recruitment requires a strategic and structured approach. - Targeted job descriptions improve candidate quality and relevance. - Using multiple sourcing channels increases access to top talent. - Employer branding plays a key role in attracting candidates. - A strong candidate experience improves engagement and hiring success. - Assessing cultural fit alongside skills ensures better long-term hires. ## Frequently Asked Questions ### What should a sales and marketing job description include? It should clearly outline key duties, essential skills, required experience and how success will be measured in the role. ### How can I attract top sales and marketing talent? Use targeted job adverts, employee referrals, strong employer branding and highlight growth opportunities within your organisation. ### Why is candidate experience important? A positive recruitment experience improves engagement, strengthens your employer brand and increases the likelihood of securing top candidates. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Building a Strong Onboarding Process to Enhance Employee Retention](https://cmdrecruitment.com/onboarding-for-employee-retention) **Published:** October 4, 2025 **Author:** paul **Content:** **Quick Answer:** A structured onboarding process helps employees feel supported, engaged and confident from day one, significantly improving retention and reducing recruitment costs. **Key Takeaways** - Employee retention begins during onboarding, not after issues arise. - Clear expectations and early support improve engagement and performance. - Structured onboarding processes help new hires integrate quickly. - Regular check-ins and feedback loops strengthen long-term retention. One of the most effective ways to reduce recruitment costs is by improving employee retention. While many organisations focus on salary increases or promotions, retention actually starts much earlier—during onboarding. Onboarding isn’t just about introducing a new hire to their role. It sets the tone for their entire experience with your organisation and plays a critical role in engagement, performance and long-term loyalty. ## The Importance of Employee Retention Employees are often a company’s most valuable—and most expensive—asset. The cost of hiring goes far beyond recruitment fees and includes onboarding, training, and the time it takes for a new hire to become fully productive. There’s also the value of internal knowledge and experience, which grows over time and cannot easily be replaced. When employees leave, organisations lose both capability and continuity. The goal of retention isn’t simply to keep employees indefinitely—it’s to keep them engaged, motivated and contributing meaningfully throughout their time with your business. ## How Onboarding Supports Retention A well-designed onboarding process helps new hires feel supported and confident in their decision to join your organisation. Without structure, employees can feel overwhelmed or undervalued—leading to early disengagement or even resignation. Effective onboarding ensures employees: - Understand their role and expectations - Feel welcomed and included in the team - Have access to the tools and support they need - Build early confidence in their ability to succeed It also reduces pressure on existing staff by providing a consistent framework for integrating new employees. ## Key Stages of an Effective Onboarding Process StageFocusOffer & Pre-StartSet clear expectations around role, responsibilities, contract and probation.Day OneProvide a structured schedule, introductions and a welcoming experience.First 30–90 DaysDeliver training, regular check-ins and cultural integration.Feedback & ReviewGather insights and refine onboarding processes.Long-Term EngagementBuild on onboarding to support retention and performance.## Creating the Ideal Onboarding Process ### Start with a Clear Job Offer Onboarding begins the moment an offer is made. Ensure all details—salary, expectations, probation and development opportunities—are clearly documented. This avoids misunderstandings and sets a strong foundation for trust. ### Plan a Structured First Day A well-organised first day helps reduce anxiety and creates a positive first impression. This might include: - A clear schedule of activities - Introductions to team members - Workspace and system setup - A planned team lunch or informal welcome ### Use Technology to Improve Engagement Replace long documents with engaging formats such as videos, interactive training or digital onboarding platforms to improve retention of key information. ### Introduce a Buddy System Assigning a buddy gives new hires a go-to person for questions and support, helping them integrate more quickly and comfortably. ### Schedule Regular Check-Ins Structured 7, 30 and 90-day check-ins provide opportunities to address concerns, reinforce expectations and track progress. ### Gather Feedback and Improve New hires offer valuable insights into your onboarding process. Regular feedback helps identify gaps and ensures continuous improvement. ## Final Thoughts A strong onboarding process is one of the most effective tools for improving retention and protecting your investment in hiring. By creating a structured, supportive and engaging experience, you can help employees settle in quickly, perform effectively and stay with your organisation for the long term. CMD Recruitment can help you build effective hiring and onboarding strategies that support long-term retention and performance. ## Highlights - Employee retention begins during onboarding—not after problems arise. - Clear expectations from the job offer stage build trust and alignment early. - A structured first day and early support reduce uncertainty and improve confidence. - Buddy systems and regular check-ins help new hires integrate and stay engaged. - Continuous feedback allows organisations to refine onboarding and remove friction. - Strong onboarding reduces turnover, protects hiring investment and strengthens workforce stability. ## Frequently Asked Questions ### What does this topic mean? Employee onboarding refers to the structured process of integrating new hires into an organisation, ensuring they understand their role, feel supported and become productive quickly. ### Why is this topic important? Effective onboarding reduces employee turnover, improves engagement and protects the investment made in hiring and training new staff. ### How does this affect job seekers or employers? For employers, strong onboarding improves retention and performance. For job seekers, it creates a more positive and supportive start to a new role, increasing job satisfaction. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Navigating Redundancy: A Comprehensive Guide to Help You Move Forward](https://cmdrecruitment.com/navigating-redundancy) **Published:** October 30, 2025 **Author:** paul **Content:** **Quick Answer:** Redundancy can be difficult, but by understanding your rights, managing your finances, and taking proactive steps in your job search, you can turn it into a positive career transition and new opportunity. **Key Takeaways** - Understand the redundancy process, including consultation and your legal rights. - Take early control of your finances to reduce uncertainty and stress. - Recognise redundancy as a business decision—not a reflection of your ability. - Stay proactive with job searching, networking, and upskilling. - Maintain professionalism to protect future references and relationships. Facing redundancy can feel overwhelming—especially if it’s your first experience of it. However, with the right approach and understanding, it can become a stepping stone rather than a setback. While the process may differ depending on your employer and industry, it typically begins with a consultation period where options are discussed and support may be offered. It’s important to understand your rights, including notice periods and redundancy pay, and to seek advice if you feel you are being treated unfairly. ## Redundancy in the UK: What You Need to Know Redundancies have been increasing in recent years, driven by economic uncertainty and evolving workplace trends such as automation and digital transformation. This makes preparation—both financial and emotional—more important than ever. While redundancy can be unsettling, many people use it as an opportunity to reassess their career and move in a new direction. ## Understanding the Redundancy Process The process usually starts with a consultation phase, where employers explain the situation and may offer alternatives such as redeployment or voluntary redundancy. If voluntary redundancy is offered, it often includes a financial package based on length of service. This can provide breathing room to explore new opportunities or retrain. If your role is ultimately made redundant, you may be entitled to statutory or enhanced redundancy pay. **Key things to keep in mind:** - Know your notice period and redundancy entitlement - Understand your right to consultation - Assess any alternative roles carefully before accepting or declining - Seek advice if anything feels unclear or unfair ## Downsize or Restructure? Redundancy can happen for different reasons—such as company closure, downsizing, or restructuring. Restructuring can sometimes feel personal, but it’s usually driven by business needs rather than individual performance. Understanding this can help you remain objective and focused on your next steps. It may also highlight areas where upskilling—particularly in growing fields—can strengthen your future career prospects. ## Manage Your Finances Financial stability is often the biggest concern following redundancy. Start by reviewing your income, expenses, and savings. Creating a realistic budget and reducing non-essential spending can help extend your financial runway while you search for a new role. Setting a rough timeline for your job search can also help you stay focused and reduce uncertainty. ### What Financial Support Is Available? You may be eligible for financial support such as Universal Credit or Jobseeker’s Allowance. Organisations like Citizens Advice can offer guidance on budgeting, benefits, and managing debt. You may also be able to negotiate temporary payment arrangements with lenders or service providers. ## Managing Anxiety and Uncertainty It’s completely normal to feel anxious, uncertain, or even frustrated after redundancy. These emotions are part of the process. However, it’s important to remember that redundancy is common and does not reflect your skills or value. Taking proactive steps—such as networking, learning new skills, and setting clear goals—can help rebuild confidence and create momentum. **Redundancy Isn’t the End** While challenging, redundancy often creates space to reassess priorities and pursue more fulfilling career paths. **Take Control of What’s Next** Planning your finances, building new skills, and staying proactive can turn uncertainty into opportunity. ## Stay Open to New Opportunities Redundancy can be a valuable opportunity to explore new industries, roles, or even career changes. Take time to reflect on your strengths, interests, and long-term goals. You may decide to retrain, pursue further education, or move into a different sector. ## Job Hunting Tips Approach your job search with structure and consistency to improve your chances of success. - Update your CV and tailor it for each application - Write targeted cover letters that highlight relevant experience - Use platforms like LinkedIn to network and find opportunities - Set daily or weekly job search goals - Stay patient—finding the right role can take time ## Moving On Professionally Maintaining professionalism after redundancy is essential. Positive relationships with your previous employer and colleagues can lead to strong references and future opportunities. If you feel you were treated unfairly, seek advice—but always handle the situation calmly and professionally. ## Conclusion Redundancy is never easy, but it can be a powerful turning point. By staying proactive, managing your finances, and focusing on your next steps, you can move forward with confidence and clarity. ## Highlights - The redundancy process includes consultation, legal rights and potential compensation that employees should fully understand. - Financial planning—budgeting, reducing expenses, and exploring support—is critical to managing uncertainty. - Emotional responses are normal, but proactive steps like networking and upskilling help rebuild confidence. - Redundancy can open doors to new industries, roles, or career paths through reflection and retraining. - A structured and consistent job search significantly improves your chances of securing the right opportunity. - Maintaining professionalism protects your reputation and supports future career prospects. ## Frequently Asked Questions ### What legal rights do I have in redundancy? You may be entitled to consultation, notice periods, redundancy pay, and fair selection processes. Seek advice if you believe your rights are not being upheld. ### How should I manage finances after redundancy? Create a budget, reduce non-essential spending, and explore financial support options such as benefits or payment arrangements. ### Can redundancy be a positive opportunity? Yes. Many people use redundancy as a chance to reassess their goals, develop new skills, and move into more rewarding roles. **Looking for your next opportunity?** CMD Recruitment supports candidates across Wiltshire, Bath, Bristol and the South West. [Browse current vacancies](https://www.cmdrecruitment.com/jobs/) **About the Author** This article was written by recruitment specialists at CMD Recruitment, offering expert guidance to help candidates navigate redundancy and move forward with confidence. **Categories:** Advice --- ### [Top 25 Most Common HR Interview Questions And Answers](https://cmdrecruitment.com/most-common-hr-interview-questions-and-answers) **Published:** April 16, 2025 **Author:** paul **Content:** **Quick Answer:** Preparing for common HR interview questions helps you communicate clearly, reduce nerves, and demonstrate confidence. By practising structured answers—especially using methods like STAR—you can adapt to almost any interview scenario and make a strong impression. **Key Takeaways**- Preparation improves confidence, clarity, and performance in interviews. - Most interviews follow predictable question patterns. - Employers value self-awareness and structured thinking over “perfect” answers. - The STAR method helps deliver clear, memorable responses. - Practising adaptable answers is more effective than memorising scripts. Interviews can be stressful for everyone. But being well prepared is one of the easiest ways to reduce that stress. By understanding common interview questions and practising your responses, you can approach interviews with greater confidence and clarity. You don’t need to predict every question, but by preparing for the most common ones, you’ll be ready to adapt your answers on the spot. This ensures you don’t miss key information and can present yourself effectively. Below are some of the most common HR interview questions along with guidance on how to answer them. TopicKey PointPreparationPractising answers improves confidence and deliveryCommon QuestionsMany interviews follow similar formatsWeaknessesShow self-awareness and growthFailuresFocus on lessons learnedSTAR MethodStructure answers clearly## Common HR Interview Questions and How to Answer Them ### 1. Tell me about yourself Give a concise summary of your background, experience, and key strengths. Focus on what’s relevant to the role. ### 2. Why did you apply for this role? Show alignment between your skills and the role while highlighting your interest in growth and development. ### 3. Why do you want to work for this company? Demonstrate that you’ve researched the company and connect your values with theirs. ### 4. What would you bring to this company? Highlight your strengths, attitude, and how you contribute to team success. ### 5. Why are you leaving your current role? Keep your answer positive and forward-looking. Focus on growth rather than negativity. ### 6. What are your greatest strengths? Choose strengths relevant to the role and support them with examples. ### 7. What is your biggest weakness? Show self-awareness and explain how you are actively improving. ### 8. What is your biggest achievement? Share a meaningful accomplishment and explain its impact. ### 9. Tell me about a mistake you made Be honest and focus on what you learned and how you improved. ### 10. Tell me about conflict at work Demonstrate communication skills, professionalism, and resolution. ### 11. Describe your leadership experience Show how you motivate others, communicate clearly, and take responsibility. ### 12. What working environment do you prefer? Show flexibility while aligning your preferences with the company culture. ### 13. How would others describe you? Use consistent traits backed by real examples. ### 14. What motivates you? Focus on professional drivers such as goals, growth, or achievement. ### 15. How do you handle stress? Explain your process for prioritisation, organisation, and maintaining balance. ### 16. How do you prefer to be managed? Show adaptability and openness to feedback. ### 17. What does success mean to you? Link success to goals, growth, and continuous improvement. ### 18. Where do you see yourself in five years? Show ambition while remaining realistic and aligned with the role. ### 19. What is your dream job? Highlight your passions while connecting them to the opportunity. ### 20. Are you interviewing elsewhere? Be professional—show interest in the role while demonstrating demand for your skills. ### 21. What do you do outside of work? Keep it professional and highlight interests that reflect positive traits. ### 22. Anything else we should know? Use this to summarise your strengths and reinforce your suitability. ## Using the STAR Method The STAR method is a powerful way to structure answers: - **Situation** – Set the context - **Task** – Explain your responsibility - **Action** – Describe what you did - **Result** – Share the outcome and what you learned This approach is especially useful for behavioural and situational questions. ## Questions You Should Ask the Employer Interviews are a two-way conversation. Asking questions shows engagement and helps you assess the role. - What does a typical day look like? - What is the company culture like? - What are the next steps? - What are your expectations for this role? - Do you have any concerns about my experience? ## Highlights - Preparation reduces anxiety and helps you communicate clearly under pressure. - Most interviews follow predictable patterns, making practice highly effective. - Employers focus on how you think, not just what you say. - Structured answers using STAR improve clarity and impact. - Real examples and storytelling make responses more memorable. - Asking thoughtful questions shows confidence and genuine interest. ## Frequently Asked Questions ### Do interviewers expect perfect answers? No. Interviewers care more about your thought process, communication, and self-awareness than perfection. ### Is it okay to pause before answering? Yes. Taking a moment to think shows professionalism and helps you deliver a stronger response. ### How can I prepare without sounding rehearsed? Focus on key examples and themes rather than memorising answers. This keeps your responses natural and adaptable. **Ready to put your interview skills into practice?**Explore current opportunities and take the next step in your career. [Browse current vacancies](https://cmdrecruitment.com/jobs/) **About the AuthorCMD Recruitment Career Team**This article was created by recruitment experts at CMD Recruitment, helping candidates prepare for interviews and succeed in competitive job markets. **Categories:** Advice, Interviews --- ### [Making Your Next Career Move: Resignation Letter Templates](https://cmdrecruitment.com/making-your-next-career-move-resignation-letter-templates) **Published:** March 1, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** A well-written resignation letter helps you leave your role professionally, maintain positive relationships, and protect your future career opportunities. Using a clear structure and the right tone ensures your departure is respectful and well received. **Key Takeaways** - A resignation letter is a formal and professional way to communicate your departure. - Clarity, gratitude, and a respectful tone are essential. - Always include your final working day and adhere to your notice period. - Templates can help structure your message for different situations. - Leaving on good terms supports future references and relationships. The act of crafting a well-written resignation letter is an integral yet often overlooked step in the process of a career transition. It sets the tone for your departure and can significantly impact your professional reputation. Utilising a well-structured template can aid in maintaining a level of professionalism, whilst succinctly conveying your intentions and sentiments regarding your resignation. As we further explore this topic, we will discuss the key elements that make up a commendable resignation letter and provide a selection of templates tailored to various unique scenarios. ## Understanding Resignation Letters and Notice Period In order to appreciate the importance and nuances of resignation letters, it is essential to comprehend their role as formal announcements of one’s intention to leave a job. They demonstrate professionalism and respect towards your employer while eliminating ambiguity about your departure. These documents play a key role in shaping the final impression you leave and can influence future professional relationships and references. Writing a resignation letter requires a balance of honesty and diplomacy. It provides an opportunity to: - Express gratitude for experiences and relationships - Maintain a positive tone, even if challenges were faced - Offer support during the transition period The notice period—typically between 2 to 4 weeks—is another essential part of the process. It allows your employer time to prepare for your departure and reflects professionalism and respect. ## How to write a resignation letter Drafting a professional resignation letter requires clarity, structure, and the right tone. Your letter should include: - The current date and company details - A clear statement of your intention to resign - Your final working day - A brief expression of gratitude - An offer to assist with the transition Avoid including negative comments or personal grievances. Keep the tone professional and constructive, saving any detailed feedback for an exit interview. Using a resignation letter template can help ensure you include all key elements while maintaining a polished and professional approach. ## Best Resignation Letter Templates Resignation templates provide a structured way to communicate your decision while maintaining professionalism. A strong template will help you: - Clearly state your resignation and final working date - Express appreciation for your time at the company - Offer support during the transition period Different situations may require tailored templates, such as leaving for a new opportunity or stepping away due to role mismatch. However, a simple, professional template is often suitable for most scenarios. ## Resignation letter template for a role that’s not a good fit When resigning because a role isn’t the right fit, it’s important to remain respectful and professional. Your letter should: - Clearly state your intention to resign and your final working day - Briefly explain that the role is not the right fit - Offer support during the transition **Example:** Dear \[Manager’s Name\], I am writing to formally resign from my position at \[Company Name\], with my final working day being \[date\]. After careful consideration, I have decided that this role is not the right fit for me long-term. I am grateful for the opportunity and the support I have received during my time here. I am happy to assist with the transition to ensure a smooth handover. Yours sincerely, \[Your Name\] ## Resignation Letter Due to a Career Change If you are leaving due to a [career change](https://cmdrecruitment.com/how-to-change-career-guide), focus on your future goals while maintaining a positive tone. Your letter should include: - A clear statement of your new direction - Gratitude for your current role - Your final working day - An offer to support the transition **Example:** Dear \[Manager’s Name\], I am writing to formally resign from my position at \[Company Name\], effective \[date\]. I have decided to pursue a new career path that aligns with my long-term goals. I am grateful for the opportunities and experiences I have gained during my time here. I am happy to assist with the transition and ensure a smooth handover of my responsibilities. Yours sincerely, \[Your Name\] ## Highlights - Resignation letters formalise your departure and shape your final professional impression. - A clear structure—intent, notice period, gratitude, and transition support—is essential. - Maintaining a positive and respectful tone helps preserve relationships and references. - Templates simplify the process and ensure consistency across different resignation scenarios. - Handling your notice period professionally reflects reliability and respect. - Tailoring your message to your situation (career change, poor fit, etc.) improves clarity and impact. ## Frequently Asked Questions ### What is a notice period? A notice period is the amount of time you must give your employer before leaving your role, as stated in your employment contract. ### How can I write my resignation letter professionally? Keep your letter concise, respectful, and clear. State your resignation, include your final working day, and express gratitude. ### Should I resign in person or via email? Resigning in person is preferred where possible, followed by a formal written resignation letter. Email may be appropriate if an in-person meeting isn’t possible. ### Can I use a resignation letter template? Yes, templates are helpful for ensuring your letter includes all key elements and maintains a professional tone. ### What should I include in a resignation letter? Your resignation statement, final working day, a brief thank you, and an offer to assist with the transition. ### How do I handle the resignation process professionally? Provide proper notice, communicate clearly, and support a smooth handover of your responsibilities. **Planning your next career move?** CMD Recruitment supports professionals across the UK with career advice, job opportunities, and expert guidance. [Browse current vacancies](https://www.cmdrecruitment.com/jobs/) or speak to a consultant today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), providing career guidance and hiring insights across the UK. *Reviewed by senior recruitment consultants.* **Categories:** Advice --- ### [Is Temporary to Permanent Hiring Right For You?](https://cmdrecruitment.com/is-temp-to-perm-losing-talent) **Published:** July 27, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Temp-to-perm hiring can offer flexibility and reduced risk for employers, but it may limit access to top talent in a candidate-driven market where many professionals prioritise permanent roles from the outset. **Key Takeaways** - Temp-to-perm roles begin as temporary with the potential to become permanent. - Some candidates prefer immediate job security and benefits. - This hiring model can reduce access to top-tier talent. - Recruitment strategy plays a key role in attraction and retention. - Clear communication and expectations are essential for success. The old idea of temp to perm recruitment for a temporary worker working being converted to a permanent employee may seem appealing to both employer and employee. However, there are some important considerations to take into account before making the transition. As with any temporary or permanent recruitment, it can sometimes be hard to find the right person, as it very much depends on what the candidate is looking for whether it be short-term, temporary or permanent recruitment. It is important to understand the terms and conditions of the contract and make sure that both parties are in agreement on the responsibilities, salary, and benefits of the position. It is also important to consider the impact of the transition on the [employee’s career path](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) and the employer’s workforce. It is essential to ensure that the company is prepared to commit to the long-term hiring process and that the employee is aware of their expectations and responsibilities. a “try before you buy” option for clients is beginning to become outdated. With the number of [vacancies at an all-time high](https://www.bbc.co.uk/news/business-57154345) in the current job market and with some people still reluctant to move, candidates have plenty of options available when it comes to job opportunities and is always going to align themselves with the position most suited to them and ideally seek permanent employment with employee benefits from day 1. In today’s competitive job market, top talent is in high demand. It is essential to consider how you work, respect, and provide feedback to potential applicants in the hiring process. Effective candidate communication is essential to underline your employer brand and team morale for both current and future staff. No one wants to feel like they are being tested and having to go the extra mile before becoming part of your organization, especially when the job market is rife with opportunities for job seekers. ![Is Temp to Perm really a cost saving?](https://cmdrecruitment.com/wp-content/uploads/2021/07/Is-Temp-to-Perm-really-a-cost-saving.png) ## Is Temp to Perm really a cost saving? The main reason many companies choose to employ on a temp-to-perm basis is cost, believing it’s a more cost-effective option that allows employers to end employment more easily while the candidate is still within the temporary phase. However, even with a straight permanent placement, the employee still must complete their initial probation. So what you may ask yourself is what is the difference between both placement types as both have a trial period. Many companies also rely on temporary workers to cover temporary roles for a certain period of time, as can help when there is a seasonal peak and cut the cost of having surplus permanent staff. Most agencies will provide a rebate fee should the employment of a permanent placement end before the 3-month probation. But choosing a temp-to-perm route could really limit your talent pool, especially with regard to permanently placed candidates. This limited talent pool could ultimately end up costing you as a business more in the long run to secure the perfect candidate and have the experience of [bad hires](https://cmdrecruitment.com/hidden-costs-of-a-bad-hire/). ![Would a candidate move for a Temp to Perm job?](https://cmdrecruitment.com/wp-content/uploads/2021/07/Would-a-candidate-move-for-a-Temp-to-Perm-job.png) ## Would a candidate move for a Temp to Perm job? Of course, from a candidate’s perspective, if they are a temp or currently temping, the chance that the temporary assignment could become permanent is appealing. This is likely to increase temp applicants from that of a temporary-only job advert. Mitigation of risk, in the sense that given the economic outlook, does an employer want to commit to a permanent employment contract or have a less formal temporary contract of employment? Asking a candidate to leave a permanent job to be a temporary employee for a few months is a risky move and could damage both the employee’s career path and the business’s employer brand. Offering an upfront temp-to-perm route of employment does mean that all parties go into the agreement with their eyes open and aware of the risks. ## Benefits of a Temp to Perm job? Temp-to-perms can work effectively for particular positions that require a technical skill set as it gives the employer time to determine if a person has enough knowledge and experience for the role. However, if you are recruiting on a temp-to-perm basis purely for cost-effective reasons, it really isn’t a pro. It could limit your talent pool and could end up taking longer to recruit for the position, costing you more in the long run. **Balancing Flexibility** Temp-to-perm offers flexibility for employers, but should be balanced against candidate expectations for security. **Attracting the Right Talent** Offering clear progression to permanent employment can help maintain interest from high-quality candidates. ## ![Negatives of a Temp to Perm job?](https://cmdrecruitment.com/wp-content/uploads/2021/07/Negatives-of-a-Temp-to-Perm-job.png) ## Negatives of a Temp to Perm job? As an employer, it’s essential to consider the impact of your recruitment strategy on both current and potential staff and also how it could impact [company culture](https://cmdrecruitment.com/company-culture-explained/). While temp-to-perm placements can have their benefits, they may not always be the best option for your business with no security the temp will more than likely still be looking at permanent positions. Recruitment research is your best ally when it comes to sourcing top-tier talent. This year and for some time to come, the job market is going to remain highly candidate-driven , so it’s essential your recruitment strategy works with the current market. ## So, what’s the best option? Well, that really depends. The type of recruitment you choose really does depend on the position you are looking to recruit, your current recruitment strategy, the employment market, and your brand values. At CMD Recruitment, we understand the importance of attracting and retaining top talent whether it be on a Permanent Contract or Temporary Basis. Our recruitment experts recruit permanent employees daily and can help you develop a recruitment process that aligns with your business needs and values. ## Highlights - Temp-to-perm hiring can reduce upfront risk but may not offer true cost savings compared to permanent hires - In a candidate-driven market, many professionals prefer permanent roles with immediate benefits - Using temp-to-perm as a default strategy can shrink your talent pool and increase long-term hiring costs - This approach works best for technical roles where a trial period helps assess capability before committing. - Choosing a hiring model depends on role type, market conditions and your organisation’s long-term goals ## Frequently Asked Questions ### What does this topic mean? Temp-to-perm hiring refers to roles that begin on a temporary basis with the potential to become permanent after a trial period. ### Why is this topic important? This approach can influence candidate attraction, hiring speed, and long-term retention, making it essential for employers to align their strategy with market expectations. ### How does this affect job seekers or employers? Employers must balance flexibility with candidate expectations, while job seekers must weigh job security against opportunity when considering temp-to-perm roles. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Identify the Best Candidates During the Hiring Process](https://cmdrecruitment.com/identifying-the-best-candidates) **Published:** July 19, 2025 **Author:** paul **Content:** **Quick Answer:** Identifying the best candidates requires a structured approach that combines clear role definitions, consistent evaluation methods, and careful assessment of both skills and cultural fit. **Key Takeaways** - Define clear job requirements before starting the hiring process. - Use structured interviews to fairly compare candidates. - Avoid bias by focusing on evidence rather than instinct. - Assess both technical skills and cultural fit. - Use practical tests to validate candidate ability where needed. The recruitment process is all about identifying and hiring the very best candidate for the role. While the interview process might be time consuming and difficult, it is one of the best methods we have for finding and hiring the best candidates. When presented with multiple strong candidates, it can be difficult to know which one is the right one to hire. Even those trained in recruitment processes might struggle to choose between multiple qualified candidates. If you’ve been tasked with making the final hiring decision, read on to learn more about what it takes to find the ideal candidate and what questions you can ask yourself to make the final decision a little easier. ## How to identify the best candidates The process of making a final decision actually starts before you’ve even interviewed your first candidate. Before you start the [interview process](https://cmdrecruitment.com/structured-interview-process/), create an interview matrix that includes all of the desirable traits that you would like to find in a candidate. Doing this simple step will make it far easier to carry out a direct comparison between the candidates. It can also help to guide the questions you need to ask each candidate. By keeping the interview process uniform, you’ll find it easier to make comparisons and find the perfect candidate. TopicKey PointRole DefinitionEstablish clear responsibilities and required skills before recruiting.ShortlistingCompare applicants against essential criteria to identify strong matches.Interview StrategyUse consistent, competency-based questions to evaluate suitability.Cultural FitAssess how well candidates align with company values and team dynamics.Recruitment ExpertiseWorking with specialists streamlines the hiring process and improves outcomes.![Avoiding biases](https://cmdrecruitment.com/wp-content/uploads/2024/07/Avoiding-biases.png) ## Avoiding biases It’s important not to hire based on “gut feeling” or “good vibes”, as this will often come down to your own biases. When faced with a difficult decision, we will often look for similarities between ourselves and the candidates. This can allow you to make a decision based on bias and will ultimately lead to a less diverse workforce. Instead, you need to be making a decision based on facts and information, not feelings. The best way to achieve this is through effective interview technique and proper reflection following the interview. Remember that the time of the day when you meet the candidate could influence how you feel about them. For example, the candidate you meet first thing in the morning is more likely to leave a better impression than the one you meet right after lunch. This is one reason that multiple meetings can be so effective. ## Questions to ask to identify the best candidate Once you have completed the preliminary interviews and you have narrowed the decision down to two or three candidates, you can start to ask yourself important questions about the candidates and this should hopefully help to reveal the best fit for your organisation. ![Does their CV match their interview?](https://cmdrecruitment.com/wp-content/uploads/2024/07/Does-their-CV-match-their-interview.png) ### Does their CV match their interview? The first question to ask yourself relates to how the candidate presented themselves on paper and then during the interview. Some candidates undersell themselves, so the interview process is incredibly rewarding as you discover lots of helpful information about them and their abilities. Other candidates oversell their abilities and you might find them backtracking during the interview process. Ask yourself how well their CV matched what they told you in the interview and if this is a problem for you. Even underselling yourself can be a bit of a [red flag](https://cmdrecruitment.com/addressing-cv-red-flags/), as it could mean that you are overqualified for the role or that you lack confidence and ambition. In an ideal world, candidates will accurately represent themselves on paper and this will match how they present themselves during the interview. ![Are there any outstanding doubts?](https://cmdrecruitment.com/wp-content/uploads/2024/07/Are-there-any-outstanding-doubts.png) ### Are there any outstanding doubts? Make a list of any doubts you might have about each candidate. Ideally, you would address these during the interview, but there might still be some outstanding doubts about their ability or motivation. Remember that it is far better to hire someone with room to develop rather than hiring someone overqualified for the role and asking them to adapt or change their working habits. Ask yourself if the doubts are something that could stand in the way of them doing the job, or if they are just differences in personality or approach. The former could be problematic, but the latter are just a sign of your biases. ![Do they have a career plan?](https://cmdrecruitment.com/wp-content/uploads/2024/07/Do-they-have-a-career-plan.png) ### Do they have a career plan? One way to identify if the candidate is one that will stick around for the long haul or if they are just using this opportunity as a stepping stone to further their career. If you are hoping to invest in training and development for the candidate, you want to know that they plan to stick around for as long as the opportunity is engaging and valuable for them. Ask yourself if you got an impression of their career plans and aspirations during the interview. If they have expressed an interest in growing with your company and making the most of [training opportunities](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/ "External Training Advantages and Disadvantages"), this could be a very good sign. You can also look at their career history to better understand how they approach new opportunities. Lots of short stints with different companies could indicate a restless approach that doesn’t bode well. However, if every career change comes with a promotion and a more senior job title, this could indicate incredible ambition that hasn’t been nurtured by any company in the past. ![Try a practical test](https://cmdrecruitment.com/wp-content/uploads/2024/07/Try-a-practical-test.png) ### Try a practical test If you are still struggling to decide between two candidates, you could invite them back for an additional interview that includes a practical test. This will allow you to put them in a real life situation to see how they respond. If you’re on the fence between two candidates, you can let the quality of their work speak for itself. ## Final thoughts on identifying the best candidate You can feel pretty confident that both candidates will be suited to the role, but if you’re struggling to make a final decision, the steps outlined in this guide can help. If both candidates are very strong and you don’t want to let either of them go to your competitors, you could also consider if your hiring budget could stretch to both of them. If either candidate doesn’t work out, you can let them go at the end of the probationary period. And if both candidates prove to be good hires, you will have boosted your workforce for the better. Looking to secure top talent for your business? [Submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment and let our expert team help you identify the best candidates quickly and effectively. ## Highlights - Clear job specifications - Effective CV screening - Structured interview process - Skills and cultural alignment - Reduced hiring risk - Strategic recruitment support ## Frequently Asked Questions ### What does this topic mean? Identifying the best candidates involves evaluating applicants against defined criteria to ensure they meet both technical and cultural requirements for the role. ### Why is this topic important? Making the right hiring decision improves productivity, reduces turnover, and strengthens team performance over the long term. ### How does this affect job seekers or employers? Employers benefit from better hiring outcomes, while job seekers experience a fairer and more structured recruitment process. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Leverage Data-Driven Insights for Better Hiring Decisions](https://cmdrecruitment.com/how-to-leverage-data-for-hiring) **Published:** November 8, 2025 **Author:** paul **Content:** **Quick Answer:** Data-driven hiring helps organisations make smarter recruitment decisions by using insights and metrics to improve efficiency, reduce bias, and enhance candidate matching. **Key Takeaways** - Data-driven hiring improves decision-making and reduces bias. - Tracking metrics like time-to-hire and cost-per-hire enhances efficiency. - Analytics can highlight bottlenecks in recruitment processes. - Candidate experience improves with faster and clearer communication. - Even small data insights can significantly improve hiring outcomes. Companies are always looking for a way to find a new competitive edge, but hiring is often one area that is neglected. For the vast majority of organisations, their workforce is their biggest expense. Hiring and training new members of staff can have a huge impact on your bottom line. Employee churn can therefore have a huge impact on profitability. It’s not just about the time and resources it takes to recruit and train new staff members. There is also value in the experience and knowledge of the staff that are leaving your organisation. By failing to make hiring decisions with [staff retention](https://cmdrecruitment.com/creating-a-positive-work-culture/) in mind, this can lead to higher operational costs. So, is there a better way to do things? By leveraging data as part of the hiring process, we can make decisions based on genuine insight rather than “gut feelings” or hiring manager “instincts”. By bringing data into the mix, it’s possible for organisations to make smarter hiring decisions that will benefit the organisation in the long-term. Let’s explore how that might work… ![When is data better than human decisions?](https://cmdrecruitment.com/wp-content/uploads/2024/10/When-is-data-better-than-human-decisions.png) ## When is data better than human decisions? Your HR department no doubt brings a wealth of hiring experience and insight into the hiring process, but this can be enhanced (not replaced) by the introduction of data-driven insight. Bringing data into the [hiring process](https://cmdrecruitment.com/why-saas-recruitment-tools-are-revolutionising-the-hiring-process/) can help to broaden the search for the ideal candidate, filter candidates for pre-screening, design tests that will determine their suitability for roles, and then provide greater insight into the candidates motivations and goals. In short, data-driven insight could supercharge your recruitment process, allowing you to make the most of the information available that simply could not be processed on a human level. Humans are prone to bias, even when they are trained to avoid this. When it comes to hiring decisions, we often lean towards the candidates that are most similar to ourselves. There is the assumption that hiring more of the same will yield better results, as this type of candidate has worked well in the past. But when it comes to putting together teams, there are benefits to be found in variety. Varied thought and varied approaches can help to uncover new ways of working that could boost productivity and solve problems. So while humans might be drawn to the familiar, data can help us to look past this to see the patterns in the data. Area of FocusHow Data HelpsCandidate SourcingIdentifies which platforms and campaigns deliver the best candidates so budgets can be allocated efficiently.Screening & SelectionAnalytics uncover which assessment methods best predict job success and reduce unnecessary steps.Hiring MetricsTracking time-to-hire, cost-per-hire, and quality of hire supports continuous process improvement.Candidate ExperienceData highlights where applicants drop out of the process so communication and flow can be refined.Diversity & InclusionMonitoring demographic data helps ensure fairness and transparency throughout the recruitment cycle.![Pitfalls to avoid with data-driven insights](https://cmdrecruitment.com/wp-content/uploads/2024/10/Pitfalls-to-avoid-with-data-driven-insights.png) ## Pitfalls to avoid with data-driven insights The insight part of the phrase “data-driven insight” should always be human. There is a difference between allowing data to make decisions and allowing data to inform human decisions. At the end of the day, there needs to be human insight behind every hiring decision. This isn’t something we want to fully automate. Instead, data should be used to support decision making and to present new ways of thinking that are outside of the usual biases. ## Using SaaS for hiring decisions If you’re ready to start making better hiring decisions based on insight rather than instinct, you need a recruitment [SaaS](https://cmdrecruitment.com/saas/) platform. Recruitment SaaS (software as a service) is a growing sector that is revolutionising the way we find and hire candidates. It often offers an all-in-one platform intended to enhance – not replace – your HR department. This could help to shake up the way you start your search by casting a wider net in order to start with a broader selection of candidates. Data-driven insight will typically help you to focus on one of the following three metrics: - Quality based hiring – this happens when you switch the focus to finding niche talent and the cream of the crop. When you have a specialist role to fill and only the best will do, you can use data to ensure you are reaching the [right candidates](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate/). - Cost reduction – when you have lots of roles to fill and want to keep hiring costs to a minimum, you can use [SaaS platforms](https://cmdrecruitment.com/saas-platforms-for-recruitment-benefits/) to help streamline the process and keep the cost per hire down. - Speed-based hiring – when you need to fill a role in a hurry, you can use SaaS platforms and data-driven insight to help quickly source qualified candidates. There is always a trade-off, so if you’re looking for a quality hire, you will either have to take your time, or be willing to part with more money to find the right candidate faster. And if you’re looking to save money on recruitment, you’ll either need to sacrifice the quality of the candidates or be willing to put up with longer lead times. ![How does this impact the candidate experience?](https://cmdrecruitment.com/wp-content/uploads/2024/10/How-does-this-impact-the-candidate-experience.png) ## How does this impact the candidate experience? When done correctly, this shouldn’t have any impact on the candidate experience. And when implemented well, it could even [improve the candidate experience](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/). Remember that data-driven insight and SaaS recruitment platforms are not a replacement for human interaction. If anything, these tools should free up time in your HR department so they can focus less on admin and more on forging genuine connections with current and prospective employees. Candidates will often have an improved and more streamlined experience that is less disjointed. Rather than having to wait for feedback and news about the status of their application, they will be kept informed throughout the process. By moving appointment booking online, for example, you can remove the need for a [HR professional](https://cmdrecruitment.com/what-is-human-resources/) to confirm the appointment time. This means that candidates can respond in their own time – and this will usually be outside of working hours. ## Final thoughts on utilising data-driven insights for hiring The data is already there, so it makes sense to utilise it as best as possible. This doesn’t have to replace the human insight that is present in your HR department, but it can help to supercharge what you already have available to you. Data-driving hiring decisions could help to drive down costs, speed up recruitment lead times, or help to connect you with high calibre and niche candidates in difficult to fill roles. By making the most of the data and insight available to you, your organisation could drive down costs and increase profitability. Ready to make data work for your hiring strategy? [Contact CMD Recruitment](https://cmdrecruitment.com/contact/) to learn how data-driven recruitment can strengthen your talent acquisition process. ## Highlights - Data empowers better, fairer hiring decisions - Analytics reveal hidden recruitment trends - Focus on quality, cost, and speed of hire - Data enhances—never replaces—human judgement - Smarter recruitment starts with simple metrics ## Frequently Asked Questions ### What does this topic mean? Data-driven hiring involves using metrics and analytics to guide recruitment decisions, rather than relying solely on intuition. ### Why is this topic important? It helps organisations improve hiring quality, reduce costs, and build stronger teams by making evidence-based decisions. ### How does this affect job seekers or employers? Employers benefit from more efficient processes and better hires, while candidates experience clearer communication and smoother recruitment journeys. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Attract Top-Tier Executive Talent in the Competitive UK Market](https://cmdrecruitment.com/how-to-attract-executive-talent) **Published:** January 6, 2026 **Author:** paul **Content:** **Quick Answer:** Attracting top-tier executive talent requires more than competitive salaries—strong employer branding, efficient hiring processes, leadership development, and retention strategies are key to standing out. **Key Takeaways** - Employer branding plays a critical role in attracting executive-level talent. - Lengthy or unclear hiring processes can deter high-quality candidates. - Ongoing development opportunities appeal to ambitious leaders. - Retention strategies are just as important as attraction efforts. - Understanding market trends helps prevent losing talent to competitors. When the job market becomes more competitive, this means there are more vacancies than there are people to fill them. In some sectors, this comes down to a lack of skills and experience rather than a lack of people to fill the roles. Those looking for top-tier executive talent might find that – although there are plenty of people looking for jobs – the number of qualified candidates is disproportionately low. [Executive hiring](https://cmdrecruitment.com/find-your-next-executive-hire) will always be a challenge, as this is the highest level of management within an organisation. You don’t necessarily want to roll the dice with someone who might be able to pick it up as they go along. Hiring managers are looking for a unique blend of experience, drive and innovation to help contribute to a highly effective C suite. With this in mind, it’s vital for organisations to position themselves in the right way in order to attract top tier talent. And the way to achieve this doesn’t always have to be through digging deeper into your pockets to offer a larger pay packet. Although salary will be important to [C suite executives](https://cmdrecruitment.com/what-is-a-c-level-executive/), we are increasingly seeing individuals prioritising more than just their monthly remuneration. Here’s how you can stand out in a competitive job market to position yourself as the ideal choice for the best talent. ![Establish yourself as an employee brand](https://cmdrecruitment.com/wp-content/uploads/2025/01/Establish-yourself-as-an-employee-brand.png) ## Establish yourself as an employee brand Employee brands attract interest from prospective workers, even when there are no vacancies listed. These types of companies are known for their above average treatment of workers, and they achieve this through a number of methods. You might rely on employee advocacy; by keeping your current employees happy, you can be confident they’ll do the talking for you. You can also shout about your achievements and why you’re different. Revamping the employment section of your website is a great place to start. Be clear about your company mission and what you stand for. This should be communicated throughout your website and hiring materials. You should also find ways to share your [company culture](https://cmdrecruitment.com/company-culture-explained/), which could be through video, images and written content. Focus AreaWhat You Should DoEmployer BrandingShowcase culture, mission and values; use employee advocacy and storytelling to build reputation.Recruitment ProcessMake it transparent, efficient, and avoid unnecessary delays to [keep candidates engaged](https://cmdrecruitment.com/how-saas-tools-keep-talent-engaged).Employee DevelopmentProvide continuous learning and growth opportunities; show that leaders can evolve with the company.RetentionEmpower executives with autonomy, listen to their needs, and ensure their voices are heard.Market AwarenessMonitor competitor offers and industry trends to stay ahead in compensation and culture. ## Streamline the recruitment process If there’s one thing that will deter a good candidate it’s a long and drawn out recruitment process. We know that the best candidates don’t stick around for long, so be clear and intentional in your recruitment plans. This means having a transparent recruitment process, being open about the stages, and not holding up the process with unnecessary review periods. When you want to fill a vacancy, move forward with intention and don’t keep candidates waiting around for long. You don’t have to rush the process and make decisions quickly just for the sake of it. After all, this could lead to poor decision making. Instead, look for ways to streamline your [recruitment processes](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) to avoid any unnecessary waiting. In many cases, simply taking an open and transparent approach will help to keep interested individuals on board while you make a final decision. ![Invest in employee development](https://cmdrecruitment.com/wp-content/uploads/2025/01/Invest-in-employee-development.png) ## Invest in employee development You might be thinking: we’re hiring C suite executives here, why would they need ongoing training and development? The fact is that you always want to hire individuals with a personal interest in development and learning. These employees are the most engaged and show dedication in their roles. There is something to be said for an employee being self-aware enough to know that there will always be more they can learn. When you prioritise employee development across the whole company, you also set the right tone. Top tier executive talent will feel empowered joining a company where every employee is encouraged to learn and develop. It means that the work of inspiring growth will be done for them, and they can enjoy the benefits of working with a highly engaged workforce. ## Focus on retention Finding top-tier executive talent is only one part of the puzzle. Once you find these workers, you need to do everything you can to keep them happy and encourage them to want to stay with your organisation. There are many ways to increase [employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/), and it isn’t always about offering more money than your competitors. The fact is that most people would rather be paid less to work for a company they love than to be paid more for a job they only tolerate. Employee retention often starts with listening to your employees and finding out what can be done to make their roles easier and to allow them to become the most productive they can be. In the C suite, this often means empowering everyone to feel like they can truly make decisions that will be respected and implemented. Autonomy over how they run their department will also be essential – provided it is within the parameters of your company values. ![Be aware of industry trends](https://cmdrecruitment.com/wp-content/uploads/2025/01/Be-aware-of-industry-trends.png) ## Be aware of industry trends Keeping one eye on your competitors will help to ensure you don’t fall behind. This doesn’t mean you have to copy everything they do, but being aware of their hiring trends and current employment offers will help to avoid your top talent from being poached while you aren’t looking. Head hunting will always be a part of the sector, particularly when you know you’ve found top tier talent. By being aware of what they might offer, you can be proactive in keeping your employees happy and this should help to ward off any attempts to swipe your best workers. ## Final thoughts Attracting and retaining top-tier talent is about so much more than just offering more money than your competitors. For many workers, the pay is only a small part of the decision making. Provided you’re offering a competitive salary, then workers will want to know that you are also interested in ensuring their time with your company is enjoyable and valuable. Don’t worry about investing in employees only to have them leave. It’s far better than not investing in your employees and having them stick around. The former will set you on a path to growth while the latter will only lead to stagnation. Want to make your executive roles stand out and attract top leadership? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today and let us help you build a compelling offer. ## Highlights - Your company mission and culture matter to executives - Lengthy hiring processes can lose top candidates - Leaders seek growth, not just roles - Retention starts by listening and empowering leaders - Knowledge of market & competitor trends protects your talent base ## Frequently Asked Questions ### What does this topic mean? Attracting executive talent involves positioning your organisation as an appealing place for senior leaders through culture, growth opportunities, and strong leadership values. ### Why is this topic important? Executive hires have a significant impact on company direction and performance, making it critical to attract and retain the right individuals. ### How does this affect job seekers or employers? Employers must refine their hiring and retention strategies, while candidates benefit from better-aligned roles and more supportive working environments. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [The Hidden Costs of a Bad Hire: What Every Employer Should Know](https://cmdrecruitment.com/hidden-costs-of-a-bad-hire) **Published:** May 23, 2025 **Author:** paul **Content:** **Quick Answer:** A bad hire can cost far more than salary—impacting productivity, morale, reputation, and long-term business performance through both direct and hidden costs. **Key Takeaways** - Bad hires create both direct financial costs and hidden organisational damage. - Productivity loss and morale decline are among the biggest impacts. - Legal issues and reputation damage can escalate costs significantly. - Structured hiring and onboarding reduce the risk of poor hires. - Early intervention is key to limiting long-term damage. The cost of hiring the wrong person is likely to be much higher than you expect. According to one study, 74% of employers admit to having hired the wrong person at some point. From the person who has heavily embellished their CV to the person who just doesn’t have a collaborative attitude, there are lots of reasons a hire might not work out. Costs to the employer are much more than just the cost of restarting the recruitment process. You might experience a dip in productivity, damage to your reputation, loss of team morale, and even legal costs associated with terminating an employee. Not to mention, it can be a drain on resources for members of staff tasked with [training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) this individual. To drive home the importance of making the right choice the first time, we’re going to explore some of the hidden costs associated with hiring the wrong person. Armed with this information, you can make the case for refining your recruitment processes to ensure no stone remains unturned. ![What are the obvious costs associated with a bad hire?](https://cmdrecruitment.com/wp-content/uploads/2025/05/What-are-the-obvious-costs-associated-with-a-bad-hire.png) ## What are the obvious costs associated with a bad hire? Let’s start with the most obvious costs you’ll face when you realise you’ve made the wrong choice. If the employee has made it past their probationary period and has moved to a permanent contract, there will be costs associated with letting them go. This would typically be around one month’s [salary](https://cmdrecruitment.com/salary-guide-2024/). This is a good reason to make sure you are familiar with your own employment contracts and not use templates. You’ll also have to start the process of finding someone to replace them, which could mean recruitment retainer fees, or directing internal resources towards finding candidates. Recruitment can cost around £3,000 to £5,000, depending on whether you are using internal or external recruitment tools. These are some of the obvious costs that are directly related to choosing the wrong candidate. There are many reasons you might discover the candidate is wrong for the role. It could be that they have lied about their skills and experience and aren’t up to the level you were expecting. Or perhaps they are a bad [culture fit](https://cmdrecruitment.com/company-culture-explained/) and are proving to be a negative or toxic influence in the workplace. There comes a point when the employer must decide if they want to continue down the road and hope that things improve, or to cut their losses and start the search for a new employee. This is difficult enough when it’s one employee in a relatively small organisation. When you are dealing with multiple problem employees across departments and teams, this can be even more complex and costly. ![The hidden costs of a bad hire](https://cmdrecruitment.com/wp-content/uploads/2025/05/The-hidden-costs-of-a-bad-hire.png) ## The hidden costs of a bad hire Alongside the obvious costs of making the wrong hiring decision, there are hidden costs that many employers will forget to think about. It might be more difficult to put a specific figure on these factors, as it might not be quantifiable. While you might not be able to put a price on these factors, they will still have a cost for your company and therefore shouldn’t be ignored. ### Drop in staff morale A bad employee can make work miserable for everyone. It could be that they aren’t pulling their weight and forcing everyone to work harder to pick up the slack. Or perhaps they are a negative influence in the workplace and make it harder for everyone else to deliver their best work. Staff morale is difficult to put a price on, but it’s important to consider. When morale is high, [productivity](https://cmdrecruitment.com/productivity-vs-pay/) spikes and staff happiness levels will soar. But a single toxic employee can make it difficult for anyone to enjoy their time at work and might even cause productivity to plummet. Another hidden cost of hiring the wrong person happens when you allow this person to stick around for too long. Prolonged exposure to this bad employee will damage staff retention in the long term and could lead your best workers to look elsewhere for employment. This is simply because the good workers will lose faith in your ability to lead. ![Loss of productivity](https://cmdrecruitment.com/wp-content/uploads/2025/05/Loss-of-productivity.png) ### Loss of productivity This will hit your organisation in a number of different ways. When you hire a new employee, you expect them to contribute to work output, so when they aren’t pulling their weight, you’ll notice this as a decline in productivity. This can have a wide reaching impact on other parts of your team. For example, team members tasked with training the individual might find that they have to put in more time and effort towards bringing them up to speed. So this is another member of your team that will also have a decline in productivity. A toxic employee can also lead to a decline in productivity for the wider team. They might feel frustrated with their negativity and this will impact their work output. And finally, you’ll also have to direct company resources towards disciplinary procedures, which will result in a further loss in productivity. If this happens at a critical time for your business, this could impact customer experience and lead to lasting damage for your brand. ### Legal costs While some bad employees will recognise where they are going wrong and move on gracefully, others might feel inclined to put up a fight. This means going through the legal process of terminating their employment. It’s not uncommon for ex-employees to then take their grievances to an employment tribunal. This will cost in terms of legal fees and also in terms of company resources directed towards defending the company. This can also be distressing for other employees, particularly if they are asked to comment in support of the company. After the ordeal of dealing with the toxic employee, facing them in a legal setting could be even more demoralising. TopicKey PointDirect costsRecruitment spend, salary, training time, equipment, and potential severance or replacement fees.Productivity lossRework, slowed delivery, and diverted manager time compound the cost over weeks and months.Team impactMorale dips and workload spikes increase burnout and flight risk among strong performers.Customer riskQuality lapses damage trust, trigger service credits, or risk lost accounts and referrals.Root causesRushed briefs, weak selection criteria, culture/value misfit, and insufficient references or work samples.PreventionStructured interviews, skills tests, realistic job previews, and calibrated hiring panels reduce mis-hire risk.Recovery actionsRapid performance plans, clear checkpoints, targeted coaching—or decisive, fair exits during probation.![Damage to reputation](https://cmdrecruitment.com/wp-content/uploads/2025/05/Damage-to-reputation.png) ### Damage to reputation A loss of productivity and decline in output won’t just impact your profits, it could also damage your reputation. Clients and customers might notice the decline in service. And if the wrong hire was in a [customer-facing role](https://cmdrecruitment.com/recruit-admin-customer-service-staff/), there’s a chance customers may have also noticed subpar efforts. Damage to reputation can be difficult to measure, but just as costly as a loss of productivity. A bad experience with a company can reduce the likelihood that a customer will return. Even relationships with loyal customers could be damaged by a bad hire. And of course, there’s also the chance that the bad hire will try to do further damage to your reputation by talking about their experience online or to others in your industry. This can be distressing for remaining employees, particularly if their names are mentioned in this context. It’s important to know your legal position and steps you can take to protect your employees if this happens. But again, this is another associated cost. ### Stress on managers Line managers in particular will feel the impact of a bad hire. This could lead to unnecessary stress levels that will make it hard for them to carry out their roles effectively. In extreme cases, these managers might have to take time off work with stress. If they are signed off work with a doctor’s note, you’ll need to implement a return to work plan to ensure the same issues don’t arise again. The human cost of a bad hire can be seen in lost sleep, loss of confidence and decreased productivity. It could also lead these managers to look for work elsewhere if the problem isn’t dealt with promptly. ![Hiring costs](https://cmdrecruitment.com/wp-content/uploads/2025/05/Hiring-costs.png) ### Hiring costs Not only will you have wasted money on recruitment costs, [onboarding](https://cmdrecruitment.com/onboarding-for-employee-retention/) and initial salary, but you’ll also have to pay to repeat the process. Restarting the recruitment engine can be costly, particularly if you don’t hire new employees very often. What’s important is that you learn from your mistakes with your first bad hire and implement steps to ensure you don’t miss the same red flags again. This could mean taking longer to get to know the candidate, or carrying out more thorough [reference checks](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce) to uncover any potential problems. ## Final thoughts on the costs of a bad hire It’s important to not become jaded by the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/). A bad hire can lead to a lack of trust, but it’s important to remember that not all candidates are lying in the interview process. Approaching the interview process with an assumption that you have to catch the candidate in a lie will result in an uncomfortable interview process. What looks like a red flag might just be a simple case of nerves. By taking candidates through multiple stages and not rushing the decision, you’ll be able to get to know each candidate and feel more confident in your decision. It’s also possible to implement a longer probationary period to protect your company against bad hires. A strong onboarding procedure will also help you to quickly determine if the candidate has what it takes to succeed in the role. After comprehensive training, the candidate should be able to stand on their own two feet, so it will quickly become obvious if the candidate is struggling. Protect your business from the costly impact of a bad hire. [Post your vacancy with CMD Recruitment](https://cmdrecruitment.com/submit-a-vacancy/) and find the right talent to strengthen your team from day one. ## Highlights - Direct vs. indirect cost breakdown - Productivity drag and rework - Morale, burnout and attrition risk - Client impact and reputation - Structured hiring and assessments - Onboarding, probation and feedback loops ## Frequently Asked Questions ### What does this topic mean? A bad hire refers to recruiting an employee who is not a good fit for the role, team, or organisation, leading to performance issues and wider business impact. ### Why is this topic important? The financial and operational impact of a poor hiring decision can be significant, affecting productivity, morale, and long-term business success. ### How does this affect job seekers or employers? Employers must refine hiring processes to avoid costly mistakes, while candidates benefit from better role alignment and clearer expectations during recruitment. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team**This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on [recruitment trends](https://cmdrecruitment.com/2026-recruitment-trends), hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [The Ultimate Guide to Executive Recruitment in the UK: Trends, Challenges, and Solutions](https://cmdrecruitment.com/guide-to-executive-recruitment-uk) **Published:** January 17, 2025 **Author:** paul **Content:** **Quick Answer:** Executive recruitment in the UK is evolving amid economic uncertainty, smaller talent pools, and rapid technological change—requiring strategic hiring, strong employer branding, and efficient processes to secure top leadership talent. **Key Takeaways** - Executive hiring remains active despite wider market slowdowns. - Economic pressures and smaller talent pools make hiring more complex. - Employer branding and clear values are critical to attracting top leaders. - AI and automation are reshaping recruitment processes. - Efficient, candidate-focused hiring processes improve success rates. Finding the right C-suite executives can make or break your business. These individuals are typically the most difficult to find, as there are plenty of people who think they’re ready for the role, and very few who are actually suited to it. If you’re on the lookout for your next C-suite executive, you might be curious to know how current trends, challenges and opportunities might affect you in 2025 and beyond. Most people are aware of the downturn in hiring in recent months which is expected to continue into the year. But does this downturn also impact top tier executives? Or will there always be strong demand for individuals that can drive forward innovation and growth? In this article, we’re looking at the current challenges facing the hiring sector in the UK and how you can turn challenges into opportunities. With the right approach, you can use difficult conditions to bolster your hiring efforts. ![Trends impacting UK executive recruitment](https://cmdrecruitment.com/wp-content/uploads/2025/01/Trends-impacting-UK-executive-recruitment.png) ## Trends impacting UK executive recruitment Global events, trade wars on the horizon, a struggling economy and [changes to National Insurance](https://cmdrecruitment.com/national-insurance-changes-job-market/) contributions are all adding up to a headache for the labour sector. Hiring is slowing down, as organisations take a cautious approach to the next 12 months. In general, most companies are looking for some signs of confidence before they let down their guard. But does this trend impact executive recruitment? There is typically lower turnover in the C suite, so these roles are advertised less frequently. When you are looking for a [C-suite executive](https://cmdrecruitment.com/what-is-a-c-level-executive/), it’s often a sign that you’re planning to make big moves. So while the rest of the hiring sector might be grinding to a halt and taking a cautious approach, this might not be the case for C suite hiring. In fact, organisations might be using the tough conditions and fear of instability to head hunt talent from other companies. It’s also a time to think strategically, and a new hire in the C suite could be just the thing an organisation needs to overcome the challenges ahead. This is a time to pay close attention to big moves in your sector, as it could have wide-reaching implications. Some companies hunker down during tough economic times and prefer to project an image of stability in the C suite. Big moves might impact confidence, so they adopt a survive rather than a thrive mentality. Advertising for a top level executive could therefore trigger talk in your industry. AreaWhat to Focus OnHiring PoolBroaden your reach while refining your employer brand to attract scarce top-tier talent.Economic PressuresAccount for cost impacts such as NI changes, inflation, and candidate expectations.Technology & TrendsUse AI/automation & DEI initiatives wisely—enhance, don’t replace, human judgement.Candidate AttractionEmphasise mission, values, growth and stability—not just salary.Process EfficiencyStreamline decision-making and communication to reduce delays and candidate drop-off.![Challenges to be overcome](https://cmdrecruitment.com/wp-content/uploads/2025/01/Challenges-to-be-overcome.png) ## Challenges to be overcome There are some pretty significant challenges facing the UK economy at present. ### Smaller hiring pool Since Brexit, the UK has become increasingly isolated from the rest of the world economically. While many organisations have adapted to these challenges, some are still feeling the pinch. Hiring is one area where you might struggle. Finding the right person for a top tier executive role becomes much more difficult when you have to limit your recruitment pool or else face significant financial barriers to bringing in an overseas worker. ### Stability and security Head hunting from other organisations was once the norm, but this could become more difficult when tough economic conditions are widespread. Workers will value stability over short-term gain. While you might be able to offer more in the way of financial incentive, you are also asking the person to leave a stable role for the unknown. The more risk averse individuals might require more than just a healthy pay bump to convince them to make the jump. ![AI and automation](https://cmdrecruitment.com/wp-content/uploads/2025/01/AI-and-automation.png) ### AI and automation The advent of AI and automation is also forcing companies to change the way they fundamentally operate. It is forcing innovation at an alarming pace, and this innovation is making its way into the recruitment process. This is all happening alongside an increase in demand for [DEI hiring practices](https://cmdrecruitment.com/what-is-diversity-equity-and-inclusion). This could prove to be counterproductive for DEI hiring goals if AI is able to move forward unchecked. We could also see more grievances from prospective employees over the way AI has been applied to their applications. ### Economic uncertainty So much seems to be up in the air at the moment that it can be difficult to make decisions with confidence. This is a time when having a level headed C suite will serve you well. The team needs to be united in the goal of surviving while also looking for ways to thrive. It requires tenacity and innovation to ensure that companies are able to ride waves of uncertainty while turning tough times into prosperity. ![Solutions for your recruitment woes](https://cmdrecruitment.com/wp-content/uploads/2025/01/Solutions-for-your-recruitment-woes.png) ## Solutions for your recruitment woes While there may be lots of challenges to overcome, the most successful organisations will know how to look at these challenges and turn them into opportunities. By deciding that you won’t be held back by these limitations, you can take strides ahead of your competition. ### Define your offering Hiring from a smaller recruitment pool simply means that you need to get more creative with your recruitment marketing. This all starts with how you present your business and advertise roles. You need to get clear about what you have to offer, and not just in terms of financial packages. Individuals want to know where you’ve been and where you’re going. They want to know about your company values and mission so that they can make a decision about whether your organisation is a good bet for the long term. Creating a careers section of your website will help to highlight your unique offering and make it easier for individuals to see if your values align with their own. This could become a [driving force for recruitment](https://cmdrecruitment.com/driving-recruitment/) that encourages individuals to reach out to you, even when you don’t have any vacancies listed. ### Know the key players This is not a time to become complacent. It’s vital to keep an eye on your sector so you can stay abreast of any new developments. Look for signs of growth from established players in your sector while also keeping an eye on newcomers. Startups may be keen to leverage their agile position to make gains in your sector, while also capitalising on the novel factor. It’s also a good idea to look for signs that other companies might be struggling. Streamlining their workforce or scaling back operations could indicate that they are rearranging the deck chairs. When this happens, there may be an opportunity to head hunt their [top talent](https://cmdrecruitment.com/how-to-attract-executive-talent/). If you put the systems in place to attract talent to your company, you might even find that they reach out to you directly. ![Streamline recruitment ](https://cmdrecruitment.com/wp-content/uploads/2025/01/Streamline-recruitment-.png) ### Streamline recruitment Another way to make recruitment in a tough economy work for you is to review your processes. If you often find that you have to start from scratch because your first choice has accepted a role elsewhere and your second choice doesn’t want to feel like the second choice, there is a good chance your [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) is to blame. Take an active role in reviewing your recruitment procedures and look for ways you can streamline without losing quality. It’s not about rushing important decisions, it’s about having the confidence in your processes that you can move forward without delays. Recruiting for the C suite can be daunting. It’s a high profile position that could cause shockwaves in your sector. It’s not a process you ever want to rush, as high turnover in the C suite could raise more eyebrows and damage confidence. But it’s also a process that can and should be subject to increased efficiency. ### Embrace the role of AI This is one area where AI and automation could help to streamline things. While you could take a staunch view that AI needs to be kept out of your business, this is likely to backfire as your competitors march ahead and deliver innovation with the help of AI. Instead, look for ways you can use it to enhance the role of human workers. Let your teams suggest ways that AI could help them to work smarter, not harder. ![Final thoughts on executive recruitment trends](https://cmdrecruitment.com/wp-content/uploads/2025/01/Final-thoughts-on-executive-recruitment-trends.png) ## Final thoughts on executive recruitment trends If one thing is certain, it’s that recruitment is a sector that never sits still for long. What is impacting the market now might be a distant concern by the summer, overshadowed by some new and unexpected challenge. While you could take the pessimistic approach and choose to see everything as a hurdle designed to slow you down, you could also see these challenges as an opportunity for growth, reflection and development. Conditions will never be perfect and there will always be challenges to face. Like a shark, companies must keep moving in order to survive. Standing still isn’t an option, so it’s important to rise to the challenges today so that you’re in a better position to rise to the challenges of tomorrow. The rise of things like AI might seem like an existential threat, but we can also choose to see this as an opportunity for development and to see new ways of working. Remember that innovation distinguishes between a leader and a follower. Looking to make a high-impact executive hire? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today and let us help you attract leadership talent that shapes your future. ## Highlights - Smaller hiring pools post-Brexit tighten executive searches - Stability now as important as compensation for many candidates - AI & automation reshaping recruitment operations - Clear values and mission help with attraction & retention - Efficient, human-centred processes win trust ## Frequently Asked Questions ### What does this topic mean? Executive recruitment refers to the process of sourcing, assessing, and hiring senior leaders such as C-suite executives to guide business strategy and performance. ### Why is this topic important? Strong leadership is critical during uncertain economic times, and the right executive hires can drive innovation, stability, and long-term growth. ### How does this affect job seekers or employers? Employers must refine their hiring strategies and employer branding, while candidates must demonstrate adaptability, leadership, and strategic thinking to stand out. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Fitness at Work: The Mental Health Edge](https://cmdrecruitment.com/fitness-at-work-the-mental-health-edge) **Published:** March 8, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Workplace fitness improves mental health by reducing stress, boosting mood, and enhancing focus—leading to more motivated, productive, and engaged employees. **Key Takeaways** - Exercise is increasingly valued for mental health rather than appearance. - Physical activity reduces stress and improves mood and focus. - Fitness contributes to higher productivity and job satisfaction. - Workplace wellness initiatives can improve morale and retention. - Emerging trends like Hyrox make fitness more engaging and inclusive. ### **The workplace is spotlighting fitness as a key to motivation and mental well-being.** As companies recognize the impact of physical activity on employee morale and mood, a deeper look at the link between fitness routines and mental health is needed. **But how exactly does exercise translate to a happier, more motivated you at work?** ## **Mental Health Now Tops Exercise Reasons** Many people are now prioritizing mental well-being over physical appearance as their main reason to exercise. This shift in focus, towards “mental fitness,” is driving more people to see exercise as a way to maintain well-being at work. One trend reflecting this shift is Hyrox, a global fitness race combining running with a full-body workout. It appeals to those seeking a challenging yet inclusive experience. This race’s popularity shows how regular gym-goers want new ways to stay active and competitive. The emphasis on overall well-being has led to activities like Hyrox, offering a chance to improve mental health alongside physical fitness. As mental health takes priority, incorporating activities like Hyrox into workplace wellness programs can boost morale, productivity, and job satisfaction. ## **How Fitness Boosts Your Mental Health** Understanding how fitness directly impacts mental health is crucial, especially with the growing focus on well-being in the workplace. Regular physical activity has proven benefits, contributing to a better mood, reduced stress, and sharper thinking. Let’s explore how fitness improves your mental health: - **Endorphin Release:** Exercise triggers the production of [endorphins](https://www.england.nhs.uk/), the “feel-good” hormones that can ease anxiety and depression symptoms. - **Stress Reduction:** Physical activity acts as a natural [stress reliever](https://www.mind.org.uk/) by lowering cortisol (stress hormone) levels and promoting relaxation. - **Enhanced Cognitive Function:** Regular exercise has been linked to improved memory, focus, and overall mental clarity. ![How Fitness & Mental Health Improve Work](https://cmdrecruitment.com/wp-content/uploads/2024/03/How-Fitness-Mental-Health-Improve-Work.png) ## **How Fitness & Mental Health Improve Work** Improved fitness and mental health can better productivity and overall job satisfaction. When employees prioritise their well-being, they’re better equipped to handle work demands. Regular exercise boosts physical and mental health and reduces stress and anxiety. This, in turn, leads to improved focus, creativity, and problem-solving skills – all essential for [workplace success](https://cmdrecruitment.com/top-tips-to-success-in-the-workplace). Additionally, individuals who exercise tend to have higher energy levels and are less likely to experience burnout, allowing them to maintain peak performance throughout the workday. Furthermore, a positive mindset fostered by exercise can enhance teamwork, communication, and morale among colleagues, creating a more harmonious and productive work environment. ## **The New Fitness Craze** [Hyrox](https://hyrox.com/), a global fitness competition, is a rising trend in the industry and has gained significant popularity among UK gym-goers. It is a unique challenge that combines running with a full-body workout. Because of this, it’s appealing to a broad audience seeking a new and exciting physical challenge. Here are some key points about the Hyrox competition: - Combines running with a full-body workout - Appealing to those seeking a challenge beyond traditional races - Encourages teamwork and group participation The inclusive nature of Hyrox has fueled its popularity, attracting regular gym-goers who might not typically participate in triathlons or hardcore obstacle courses. Hyrox has become popular for individuals looking to push their physical limits. ![The Link Between Physical Fitness and Mental Health at Work](https://cmdrecruitment.com/wp-content/uploads/2024/03/The-Link-Between-Physical-Fitness-and-Mental-Health-at-Work.png) ## **The Link Between Physical Fitness and Mental Health at Work** The rising popularity of fitness trends like the Hyrox highlights the growing impact fitness can have on mental health – particularly within the workplace. Research has shown that regular exercise improves physical health and enhances mental well-being. In the workplace, incorporating fitness routines can yield significant benefits. These routines can help employees manage work-related stress, boost their mood, and increase [productivity](https://cmdrecruitment.com/productivity-vs-pay). Underscoring this connection, a study by UK Active and Savanta revealed that over half (50%) of employees cited mental health as their main motivation for staying physically active. By creating a culture that promotes fitness, employers can go beyond just the physical benefits. They can actively support their staff in achieving better mental health outcomes, ultimately fostering a positive and productive work environment. The link between fitness and mental health is undeniable. By emphasizing this connection, employers can create a workplace where employees are happier, more motivated, and ultimately, healthier. ## **Conclusion** In conclusion, fitness and workplace wellbeing are becoming increasingly interconnected. As employers recognize the importance of promoting health and wellness among their staff, implementing fitness programs can yield numerous benefits. These benefits include increased productivity, reduced absenteeism, improved morale, and lower healthcare costs. Several initiatives can be implemented to promote workplace fitness. These include offering employee gym memberships, providing on-site exercise classes or yoga sessions, hosting wellness challenges or competitions, and encouraging physical activity breaks throughout the workday. Furthermore, employers can promote healthy behaviors by providing healthy snacks, standing desks, and ergonomic workstations. By creating a culture of health and wellness, employers can significantly improve their employees’ physical and mental well-being. This, in turn, leads to a more positive and productive work environment. Additionally, employees who feel supported in their fitness goals are more likely to experience long-term job satisfaction and loyalty to their company. ## Highlights - Mental health is now a primary driver for exercise - Exercise improves mood, focus, and stress management - Fitness supports productivity and reduces burnout - Workplace wellness programs boost engagement and morale - Trends like Hyrox make fitness more accessible and engaging ## Frequently Asked Questions ### What does this topic mean? Workplace fitness refers to incorporating physical activity into daily routines to improve both physical and mental well-being at work. ### Why is this topic important? It is important because improved mental health leads to better productivity, reduced stress, and higher employee satisfaction. ### How does this affect job seekers or employers? Job seekers benefit from healthier work environments, while employers see improved performance, retention, and workplace morale. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** new-jobs --- ### [The Ethics of Productivity Monitoring in Hybrid and Remote Work](https://cmdrecruitment.com/ethics-of-productivity-monitoring-remote-work) **Published:** July 24, 2025 **Author:** paul **Content:** **Quick Answer:** Productivity monitoring in remote and hybrid work can improve consistency and accountability, but must be implemented ethically through transparency, trust and a focus on outcomes rather than intrusive surveillance. **Key Takeaways** - Productivity monitoring should be transparent and proportionate to its purpose. - Trust is essential—over-monitoring can damage morale and relationships. - Outcome-based performance is more effective than tracking activity. - Data privacy must be protected with clear policies and controls. - Ethical monitoring balances accountability with employee autonomy. Has hybrid and remote work transformed your business? If it has, you’re not alone. Recent studies suggest that around 63% of employers are offering remote or hybrid working arrangements where possible, and it has transformed the way many companies operate. Remote and hybrid work is linked to increased productivity, lower operational costs and improved hiring outcomes due to a wider talent pool. Companies suffering as a result of the changes include real estate companies with large offices available for lease, and city centre food outlets relying on hungry workers seeking out lunches. The switch to a hybrid arrangement means that workers might [return to the office](https://cmdrecruitment.com/why-are-employers-pushing-to-return-to-office-work/) a few days a week to enjoy some face-to-face time with colleagues, while others have clung to their remote working status. For managers in charge of a distributed workforce, it raises some interesting new challenges. When workers are not visible and in the office, it can be difficult to know what they are really up to. Companies with low levels of trust in employees might turn to productivity monitoring to help ease their anxieties that workers are taking a [full salary to sit at home](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working/) and do nothing. But this approach could do more harm than good, with workers spending more time trying to trick the productivity monitors than they spend focusing on their work. There’s also the risk that productivity monitoring could erode trust and damage relationships with workers, leaving them wondering if they should start their search for another job. In this guide, we’re looking at the benefits and potential pitfalls of productivity monitoring and the ethics behind this practice. By the end of this short read, you should have a clearer idea if this is something you want to implement for your workforce, and how to do it ethically. ![Why bother with productivity monitoring?](https://cmdrecruitment.com/wp-content/uploads/2025/07/Why-bother-with-productivity-monitoring.png) ## Why bother with productivity monitoring? When workers are not present in the office, it can be difficult to know if they are getting the job done. When output relies on everyone pulling their weight, it can be damaging when team members are not delivering on expectations, just because they are out of the office. Productivity monitoring includes methods like tracking when users are active, requesting screen access, or using digital time-logging tools to allow workers to clock in and clock out. This can help to ensure workers are arriving on time, remaining active throughout the day, and sticking around until the end of the day. TopicKey PointWhy monitor?Set expectations, support consistency across office and home, and address repeat issues fairly.RisksIntrusive tools and surprise checks erode trust, morale, and the flexibility benefits of remote work.Ethical principlesTransparency, proportionality, fairness, and accountability guide responsible monitoring.Data practicesMinimise data, restrict access, and set clear retention periods aligned to the stated purpose.CommunicationExplain what is tracked, how it’s used, and how workers can raise questions or concerns.Measures to preferPrioritise outcomes and deliverables over keystrokes, screenshots, or constant activity checks.Policy & trainingProvide a written policy, manager training, and regular reviews to prevent overreach.## Benefits of productivity monitoring Implementing productivity monitoring can help to set expectations for workers, so they know what is expected of them, whether they are in the office or not. By establishing expectations, you remove any guesswork and can quickly take action if workers are falling short. If a worker arriving 45 minutes late to the office every day would be problematic, then there is no issue in implementing the same expectations when they are [working from home](https://cmdrecruitment.com/the-future-of-working-from-home/). Issues arise when this productivity monitoring is either intrusive, or carried out in a way that is designed to surprise workers. There is also the risk that the benefits of working from home could be lost if the worker has to stick to a strict schedule of productivity. ![Downsides of productivity monitoring](https://cmdrecruitment.com/wp-content/uploads/2025/07/Downsides-of-productivity-monitoring.png) ## Downsides of productivity monitoring The case against productivity monitoring often hinges on the concept of trust. Do you trust your employees to get their job done? Do you trust them to manage their workload so they give themselves enough time to achieve what they need to achieve? Junior members of staff might need more guidance and support to stay on task, or they might need to be available in a support capacity, so demands on their time might come in ebbs and flows. Whereas more senior members of staff should know what is expected and when the work needs to be completed. Their view of their employer might be damaged if they feel that their supervisor doesn’t trust them to manage their own time. ## A better way to manage productivity Rather than looking for signs of activity and using digital tools to monitor if workers are active during the day, a better measure of [productivity](https://cmdrecruitment.com/productivity-vs-pay/) would be output. The output – or the work produced – is surely the only thing that matters. When looking at factors that will move the needle in business, it’s output and not hours worked that will deliver measurable impact. Ultimately, it doesn’t matter if a worker spends all day on a document and manages to get it over the finish line in the last few minutes of the day, or whether they have a stroke of inspiration at the start of the day and manage to cross it off their list. If you use output as the measure of productivity, trust is restored and workers are able to prioritise doing their best work in a way that suits the flow of their day, giving them the freedom to ride the waves of inspiration as the strike. Building trust while maintaining productivity starts with having the right people in the right roles. [Post your vacancy with CMD Recruitment](https://cmdrecruitment.com/submit-a-vacancy/) and find talent that thrives in any work environment. ## Highlights - Transparency and informed consent - Proportionality and purpose limitation - Trust vs. surveillance trade-offs - Outcomes and deliverables over activity tracking - Data minimisation and retention controls - Clear policy, training, and escalation paths ## Frequently Asked Questions ### What does this topic mean? Productivity monitoring refers to tracking employee activity or output in remote or hybrid work environments to ensure performance and accountability. ### Why is this topic important? It highlights the balance between maintaining productivity and respecting employee privacy, which is critical in modern flexible working environments. ### How does this affect job seekers or employers? Employers must implement fair monitoring practices, while job seekers should understand how workplace policies may impact autonomy and trust. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [First Day at New Job Nerves: Steps and Tips](https://cmdrecruitment.com/first-day-at-new-job-nerves-tips) **Published:** April 30, 2025 **Author:** paul **Content:** **Quick Answer:** First-day job nerves are completely normal, and with preparation, realistic expectations, and a positive mindset, you can manage anxiety and start your new role with confidence. **Key Takeaways** - Feeling nervous on your first day is normal and usually temporary. - Preparation—like planning your journey and outfit—reduces stress. - Arriving early helps you settle and feel more in control. - Asking questions shows engagement and helps you learn faster. - Maintaining perspective and positivity helps manage anxiety. Starting a new job can be nerve wracking. It’s common to feel a flutter in your stomach and feel your palms getting sweaty when you walk into a new situation. But if it’s getting in the way of your job performance, or making you reluctant to move roles, you know it’s time to take action. In this guide, we’ll look at some of the common signs your nerves are getting in the way of your job performance and how you can keep them in check when you start a new job. This guidance is perfect for anyone with mild anxiety about starting a new role, but if you have more serious social anxiety, you might be best speaking to a professional about your experiences. ![](https://cmdrecruitment.com/wp-content/uploads/2023/05/What-do-first-day-nerves-look-like.png) ## What do first day nerves look like? If you get nervous on your first day at a new job, it might make you clumsy, forgetful and less on the ball than usual. You might experience physical and mental symptoms, including: - An increase in sweat, including sweaty palms - An elevated heart rate - Heavier breathing - Trembling - Feeling weak or tired - Trouble concentrating The first thing to remember is that a little bit of anxiety around your first day of work is completely normal. Everyone feels nervous on their first day, some people are just better at hiding it. Once you feel more relaxed in your role, you should find these symptoms subside and you can go about your day without worry. Until that day arrives, here are some tips for helping to ease the first day of work nerves. ![Plan your day](https://cmdrecruitment.com/wp-content/uploads/2023/05/Plan-your-day.png) ## Plan your day When you know what to expect, you can feel more at ease about what lies ahead. Planning your day as much as possible will help you to feel more relaxed. Sometimes, you don’t know what to expect, so you can only plan so far ahead. In this case, plan your journey to work and give yourself plenty of time so you know you won’t be late. Being late on your first day could trigger you to become more nervous, which will have a knock on impact. You should also decide things like if you will take your lunch with you or purchase something while you are there. Many companies will arrange for new hires to eat lunch with existing employees on their first day, so you don’t have to feel awkward. However, make sure you take a small snack with you so you don’t suffer from low blood sugar if lunch is a little later than expected. ![Pick your outfit in advance](https://cmdrecruitment.com/wp-content/uploads/2023/05/Pick-your-outfit-in-advance.png) ## Pick your outfit in advance There is nothing worse than panicking on the morning of your first day in a new role about what to wear. Pick your outfit the night before, make sure it fits, and make sure you have a second choice backup for emergencies. When you know exactly what you’ll be wearing, you can reduce the decision making in the morning and this should ease your stress. ## Arrive early and gather your thoughts By arriving at your new place of work early, you can take a moment to sit down and relax. If you are rushing into the office, you might arrive sweating and dishevelled and this will increase your anxiety. Take a moment to visit the bathroom, check your appearance and give yourself a little pep talk. You could also grab a coffee or a hot drink if this helps you to feel more relaxed. Just be wary about drinking too much caffeine, as this will amplify any anxious feelings. ![Set your expectations](https://cmdrecruitment.com/wp-content/uploads/2023/05/Set-your-expectations.png) ## Set your expectations The first day in a new job is a learning experience. Be prepared to take notes, learn procedures, sign documents and review policies. You are unlikely to be thrown in at the deep end, and they’ll expect you to take a little bit of time to get to know their systems and the rest of the team. Take each moment as it comes and don’t put too much pressure on yourself to be perfect on your first day. We all want to impress on our first day, but remember that the expectations from your supervisors will be much lower than the expectations you have for yourself. ## Ask questions There are no stupid questions when it comes to learning a new role. It can feel like you are annoying people when you ask questions about how things work, but everyone knows what it feels like to be in a new role. Employers will be far happier that you are efficiently asking questions rather than struggling to get things done by yourself. While you should employ some [common sense to problem solving](https://cmdrecruitment.com/common-problem-solving-interview-questions/), don’t struggle with an issue for too long. Asking questions is also a great way to get to know other members of the team. It will show that you value their contribution and that you’re willing to learn from their experience. ![Keep it in perspective](https://cmdrecruitment.com/wp-content/uploads/2023/05/Keep-it-in-perspective.png) ## Keep it in perspective It’s easy to become overwhelmed by the stress of a situation and blow things out of proportion. Remember that it’s just the first day of a new job. We’ve all been there, and rarely does anything go so wrong that anyone remembers it after a week. If you find your anxiety is getting overwhelming, take a moment to yourself and try breathing exercises to calm down. ## Plan something nice for the evening If you are really dreading your first day in a new job, try having something planned for the end of the day. This could be meeting up with a friend or just relaxing with your favourite takeaway. A work day is only around 8 hours long, so if you know you have something fun planned for the end of the day, you’ll be able to remain optimistic and avoid letting your anxiety bring down your mood. ![](https://cmdrecruitment.com/wp-content/uploads/2023/05/Try-to-remain-positive.png) ## Try to remain positive It’s all too easy to allow the negative feelings to overwhelm you when you are feeling anxious. Try to remain positive throughout the day as this will project a far better image to your new employer and colleagues. The fear of giving a bad first impression is often what drives our anxiety, but unfortunately it’s also anxiety that causes the bad first impression. Try to break the cycle by projecting an image of confidence, even if you don’t feel it. This is one situation where “fake it till you make it” is all too relevant. ## Closing thoughts If you’re feeling nervous about starting a new job, try to keep this in perspective so that it doesn’t ruin your first day. By preparing for your first day and being realistic about what is expected, you can take control of your nerves and make life easier. Try to remain positive throughout the day, as this will give a much better first impression. Be friendly, open and engaged and make sure you ask plenty of questions so you can learn more about the job and your new colleagues. It won’t be long before you are feeling more relaxed in your role and will be the established team member welcoming a nervous new starter to the company. Remember that your nervous feeling won’t last forever, you just need to get through the first couple of days. ## Highlights - Common physical and mental signs of first-day nerves - Importance of preparation to reduce anxiety - Practical tips for staying calm and confident - Value of asking questions and engaging with colleagues - Maintaining perspective and positivity ## Frequently Asked Questions ### What does this topic mean? First-day job nerves refer to the anxiety and stress many people feel when starting a new role or workplace environment. ### Why is this topic important? Managing first-day nerves is important because it helps you perform better, make a strong first impression and settle into your role more quickly. ### How does this affect job seekers or employers? Job seekers can improve confidence and performance, while employers benefit from new hires who are more engaged, prepared and able to integrate into the team. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Engineering Careers Beyond Construction: Unusual Paths to Explore](https://cmdrecruitment.com/engineering-careers-beyond-construction) **Published:** December 6, 2025 **Author:** paul **Content:** **Quick Answer:** Engineering careers go far beyond construction, with emerging roles in sustainability, AI, healthcare, smart cities and agriculture offering diverse and future-ready opportunities. **Key Takeaways** - Engineering careers now span sectors like AI, sustainability, healthcare and agriculture. - Low-carbon consultancy and green energy roles are rapidly expanding. - Smart cities and IoT engineering combine infrastructure with data-driven systems. - Machine learning and robotics are becoming central to modern engineering roles. - Adaptability and cross-disciplinary skills are essential for future engineering careers. There is a common misconception about the [engineering sector](https://cmdrecruitment.com/engineering-recruitment/) that could be putting people off exploring this as a career path. There is an assumption that engineering is all about construction, with the majority of roles taking place on building sites. This could deter some people from exploring this as a career path – particularly female candidates. In reality, engineering offers a wide range of opportunities across many different sectors. This could allow you to build a career that is perfectly in tune with your interests and passions. The engineering sector is also changing all of the time, so there may be jobs that arise in the next 10-15 years that aren’t available today. This is all down to the drive towards green energy and [more sustainable practices](https://cmdrecruitment.com/the-rise-of-green-leadership). It’s essential that we invest heavily in infrastructure that will pave the way for our lives to be powered by renewable and low carbon energy sources. And engineers will be essential to this change. In this guide, we’re exploring some of the lesser known paths into engineering and how these job roles might change in the coming years. If you’re thinking about a career that allows you to use your skills in maths, physics, design and problem-solving, then engineering could be ideal for you. SpecialisationWhy It MattersLow-carbon ConsultancyRedesigning infrastructure, retrofitting buildings and engineering for minimal-carbon outcomes puts engineers at the heart of the net-zero transition.Smart-Cities / IoT EngineeringCombines civil, data and systems engineering to optimise how cities operate — demanding cross-disciplinary skills and holistic thinking.Machine-Learning / Robotics EngineeringEngineers are building intelligent systems, processing data, automating tasks — roles once rare now increasingly central in engineering firms.Green-Energy & Biomedical EngineeringFrom renewable infrastructure to health-tech, engineers in these areas are shaping future-proof, high-impact careers beyond construction sites.Agricultural EngineeringFeeding the future under climate stress requires engineers designing sustainable systems for farming, supply-chains and food production.![Low carbon consultants](https://cmdrecruitment.com/wp-content/uploads/2024/11/Low-carbon-consultants.png) ## Low carbon consultants Our infrastructure is not built for low-carbon usage, so as the world turns its back on fossil fuels in order to reach its Net Zero targets, we’re going to need to re-think the way we live our lives. Homes, businesses and the infrastructure that serves them will need to be resigned, retrofitted and upgraded to make low carbon outcomes possible. This will require individuals with knowledge of multiple [engineering disciplines](https://cmdrecruitment.com/disciplines/engineering/) and an appreciation for low carbon construction to provide consultation support to help guide projects. Not only will these projects need to deliver low carbon outcomes, but they will also need to be carried out using low carbon construction methods. ## Smart cities specialist Alongside a move towards low carbon and sustainability, we’ll also be looking for ways to make existing infrastructure more efficient. The use of smart technology and the Internet of Things is likely to excel in this area. Engineers who specialise in the implementation of smart technology will be essential to ensuring new building work is optimised for efficiency. This type of work combines elements of [civil engineering](https://cmdrecruitment.com/civil-engineering-surveying-salary-guide) with data engineering. It involves taking data collected about how we use spaces and using this to inform how these spaces could be made more efficient, or used in a more cost-effective way. ![Machine learning engineer](https://cmdrecruitment.com/wp-content/uploads/2024/11/Machine-learning-engineer.png) ## Machine learning engineer AI, machine learning and robotics are all going to feature heavily in future engineering roles. Working as a machine learning engineer will put you at the forefront of this sector and enable you to shape the way we gather, interpret and utilise data. As the world adapts to the use of [AI systems](https://cmdrecruitment.com/how-ai-is-changing-recruitment/), these engineers will be essential in providing insight and support. They will make complex systems accessible to non-technical teams and help organisations to decide which systems are worth their investment. **Expand Beyond Traditional Roles** If you’re an engineer who expects site-based work, consider how your skills might apply in robotics, data engineering, sustainability, smart-buildings or health-tech instead. **Future-Focused Thinking** The most resilient engineering careers anticipate change. Focus on emerging systems, lifelong learning, and joining sectors that are growing rather than declining. ## Green energy engineers This is a broad category of engineering specialists that will be at the forefront of the green energy revolution. Our current National Grid isn’t set up to provide electricity to homes in order to power central heating and hot water when we phase out gas, which means big changes are on the horizon. This will be at a national level, but also at the level of individual homes. For example, heating engineers will be essential for keeping up with demand for heat pump installation as homes become more efficient and less reliant on gas. We’re also going to need electrical engineers and project managers to plan the infrastructure upgrades that will make it possible for us to produce and store electricity from renewable sources. ![Biomedical engineers](https://cmdrecruitment.com/wp-content/uploads/2024/11/Biomedical-engineers.png) ## Biomedical engineers If you are interested in the medical sector, a career in biomedical engineering could be the ideal path for you. The pandemic taught us that we need to be ready to quickly respond to global health threats and to be able to quickly deploy vaccines to help save lives. Biomedical engineers are responsible for advancing healthcare treatments and making it possible to roll out new treatments at a large scale. This branch of engineering combines principles of biology, chemistry and engineering to create a varied and incredibly interesting sector that is essentially a future-proof career path. If you’d like to be at the forefront of medical breakthroughs, this is the ideal career choice. And you won’t have to go anywhere near a building site. ## Agriculture engineering This might seem like an outdated sector, but feeding the world in the face of adverse climate conditions is going to be a huge challenge in the coming decades. This is where agricultural engineers will lead the charge. This includes a wide range of sectors, including farming, fishing and supply chain. The future looks bright for those working in this sector, as we will have to find sustainable, eco-friendly and compassionate practices that will enable us to feed the world. ![Nuclear engineer](https://cmdrecruitment.com/wp-content/uploads/2024/11/Nuclear-engineer.png) ## Nuclear engineer Nuclear gets a bad reputation as an industry due to its association with weapons and the risks associated with nuclear disasters. However, nuclear power is a clean and efficient source of energy that is likely to be essential to delivering low carbon energy production. We can’t rely on renewable energy all of the time, as this is often reliant on sunlight, wind or wave power. To plug the gap, nuclear energy is utilised. We could see a future where nuclear power plants are much smaller and deployed throughout the country to help meet energy demands locally. Engineers will be essential for deploying new projects, maintaining existing facilities, and managing the decommissioning of facilities to ensure this is handled safely. As with the rest of the engineering careers on this list, a career as a nuclear engineer will likely be future-proof, as we’ll always need these expertise. Ready to explore engineering roles in emerging sectors? Browse CMD Recruitment’s engineering [vacancies](https://cmdrecruitment.com/jobs/) today or [speak to our team](https://cmdrecruitment.com/contact/) about hiring opportunities beyond the construction site. ## Highlights - Engineering careers beyond construction sites - Low-carbon consultancy and sustainability engineering - Smart cities and IoT specialisms - Machine-learning & automation in engineering - Biomedical and agriculture engineering as future growth sectors ## Frequently Asked Questions ### What does this topic mean? Engineering careers are expanding beyond traditional construction roles into sectors like AI, sustainability, healthcare and agriculture. ### Why is this topic important? It shows how the engineering sector is evolving and highlights future-proof career paths aligned with global challenges like climate change and innovation. ### How does this affect job seekers or employers? Job seekers can explore diverse opportunities, while employers must adapt to recruit talent with interdisciplinary and emerging technical skills. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [The Future of Engineering Careers: Emerging Specialisations and Skills Needed](https://cmdrecruitment.com/engineering-career-specialisations) **Published:** December 20, 2025 **Author:** paul **Content:** **Quick Answer:** The future of engineering careers is being shaped by AI, sustainability, and automation, creating new specialisations and increasing demand for adaptable, multi-skilled engineers. **Key Takeaways** - AI and automation are transforming engineering roles across all disciplines. - Green energy and sustainability are driving major demand for engineers. - Robotics and advanced manufacturing require hybrid technical skillsets. - Adaptability and continuous learning are essential for future engineers. - Employers must act quickly to attract and retain skilled engineering talent. Automation powered by AI is sweeping through countless industries and turning many long-established sectors on their heads. While AI might lead to job losses in some sectors, it could help to fuel growth in areas such as engineering. Engineers will be at the forefront of AI, automation and robotics that could mark the end of the road for some careers. AI is not the only sector set for growth. We’re also seeing increases in demand for engineers with knowledge of green energy and sustainability. As a planet, we need to learn to live within our means, and this will lead to changes in the way we produce and consume energy. It will also drive demand for more sustainable practices that reduce our reliance on depletable resources. For those starting their engineering careers, this is certainly an exciting time. The jobs that will be available in 10 years time likely haven’t been thought of yet, so it will require flexibility and adaptability from the next generation of engineers. Those already in the sector will have an exciting opportunity to shape the future of engineering, paving the way for more efficiency. Hiring managers need to act now to secure the kind of talent capable of delivering these seismic changes. And engineers need to start thinking about how to future-proof their careers by adding to their skills in order to be able to meet shortages in demand. In this guide, we’re looking at some of the emerging specialisations in the engineering sector and what skills will be needed to meet demand. This can help employers and employees to prepare for these changes by making sure they are up to speed. ![Powering the AI revolution](https://cmdrecruitment.com/wp-content/uploads/2024/11/Powering-the-AI-revolution.png) ## Powering the AI revolution Perhaps the most obvious change to the [engineering sector](https://cmdrecruitment.com/disciplines/engineering/) will be the advent of AI. While it might be present in many areas of our lives already, its reach is only going to grow. Computer engineers and software engineers will be at the forefront of this expansion, helping to make AI accessible and useful to more people. There is a suspicion surrounding AI that makes a lot of people nervous, so there will also need to be checks and balances to ensure that any AI rollout is safe and monitored. Creating systems to monitor AI and keep users safe will also be essential. This will mirror the role of ethical hackers employed by companies to help thwart attacks in the early days of the internet. As [AI](https://cmdrecruitment.com/how-ai-is-changing-recruitment/) becomes more commonplace and prevalent, expect to see these skills cropping up in all engineering jobs, not just those tasked with training artificial intelligence. Emerging SpecialisationWhy It MattersAI & Automation EngineeringAI and process automation are streamlining production and design, requiring engineers who can integrate and manage smart systems.Green Energy & SustainabilityNet-zero commitments are creating demand for engineers skilled in renewable energy systems and sustainable design.Eco-Design & Materials EngineeringCircular economy principles require materials engineers to prioritise recyclability, durability, and low-carbon production methods.Robotics & Advanced ManufacturingAutomation in production and maintenance is creating new hybrid roles blending mechanical and digital expertise.## The rise of the green sector In order to meet Net Zero targets by 2030, the world needs to radically reimagine how we live our lives. Green energy production from renewable sources is only going to grow as a sector over the coming years. Like the AI movement, we can also expect employers to look for engineers with green energy experience, even if their role isn’t directly linked to the sector. Demand for structural, mechanical and civil engineers with experience in the green sector is set to explode as we build an infrastructure that can support green energy production. Our national grid, road network and public transport systems will need to be completely overhauled to make them sustainable and powered by renewable sources. Other sectors that are due to explode include the home heating engineering sector. Almost 75% of homes in the UK are currently heated with gas central heating systems. The switch to electric heating and heat pumps is going to need considerable man power. Anyone working as a heating engineer can expect to be in demand for the foreseeable future. ![Eco-design and sustainability](https://cmdrecruitment.com/wp-content/uploads/2024/11/Eco-design-and-sustainability.png) ## Eco-design and sustainability While we know that we need to make our lives less reliant on fossil fuels, a lot of these solutions haven’t even been designed yet. Eco-friendly design that places sustainability at the heart is set to expand in coming years. Engineering sectors set to be transformed by this demand include materials engineering, process engineering and even electrical engineering. Engineers who are interested in innovation and design will be well-placed to help find solutions to common problems as they arise. It will take ingenuity and a problem-solving approach to help rise to the challenges. ## Sustainable manufacturing Fast fashion might be having its moment, but this practice is fundamentally at odds with sustainability targets. With this in mind, companies will be looking for ways to make manufacturing and materials more sustainable. Not only for the planet, but for profits, too. Finite resources mean that we can’t continue to produce at the same rate; at some point, something has to give. Over the next 20 years, we can expect engineers will be tasked with driving down the cost of sustainable materials and manufacturing. These efficiencies will help to tackle the problem of waste and poor quality manufacturing which leads to items heading to landfill. We’ll also see more emphasis on the importance of a circular economy, so finding innovative ways to reuse and repurpose materials will be essential. ![Robotics and automation](https://cmdrecruitment.com/wp-content/uploads/2024/11/Robotics-and-automation.png) ## Robotics and automation While AI and machine learning transforms white collar jobs by automating menial tasks, the same will happen in blue collar roles as robotics become more sophisticated and useful. Engineers will be tasked with revolutionising the manufacturing sector to make it safer and more efficient. Robotics are not a new feature; alongside new applications, we’ll also need engineers capable of maintaining these ageing systems and updating them to meet current requirements and specifications. ## Emerging skills needed Knowledge of the green energy sector will be vital for engineers going forward. The green revolution is likely to spread through different branches of engineering, with all workers required to have an understanding of how it applies to their discipline. For engineers at the start of their career, gaining experience in green industries early on is likely to yield positive results in the long-term. This will enable you to leverage your knowledge to move into new sectors as they arise. Rather than wait for employers to start asking for these skills, you can get ahead of the competition by building your work experience in these growing sectors. Innovation is going to be key in the future, and this is a difficult skill to demonstrate to prospective employers. As a student or young engineer, getting involved with challenges and competitions that require you to solve problems or find novel solutions is a great way to highlight these skills. Engineers are problem solvers by nature, but these skills can be difficult to highlight on your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/). Adaptability is another key skill that employers will look for. The ability to learn new processes and ways of working will be essential in a future that hasn’t been designed yet. Engineers at every stage of their career can remain flexible by being open to new learning and training opportunities. ![How can employers remain ahead of the curve?](https://cmdrecruitment.com/wp-content/uploads/2024/11/How-can-employers-remain-ahead-of-the-curve.png) ## How can employers remain ahead of the curve? Companies will face a race to roll out new technology and be the first to market with innovations that could change the world. In order to achieve this, they will need to invest heavily in their staff to ensure they have the expertise to rise to these challenges. Engineers will be in high demand, which means that hiring will need to move quickly. It’s also a good idea to think about [headhunting](https://cmdrecruitment.com/how-does-headhunting-work/) alongside traditional job posting routes. Headhunting the skills that you need often requires a defined offering, with above market salaries or perks that make the move worthwhile. Finally, employers should remain aware of market trends to ensure they can remain ahead of the curve. While many employees like the option to work from home, this trend could shift in the coming years as a new generation of workers enters the workforce. Those that were forced to learn from home during the pandemic may crave interaction and collaboration that comes with an office environment. The challenge will be to meet the demands of existing employees while also attracting new talent. ## Final thoughts on the future of engineering careers Anyone thinking about studying engineering is well-positioned to snap up a future-proof career. Provided they remain adaptable and willing to learn more concepts and methods, there is no reason this shouldn’t be a lucrative career for life. Present skills shortages mean that engineers can enjoy higher than average salaries, particularly for those with unique skill sets. As green energy expands and the government is forced to invest heavily in infrastructure in order to meet green targets, we can expect plentiful opportunities. Training in engineering or switching from another career will help the UK to avoid relying on overseas talent to [plug these skills gaps](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/). Employers should think carefully about how they will attract and retain top talent moving forward, including keeping abreast of working trends to ensure their offering is always current. This will help to avoid the perils of losing top talent to headhunters. Ready to advance your engineering career? [Speak to our team](https://cmdrecruitment.com/contact/) about hiring skilled engineers for your business. ## Highlights - AI and machine learning applications in engineering - Renewable energy and sustainability focus - Eco-design and circular manufacturing - Robotics and advanced automation - Adaptable, multi-skilled engineers in high demand ## Frequently Asked Questions ### What does this topic mean? The future of engineering careers refers to how technological advancements like AI, sustainability, and automation are reshaping job roles and skill requirements within the engineering sector. ### Why is this topic important? This topic is important because it highlights how both employers and engineers must adapt to rapid technological changes to remain competitive and meet evolving industry demands. ### How does this affect job seekers or employers? Job seekers need to develop new technical and adaptable skills to stay relevant, while employers must invest in talent and training to keep pace with innovation and avoid skills shortages. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Implications for Employers in Bath Amid Cost-of-Living Crisis](https://cmdrecruitment.com/employer-implications-cost-of-living-crisis-bath) **Published:** March 25, 2025 **Author:** paul **Content:** **Quick Answer:** The cost of living crisis is increasing pressure on employers in Bath to offer competitive wages, adapt recruitment strategies, and support employee wellbeing to maintain productivity and retention. **Key Takeaways** - The cost of living crisis increases pressure on employers to offer competitive salaries. - Worker behaviour may shift, including seeking second jobs or reduced hours. - Employee motivation is increasingly driven by [financial incentives](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better) and job security. - Attracting and retaining talent becomes more challenging in competitive markets like Bath. - Employers can respond by reviewing pay, strengthening retention strategies, and leveraging workforce motivation. When there is a cost of living crisis, employers in the most expensive towns and cities will often feel the impact the most. Although not the most expensive, Bath is nonetheless an expensive place to live, which puts pressure on employers in the area to provide a competitive wage. The impending increase to the National Living Wage will also have a huge impact on employers in the region. These changes will disproportionately impact employers that rely on low income workers under the age of 23; a demographic dominated by students. And with Bath being a popular university town, there are a lot of students looking for casual work that will see their wages increase from April. With the cost of living crisis in mind, let’s look at some of the implications for employers in Bath and how changes to things like the [National Living Wage might impact](https://cmdrecruitment.com/will-the-increased-national-living-wage-impact-hiring/) their operations. ![How does a cost of living crisis impact employers?](https://cmdrecruitment.com/wp-content/uploads/2024/03/How-does-a-cost-of-living-crisis-impact-employers.png) ## How does a cost of living crisis impact employers? When the cost of living increases, this not only has an impact on the cost of running a business, but it can also impact workers. Bath employers will be all too familiar with the changes in worker morale and motivation during difficult times. It’s vital for employers to be aware of how wider issues can impact their workforce so they can take action to prevent damage to productivity. These are just some of the ways your workers might be impacted: - When the cost of living increases, some workers will be forced to look for second jobs to make ends meet. You might find that your workers are more tired due to taking on additional [part time work](https://cmdrecruitment.com/increased-demand-part-time-jobs/2133/), which means they have less rest time than usual. - Some workers might ask to reduce their hours due to the increased cost of child care. It becomes less financially viable for both parents to work full time, which can lead some workers to look for part time work. - Workers may become highly financially motivated, despite not showing an interest in this in the past. The promise of promotions and the lure of bonuses might be more important than ever before. You could also face an increase in requests for pay reviews. - Some employers find it difficult to attract and retain talent during a cost of living crisis. Workers will be looking for the highest paid role available, and might turn to your competitors if you are not offering a comparable salary. Additional benefits and perks become less important than the base salary. - Team morale may be affected. If one worker is struggling more than others, their negativity and demotivation can spread through the whole team. Even if some of your workers are not hugely impacted by the cost of living crisis, they might be disheartened to hear how their coworkers are struggling. ![How can Bath employers respond to these challenges?](https://cmdrecruitment.com/wp-content/uploads/2024/03/How-can-Bath-employers-respond-to-these-challenges.png) ## How can Bath employers respond to these challenges? Bath is a highly desirable place to live and work, so you can be confident you’ll have a large pool of workers looking for their next role. As a university town, you’ll also have students looking for part time work, and talented graduates looking for their first opportunity. The most important thing to remember during a cost of living crisis is that money is highly motivating. You need to be aware of the current market value of the role you are hiring for. You can then position yourself accordingly. Do you want to be seen as the [highest paying](https://cmdrecruitment.com/highest-paying-jobs-for-an-18-year-old/) employer in your sector, or would you like potential employees to see you as a safe and stable bet? How you position yourself will have a huge impact on the type of applicants you attract. When there is a cost of living crisis, workers might be more inclined to jump ship if they have a chance to increase their earning potential. On the other hand, some might see the increased cost of living as a reason to stay in a secure and stable environment. You can take advantage of this desire for security and make the most of the perks that come with employee retention. In April 2024, the [National Living Wage](https://cmdrecruitment.com/national-living-wage-increase-employer-guide/) will be increasing, and this will help to boost the wages of around 2 million low paid workers under the age of 23. University students looking for part time and flexible work will be among those set to benefit from these changes. If you’re facing increased employee costs as a result of these changes, consider how you can get the most out of this newly motivated workforce. Morale will be at an all-time-high, so this could be a good time to introduce new training to upskill your employees. ## Closing thoughts The cost of living crisis will change the way you go about recruitment tasks, but it can also offer some unexpected benefits, including [increased staff retention](https://cmdrecruitment.com/onboarding-for-employee-retention). By making sure you are aware of the market value of roles and offering a competitive employment package, you can ensure the cost of living crisis does not negatively impact your employees and your company. ## Frequently Asked Questions ### What does a cost of living crisis mean for employers? It increases operational costs and places pressure on employers to offer higher wages while managing employee wellbeing and retention. ### Why is this topic important? It directly impacts hiring, employee motivation, and business sustainability, especially in high-cost areas like Bath. ### How does this affect job seekers or employers? Job seekers may prioritise salary and security, while employers must adapt recruitment strategies and compensation to remain competitive. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Employee Promotion: What You Need to Consider](https://cmdrecruitment.com/employee-promotion-what-to-consider) **Published:** February 23, 2025 **Author:** paul **Content:** **Quick Answer:** Employee promotions are a powerful way to retain talent, boost engagement, and fill skills gaps, but they must be approached strategically by assessing performance, potential, leadership ability, and team impact. **Key Takeaways** - Internal promotions help retain talent and reduce hiring costs. - Performance, attitude and initiative signal readiness for advancement. - Alignment between employee goals and business objectives is essential. - Leadership potential can be developed with the right support. - Promotion decisions can significantly impact team morale. Promoting your employees is a highly effective way to fill the skills gaps in your organisation without bringing in new talent. Rather than hiring for a new line manager, you could promote an internal team member and allow them to grow and develop new skills in their role. Promotions help to foster employee loyalty and keep individuals engaged. Without this essential part of the employee life cycle, employees would have to look for opportunities elsewhere if they want to grow. From a business perspective, retaining existing talent is far better for operations than hiring new workers. Scheduling promotions and giving workers a roadmap for progression is also an excellent way to boost morale. Here are some essential things you need to consider when lining up employees for promotion. ## Why are promotions essential? Promoting internally is the best way to bridge [skills gaps](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/) in your organisation. It also helps to keep employees motivated and engaged. Without the goal of a promotion, employees might become bored and disengaged, which can be much worse than an employee quitting. Disengaged employees can drag down an entire workforce and have a negative influence on the mood and morale. ![Schedule regular assessments](https://cmdrecruitment.com/wp-content/uploads/2024/02/Schedule-regular-assessments.png) ## Schedule regular assessments There are several ways companies handle the issue of promotions. You might create a career development plan for each employee which outlines what skills they need to develop and how their role within the organisation will develop. This is an employee centric approach to promotions that might require you to create new roles to suit your employees. However, these roles don’t always meet the requirements of the company and can lead to awkward hierarchical structures. A company-centric approach is more responsive to the needs of the company. Roles are clearly defined and employees are encouraged to put themselves forward when new opportunities arise. This can create a sense of competition within the organisation and might also neglect the needs of some employees, particularly those who are less likely to speak up. ![Questions to ask before offering a promotion](https://cmdrecruitment.com/wp-content/uploads/2024/02/Questions-to-ask-before-offering-a-promotion.png) ## Questions to ask before offering a promotion ### How does their current performance and contributions stack up? An engaged candidate will step up and show they are ready for more responsibility when there is an opportunity for promotion, but you should also look for the candidates that engage in these behaviours anyway, even if there isn’t an obvious promotion on the line. Look at the employee’s contributions and attitude towards work in recent months and years to spot signs they are ready for more responsibility. ### Are their goals aligned with organisational objectives? Sometimes, a candidate’s goals simply don’t align with your company’s growth plans. This could mean they want to develop their skills in areas that aren’t relevant to your company, or they are trying to move into an already crowded space. Speak to the candidate to get an idea of how they see their [career developing](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) and what skills they would like to develop. You can then compare these to your operational plans and determine if there is any overlap. You can also explore if the candidate is flexible to learning new skills that are more in line with the direction you need them to head in. ![Do they exhibit strong leadership and management skills?](https://cmdrecruitment.com/wp-content/uploads/2024/02/Do-they-exhibit-strong-leadership-and-management-skills.png) ### Do they exhibit strong leadership and management skills? One of the most popular routes for promotion is into a management role. This will typically involve choosing one member of a team to manage their colleagues, so this needs to be approached with caution. [Leadership](https://cmdrecruitment.com/common-leadership-interview-questions/) and management skills are not about being the “boss” or asserting control. It’s all about being able to identify a team’s best skills and give them the support and guidance they need to do their best work. Management skills can be taught, so if there isn’t a clear leader, consider which candidates have the most potential as a leader and nurture this spark. ### What is their potential for growth and development? A good manager is not only looking at a candidate’s current performance, they are also skilled at spotting their potential. Being able to identify potential in a candidate is an essential skill that can help to drive down recruitment costs by anticipating future needs. When assessing candidates during an initial interview, don’t just look at their current [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/), but also think about their potential. ![What do previous performance reviews and feedback indicate?](https://cmdrecruitment.com/wp-content/uploads/2024/02/What-do-previous-performance-reviews-and-feedback-indicate.png) ### What do previous performance reviews and feedback indicate? Regular appraisals and performance reviews help to give you an accurate record of a candidate’s career progression. This can help you to spot patterns in a candidate’s performance and recurring issues that need to be addressed. For example, some candidates only step up and become engaged when they know there is a performance review around the corner. This tells you that they are motivated by feedback and would benefit from more engagement. Other candidates might be motivated by bonuses, which tells you they are incentivized by competition. Rather than making your candidates fit your appraisal system, try making your appraisal system work for your workforce. ### Have they engaged in training and skill enhancement? Before offering a promotion, think about what the candidate has done to further their own development. Taking the initiative to enhance their skills and undergo training is a surefire sign that a candidate is willing and able to grow with your organisation. They are self-motivated and able to recognise when there is room for improvement. These candidates are worth nurturing, as they will remain loyal to their role as long as they are supported and their achievements are recognised. ![How might their promotion impact employee morale and engagement?](https://cmdrecruitment.com/wp-content/uploads/2024/02/How-might-their-promotion-impact-employee-morale-and-engagement.png) ### How might their promotion impact employee morale and engagement? Before offering a promotion to one of your employees, you need to think about how it will impact the wider team. Employee dynamics can change dramatically if one employee is singled out for a promotion. If multiple employees have expressed their interest in a promotion, you might need to handle the situation delicately to avoid a difficult situation from developing. Give the unsuccessful candidates constructive feedback about why they weren’t selected and then provide them with a roadmap that will help them to understand how they can secure a promotion in the future. ## Highlights - Internal promotions help retain talent and [reduce hiring costs](https://cmdrecruitment.com/reduce-hiring-costs-improve-it-retention) - Performance and attitude are key indicators of readiness - Alignment with business goals is essential for long-term success - Leadership potential can be developed, not just identified - Promotion decisions impact overall team morale and dynamics ## Frequently Asked Questions ### Why should companies promote internally? Internal promotions retain talent, boost morale, and reduce recruitment costs while strengthening organisational knowledge. ### How do you identify employees ready for promotion? Look for consistent performance, initiative, leadership potential, and alignment with organisational goals. ### What risks should you consider before promoting someone? Consider the impact on team morale, whether the employee has the right skills for the new role, and if their goals align with the business. **Looking to build a stronger team?** CMD Recruitment helps businesses identify, develop and retain top talent across the South West. [Speak to our recruitment specialists today](https://www.cmdrecruitment.com/contact/) to support your hiring and development strategy. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), supporting employers and candidates with hiring strategies, career development, and workplace insights. *Reviewed by senior recruitment consultants.* **Categories:** Advice --- ### [Employee Burnout: Causes, Effects and How to Prevent It](https://cmdrecruitment.com/employee-burnout-causes-and-prevention) **Published:** February 21, 2025 **Author:** paul **Content:** **Quick Answer:** Employee burnout occurs when prolonged stress and excessive workload lead to exhaustion, reduced performance, and disengagement, but it can be prevented through proactive management, support, and a healthy work-life balance. **Key Takeaways** - Burnout is caused by workload pressure, lack of control, and poor work-life balance. - Early signs include fatigue, irritability, and reduced performance. - Burnout impacts both individuals and overall organisational productivity. - Prevention requires communication, support, and proper workload management. Employers always want to see their employees giving 100% at work, but what happens when an employee gives too much? Burning the candle at both ends and overcommitting to work projects can lead to a condition known as employee burnout. This happens when employees become exhausted by their contributions and are forced to step back from their role for the sake of their health and wellbeing. It’s something that no employer ever wants to see, but it has become a common issue in the UK and around the world. In this article, we will explore the causes, effects and suggested actions to help prevent and reverse the effects of employee burnout. By becoming aware of the signs and symptoms of employee burnout, employers will be better equipped to protect their workers and ensure a healthy working environment. ![What causes employee burnout?](https://cmdrecruitment.com/wp-content/uploads/2024/02/What-causes-employee-burnout.png) ## What causes employee burnout? Employee burnout is about more than just overworking or feeling tired. It’s often a combination of factors, including a high workload, lack of control over workload, unclear expectations from employers and a poor work/life balance. Some employees are more likely to suffer from burnout than others. While some employers are very good at setting work boundaries and saying no to additional responsibility when they are overworked, others are more likely to allow these boundaries to be crossed. Workers with a tendency to people please, and those who are heavily invested in a project or cause are more likely to suffer from employee burnout. Burnout could also be the result of organisational deficiencies, such as failing to address worker and [skills shortages](https://cmdrecruitment.com/how-to-tackle-the-ongoing-skill-shortage/) in a timely manner. ![How do you spot the signs of burnout?](https://cmdrecruitment.com/wp-content/uploads/2024/02/How-do-you-spot-the-signs-of-burnout.png) ## How do you spot the signs of burnout? Workers suffering from burnout will be increasingly unable to manage their workload. They might also be more quick to become emotional in the workplace, and this could result in anger, irritability and emotional outbursts. Situations that wouldn’t normally rattle the person might become too much to handle. Employees suffering from burnout might become ill more easily or they might start to take more sick days. Obviously, being ill and unable to work will further aggravate the sense of burnout. Some employees will have unexplained absences or struggle to let their employer know what is happening due to the fear of punishment or losing their job. Other signs of burnout include making mistakes and a lack of attention to detail. This is usually a concerning sign for employers, as it might come as a shock to see a previously high performer become less effective in their role. Burnout can also come with physical symptoms, such as increased headaches, muscle tension, digestive issues and a change in appetite. While some people might see their appetite decrease, leading to unexpected weight loss, others will start to eat more due to their stress, which can lead to weight gain. ![What effect will burnout have on your team](https://cmdrecruitment.com/wp-content/uploads/2024/02/What-effect-will-burnout-have-on-your-staff-team-and-organisation.png) ## What effect will burnout have on your staff, team, and organisation? While burnout might affect employees individually, the fallout of one person’s burnout will be felt throughout the organisation. If an employee is forced to take time away from work due to burnout, this will impact their colleagues and direct line manager who will all need to step in to pick up the slack. Rather than placing the pressure on their colleagues – and risk more people suffering from burnout – it’s important to address how their work will be managed and explore if you can outsource or delay delivery to give everyone time to adjust. Burnout should be taken seriously, as it is a symptom of poor management. Managers should be trained to spot the signs that their team members aren’t handling their workload effectively and take steps to ensure there is sufficient support available. ![How do you prevent employee burnout?](https://cmdrecruitment.com/wp-content/uploads/2024/02/How-do-you-prevent-employee-burnout.png) ## How do you prevent employee burnout? Prevention is always better than cure when it comes to employee burnout. By training everyone in your organisation to spot the signs of burnout and disengagement in their colleagues and subordinates, there is a far greater chance of catching it before it becomes problematic. It’s also important to have regular check-ins with your team where they are able to voice concerns and raise issues without fear of being labelled as difficult. Many employees will keep quiet about an unreasonable workload for fear of being seen as incompetent or incapable. It’s also important to ensure your departments are adequately staffed so that no one is taking on more than they can handle. While there might be seasonal changes in the workload, any busy period should always be matched with an equal amount of quiet periods. Employees should also be forewarned that busy periods are coming up so they can prepare. Keeping everyone in the loop and fostering a culture of transparency is one of the simplest ways to help prevent burnout. You should also address work/life balance to ensure your team members are able to switch off and step away from work fully. If they are expected to be on call for any reason, this needs to be a short-term arrangement for a specified timeframe. In general, workers need to be able to protect their evenings and weekends and not feel the pressure to take their work home with them or to be available around the clock. ![How do you support a team member experiencing burnout?](https://cmdrecruitment.com/wp-content/uploads/2024/02/How-do-you-support-a-team-member-experiencing-burnout.png) ## How do you support a team member experiencing burnout? If a team member has already experienced burnout, it’s important for them to know they have the support of their employer. Supporting an employer back to work is far better than leaving them to handle it on their own. The first step is to encourage them to take care of their physical and mental health. This could mean stepping back from their role for a specific period of time. Encourage them to seek medical advice and their doctor can then determine how long they should be signed off from work. When they are ready to return to work, introduce responsibilities slowly and encourage ongoing dialogue to help ensure they don’t take on too much too fast and repeat mistakes. And finally, ask for their insight and feedback to help implement policies that will prevent this from happening again. This will be helpful for the entire organisation. ## Highlights - Burnout is caused by excessive workload and lack of balance. - Early detection helps prevent long-term health issues. - Burnout impacts individuals, teams, and business performance. - Regular communication and support are key prevention tools. - Gradual reintegration helps employees recover effectively. ## Frequently Asked Questions ### What is employee burnout? Employee burnout is a state of physical and emotional exhaustion caused by prolonged stress and overwork. ### What are the main signs of burnout? Common signs include fatigue, irritability, reduced productivity, increased absences, and physical symptoms like headaches. ### How can employers prevent burnout? Employers can prevent burnout by managing workloads, encouraging work-life balance, and maintaining open communication with employees. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on [recruitment trends](https://cmdrecruitment.com/2026-recruitment-trends), hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Creating a Positive Work Culture to Enhance Employee Retention](https://cmdrecruitment.com/creating-a-positive-work-culture) **Published:** October 18, 2025 **Author:** paul **Content:** **Quick Answer:** A positive work culture improves employee retention by fostering engagement, trust, and motivation, helping organisations attract, develop, and retain top talent. **Key Takeaways** - Work culture directly impacts retention, productivity, and employee satisfaction. - Clear values and leadership behaviours shape a strong organisational culture. - Recognition, feedback, and engagement are key to retaining employees. - Consistency and continuous improvement keep culture effective over time. If you’re operating in the services sector, there is a good chance that your employees will be your largest company expense. Finding, hiring and retaining the best staff should therefore be one of your top objectives as a company owner. This is why creating a positive work culture can be so vital for success. When employees are content in their place of work, they’re more likely to give it their all every day. They won’t suffer from burnout, which means fewer sick days due to stress. And they’ll also stick around for longer. This means that you can confidently invest in their development without worrying that they will be looking for opportunities elsewhere. All of this can be achieved by simply taking the time to cultivate a positive work culture, but how exactly do you go about doing this? Company owners often think that this is something that will happen naturally, but it actually takes care and attention to ensure the working environment is supportive and productive. Read on to learn why a positive work environment is essential and how you can take proactive steps to stamp out negativity and toxicity. ![](https://cmdrecruitment.com/wp-content/uploads/2024/08/Why-is-employee-retention-important.png) ## Why is employee retention important? There are numerous benefits to enjoying high [employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/), including lower recruitment costs, improved staff morale and retained expertise and knowledge. In the long-term, this can translate to higher revenue due to an increase in productivity. Low [staff turnover](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate/) can sometimes be seen as a bad thing, particularly when this leads to low engagement and a decrease in productivity. This can happen when employees are able to “cruise” in their roles, with nothing challenging them to advance but nothing prompting them to leave. In recent times, this has been referred to as “quiet quitting”, where employees do the bare minimum in response to a lack of engagement. This kind of sentiment can quickly spread through employees, so once one employee has checked out, this could quickly have a negative impact on those around them. So while employee retention might be important, it should also be accompanied by a positive work culture, opportunities for progression and continued engagement. Here are some expert tips on how to cultivate a more positive work culture. Culture ElementImpact on the OrganisationDefined Values & BehavioursTeams know what is expected and employees make decisions aligned with the organisation’s purpose and ways of working.Leadership by ExampleLeaders who live the culture inspire others, build trust and set the tone for the entire organisation.Employee Voice & RecognitionWhen people feel heard and valued, engagement rises, innovation grows and turnover falls.Environment & Psychological SafetyA safe, inclusive environment supports risk-taking, learning and collaboration—critical for performance and growth.Continuous Alignment & ReviewCulture is dynamic; regular check-ins and updates ensure it stays relevant, authentic and aligned with business strategy.![Establish your core values](https://cmdrecruitment.com/wp-content/uploads/2024/08/Establish-your-core-values.png) ## Establish your core values It is hard to uphold any semblance of work culture without understanding the core values of the organisation. If you want to get the support of your employees, you need to show your cards and let them know what exactly they are supporting. When new hires join the company, let them know all about your core values and how you work. By establishing expectations early on, you allow your workers to nurture the [company culture](https://cmdrecruitment.com/company-culture-explained/) in line with your vision. ## Offer opportunities If employees don’t have any opportunities for progression, you can expect them to become disengaged and a drop in productivity will follow. Training and development should be at the heart of your company culture, encouraging everyone to push themselves forward and achieve to the maximum of their ability. There is often the fear among employers that they will invest in workers and then they’ll leave. But employers should be more afraid of not investing in their workers and having them stick around. ![Acknowledge achievement](https://cmdrecruitment.com/wp-content/uploads/2024/08/Acknowledge-achievement.png) ## Acknowledge achievement Everyone wants to know that their effort is recognised. It’s a great idea to implement a system for rewarding and recognising achievement within the team. This could be in the form of an employee of the month competition, or through sharing and congratulating individuals for their accomplishments. It’s important for individuals to feel like their contribution is recognised and appreciated in order to cultivate a positive work culture. ## Implement rules evenly Creating a positive work environment doesn’t have to mean you cannot set expectations for how employees should behave and perform. But it’s vital to ensure that any rules that are implemented are implemented evenly and fairly. It can be frustrating for workers to see inconsistency in the way rules and expectations are implemented. So, if you are going to set guidelines and expectations, make sure you’re willing to uphold these. **Culture is a Strategic Asset** When intentionally shaped and aligned, culture becomes a source of competitive advantage—improving performance, engagement and resilience. **Culture Requires Consistency** Declaring values is only the start—living them daily through leadership, processes and recognition is what reinforces a positive work culture. ## Actively seek feedback Trust that your workers know the job better than you do, so if they have recommendations on how to improve productivity, they will appreciate the opportunity to be heard. There is a great example of a manufacturing company in Brazil that allows workers to decide how to get things done. At a time when rival companies were going bankrupt, [Semco](https://hbr.org/1994/01/why-my-former-employees-still-work-for-me) has managed to thrive. This has been attributed to the radical approach to listening to the employees and allowing them to decide what is best for productivity. ![Be consistent](https://cmdrecruitment.com/wp-content/uploads/2024/08/Be-consistent.png) ## Be consistent If you’re forever following the trends and trying to shake up your company culture, you can expect employees to be frustrated and confused by your approach. During the [interview process](https://cmdrecruitment.com/structured-interview-process/), you can expect employees to make a decision about whether to join your company based on how you articulate your company culture. If this is changing every few months, this wouldn’t be fair to your employees. Once you have settled on how you want your company to operate, what you value, and how you define success, you can’t keep changing the goalposts. ## Focus on engagement Employee engagement can make or break your business. When engagement is waning, you need to bring everyone back together and get them back on the same page. Team building exercises and fun activities can help to break everyone out of their routine and get them back on the same page. It can also be a much-needed source of relief during times of high stress. ## Final thoughts on creating a positive work culture Your company work culture won’t happen by accident, so you need to be prepared to put in the time and effort to define your company culture and then enforce it. The benefits of this can be seen in a lot of different ways, including improved employee retention and increased [productivity](https://cmdrecruitment.com/productivity-vs-pay/ "Productivity vs Pay"). You’ll also find it much easier to attract employees when you have a clearly defined company culture that rewards individuals for their contribution and accomplishments. Interested in building or strengthening your workplace culture? [Contact CMD Recruitment](https://cmdrecruitment.com/contact/) today for support in hiring aligned talent and embedding behaviours that drive team performance and employer brand. ## Highlights - Positive work culture drives employee retention and performance. - Clear values and leadership behaviours shape workplace environment. - Recognition and engagement boost morale and productivity. - Consistency is key to maintaining trust and clarity. - Feedback and development opportunities sustain long-term success. ## Frequently Asked Questions ### What is a positive work culture? A positive work culture is an environment where employees feel valued, supported, and motivated to perform at their best. ### Why is work culture important for retention? Employees are more likely to stay with organisations where they feel engaged, recognised, and aligned with company values. ### How can employers improve workplace culture? By defining clear values, recognising achievements, encouraging feedback, and maintaining consistent leadership practices. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Crafting a Captivating Personal Statement](https://cmdrecruitment.com/crafting-a-captivating-personal-statement) **Published:** March 20, 2026 **Author:** Dan Barfoot **Content:** **Quick Answer:** A compelling personal statement clearly communicates who you are, your strengths, and your career goals, using concise, tailored content and real examples to stand out to employers or universities. **Key Takeaways** - Personal statements help showcase your unique skills and ambitions. - Using real examples strengthens credibility and impact. - Tailoring your statement to the role or course is essential. - Clear structure and concise writing improve readability. ### Write a compelling personal statement for college or job applications! Learn what to include, structure tips & impactful examples to showcase your skills & goals. Crafting a compelling personal statement is essential for distinguishing yourself from other candidates and making a strong impression. Share a personal anecdote demonstrating your determination, describe a challenging experience that shaped your character, and express your passion for the field you are pursuing. Make sure your statement is concise, tailored to the job description, and showcases your unique background and future goals with enthusiasm. By following these guidelines, you can effectively convey who you are and what you offer, setting the stage for success in applications or job interviews. ## Understanding the Purpose of Personal Statements Crafting a compelling personal statement is a great way to distinguish yourself from other candidates, particularly for [university applications](https://www.ucas.com/undergraduate/applying-to-university.). Employers seek personal statements to gain insight into who you are, what you offer, and your career aspirations. Failing to articulate these key points clearly can result in missed opportunities. ## Crafting a Compelling Content Developing impactful content for your personal statement requires careful consideration of key elements that will effectively showcase your skills and aspirations. Here are some elements to consider for creating a strong impact: - Share a personal anecdote highlighting your determination and resilience. - Describe a challenging experience that shaped your character and skills. - Express your passion for the chosen field or industry. - Showcase how your unique background brings a fresh perspective. - Convey your future goals with clarity and enthusiasm. Crafting your statement with these elements will help captivate the reader and leave a lasting impression. ## Structuring Your Personal Statement **for Impact:** - Adhere to length guidelines, ideally keeping it around 150 words or 4-5 lines. Avoid rambling and prioritise concise and relevant content. - When incorporating key components, answer essential questions: who you are, what you offer, and your career goals. Tailor your statement to the specific job description. - Maintain effectiveness by using active voice, avoiding generic statements, and keeping it unique to the role you’re applying for. Start with a captivating sentence, prioritise important information, and conclude with your professional goals. This structured approach will help you craft a compelling personal statement. ## Enhancing the Impact With Examples When illustrating the impact of your personal statement, consider incorporating specific examples that highlight your skills and experiences effectively. By infusing your personal statement with impactful illustrations, you can truly showcase your capabilities and leave a lasting impression on the reader. Emphasize your [unique qualities and experiences through concrete examples](https://cmdrecruitment.com/what-makes-you-unique/) that demonstrate your potential. Here are some ways to enhance the emotional impact of your personal statement: - Describe a challenging project you successfully completed. - Share a personal story that inspired your career path. - Highlight a specific skill you developed through a difficult situation. - Illustrate a time when your leadership made a significant difference. - Show how your experiences have shaped your future aspirations. ## Tips for Effective Personal Statements Crafting a compelling personal statement requires careful attention to detail and a strategic approach to showcasing your unique qualifications and aspirations. When writing your personal statement, remember that personal branding is key to standing out. Focus on elevating your uniqueness by highlighting specific skills and experiences that make you a strong candidate. Tailoring your statement to the job description can greatly enhance its impact. Keep it concise and pertinent, avoiding generic statements. Use active voice and maintain consistency in tense and person throughout. By incorporating these tips effectively, you can create a personal statement that resonates with the reader and [sets you apart](https://cmdrecruitment.com/what-sets-you-apart-from-other-candidates/) from the competition. **Effective Tips for Personal Statements****1. Personal Branding****2. Elevating Uniqueness****3. Tailoring to Job Description**Highlight unique qualities and skillsShowcase specific experiencesAlign content with job requirementsEmphasize personal strengthsDemonstrate individualityCustomize to stand outPersonalize your storyDifferentiate yourselfConnect with the employer## Conclusion To summarize, producing an engaging personal statement is essential for highlighting your unique qualities and skills effectively. By grasping the purpose of personal statements, crafting compelling content, structuring it well, and providing impactful examples, you can create a statement that truly stands out. Remember to tailor it for specific roles and use active voice to convey your career goals. With these tips in mind, you can master the art of creating a personal statement that leaves a lasting impression. # Frequently Asked Questions ### 1. How can I write a **compelling personal statement** for my college application? To **write a compelling personal statement**, start by crafting your personal statement with **specific examples** that showcase your **personal skills**. Focus on **crafting a compelling** narrative that grabs the **reader’s attention** and conveys your **future plans** clearly and concisely. ### 2. Why is a **personal statement** important in the **admission** process? A personal statement is crucial in the application process as it is your opportunity to make a lasting impression on the admissions tutor. It allows you to showcase your goals, institutions you’re interested in, and why you would be a good fit for the program. ### 3. What are some tips for **writing your personal statement** effectively? When writing your personal statement, remember to be clear and concise. It’s a good idea to craft a compelling personal statement that highlights your strengths and experiences while also reflecting on your future plans. ### 4. How can I make sure my personal statement is **well-written** and **concise**? To ensure your personal statement is well-written and concise, be sure to proofread it carefully. Don’t forget to include specific examples that illustrate your points clearly and provide insight into your personal skills. ### 5. What is the **goal of the personal statement** when applying to **UCAS**? The goal of the personal statement when applying to UCAS is to showcase your personal and academic achievements, as well as your future plans and why you are a strong candidate for the program. ## Highlights - Personal statements showcase your unique skills and experiences. - Strong structure improves clarity and engagement. - Real examples create a lasting impression. - Tailoring content increases relevance and impact. - Clear goals help demonstrate ambition and direction. ## Other Common Questions ### What is a personal statement? A personal statement is a short summary of your skills, experiences, and career goals, used in job or university applications. ### How long should a personal statement be? It should be concise, typically around 150 words, focusing only on the most relevant information. ### What should I include in a personal statement? You should include your background, key skills, relevant experiences, and future career aspirations. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Latest Jobs --- ### [Communication Interview Questions and Answers](https://cmdrecruitment.com/communication-interview-questions-and-answers) **Published:** January 7, 2025 **Author:** paul **Content:** **Quick Answer:** Communication interview questions assess how effectively you share ideas, listen, and handle workplace interactions, helping employers evaluate your teamwork and problem-solving abilities. **Key Takeaways** - Communication skills are essential for teamwork, productivity and workplace success. - Employers assess both verbal and non-verbal communication. - Active listening and clear feedback are key strengths to demonstrate. - Using real examples strengthens your interview responses. Are you prepared to answer questions about your communication skills in an interview? Don’t worry, we’ve got you covered. Here are some of the most common communication questions asked in interviews, along with sample answers. Be sure to tailor your response to fit your own experiences and style. With a little preparation, you can impress potential employers with your thoughtful responses and communication abilities. Remember that they are not only judging your verbal communication skills but also your non-verbal skills. This means you should also think about your [body language](https://cmdrecruitment.com/body-language-tips-ace-job-interview/) while answering questions about communication. ![Female employee speaking at meeting](https://cmdrecruitment.com/wp-content/uploads/2023/01/Why-is-communication-important-in-the-workplace.png) ## Why is communication important in the workplace? Communication in the workplace is integral for creating an environment of efficiency and understanding. Without communication, tasks are likely to be misunderstood, morale may suffer and business conducted ineffectively. Strong communication skills allow for increased harmony among coworkers, providing a foundation for collaboration, understanding and improved problem-solving. Good communication also fosters a positive environment where resources can be channelled to their best use. Establishing a [good communicative culture](https://cmdrecruitment.com/creating-a-positive-work-culture) allows businesses to make better decisions while working at optimal speeds. Communication isn’t just limited to verbal exchange; it includes everything from written memos to body language and facial expressions. By honing these skills, workers can develop bonds with each other and create environments where productivity is enhanced, employees feel valued and achieve organisational goals more effectively. ![Two women analysing documents at office](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-are-some-ways-to-improve-communication-in-the-workplace.png) ## What are some ways to improve communication in the workplace? Improving [communication in the workplace is essential](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace/) for the growth and success of a business. Encouraging active listening habits, such as asking questions to clarify messages and repeating back key points, can help improve communication between team members. Additionally, investing in effective software that allows for video and text-based communication is an excellent way to bridge any potential gaps in understanding. To further ensure effective communication between colleagues, managers should set aside time each week for all team members to talk face-to-face without any distractions or outside noise. Having clear objectives discussed at the beginning of each meeting can also be a useful tool for promoting successful conversations. By implementing these strategies, companies can start seeing positive results when it comes to communication within the workplace. ![Man being interviewed for job](https://cmdrecruitment.com/wp-content/uploads/2023/01/Common-interview-questions-about-communication.png) ## Common interview questions about communication If you’re up for a role that requires good communication skills, you can expect to be asked to explain in more detail how you would navigate these difficult conversations. You might be asked about your communication style, or to outline how you would approach a situation. While there are no right or wrong answers, your answers could reveal if you’re the right fit for a role or if you might struggle to keep up with the requirements. Here are some example questions and answers about communication in the workplace. ### How can you overcome communication barriers in the workplace? “Effective communication is essential for any work environment, so overcoming communication barriers is key. One of the best ways to do this is by listening actively and with an open mind. I would refrain from assuming the intent behind someone’s words and try to see things from their perspective. Additionally, it’s important to be assertive when voicing an opinion or conveying a message but to also avoid sounding authoritative or aggressive. Instead, focus on building relationships with your colleagues by being respectful and courteous in all conversations. Knowing how to communicate effectively has helped me to build trust with coworkers and ensure everyone is working towards achieving common goals.” ![Woman listening intently to colleague](https://cmdrecruitment.com/wp-content/uploads/2023/01/How-do-you-use-active-listening-skills-in-your-role.png) ### How do you use active listening skills in your role? “Active listening is a key communication skill that I find incredibly useful in my role. I believe that active listening techniques can help create a more collaborative atmosphere and more effective teamwork. Techniques include attending to body language, making eye contact, mirroring attitudes and behaviours, expressing genuine interest in the speaker’s feelings and ideas, asking relevant follow-up questions, refraining from interrupting, summarising to check for understanding, and offering verbal encouragement such as nods or affirmative remarks. Through the practice of active listening, employees can feel truly heard and supported, leading to better work relationships among team members and more successful results from projects.” ![Woman providing feedback to man at work](https://cmdrecruitment.com/wp-content/uploads/2023/01/How-would-you-deliver-difficult-feedback-in-the-workplace.png) ### How would you deliver difficult feedback in the workplace? “An effective way to provide feedback in the workplace is to identify areas of improvement and offer solutions. Rather than attacking someone for something they have done wrong, I would find a way to phrase the feedback in a positive light. It is important to provide words of encouragement by acknowledging any strengths or successes that have been accomplished as well. Though it can be challenging, try to frame the feedback in a positive manner and keep the tone respectful. Provide timely feedback without waiting too long after an incident. I would focus on [behaviour](https://cmdrecruitment.com/what-is-an-example-of-a-behavioural-question) instead of attacking character, and make sure you are giving constructive criticism rather than being overly critical as this helps ensure the receiver understands why they should consider a different approach in the future. I would also encourage dialogue by asking follow-up questions, such as how the receiver plans to act differently next time or if they need resources to help them improve.” ![Manager explaining problem to team](https://cmdrecruitment.com/wp-content/uploads/2023/01/How-do-you-handle-difficult-conversations-in-your-role.png) ### How do you handle difficult conversations in your role? “First, I would try to stay focused on the issue at hand rather than getting emotionally wrapped up in it. It’s also important to remain respectful even in the face of criticism or disagreement; maintaining professionalism is key. If I had to have a difficult conversation at work, I would take the time to listen before speaking and ask questions to make sure assumptions aren’t being made. And finally, I would come prepared with solutions so that the conversation is productive and doesn’t just turn into finger-pointing.” ## Conclusion In the workplace, effective communication is essential for creating a positive environment and a productive team. There are various ways to improve communication in order to overcome common barriers. In an interview setting, try to be specific about how you have used your communication skills in the past in order to demonstrate where your strongest skills lie. ## Highlights - Communication is essential for teamwork and workplace success. - Employers assess both verbal and non-verbal communication skills. - Active listening strengthens collaboration and understanding. - Handling feedback and difficult conversations is a key skill. - Clear examples help demonstrate communication ability in interviews. ## Frequently Asked Questions ### Why are communication skills important in interviews? They demonstrate how effectively you can share ideas, collaborate with others, and contribute to a productive workplace. ### What are common communication interview questions? Questions often focus on active listening, handling feedback, overcoming barriers, and managing difficult conversations. ### How can I improve my communication skills for interviews? Practice active listening, prepare clear examples, and be mindful of both verbal and non-verbal communication during your responses. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on [recruitment trends](https://cmdrecruitment.com/2026-recruitment-trends), hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [Common Creativity Interview Questions](https://cmdrecruitment.com/common-creativity-interview-questions) **Published:** January 2, 2025 **Author:** paul **Content:** **Quick Answer:** Creativity interview questions are designed to assess how you think, solve problems, and generate new ideas, helping employers understand your ability to add value in innovative ways. **Key Takeaways** - Creativity questions assess problem-solving and innovative thinking. - Real examples help demonstrate your creative impact. - Employers value originality, adaptability, and fresh perspectives. - Preparation allows you to confidently showcase your creative strengths. If you’re in the market for a new creative position, you’ll likely face some tough interview questions. To help you prepare, we’ve compiled a list of common creativity questions and tips on how to answer them. Whether you’re a writer, designer, or artist, these insights will help you showcase your skills and stand out from the competition. Even if your role isn’t strictly creative, employers will still be curious to know how you apply creativity to your work. So read on, and get ready to ace your next job interview when you are asked questions about creativity. ![Woman brainstorming creative ideas](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-does-creativity-mean-to-you.png) ## What does creativity mean to you? This is an abstract interview question intended to probe your thinking process and learn more about how you approach creative problems. There are no right or wrong answers, but it’s important to be thoughtful and concise in your response. When answering this question, try to identify a specific instance when you used creativity to achieve success. This will help the [interviewer understand how you think and work](https://cmdrecruitment.com/describe-your-work-ethic/) through creative challenges. Here is an example answer: “To me, creativity means finding unique solutions to difficult problems. It’s about thinking outside the box and approaching things from a new perspective. For example, when I was working on my last project, I was stuck on how to design the user interface. I tried a few traditional methods but nothing was working. So I took a step back and looked at the bigger picture. Taking a new approach helped me to find a new solution, which was ultimately a creative act.” ![Designers discussing project](https://cmdrecruitment.com/wp-content/uploads/2023/01/Tell-me-about-a-time-when-you-were-innovative.png) ## Tell me about a time when you were innovative This question gives you the opportunity to explain how your creative thinking led to a successful outcome. Talk about a project that helped the company save resources, exceed goals, or solve problems in an innovative way. Maybe you created a cost-effective workflow process, designed a new marketing campaign, or developed an original product concept. Whatever it may be, focus on the specific actions you took and how they helped the organisation. ![Team brainstorming solutions](https://cmdrecruitment.com/wp-content/uploads/2023/01/Describe-a-creative-solution-to-a-problem.png) ## Describe a creative solution to a problem This question tests your ability to come up with innovative solutions. To answer this question, talk about an issue you faced and how you used creativity to resolve it. Maybe you identified new ways of improving customer service or creating a marketing strategy that generated more leads for the company. Focus on what made your approach unique and explain in detail how it worked out in practice. ![Graphic designer working on a project](https://cmdrecruitment.com/wp-content/uploads/2023/01/How-do-you-stay-inspired.png) ## How do you stay inspired? Employers want to know that you can keep coming up with fresh ideas, so be prepared to discuss how your sources of inspiration fuel your work. Talk about methods such as reading books, attending events related to your field or even just reading the news related to your industry. You can also share information about any activities you like to do outside of work that help to fuel your creativity. Finally, explain how you use the ideas you gain from these activities to make positive contributions to your job. ![Creative person painting a mural](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-do-you-think-makes-someone-creative.png) ## What do you think makes someone creative? This question is a great opportunity to showcase your understanding of creativity and what is necessary for [success in the workplace](https://cmdrecruitment.com/top-tips-to-success-in-the-workplace/). Talk about qualities such as openness to new ideas and approaches, problem-solving skills, and the ability to think outside of the box. You can also discuss characteristics like resilience, collaboration, and communication that help people bring their creative vision to life. Lastly, emphasise how important it is for employers to nurture creativity in their organisation by providing employees with an environment that encourages learning and growth. ![Creative business people working together](https://cmdrecruitment.com/wp-content/uploads/2023/01/Do-you-think-this-role-requires-a-creative-approach.png) ## Do you think this role requires a creative approach? Your interviewer is likely looking for an honest answer here. If you believe the role requires creativity, be sure to explain why. Mention specific projects that have the potential for creative solutions or talk about how even routine tasks can benefit from a fresh perspective. Focus on how your [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience) make you uniquely qualified to bring a creative approach to the job and how it will add value to the organisation This type of question offers a great chance for you to show off your creativity. Your answer should demonstrate your ability to think outside of the box and come up with innovative solutions that help organisations reach their goals. Remember, employers are interested in hiring people who can bring something new and original to their organisation, so use this opportunity to prove that you’re the perfect fit for the role. ## Conclusion These are just a few of the common creativity interview questions you may encounter. By preparing your answers in advance, you’ll be ready to confidently show employers how you can bring your creative ideas and strategies to their organisation. ## Highlights - Creativity questions explore how candidates think and solve problems. - Providing real examples strengthens your answers. - Innovation and adaptability are [key traits employers look for](https://cmdrecruitment.com/key-traits-headhunters-look-for). - Creative thinking applies across all industries, not just design roles. - Preparation helps you confidently demonstrate your value. ## Frequently Asked Questions ### What are creativity interview questions? They are questions designed to assess your ability to think innovatively, solve problems, and approach challenges from new perspectives. ### How should you answer creativity questions? Use specific examples that demonstrate how your ideas led to successful outcomes, focusing on your individual contribution. ### Do all jobs require creativity? Yes, even non-creative roles benefit from problem-solving and innovative thinking to improve processes and outcomes. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [CMD Recruitment: Predicting the Impact of the October Budget](https://cmdrecruitment.com/cmd-recruitment-predicting-the-impact-of-the-october-budget) **Published:** October 1, 2024 **Author:** Dan Barfoot **Content:** **Quick Answer:** The October Budget is expected to increase employment costs and introduce new employment laws, meaning businesses must adapt their recruitment strategies and workforce planning to remain competitive. **Key Takeaways** - Rising taxes and wage pressures will increase the cost of hiring. - Employment law reforms may increase HR complexity and risk. - Businesses will need to adopt more strategic and selective hiring approaches. - Early planning and policy updates can help mitigate disruption. As the October budget looms, businesses must prepare for several potential economic shifts that could significantly impact recruitment, workforce planning, and general business operations. At CMD Recruitment, we are closely tracking the upcoming budget and proposed legislative reforms to ensure we are well-prepared to support businesses through these changes. While these developments may introduce challenges, they also offer opportunities for those who are ready to adapt. ## Key Takeaways - Anticipated changes include adjustments to National Insurance contributions, Corporation Tax increases, and reforms to sick pay and employment rights. - Programs like Kickstart may be extended, while significant reforms to zero-hours contracts and unfair dismissal rights could be implemented. - Employers will face rising hiring costs and increased legal obligations, making recruitment and workforce management more complex. - The Federation of Small Businesses (FSB) is advocating for the interests of small businesses, as these changes could impose considerable financial strain on them. ![Budget Predictions: How Will It Affect Recruitment?](https://cmdrecruitment.com/wp-content/uploads/2024/09/Budget-Predictions-How-Will-It-Affect-Recruitment.png) ## **Budget Predictions: How Will It Affect Recruitment?** One of the most pressing concerns for businesses in the upcoming budget is likely to be increased taxation. The government may introduce higher National Insurance contributions and Corporation Tax to raise revenue, adding pressure to businesses’ payroll and operational costs. For example, **a 2% increase in National Insurance contributions could add an average of £1,000 per year to the cost of employing a full-time worker.** Furthermore, proposed changes to the National Minimum Wage—likely rising to keep pace with inflation—could increase wage bills, particularly in sectors like retail and hospitality, where a large portion of employees earn minimum wage. If the government eliminates the 18-20-year-old band, employers will face even higher costs for younger employees. For instance, **a 5% increase in the [National Minimum Wage](https://cmdrecruitment.com/national-living-wage-increase-employer-guide/) could raise labour costs for a small business with 10 employees by around £5,000 per year.** These additional costs may force businesses to become more selective with their hiring, focusing on candidates who provide significant ROI and avoiding roles that do not offer enough value to justify higher costs. AreaImplication for EmployersEmployer National InsuranceWith a potential rise in the employer NI rate, wage bills will increase and each hire becomes more costly to the business.Employment Law ReformsChanges such as day-one unfair dismissal protection and revised sick pay will increase HR risk and require stronger hiring processes.Hiring StrategyBusinesses will need to become more selective, prioritising high-ROI hires, efficient onboarding, and retaining current talent rather than relying on volume hiring.Workforce Flexibility & ContractingWith MLR and contract reform expected, reliance on zero-hours or flexible contracts may reduce, prompting firms to review workforce models carefully.Business PreparationEffective preparation—updating budget, policy, contracts, and recruitment strategy—will help navigate changes and maintain competitiveness.## **Employment Law Reforms: What’s Coming?** In addition to tax increases, the UK government is considering several employment law reforms, which could [impact hiring](https://cmdrecruitment.com/will-the-increased-national-living-wage-impact-hiring/), dismissal, and overall workforce management. **1. Unfair Dismissal and Probationary Periods** One of the most significant changes under discussion is extending unfair dismissal protections to the first day of employment. Under current law, employees must complete two years of service before they can bring an unfair dismissal claim. If this protection is granted from day one, businesses will need to rethink how they manage probation periods. The traditional approach of “trying out” a new hire may become much riskier, potentially leading to more cautious hiring practices and stricter performance management protocols. **2. Statutory Sick Pay** Proposed changes to Statutory Sick Pay (SSP) could see SSP provided from day one of employment, coupled with a rise in the SSP rate. The removal of the lower earnings limit would mean that all employees, regardless of their earnings, are entitled to sick pay. This could further increase financial burdens, especially if an employee’s absence spans several weeks. **3. Fire and Rehire Practices** Proposals to ban or limit fire and rehire practices are also being considered. If passed, this would require businesses to approach workforce restructuring with greater caution, limiting their ability to adjust staffing levels to meet changing business conditions. For companies that rely on this flexibility, such as those with a temporary workforce, managing workforce changes could become more complex. Businesses may need to explore alternative strategies to handle fluctuations in staffing needs, including optimising the use of temporary workers and enhancing workforce planning processes. This shift could impact how [temporary staff](https://cmdrecruitment.com/12-benefits-of-hiring-temporary-staff/) are managed and integrated into the business, requiring more strategic oversight and careful planning. **4. Zero-Hours Contracts** Changes to zero-hours contracts are expected, with the potential for these contracts to be replaced by arrangements based on average hours worked over a 12-week period. While some companies and workers favour zero-hours contracts for their flexibility, the new legislation could complicate workforce management for businesses. **5. The Right to Switch Off** The proposed right to switch off, a code of practice encouraging employees to disengage from work outside of contracted hours, may carry penalties for non-compliance. While this may help create healthier work-life boundaries, it could also increase administrative burdens for businesses. ![Recruitment: Increasing Challenges for Employers](https://cmdrecruitment.com/wp-content/uploads/2024/09/Recruitment-Increasing-Challenges-for-Employers.png) ## **Recruitment: Increasing Challenges for Employers** Recruitment is already becoming increasingly difficult for businesses, and the anticipated legislative and budget changes will only exacerbate these challenges. ### **Increased Costs** Businesses will face rising costs related to taxation, wages, and employee benefits. **For example, a 2% increase in National Insurance contributions, coupled with a 5% rise in the National Minimum Wage, could increase the cost of employing a full-time worker by around £1,500 per year.** Companies may need to adjust hiring budgets and be more selective about filling vacancies. ### **Stricter Hiring Practices** As employment laws evolve, businesses will need to adopt stricter hiring practices. The potential for unfair dismissal claims from the first day of employment means companies must invest more in pre-employment screening and [onboarding processes](https://cmdrecruitment.com/onboarding-for-employee-retention/) to reduce risk. Probationary periods will need to be clearly defined, with set performance goals and ongoing documentation. ### **Flexible Working Requests** With flexible working becoming a day-one right as of April 2024, businesses will need to adapt. Employers may have to accommodate more flexible work arrangements, which could require adjustments to work schedules and increased administrative burdens. This shift will challenge industries where on-site work is essential, such as manufacturing or hospitality. ## **Preparing for Change: What Businesses Can Do Now** Given the scope of these potential changes, businesses should start preparing now to mitigate any adverse effects: - **Review Current Employees**: For employees with less than two years of service, now is the time to evaluate performance and decide whether changes are necessary before new unfair dismissal protections come into effect. - **Budget Adjustments**: Businesses must prepare for the likely increases in National Minimum Wage, Statutory Sick Pay, and National Insurance contributions. These adjustments will directly impact financial planning for 2025 and beyond. - **[Improve Recruitment Processes](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/)**: With recruitment becoming more challenging, it’s essential to refine your hiring process. Employers should focus on clear job descriptions, probationary goals, and pre-employment screening to ensure the [right candidates](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate/) are selected from the start. - **Update Contracts and Policies**: The anticipated changes in employment law will require updates to employment contracts, policies, and handbooks. Once the final details of the changes are confirmed, CMD Recruitment can assist with these revisions. ## **Conclusion** The October budget and proposed legislative changes present a complex mix of challenges for businesses, particularly regarding hiring and workforce management. Rising operational costs, stricter employment laws, and increased compliance requirements will require businesses to adapt quickly. By considering these potential scenarios and taking proactive steps now, businesses can better navigate the challenges and opportunities presented by the upcoming budget and legal reforms. At CMD Recruitment, we are ready to help you stay ahead of the curve. ## Highlights - Employer cost pressures: NI, tax, wages - Employment law reforms increasing risk for hiring - Recruitment strategy will need to focus on value and fit - Contract and workforce models face restructuring - Businesses that act early and strategically will benefit ## Frequently Asked Questions ### What does the October Budget mean for employers? It may increase employment costs and introduce new regulations, requiring businesses to adapt hiring strategies and workforce planning. ### How will employment law changes affect recruitment? Reforms such as day-one dismissal rights and updated sick pay could increase HR complexity and require more structured hiring processes. ### What should businesses do to prepare? Review budgets, update contracts and policies, and refine recruitment processes to ensure compliance and efficiency. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Career Change at 40: Ideas & Tips](https://cmdrecruitment.com/career-change-at-40-ideas) **Published:** October 11, 2025 **Author:** paul **Content:** **Quick Answer:** A career change at 40 is common and achievable with the right planning, transferable skills, and a clear understanding of your goals and motivations. **Key Takeaways** - Career changes at 40 are more common than many people think. - Transferable skills play a key role in switching industries. - Planning, retraining, and gaining experience are essential steps. - Clear motivation and communication improve your chances of success. By the time you are 40, you might have been working full-time in your chosen career for around 19 years. This is plenty of time to master your chosen career path and ultimately decide that it isn’t right for you. There are many reasons individuals choose to change careers around the age of 40. This is a common time to start a family and this can reveal changes in your priorities. You might start looking for a career path that offers more flexibility and time to enjoy your hobbies and family life. This is also a common age to want to take a sabbatical and this might lead you to rethink your priorities and goals in life. Whatever your reasons for getting itchy feet in your career, the good news is that a career change at 40 is not completely unheard of. Many people make drastic changes to their careers at this age, leading them to find happiness and fulfilment in other roles. ## How common is a career change at 40? The average age for a [career change](https://cmdrecruitment.com/how-to-change-career-guide/) is actually between 38 and 39, so deciding that you’re ready for something new at 40 is not completely uncommon. This is thought to be because, by the age of 40, you are at a midpoint in your career. If you aren’t thriving and still finding the work engaging, you might feel stagnant and decide that it’s time for a change. ![What are the advantages of a career change at 40?](https://cmdrecruitment.com/wp-content/uploads/2023/10/What-are-the-advantages-of-a-career-change-at-40.png) ## What are the advantages of a career change at 40? There are so many advantages to changing careers at 40. Ultimately, if you are unhappy in your current role, then changing careers can only be a positive step. You will also have an opportunity to redirect your attention to the things that matter the most to you. By the age of 40, you might have increased financial stability, and this will allow you to put passion before profit. When you are younger, you are more likely to chase financial rewards, but getting older might give you the freedom to explore careers that interest you or that are more focused on giving back. ## What are the disadvantages of a career change at 40? While there are plenty of advantages to changing careers, there are difficulties you can expect to face. First and foremost, you risk losing momentum in your career if you decide to switch direction at 40. You are likely to be quite senior in your organisation, so you may have to start at the bottom and build your way up again. Another disadvantage of moving careers at 40 is that you might need to take some time off for training. You’ll need a financial buffer to be able to achieve this. And finally, changing careers at 40 can also impact your pension in the future. If your final pension is based on what you are earning when you retire, this could be lower if you decide to switch careers. You will be behind in your career development, so this could leave you out of pocket when you retire. ![Steps for a successful career change at 40](https://cmdrecruitment.com/wp-content/uploads/2023/10/Steps-for-a-successful-career-change-at-40.png) ## Steps for a successful career change at 40 Still thinking about switching careers? There are a few things you will need to do before you make a successful switch. First of all, you need to determine where you are heading. Is this a complete career change? Or are you just taking a step backwards and choosing not to pursue every promotion that comes your way? Next, consider if you will need a safety net or a buffer. Some people can change careers by retraining in their [spare time](https://cmdrecruitment.com/what-do-you-do-in-your-spare-time) and getting their next role lined up before they cut ties with their current employer. Others will need to take an extended chunk of time away from work to retrain and get [ready for the next step in their career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/). These steps will help you to prepare and make sure you are doing the right thing before you burn any bridges or walk away from your current role. ![Take stock of your career](https://cmdrecruitment.com/wp-content/uploads/2023/10/Take-stock-of-your-career.png) ### Take stock of your career First things first, you need to look at the skills you have developed so far in your career so you can determine how best to sell these to prospective employers. When you go for job interviews, you will be up against candidates who have been working their way up to this exact role. Whereas you will be coming from a different direction following a complete pivot. This can make some employers nervous, but you can paint this as an advantage if you present it in the right way. Think about the skills you have developed in your career that are useful and applicable to any job, not just your current career. This could include leadership, teamwork, problem-solving, creativity and communication. Make a list of your skills and then think about how these apply to your chosen career path. For example, if you have worked in retail sales your whole life and now want a shot at working in the marketing department at the head office, then you need to think about how your experience on the shop floor will translate to a marketing role. - You have the communication skills to speak directly to the customer. - You have extensive brand and product knowledge. - You have creativity, demonstrated through your visual merchandising skills. - You have the leadership skills, shown through training new staff members. You might need to go back to school to develop your skills in digital marketing, but you will already have the [soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/) you need to succeed in this role. You will actually stand out from other applicants because your approach to the role will be very different to those who have been heading on the same career path. ![Speak to an advisor](https://cmdrecruitment.com/wp-content/uploads/2023/10/Speak-to-an-advisor.png) ### Speak to an advisor Not sure how to translate your skills and experience to a new role? Speak to someone with experience in the sector. A recruitment consultant is ideal in this situation, as they will have extensive experience in tailoring CVs to make them more enticing for employers. They will be able to advise on current hiring trends and help you to decide which qualifications would be most valuable for you to secure. ### Go back to school When changing careers at 40, you can expect to need to head back to school and undergo some additional training. Unless you’re going to start at the bottom of the career ladder and learn on the job, you’ll want some formal training to help accelerate the process. You could take an evening course before you leave your current role. Or you could go back to university and earn a second degree or Master’s degree – if this is a requirement for the role. Examples of career changes that would require you to go back to university would include things like teaching or nursing. To train in a career like Law, you could take a Solicitors Qualifying Examination (SQE), which has been introduced to phase out the old-style Law Conversion Course. ![Gain some experience](https://cmdrecruitment.com/wp-content/uploads/2023/10/Gain-some-experience.png) ### Gain some experience Before you jump ship on your current career, it’s important to gain some experience to determine if you have realistic expectations. It’s easy to assume the grass will be greener in your new career, but you need to remember that the grass will be greener where you water it. Try gaining some experience in your chosen sector through job shadowing, volunteering or work experience. It can be difficult to achieve this when you are older and competing with school leavers for these opportunities, but you can set yourself apart from the competition by highlighting your extensive experience. Companies are accustomed to work experience placements requiring a lot of hand-holding and guidance, but you might be able to bring some genuine value to your placement. You can also use this as an opportunity to get your foot in the door of companies that could facilitate your career change. ![Be clear on why you are making a change](https://cmdrecruitment.com/wp-content/uploads/2023/10/Be-clear-on-why-you-are-making-a-change.png) ### Be clear on why you are making a change During job interviews, you can expect to be grilled on your intentions. Employers will want to understand your motivations for making a change. You need to be able to articulate this clearly and turn every possible negative into a positive. For example, if you are changing careers because you felt stagnant in your previous role, you need to highlight the positive impact your career change will have on your mental health and how this will translate into improved performance in your next role. Another example would be moving careers because you feel a lack of purpose in your previous career. By choosing someone who is more closely aligned with your values and goals, you’ll be far more invested in your success. Practise talking about your career change and think about the different ways you can present this to make your application as attractive as possible to prospective employers. ## Closing thoughts Changing careers at 40 is not as uncommon as you might think, and it would be hugely beneficial to your long-term career plans. With some careful planning and a considered approach, you should have no issue navigating a career change later in life. ## Highlights - Career changes at 40 are common and often driven by shifting priorities. - Transferable skills can help bridge the gap between industries. - Planning and financial preparation are key to a successful transition. - Gaining experience in a new field reduces risk before committing. - Clear motivation helps you position your career change positively to employers. ## Frequently Asked Questions ### Is it too late to change careers at 40? No, many people successfully change careers around this age, especially with transferable skills and proper planning. ### What are the biggest challenges of changing careers at 40? Common challenges include starting at a lower level, retraining, and potential financial impacts. ### How can I successfully change careers at 40? Assess your skills, gain relevant experience, consider retraining, and clearly communicate your motivations to employers. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on [recruitment trends](https://cmdrecruitment.com/2026-recruitment-trends), hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Body Language Tips To Help You Ace The Job Interview](https://cmdrecruitment.com/body-language-tips-ace-job-interview) **Published:** August 31, 2025 **Author:** paul **Content:** **Quick Answer:** Positive body language—such as good posture, eye contact, and controlled gestures—can significantly improve how you’re perceived in a job interview. **Key Takeaways** - Body language plays a major role in first impressions during interviews. - Confidence can be communicated through posture, eye contact, and tone. - Avoid common mistakes like fidgeting, slouching, or closed body posture. - Practising awareness and control can significantly improve interview performance. Your body language during a job interview can be the difference between getting the job and not. In fact, it’s often said that 55% of how we’re perceived by others is determined through our body language, while only 7% of communication is conveyed through words. You could be saying all of the right things and have a tonne of relevant experience, but if you’re slouched in your chair and appear cocky, there is a good chance the interviewer will decide against hiring you. So much of our body language is unconscious, so it’s often a case of learning how to present yourself in a particular way in order to appear confident and capable. You can be a naturally shy person and still learn techniques that will make you appear confident. And you might have doubts about your abilities, but your body language doesn’t have to give these away. The first step in fixing your body language for an interview is understanding the different types of body language and how they are perceived. From there, you can start to learn how to control your body language to make yourself seem like a better hiring prospect. ## What is body language? When it comes to body language, there are two types: nonverbal and verbal. Nonverbal communication includes your posture, facial expressions, eye contact, hand gestures, and touch. It’s important to be aware of all of these things as they can affect how you’re perceived. For example, if you’re looking down or avoiding eye contact, you may come across as shy or nervous. On the other hand, if you’re making too much eye contact, you might seem aggressive. Verbal [communication](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace) is what you say, of course, but it also includes things like the tone of your voice and how fast or slow you’re talking. If you’re speaking quickly, it might indicate that you’re nervous. Or, if you use a lot of filler words (like “um” or “like”), it can make you seem unsure of yourself. ## Why does body language matter? Body language is an important part of how we communicate with others. It can be a deciding factor in whether or not we get a job, make a good impression, or even close a business deal. So, if you’re heading into an interview, you want to be confident that you’re giving the right impression. Interviewers will often comment on body language after an interview as a way to determine if you seemed enthusiastic about the role and confident in your abilities. They will also take this as a sign that you are at ease in stressful situations. Even if you are anxious or nervous, being able to take control of your demeanour is a valuable trait for employers. ## What are some common body language mistakes? There are a few common body language mistakes that people make in an interview setting. - Perhaps the most obvious behaviour is fidgeting. This can be anything from playing with your hair to tapping your foot or fingers on the table. Fidgeting can be a sign of nervousness, which is something you want to avoid if possible. - Another common mistake is slouching. This can come across as lacking confidence or being uninterested in the role. It’s important to sit up straight and keep your shoulders back to appear confident and engaged. - Crossing your arms is another mistake people often make without realizing it. This can make you seem defensive, especially if you’re doing it while the interviewer is talking. Instead, you should maintain an open posture, so you seem more approachable. ## What are some tips for improving your body language? There are a few key things you can do to improve your body language and make a better impression in an interview setting. You can’t fix what you can’t see, so try asking friends, family or colleagues for feedback on the things you might be doing that could be holding you back. You could also ask if you can record an interview so you can review your performance afterwards. If you aren’t sure what you need to improve, here are a few general pointers that you can start to try to improve. Once you become more aware of these traits, it becomes a lot easier to control them. It might take some practice, but it will be worth it in the long term. First, practice good posture. This means sitting up straight with your shoulders back and avoiding slouching. You should also try to keep your hands relaxed on your lap or on the table. Second, make eye contact. This shows that you’re engaged in the conversation and interested in what the interviewer has to say. However, you don’t want to overdo it, as too much eye contact can be off-putting. If you’re in a panel interview, split your time between each person, and make sure you look at the right person when they are speaking. When it’s your turn to talk, switch eye contact between all of the interview panel members. Third, smile when appropriate. Smiling makes you seem friendly and approachable, which is always a good [thing in an interview](https://cmdrecruitment.com/12-things-to-do-when-your-interview-goes-badly/). Just be careful not to overdo it, as you don’t want to come across as fake or insincere. Fourth, use hand gestures when you’re talking. This shows that you’re passionate about what you’re saying and helps to emphasize your points. However, you want to make sure your gestures are natural and not too excessive. Finally, avoid fidgeting. This can be difficult if you tend to fidget when you’re nervous, but it’s important to try to keep your hands still. If you need somewhere to put them, try resting them lightly on the table or on your lap. By following these tips, you can improve your body language and make a great [impression in an interview](https://cmdrecruitment.com/video-interview-how-to-make-an-impression/) setting. Just remember that body language is just as important as what you have to say, so don’t let your posture or hand movements let you down. ## Highlights - Body language strongly influences first impressions in interviews. - Posture, eye contact, and gestures signal confidence and engagement. - Common mistakes include fidgeting, slouching, and closed body language. - Practising awareness helps you control unconscious habits. - Balancing verbal and nonverbal communication improves overall impact. ## Frequently Asked Questions ### Why is body language important in interviews? It helps shape first impressions and signals confidence, engagement, and professionalism to the interviewer. ### What are the most common body language mistakes? Fidgeting, poor posture, avoiding eye contact, and crossing arms are common mistakes that can signal nervousness or disengagement. ### How can I improve my body language? Practice good posture, maintain natural eye contact, use controlled gestures, and seek feedback to become more aware of your habits. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [Accounting and Finance Interview Questions](https://cmdrecruitment.com/accounting-and-finance-interview-questions) **Published:** December 14, 2025 **Author:** paul **Content:** **Quick Answer:** Accounting and finance interview questions assess your technical knowledge, problem-solving ability, and how well your experience aligns with the role. **Key Takeaways** - Employers assess both technical expertise and soft skills. - Behavioural questions reveal how you handle real-world scenarios. - Preparation with examples strengthens your answers. - Knowledge of tools, reporting standards, and industry trends is essential. Applying for a role in accounting or finance will require a stringent interview process. This may take place over multiple interviews and you may even face a practical test. The best job seekers know that preparation is the key to success when it comes to interviews. ## What skills are required in accounting and finance? The core skills that are needed for success in [accounting](https://cmdrecruitment.com/disciplines/accountancy/) and [finance](https://cmdrecruitment.com/disciplines/finance/) roles include strong analytical, communication and interpersonal skills. You should also have a good understanding of accounting principles and terminology, as well as experience with computers and various software programs. Additionally, you will need to be able to manage your time effectively and work well under pressure. Interviewers will assess these skills through a number of different question types, including behavioural questions and performance-based questions. You can also expect some technical questions about software and other tools to crop up. And finally, companies also want to know that you’re a good culture fit, so expect to hear some opinion questions about the industry. ## What questions can you expect? Below is a list of common accounting and finance interview questions to help you get ready for the process: ### 1. What experience do you have in accounting or finance? This question is another way to ask “tell me about yourself”? The interviewer wants to know where you have worked, what responsibilities you had, and how you have progressed to this point in your career. Give them a brief overview of your training and work experience so they can assess where you are in your career. ### 2. How does your experience match up with the position’s requirements? This question is asking you to assess why you think you’re a good fit for the role. It’s also an opportunity to check if you have fully understood the job role and what is expected. When you are applying for the role, you should be [tailoring your CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv) to the job description and ensure that you meet all of the requirements. If there are any gaps in your experience, show how you plan to address these gaps with additional training. ![Accountant work on financial records](https://cmdrecruitment.com/wp-content/uploads/2022/12/When-have-you-used-your-accounting-or-financial-skills.png) ### 3. Describe a situation where you had to use accounting or financial skills This question is often asked in [behavioural interviews](https://cmdrecruitment.com/what-is-an-example-of-a-behavioural-question), as it allows the interviewer to see how you reacted and managed a previous work experience. Make sure you focus on what you did, not what your team or company did. Always focus on your individual contribution to situations, even if you are talking about a time you worked as a team. Saying “I” will always be more powerful than “we”. ### 4. Why do you want this role? This question is designed to assess your motivations and provide insight into why you think you’re the best fit. Be clear and concise while explaining what it is that drew you to this particular job opportunity. You don’t have to give the impression that this is the ultimate dream job, you can share your wider ambition and how you think this role could help you to get there. ### 5. How would you handle a difficult negotiation? This question is another behavioural one, as it requires you to explain how you might react in a certain situation. The best approach is to provide an example from your own experience, as this will show the interviewer that you have dealt with similar situations before. ### 6. What type of software have you used in accounting or finance? This technical question is designed to assess your practical knowledge and experience. Make sure you are familiar with the most commonly used software in accounting and finance, such as Excel, QuickBooks or Xero. Be prepared to explain how you have used these programs and what results they helped you to achieve. ### 7. What do you consider the most important areas of financial reporting? This question is designed to assess your understanding of the subject. Make sure you are familiar with the principles and standards that guide financial reporting, such as Generally Accepted Accounting Principles (GAAP) and International Financial Reporting Standards (IFRS). Additionally, provide examples of specific areas such as balance sheets, income statements and cash flow reports. This is also an opportunity to give them more information about your work experience and additional training. ![Woman working on accounts from home](https://cmdrecruitment.com/wp-content/uploads/2022/12/How-do-you-stay-up-to-date-with-changes-in-the-industry.png) ### 8. How do you stay up to date with changes in the industry? This question is designed to assess how aware you are of the latest developments in the field. It’s a great opportunity to talk about any extra-curricular activities, such as conferences and industry events that you have attended, or any relevant books and magazines that you regularly read. ### 9. How have you helped to reduce costs in a past position? This question is designed to assess your approach to cost control, and whether you have any methods or strategies that could be implemented in the new role. Be prepared to provide examples of specific steps taken or processes changed that helped to reduce overall costs. ### 10. Describe a time when you had to think outside of the box on a job This is a curveball question that might throw some people off course if they are not prepared to think on their feet. It’s designed to assess your creative [problem-solving abilities](https://cmdrecruitment.com/common-problem-solving-interview-questions) and see if you can come up with innovative solutions that are tailored to the company’s needs. Provide a specific example of how you overcame an obstacle, and explain what you did differently to get the desired results. ## Closing thoughts Overall, it is important to remember that accounting and finance interview questions are meant to assess your technical knowledge and experience, as well as your ability to think on your feet and handle pressure. Be prepared with examples of how you have previously used your skills in a professional setting and be ready to explain the results achieved. Additionally, make sure that you can provide evidence of any extra-curricular activities related to the field and how you are committed to ongoing training and development. Accounting and finance are fast-moving sectors that don’t sit still, so you need to be prepared to show how you will keep up. ## Highlights - Accounting interviews assess both technical and behavioural competencies. - Strong communication and analytical skills are essential. - Preparation with real examples improves interview performance. - Knowledge of tools like Excel, QuickBooks, and Xero is expected. - Understanding financial reporting standards is highly valuable. ## Frequently Asked Questions ### What skills are needed for accounting and finance roles? Key skills include analytical thinking, attention to detail, communication, [time management](https://cmdrecruitment.com/time-management-interview-questions-with-examples), and proficiency with financial software. ### What types of questions are asked in finance interviews? You can expect a mix of technical, behavioural, and situational questions designed to assess both knowledge and practical experience. ### How should you prepare for an accounting interview? Prepare by reviewing core principles, practising common questions, and having clear examples of your experience and achievements. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [2026 Recruitment Trends: AI, Skills‑First Hiring & Remote Evolution](https://cmdrecruitment.com/2026-recruitment-trends) **Published:** January 15, 2026 **Author:** paul **Content:** **Quick Answer:** Recruitment in 2026 is shaped by AI-driven processes, skills-first hiring, flexible working models, and a stronger focus on employer branding and candidate experience. **Key Takeaways** - AI is transforming recruitment but requires human oversight. - Skills-first hiring is expanding talent pools and improving diversity. - Hybrid and flexible work models remain a key expectation. - Employer branding and retention strategies are becoming essential. Curious about what the future holds for hiring and recruitment? A quick glance at LinkedIn will reveal a few common themes on the horizon. Whether these changes will be popular with both employers and employees remains to be seen. Change driven by technology will typically arrive fast and be quick to evolve, while change driven by necessity can be slower to be realised. While employers might be keen to make the most of tools like AI to streamline the recruitment process, employees are also able to use these same tools to speed up the application process. This raises some important questions about the state of HR and how we retain the human aspect of human resources. Could a focus on skills-first hiring change the way we see recruitment? And will DEI remain an important part of the recruitment conversation? In this article, we’re exploring some of the most prominent recruitment trends of 2026 so far, and asking important questions about how these trends might change the sector. TopicKey PointAI in hiringAutomate sourcing and screening for speed and consistency, with recruiters validating final decisions.Skills-first approachShift from credentials to capabilities using work samples, practical tasks, and skills taxonomies.Employer brand & EVPAlign messaging with real employee experience across ads, interviews, onboarding, and development.DEI & inclusionMaintain structured hiring and diverse shortlists; measure outcomes, not just intentions.Flexible workOffer clear hybrid guardrails and role-based flexibility tied to customer and team outcomes.Pay transparencyList ranges where possible and explain progression paths to build trust and reduce renegotiation fallout.Candidate experienceShort, structured processes with timely feedback and realistic job previews reduce dropouts and reneges.Data & ethicsExplain what data you use and why; apply retention limits and audit automated decisions regularly.## Leveraging AI support It would be difficult to write an article about trends impacting any sector at the moment without acknowledging the presence of AI. It has quickly swept through nearly every industry, leaving nothing untouched. Often misunderstood and widely underutilised to the highest degree, AI has been nothing short of revolutionary. And this revolution will continue in 2026 and beyond. [AI in recruitment](https://cmdrecruitment.com/how-ai-is-changing-recruitment/) raises some interesting questions about how we assess suitability for a job. With employers using AI to create job adverts, and applicants responding with AI-generated CVs and cover letters, this leaves us wondering where the human in human resources has gone? There are also legal implications of using AI to filter and screen applicants, with the risk of unconscious bias becoming a part of the decision making process. If managed without checks and balances, this could leave companies open to criticism and legal consequences. ![](https://cmdrecruitment.com/wp-content/uploads/2025/07/A-shift-to-skills-first-hiring.png) ## A shift to skills-first hiring Employers are increasingly scrapping the requirement for higher education or specific [work experience](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/) and instead hiring based on skills alone. This could open up the recruitment pool and give candidates the opportunity to go after roles they want without limitations. This could help to increase opportunities for upward mobility by removing the requirement for higher education across roles where skills are more important than years spent in formal education. Overall, this could help to improve diversity and ease pressure on employers by increasing the recruitment pool. #### Skills-First Advantage Prioritise capabilities over credentials to unlock non-traditional talent, speed time-to-hire, and boost long-term performance and mobility. #### Human + AI Hiring Blend automation with recruiter expertise—let tools handle repetitive work while people build relationships, assess fit, and make fair, informed decisions. ## The battle between remote, hybrid and in-office The pandemic opened the door for more [remote work](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/), allowing workers to realise they could achieve the same level of productivity when working from home. And some workers have even found they are more productive – and happier – when they can choose where they work. And herein lies the crux of the issue. It’s not about being able to work entirely remotely, or entirely from the office. It’s about being given the choice to decide where is most productive. Employers are increasingly asking for hybrid arrangements that are flexible to their needs. So they can come into the office when they are feeling the effects of isolation, but they can also work from home when it suits them. On the flipside of this trend, employers are looking for consistency and reliability. ![The rise of the employer brand](https://cmdrecruitment.com/wp-content/uploads/2025/07/The-rise-of-the-employer-brand.png) ## The rise of the employer brand Employers are increasingly seeing the benefits of establishing and marketing their employer brand. This is distinct from the overall company brand, as it looks entirely at what it means to work for the company. Employers are waking up to the benefits of defining their employer brand and truly taking ownership of this conversation. By setting standards, defining their offering and sticking by these principles, they can attract high quality workers without ever having to advertise a single role. ## Upskilling for internal mobility [Employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/) is fast becoming a way to drive down recruitment costs and improve productivity. Rather than always looking for new talent, employers can focus on the skills and competencies already present in their company. Establishing programmes to help reskill and retrain employees can help companies to respond to changing demands and advances in technology. Commitment to upskilling can also be part of the employer brand, ensuring that applicants know they have a job for life, if they’re willing to commit to continual learning and development. ![DEI is alive and well](https://cmdrecruitment.com/wp-content/uploads/2025/07/DEI-is-alive-and-well.png) ## DEI is alive and well Moods across the pond might have shifted away from DEI (diversity, equity and inclusion) policies, leaving some multinational companies struggling to keep everyone happy. Over on this side of the Atlantic, DEI policies are alive and well, and companies are showing no signs of wanting to abandon these yet. In the face of new technology like AI and automation, DEI could be more important than ever before. This could answer the question of how we keep human resources distinctly human, as DEI requires conscious effort to achieve. It’s not something that we can let passively run in the background. DEI should be at the forefront of policy and decision making. ## Final thoughts on recruitment trends for 2026 The world of work is changing. And while technology might be the cause of many of these changes, it could also be the answer to how we respond and rise to new challenges. For anyone working in [recruitment](https://cmdrecruitment.com/hr-recruitment/) right now, the best course of action would be to stay open to technology advances, but to also remain level-headed about potential limitations. ## Highlights - Skills-first hiring is reshaping how employers assess talent. - AI is improving efficiency but requires ethical oversight. - Hybrid work continues to dominate employee expectations. - Employer branding is becoming a key competitive advantage. - Upskilling and internal mobility are driving retention strategies. - DEI remains central to fair and inclusive hiring practices. ## Frequently Asked Questions ### What does this topic mean? This topic explores the major recruitment trends shaping hiring strategies in 2026, including AI, skills-based hiring, and flexible work models. ### Why is this topic important? Understanding recruitment trends helps organisations stay competitive, attract top talent, and adapt to changes in technology and workforce expectations. ### How does this affect job seekers or employers? Employers can refine hiring strategies and improve retention, while job seekers can better prepare for evolving expectations around skills, flexibility, and technology. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [10 Essential Interview Questions for Every Role](https://cmdrecruitment.com/10-essential-interview-questions) **Published:** July 15, 2025 **Author:** paul **Content:** **Quick Answer:** These 10 essential interview questions help employers evaluate communication, motivation, self-awareness, and overall suitability, ensuring more effective and informed hiring decisions. **Key Takeaways** - Strong interview questions uncover communication skills and priorities. - Motivation-based questions reveal genuine interest in the role. - Strengths and weaknesses highlight self-awareness and growth. - Behavioural questions assess resilience and stress management. It doesn’t matter what you are hiring for, there are some basic interview questions that are always worthwhile asking. From covering the basics to getting a better understanding of the candidate’s motivations, these questions should appear in every single interview. If you’re trying to up your interview game and want to know how to make sure you’re covering all of your bases, try adding these essential questions to your interviews. ## 1. Tell me about yourself This question reveals so much about a person, so it should feature in every interview. No one wants to waffle on for too long when answering this question, so it forces the candidate to think about what is really important to them and what they want to share. This is their elevator pitch and it will let you know if they can sell themselves effectively. If they stumble on this question, it could show that they are unprepared for the interview, as most people will anticipate this question cropping up. ![What made you apply for this role?](https://cmdrecruitment.com/wp-content/uploads/2024/07/What-made-you-apply-for-this-role.png) ## 2. What made you apply for this role? Motivation is a key part of understanding if a candidate is right for the role. If they are just looking for any job, then it will quickly become apparent when they answer this question. Asking this question can also help to reveal if this is just a [stepping stone in their career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) or if they have a real motivation to apply for your company in particular. ## 3. What are your strengths? Asking this question will help to get a better understanding of how well the candidate understands the job description. Good candidates will adapt their answer in line with the key competencies of the role. If the strengths aren’t aligned with the job description, the candidate has either misunderstood what you are asking or they are simply not the right fit for the role. ## 4. What are your weaknesses? This is a challenging question and it’s interesting to see how candidates will approach it. A popular approach is to attempt to turn a negative into a positive, but candidates don’t have to tie themselves in knots in this way. Weaknesses can be genuine weaknesses, provided they are self-aware and take steps to address this issue to ensure it doesn’t stand in the way of their development. TopicKey PointTell Me About YourselfShows how candidates summarise experience and communicate key achievements.MotivationReveals why the candidate applied and their level of interest.Strengths & WeaknessesHighlights self-awareness and suitability for the role.Handling StressDemonstrates resilience and ability to work under pressure.Candidate QuestionsEncourages engagement and reveals what matters most to them.![What steps are you taking to address your weaknesses?](https://cmdrecruitment.com/wp-content/uploads/2024/07/What-steps-are-you-taking-to-address-your-weaknesses.png) ## 5. What steps are you taking to address your weaknesses? A popular follow up question would be to ask about the steps they are taking to address their weaknesses. If they cannot answer this question, you might assume that the candidate has simply invented a weakness that can be interpreted as a positive. An example of this would be a candidate stating that they are a perfectionist and struggle to let go of projects until they are perfect. If this was a genuine weakness, they might be taking steps to address this by being strict with deadlines to ensure projects don’t drag on past their due date. ## 6. What does success look like to you? Another revealing question that will tell you a lot about a candidate is this: what does success look like to you? Asking this question can tell you everything you need to know about what motivates the candidate. Some people believe that success is money while others are looking for freedom. Pay close attention to what the candidate values and this will tell you how to motivate them to do their best work once they are working for you. ![What are your salary expectations?](https://cmdrecruitment.com/wp-content/uploads/2024/07/What-are-your-salary-expectations.png) ## 7. What are your salary expectations? It’s a good idea to cover the basics during your interview to help determine if the candidate is on the same page. If you have been secretive about the salary range until now, you might be surprised to learn the candidate’s [salary expectations](https://cmdrecruitment.com/what-are-your-salary-expectations/). If they ask for a salary way below your budget, this could be a sign they aren’t as qualified as you first thought. Whereas if they ask for a salary above your budget, it could be that they are too advanced for the role. Remember that many candidates will ask for a higher [salary under the expectation that they will negotiate](https://cmdrecruitment.com/negotiating-your-salary-successfully-expert-strategies-revealed/) down to where they really want to be. ## 8. How do you handle stress? Asking a candidate how they handle stress doesn’t have to be an admission that the role is stressful. Stress can come in many forms and it can be a question of wellbeing to ask how the candidate deals with stress in their life. Good coping mechanisms and a proactive approach to self care are both excellent qualities that you should look for in a candidate. **Structured Interviews Improve Hiring** Using consistent, well-chosen questions helps employers fairly compare candidates and identify the strongest fit for the role. **Insight Beyond the CV** The right interview questions uncover personality, motivation and resilience — factors that aren’t always visible on paper. ![How would your boss describe you?](https://cmdrecruitment.com/wp-content/uploads/2024/07/How-would-your-boss-describe-you.png) ## 9. How would your boss describe you? If you want to know if the candidate has self awareness and the emotional intelligence to succeed in a role, ask them what they think other people think of them. If they don’t get on with their current employer, they will have to find a tactful way to express this without bad mouthing their boss. ## 10. Do you have any questions for us? It’s important to make sure your interview style is a conversation and not an interrogation. At the end of the interview, give the candidate a chance to turn the tables and grill you on the role. If you expect candour and transparency from your candidates during the interview process, be prepared to offer the same thing in return. By turning the interview process into a two-way street, you will show the candidate that you are also trying to impress them. This can level the playing field and make the interview process more productive. ## Final thoughts on essential job interview questions By starting with these essential job interview questions, you will learn a lot about the candidates expectations, motivations and understanding of the role. From there, you can flesh out the interview with more role specific questions that will enable you to drill down and get to know the candidate in more detail. By structuring your interviews in this way, you can also make it easier to compare two candidates, as you will be comparing like-for-like if they have been given the same interview questions to answer. ## Highlights - Essential interview questions reveal communication skills and priorities. - Motivation-based questions help identify genuine interest in the role. - Strengths and weaknesses highlight self-awareness and development. - Stress-related questions assess resilience and coping strategies. - A two-way interview approach improves candidate engagement and hiring outcomes. ## Frequently Asked Questions ### What does this topic mean? This topic refers to the most important interview questions employers should ask to evaluate a candidate’s suitability, communication skills, and alignment with the role. ### Why is this topic important? Asking the right interview questions improves hiring decisions, reduces risk, and ensures candidates are a strong fit both professionally and culturally. ### How does this affect job seekers or employers? Employers benefit from better hiring outcomes, while candidates can prepare more effectively and present themselves with greater confidence during interviews. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [Your Hiring Process Takes 8 Weeks. The Best Candidates Are Gone in 5.](https://cmdrecruitment.com/your-hiring-process-takes-8-weeks-the-best-candidates-are-gone-in-5) **Published:** March 17, 2026 **Author:** Dan Barfoot **Content:** **Quick Answer:** Slow hiring processes are causing businesses to lose top candidates, as the best talent typically secures offers within five weeks while many companies take up to eight weeks to decide. **Key Takeaways** - Top candidates often accept offers within five weeks of entering the job market. - Many SMEs take around eight weeks to complete hiring processes, creating a critical gap. - Delays usually come from internal scheduling, approvals, and multi-stage interviews. - Faster hiring processes give employers a competitive advantage in securing talent. There’s a gap opening up between how fast strong candidates move and how fast most South-West SMEs make decisions. It’s not huge. Three weeks, give or take. But it’s enough to consistently lose the people you most want to hire. The 2026 Hiring Trends Whitepaper by Humankind Recruitment puts numbers on what many hiring managers sense but can’t quite articulate. Top candidates are receiving offers within five weeks of entering the market. Regional SME processes, on average, still run to eight. Offer declines are rising, and hiring speed is cited as the primary reason. Three weeks isn’t a gap you can close with a better job ad or a higher salary. It’s a process problem. ## Where the Time Goes Eight weeks sounds like a long time, but it disappears quickly when you map the steps. A role goes live. Applications filter in for ten to fourteen days. A recruiter or internal HR person builds a shortlist. Hiring manager availability is found for first-stage interviews. Feedback loops. Second interviews, often with a different panel. [Reference checks](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/888/). An internal approval that needs a sign-off from finance or the board. Then an offer letter that takes three days to draft. Every one of those steps has a delay baked in. Not because anyone is being negligent. Just because each step is waiting on someone else’s calendar, or someone else’s sign-off. Meanwhile, that candidate you interviewed in week three has had two other processes running in parallel, and one of them just moved faster than you. ## Audit Your Hiring Speed: A Checklist for South-West SMEs Work through these honestly. The answers will tell you where your three weeks are going. - How long does your role typically stay live before first interviews begin? If it’s more than 10 days, you’re losing the early-mover candidates who applied on day one. - Do you have pre-agreed interview availability in hiring managers’ diaries before the role goes live? If you’re finding slots reactively, expect a 5-7 day delay per interview stage. - How many stages does your process have? Two stages plus a task is standard. Three stages plus a task is now a competitive disadvantage for most roles below leadership level. - What’s your turnaround time on feedback after an interview? Candidates read silence as disinterest and continue other processes with more urgency. - Who has sign-off authority on offers, and are they available when you need them? If there’s a dependency on someone who travels frequently or is hard to reach, your offer stage is your bottleneck. - Is your offer letter templated and ready to go, or drafted from scratch each time? Three days to produce an offer letter is three days you can’t afford. ## What Fast-Moving Competitors Do Differently It’s not that faster businesses cut corners. They just make different structural choices. Brief a recruiter properly on day one so a shortlist arrives in days, not weeks. Set interview slots aside before the brief goes live, not after. Use a single decision-maker for first-stage screening rather than a committee and give candidates a clear timeline at the start of the process and they stick to it. None of this requires a full restructure of your HR function. It requires thinking about recruitment as a time-sensitive activity with a competitor dimension. When you’re not moving, someone else is. ## The Cost of the Gap There’s an easy way to think about this. Take the salary of the role you’re hiring for and divide it by 52. That’s approximately what the empty chair costs you each week in lost output, team strain, or both. For a £40,000 role, that’s roughly £770 per week. The three-week velocity gap costs you around £2,300 per hire before you even factor in the cost of starting the process again when your preferred candidate declines. Most businesses don’t track it that way. They see recruitment as a cost centre rather than a commercial function. The ones who do track it tend to move faster, because they can see what slowness is actually worth. ## How CMD Recruitment Helps You Close the Gap We’re not going to pretend that a [recruitment agency](https://cmdrecruitment.com/how-a-recruitment-agency-can-help-your-business/2636/) solves an internal approval bottleneck. If your board takes three weeks to sign off on a hire, that’s a structural issue. What we can do is compress the parts of the process that sit with us. Prepare candidates thoroughly so that first conversations are efficient. Providing structured feedback loops so that hiring managers are making decisions on clear information. We also tell you when your process is costing you candidates. Directly, and early. That’s not comfortable for everyone to hear, but it’s the most useful thing we can do when you’re competing for people who have options. If your last hire took longer than it should have, or if you lost someone you wanted, it’s worth a conversation. ## Frequently Asked Questions ### What does this topic mean? It refers to the growing gap between how quickly candidates [accept job offers](https://cmdrecruitment.com/how-to-accept-a-job-offer/4052/) and how long businesses take to complete hiring processes. ### Why is this topic important? In a competitive job market, delays in hiring can result in losing top talent to faster-moving employers. ### How does this affect job seekers or employers? Job seekers benefit from faster offers, while employers risk higher costs and missed opportunities if their hiring processes are too slow. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Latest HR Jobs](https://cmdrecruitment.com/latest-hr-jobs) **Published:** August 1, 2025 **Author:** Dan Barfoot **Content:** ### **New Opportunities and Market Shift** The market has seen a move towards more senior and specialist positions. This week’s listings include several HR Business Partner and Consultant roles, which were not present in the previous week’s data. **Key New Roles:** - **HR Business Partner (Dyson):** This new full-time role is based in Malmesbury and offers a higher salary range of **£40,000 – £50,000** per year. - **People Partner (HR Business Partner) (OV):** A full-time position for an HR Business Partner has appeared in Bristol within the utilities sector. - **HR Consultant – Reward & Benefits (Korn Ferry):** A specialist consulting role has been posted, indicating a demand for niche HR expertise. - **HR Officer (Brambles):** A new full-time HR Officer role is now available in Bristol. ### **Roles No Longer Available** Several roles that were actively hiring last week appear to have been filled or the listings have expired. Notably, some of these had very high application numbers, suggesting a competitive but fast-moving market. **Key Roles from Last Week Now Closed:** - **Assistant HR Consultant (VWV):** This position had received 84 applications. - **HR Generalist (Lovehoney Group):** This popular role had attracted 77 applicants. - **Employee Relations Specialist (CMS UK):** This role had 29 applicants. - **Various Administrator and Apprentice positions:** Several entry-level roles, including HR Administrator and HR Apprentice, are no longer listed. ### **Continuing Positions and Trends** A few roles have continued to be advertised, with some slight changes. This indicates that these are either new listings for the same role or that they are still actively seeking candidates. - The **HR Advisor** role at **Zimmer Biomet** and the **Human Resources Advisor** at **Culina Group Limited** are still open and actively recruiting. - The job market has broadened this week, with new opportunities appearing in the **Consumer Electronics**, **Utilities**, and **Business Consulting** sectors, in addition to the previously dominant legal and construction industries. To see the latest weekly list, please click here – [Latest HR Leads](https://cmdrecruitment.com/wp-content/uploads/2025/08/01st-August-25-HR-Jobs.xlsx) **Categories:** Latest Jobs --- ### [Free Football Fridays in Bath](https://cmdrecruitment.com/free-football-fridays-in-bath) **Published:** August 6, 2025 **Author:** paul **Content:** ## CMD Recruitment Supports Free Football Fridays to Boost Youth Activity CMD Recruitment is teaming up with Future of Football FC to launch **Free Football Fridays** — four full-day football camps for children aged 6 to 15, taking place in Bath this August, with lunch included. Scheduled for the 8th, 15th, 22nd, and 29th of August, the sessions are open to boys and girls of all abilities. Each event will feature professional coaching, structured games, and a safe, inclusive environment where children can keep active, develop skills, and make new friends. “We’re excited to be supporting Free Football Fridays as part of our commitment to giving back to the local community,” said Dan Barfoot, Operations Manager at CMD Recruitment. “It’s a brilliant way to keep children engaged and social over the summer — and it reflects the kind of values we promote at CMD every day.” The initiative is designed to promote physical activity, encourage social interaction, and strengthen community spirit during the summer holidays. There are 400 spaces in total, with each child eligible to attend one session. Registration is available online or via QR code, with places offered on a first-come, first-served basis. The project is a collaboration between Future of Football FC, CMD Recruitment, and Elevate Cloud, aiming to ensure as many families as possible in Bath and the surrounding areas can benefit. If you would like more details and to register, please click the link below: [Register Now](https://forms.office.com/pages/responsepage.aspx?id=DQSIkWdsW0yxEjajBLZtrQAAAAAAAAAAAANAAfeY0f1URTFITVpOWFRBWDNDNVVWOVkzSkxKQjQ1NS4u) **Categories:** Advice --- ### [Latest HR Jobs WE 8th August](https://cmdrecruitment.com/latest-hr-jobs-3) **Published:** August 8, 2025 **Author:** Dan Barfoot **Content:** Based on a comparison of the job listings from the week ending August 1st and the current data for the week ending August 8th, the job market for HR professionals in the Bristol area continues to show a strong demand for senior and strategic roles even though were hitting the summer holidays. Here is a summary of the latest changes: ### **New Opportunities & Market Trends** The market is continuing to shift towards senior-level positions, with a notable increase in roles focused on HR Business Partnering and Management. **Key New Roles:** - **HR Manager (Farrow & Ball):** A new high-level position has appeared in Bristol, offering a competitive salary of **£45,000 – £55,000** per year. - **Multiple HR Business Partner Positions:** The demand for Business Partners has intensified with three new listings this week: - **Babcock International Group** (Bristol) - **Kwik-Fit (GB) Limited** (Bristol) - **The Cotswold Company** (Swindon) These new roles indicate a continued broadening of the job market, with opportunities now also available in the Automotive, Retail, and Manufacturing sectors. ### **Roles No Longer Available** One key role from last week’s postings is no longer listed, suggesting a quick turnaround in the hiring process. - **HR Consultant – Reward & Benefits (Korn Ferry):** This specialist role has been removed from the listings, highlighting the fast-moving nature of the market for targeted expertise. ### **Continuing Opportunities** Several key positions from last week’s data remain active, providing ongoing opportunities. - The **HR Business Partner** role at **Dyson**, the **People Partner** at **OV**, and the **HR Officer** at **Brambles** are still seeking applicants. - The **HR Advisor** positions at **Zimmer Biomet** and **Culina Group Limited** are also still available. To see the latest weekly list, please click here – [Latest HR Leads](https://cmdrecruitment.com/wp-content/uploads/2025/08/08th-August-HR-Jobs.xlsx) All the links were live when this was created, and we can also do more detailed runs in certain areas if possible. **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 15th August](https://cmdrecruitment.com/latest-hr-jobs-we-15th-august) **Published:** August 15, 2025 **Author:** Dan Barfoot **Content:** ### **New Opportunities and Trends** This week’s data highlights a significant number of new, high-level roles, including a return of senior-level positions that had recently disappeared. **Key New Roles:** - **HR Director (Zachary Daniels):** A top-level role with a salary range of **£100,000 – £130,000** per year has been posted, indicating a strong demand for leadership. - **Head of HR (KBR, Inc.):** Another new directorial position. - **Head of Transformation (West of England Mayoral Combined Authority):** A high-level role focused on organisational improvement. - **HR Business Partner – Group Workforce Programme Lead (North Bristol NHS Trust):** A new strategic business partner role in the healthcare sector. - **HR Process & Policy Manager (Rotork):** This new position suggests a focus on operational efficiency and policy expertise. - **HRIS and Payroll Advisor (Chemring Countermeasures):** A new specialist role focusing on HR technology and compensation. ### **Roles No Longer Available** Many of the HR Business Partner roles that were prominent last week have been removed from the listings. This suggests that the high demand for these positions is being met quickly. **Key Roles from Last Week Now Closed:** - **Senior Human Resources Business Partner (Sanderson):** This role is no longer listed. - **HR Business Partner (University of Bristol):** The listing for this position has been removed. - **Regional HR Business Partner (Buzz Bingo):** This role is no longer available. - **People and Culture Manager (Nobia):** This position is no longer being advertised. - **HR Advisor (GKN Aerospace):** This role is also no longer in the listings. ### **Continuing Positions and Trends** A few positions continue to be listed, including some that had been seen in earlier weeks, highlighting a sustained need for these roles. - The **Ask HR Advisor** role at **BT Group** remains open, with a high number of applicants (129). - The **Assistant HR Consultant** at **VWV** has returned to the listings and has received over 100 applications. - The **Employee Relations** field continues to be active with new roles such as **Employee Relations Lead** at **TieTalent**. To see the latest weekly list, please click here – [Latest HR Leads](https://cmdrecruitment.com/wp-content/uploads/2025/08/15th-August-HR-Leads.xlsx) All the links were live when this was created, and we can also do more detailed runs in certain areas if possible. **Categories:** Latest Jobs --- ### [A Guide To Declining Job Offers](https://cmdrecruitment.com/a-guide-to-declining-job-offers) **Published:** August 26, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** If a job offer isn’t right for you, decline it promptly, politely and professionally—thank the employer, give a brief reason if appropriate, and leave the door open for future opportunities. **Key Takeaways** - Not every job offer will align with your long-term goals or circumstances. - Always decline offers politely and professionally to protect your reputation. - Respond promptly to show respect for the employer’s time and process. - Handling rejection well helps maintain relationships and future opportunities. Receiving a job offer can be very flattering, but sometimes it just isn’t the right job for you. Perhaps you’ve already accepted a position elsewhere, or maybe you realised at the interview that you just weren’t a good fit with the [company’s culture](https://cmdrecruitment.com/company-culture-explained/). In such cases, declining a job offer is the best course of action, but it can be difficult to know how to do it sensitively and appropriately. In today’s candidate-led job market, more applicants are receiving multiple job offers, so it isn’t too surprising that this is an increasing problem. That’s why we’re bringing you this helpful guide so you can avoid making a mistake. ![Should I Reject This Job?](https://cmdrecruitment.com/wp-content/uploads/2021/08/Should-I-Reject-This-Job.png) ## Should I Reject This Job? The first thing you need to determine is whether you really want to reject the offer. There are a number of reasons why you may be considering rejection: - You’ve already been offered and accepted another job. - The salary isn’t high enough – if this is the case, you may be able to find out whether [negotiating salaries](https://cmdrecruitment.com/negotiating-your-salary-successfully-expert-strategies-revealed/) is possible, particularly if all of the other elements of the position appeal to you. - The job isn’t quite as it was advertised. - You’re worried that the company is in poor financial shape or that the management is substandard. - You have personal reasons, such as having too long a commute or having to stay overnight away from home, or any other life change you don’t want to make. You should think very carefully if you’re only rejecting a job offer because you’re waiting to hear back from another opportunity or because there’s somebody working on the team that you dislike. **Respectful Communication** Declining an offer with courtesy leaves a positive impression and keeps doors open. **Confidence in Your Choice** Turning down a role that isn’t right helps you stay focused on opportunities that truly fit your goals. ## Declining A Position By Telephone If you need to decline a job offer over the telephone you should do it by speaking, whenever possible, to the person who offered you the post, explaining briefly why you’d like to decline and thanking them for offering you the opportunity. Make sure to say positive things about the company, role or process and be candid, but tactful about your reasons for not accepting. Don’t dwell on any negatives or criticise the company. Make sure the conversation ends positively too. ![Declining A Post By Email Or Letter](https://cmdrecruitment.com/wp-content/uploads/2021/08/Declining-A-Post-By-Email-Or-Letter.png) ## Declining A Post By Email Or Letter Although it’s considered to be polite to telephone the company in order to reject an offer of employment, you should confirm your decision in writing by either email or letter. You should keep the communication concise and clear, taking time to thank the employer for offering you the opportunity and saying it was a hard decision to make but you’re going to decline. Explain your reasons briefly and tactfully before ending with a positive statement. Make sure you address the letter or email to the individual who offered you the post and include your contact details, address and name. Also, ensure that you’ve proofread everything before sending. ## Don’t Burn Your Bridges If you’re declining the position for a reason that could cause offence, it’s important to be very careful when turning the job down. Don’t burn your bridges. Saying something tactful instead such as “I’ve realised that it’s the wrong time to leave my current position” is a good way to refuse the post without offending anyone. For more information, [get in touch](https://cmdrecruitment.com/contact) with our expert team today. 01225 805080 [Back to News](https://cmdrecruitment.com/blog) ## Highlights - Declining job offers professionally protects your reputation - Responding promptly shows respect for the employer - Keep communication polite, concise and positive - Avoid negative language or criticism of the company - Leaving on good terms keeps future opportunities open ## Frequently Asked Questions ### Is it okay to decline a job offer? Yes, it’s perfectly acceptable to decline a job offer if it isn’t the right fit for you, as long as you communicate your decision professionally. ### Do I need to explain my reasons? A brief and polite explanation is helpful, but you don’t need to go into detail or share personal information. ### Should I decline by phone or email? Either method is acceptable. A phone call can be more personal, but a follow-up email or letter is recommended for clarity and professionalism. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice, Latest Jobs --- ### [Latest HR Jobs WE 22nd August](https://cmdrecruitment.com/latest-hr-jobs-we-22nd-august) **Published:** August 22, 2025 **Author:** Dan Barfoot **Content:** ### **New Opportunities and Trends** This week’s data shows a strong resurgence of HR Administrator and Advisor roles, which had seen a decline in previous weeks. There is also a notable presence of new People Operations Manager and HR Programme Manager positions. **Key New Roles:** - **Head of People – Business & Commercial Banking (Lloyds Banking Group):** A new high-level role in the financial sector, indicating a focus on strategic people management. - **HR Manager (YMCA Brunel Group):** A new management position in the non-profit sector. - **HR Programme Manager (Hays):** A senior role with a salary range of **£55,000 – £60,000** per year, suggesting a focus on project-based HR work. - **HR Business Partner (Wates Group):** A new HR Business Partner role in the construction industry. - **People Operations Manager (ADLIB Recruitment / GenomeKey):** Two new roles focusing on the operational aspects of HR, with one offering a salary range of **£45,000 – £53,000** per year. ### **Roles No Longer Available** The job market has continued to move quickly, with many senior and specialist roles from last week no longer being listed. **Key Roles from Last Week Now Closed:** - **HR Director (Zachary Daniels):** The high-level director position with a salary of £100,000 – £130,000 has been removed. - **Head of HR (KBR, Inc.):** This leadership role is no longer listed. - **HR Process & Policy Manager (Rotork):** This specialist role has been filled or the listing has expired. - **Interim HR Business Partner Change (Artis Recruitment):** This interim position is no longer available. - **L&D Business Partner (TieTalent):** This specialist learning and development role is no longer listed. ### **Continuing Positions and Trends** A few roles have continued to be advertised, demonstrating a sustained need for these positions and indicating a slower hiring process. - The **Human Resources Business Partner** role at **Alliance Pharmaceuticals** is still open, having received 45 applications. - The **Assistant HR Consultant** at **VWV** has a high number of applicants (over 100), suggesting a competitive but still open role. - The **Ask HR Advisor** at **BT Group** also remains active with a large number of applicants (129). To see the latest weekly list, please click here – [Latest HR Leads](https://cmdrecruitment.com/wp-content/uploads/2025/08/22nd-August-HR-Jobs.xlsx) All the links were live when this was created, and we can also do more detailed runs in certain areas if possible. **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 29th August](https://cmdrecruitment.com/latest-hr-jobs-we-29th-august) **Published:** August 29, 2025 **Author:** Dan Barfoot **Content:** ### Well, nearly at the end of the holidays, and it will be interesting to see if the number of HR roles increases in the next month. This week’s data indicates a continued demand for strategic and leadership roles, with new positions appearing in the fields of business partnering and recruitment. **Key New Roles:** - **Strategic People Partner (Spark ITE and South Western Ambulance Service):** The emergence of this title suggests a growing focus on high-level, strategic people management. - **HR Business Partner (The White Company):** A new business partner role has been posted in the retail sector. - **Recruitment Advisor (Artis Recruitment):** A new position with a salary range of **£40,000 – £43,000** per year. ### **Roles No Longer Available** The most notable trend this week is the significant number of high-level roles from last week that have been removed from the listings. This suggests that these positions are being filled very quickly. **Key Roles from Last Week Now Closed:** - **Head of People (Lloyds Banking Group):** This high-level leadership role is no longer listed. - **HR Programme Manager (Hays):** The project-based HR role with a salary of £55,000 – £60,000 has been removed. - **HR Manager (YMCA Brunel Group):** This management position is no longer available. - **HR Business Partner (Wates Group):** This role in the construction sector has been filled or expired. - **HR Advisor (Stantec, Equans, and Ayvens):** All of these advisor positions are no longer listed. ### **Continuing Positions and Trends** A few roles have been consistently advertised over the last few weeks, highlighting an ongoing need for specific skills. - The **Human Resources Business Partner** role at **Alliance Pharmaceuticals** remains open. - The **HR Adviser** position at **The Openwork Partnership** is still active. - The **People Operations Manager** roles at both **GenomeKey** and **ADLIB Recruitment** continue to be listed. Here is the link to the complete spreadsheet – [29th August Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/08/HR-Jobs-Leads-29th-Aug-25.xlsx) **Categories:** Latest Jobs --- ### [Accountancy and Finance Practice Salary Guide 2025](https://cmdrecruitment.com/accountancy-finance-salary-guide) **Published:** September 2, 2025 **Author:** paul **Content:** **Quick Answer:** Accountancy and finance careers in 2025 offer strong earning potential and diverse pathways, but require significant training and ongoing adaptation to AI and automation trends. **Key Takeaways** - There are multiple qualification routes into accountancy, ranging from months to several years. - Entry-level salaries are competitive, with strong progression opportunities. - Specialist and senior roles offer high earning potential. - Accountants play a strategic role in business decision-making. - Adapting to AI and automation is essential for long-term career success. If you’ve got a head for figures and an eye for the finer details, you could be well-suited to a role in accountancy and finance. No doubt if you do have a head for figures, you’re likely going to know how much you can expect to earn in this sector. It can take years to train as an accountant, so you want to be confident that your finance career is going to be financially rewarding. Join us as we explore the ins and outs of a finance and accounting career in 2025 and beyond. We’ll look at current employment trends, how much you can expect to earn, and also how much you can expect it to cost to qualify for these lucrative roles. We will also look at ways you can future-proof your role to withstand external threats such as the rise of AI and automation. ![What is accountancy and finance work?](https://cmdrecruitment.com/wp-content/uploads/2024/12/What-is-accountancy-and-finance-work.png) ## What is accountancy and finance work? There isn’t an area of society that isn’t impacted by finance and accounting. Across all sectors, including the public and private sectors, accountants are essential for keeping businesses, public services and charities afloat. Accountants and finance professionals will help to keep track of the money in an organisation and ensure that the flow of finances is correctly recorded for regulatory reasons. Without accountants, it would be impossible for companies to calculate things like their tax liability. Accountants and finance professionals also analyse this information to be able to offer insight and advice to decision-makers. They will often play a key role in making companies run more efficiently while also looking out for growth opportunities. If a company wants to make a big move, the accountant will often have input. Those working in financial services could take on a variety of roles, from advising individuals on their investments to managing portfolios. You could work in-house for a large organisation, or you could run your own business offering financial advice. ![How long does it take to become an accountant?](https://cmdrecruitment.com/wp-content/uploads/2024/12/How-long-does-it-take-to-become-an-accountant.png) ## How long does it take to become an accountant? This all depends on the route you take to become an accountant. You will need the right qualifications to meet the requirements for the role. Studying is often the only way to achieve the correct accreditation, so starting in a junior role and gaining on-the-job experience won’t allow you to progress beyond a certain point. Thankfully, there are different routes to becoming an accountant that could be suited to young people and professionals alike. At a minimum, you will need to hold an AAT qualification. If you have hopes of becoming a chartered accountant, you will need to further your training and achieve either the ACCA, ACA or CIMA qualifications. You can study for the AAT course at Level 2 after completing your GCSEs. It’s expected to have a good level of English and Maths to be able to succeed in the course. Most people complete this course in one year, but it is possible to follow an express programme to complete it in just 6 months. This might be better suited to professionals with some experience who are looking to [change careers](https://cmdrecruitment.com/how-to-change-career-guide/) quickly. It’s also possible to study for a degree in accounting and finance. You will need A-Levels in Maths and Economics to demonstrate your suitability for these courses. A degree will take between 3-4 years, but this could be longer if you choose to study part-time. There is no upper age limit for becoming an accountant, so if you didn’t select this route straight out of high school, you don’t have to give up on your dreams. You could start to retrain as an account at 50 and use your lifetime of experience in the workforce to help inform your practice. **Training & Qualifications**Whether you pursue AAT, ACCA, ACA, CIMA, ICAEW, CIPFA or a degree, each route offers a tailored way to reach accountancy roles in your own time—ranging from six months to several years. **Salary Outlook & Future-Proofing**Accountancy careers offer strong earnings—from £22k for technicians to £230k+ for top traders. Staying relevant means embracing AI and automation, elevating finance professionals into strategic, high-value roles. ![What are the main accounting qualifications?](https://cmdrecruitment.com/wp-content/uploads/2024/12/What-are-the-main-accounting-qualifications.png) ## What are the main accounting qualifications? There are 6 qualifications you can achieve in order to become an accountant. The right one for you will depend on where you are in your career and how you plan to shape your [accountancy career](https://cmdrecruitment.com/how-to-start-a-career-in-accounting/). Consider the following qualifications if you’re thinking about becoming an accountant or finance professional: AAT (Association of Accounting Technicians) – This is made up of four qualifications spanning 3 levels (Levels 2-4). It usually takes around 12-18 months to complete this and will enable you to apply for senior finance positions. ACCA (Association of Chartered Certified Accountants) – Split into two levels, Fundamentals and Professionals, this covers a wide range of topics including business law and audits. To become a chartered accountant, it will take around 4 years, but there is a 10-year limit on finalising your studies. AIA (The Association of International Accountants) – This qualification will give you access to this global organisation, which can enable you to work around the world. To complete their highest award, it will usually take 12 months for the first part and 12-18 months for the second part. ICAEW (Institute of Chartered Accountants in England and Wales) – This qualification will take between 3-5 years of training and requires 450 days of work experience and 15 exams. CIMA (Chartered Institute of Management Accountants) – If you’re interested in management accounting, you’ll need the CIMA professional qualification. To be eligible for this, you need to hold a postgraduate-level CIMA Certificate in Business Accounting. This can be completed in 4 years. CIPFA (Chartered Institute of Public Finance and Accountancy) – If you’d like to become a public finance accountant, you’ll need the CPFA designation, which usually takes around 3-4 years to complete. ![How much can you earn as an accountant?](https://cmdrecruitment.com/wp-content/uploads/2024/12/How-much-can-you-earn-as-an-accountant.png) ## How much can you earn as an accountant? When considering a career in accounting, you need to consider the sector you plan to work in and the specialism you will pursue. This could influence your earning potential for the rest of your career so you should think carefully about the implications. As a graduate accountant with a Bachelor’s degree, you can expect to earn around £28,000 to £40,000 per year in your first role. It’s also possible to earn while you learn by working as an accounting technician. These roles typically command around £22,000 per year but also offer an incredible experience that will allow you to get a foot in the door with a company. If you choose to go into a particular speciality, the [salary expectations](https://cmdrecruitment.com/what-are-your-salary-expectations/) can vary. For example, an auditor will typically earn around £41,000 per year, rising to around £53,000 per year with more experience. Whereas a financial controller might earn around £65,000 per year, rising to £90,000 per year with more experience. As a chartered accountant, your salary in the first few years will be around £40,000 per year but this will quickly increase. A senior chartered accountant could earn up to £90,000 per year. The highest-paid accountants will be finance traders, who could earn in excess of £230,000 per year during a lucrative period. Earnings will be linked to performance. [Chief Financial Officers](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description/) will also command healthy salaries, usually around £115,000 to £128,000 per year. As with all roles, your location will be a key part of your earning potential. Those living in London will earn the most. TopicKey PointTraining RoutesAAT (6–18 months), ACCA/ACA/CIMA/ICAEW/CIPFA (3–5 years), or degree (3–4 years)Entry SalariesTechnician roles ~£22k; graduates £28k–£40kSpecialist SalariesAuditors £41k–£53k; Controllers £65k–£90k; CFOs £115k–£128k; Traders £230k+Role FunctionAccountants ensure regulatory compliance, manage finances, and advise on strategyFuture TrendsAI and automation are shaping the future; accountants must adapt to remain relevant![The cost of becoming an accountant](https://cmdrecruitment.com/wp-content/uploads/2024/12/The-cost-of-becoming-an-accountant.png) ## The cost of becoming an accountant Now we know what is on offer as an accountant at different levels, let’s look at what it takes to get there. This could help you to decide if a career as an accountant could be a worthwhile investment. If you choose to start with a university degree in accounting, this will cost £9,250 per year for a 3-4 year course. You’ll also need to think about living expenses and the cost of course materials. A 3-year course will set you back £37,000 plus living expenses. Earning while you learn could allow you to offset these costs, but you would need to be careful with your time, as you would also be studying full-time. To become a chartered accountant, you will have to pay membership fees and then pay for registration fees, exam fees and learning materials for each course you would like to complete. You can save money by choosing the self-study option, but be aware that you might miss out on the benefits of learning from an experienced professional. Each training body will have its own course fee structure and requirements. It’s important to understand the full cost of each option before selecting a path, as this will prevent you from running out of funding before you have completed your training. While the costs of becoming an accountant might be quite high, the rewards are clearly evident in the high-earning opportunities. With a good head for figures, you will be able to see why so many people decide that the investment of time and money is certainly worth it. ## Final thoughts on accountancy and finance practice salaries Be aware that the [finance](https://cmdrecruitment.com/disciplines/finance-recruitment-south-west/) and [accounting](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/) section is fast-evolving. Already, organisations like the ICAEW are making changes to their programmes to ensure that students are ready for the future. Starting your training now means that you could be in the first cohort of students who are learning critical thinking and leadership skills that will set them apart from those who may have completed their courses more recently. ## Highlights - Multiple training routes exist, from short AAT courses to multi-year chartered qualifications. - Graduate and entry-level salaries are strong, with significant growth potential. - Specialist finance roles can reach very high salary levels. - Accountants play a key role in business strategy and financial decision-making. - Adapting to AI and automation is essential for long-term success. ## Frequently Asked Questions ### What does this topic mean? It refers to careers in accountancy and finance, including required qualifications, salary expectations and future trends shaping the industry. ### Why is this topic important? Accountancy and finance roles are essential across all sectors, offering strong career stability, progression and earning potential. ### How does this affect job seekers or employers? Job seekers can benefit from clear career pathways and strong salaries, while employers rely on skilled finance professionals to guide business decisions and ensure compliance. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Latest HR Jobs WE 5th September](https://cmdrecruitment.com/latest-hr-jobs-we-5th-september) **Published:** September 5, 2025 **Author:** Dan Barfoot **Content:** ### **New Opportunities and Trends** This week’s data shows a strong presence of new roles in Employee Relations, as well as a variety of new HR Advisor and Business Partner positions. There are also new, high-level specialist roles in Benefits and Digital Transformation. **Key New Roles:** - **BMfS Senior Benefits Manager (UK Ministry of Defence):** A new senior-level role focusing on benefits management. - **Employee Relations Manager (Amazon):** A new position for an Employee Relations specialist in the technology and retail sector. - **HR Manager (TieTalent):** A new managerial position has been posted. - **HR Business Partner (Ayvens):** A new business partner role has been added to the listings. - **HR Placements (Airbus):** Multiple new placement opportunities have been posted for students in HR Business Partnering, Digital Transformation, Reward and Recognition, and Social Policy and Industrial Relations. - **Senior Employer Relations Manager (Latham & Bond Recruitment Group):** A new senior-level role with a high salary range of **£80,000 – £90,000** per year. ### **Roles No Longer Available** Many of the roles from last week have been removed, indicating that the hiring process is moving quickly for these positions. **Key Roles from Last Week Now Closed:** - **Strategic People Partner (Spark ITE and South Western Ambulance Service):** Both of these strategic roles have been removed from the listings. - **Recruitment Advisor (Artis Recruitment):** This role with a salary of £40,000 – £43,000 is no longer listed. - **HR Business Partner (The White Company):** This retail sector role is no longer available. - **People Business Partner (AB Dynamics):** This role in the manufacturing sector has been removed. - **HR Process Improvement Manager (CMS UK):** This specialized role is no longer in the listings. ### **Continuing Positions and Trends** A few roles have been consistently advertised over the last few weeks, highlighting an ongoing need for specific skills. - The **Human Resources Business Partner** role at **Alliance Pharmaceuticals** is still open, with a new listing from this week. - The **HR Advisor** positions at **The Openwork Partnership** and **Alexander Mae Recruitment** are also still active. - The **People Operations Manager** roles at both **GenomeKey** and **ADLIB Recruitment** continue to be listed. Here is the link to the complete spreadsheet – [5th September Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/09/5th-Sept-HR-Jobs.xlsx) **Categories:** Latest Jobs --- ### [The Future of UK Jobs in Light of National Insurance Changes](https://cmdrecruitment.com/national-insurance-changes-job-market) **Published:** September 9, 2025 **Author:** paul **Content:** **Quick Answer:** Changes to employer National Insurance contributions in 2025 are set to increase hiring costs, which may influence recruitment decisions, salary growth and overall job market dynamics in the UK. **Key Takeaways** - Employer National Insurance rates and thresholds are changing in 2025, increasing costs. - Higher employment costs may lead to cautious hiring and slower recruitment. - Employers may offset costs through pay freezes, pricing changes or workforce adjustments. - Flexible benefits and perks could become more important in attracting talent. - Some businesses may explore contractors or alternative employment models. The recent budget by the newly elected Labour government was eagerly anticipated by many. The party pledged that they would not raise taxes for working people, but to plug holes in the finances, an increase in revenue would have to come from somewhere. It transpired that the increase would be an employer-side increase in National Insurance contributions. A sigh of relief was heard from employees; after all, this increase won’t make a dent of their pay packet. But it would be shortsighted to assume that these changes won’t impact employees at all. With the cost of hiring an employee set to rise, it remains to be seen how this will impact the future of UK jobs. ## What is National Insurance? Both employers and employees pay National Insurance contributions based on the employee’s salary. It is a percentage earned above the tax-free amount. The self-employed also pay National Insurance contributions, but at a different rate. National Insurance contributions are required in order to qualify for the state pension. Most people need 35 years of full National Insurance contributions to qualify for a full state pension. Employers have their National Insurance contributions taken from the salary, along with their tax and other deductions such as their student loan repayments. Employers are also responsible for making NI contributions for each employee. ![What are the changes to National Insurance contributions?](https://cmdrecruitment.com/wp-content/uploads/2024/11/What-are-the-changes-to-National-Insurance-contributions.png) ## What are the changes to National Insurance contributions? In January 2024, National Insurance was cut for both employers and employees. This meant that Class 1 employee National Insurance contributions were cut from 12% to 10%. In November 2022, employer contributions were cut from 15.05% to 13.80%. These changes to employer contributions are set to revert back to 15% in 2025. The threshold for employer contributions is also set to fall from £9,100 per year, or £758 per month, to £5,000 per year, or £417 per month. This means that employer contributions will increase for existing employees, and employers may soon be paying for more of their employees. For example, if you have an employee currently on £35,000 per year, national insurance contributions for this employee will increase by £924.65 per year to £4,499.38. This is on top of employee contributions of £1,793.92 per year. TopicKey PointNI Contribution ChangesEmployer NI reverting to 15% in 2025; threshold reducing to £5,000/yearCost ImpactEmployee on £35k will cost employer ~£924.65 more per yearEmployer ResponsesMay freeze pay, cut jobs, raise prices, or absorb costsHiring StrategyMore selective hiring; perks like flexible/hybrid work become key attractorsPossible AdaptationsShift to contractors; use Employment Allowance (£10,500) to offset costs## What will this mean for employers? A quick glance at the news will reveal that employers are nervous about these increases. To put this into context, a large employer like [Sainsbury’s](https://news.sky.com/story/higher-employers-national-insurance-contributions-to-cost-sainsburys-140m-and-cause-inflation-to-rise-ceo-simon-roberts-says-13249773) is looking at increases of £140 million per year for their current workforce. This increase will have to come from somewhere, and it remains to be seen if this could drive price increases, or if it will result in job losses. Employers will face difficult decisions about how to manage these increases. Will they pass these costs on to customers? Will they absorb these costs from their own profits? Or will they seek to reduce their liabilities by cutting jobs? It’s likely we’ll see a combination of the three, rather than one area absorbing the brunt of the costs. This could mean challenging times ahead for UK businesses trying to meet staffing demands while also navigating increasing costs across the board. This could result in a squeeze on salaries and a reluctance to offer [pay rises](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023/) for existing employees. ![How could it impact the future of UK jobs?](https://cmdrecruitment.com/wp-content/uploads/2024/11/How-could-it-impact-the-future-of-UK-jobs.png) ## How could it impact the future of UK jobs? With the cost of hiring set to increase, it will be more important than even before for employers to get it right the first time. Employers are likely to become more picky and selective when it comes to new hires, looking for ways to extract more value from workers by looking for those with additional skills. Recruitment timescales could increase, as employers seek to ensure they are making the right decision before settling on a candidate. It’s also likely that wage increases will be frozen while employers deal with the increase in National Insurance contributions. This could drive employers to look for other ways to attract workers and make employment contracts more attractive. Offering perks like [flexible working](https://cmdrecruitment.com/the-future-of-working-from-home/), hybrid arrangements and company cars could bridge the gap and help to attract the most in-demand workers. Employers may also encourage employees to maximise their pension contributions as a way to drive down costs. **Employer Cost Pressures** The NI employer rate reverting to ~15%, coupled with a lower threshold (£5k/year), will significantly increase payroll costs for employers—impacting hiring budgets and pay decisions. **Strategic Responses** Employers may freeze pay, cut jobs, delay growth, or shift toward flexible contracts—all while using benefits like hybrid work and the Employment Allowance to ease the impact. ![Will National Insurance increases impact growth?](https://cmdrecruitment.com/wp-content/uploads/2024/11/Will-National-Insurance-increases-impact-growth.png) ## Will National Insurance increases impact growth? Companies looking to expand may find that their plans are put on hold while they navigate these next steps. It’s also possible that employers may look to outsource work overseas or switch to a contractor or self-employment model. By hiring self-employed contractors in part-time roles, there is an opportunity for employers to avoid the additional burden of these National Insurance hikes. In addition to the National Insurance increases, we’re also facing an increase in the National Minimum Wage and the [National Living Wage](https://cmdrecruitment.com/national-living-wage-increase-employer-guide/). These changes are great news for employees who have needed extra support to help with the increasing cost of living. Reducing pressure on minimum wage workers could help to [increase productivity](https://cmdrecruitment.com/ways-increase-motivation-workplace/) by removing the need for second jobs to make ends meet. Every employer will have to think carefully about how they absorb these costs, and whether they delay growth plans or move forward with confidence. Paying close attention to hiring costs will be essential. It would be wise for companies to make the most of opportunities available to them. For example, the Employment Allowance has increased from £5,000 to £10,500 which could provide some relief to small business owners struggling to pace. It’s clear that some industries will be impacted more than others. Those that rely on large workforces primarily paid [National Minimum Wage](https://cmdrecruitment.com/uk-wages-in-2024-what-you-need-to-know/) will feel the impact of these changes. This could lead to job losses, which will put pressure on remaining staff to pick up the slack. However, if employers choose to absorb the costs without impacting their staffing levels, they could be rewarded with a healthier, happier and more motivated workforce. Looking to take the next step in your career? Our team at CMD Recruitment is here to help you navigate the job market with confidence. [Get in touch](https://cmdrecruitment.com/contact/) today or explore our [latest opportunities](https://cmdrecruitment.com/jobs/) to find a role that’s right for you. ## Highlights - Employer National Insurance will rise back to around 15% in 2025. - The contribution threshold drop to £5,000 increases employer costs. - Hiring may become more selective as costs rise. - Employers may freeze pay, reduce hiring or adjust benefits. - Flexible working and perks may become key attraction tools. - Employment Allowance increases offer some relief for businesses. ## Frequently Asked Questions ### What does this topic mean? This refers to changes in employer National Insurance contributions and how they impact hiring costs, business decisions and the wider job market. ### Why is this topic important? Changes to employer costs can influence hiring, salary growth and job availability, making it a key issue for both businesses and job seekers. ### How does this affect job seekers or employers? Employers may become more selective and cautious with hiring, while job seekers may face increased competition but benefit from alternative perks and flexible working options. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Latest HR Jobs WE 12th September](https://cmdrecruitment.com/latest-hr-jobs-we-12th-september) **Published:** September 12, 2025 **Author:** Dan Barfoot **Content:** ### **New Opportunities and Trends** This week’s data indicates a significant increase in roles focused on Employee Relations and a new, high-level director position. **Key New Roles:** - **Director of People Business Partnering, EMEA (Pax8):** This new, high-level role shows a continued demand for strategic leadership in HR. - **Employee Relations Advisor / Senior Employee Relations Advisor (Great Western Railway):** This new position, along with the **Employee Relations Senior Adviser** at **Grant Thornton UK**, highlights an increased focus on employee relations expertise. - **HR Manager (GKN Aerospace and Hays):** New managerial positions have appeared, indicating growth at the mid-to-senior level. - **HR Support Apprentice (UK Research and Innovation):** Multiple new apprentice roles have been posted, offering opportunities for those entering the field. ### **Roles No Longer Available** Many of the high-level and specialist roles from last week have been removed from the listings, suggesting that these positions are being filled quickly. **Key Roles from Last Week Now Closed:** - **BMfS Senior Benefits Manager (UK Ministry of Defence):** This senior-level benefits role is no longer listed. - **Employee Relations Manager (Amazon):** The position for an Employee Relations specialist has been removed. - **Senior Employer Relations Manager (Latham & Bond Recruitment Group):** The high-salary senior role is no longer available. - **HR Manager (TieTalent):** This managerial position has been filled or expired. - **Resourcing Manager (GIOS Technology):** This role focused on people management is no longer listed. ### **Continuing Positions and Trends** Several roles continue to be listed, demonstrating a sustained need for these positions and indicating a slower hiring process. - The **HR & Employment Coordinator** role at **The Students’ Union at UWE** is still open. - The **HR Advisor** position at **Healix International** continues to be advertised. - The **Human Resources Business Partner** role at **Alliance Pharmaceuticals** is still open. - The **HR Systems Co-ordinator** at **Milestones Trust** remains active. Here is the link to the complete spreadsheet – [12th September Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/09/12th-Sep-HR-Jobs.xlsx) **Categories:** Latest Jobs --- ### [Recruitment Agencies – Why Use Them?](https://cmdrecruitment.com/recruitment-agencies-why-use-them) **Published:** September 19, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Recruitment agencies connect candidates and employers, helping streamline job searches, provide insider insights, and unlock opportunities that may not be publicly advertised. **Key Takeaways** - Recruitment agencies give candidates access to hidden job opportunities. - They save time and simplify the job search or hiring process. - Specialist recruiters offer better alignment with your career goals. - Agencies provide valuable insights into employers and hiring expectations. - Additional support like CV advice and interview coaching improves success rates. It’s highly likely that during your professional life you’ve come across a recruitment agency. Perhaps you’ve been directed to apply for a role through an agency, or maybe an agency has reached out to you about a potential role. Most people are familiar with the structure and [role of recruitment agencies](https://cmdrecruitment.com/what-is-the-role-of-a-recruitment-agency/), but very few know the full extent of how much they can help to fuel your career growth. Working with the right recruitment agency could fuel incredible growth in your career, allowing you to chart a new path and set a higher trajectory than you ever thought imaginable. Here at CMD Recruitment, we’re looking at what an agency can do for you, why you should use a recruitment agency to find your next job and why an excellent recruiter relationship can be invaluable in your search for that dream job. We’ll also take a look at the benefits for employers and how recruitment agencies can give them access to the best talent. ![Why use a recruitment agency to find a job?](https://cmdrecruitment.com/wp-content/uploads/2022/12/Why-use-a-recruitment-agency-to-find-a-job.png) ## Why use a recruitment agency to find a job? Recruitment agencies act as the go-between for employers and jobseekers. They work on behalf of great candidates to find suitable roles and on behalf of excellent employers to find suitable candidates. This gives a recruitment agency an excellent network of qualified candidates for employers – a perfect talent pool for your vacancies. Likewise, a recruitment consultant knows the employers recruiting in your area, opening doors for candidates to vacancies that aren’t perhaps plastered across the job boards. By aligning yourself with a recruitment agency, you can often be the first in the door for new opportunities, often before they have even been announced. This can give you the inside track without having to keep an eye on job advertisements. This is perfect for those with clear career goals and aspirations, as it means they will always have someone in their corner looking for new challenges and opportunities. The ambitious workers out there want to be able to focus on their current role, but they also want to be open to new opportunities. You can essentially automate your job search by simply letting a recruitment agency know that you are open to opportunities – and let them know they need to be discreet about it. This can help to open new doors in your career that you didn’t even know you wanted to open. ![What are the advantages and disadvantages of using a recruitment agency?](https://cmdrecruitment.com/wp-content/uploads/2022/12/What-are-the-advantages-and-disadvantages-of-using-a-recruitment-agency.png) ## What are the advantages and disadvantages of using a recruitment agency? There are many benefits of using a recruitment agency. - **We can save you time, money and stress** – on average it takes 4 months to secure a new job, but working with a recruiter can reduce the time it takes to secure a role and streamline the process on your behalf. - **Our services are completely free to the candidate** – there are not many things in life that are free, however, working with a recruitment agency is. We will never take payment from a candidate when supporting them in their search for work. The fee is paid by the employer, and it is typically a percentage of your signing salary, so it’s in our best interests to maximise the offer. - **You can automate your job search.** Maybe you’re 80% happy in your current role, but if something better came along you’d also be happy to move on. Without the help of a recruitment agency, you would have to keep going with your job search, which can take up a lot of time and mental resources. With the help of a recruitment agency, this search can be going on in the background, and you’ll only have to pitch in when they find a suitable opportunity. - **No one needs to know you are looking.** When you manage the job hunt yourself, there’s a bigger risk you’ll be spotted browsing the job boards at work, or that word will get around that you’re looking for a role. Not everyone wants their current employer to know they are looking for a new role as it could impact opportunities that are available to them. By working with a recruitment agency, your search will only be known when you want it to be. - **Access opportunities before they are made public.** Some employers don’t want to advertise their roles, so they work with a recruitment agency and ask to meet with candidates that are already on the books. Without this connection, you could miss out on these opportunities. When job hunters have issues with their recruitment agency, it’s often down to the following factors: - **Picking the right agency.** You’ll see different agencies and/or consultants specialise in certain sectors. Make sure you are speaking with a consultant who understands your industry. They are more likely to have relationships with the right candidates and clients best suited to your needs. - **Being upfront about your expectations.** If you can’t define what you are looking for, it can be difficult for a recruitment consultant to place you. Having a clear vision of the direction you’d like to head in, and the types of roles you would find interesting and channelling can make a huge difference to your job search. - **Lack of direct interaction.** Some people don’t like that recruitment agencies can come between them and the employer during the early negotiations. It can feel like the candidate is being shut out of the negotiations, which feels unnatural to some. By working with a recruitment agency, you have to let go of some level of control. - **Direct competition.** A recruitment agency could be representing multiple candidates for the same role, and you might not like the sense that you’re not their only priority. It’s important to remember that they will always seek to place the best possible person in the role, and that might not be you. If you’re not right for one opportunity, trust that there are more on the horizon. ![What’s the role of recruitment agencies?](https://cmdrecruitment.com/wp-content/uploads/2022/12/Whats-the-role-of-recruitment-agencies.png) ## What’s the role of recruitment agencies? A recruitment agency works on behalf of employers to advertise, source and place candidates into permanent, temporary, or contract vacancies for the employer (or client) they are working for. We have industry insight and work closely with employers to ensure we match the right person to the right role. As a result, we are more likely to be able to give you the insider information on who the line manager is, what the interview process will be like and the [company culture](https://cmdrecruitment.com/company-culture-explained/). Most of this knowledge isn’t readily available on individual job adverts or even on company websites so it can be invaluable at the interview stage. We provide tools to make you a cut above the rest, from [CV writing](https://cmdrecruitment.com/10-top-tips-for-writing-a-stand-out-cv/) to interview coaching, recruitment agencies can support you throughout the hiring process, providing hints and tips that could secure you your next step. If you find yourself coming up against the same roadblocks time and time again, working with a recruitment consultant can help you to unpick your interview technique and determine what isn’t working for you. Understandably not all candidate/recruiter relationships are plain sailing, and some candidates may think there are disadvantages to using an employment service however with the right [recruitment agency](https://cmdrecruitment.com/contact/recruitment-agency-swindon/) by your side, many more doors can open for you. **Hidden Opportunities** Many desirable roles never make it to public boards. Recruitment agencies can give you early access to these positions. **Support Beyond Introductions** A strong agency will not merely introduce you—they’ll coach, advise, and guide you through CVs, interviews, and feedback to help you succeed. ## How to make the most of this relationship If you’re ready to start working with a recruitment agency to find your next role, consider the following steps to help kick start your search. 1. Update your CV. Get your CV up to date with your latest positions and an overview of your key responsibilities. Be ready to talk through your experience with the recruitment consultant so they can get a thorough understanding of your past experience. 2. Get clear on what you are looking for. Do you want to progress upwards into a management role, or are you looking for a horizontal move into a different department to help broaden your experience? Dream job titles, working arrangements and a salary range will help your recruitment consultant to identify potential roles. 3. Keep them updated. If you’re currently in work and putting the job hunt on the back burner, make sure you keep your recruitment consultant updated with updates to your CV. You might take on new responsibilities at work that make you eligible for exciting new opportunities. 4. Ask for support when you need it. Nervous about your interview? Ask for some interview preparation. Worried that your CV isn’t selling you effectively? Ask for a CV review to make sure nothing is holding you back. The support is there, but you need to be willing to ask for it, otherwise we’ll typically assume that you’re feeling confident. 5. Be open to advice and feedback. Asking for feedback is only helpful if you’re actually able to take it on board. There’s little sense in asking for advice if you struggle to take feedback. ## Final thoughts on recruitment agencies and why you should use them Whether you are a candidate looking for your next role, or an employer looking for your next hire, we can help. Please do not hesitate to [contact CMD Recruitment](https://cmdrecruitment.com/contact/) on 01225 805080. ## Highlights - Recruitment agencies provide access to roles not publicly advertised. - They save time and simplify the job search or hiring process. - Choosing a specialist agency improves relevance and results. - Agencies offer insider insight into employers, culture and expectations. - Additional support such as CV and interview coaching enhances outcomes. ## Frequently Asked Questions ### What does this topic mean? It refers to how recruitment agencies support candidates and employers by connecting talent with opportunities and streamlining the hiring process. ### Why is this topic important? Recruitment agencies provide access to hidden opportunities, reduce hiring time and offer expert insights that improve job search outcomes. ### How does this affect job seekers or employers? Job seekers gain access to exclusive roles and support, while employers benefit from faster hiring and access to qualified candidates. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Latest HR Jobs WE 19th September](https://cmdrecruitment.com/latest-hr-jobs-we-19th-september) **Published:** September 19, 2025 **Author:** Dan Barfoot **Content:** ### **New Opportunities and Trends** This week’s data shows a strong demand for leadership positions, including a new Head of HR role, as well as a significant increase in HR Business Partner and Advisor roles across various sectors. **Key New Roles:** - **Head of Human Resources (Turtle Bay Restaurants):** A new executive-level position in the hospitality sector. - **HR Business Partner – Industrial Relations (Great Western Railway):** This new role highlights a growing focus on industrial relations expertise. - **HR and Organisational Development Coordinator (Curo):** A new coordinator role focusing on both HR and organisational development. - **HR Associate Business Partner (Wiltshire Council):** A new associate-level business partner role in the public sector. - **HR Process Improvement Manager (CMS UK):** A new specialist role focused on process and policy improvement. ### **Roles No Longer Available** Many of the HR roles from last week have been removed from the listings, suggesting that the hiring process is moving quickly for these positions. **Key Roles from Last Week Now Closed:** - **Director of People Business Partnering, EMEA (Pax8):** This high-level leadership role is no longer listed. - **Employee Relations Advisor / Senior Employee Relations Advisor (Great Western Railway):** This role has been removed from the listings. - **HR Manager (GKN Aerospace and Hays):** Both of these managerial positions are no longer available. - **HR Support Apprentice (UK Research and Innovation):** These entry-level apprentice roles have been removed. ### **Continuing Positions and Trends** A few roles have been consistently advertised, indicating an ongoing need for specific skills. - The **HR & Employment Coordinator** role at **The Students’ Union at UWE** is still open. - The **HR Advisor** positions at **Healix International** and **Advanced Resource Managers** are also still active. - The **People Relations Case Professional** role at **BT Group** has a very high number of applicants (176), suggesting a competitive but still open role. - The market has broadened with new opportunities appearing in the **Hospitality** and **Public Sector**, in addition to the previously dominant **Law Practice** and **Rail Transportation** industries. Here is the link to the complete spreadsheet – [19th September Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/09/19th-Sept-HR-Jobs-.xlsx) **Categories:** Latest Jobs --- ### [12 Simple Ways to Increase Motivation in the Workplace](https://cmdrecruitment.com/ways-increase-motivation-workplace) **Published:** September 24, 2025 **Author:** paul **Content:** **Quick Answer:** Workplace motivation can be improved by recognising achievements, setting clear goals, supporting wellbeing, and creating a transparent, flexible and positive work environment. **Key Takeaways** - Employee motivation is driven by recognition, purpose and clear goals. - Wellbeing, breaks and a healthy work environment support sustained productivity. - Transparency and communication help build trust and engagement. - Flexibility and autonomy can significantly boost motivation. - Consistency in rewards and expectations is key to long-term motivation. Workplace motivation can make or break your business. A motivated workforce will show up every day ready to do incredible work, but an unmotivated workforce will show up looking for obstacles. The interesting thing about motivation is that it is contagious. If you can foster an atmosphere that inspires motivation, then your workers will pass it between themselves. But if motivation drops for just one person, this can quickly spread between teams and lead to a difficult working environment. If you’re curious about how you can foster an environment that motivates your team, rather than leaving them feeling deflated, read on to learn our top tips. ## Highlight good work Perhaps the simplest way to motivate your teams is to take the time to acknowledge good work. Individuals are more likely to get a sense of achievement from their role if they feel that their hard work is recognised. If someone shows up to work every day, does incredible work, but never has this acknowledged, you can guarantee their motivation won’t last long. Leaving employees feeling under-appreciated and taken for granted is probably the quickest way to kill motivation in your business. So take the time to acknowledge when things are going great, and you will soon have a workplace that focuses on the positives rather than taking anything for granted. ## Make your goals SMART Individuals often respond well to goals, but only when they are SMART. SMART goals are specific, measurable, attainable, realistic and timely. Setting smaller, realistic goals that can be achieved in a shorter time is far better than setting long-term goals that might feel out of reach. Workers will have a far greater sense of achievement when they can hit a weekly or monthly goal, rather than leaving them hanging as they try to achieve a quarterly or annual goal. These goals also need to be specific enough that there are no grey areas about whether or not the goal was achieved. So, instead of setting the goal of increasing sales one month, give the team an achievable and realistic goal to aim for. For example, you could ask them to increase sales by 10%. ![Celebrate the wins](https://cmdrecruitment.com/wp-content/uploads/2022/01/Celebrate-the-wins.png) ## Celebrate the wins There’s nothing worse than hitting a goal and then having nothing to show for it. When your team smashes their targets, you need to make sure you are acknowledging their achievements. Finding a way to celebrate the wins will allow you to create an atmosphere where accomplishments are always acknowledged. Celebrating all of the little wins in your business will help your team to recognise that their contribution is not only noticed but essential. By making individuals feel valued, you can increase their motivation in the workplace. While people might not feel 100% motivated all of the time, they will feel appreciated, which will help them to keep showing up with a positive attitude. **Recognise Effort Regularly** Consistently acknowledging both big wins and small achievements helps employees feel valued and reinforces positive behaviours. **Support Energy and Wellbeing** Encouraging breaks and prioritising health ensures employees have the energy and focus needed to stay motivated at work. ## Encourage breaks A tired and cranky team will soon run low on motivation. If an army marches on its stomach, you need to make sure that your workers are taking their assigned breaks and getting away from their desks to eat and drink. Stocking the staff room with refreshments such as tea and coffee will encourage people to take breaks, but you should also give them a place to relax that isn’t at their desks. Comfortable seating in the break room will allow them to take regular breaks. You should also encourage individuals to take their lunch break and make sure they aren’t eating at their desks. While the occasional desk lunch might be okay when a person is feeling incredibly motivated to get stuff done, this shouldn’t become the norm. ## Prioritise health The health and well-being of employees is an important factor in the productivity of a company. A healthy workforce means that they are more likely to be motivated and productive. Encourage your employees to live a healthy lifestyle by providing them with free fruit, water, and wellness classes. Healthy snacks can also help keep them energised throughout the day. Making it easy for workers to take time off when they need it will also have a huge impact on productivity. If workers feel that they have to keep slogging away, no matter how sick they feel, they will bring down the whole workforce. There’s also the risk they could spread illness and damage productivity by getting your whole team sick. ## Let them in on the bigger picture The people who are with us in the office are not just colleagues; they are partners in our success. We should encourage them to share their thoughts and ideas on the bigger time, and this will help them to be more productive. We can do this by giving them a bigger picture of what is happening in the company. This way they will know that their input is valued and they will be more motivated to work with us. It’s easy to feel like a small cog in a big machine, and nothing will zap your [productivity](https://cmdrecruitment.com/productivity-vs-pay/) quite like this feeling. To avoid leaving your team feeling that their contribution doesn’t matter, make sure you keep them clued up on what’s going on behind the scenes and how their input is helping. ![Be transparent](https://cmdrecruitment.com/wp-content/uploads/2022/01/Be-transparent.png) ## Be transparent Transparency in the workplace is a great way to encourage workers to be more productive. It also helps in building trust between the employees and the employer. Some companies are transparent about their success rates. This helps people know what to expect from the company when they are applying for jobs or working there. From celebrating successes to updating targets, don’t be secretive about the things that matter to your team. A little bit of openness will go a long way. ## Share you purpose Workers will find it easier to stay motivated when they have a cause or a purpose. Defining your purpose and sharing this with your team will not only help to motivate existing workers but will also help to attract the right kind of people to your company. While some people are incredibly motivated by money, others value less tangible results such as feeling like they are doing some good in the world. Recognising that not everyone is motivated by the same thing will have a huge impact on how you motivate your team. **Create a Positive Culture** Recognising effort, celebrating success and having fun at work helps build a motivated and supportive [team culture](https://cmdrecruitment.com/company-culture-explained/). **Trust and Empower Your Team** Offering flexibility, security and consistent rewards empowers employees to stay engaged and committed. ## Give workers freedom The current work environment is not a healthy one. The pandemic changed the way many of us think about productivity and we learned that the office might not be the best place to get work done. To help improve productivity, we should encourage workers to have more freedom in how they work and where they work from. We can do this by allowing them to [work from home](https://cmdrecruitment.com/the-future-of-working-from-home/) or on flexible hours, for example. Trusting individuals to know how to achieve the best productivity is a huge part of motivating your team. ![benefits package](https://cmdrecruitment.com/wp-content/uploads/2022/01/benefits-package.png) ## Offer security Workers who feel secure in their jobs are more productive and more committed to their work. Job security means different things to different people. Some want a competitive wage and [benefits package](https://cmdrecruitment.com/salary-benchmarking-and-benefits/), while others want the opportunity for regular performance reviews to keep them on track. Others will be motivated by the opportunity to enhance their skills through training and development. A big part of learning how to increase motivation is recognising that what works for one person might not work for another, so you need to be prepared to listen to your team and respond to what they need. No one will feel motivated if they feel like their job is always hanging in the balance, so take it time to ensure they have a sense of security. ## Be consistent We can encourage workers to be more productive and motivated by being consistent with the rewards. Consistency is an important factor in motivating employees. It can be achieved through establishing a framework for rewards that they can rely on. There is nothing that will crush motivation faster than having a reward taken away or simply not offered without warning. So, if your team are used to getting a Christmas bonus, write this into their contracts so they have some consistency to rely on. And just as rewards are consistent, reprimands should be consistent, too. If workers see other members of the team getting away with things that they have been punished for, this can create a sense of unease and competition that will damage motivation. ## Have fun Not every day is going to be a trip to Alton Towers, but there are things you can do to make the workday more fun. You could introduce a weekly breakfast morning, encourage staff to share their skills with one another through presentations and demonstrations, or you could simply have one Friday a month when everyone gets to clock off early. Whatever you choose, make sure that it is consistent and reliable, so that your team know that when they are properly motivated and showing up at work with the right attitude, they will be rewarded for their efforts. If you’re looking to build a more motivated workforce or explore new career opportunities, [get in touch](https://cmdrecruitment.com/contact/) with our team for expert recruitment advice. ## Highlights - Recognising and rewarding good work boosts motivation and morale. - Setting SMART goals helps employees stay focused and engaged. - Wellbeing, breaks and health initiatives support sustained productivity. - Transparency and purpose increase trust and engagement. - Flexibility, consistency and fun create long-term motivation. ## Frequently Asked Questions ### What does this topic mean? It refers to strategies and approaches used to improve employee motivation, engagement and productivity in the workplace. ### Why is this topic important? Motivated employees are more productive, engaged and satisfied, which directly impacts business performance and workplace culture. ### How does this affect job seekers or employers? Employers can improve retention and performance, while job seekers benefit from working in environments that support growth, wellbeing and satisfaction. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Latest HR Jobs WE 26th September](https://cmdrecruitment.com/latest-hr-jobs-we-26th-september) **Published:** September 26, 2025 **Author:** Dan Barfoot **Content:** ### **New Opportunities and Trends** This week is marked by the appearance of several high-level and strategic positions across diverse sectors, including finance, education, and healthcare. - **Director-Level Roles Return:** The **HR Director** role at **Zachary Daniels** (with a high salary range of **£100,000 – £130,000** per year) and a **Deputy HR Director** at **Cabot Learning Federation** indicate a robust demand for executive HR leadership. - **Focus on Organisational Development (OD):** Two new **Director of Organisational Development** roles have been posted at **St. James’s Place** and **myGwork**, highlighting a strategic focus on long-term organisational and people strategy. - **Strategic Business Partnering:** New high-salary business partner roles are prominent: - **People Partner – Group Chief Operating Office** at **Lloyds Banking Group** (140 applicants already). - **Human Resources Business Partner in Specialised Services** at **University Hospitals Bristol and Weston NHS Foundation Trust** (with a salary up to **£74,896**). - **Placements/Early Careers:** **Airbus** has posted multiple new placement opportunities in **Digital Transformation**, **Reward and Recognition**, **Social Policy and Industrial Relations**, and **Talent Acquisition**, indicating a long-term investment in the HR talent pipeline. #### **Roles No Longer Available** The job market is moving extremely fast for mid-to-senior level roles, with many positions from the previous week now closed. - **Head of HR is Gone:** The **Head of Human Resources** role at **Turtle Bay Restaurants** is no longer in the listings. - **Advisor/Coordinator Roles Filled:** The **HR and Organisational Development Coordinator** at **Curo** and the **HR Advisor** at **Stantec** have been removed. - **Specialist Roles Closed:** The **HR Business Partner – Industrial Relations** role at **Great Western Railway (GWR)** is no longer listed. #### **Continuing Positions and Trends** A few key roles remain active, suggesting a sustained recruitment effort or a highly specialized search. - **Senior Business Partner:** The **Senior Human Resources Business Partner** at **Sanderson** is still open, demonstrating an ongoing need for high-level HR generalists. - **Process Improvement:** The **HR Process Improvement Manager** at **CMS UK** remains active, with the job now showing 80 applicants, up from 63 last week. - **People Relations:** The **People Relations Case Professional** at **BT Group** is still accepting applications and continues to be highly popular, showing **176 applicants**. Here is the link to the complete spreadsheet – [26th September Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/09/26th-Sept-25.xlsx) **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 03rd October](https://cmdrecruitment.com/latest-hr-jobs-we-03rd-october) **Published:** October 3, 2025 **Author:** Dan Barfoot **Content:** #### **New Opportunities and Trends** This week sees the re-emergence of the highly strategic “Strategic People Partner” role and a clear demand for technology-focused HR expertise. - **Strategic Partnering Resurgence:** The **Strategic People Partner** role at **South Western Ambulance Service NHS Foundation Trust** has returned with three new listings, underscoring a consistent need for high-level, strategic HR professionals in the public sector. This is reinforced by a new **Strategic HR Business Partner** role from **Artis Recruitment** with a high salary range of **£80,000 – £90,000** per year. - **HR Systems and Transformation:** There is a notable focus on HR technology: - **HR Information Systems Officer** at **GKN Aerospace**. - **People Systems Partner – (HR Systems Analyst)** at **Civica**. - New consulting roles at **EY** focused on **HR Transformation** and **AI HR Reimagined – Senior Manager**. - **HRIS Specialist – Workday** at **RENISHAW PLC** (salary **£50,000 – £60,000**). - **High-Level Leadership:** New Head of People roles include: - **Head of People – Europe (12 Month Maternity Cover)** at **LanciaConsult**. - **HR Manager (Maternity Cover)** at **Bailey of Bristol**. #### **Roles No Longer Available** Many of the top-level director and highly competitive mid-level roles from last week have been removed, indicating rapid recruitment. - **Director and Deputy Roles Gone:** The high-salary **HR Director** role at **Zachary Daniels** (**£100,000 – £130,000**) and the **Deputy HR Director** at **Cabot Learning Federation** are no longer listed. - **Specialist Partnering Closed:** The **People Partner – Group Chief Operating Office** at **Lloyds Banking Group** (which had **140 applicants**) and the high-salary **Human Resources Business Partner in Specialised Services** at **University Hospitals Bristol** are both closed. - **OD Directors Filled:** Both **Director of Organisational Development** roles from last week (**St. James’s Place** and **myGwork**) are no longer in the listings. #### **Continuing Positions and Trends** A few roles have been consistently advertised, highlighting a sustained need or a slower, highly selective hiring process. - **HR Process Improvement:** The **HR Process Improvement Manager 24m FTC** at **CMS UK** remains active, now showing **80 applicants**. - **Reward Partnering:** The **Reward Partner – UK & Poland** at **Dyson** continues to be listed. - **Entry-Level/Apprenticeships:** **Airbus** continues to list its HR placement programs, and **Lloyds Banking Group** has a new **People Professional (HR) Apprentice** role, showing a consistent investment in early careers. - **High Application Count:** The **People & Operations Coordinator** at **EVONA** has attracted **101 applicants** and remains active. Here is the link to the complete spreadsheet – [03rd October Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/10/03rd-October-HR-list.xlsx) **Categories:** Latest Jobs --- ### [A Step-by-Step Guide to a Career Change at 30](https://cmdrecruitment.com/guide-to-a-career-change-at-30) **Published:** October 3, 2025 **Author:** paul **Content:** **Quick Answer:** Changing careers at 30 is common and achievable by leveraging transferable skills, gaining relevant experience, and taking a structured, confident approach to transitioning into a new field. **Key Takeaways** - Career changes at 30 are increasingly common and accepted by employers. - Transferable skills play a crucial role in switching industries successfully. - Upskilling and gaining small amounts of experience can ease the transition. - Initial roles may be less senior, but progression often accelerates. - Clear communication of your reasons for change is essential in interviews. By the age of 30, you have likely spent around a decade in the workforce. If you’ve been on the same career path, you might be reaching a point where you decide it isn’t right for you. The choices we make in our early 20s might not match up with our priorities when we’re heading into our 30s, and this can lead to a disconnect. [Changing careers](https://cmdrecruitment.com/how-to-change-career-guide/) can be scary, but it can also be hugely rewarding. It will help you avoid feeling stuck in a dead-end job or heading down a career path that doesn’t interest you. As you approach your 30s and 40s, you need an abundance of enthusiasm for your career, or you might find yourself facing burnout and exhaustion from working in a sector that doesn’t inspire or motivate you. If you’re thinking about a career change at 30, you don’t have to view it as a failure or write off any experience that you have gained so far. By framing this in the correct light, you can use your existing experience to achieve your career goals, even if your objectives have changed. ![Why might you want a career change at 30?](https://cmdrecruitment.com/wp-content/uploads/2023/10/Why-might-you-want-a-career-change-at-30.png) ## Why might you want a career change at 30? There are so many reasons you might want a career change at 30. The most common is that your interests are no longer aligned with your career path. Perhaps when you started your career you were more motivated by money or prestige, and these goals have since fallen away. Likewise, you might have started your career thinking that money wasn’t important to you, but your life has changed in such a way that you are now looking for greater financial security. There’s also a chance that AI could be changing your career path in a way that you aren’t happy with. Perhaps AI is taking over the aspects of your work that you love, leaving you with the tasks you don’t really enjoy. AI is going to fuel a huge transformation in the workforce, and this could mean career path changes for many. Whether the change is forced upon you, or you decide it’s time for a change, it’s important to remember that doing this at 30 is not uncommon. Don’t be afraid to admit that you may have made a mistake with your past professional choices, or to take a chance and go in a different direction. What’s important is that you have recognised that something is amiss and you are ready to take steps to put your career back on track. ![Careers are changing: staying put no longer the norm](https://cmdrecruitment.com/wp-content/uploads/2023/10/Careers-are-changing-staying-put-no-longer-the-norm.png) ## Careers are changing: staying put no longer the norm Changes to societal norms have paved the way for new approaches. It is now far less common for individuals to stay put in one place and assume that they will progress up through the company. More and more people are carving their own path, and this often means making bold career changes along the way. Here are just some of the ways we are seeing changes to the traditional career path: - **Quiet quitting** – this trend swept across social media… - **Portfolio careers** – working in a single role isn’t the only way… - **Gig economy** – some employers simply aren’t offering full-time contracts… - **Delaying university** – we’re seeing a trend towards school leavers… - **Microcredentials** – it’s now possible to be constantly learning… ## How common is a career change at 30? Career changes at 30 are very common. Perhaps you have realised that you had unrealistic expectations of what this career could offer you, or you fell into a career path after university or high school and have since decided you would like to take a different direction. Employers are used to seeing people switch careers in their 30s, so don’t write off a change because you think it’s too late. In many ways, a career change at 30 can be the best possible thing for you. Employers would much rather hire someone with the enthusiasm to make a career change at 30 rather than hiring someone who is burned out and tired of their career path, but too afraid to make a change. ![What are the advantages of a career change at 30?](https://cmdrecruitment.com/wp-content/uploads/2023/10/What-are-the-advantages-of-a-career-change-at-30.png) ## What are the advantages of a career change at 30? In your 30s, you have some experience under your belt, but you aren’t set on a career path just yet. It’s common to be working out your career goals, so a change of direction won’t be unusual for employers. Studying and learning new skills will also be quite fresh in your memory, so it won’t be unusual to return to studying. And finally, you will be taking positive steps to get your career on track before you face burnout and disengagement. This will demonstrate that you take your mental health and job satisfaction very seriously, which is a positive sign for employers. ## What are the disadvantages of a career change at 30? You could lose some of the momentum you have built in your career and might have to return to entry-level roles. This can be demotivating, particularly if you have made some progress and climbed the ranks in your current role. You are likely to have more commitments at 30 than you did in your 20s, so changing careers might be more difficult. You might have a mortgage to think about, so walking away from a steady paycheck can be more daunting. You might also have family commitments and a partner, so you won’t be alone in your decision-making. ![How to change careers at 30](https://cmdrecruitment.com/wp-content/uploads/2023/10/How-to-change-careers-at-30.png) If you’re still set on making a career change at 30, try these steps to help make the process smoother and less disruptive to your career. ### Be clear about your reasons When interviewing for new roles, you will need to be able to explain your sudden pivot in your career. Before you can answer this, you need to understand your reasons for changing careers. Think carefully about what is missing in your current role and what you hope to gain from a career change. Then think about how to explain this to employers. Even if you are leaving your current role for negative reasons, try to find a positive slant that will focus on what you hope to gain. ![Make a list of your skills](https://cmdrecruitment.com/wp-content/uploads/2023/10/Make-a-list-of-your-skills.png) ### Make a list of your skills You’ve been working for almost a decade, and you should have developed some clear skills during this time. Some skills are relevant to every job you do, so you need to learn to identify your strongest transferable skills. Transferable skills could include things like: - Communication - Leadership - Teamwork - Organisation - Problem-solving If you have developed these skills in any meaningful way, you can expect them to be relevant to any employer. By making a list of the skills you have, you can then identify shortfalls in your CV and experience that can be addressed before you move forward with your career change. ![Get some training](https://cmdrecruitment.com/wp-content/uploads/2023/10/Get-some-training.png) ### Get some training If your current role is quite similar to the role you’d like to move into, you may be able to achieve this without any additional training, but most people will find the path is easier if they have some additional training under their belt. Going back to school might feel like a step backwards, but it might be necessary to gain the experience you need to make the switch. Thankfully, studying and learning new skills will still be fresh in your memory, so it won’t feel too jarring to become a student again. If you have a financial buffer or support network, you might be able to stop working to study full-time and accelerate your career change. Otherwise, you might have to study during the evenings and on weekends so that you can continue in your role. ![Build your experience](https://cmdrecruitment.com/wp-content/uploads/2023/10/Build-your-experience.png) ### Build your experience There are multiple reasons you should consider getting experience in your new sector before you make the switch. The first is that it will give you realistic expectations of what lies ahead for you. You might be viewing your career change through rose-tinted glasses and assuming that the grass will be greener elsewhere. By gaining some experience, you will make sure you have realistic expectations. Experience will also give you something to talk about during interviews. You will need to demonstrate to employers that you have a realistic view of what this career change will mean, and sharing your knowledge of the role through work experience will let employers know you have considered all angles. You can gain experience through job shadowing, internships and volunteer work. Use these opportunities to gain contacts, speak to people in the sector and learn as much as you can about working in this industry. ![Take the plunge](https://cmdrecruitment.com/wp-content/uploads/2023/10/Take-the-plunge.png) ### Take the plunge When you’re ready to make a move, speak to recruitment consultants about securing interviews in your chosen field. Remember that you will stand out from the other candidates, but this won’t always be a positive thing. You’ll need to work harder to demonstrate your desire to work in this sector. Employers are often reluctant to be the first ones to offer someone a job following a career change. This makes sense, as they won’t want to invest in an employee who is typically flaky and prone to change direction. Securing your second job will always be easier following a career change. Take every interview as a learning experience and be realistic about your prospects. It’s possible that you will need to take a backward step before you can move forward. For example, even if you were in a management role in your previous job, you can expect to enter the sector in an [executive or assistant](https://cmdrecruitment.com/executive-assistant-recruitment/) role and work your way up again. The good news is that you can expect to progress far more quickly, as you will also have the skills you need to progress in your role. ![Examples of late career changers](https://cmdrecruitment.com/wp-content/uploads/2023/10/Examples-of-late-career-changers.png) ## Examples of late career changers There are some excellent examples of individuals who have changed their careers later in life and found their true calling. These serve as a reminder for those who aren’t happy in their careers that they might not have even found their true calling yet. - Jeff Bezos changed his career path at 30 and founded Amazon in his garage with the help of a sizable investment from his parents. - Vera Wang started her career as a figure skater and then later as a journalist, but at the age of 40 she decided to explore fashion design. She is now world-renowned for her wedding gown designs. - Julie Child might be one of the world’s most famous chefs, but she only started her culinary journey in her 50s. - John Glenn started his career as an astronaut, but found his feet in the US Senate in his 50s, where he remained for 12 years. - Spanx founder Sara Blakely sold office supplies door to door throughout her 20s, and it wasn’t until her 30s that she took a chance on her business idea for slimming tights. - Before founding Buzzfeed and The Huffington Post, founder Jonah Peretti was a high school computer science teacher. Famous faces who made career changes in their 30s, 40s and 50s often attract more attention, simply because they have gone on to carve careers that garner so much attention. But you don’t have to have your sights set on founding a billion pound company to achieve something that is meaningful to you. We have helped plenty of people in the South West of the UK, including Bristol and Bath to change careers at the age of 30 and beyond. We can help to guide your job search, including helping you to determine your [skills gaps](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/) and look for opportunities that will help you to upskill, reskill and change direction entirely. You don’t have to tackle a late career change on your own. And with a [recruitment agency](https://cmdrecruitment.com/what-is-the-role-of-a-recruitment-agency/) on your side, you’ll have the added insight of knowing exactly what employers in your chosen industry are looking for, and how to reframe your experience to capture their attention. ## Closing thoughts Changing careers can be daunting, but it can also be incredibly exciting. Once you have realised you have reached a dead end in your career, the sooner you pivot directions the better. This will show that you are actively engaging with your career and taking your mental health and job satisfaction seriously. Start by taking stock of your [skills and then identify the skills gaps](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/) you need to close to be able to switch careers. You might also need to gain some experience in the sector so you can be sure it’s the right move and have something to talk about in an interview. And finally, you need to take the plunge. You might be starting at a less senior level, but you can expect your professional progress to be accelerated once you have got to grips with your new career choice. While it might be a scary prospect, changing careers at 30 is quite common and could boost your career in the long term. At the end of the day, it’s better that you are satisfied in your role, as the importance of day-to-day happiness cannot be overstated. ## **Highlights** - Changing careers at 30 is common and increasingly accepted by employers. - Transferable skills such as communication, leadership and problem-solving are highly valuable. - Upskilling and training can help bridge gaps when moving into a new industry. - Gaining experience through shadowing or volunteering strengthens your position. - You may need to take a step back initially, but progression can be faster long-term. ## Frequently Asked Questions ### What does this topic mean? It refers to the process of transitioning from one career path to another around the age of 30, often driven by changing priorities, interests or market conditions. ### Why is this topic important? Career satisfaction and long-term growth are closely linked to alignment between personal goals and professional roles, making timely career changes essential. ### How does this affect job seekers or employers? Job seekers must position their transferable skills effectively, while employers benefit from motivated candidates bringing diverse experience into new roles. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [KPMG - UK Jobs Report September](https://cmdrecruitment.com/kpmg-uk-jobs-report-sept-25) **Published:** October 10, 2025 **Author:** Dan Barfoot **Content:** UK permanent hiring fell in September at its slowest rate in a year, while temporary jobs also declined. Starting salaries barely rose, and candidate availability grew sharply. Scotland saw stronger permanent hiring and pay, showing the market is slowly stabilising. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Full Report](https://gamma.app/docs/UK-Jobs-Report-cvqevedig61308x?mode=doc) **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 10th October](https://cmdrecruitment.com/latest-hr-jobs-we-10th-october) **Published:** October 10, 2025 **Author:** Dan Barfoot **Content:** ### **Analysis of HR Job Market: October 3rd vs. October 10th** The Bristol HR market has seen a subtle shift from a technology focus back to core **Employee Relations (ER)** and a persistent demand for high-salary **Strategic Business Partnering** and **Distribution-focused HR**. #### **Key New Opportunities and Trends** - **Global Systems & Process:** The focus on HR systems has moved to a higher-level governance role with the new **Global HR Process & Systems Lead** at **Imperial Brands**, indicating a move from local implementation (Workday/HRIS roles last week) to global process standardisation. - **Employee Relations (ER) Reinforcement:** Demand for ER specialists remains extremely strong with a new **Employee Relations Business Partner** at **Network Rail**. The **People Relations Case Professional** at **BT Group** continues to be the most highly contested job, with applicants rising sharply to **197** (up from 176 last week). - **Senior Management:** A high-salary **HR Manager – Distribution** role at **Zachary Daniels** (**£60,000 – £62,000**) and a Strategic HR Business Partner role at an hourly rate of **£78.50/hr** are new, showing continued investment in specialised, senior operational roles. - **Mid-Level Partnering:** New HR Business Partner roles have appeared at **Osprey Engineering Solutions** (**£50,000 – £60,000**) and **Cornish Bakery** (**£40,000**), broadening the range of available partnering roles. #### **Roles No Longer Available (Quick Fills)** The market is extremely efficient at filling specialised and highly strategic roles. - **Strategic Partners Filled:** The high-value **Strategic HR Business Partner** role at **Artis Recruitment** (**£80,000 – £90,000**) and most of the **Strategic People Partner** roles at the **South Western Ambulance Service NHS Foundation Trust** from last week are no longer listed. - **HR Tech Roles Closed:** Last week’s emphasis on tech has resulted in rapid recruitment, as the **HR Information Systems Officer** (GKN Aerospace) and the **People Systems Partner** (Civica) are gone. - **L&D Closed:** The **Learning and Development Partner** role at **South West Water** has been removed. #### **Continuing Positions and Trends** - **Administrative Competition:** The number of applicants for junior roles remains highly competitive. The **HR Administrator** role at **Zachary Daniels** has quickly gathered **60 applicants**, while new **People Services Administrator** roles are also appearing. - **Long-Term Improvement:** The **HR Process Improvement Manager** at **CMS UK** remains active, with the job now showing **80 applicants**. - **Specialist Retention:** The **Reward Partner** at **Dyson** remains advertised. Here is the link to the complete spreadsheet – [10th October Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/10/HR-10th-October-2025.xlsx) **Categories:** Latest Jobs --- ### [Technological Advancements & Future Trends](https://cmdrecruitment.com/technological-advancements-future-trends) **Published:** October 10, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** Technology is transforming recruitment through mobile-first design, video interviewing, and AI, but success depends on balancing automation with human judgement. **Key Takeaways** - Recruitment has rapidly evolved through digital transformation. - Mobile-first and UX-focused experiences are now essential. - Video interviews are a standard part of hiring processes. - AI is reshaping sourcing and screening, but requires oversight. The pandemic accelerated the speed at which technology was adopted in the workplace. For the recruitment sector, this was out of necessity. This technology paved the way for connections to continue while meeting in person could not. When restrictions were eased, many of these measures were adopted for the long-term and have since become a standard part of recruitment. During the pandemic, we asked our Candidate Manager, Sophie Ward, to share her thoughts on how the recruitment sector was adapting to the changing landscape. We’re now revisiting this piece to expand on the role of technology in the recruitment sector, and how trends like AI and machine learning are changing the face of recruitment. We’ll also examine the limitations of technology, and how some of these changes might not always deliver improvements. “Technology is everywhere, and having a number of years of experience working as an IT specialist recruiter I have experienced first-hand how technology has developed and evolved over the last few years from the various companies I have recruited for, as well as the way in which the recruitment process is being conducted. The way in which technology is used has been amplified over these last few months due to the current pandemic and having to adjust to the way in which we communicate and keep in touch with clients, candidates, and colleagues alike. I have noticed changes in demand in various areas of technology due to the way it is having an effect on recruitment as a whole, such as Mobile and UX/UI developers, Video Calling and [Artificial Intelligence](https://cmdrecruitment.com/how-ai-is-changing-recruitment/). A couple of key trends that will be important to look out for in the near future will include: - Mobile Application/Social Media usage - Video Calling ![Mobile Applications](https://cmdrecruitment.com/wp-content/uploads/2020/06/Mobile-Applications.png) ### Mobile Applications One of the most common ways candidates view an organisation’s website and job portal is through their mobile devices. Mobile devices have developed dramatically over the years allowing us to do more and more on our phones than ever before. As an example, Mobile Application Developers and User Experience/User Interface (UX/UI) Developers will become more sought after, due to these individuals being responsible for making a website or web application as interactive, engaging and easy to navigate for the user as possible. Mobile Application usage can also go hand in hand with Social Media, as there are currently 3.8 billion active social media users in the world as of 2020, with this number having increased by 321 million from this time last year. Ensuring Social Media platforms, such as Facebook, Twitter, and Instagram, to name a few, are utilised effectively has never been more important. ### Video Calling The second trend to be considered and that will be more heavily utilised throughout the recruitment process will be the use of [Video Calls](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/), from both the clients’ point of view as well as for the candidates. Due to the recent pandemic video conferencing/interviewing has come a long way in a short space of time due to the fact that this has been one of the very few ways to continue that communication link with all parties. Videoing can be useful for [recruitment agencies](https://cmdrecruitment.com/why-a-recruitment-agency-is-not-a-job-centre/) looking to build a rapport and be more interactive with their candidates to gain a greater understanding of their needs and wants in their future career search. It also allows organisations to conduct interview stages/interactive tests or even group discussions all at the touch of a button. Technology as we know will continue to evolve and become more ingrained in our day to day working life. Therefore the challenge will be working on utilising and reaping the rewards from using technology effectively to make the most of what is on offer to us.” ![Where are we in 2025?](https://cmdrecruitment.com/wp-content/uploads/2020/06/Where-are-we-in-2025.png) ## Where are we in 2025? Five years on, video calling has become a firm part of the recruitment process, helping to speed up the interview process and cut costs. However, candidates are now just as likely to be joining a call with a [HR manager](https://cmdrecruitment.com/how-to-hire-a-skilled-hr-manager/) and their trusty AI companion. AI agents will commonly join in on video calls to help with everything from simply taking minutes and providing a summary of the call, to assessing things like emotional intelligence. **Mobile-First Expectation** As applications shift to mobile, the candidate experience must perform well on phones—making mobile UX & UI vital. **Tech with Judgement** Tools like AI and automation will enhance recruitment, but smart implementation and human checks are critical to maintain fairness and quality. ## The advent of AI and LLM Building on this growth, we’ve seen an explosion of AI use in the recruitment space. This is both at an organisational level, and on an individual level, for both recruiters and candidates. It presents a unique challenge for recruitment teams, as a growing number of candidates are using AI to hone their applications, while recruiters are using AI for candidate screening. The use of AI in recruitment raises important questions about where the ‘human’ in [human resources](https://cmdrecruitment.com/what-is-human-resources/) fits into everything. The very same tools that are helping to streamline the process of applying for and hiring for roles could also soon become a threat to those very roles. Job descriptions are changing, often now including an element of AI expertise required for the role. While AI might be charging forward at a staggering rate, we still need the human wranglers to manage the input and monitor the output. We still want and need human oversight. ![The risk of bias in AI](https://cmdrecruitment.com/wp-content/uploads/2020/06/The-risk-of-bias-in-AI.png) ## The risk of bias in AI One of the reasons we need human oversight when putting AI and LLM to work in business operations is simply down to the fact that AI is commonly trained on biased source material. This leaves organisations open to risk of lawsuits if they leave AI in charge of their initial screening and hiring processes. We know that humans need to be conscious of their biases to not allow them to creep into the recruitment process, but [research](https://www.ucl.ac.uk/news/2024/dec/bias-ai-amplifies-our-own-biases) has found that AI will pick up on these biases and then amplify them. Before marching forward with an AI strategy, it’s vital to consider the potential implications, and how human oversight will always prevail to prevent poor decision making. ## Bristol leading the charge for AI development The University of Bristol was recently crowned AI University of the Year at the National AI Awards, and this was followed up with the announcement of an incredible £225 million of government investment to create Isambard-AI. This is the UK’s first sustainable data centre that allows for the deployment of AI technology without the associated environmental risks. The data centre is a low carbon project that also has the capacity to recycle the heat generated for local infrastructure. The South West is fast becoming a hub for AI development, so it makes sense for organisations to take advantage of the cost-saving benefits. Companies are using AI to accelerate growth, identify opportunities and achieve more with less. Working with small scale teams means that finding the right workers is more important than ever before. ![Real world examples of AI in action](https://cmdrecruitment.com/wp-content/uploads/2020/06/Real-world-examples-of-AI-in-action.png) ## Real world examples of AI in action If you’re thinking about employing AI within the recruitment sector, it’s worth looking at how some of the larger organisations are making this work. Large organisations often have the budget and scale to push forward with innovative approaches. In short, we can see how these practices work on a large scale, and then extract key learnings from their insight – including mistakes that other companies might want to avoid. Companies like Amazon are using AI in their candidate search process, as it allows them to quickly filter through applications and find candidates with the right skills and experience. Unilever is using AI assessments and video analysis in a unique way by allowing candidates to interact with games and video interviews to assess traits like risk taking and emotional intelligence. American fast food brand Chipotle streamlined the process of seasonal recruitment with the help of an AI assistant aptly named Ava Cado. Application completion rates surged from 50% to 85% and hiring time was reduced from 12 days to just 4 days. ## Key takeaway It’s clear that technology is moving quickly, and failure to adapt could quickly become an existential threat to organisations. As much as we might like to hold on to legacy and traditional values, there’s no denying that AI is going to transform the way we do things. This doesn’t mean that organisations have to blindly adopt new technology and then move forward at speed. There is a case to be made for slow and intentional adoption of new technology at a pace that makes sense to the people at the helm. Ultimately, we need to retain a sense of human control, otherwise there is a risk of mistakes being made and then multiplied. And while AI might feel intelligent and sentient, it’s important to remember that it is only as good as the data on which it is trained. Human oversight will help to prevent threats like AI bias from derailing your recruitment plans. Looking to embrace the future in recruitment? Browse CMD Recruitment’s [live roles](https://cmdrecruitment.com/jobs/) or talk to us about integrating technology into your hiring process. ## Highlights - Mobile usage and app development remain top growth areas - UX/UI designers will be increasingly sought after - Video calling is now integral for remote recruitment - Tech must be used to enhance—not replace—the candidate experience ## Frequently Asked Questions ### What does this topic mean? Technology in recruitment refers to tools like AI, video interviewing, and mobile platforms used to streamline hiring processes. ### Why is this topic important? It helps organisations improve efficiency and reach more candidates, while shaping how job seekers engage with employers. ### How does this affect job seekers or employers? Employers must adopt technology strategically, while job seekers need to adapt to digital-first hiring processes. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Redundancy and Your Notice Period: What to Expect](https://cmdrecruitment.com/redundancy-and-your-notice-period-what-to-expect) **Published:** November 5, 2025 **Author:** paul **Content:** **Quick Answer:** Your redundancy notice period gives you paid time to prepare for your next step, with legal protections ensuring fair pay, benefits, and the opportunity to plan your future. **Key Takeaways** - Redundancy is a business decision, not performance-related. - You are entitled to a statutory notice period. - Employers must pay your full notice or provide payment in lieu. - Your notice period is valuable time to plan your next move. Redundancy is a word that triggers lots of complex emotions. It can shake your sense of security and make you feel like you’ve done something wrong. In reality, [redundancy](https://cmdrecruitment.com/redundancy-explained-what-it-is-and-how-it-works/) isn’t the fault of the employee, and it’s often nothing more than an operational decision, usually linked to cost-cutting measures. Despite this, many employees attach a lot of personal responsibility to the concept of being made redundant. It can shake your confidence and your sense of self, which makes it more difficult for you to start the job hunt with a good mindset. Thankfully, you have the right to a notice period, so you can’t be terminated without warning. This means you have some security in place. If your employer decides they want you to stop working right away, you should then be given payment in lieu of notice. Either way, you are protected by the law. In this guide, we’re exploring the role of the notice period, and how you can use this time to make sure that you bounce back with confidence following a redundancy notice. ![What is the minimum redundancy notice period?](https://cmdrecruitment.com/wp-content/uploads/2025/11/What-is-the-minimum-redundancy-notice-period.png) ## What is the minimum redundancy notice period? If you are entitled to all the rights afforded employees during the redundancy process, then you also have a right to a statutory minimum notice period. These are: - At least one week’s notice if you have been employed between one month and two years - One week’s notice for every year employed between two and 12 years. - 12 week’s notice if you were employed for 12 years or more. Your employer may have outlined a longer notice period in your contract. If this is the case, they are bound to this agreement. They cannot give you less than the statutory notice period. **Know Your Rights** You’re legally entitled to notice, redundancy pay, and continued benefits. Understanding these protections helps ensure fair treatment. **Plan Positively** Use your notice period as a stepping stone — update your CV, apply for new roles, or invest in training for your next opportunity. ## A note on notice pay You have to be paid for your notice period, and this pay has to be in line with your average salary over the 12 weeks prior to your redundancy notice. This means the employer cannot give you a pay cut for your notice period. If your employer decides they don’t need you to work for all or part of the notice period, they still have to pay you the full amount you are entitled to. This is known as payment in lieu of notice. Your notice pay should be in addition to your redundancy pay, so your employer cannot count this towards your redundancy package, even if they decide you don’t need to work. Your payment in lieu should also account for any employment benefits you should have received, such as private health care or pension contributions. ![How to make the most of your notice period ](https://cmdrecruitment.com/wp-content/uploads/2025/11/How-to-make-the-most-of-your-notice-period.png) ## How to make the most of your notice period If you are asked to complete the full notice period, you will need to be present at work until the notice period is complete. If you have any leftover holiday entitlement, you may be able to take this at the end of your notice period, or you may be able to spread it out. This could allow you to work a four-day week for the duration of your notice period, for example. Your employer may also ask you to not work your notice period, which is also known as [gardening leave](https://cmdrecruitment.com/garden-leave-during-redundancy-what-it-means-and-why-its-used/). This can be an ideal situation, as you’ll have a chance to hit the ground running with your job search. You might also decide to take this time to [reconsider your career path](https://cmdrecruitment.com/career-change-at-40-ideas/). Some people use redundancy as a chance to return to training and upskill or re-skill in a different area. Some might go back to university to complete further education. Others might take a career break to enjoy some travelling that they perhaps feel that they missed out in earlier in life. The most important thing is to remain positive. Whether you are going to start the search for a new job, or explore new career options, you’ll find the path much easier if you are able to maintain a positive mindset. Redundancy can be a scary prospect, but it can also be a wonderful opportunity to really think about what you want from your career. Remember that employees are rarely selected for redundancy due to performance. It is often down to cost-cutting measures, or due to a change in direction for the business. If you’ve recently received a redundancy notice, CMD Recruitment can help you find your next role faster. Contact our team or [explore current job opportunities](https://cmdrecruitment.com/jobs/) today. ## Highlights - Statutory notice rights apply to all employees - Payment in lieu must match regular earnings - Holiday entitlement can be used during notice - Garden leave may be offered instead of working - Redundancy is about restructuring — not performance ## Frequently Asked Questions ### What does this topic mean? A redundancy notice period is the time employees are given before their role ends, allowing them to prepare while still being paid. ### Why is this topic important? It ensures employees are treated fairly, receive correct pay, and have time to plan their next career move. ### How does this affect job seekers or employers? Employees can use this time to secure new opportunities, while employers must comply with legal notice and payment requirements. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Best Engineering Recruitment Agencies in Wiltshire: Who to Use and Why in 2026](https://cmdrecruitment.com/best-engineering-recruitment-agencies-in-wiltshire-who-to-use-and-why-in-2026) **Published:** March 24, 2026 **Author:** Dan Barfoot **Content:** If you are searching for engineering recruitment agencies in Wiltshire, you are already ahead of the competition. This is because right now, 76% of engineering employers struggle to recruit for key technical roles. Consequently, the businesses that move fastest with the right partner win the best talent. Whether you are a hiring manager or an engineer ready for a move, knowing which agency to trust in Wiltshire makes all the difference. ## Key Takeaways QuestionAnswer**Which [engineering recruitment](https://cmdrecruitment.com/engineering-recruitment/) agency covers Wiltshire?**CMD Recruitment is the premier independent agency serving Wiltshire and the wider South West, with over 150 years of combined team experience across engineering, technical, and defence sectors.**What engineering disciplines do Wiltshire agencies cover?**Leading agencies cover [general engineering](https://www.cmdrecruitment.com/disciplines/engineering/), technical, defence, aerospace, robotics, automation, and sustainability-focused roles.**How long does engineering recruitment take in Wiltshire?**The average time to hire in the South West is 4.9 weeks, though specialist agencies can significantly reduce this timeline with established candidate networks.**Do Wiltshire engineering agencies offer temporary placements?**Yes. Temporary, contract, and permanent placements are all available, giving businesses the flexibility to scale up quickly when project demands change.**Is there a specialist agency for defence engineering in Wiltshire?**Yes. CMD Recruitment operates a dedicated [defence recruitment](https://www.cmdrecruitment.com/defence-recruitment/) service built specifically for the niche skills demanded by MOD and aerospace programmes in the region.**Are engineering jobs plentiful in Wiltshire right now?**Engineering roles now represent 25% of all live UK job postings, and Wiltshire’s strong defence, aerospace, and manufacturing base keeps local demand consistently high. Browse live [Wiltshire jobs](https://www.cmdrecruitment.com/wiltshire-jobs/) to see current opportunities.**What makes a good engineering recruitment agency in Wiltshire?**Deep sector knowledge, a strong local network, a proven process for shortlisting niche candidates, and a genuine commitment to matching both employer culture and candidate ambition.--- ## Why Wiltshire Engineering Companies Need Specialist Recruitment Agencies Wiltshire is home to thriving engineering, defence, and manufacturing sectors. However, the demand for skilled engineers is high, and the talent pool does not always match it. Generalist job boards often flood your inbox with unsuitable applications. In contrast, specialist engineering recruitment agencies do the opposite. They bring you a screened shortlist of qualified candidates. By working with a specialist, you gain: - Access to passive candidates who aren’t on job boards. - Faster shortlisting since consultants already know the niche. - Reduced risk due to thorough vetting processes. Therefore, for Wiltshire businesses in 2026, a specialist agency is a competitive necessity. --- ## What to Look for in Engineering Recruitment Agencies in Wiltshire Not all agencies are equal. Therefore, there are a handful of non-negotiables you should assess. First, check for proven sector specialisation. Second, look for deep local knowledge of the Wiltshire landscape. Finally, ensure they have a structured process. If an agency cannot answer these confidently, you should keep looking. 1. **Proven sector specialisation:** Do they recruit exclusively or primarily in engineering and technical disciplines, or are they a generalist agency bolting engineering on as an afterthought? 2. **Local knowledge:** Do they understand Wiltshire’s specific talent landscape, including the competitive pressures from defence, aerospace, and public sector employers? 3. **A structured recruitment process:** Can they explain clearly how they source, screen, and shortlist candidates? 4. **Flexible service models:** Do they offer temp, contract, and permanent solutions, or just one type of placement? 5. **Track record:** Can they point to real placements, real clients, and real outcomes in the region? --- ## CMD Recruitment: Wiltshire’s Best for General Engineering Roles CMD Recruitment is an independent employment agency in the South West, and our specialist knowledge of the engineering sector sets us apart. We bring national standards to a local independent, and we back that up with over 150 years of combined industry experience. For Wiltshire engineering businesses, we offer a complete recruitment solution: from initial briefing through to offer management and onboarding support. We work as an extension of your team, not just a CV-forwarding service. Our [engineering expertise](https://www.cmdrecruitment.com/sectors/engineering/) spans roles across production, maintenance, mechanical, electrical, civil, and process engineering. Whether you need a CNC machinist in Chippenham or a project engineer in Salisbury, we have the network to find the right person quickly. > “We don’t make an introduction unless we believe the company, role and candidate align perfectly.” — CMD Recruitment The strength and diligence of our longstanding team allows us to place thousands of candidates each year, and our Wiltshire clients keep coming back because we get results, not just activity. Did You Know? The average time to hire in the South West region (including Wiltshire) is 4.9 weeks — making agency speed and candidate readiness critical to securing top engineering talent. Source: [StandOut CV](https://standout-cv.com/average-time-to-hire-uk) --- ## Best Engineering Recruitment Agencies in Wiltshire for Technical Roles Technical engineering is one of the fastest-growing and hardest-to-fill disciplines in Wiltshire. Roles in automation, AI-integrated manufacturing, and specialist systems design require candidates with a very specific combination of hands-on skill and theoretical knowledge. Our [technical recruitment service](https://www.cmdrecruitment.com/technical-recruitment/) is built around exactly this challenge. We are the experts in sourcing hard-to-reach talent for the technical sector, and our bespoke approach means we connect the dots in your recruitment strategy, even when the ideal candidate is not actively looking for a new role. Technical roles we regularly fill across Wiltshire include: - Control and instrumentation engineers - Automation and robotics specialists - Systems engineers and integration leads - CAD/CAM designers and technical draughtspeople - Quality and compliance engineers - Test and validation engineers For over 20 years, CMD Recruitment has been connecting organisations with the best talent in their sector. When the role is technical and the market is tight, that kind of experience matters enormously. You can explore our specialist [technical disciplines](https://www.cmdrecruitment.com/disciplines/technical/) to understand the full breadth of roles we cover. --- ## Best Engineering Recruitment Agencies in Wiltshire for Defence and Aerospace [![Aerospace Sector engineering recruitment in Wiltshire](https://cmdrecruitment.com/wp-content/webp-express/webp-images/uploads/fly-images/10753/aerospace-Sector-scaled-450x450-c.jpg.webp)](https://www.cmdrecruitment.com/defence-recruitment/) Wiltshire has a uniquely strong defence and aerospace footprint, with organisations linked to MOD programmes, space sector projects, and specialist contractor supply chains. Recruiting for these roles is genuinely difficult without the right connections and sector knowledge. Recruitment in the defence sector is highly competitive. The demand for niche skills and the security-clearance requirements narrow the candidate pool considerably. That is why working with an **engineering recruitment agency in Wiltshire** that specialises in defence is so important. We leverage our existing network to fast-track shortlisting and reduce the time your critical roles sit vacant. Our dedicated [defence disciplines](https://www.cmdrecruitment.com/disciplines/defence/) team understands the specific requirements of working within regulated, security-sensitive environments. From engineers with active security clearances to specialist programme managers with MOD project experience, we know where to find them. The South West region currently shows significantly lower talent density than is required for major MOD and space programmes. This makes specialist headhunting, not just advertising, the most effective approach for Wiltshire defence employers in 2026. --- ## How Engineering Recruitment Agencies in Wiltshire Speed Up Your Hiring [![Engineering Recruitment Process Wiltshire](https://cmdrecruitment.com/wp-content/webp-express/webp-images/uploads/fly-images/10757/Recruitment-Process-scaled-450x450-c.jpg.webp)](https://www.cmdrecruitment.com/defence-recruitment/) Speed matters in engineering recruitment. When a production line is short-staffed or a project deadline is looming, you cannot afford a 12-week hiring process. This is one of the most practical reasons businesses choose to partner with specialist **engineering recruitment agencies in Wiltshire**. Here is how a specialist agency accelerates the process for you: StageDIY Hiring (Average)With a Specialist AgencyJob brief and market mapping1-2 weeks1-2 daysCandidate sourcing2-4 weeks3-7 days (existing network)Screening and shortlisting1-2 weeksCompleted before you see CVsInterview coordinationManaged internallyManaged by your consultantOffer and onboarding adminManaged internallyFully supported by agencyCMD Recruitment will take care of all the administration and the details, so you can benefit from a fast turnaround without pulling your own team away from core work. Every day a role sits vacant has a cost. We help you close that gap. --- ## The Skills Gap: What to Know in 2026 The UK needs approximately 124,000 new engineers every single year to meet its long-term infrastructure and manufacturing goals. Wiltshire businesses sit right in the middle of this national challenge, competing not just with local employers but with large national contractors, defence primes, and remote-first technology firms for the same finite pool of qualified engineers. This [skills gap](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/1024/) is not going away. It is, in fact, deepening in 2026 as demand grows across green energy, AI-integrated manufacturing, and defence technology simultaneously. Employers who rely on passive advertising alone will consistently lose out to those who work with specialist **engineering recruitment agencies in Wiltshire** that actively [headhunt](https://cmdrecruitment.com/how-does-headhunting-work/8362/) and maintain warm candidate relationships. Did You Know? The UK needs approximately 124,000 new engineers annually to meet long-term infrastructure goals — and Wiltshire businesses are competing for the same limited talent pool as every other employer in the country. Source: [Fusion People / IET](https://fusionpeople.com/uk-recruitment-market-outlook-for-2026-rail-it-trades-construction-engineering/) What practical steps can Wiltshire employers take right now to address this? - **Partner early:** Engage your recruitment agency before a vacancy becomes urgent, not after - **Be salary-transparent:** 51% of engineering professionals moving jobs in 2026 are primarily motivated by the prospect of higher pay, so hiding salary ranges costs you candidates before the first conversation - **Offer flexibility:** 83% of engineering employers now offer flexible working arrangements to stay competitive. Those that do not are immediately at a disadvantage - **Prioritise fit as well as skills:** Candidates who align with your culture and values stay longer, perform better, and refer others --- ## Emerging Specialisms for 2026 The engineering sector is evolving rapidly, and the roles that Wiltshire businesses need to fill in 2026 look very different from those of even five years ago. Understanding these emerging specialisms is critical for both employers building their teams and engineers planning their career moves. The key growth areas shaping engineering recruitment across Wiltshire right now include: - **AI and automation engineering:** As automation sweeps through manufacturing and production, demand for engineers who can design, implement, and maintain AI-powered systems is surging - **[Green and sustainable](https://cmdrecruitment.com/the-rise-of-green-leadership/9812/) engineering:** From renewable energy infrastructure to eco-design, Wiltshire firms are increasingly seeking engineers with sustainability credentials - **Sustainable manufacturing:** Production-focused engineers who understand circular economy principles and low-carbon manufacturing processes are in high demand - **Robotics specialists:** Collaborative robotics (cobots) and advanced automation are moving from large manufacturers to mid-sized Wiltshire firms faster than most people expect - **Defence technology engineers:** With continued government investment in UK defence capability, engineers with clearances and systems integration experience remain extremely sought after The engineers who adapt to these emerging fields will thrive. The employers who get to them first, through well-connected specialist agencies, will build the strongest teams. --- ## What Candidates Can Expect from Engineering Recruitment Agencies in Wiltshire If you are an engineer looking for your next role in Wiltshire, working with a specialist agency is a very different experience from submitting applications cold through job boards. A good agency works for you as much as it works for its clients. Here is what the experience of working with CMD Recruitment looks like for engineering candidates: 1. **A real conversation, not just a CV collection:** We take time to understand your experience, your ambitions, and what the right next role looks like for you, not just what you have done before 2. **Honest market feedback:** We tell you where your skills are in demand, what salaries look realistic, and which areas of Wiltshire have the most active hiring 3. **Access to unadvertised roles:** Many of the engineering roles we fill in Wiltshire never appear on public job boards. Being [registered with us](https://cmdrecruitment.com/candidates/register-with-us/) gives you access to the hidden market 4. **Interview preparation and support:** We brief you thoroughly before every interview and give you feedback afterwards, whatever the outcome 5. **Ongoing relationship:** Even after placement, we stay in touch. Your career is long. We want to be part of it You can browse live [engineering and technical jobs](https://www.cmdrecruitment.com/jobs/) to see what is currently available across Wiltshire and the wider South West region. --- [![Infographic: 3 key benefits of engineering recruitment agencies Wiltshire](https://outgoing-oyster-428.convex.cloud/api/storage/4e912f6b-5c5c-4a82-b455-bdcd1a8d99a5)](https://outgoing-oyster-428.convex.cloud/api/storage/4e912f6b-5c5c-4a82-b455-bdcd1a8d99a5)Discover the 3 key benefits of using engineering recruitment agencies in Wiltshire. Learn how they speed up hiring, access specialised talent, and improve candidate quality. ## Flexible and Temporary Engineering Recruitment in Wiltshire Not every engineering vacancy is a permanent position. Project-based work, seasonal production peaks, maternity cover, and sudden workload surges all create demand for flexible engineering staffing solutions. The best **engineering recruitment agencies in Wiltshire** are set up to deliver these short-notice placements without cutting corners on quality. Our temporary engineering candidates are more than emergency cover. They are skilled, vetted professionals who often become the lifeblood of the organisations they support. Many of our Wiltshire clients have converted temporary engineers into permanent hires after seeing what they can do on the job. The benefits of using an agency for flexible engineering cover in Wiltshire include: - No lengthy recruitment process when you need someone quickly - All payroll, insurance, and compliance handled by the agency - The ability to assess a candidate’s practical skills before making a permanent commitment - Scale up or down based on project requirements without the risk of a fixed headcount increase Whether you need one engineer for two weeks or a team of five for a six-month programme, a specialist agency with deep Wiltshire networks can mobilise quickly and reliably. --- ## How to Get the Most Out of Engineering Recruitment Agencies in Wiltshire as an Employer Partnering with an **engineering recruitment agency in Wiltshire** works best when the relationship is genuinely collaborative. The more information and access you give your recruitment consultant, the better the outcomes will be for your business. Here are the practical steps that consistently produce the best results for Wiltshire engineering employers: 1. **Give a thorough brief:** Include not just skills and experience requirements but also team culture, management style, and what success looks like in the role after six months 2. **Be responsive:** Top engineering candidates are often off the market within days. If your agency presents a strong shortlist, move quickly on interviews 3. **Be clear on salary:** Vague or below-market pay expectations waste everyone’s time. Your consultant can advise on current Wiltshire market rates before you set your budget 4. **Treat it as a partnership:** Share feedback on every candidate, even when they are not right. That information helps your consultant sharpen the search 5. **Think long-term:** The best agency relationships are built over years, not transactions. Agencies who know your business well consistently deliver better hires If you are ready to start working with us, our [client services page](https://www.cmdrecruitment.com/clients/) explains exactly how we work and what you can expect from a CMD Recruitment partnership in Wiltshire. --- ## Conclusion: Finding the Right Engineering Recruitment Agency in Wiltshire The Wiltshire market is fast-moving. In summary, businesses using outdated methods will lose out. Instead, choosing the right partner ensures you make meaningful connections. Whether you need permanent or temporary staff, we are ready to help. CMD Recruitment brings together deep sector knowledge, a passionate and dedicated team, and a genuine commitment to finding placements that work for both employer and candidate. We do not just fill vacancies. We make meaningful connections that help Wiltshire engineering businesses grow and help engineering professionals build careers they are proud of. Whether you are looking for permanent, contract, or temporary engineering talent across disciplines from technical and automation to defence and aerospace, we are ready and waiting to help you. Every day is different in Wiltshire engineering recruitment, and there is rarely a dull one. - **Looking to hire?** Explore our [engineering recruitment disciplines](https://www.cmdrecruitment.com/disciplines/engineering/) and get in touch to discuss your requirements - **Looking for a role?** Browse current [Wiltshire engineering jobs](https://www.cmdrecruitment.com/wiltshire-jobs/) and register with our team today - **Want to know more about us?** Find out what makes CMD Recruitment the region’s most trusted independent agency for engineering talent in the South West **Quality employees are what make a good company great.** Let us help you find yours. **Categories:** Uncategorized --- ### [Latest HR Jobs WE 17th October](https://cmdrecruitment.com/latest-hr-jobs-we-17th-october) **Published:** October 17, 2025 **Author:** Dan Barfoot **Content:** ### **Analysis of HR Job Market (South West): October 10th vs. October 17th** The South West HR market this week is characterized by a strong investment in **Operational Excellence** and **Strategic Performance Management**, while the high-end, niche roles from last week have been quickly filled. #### **New Opportunities and Trends** This week sees a distinct focus on structuring and improving the people function, from executive management to project-based transformation. - **Strategic Operations Leadership:** New, high-level roles are centered on making the HR function more effective: - **HR Operations Manager** (West of England Mayoral Combined Authority, Bristol). - **Senior Manager, People Performance & Enablement** (Lloyds Banking Group, Bristol). - **HR Transformation Project Manager** (Amcor, Bristol). - **Performance & Process Improvement:** The demand for performance-focused HR is strong with the new **HR Performance Senior Manager – 24-month FTC** at CMS UK. - **Renewed Business Partnering:** A new wave of **HR Business Partner** roles has entered the market across the region, including positions at **STARK** (Swindon), **Sanderson** (Bristol, £45k-£55k), and **Cygnet** (Bristol), restocking the mid-to-senior generalist market. - **Specialised Legal Roles:** A new **Employment Partner** role at Womble Bond Dickinson highlights demand for high-level HR legal expertise in the Greater Bristol Area. #### **Roles No Longer Available (Quick Fills)** The market has been extremely efficient at clearing out the highly strategic and high-rate specialist roles posted last week. - **Executive Specialisms Gone:** The **Global HR Process & Systems Lead** (Imperial Brands) and the high-rate contract **Strategic HR Business Partner** (Wiltshire) have been filled or removed. - **Senior Operational Roles Closed:** The high-salary **HR Manager – Distribution** role (Zachary Daniels, £60k+) is no longer in the listings. - **Mid-Level Exits:** Several new HR Advisor and Business Partner roles from last week, such as the **HR Business Partner** at Osprey Engineering Solutions and the **HR Advisor** at White Horse Employment (Trowbridge), have been removed. #### **Continuing Positions and Competitive Trends** Competition for both specialist and junior roles remains very high across the South West. - **Employee Relations (ER) Competition Intensifies:** The **Employee Relations Business Partner** role at **Network Rail** (Bristol) now shows **51 applicants** (up from being a new post last week), and the **People Relations Case Professional** (BT Group, Bristol) is still the region’s most competitive job with **197 applicants**. - **Early Careers Popularity:** All of the specialist **Airbus HR Placements** (Digital Transformation, Reward, IR, BP) are showing high application numbers (32-55 applicants), indicating strong interest in HR entry points across the South West. - **Administrative Competition:** The **HR Coordinator** role at **Change Grow Live** (Leigh Woods) has a striking **98 applicants**. Here is the link to the complete spreadsheet – [17th October Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/10/17th-October-2025.xlsx) **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 24th October](https://cmdrecruitment.com/latest-hr-jobs-we-24th-october) **Published:** October 24, 2025 **Author:** Dan Barfoot **Content:** The South West HR job market this week (ending October 23rd) shows a significant pivot back toward **HR Technology** and the emergence of high-value **Contract Partnering** roles, following the rapid closure of senior Operations positions last week. #### **New Opportunities and Trends** This week is marked by a clear focus on the systems and expertise required for strategic people initiatives. - **HR Technology Resurgence:** There is a strong, renewed demand for HRIS expertise, particularly around implementation and analysis: - **HR System Manager (Workday)** at St Monica Trust (Greater Bristol Area). - **Senior HR Systems Analyst** at CMS UK (Bristol). - **HR System Advisor** at Hays (Bristol). - **High-Value Strategic Partnering:** The market for elite contract roles is active again with a **Human Resources Business Partner** at Artis Recruitment offering a high salary range of **£85,000 – £90,000** per year. - **HR Transformation Consulting:** The **UK&I People Consulting, HR Transformation – HR Reimagined – Manager** role at EY (Bristol) has appeared and already shows **94 applicants**, making it the new most highly contested strategic role this week. - **Talent Focus:** A new **Emerging Talent Manager** role at CMS UK indicates strategic investment in the talent pipeline. - **Mid-Level Management/ER:** New full-time managerial roles include **HR Manager** at Sanderson (£40k-£50k) and an **ER Manager** at Hays (£40k-£43.5k). #### **Roles No Longer Available (Quick Fills)** The senior Operations and Performance-focused roles that dominated last week’s listings have largely been filled. - **Senior Operations Roles Gone:** The **HR Operations Manager** (West of England MCA) and the **Senior Manager, People Performance & Enablement** (Lloyds Banking Group) have been removed from the listings, confirming the quick turnaround for executive operational talent. - **Transformation Project Complete:** The **HR Transformation Project Manager** (Amcor) has been closed. #### **Continuing Positions and Competitive Trends** Competition is intensifying for key generalist and administrative roles, shifting from an ER-only focus to broader advisory roles. - **Advisory Competition:** The **People Advisor (HR)** role at **Burges Salmon LLP** (Bristol) is now one of the most competitive generalist roles, with **63 applicants**. - **Coordinator Competition:** The **Human Resources Coordinator** role at **Arval BNP Paribas Group** (Swindon) has seen its applicant count rise to **45**. - **Business Partnering Activity:** Several HR Business Partner roles (e.g., Cygnet, Cornish Bakery) and the **HR Continuous Improvement Manager** at CMS UK remain active, continuing the mid-level generalist search. Here is the link to the complete spreadsheet – [24th October Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/10/HR-Jobs-23rd-Oct.xlsx) **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 7th November](https://cmdrecruitment.com/latest-hr-jobs-we-7th-november) **Published:** November 7, 2025 **Author:** Dan Barfoot **Content:** The South West HR market this week (ending November 7th) indicates a shift away from the niche HR technology roles of last week, focusing instead on strengthening **HR Operations, Policy Governance**, and **Senior Advisory** capacity across the region. #### **New Opportunities and Trends** This week is defined by a return to core HR infrastructure and an emphasis on senior, advisory expertise. - **HR Operations and Policy Focus:** The market has restocked on strategic infrastructure roles, including a return of the **HR Operations Manager** (West of England CA, Bristol) and a new **HR Process & Policy Manager** (Rotork, Bath). This signals a renewed focus on efficient service delivery and governance. - **Senior Advisory & Case Management:** There is a clear demand for expert, seasoned advice with new listings for a **Senior HR Advisor** (Davies and Partners Solicitors, Bristol) and a **HR Senior Case Adviser** (Wiltshire Council, Trowbridge). - **High-Level Leadership:** A new **Deputy HR Director** role (Cabot Learning Federation, Bristol) and a **Group HR Manager** (Providence Hotels, Bath) have emerged, showing continued investment in executive-level HR leadership in the education and hospitality sectors. - **Specialised L&D:** A new **Learning and Development Advisor** (Bristol) suggests a forward-looking focus on internal capability building. #### **Roles No Longer Available (Quick Fills)** The highly specialised and high-value contract roles that dominated the previous week have been rapidly filled or removed from the listings. - **HR Tech Roles Cleared:** The highly specific **HR System Manager (Workday)** (St Monica Trust) and **Senior HR Systems Analyst** (CMS UK) roles from last week are no longer advertised, confirming the quick turnaround for niche HR tech talent. - **High-Value Contracts Gone:** The top-tier **HR Business Partner** contract at **£85,000 – £90,000** (Artis Recruitment) is no longer available. - **Highly Contested Consulting:** The highly competitive **UK&I People Consulting, HR Transformation** Manager role (EY) has also closed. #### **Continuing Positions and Competitive Trends** Competition remains high for a few critical generalist and administrative roles across the region. - **Administration Competition:** The **Human Resources Coordinator** role at **Arval BNP Paribas Group** (Swindon) remains highly popular, with **45 applicants** reported. - **Business Partnering:** The **HR Business Partner / People Partner** (Cornish Bakery, Paulton) is still active. - **Employee Relations:** The **People Relations Case Professional** (BT Group, Bristol) continues to be advertised and remains highly competitive. Although the specific applicant count is not available in the latest listing, it was at **197 applicants** previously. Here is the link to the complete spreadsheet – [7th November Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/11/HR-Jobs-7th-Nov-25.xlsx) **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 14th November](https://cmdrecruitment.com/latest-hr-jobs-we-14th-november) **Published:** November 14, 2025 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: November 7th vs. November 14th (South West)** The South West HR job market (week ending November 14th) is showing a strong surge in **top-tier commercial and legal HR roles**, while the recent emphasis on HR Operations and core governance has been rapidly filled. The focus has moved from managing internal processes to driving **commercial people strategy** and **legal risk mitigation**. ### **New Opportunities and Trends** This week is marked by the appearance of high-value, commercially focused roles in large, complex organisations. - **Executive Commercial Focus:** A **Head of People – Business & Commercial Banking** role at **Lloyds Banking Group** (Bristol) is the new flagship leadership role, commanding high interest with **66 applicants** already. - **High-Value Legal Expertise:** The market has seen a sharp increase in demand for HR legal experts, evidenced by two new **Employment Partner** roles at **Womble Bond Dickinson** and **TSR Legal**, with the latter offering a salary range of **£120,000 – £160,000** per year. - **Specialised Partnering:** There is a renewed need for niche business partnering, including an **HR Business Partner (EPR – Engineering)** and an **HR Business Partner, EMEA**, indicating a shift toward highly specialised, international, and technical stakeholder management. - **Entry-Level Investment:** A new **HR & OD Coordinator** role at **Curo** (Bath) and **HR Services Administrator** at **Lidl** ensure that the pipeline for junior talent remains open across the region. ### **Roles No Longer Available (Quick Fills)** The senior infrastructure and policy roles that entered the market last week were swiftly filled, confirming the high demand for seasoned operational professionals. - **Operational and Policy Governance Cleared:** Key roles focused on internal HR structure are gone, including the **HR Operations Manager** (West of England CA), **HR Process & Policy Manager** (Rotork), and **HR Senior Case Adviser** (Wiltshire Council). - **Senior Advisory Roles Filled:** The **Senior HR Advisor** (Davies and Partners Solicitors) and **Deputy HR Director** (Cabot Learning Federation) are no longer listed, confirming the rapid recruitment of senior advisory and leadership talent. ### **Continuing Positions and Competitive Trends** - **Transformation Competition:** The **UK&I People Consulting, HR Transformation – HR Reimagined – Manager** role at **EY** continues to be highly contested, remaining one of the most popular strategic jobs this week. - **Continuous Improvement:** The **HR Continuous Improvement Manager FTC (24 months)** at CMS UK remains open, suggesting a continued search for long-term process optimisation expertise. --- Here is the link to the complete spreadsheet – [14th November Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/11/14th-Nov-HR-Jobs.xlsx) **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 21st November](https://cmdrecruitment.com/latest-hr-jobs-we-21st-november) **Published:** November 21, 2025 **Author:** Dan Barfoot **Content:** The South West HR market (week ending November 22nd) has rapidly shifted focus again, moving away from high-value legal and banking executive roles toward **HR Service Delivery** and **Shared Services Management** in stable regional organisations. --- ### **New Opportunities and Trends** This week sees renewed investment in the core structure of the HR function, particularly in enabling service delivery and operational efficiency. - **Shared Services & HRSSC Focus:** The most prominent new high-level role is the **Human Resources Shared Services Centre (HRSSC) Manager** at **St Monica Trust**. This signals a key organizational focus on streamlining HR transactions and improving employee self-service. - **Manufacturing and Site HR:** Demand is strong in the manufacturing sector with new listings for a **Site HR Advisor** at **GKN Aerospace** (Bristol) and a **Head of People Partnering** at **RS Group** (Swindon), emphasizing hands-on, site-based HR support. - **Strategic Advisory Roles:** New listings for **Senior HR Advisor / HR Business Partner** roles (e.g., Bridges – Trusted Intelligent Engineering Partner) suggest a continuous need to bridge the gap between transactional advisory and strategic partnering. - **Consultancy and Partnering:** A **Consultancy Manager** role and a **People Business Partner – Commercial** have appeared, keeping the demand for external and commercially-minded HR professionals stable. ### **Roles No Longer Available (Quick Fills)** The top-tier, high-salary roles that defined the previous week were swiftly filled, demonstrating extremely fast movement at the executive level. - **Executive & High-Value Roles Gone:** The **Head of People – Business & Commercial Banking** (Lloyds Banking Group) and both high-value **Employment Partner** (up to £160k) roles are no longer available. - **Niche Specialist Roles Closed:** The highly specific **HR Business Partner, EMEA** and the **HR Business Partner (EPR – Engineering)** roles were also removed, confirming quick recruitment for specialized, technical talent. - **Transformation Roles Cleared:** The **UK&I People Consulting, HR Transformation – Manager** role has been filled, rounding out the clearance of senior strategic positions. ### **Continuing Positions and Competitive Trends** - **HR Advisor Competition:** The **HR Advisor** role at **South Gloucestershire Council** is notably competitive, showing **34 applicants**. This level of competition indicates strong interest in stable public sector generalist roles. - **Generalist Demand:** The **HR Business Partner** roles remain a consistent feature of the South West job market, providing steady opportunities for mid-level professionals. --- Here is the link to the complete spreadsheet – [21st November Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/11/HR-Jobs-22nd-Nov-25.xlsx) **Categories:** Latest Jobs --- ### [Knowing When You are Ready for the Next Step in Your Career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career) **Published:** December 1, 2025 **Author:** Dan Barfoot **Content:** **Quick Answer:** You’re ready for the next step in your career when your motivation is clear, your skills have developed, and you have a plan that aligns with your long-term goals. **Key Takeaways** - Career moves should be based on clear motivation, not frustration. - Reflection helps you understand your strengths and readiness. - Planning reduces the risk of making the wrong move. - Long-term alignment leads to better job satisfaction. Whether you are keen to get ahead or find yourself falling to the back, we are here to help you understand when you should take the next step in your career. There are a lot of reasons for changing jobs – you may be feeling frustrated in your current role or just want a fresh challenge. However, wanting a change is not enough because you need to be ready for it too! Take a look at our tips to get an idea of when you should feel ready to move ahead and when you should stay put! ![Work Out What is Motivating Your Career Change](https://cmdrecruitment.com/wp-content/uploads/2021/05/Work-Out-What-is-Motivating-Your-Career-Change.png) ## Work Out What is Motivating Your Career Change It’s easy to decide that it is time to move ahead but have you stopped to consider why you are doing it? Have you achieved all that can be achieved in your current role, and there is nowhere else to go but up? Have you completed a course or qualification to support your career development? These are great reasons to choose to progress. However, if you are frustrated or feel unhappy, then it may be better to work out what is causing your distress and figure out if a promotion is going to help to change that. Many people climb the ladder to avoid what they were doing before, but if the career is not working for you may want to look for a new route rather than a promotion. **Confidence Through Reflection** Understanding your motivations and achievements helps you approach the next step with clarity and confidence. **Focus on Long-Term Growth** Choosing opportunities that align with your values and goals supports sustainable career development. ## Take Time to Make Adequate Plans Before you start applying for every possible promotion out there, take some time to map out the path you want to take and how you see your career progressing so that you don’t take the wrong step and regret it later on. Take advice, talk to your manager or HR and consider the routes that are open to you. By planning your next [step methodically](https://cmdrecruitment.com/steps-in-the-star-method/), you are more likely to feel ready and confident when you do promote. ![Understand Your Options](https://cmdrecruitment.com/wp-content/uploads/2021/05/Understand-Your-Options.png) ## Understand Your Options Another vital consideration is whether you want to stay in your current industry or whether you want a fresh start. The great thing about your experience to date is that you will have a raft of transferrable skills that will be attractive to a wide range of employers. Work out what you have to offer and where your interests lie before you even start looking for jobs. When you are ready to search the market, look at industries that interest you so that you end up with a new role that you are already invested in! ## Think About the Future Finally, when you find a role that interests you, take the time to check out the [employer brand](https://cmdrecruitment.com/blog/2020/01/brand-for-demand) to ensure that their values align with yours. You will also need to work out if there is scope for growth in your new role and whether the company will invest in your growth. Choosing a role to apply for can feel stressful, but if you take the time to find a role with an employer that values their people, then you are more likely to be happier in work and achieve progression in the future. ## Highlights - Career progression readiness - Self-reflection - Goal setting - Transferrable skills - Industry choices - Personal values ## Frequently Asked Questions ### What does this topic mean? It refers to recognising when you are ready to move forward in your career based on skills, motivation, and long-term goals. ### Why is this topic important? Making the right career move at the right time helps avoid poor decisions and supports long-term satisfaction and growth. ### How does this affect job seekers or employers? Job seekers can make more confident career decisions, while employers benefit from employees who are motivated and aligned with future opportunities. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [The Future of Public Sector Work in Wiltshire: Trends to Watch in 2026](https://cmdrecruitment.com/future-of-public-sector-work-in-wiltshire) **Published:** December 14, 2025 **Author:** paul **Content:** **Quick Answer:** Public sector work in Wiltshire is evolving in 2026, with budget pressures, digital transformation, and cross-sector integration shaping new roles and requiring employees to upskill. **Key Takeaways** - Budget constraints are driving restructuring and shared services. - Growth areas include tourism and land-based industries. - Upskilling and digital capabilities are increasingly important. - AI and integration across services will reshape roles. If you’re working in the public sector in Wiltshire, you might be curious to know how the next 12 months might look for you. Likewise, if you are looking for work in this sector, you might be curious to know the pressures and opportunities that lie ahead. While the public sector is often shielded from private sector challenges and is often seen as a safer and more sheltered sector, it can also have its own challenges. The public sector is known to be slow to adopt new technology, and funding will always be a cause for concern, with budgets often placed under heavy scrutiny. If you’re curious about future trends for public sector work in Wiltshire, read on to see our predictions. ## Financial pressures Councils throughout the UK are facing increased pressure on their budgets, including councils in Wiltshire. There has been some development in this area as councils are looking for ways to restructure and share resources. While this could lead to the loss of roles in some areas, it could also strengthen facilities and give councils the confidence to be able to move forward with projects. ![Strategic growth](https://cmdrecruitment.com/wp-content/uploads/2025/12/Strategic-growth.png) ## Strategic growth A key part of the public sector mentality is working with what you have. This will mean strategic growth and development in areas that are most likely to boost revenue streams. For Wiltshire, this will mean investment in tourism and land-based industries such as agriculture and environmental studies. If you’re looking for public sector work in Wiltshire, these industries would be a great place to start. ## Workforce development There will be a keen focus on upskilling workers to help keep up with the demands of an evolving economy and new technology. There is likely to be a shift towards new technologies, and Wiltshire will need to ensure it has the workforce in place to respond to this rising demand. This could lead to new role creation, particularly for those working in digital transformation and community engagement. **Focus on Future Skills** Developing digital, technology and change-management skills will help candidates stand out in an evolving public sector. **Understand Local Priorities** Awareness of Wiltshire’s strategic growth areas allows jobseekers to better align their experience with employer needs. ## The arrival of AI The public sector might be slow to adopt new technology, but it can’t avoid it forever. While some might fear [AI](https://cmdrecruitment.com/how-ai-is-changing-recruitment/) and the impact it could have on demand for workers, others are keen to embrace it for its potential to drive forth greater efficiency. This will be great news for cash-strapped councils that need to streamline their services without compromising on quality. For the average public sector worker, it would be worthwhile to get clued up on how AI can help improve your workflows, while also understanding its limitations. ![](https://cmdrecruitment.com/wp-content/uploads/2025/12/Improved-integration.png) ## Improved integration Another key thing to be aware of is the arrival of improved integration between [sectors](https://cmdrecruitment.com/disciplines/). This will bring together previously separate entities, like health, social care and local government to help deliver an improved service. This can be seen in structures like the Public Service Board that is planned for Wiltshire. This will combine local public bodies including the council, NHS, police and fire departments to help deliver more coordinated public services. ## How can job hunters make the most of these trends? If you’re looking for a job in the public sector in Wiltshire, the first place to start is with awareness of the challenges facing the sector. Through awareness, you will be able to position your skills and experience in the best possible way for prospective employers. Any [technology and digital transformation skills](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/) that you can bring will be a huge asset. Working with a recruitment consultant will help you to position your CV in the best possible way to help capitalise on the evolving public sector. ## Highlights - Wiltshire public sector outlook - Funding and budget pressures - Strategic local growth - Workforce upskilling - AI adoption - Cross-sector integration ## Frequently Asked Questions ### What does this topic mean? It refers to how public sector roles in Wiltshire are evolving due to funding, technology, and workforce changes. ### Why is this topic important? Understanding these trends helps jobseekers and employees prepare for new opportunities and challenges. ### How does this affect job seekers or employers? Job seekers must develop relevant skills and align with local priorities, while employers must adapt to changing workforce and service delivery needs. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [SSP Reform 2026: What the New First-Day Sick Pay Rules Mean for You](https://cmdrecruitment.com/ssp-reform-new-sick-pay-rules) **Published:** December 21, 2025 **Author:** paul **Content:** **Quick Answer:** From April 2026, Statutory Sick Pay (SSP) will be paid from day one, expanded to all employees, and increased in value—requiring employers to update payroll systems and policies. **Key Takeaways** - SSP will be payable from the first day of illness. - The lower earnings threshold for eligibility will be removed. - Payments will increase to 80% of normal pay or £118.75. - Employers must update payroll systems and HR policies. In 2026, there will be key changes to the way statutory sick pay (SSP) is managed. At the moment, employers only have to offer SSP from the fourth day of illness, which means that the first three days have to be taken as unpaid leave. Statutory sick pay is currently just £118.75 per week, which often leaves workers out of pocket. Employers are allowed to choose their own policy on sick pay, with some offering full pay from the first day of illness. It’s also common for employers to request a sick note from a doctor for long-term illness. Statutory sick pay is the minimum requirement that has to be offered. To be eligible for SSP, you have to be classed as an employee, have done some work under your contract, and earn an average of at least £125 per week. ## How will SSP change in 2026? On April 6 2026, there will be sweeping changes to the way SSP is handled. First, employers will have to pay sick pay from the first day of illness, so there will no longer be a three-day waiting period before SSP is due. This is part of the Employment Rights Bill. The lower earnings limit will also be removed, so all employees will be eligible. And finally, the minimum amount will increase to 80% of normal pay, or £118.75, whichever is lower. These changes are intended to give workers better support from their employers and ensure that low earners aren’t locked out of [employment benefits](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/). ![](https://cmdrecruitment.com/wp-content/uploads/2025/12/What-does-this-mean-for-employees.png) ## What does this mean for employees? If your employer offers statutory sick pay, then these changes will come in automatically from April 6th 2026. You don’t have to do anything to claim it, and your sick pay should be automatically paid to you with your usual method. You will still need to observe company policy about how to report illness, such as calling your line manager on the first day of illness and providing updates on your anticipated return. These changes could provide a much-needed financial lifeline for employees who are dealing with unexpected illness. They will no longer have to worry about having to take three days off work before their sick pay begins. This should remove some of the financial stress that comes with taking time off work. ![What does this mean for employers?](https://cmdrecruitment.com/wp-content/uploads/2025/12/What-does-this-mean-for-employers.png) ## What does this mean for employers? The most obvious change for employers will be that costs will increase when employees take time off work due to illness. This could lead some employers to tighten their policies or have more in-depth back to work interviews to prevent abuse of the sick pay system. It’s tempting to only see the increased costs that will occur as a result of these changes, but some companies might even see [costs reduced](https://cmdrecruitment.com/reduce-hiring-costs-improve-it-retention/) as a result of these measures. It’s far more likely that sick employees will take time off work and recover more quickly when they aren’t feeling the financial pressure. This could help to reduce instances of illness spreading through the office. Overall, it could lead to healthier workforces, as employees will be able to take responsibility for their own wellbeing. Employers will need to update their payroll systems to ensure that their systems reflect these changes from day one. It will also be essential to update policies and employee contracts/handbooks to reflect these changes. **Greater Financial Security** First-day sick pay reduces financial pressure on employees and supports recovery without worry. **Healthier Workplaces** Encouraging ill employees to recover at home may reduce the spread of illness and improve long-term wellbeing. ## Final thoughts on SSP changes Abuse of sick days is something that all employees are worried about, but punishing all workers with harsh conditions when they are genuinely ill is not something that is productive in the long term. By improving conditions for workers – particularly those on low income – it is hoped that these changes will create healthier work environments. It should always be possible for workers to take time off work when they are genuinely ill, without worrying about the financial repercussions. These changes will ease pressure on employees and could even discourage sick individuals from coming into work and spreading sickness around the office. Workers will no longer have to drag themselves into work for short-term illness and can instead recover at home, resulting in less long-term illness. We could also see a reduction in financial stress as a result of physical illness. ## Highlights - SSP reform 2026 - First-day sick pay - Removal of earnings threshold - Increased SSP payments - Employee wellbeing support - Employer policy changes ## Frequently Asked Questions ### What does this topic mean? Statutory Sick Pay reform refers to changes in UK law that expand access to sick pay and increase payments from 2026. ### Why is this topic important? It improves financial security for employees while requiring employers to adapt policies and payroll systems. ### How does this affect job seekers or employers? Employees benefit from earlier and increased sick pay, while employers must manage higher costs and ensure compliance. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [How to Prepare for an AI-Enhanced Interview in the UK](https://cmdrecruitment.com/how-to-prepare-for-an-ai-enhanced-interview) **Published:** January 7, 2026 **Author:** paul **Content:** **Quick Answer:** To prepare for an AI-enhanced interview, understand how AI tools assess your responses, practise clear and confident answers, and ensure your technical setup is reliable. **Key Takeaways** - AI interviews assess keywords, tone, and confidence. - Preparation should mirror traditional interviews. - Clear, concise answers improve performance. - Technical setup can directly impact outcomes. Artificial intelligence is increasingly showing up in interviews, leading to questions from candidates about how they can prepare for this. The thought of speaking to a chatbot can be quite daunting – what if you are misunderstood? Or what if a huge part of your appeal is your ability to build rapport with people? These are all valid questions, and ones that we will attempt to answer today. Whether you are facing an AI-powered chatbot at the early stages of an interview, or you’re facing a full AI video interview, we’re sharing some tips on what is happening behind the scenes so that you can better prepare. ## How do AI interviews work? There are lots of different types of AI interviews, including application chatbots and AI interview agents. A chat bot has a script to follow that is trying to extract the information they need to be able to take your application to the next stage. An AI interview agent also has a script to follow, and the idea is to ask the questions that you might face in a real interview setting. This information is delivered to the recruiter as a report that will outline things like your sentiment, use of keywords they are looking for, and how confidently you answered the [questions](https://cmdrecruitment.com/10-essential-interview-questions/). This information is often used to help narrow down a wider pool of candidates before inviting some for an in-person interview. ![](https://cmdrecruitment.com/wp-content/uploads/2025/12/How-can-you-make-a-good-impression-with-an-AI-interview.png) ## How can you make a good impression with an AI interview? You should prepare as you would for any other interview, making sure that you know your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) back to front and that you have prepared answers for common interview questions. If you are facing an AI [video interview](https://cmdrecruitment.com/video-interview-how-to-make-an-impression/578/), you should also be aware that your perceived mood and the sentiment of your answers may be assessed. This could mean that taking an overly negative approach to answers could be flagged. A perceived lack of confidence in your delivery is also likely to be detected. Just like with a regular face-to-face interview, you should also be wary about long-winded answers. It might be difficult to get clarification on questions, so answer to the best of your ability. The AI chatbot might not be able to deviate from its script too far. **Prepare with Confidence** Knowing your CV, practising common questions and staying calm will help you perform well in AI-led interviews. **Get the Basics Right** A strong internet connection, quiet setting and clear delivery reduce the risk of technical or communication issues. ## Technical things to consider If you have a technical issue while on a video call with an actual person, you’ll be able to explain, but this might be more difficult with an AI chatbot. It’s therefore essential that you have a quiet place with a strong internet connection. If you are disconnected, stay calm and try to reconnect. If you are unable to do so, contact the company to let them know you’ll need to reschedule. Since you’re not meeting with a real person, you aren’t wasting any time, but it might be a time-sensitive [hiring process](https://cmdrecruitment.com/identifying-the-best-candidates/), so don’t wait around to try to reschedule. ## The next steps AI interviews are commonly used to interview a large cohort of candidates, meaning that you’re more likely to be offered an AI interview. However, after the AI stage, the chances of being invited for an in-person interview is lower, so don’t be disheartened if you don’t get a callback for every interview. Try to keep AI interviews in perspective – you want to make a good impression, but you don’t want to spend hours and hours preparing. Save the more in-depth preparation for in-person interviews when you’ll be able to build rapport with the interview panel. Bear in mind that [artificial intelligence](https://cmdrecruitment.com/how-ai-is-changing-recruitment-for-jobseekers/) might be present in all interviews in some capacity, as it is becoming more common to have an AI agent provide a transcript and analysis of the meeting. ## Highlights - AI interviews explained - Chatbots and interview agents - Keyword and sentiment analysis - Confidence and clarity - Technical readiness - Early-stage screening ## Frequently Asked Questions ### What does this topic mean? An AI-enhanced interview uses automated tools like chatbots or video analysis software to assess candidate responses before human review. ### Why is this topic important? AI interviews are increasingly used in early hiring stages, making it essential for candidates to understand how they are evaluated. ### How does this affect job seekers or employers? Job seekers must adapt their communication style for AI systems, while employers benefit from faster screening and more consistent evaluation processes. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Interviews --- ### [Latest HR Jobs WE 5th December](https://cmdrecruitment.com/latest-hr-jobs-we-5th-december) **Published:** December 5, 2025 **Author:** Dan Barfoot **Content:** **HR Job Market Analysis: November 28th vs. December 5th (South West)** The South West HR market (week ending December 5th) shows a distinct pivot towards **Continuous Improvement**, **Project Management**, and **Talent Pipeline Development** as organisations set up for 2026 delivery, while key operational roles have been swiftly removed. --- #### **New Opportunities and Trends** This week is defined by investment in the *future* of the HR function, rather than filling immediate operational gaps. - **Continuous Improvement Focus:** The high-level **Senior HR Continuous Improvement Manager** role at **CMS UK** is a significant new listing, demonstrating a focus on optimising internal HR processes and technology in the professional services sector. - **Project and Change Management:** A new **HR Project Manager (12-month FTC)** has appeared, indicating planned, large-scale HR change initiatives are being staffed for the new year. - **Recruitment & Talent Pipeline:** Investment in the future workforce is strong, with new roles for an **Emerging Talent Manager**, **Recruitment & HR Advisor** (MJ Church), and a **Recruitment Coordinator** (University of Bath). - **Return of Transformation Consulting:** The **UK&I People Consulting, HR Transformation – Manager** role at **EY** has returned, confirming ongoing high-level demand for external expertise in HR system and process redesign. --- #### **Roles No Longer Available (Quick Fills)** The senior operational and partnership roles that were new last week have been cleared out, confirming the quick fill rates for core functions. - **Operational Roles Filled:** The **HR Operations Manager** (ARAG Legal Services) and **People Operations Partner** roles are gone. - **Senior Partnering Cleared:** Multiple high-level partnership roles, including **Operational HR Business Partner** and **HR Business Partner – Office for Students**, have been removed. - **Competition Vanishes:** Notably, the highly competitive **HR Advisor** role at **South Gloucestershire Council**, which peaked at 57 applicants last week, is no longer in the listings, indicating it has been filled. --- #### **Continuing Competition** - **Graduate/Entry-Level Surge:** The **Graduate Management Trainee** role at the **West of England Mayoral Combined Authority** is currently the most competitive job, with **Over 200 applicants**, highlighting the massive bottleneck at the entry-level. - **Generalist Leadership:** The **HR Manager** roles (e.g., Hays) and **People Partner** roles remain a consistent feature of the market. --- Here is the link to the complete spreadsheet – [5th December Jobs List](https://cmdrecruitment.com/wp-content/uploads/2025/12/HR-Jobs-5th-December.xlsx) **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 19th December](https://cmdrecruitment.com/latest-hr-jobs-we-19th-december) **Published:** December 19, 2025 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: December 5th vs. December 20th (South West)** The South West HR market (week ending December 20th) is closing the year with a dramatic surge in **Strategic Partnering** and **High-Level Learning & Development**, alongside record-breaking competition for generalist and graduate positions. --- #### **New Opportunities and Trends** As we approach the end of the year, organisations are prioritising strategic leadership and specialized talent development roles. - **Strategic & Senior Partnering:** There is a strong return of strategic roles, headlined by a **Strategic HR Business Partner** at **Innovate UK** (Swindon) and **Head of People Partnering** roles. The market is clearly shifting from simple operational cover to long-term strategic planning for 2026. - **Learning & Development Focus:** Significant new listings in the L&D space have emerged, including a **Senior Learning Business Partner** at **Boeing** (Bristol) and a **Global Learning Delivery & Operations Manager**, reflecting an investment in workforce upskilling. - **Niche Management:** Demand for specialized managers is high, with roles for a **Talent Manager** (Deep Anger/Rotork), **People Technology Business Partner**, and **Employee Relations Manager** (Amazon) all appearing this week. - **Legal & Payroll Growth:** The professional services sector remains active with new openings for an **Employment Senior Associate** and an **Assistant Payroll Manager**. --- #### **Roles No Longer Available (Quick Fills)** Several key roles from the start of December were snapped up almost instantly as companies raced to finalize hires before the festive break. - **Retail & Transformation Cleared:** The **(Senior) HR Administrator** for the **UNIQLO Bristol** store opening and the **HR Transformation Manager** (EY) roles have been removed. - **Niche Training Roles Filled:** The **Emerging Talent Manager** and **Inspector Training Delivery Manager** roles are no longer listed, showing that specialized training talent is being secured rapidly. --- #### **Record-Breaking Competition** Applicant numbers have reached unprecedented levels this week, particularly for generalist and early-career roles. - **The 200+ Club:** Both the **HR / People Advisor** role at **Rise HR** and the **Graduate Management Trainee** role (West of England Mayoral Combined Authority) have hit **Over 200 applicants**. - **High-End Demand:** Even senior specialist roles are seeing heavy traffic, with the **Senior Learning Business Partner** (Boeing) attracting **81 applicants** and the **ER Manager** (Amazon) reaching **79 applicants**. --- Here is the link to the complete spreadsheet – [19th Dec HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2025/12/HR-DEC-20th-25.xlsx "19th Dec HR Jobs") **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 16th January 2026](https://cmdrecruitment.com/latest-hr-jobs-we-16th-january-2026) **Published:** January 16, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: December 20th vs. January 12th (South West)** The South West HR market has entered 2026 with a “January Jump,” marked by a complete refresh of senior strategic roles and a massive spike in applicant volume. The transition from December’s “closing” phase to January’s “growth” phase is stark. --- #### **New Opportunities and Trends** January has brought a clear shift toward **People & Culture** and **Learning & Development (L&D)** as organisations set their agendas for the year ahead. - **L&D Takeover:** After a quiet December, L&D is booming. New roles include a **Learning & Development Business Partner** at **Bristol Airport** (already seeing 122 applicants) and a **Learning and Development Manager**. - **CMS UK Market Domination:** **CMS UK** is currently the most active and sought-after employer in the region, with high-volume roles for an **HR Operations Administrator**, **Performance Process Lead**, and a **Senior HR Continuous Improvement Manager** (which has now reached **100 applicants**). - **Site-Based Leadership:** The demand for hands-on, site-specific expertise continues with a new **Site HR Business Partner** role at **GKN Aerospace**. - **People & Culture Focus:** New openings like **People & Culture Manager** and **People Directorate (HR) Officer** suggest a move toward softer, engagement-led HR strategies for the new year. --- #### **Roles No Longer Available (The Year-End Clearout)** Almost all the strategic, high-value roles that defined late December have been cleared, indicating that these were either filled during the festive break or refreshed for the new budget cycle. - **Executive & Strategic Roles Gone:** The **Strategic HR Business Partner** (Innovate UK), **Head of People Partnering**, and **Head of HR** roles are all off the market. - **Specialist Managerial Roles Filled:** The **ER Manager** (Amazon), **Talent Manager** (Rotork), and **HRSSC Manager** roles have been removed. - **Legal Sector Shifts:** The **Employment Partner** and **Senior Associate** roles from December have also been cleared. --- #### **Competition Metrics: The “January Surge”** Applicant numbers have reached intense levels as job seekers flood the market in the first two weeks of the year. - **Operational Demand:** The **HR Operations Administrator** role at **CMS UK** is the most competitive, with **159 applicants**. - **The 100+ Club:** High-level specialist roles are now routinely hitting triple-digit applicant counts, including the **L&D Business Partner** at **Bristol Airport** (122) and the **Senior HR CI Manager** at **CMS UK** (100). - **Regional Hotspots:** **Bristol Airport** and **CMS UK** are currently the primary magnets for HR talent in the South West. --- Here is the link to the complete spreadsheet – [16th Jan HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/01/HR-Jobs-12th-Jan-26.xlsx "16th Jan HR Jobs") **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 22nd January 2026](https://cmdrecruitment.com/latest-hr-jobs-we-22nd-january-2026) **Published:** January 25, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: January 12th vs. January 22nd (South West)** The South West HR market (week ending January 22nd) has transitioned from the “New Year launch” phase into a high-velocity **Operational & Specialist** phase. While mid-January was dominated by L&D, late January is seeing a surge in **People Operations** and **Reward/Systems** specialisms. --- #### **New Opportunities and Trends** The market is currently pivoting towards technical HR expertise and operational business partnering. - **People Operations & Systems:** New high-impact roles have emerged, including a **People Operations Business Partner** at **Alliance Pharmaceuticals** and a **Senior HR Systems Analyst**. This indicates that businesses are now focusing on the infrastructure and efficiency of their people functions for the year ahead. - **The Reward Cycle:** A significant new listing for a **Reward Services Manager (Compensation)** suggests that the annual pay review and benchmarking cycle is in full swing for South West employers. - **Operational Partnering:** **Oak Furnitureland** has entered the market with an **Operational HR Business Partner** role, which has already attracted **87 applicants**, showing the continued high demand for commercially focused HR support. - **Specialist Leads:** Unique roles like **Human Factors Capability Lead** and the return of an **Employment Senior Associate** demonstrate a requirement for niche expertise within the broader people and legal space. --- #### **Roles No Longer Available (The Mid-Jan “Quick Fills”)** The “January Jump” roles from two weeks ago have been filled or closed at an incredible rate, specifically within the L&D and Project spaces. - **L&D Vacancy Clearout:** Both the **Learning & Development Business Partner** (Bristol Airport) and the **Learning and Development Manager** roles are now off the market, showing that L&D remains the fastest-filling specialism of 2026. - **Project & CI Closure:** The long-standing **Senior HR Continuous Improvement Manager** (CMS UK) and the **HR Project Manager** roles have finally been removed, indicating these key transformation projects are now fully staffed. - **Talent Acquisition:** Both the **Talent Advisor** and **Talent Acquisition Coordinator** roles were filled within the 10-day window. --- #### **Competition & Applicant Hotspots** Competition remains intense, particularly for roles offering early-career entry or strong brand recognition. - **Graduate Bottleneck:** The **Graduate Opportunities** listing at **SLR Consulting** has already hit **Over 200 applicants**, continuing the trend of extreme competition for entry-level talent in the region. - **Fast-Moving Partners:** The **Operational HR Business Partner** role at **Oak Furnitureland** (87 applicants) and the **People Manager** role at **PIRATE.COM** (59 applicants) are the current “hot” roles for mid-to-senior professionals. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/01/HR-Jobs-WE-22nd-Jan-2026.xlsx "22nd Jan HR Jobs") **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 29th January 2026](https://cmdrecruitment.com/latest-hr-jobs-we-29th-january-2026) **Published:** January 30, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: January 22nd vs. January 29th (South West)** As January comes to a close, the South West HR market is experiencing an “End of Month Surge” in high-level specialist roles, particularly in **Employee Relations (ER)** and **Resourcing**. The quick turnover of roles seen earlier in the month has accelerated, with specialist operational roles being replaced by strategic talent acquisition and specialist people partner positions. --- #### **New Opportunities and Trends** The final week of January is defined by a move toward **specialist depth** and **senior partnering**. - **The Return of Amazon ER:** A major highlight is the **Employee Relations Manager** role at **Amazon** (Bristol), which has returned to the market and instantly attracted **177 applicants**. This confirms ER as one of the most competitive specialisms in the region. - **Resourcing & Attraction Focus:** Large public and private sector organisations are ramping up their hiring capabilities. New roles include **Attraction & Resourcing Manager** (Office for Students), **Resourcing Business Partner**, and **Talent Acquisition Partner** (Marlborough College). - **Strategic Partnering:** The demand for senior-level insight is high, with new listings for **Senior People Partner**, **People Specialist** (National Trust), and **Site HR Business Partner** roles. - **Cross-Sector Management:** Beyond core HR, there is a surge in general management and capability roles, including **Depot Manager**, **Restaurant General Manager**, and **Production Team Manager**. --- #### **Roles No Longer Available (The Late-Jan “Flash Fills”)** Several key specialist roles from last week were filled or removed within days, showing that niche expertise is being secured rapidly before the February budget cycle. - **Reward & Systems Cleared:** The **Reward Services Manager (Compensation)** and **Senior HR Systems Analyst** roles—both new last week—are already gone. - **Operational Partnering Filled:** The **Operational HR Business Partner** (Oak Furnitureland) and **People Operations Business Partner** roles were cleared, following high applicant interest last week. - **Niche Specialist Vacancies Closed:** The **Human Factors Capability Lead** and **Employment Senior Associate** roles have also been removed. --- #### **Extreme Competition Levels** Applicant volume has reached its peak for the month, with several roles hitting triple-digit applicant counts in under a week. - **Amazon ER Intensity:** The **Amazon Employee Relations Manager** role is the current outlier, reaching **177 applicants** in just 4 days. - **Professional Services Demand:** **Ridge and Partners LLP** is seeing significant traffic, with their **People Coordinator** role at **108 applicants** and their **People Partner** role at **92 applicants**. - **Graduate Stagnation:** The **Graduate Opportunities** at **SLR Consulting** remain at **Over 200 applicants**, representing a persistent bottleneck for entry-level talent. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/01/HR-Jobs-29th-Jan-26.xlsx "29th Jan HR Jobs") **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 6th February 2026](https://cmdrecruitment.com/latest-hr-jobs-we-6th-february-2026) **Published:** February 6, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: January 29th vs. February 6th (South West)** The South West HR market has shifted gears as we enter February. Following the intense “End of Month” rush, we are seeing a significant “clear-out” of senior specialist roles, replaced by a surge in **Employee Relations (ER)** specialisms and **Operational/Technical** HR support. --- #### **New Opportunities and Trends** February is starting with a laser focus on **ER Specialist** roles and **Rewards**. - **The ER Specialist Wave:** While the Amazon ER role has closed, it has been replaced by multiple new **ER Specialist** opportunities at **GSA (Global Student Accommodation)** and **Yugo** (Bristol), reflecting a continued high demand for conflict resolution and compliance expertise. - **Total Rewards & Benefits:** **Alliance Pharmaceuticals** is back in the market with a **Total Rewards Business Partner** role, signaling that the post-pay-review “alignment” phase is continuing. - **Operational Rebuild:** There is a notable influx of operational roles, including multiple **HR Operations Administrator** positions (FTC and Secondment) and a **Performance Process Lead** at **CMS UK**, which has instantly become the most competitive role on the market with **131 applicants**. - **Public Sector & Social Impact:** New employers like **Evolving Communities CIC** and **Developing Health and Independence** are active, hiring for **Finance HR and Business Admin Leads**. --- #### **Roles No Longer Available (The “February Clear-Out”)** An unusually high number of senior and strategic roles were filled or removed this week, suggesting that the late-January hiring spree reached its conclusion. - **The Big One is Gone:** The **Amazon Employee Relations Manager** role (which had 177 applicants last week) has been removed, likely filled. - **Resourcing & Talent Fills:** The **Attraction & Resourcing Manager** (Office for Students), **Resourcing Business Partner**, and **Talent Acquisition Advisor** roles have all been cleared. - **Senior Partnering Closed:** Several “Partner” level roles have closed, including **Senior People Partner**, **Site HR BP**, and **People Partner**. - **Graduate Bottleneck Cleared:** The **Graduate Opportunities** at **SLR Consulting** (200+ applicants) is finally off the list. --- #### **Competition & Applicant Hotspots** The market intensity for technical/process roles has spiked. - **Process Dominance:** The **Performance Process Lead** at **CMS UK** is currently the highest-demand role with **131 applicants**, highlighting a strong candidate interest in process-driven HR functions. - **Technical Support:** New roles like **People Operations Advisor** (Leidos) and **Compliance & HR Administrator** (SR2) are already attracting 30+ applicants in their first few days. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/02/HR-Jobs-6th-Feb.xlsx "6th Feb HR Jobs") **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 27th February 2026](https://cmdrecruitment.com/latest-hr-jobs-we-27th-february-2026) **Published:** February 27, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: February 20th vs. February 27th (South West)** As we move into the final days of February, the South West HR market has shifted from “Strategic Partnering” to a heavy focus on **Transformation**, **Insights**, and **Case Management**. The intense competition for senior ER roles continues, but with a new leader at the top of the leaderboard. --- #### **New Opportunities and Trends** The “End of Month” wave is dominated by massive transformation projects and a move towards data-driven HR. - **Transformation & Culture:** A major new entry from **Lloyds Banking Group** for a **Culture Transformation Lead** has immediately hit **Over 200 applicants**. This indicates that “People & Places” initiatives are currently the highest priority (and most competitive) area in the regional market. - **People Insights & Data:** **Johnson Controls** has entered the market with a **People Insights Partner** role. This reflects a growing trend of South West employers investing in HR analytics and data-led decision-making as they head into Q2. - **Complex Case Management:** There is a specific rise in specialist advisory roles, including **Senior HR Case Advisor** (Tate Recruitment) and the return of an **ER Specialist** role in Bristol. - **Public Sector & Innovation:** Significant activity from **Innovate UK** and **UK Research and Innovation** for **People Partner** and **Culture** roles shows that the region’s innovation hub remains a robust recruiter for high-level people talent. --- #### **Roles No Longer Available (The “February Final” Fill)** The high-profile roles that defined mid-February have been secured at an exceptional pace. - **The Amazon ER Role is Filled:** The **Employee Relations Manager** role at **Amazon** (which had 200+ applicants last week) has been removed, signaling the end of one of the most competitive recruitment processes of the year so far. - **Strategic BP Clear-out:** A vast range of “Partner” roles have closed, including **Senior People Partner**, **HR Operations Manager**, and **Global Employer Services Assistant Manager**. This suggests that many firms have now finalised their leadership structures for the upcoming financial year. - **Niche Technical Fills:** The **Human Factors Integration Specialist** (MoD) and several **L&D Business Partner** roles are now off the market. --- #### **Competition & Applicant Hotspots** Competition for operational and advisory roles is intensifying as candidates look to secure new positions before the Spring. - **The Transformation Peak:** The **Culture Transformation Lead** (Lloyds Banking Group) is the new market leader with **Over 200 applicants**. - **High-Volume Administration:** **IVC Evidensia** is seeing significant traffic for their **HR Administrator** role, which has reached **126 applicants**. - **Operational Advisory:** The **People Operations Advisor** role at **Leidos** continues to grow in popularity, now sitting at **96 applicants**. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/02/HR-Jobs-27th-Feb-26.xlsx "27th Feb HR Jobs") **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 8th March 2026](https://cmdrecruitment.com/latest-hr-jobs-we-8th-march-2026) **Published:** March 8, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: February 27th vs. March 8th (South West)** The South West HR market has transitioned into March with a clear focus on **Shared Services**, **Data Governance**, and **Global Talent Management**. Following the heavy transformation-led activity at the end of February, the current market is prioritising the operational and technical foundations of the people function. --- #### **New Opportunities and Trends** The beginning of March has seen a pivot from cultural transformation towards specialist management and data-led roles. - **Global Talent & Development:** **Rotork** has entered the market with a **Global Talent Manager** role based in Bath. This represents a significant move for senior talent professionals in the engineering and manufacturing sector. - **Data & Governance Focus:** A notable new entry is the **People Data Governance Manager** at **Motability Operations Ltd**. This highlights a growing requirement for HR professionals who can manage the compliance and structural integrity of people data. - **Resurgence of Shared Services:** **Buro Happold** is currently recruiting for an **HR Shared Services Officer**, which has quickly become the most competitive new listing of the week with **89 applicants**. - **Insurance Sector Activity:** Both **AXA** and **AXA UK** are active this week, with new roles including **People Development Advisor** and **HR Coordinator (Part Time)**. --- #### **Roles No Longer Available (The “February Final” Closures)** The high-volume transformation and insights roles that defined the end of February have been cleared. - **Transformation Lead Filled:** The **Culture Transformation Lead** role at **Lloyds Banking Group**, which reached over 200 applicants last week, is now off the market. - **Insights & Data Roles Closed:** The **People Insights Partner** role (Johnson Controls) and the **Payroll Specialist** role have been removed. - **Interim Shift:** Several 12-month Fixed Term Contract (FTC) **HR Business Partner** roles from the previous week have closed, indicating that organisations have finalised their interim staffing ahead of the new financial year. --- #### **Competition and Applicant Volume** Applicant volume remains high for operational and support-level roles, while senior specialist roles are seeing a steady, more targeted stream of interest. - **Shared Services Demand:** The **HR Shared Services Officer** at **Buro Happold** is leading the week with **89 applicants**. - **Public Sector Pressure:** The **Resourcing Administrator** role at **North Bristol NHS Trust** has attracted **75 applicants**, showing continued strong interest in healthcare HR support. - **Operational Support:** **AXA UK’s HR Coordinator** role (79 applicants) and **Stantec’s HR Administrator** role (50 applicants) confirm that generalist support positions remain highly contested. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/03/HRjobsWE-8th-MArch.xlsx "8th Match HR Jobs") **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 22nd March 2026](https://cmdrecruitment.com/latest-hr-jobs-we-22nd-march-2026) **Published:** March 22, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: March 8th vs. March 22nd (South West)** The South West HR market has seen a notable influx of **Senior Leadership** and **Strategic Business Partnering** roles as we approach the final week of March. While the previous fortnight focused on technical and operational foundations, the current market is prioritising senior oversight and high-value people leadership. --- #### **New Opportunities and Trends** - **Senior Leadership Hires:** **Royal United Hospitals Bath NHS Foundation Trust** is currently recruiting for a **Head of Resourcing**, which has already attracted **55 applicants**. This indicates a high level of interest in senior public sector leadership. - **Strategic Partnering & Culture:** Several high-value strategic roles have emerged, including a **Senior People and Culture Lead** at **Tate Recruitment** (£55k – £63k) and a **Strategic HR Business Partner**. - **Specialist Technical Roles:** Beyond generalist HR, we are seeing niche roles such as a **Health & Safety Technical Manager** at **NatWest Group** and a **Senior Human Factors Engineer**, reflecting the region’s strong engineering and financial services base. - **Early Career Development:** New placement and administrator roles at **Osborne Clarke** and **Sumer** show that organisations are continuing to build their talent pipelines for the next cycle. --- #### **Roles No Longer Available (The “Mid-March” Fill)** - **Talent & Data Leads Closed:** The **Global Talent Manager** (Rotork) and **People Data Governance Manager** (Motability Operations) roles have been removed, marking the end of some of the most specialized listings from early March. - **Maternity & Interim Cover:** Several fixed-term roles, including the **Senior People and Culture Lead (Maternity Cover)** and **Senior HR Adviser** roles, have closed as organisations have successfully secured their required cover. - **Recruitment Operations:** The **Senior Recruitment Administrator** role has also been cleared. --- #### **Competition and Applicant Volume** Competition for operational and advisory roles is at its highest level for several months. - **Top Demand:** The **HR Advisor** role at **Griffith Foods (Wincanton)** is the current market leader with **110 applicants**. - **High-Volume Administration:** Generalist support roles are seeing extreme traffic, with **Stantec** and **Osborne Clarke** reaching **104** and **98 applicants** respectively. - **NHS Leadership:** Despite being a senior role, the **Head of Resourcing** at the NHS in Bath has reached **55 applicants** in a short window, showing that senior professionals are highly active. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/03/HR-Jobs-22nd-MArch.xlsx "22nd Match HR Jobs") **Categories:** Latest Jobs --- ### [Latest HR Jobs WE 20th February 2026](https://cmdrecruitment.com/latest-hr-jobs-we-20th-february-2026) **Published:** February 20, 2026 **Author:** Dan Barfoot **Content:** ### **HR Job Market Analysis: February 6th vs. February 20th (South West)** The South West HR market has seen a **strategic resurgence** in the latter half of February. While the beginning of the month focused on operational “fixes” and technical support, the last two weeks have seen a return of high-level **Business Partnering (HRBP)** and **Employee Relations (ER)** leadership roles, driven by major global brands. --- #### **New Opportunities and Trends** The “February Pivot” has matured into a significant push for senior talent and cross-regional leadership. - **The Return (and Growth) of the Amazon ER Role:** The **Employee Relations Manager** role at **Amazon** (Bristol) has returned to the list and instantly surpassed **200 applicants**. This remains the benchmark for high-volume, high-stakes ER competition in the South West. - **HRBP Resurgence:** There is a significant influx of **Business Partner** roles across diverse sectors. Notable new entries include **HR Business Partner** (Arup), **Senior People Partner** (Procentia), and **Learning and Development Business Partner** (Dyson). - **Global & Niche Leads:** New specialist roles have appeared, such as the **Human Factors Integration Specialist** (Ministry of Defence) and **Global Employer Services Assistant Manager** (RSM UK), showing a demand for niche technical expertise within HR frameworks. - **Remote & Flexible Partnering:** Several “Remote” and “Part-time” senior roles have entered the market, including **HR Manager (Remote)** and **HR Advisor (Part-time)**, suggesting that employers are increasingly using flexibility to attract top-tier talent. --- #### **Roles No Longer Available (The Mid-Feb “Fill”)** The technical “process” roles that dominated early February have largely been secured. - **Process & Performance Fills:** The **Performance Process Lead** (CMS UK) and **People Operations Advisor** (Leidos) roles are now off the market, likely filled given their high applicant counts earlier this month. - **ER Specialist Shift:** The specific **ER Specialist** roles at GSA and Yugo from two weeks ago have been replaced by broader **People Partner** and **ER Advisor** roles, indicating a shift from purely case-handling specialists to more integrated advisory roles. - **Talent & Rewards Cleared:** The **Total Rewards Business Partner** (Alliance Pharmaceuticals) and **Talent Acquisition Partner** (Marlborough College) roles have also closed. --- #### **Competition & Applicant Hotspots** Applicant density is shifting towards senior strategic roles as professionals move for the new financial year. - **The “200 Club”:** The **Amazon ER Manager** role is currently the most sought-after HR position in the region with **Over 200 applicants**. - **High-Growth Partnering:** **Procentia’s Senior People Partner** role has attracted **138 applicants**, while the **Talent Acquisition Business Partner (West)** role at **Vinarchy** has reached **66 applicants** in a very short window. - **Top Employers:** The **Ministry of Defence**, **Dyson**, **Arup**, and **Hays** are the most active “big brand” recruiters in the region this week. --- Here is the link to the complete spreadsheet – [Latest HR Jobs](https://cmdrecruitment.com/wp-content/uploads/2026/02/20th-Feb-26-HR-Jobs.xlsx "20th Feb HR Jobs") **Categories:** Latest Jobs --- ### [2026 Recruitment Compliance: Is Your Temp Supply Chain At Risk?](https://cmdrecruitment.com/2026-recruitment-compliance-is-your-temp-supply-chain-at-risk) **Published:** February 24, 2026 **Author:** Dan Barfoot **Content:** **Quick Answer:** New 2026 compliance changes are increasing risk in temporary workforce supply chains, meaning businesses must review agency relationships, costs, and legal responsibilities to stay compliant. **Key Takeaways** - 2026 introduces new compliance risks across temporary workforce supply chains. - Changes to sick pay, wages, and employment law increase employer liability. - Businesses must improve visibility across recruitment and payroll processes. - Non-compliance can lead to financial, legal, and reputational damage. If your business relies on temporary talent to keep the wheels turning, 2026 is a turning point. Navigating recruitment compliance this year means dealing with multiple overlapping changes at once. Between the Employment Rights Act reforms, minimum wage increases, and shifting responsibilities within the labour supply chain, the risk profile for businesses using temporary staff is increasing. :contentReference\[oaicite:0\]{index=0} For many organisations, the key issue is no longer just hiring talent quickly. It is understanding where responsibility sits when something goes wrong. ## What’s Changed in 2026? Several regulatory shifts are happening simultaneously, and they all impact temporary staffing models. One of the biggest changes is the move toward greater accountability across the entire supply chain. Responsibility is no longer isolated to umbrella companies or payroll providers. Businesses and agencies are increasingly expected to demonstrate full compliance at every stage. This includes: - Worker classification and employment status - Holiday pay and wage compliance - [Statutory Sick Pay changes](https://cmdrecruitment.com/ssp-reform-new-sick-pay-rules/11502/), including day-one eligibility - Transparent contracts and working arrangements These changes mean that if there is a compliance issue anywhere in the chain, your business could still be exposed. ## The Hidden Risk in Your Temp Supply Chain Many SMEs assume that using an agency removes compliance risk. In reality, 2026 shifts that assumption. If your temporary workforce sits within a multi-layered structure involving agencies, umbrella companies, and payroll providers, visibility becomes critical. Without it, small gaps in compliance can go unnoticed until they become larger issues. Common risks include: - Incorrect worker classification - Non-compliant umbrella arrangements - Inaccurate holiday pay calculations - Failure to meet updated sick pay requirements These are not theoretical concerns. New enforcement approaches mean regulators are taking a more active role in reviewing labour supply chains. ## Cost Pressures Are Increasing Compliance changes are not just administrative. They also have a direct cost impact. The move to day-one Statutory Sick Pay, combined with wage increases, means the cost of temporary labour is rising. Businesses that have not reviewed their cost models may find themselves absorbing unexpected expenses. The key question for employers is simple: who is carrying the cost? Without clear agreements in place, that cost often lands with the end employer. ## Why Visibility Matters More Than Ever In 2026, compliance is no longer about ticking boxes. It is about having full visibility across your workforce supply chain. Businesses need to understand: - Who is employing the worker - How they are being paid - Whether deductions and benefits are compliant - Where liability sits if something goes wrong Organisations that lack this visibility face both financial and reputational risk. Those that build transparent, well-managed supply chains are in a much stronger position. ## What Good Looks Like in 2026 Strong businesses are already adapting their approach. They are reviewing agency partnerships, tightening compliance checks, and asking more detailed questions about how [temporary workers](https://cmdrecruitment.com/12-benefits-of-hiring-temporary-staff/1690/) are engaged and paid. They are also documenting decisions and ensuring contracts reflect the new regulatory environment. This is not just about avoiding risk. It is about building a more resilient and reliable workforce model. ## How CMD Recruitment Supports Compliance At CMD Recruitment, we work closely with businesses to ensure their temporary hiring strategies remain both effective and compliant. We provide clear guidance on supply chain structures, help clients understand where risk sits, and ensure candidates are engaged through transparent and compliant processes. As 2026 continues to reshape the recruitment landscape, having the right partner becomes increasingly important. If you are unsure whether your current setup is fully compliant, now is the time to review it. [Back to Blog](https://cmdrecruitment.com/blog/) ## Frequently Asked Questions ### What does recruitment compliance mean in 2026? It refers to ensuring all aspects of hiring, pay, and worker engagement meet updated UK employment laws and supply chain regulations. ### Why is temp supply chain risk increasing? New legislation and enforcement rules are placing more responsibility on employers to ensure compliance across the entire labour supply chain. ### How does this affect businesses using temporary staff? Employers must review agency relationships, costs, and compliance processes to avoid legal, financial, and reputational risks. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on [recruitment trends](https://cmdrecruitment.com/top-recruitment-trends-in-2025/10079/), hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Exclusive vs Contingent Recruitment for SMEs](https://cmdrecruitment.com/exclusive-vs-contingent-recruitment-for-smes-which-hiring-model-actually-works-b) **Published:** March 3, 2026 **Author:** Dan Barfoot **Content:** **Quick Answer:** Exclusive and contingent recruitment models offer different advantages—exclusive recruitment focuses on depth and quality for specialist hires, while contingent recruitment prioritises speed and volume for broader roles. **Key Takeaways** - Exclusive recruitment delivers higher-quality, targeted candidate searches. - Contingent recruitment increases speed through agency competition. - Choosing the right model depends on role complexity and urgency. - Many SMEs use a hybrid approach to balance speed and hiring quality. Hiring the right person can shape the future of a small business, yet the wrong approach can create months of disruption. In fact, the [cost of a bad hire](https://cmdrecruitment.com/hidden-costs-of-a-bad-hire/9896/) for a mid-level manager can reach **30% of their first-year salary and up to 200% for specialist roles**, which makes choosing the right recruitment model a serious strategic decision for SMEs in 2026. ## Understanding Recruitment Models: Exclusive vs Contingent Before choosing a hiring strategy, SMEs need a clear understanding of how these recruitment models operate. The structure of the partnership changes everything from candidate quality to hiring speed. Exclusive recruitment means we work closely with a single client on a specific role. Contingent recruitment, by contrast, involves multiple agencies competing to submit candidates. Both approaches can work well depending on the role, urgency, and talent availability. The key is matching the model to the hiring challenge. In 2026, SMEs increasingly treat [recruitment agencies](https://cmdrecruitment.com/how-a-recruitment-agency-can-help-your-business/2636/) as strategic partners rather than simple CV providers. That shift has made the exclusive model more attractive for complex roles. ## What Is Exclusive Recruitment and How Does It Work? Exclusive recruitment means an SME partners with one agency for a defined hiring assignment. We invest time in understanding the role, [company culture](https://cmdrecruitment.com/company-culture-explained/7828/), and long-term goals. This approach allows deeper research, targeted outreach, and market mapping. Instead of racing against competitors, recruiters focus entirely on finding the best fit. Many SMEs choose this model for leadership roles, specialist technical positions, or hires that shape company culture. It creates a collaborative partnership where the agency acts as an extension of the internal team. We also support companies across sectors including finance, HR, engineering, and IT. That industry knowledge often shortens hiring cycles significantly. ## What Is Contingent Recruitment? Contingent recruitment is the traditional agency model many SMEs recognise. Several agencies receive the same vacancy and compete to deliver the winning candidate. Payment is only made once a candidate is successfully placed. That structure can feel low-risk for small businesses managing tight budgets. This approach works best for roles with large candidate pools and fast hiring timelines. Examples include administration, customer service, and entry-level positions. However, competition between agencies can sometimes prioritise speed over depth. The first candidate submitted may win the race rather than the best long-term match. ![Infographic explaining exclusive vs contingent recruitment for smes: 3 key differences for SMEs.](https://outgoing-oyster-428.convex.cloud/api/storage/a8b02f98-2d2e-4086-9c91-c78d0633ac5d) This infographic highlights the three key differences between exclusive and contingent recruitment. It helps SMEs decide which model fits their hiring goals. ## Key Differences SMEs Should Know Before Choosing The biggest difference between the two models lies in commitment and depth of search. Exclusive partnerships allow recruiters to work strategically, while contingent models prioritise speed. For small businesses with limited hiring bandwidth, the right choice can save weeks of work. It can also improve retention once the role is filled. FactorExclusive RecruitmentContingent RecruitmentAgency RelationshipSingle dedicated partnerMultiple competing agenciesSearch DepthTargeted research and outreachDatabase and active applicantsBest ForSpecialist or leadership rolesHigh-volume hiringCandidate ExperienceConsistent communicationOften fragmented across agenciesUnderstanding these differences helps SMEs avoid wasted time and repeated hiring cycles. Did You Know? Retained or exclusive recruitment models maintain a success rate of nearly 95% thanks to dedicated search resources and detailed market mapping. Source: [JRG Partners](https://jrgpartners.com/how-do-success-rates-compare-between-retained-and-contingency-models/) ## Why Many SMEs Choose Exclusive Recruitment in 2026 SMEs today compete against larger corporations for the same talent pools. That means hiring requires stronger storytelling about company culture and opportunity. An exclusive recruiter can represent the employer brand consistently throughout the hiring process. This helps candidates see the long-term opportunity rather than just a job description. Exclusive recruitment also improves candidate engagement. Instead of multiple agencies presenting mixed messages, the process stays coordinated. That level of clarity is especially valuable when hiring in specialist sectors like finance or HR. ## When Contingent Recruitment Is Still the Right Choice Contingent recruitment remains valuable for many SMEs. When the goal is speed or volume hiring, multiple agencies can increase candidate flow quickly. This model works particularly well in roles with a broad labour market. For example, administrative or industrial positions often benefit from high-volume sourcing. Many businesses also combine both models. Leadership hires may be exclusive, while operational roles remain contingent. The key is aligning the hiring model with business priorities rather than using one approach for every role. ## Sector Examples: Sales and Engineering Hiring Different industries demand different recruitment strategies. Sales and engineering roles highlight how recruitment models can influence results. Sales positions often benefit from targeted searches. Cultural alignment and communication skills matter as much as experience. Engineering roles require deep technical knowledge and access to specialist networks. That is where a dedicated recruitment partner becomes particularly valuable. ## The Hidden Cost of Rushed Hiring for Small Teams Small businesses feel the impact of hiring mistakes much faster than large corporations. Every team member carries more responsibility. When recruitment processes rush or skip proper evaluation, productivity often suffers. This can quickly affect morale and operational efficiency. Did You Know? Managers spend 17% of their time supervising underperforming employees, often the result of rushed hiring decisions. Source: [Apollo Technical / Add-Victor](https://add-victor.com/the-real-cost-of-a-bad-hire-and-how-to-avoid-it/) For SMEs, that lost time can equal an entire working day every week. Choosing the right recruitment model helps reduce that risk. ## How Recruitment Partnerships Support SME Growth Recruitment works best when it becomes a partnership rather than a transaction. We work alongside our clients to understand culture, goals, and future hiring needs. That insight allows us to guide hiring strategies across departments. It also helps businesses prepare for growth before [talent shortages](https://cmdrecruitment.com/navigating-an-it-talent-shortage/9340/) appear. For example, companies expanding in the South West often rely on sector-specific recruiters to identify emerging talent pools. This approach helps maintain [hiring momentum even during competitive markets](https://cmdrecruitment.com/salary-benchmarking-competitive-market/10319/). ## How SMEs Can Decide Which Recruitment Model Fits Choosing between exclusive and contingent recruitment depends on the nature of the role. SMEs should evaluate urgency, role complexity, and candidate availability. A simple decision framework can help: - **Use exclusive recruitment** for specialist roles, leadership hires, or confidential searches. - **Use contingent recruitment** for high-volume hiring or entry-level roles. - **Combine both models** when hiring across multiple departments. Most importantly, choose a recruitment partner who understands your industry and culture. That partnership is often the difference between a good hire and a great one ## Conclusion Exclusive vs contingent recruitment is not about which model is universally better. It is about choosing the right approach for the role, the business stage, and the available talent pool. In 2026, many SMEs combine both strategies to balance speed with quality. Exclusive partnerships help secure specialist talent, while contingent recruitment supports rapid hiring. At the heart of every successful hire is collaboration. When businesses and recruiters work as one team, the result is more than a filled vacancy. It is a meaningful connection that helps companies and careers grow together. ## Frequently Asked Questions ### What does this topic mean? It refers to the difference between exclusive and contingent recruitment models and how SMEs choose the most effective hiring strategy based on role requirements. ### Why is this topic important? Choosing the right recruitment model helps businesses improve hiring quality, reduce costs, and avoid the risks associated with poor hiring decisions. ### How does this affect job seekers or employers? Employers can secure better talent through the right hiring approach, while job seekers may experience more structured or faster recruitment processes depending on the model used. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [The Temp Surge: Why Flexible Hiring Is Winning in 2026](https://cmdrecruitment.com/the-temp-surge-why-flexible-hiring-is-winning-in-2026) **Published:** March 10, 2026 **Author:** Dan Barfoot **Content:** **Quick Answer:** Flexible hiring is gaining momentum in 2026 as businesses turn to temporary and contract staff to access skills faster, reduce risk, and adapt to uncertain market conditions. **Key Takeaways** - Temporary hiring demand is rising across the South of England. - Businesses are using contract staff to manage uncertainty and workload spikes. - Experienced professionals are increasingly choosing interim roles for flexibility. - Speed of deployment makes temp hiring a strategic advantage in 2026. Something shifted in the regional hiring data this year that deserves more attention than it’s getting. The KPMG and REC UK Report on Jobs, released on 9 March 2026, shows the South of England’s Temporary Billings Index moving into growth territory for the first time in two years. The South has now outpaced the UK average. This matters because temporary hiring tends to move first. When businesses aren’t confident enough to commit to permanent headcount, but still have work to deliver, they don’t stop hiring. They just change how they hire. That’s what we’re seeing now. ## Why Temporary Hiring Is Growing Again There are a few forces converging at once. Cost pressure is still there. The Employment Rights Act changes, National Insurance increases, and general wage inflation all make permanent hires feel like a bigger commitment than they did two years ago. At the same time, demand hasn’t disappeared. Projects still need delivering. Teams still need covering. Growth hasn’t stopped, it’s just uneven. Contract and [temporary hiring](https://cmdrecruitment.com/12-benefits-of-hiring-temporary-staff/1690/) sits neatly in the middle of that. It gives businesses the ability to keep moving without locking themselves into long-term cost. ## The Quality Shift in the Temp Market There’s another change that’s less obvious, but just as important. The calibre of candidates in the temp market has moved. This isn’t just a pool of people between permanent roles. We’re seeing experienced [finance managers](https://cmdrecruitment.com/how-can-i-find-temporary-finance-jobs/11527/), operations leads, and project specialists actively choosing contract work. For some, it’s about flexibility. For others, it’s about rate. For many, it’s about variety and control over the type of work they take on. That changes the equation for employers. Hiring a contractor is no longer a compromise option. In many cases, it’s access to highly experienced talent who can deliver value immediately. ## What This Means for SMEs Right Now Q2 2026 is shaping up to be a genuine decision point. Businesses with work to do but cautious boards are caught between under-resourcing and overcommitting. Temporary and interim staffing is the obvious lever, but it’s still underused relative to where the demand actually sits. The most common mistake we see is leaving a temp requirement too late. By the time a business acknowledges it needs resource, the gap is already costing money. A qualified interim hired in April can have real impact by May. A permanent hire starting the same search in April won’t be producing independently until September at the earliest. Speed of deployment is the core advantage of contract staffing. Pair that with the current depth of the regional temp candidate market, and there’s a genuine opportunity here for businesses willing to move quickly. ## Interim and Contract Roles We’re Placing Right Now Demand across the South-West is particularly strong in: - [Finance](https://cmdrecruitment.com/disciplines/finance-recruitment-south-west/) and [accounting](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west/): interim FCs, management accountants, and payroll leads covering maternity, growth phases, or system implementation - [HR and people operations](https://cmdrecruitment.com/disciplines/hr/): project-based HR support for restructures, TUPE, and policy overhauls - Operations and supply chain: hands-on interim managers for businesses scaling or restructuring logistics - [Marketing](https://cmdrecruitment.com/disciplines/marketing-recruitment-south-west/) and digital: contract content, paid media, and campaign specialists for product launches or peak periods If you’re looking at a gap in one of these functions and you’ve been waiting to see how the year develops before committing, the data suggests you don’t need to wait. The candidate market is active. The timing is good. ## Why CMD Recruitment for Contract and Interim Hiring We’ve run a specialist temporary and contract division since we started. It’s not an afterthought or a bolt-on to our permanent service. We maintain an active network of interim professionals across the South-West, which means we’re not starting from scratch every time a brief comes in. If you’ve got a Q2 resourcing gap, now is the right time to have that conversation. [Back to Blog](https://cmdrecruitment.com/blog/) ## Frequently Asked Questions ### What does this topic mean? It refers to the increasing use of temporary and contract hiring as a strategic workforce solution in response to economic uncertainty and changing hiring needs. ### Why is this topic important? Flexible hiring allows businesses to stay agile, control costs, and access skilled professionals without long-term commitments. ### How does this affect job seekers or employers? Employers gain faster access to talent, while job seekers benefit from more flexible, project-based career opportunities with competitive rates. **Looking for your next career opportunity?** CMD Recruitment works with employers and candidates across Wiltshire, Bath, Bristol and the wider South West. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the Author** **CMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges and career advice to help professionals navigate the evolving job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Job Hugging: Why South-West Workers Are Staying Put](https://cmdrecruitment.com/job-hugging-why-south-west-workers-are-staying-put) **Published:** March 12, 2026 **Author:** Dan Barfoot **Content:** **Quick Answer:** Job hugging refers to employees choosing to remain in their current roles rather than moving to a new job. This trend is often driven by economic uncertainty, job security concerns, and a desire for stability in the workplace. **Key Takeaways** - Job hugging describes employees staying in their current job rather than moving roles. - Economic uncertainty can make workers prioritise job security. - Employers may see lower [staff turnover](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate/4024/) during periods of job hugging. - Professionals should still review long-term career opportunities. There’s a term doing the rounds in HR circles right now. **Job hugging**. It describes something recruiters across Bath, Bristol and the wider South-West have been seeing up close for the past eighteen months: people clinging to jobs they genuinely don’t want, because the alternative feels too risky. The cost of renting in Bristol has risen faster than wages three years running. Bath regularly tops national lists for housing unaffordability. So when a candidate is asked “what’s stopping you from making a move?”, the honest answer isn’t about career satisfaction. It’s about the mortgage stress test they couldn’t pass last year, or the landlord who just hiked their rent again. Job hugging is the labour market’s response to financial anxiety. And it’s creating a specific kind of stagnation in South-West SMEs. ## What Job Hugging Actually Costs Employers The obvious symptom is a shrinking [talent pool](https://cmdrecruitment.com/supporting-career-returners/9629/). Fewer active candidates. Slower fills. More pressure on whoever is still willing to move. But the less visible cost sits inside the business. When staff stay because they feel stuck rather than because they’re engaged, productivity takes a quiet hit. Resentment builds gradually. And when those employees do eventually leave, it’s often sudden, and frequently to a competitor who offered something they couldn’t say no to. The 2026 HR Disrupted series flagged job hugging as a primary barrier to talent mobility in high-cost regions, with Bath and Bristol named explicitly. It’s not a national problem. It’s a regional one, and it needs a regional answer. ## For Employers: You Can’t Recruit Your Way Out of This If your [hiring process](https://cmdrecruitment.com/identifying-the-best-candidates/7601/) relies on catching motivated movers at the exact moment they’ve decided to act, you’re working with a shrinking window. Job huggers don’t apply to job boards. They don’t respond to generic InMails. What shifts behaviour is reducing the perceived risk of change. That means: - Transparent compensation benchmarking shared upfront, not as a negotiation tactic at offer stage - Clear hybrid and flexibility arrangements communicated before interview, not discovered during onboarding - Realistic timelines that don’t leave candidates in a six-week vacuum wondering if they’re still being considered None of this is radical. It’s just deliberate. And in a market where talent mobility is suppressed, the employers who reduce friction will consistently outperform those who don’t. We work with SMEs across Wiltshire, Bath, Bristol, and Somerset to build hiring approaches that account for exactly this. If your vacancy has been open longer than it should have been, the job hugging trend might be part of the reason why. ## For Candidates: Moving Doesn’t Have to Mean Gambling If you’re in a job you’ve outgrown but you’re scared to leave, the fear is rational. We get that. The South-West housing market doesn’t reward risk. What most people don’t account for is the hidden cost of staying. Stalled salary growth. Missing the window on a role that would have changed the trajectory. Skills that plateau because there’s no new challenge. The candidates we place who’ve made moves in the past twelve months haven’t done it recklessly. They’ve done it with information. Knowing the market rate. Understanding what a probation period looks like and what protections exist. Getting clarity on hybrid patterns before accepting. A move made with eyes open isn’t a gamble. It’s a decision. We walk through all of that with every candidate we work with. That’s not a sales pitch. It’s just how we operate. ## The Bigger Picture for South-West SMEs Talent mobility in high-cost regions doesn’t recover quickly. Even as economic conditions shift, people’s risk appetite takes longer to follow. That means 2026 and likely 2027 will require more intentional employer positioning, not just better job ads. The businesses that will come out of this with stronger teams are the ones treating recruitment as a relationship-building exercise, not a transactional one. That means staying visible to passive candidates, communicating your culture consistently, and making the decision to join you feel like the least risky thing a strong candidate could do. We’ve been placing people across the South-West for years. We know who’s open to a conversation, even when they’re not shouting about it. If you’re a hiring manager trying to reach candidates the job boards aren’t surfacing, let’s talk. ## Frequently Asked Questions ### What is job hugging? Job hugging describes a workplace trend where employees remain in their current role rather than seeking new job opportunities. ### Why are workers choosing to stay in their jobs? Economic uncertainty, job security concerns, and the comfort of familiar workplaces can encourage employees to remain in their existing roles. ### Does job hugging affect recruitment? Yes. It can reduce candidate mobility and make recruitment more challenging for employers trying to attract experienced professionals. **Looking for your next career opportunity?** CMD Recruitment works with employers across the South West and wider UK to connect talented professionals with new opportunities. [Browse the latest job vacancies](https://www.cmdrecruitment.com/jobs/) or speak with one of our recruitment consultants today. **About the AuthorCMD Recruitment Career Team** This article was written by recruitment specialists at [CMD Recruitment](https://www.cmdrecruitment.com/), a UK recruitment consultancy supporting employers and candidates across Wiltshire, Bath, Bristol and the wider South West. The team regularly shares insights on recruitment trends, hiring challenges, and career advice to help professionals navigate the job market. *Reviewed by senior recruitment consultants at CMD Recruitment.* **Categories:** Advice --- ### [Working as a Contractor Through an Agency IR35](https://cmdrecruitment.com/working-as-a-contractor-through-an-agency-ir35) **Published:** December 19, 2022 **Author:** paul **Content:** There are many different ways that people can work as contractors. One way is to work through an agency. In this article, we will discuss the pros and cons of working as a contractor through an agency under the IR35 tax rules. ## What is IR35 and how does it affect contractors working through an agency? IR35 is a form of legislation that was introduced in the UK in 2000 and relates to tax treatment specific to contractors working through intermediaries, such as an agency. It requires contractors to pay the same tax and [National Insurance contributions as those individuals who are employed](https://cmdrecruitment.com/employers-national-insurance-increase/9615/) without offering them any of the same benefits or potential longer-term job security. Many large companies have come under scrutiny recently for misclassifying their contractors so they can take advantage of avoiding both IR35 legislation and associated taxes. With large companies trying to dodge the rules, it’s down to contractors to make sure they understand the implications. This can make things complicated for contractors who may not have full knowledge of this law, so it is always wise for them to seek professional advice before taking on any contract work. ![Agency staff editing photos](https://cmdrecruitment.com/wp-content/uploads/2022/12/How-can-you-ensure-that-youre-compliant-with-IR35-regulations.png) ## How can you ensure that you’re compliant with IR35 regulations? To ensure compliance with IR35 regulations, it’s important to understand the criteria for determining whether someone is an employee or an independent contractor. Factors that could be used to make this determination include control over the work; who supplies the equipment and materials; financial risk regarding profit or loss; and consideration of mutuality of obligation which assesses if there exists an ongoing relationship between the parties. Additionally, contracts should determine a clear payment schedule and should make use of other stipulations such as notices needed to terminate services to create clear boundaries between employer and employee. With these considerations in mind, companies can better assess a contractor’s status and ensure they are compliant with IR35 regulations. ## What are the consequences of non-compliance with IR35 rules? Non-compliance with IR35 rules can be costly, regardless of whether a business is an end client or intermediary. Companies who are found to be in breach of the legislation can expect HMRC (Her Majesty’s Revenue and Customs) to step in and take serious action. This might involve carrying out costly investigations, applying punitive fines and potentially launching criminal proceedings. As such, businesses should take extreme care when determining the status of their contractors as well as make sure they comply with all other aspects of the law governing payments to contractors. Taking steps such as ensuring that contracts are up-to-date, accurate and compliant will not only protect workers but also save time, money and legal difficulties for the business itself in the long run. ![HR going over paperwork with contractor](https://cmdrecruitment.com/wp-content/uploads/2022/12/How-can-you-minimise-your-risk-of-being-caught-by-IR35-legislation-changes.png) ## How can you minimise your risk of being caught by IR35 legislation changes? With the April 6, 2021 commencement of the new HMRC IR35 legislation for private sector businesses, many contractors need to be aware of the changes and how this impacts their working arrangements. The best way to minimise the risk associated with potentially falling into IR35 legislation is by taking active steps to ensure you are deemed as outside IR35 and able to work as a contractor without significant setbacks. This requires assessing whether or not each of your contracts would be considered a ‘disguised employment’ and if they do, then understanding what must be done in order to become compliant. Other factors which may affect your status include differences in shift patterns or regular fluctuating hours, having contracts come from more than one entity and whether or not you are integrated and supplied additional services to the end customer. In short, a thorough examination should be made for all current arrangements in order for the individual contractor or agency engaging them to ascertain their respective position when it comes to IR35. ## Is it worth using an umbrella company to avoid IR35 altogether? For many contract-based workers in the UK, IR35 can be a daunting prospect. It is important to understand if you are caught by the legislation and if it applies to your particular assignment(s). For those who believe they may fall under the scope of IR35, there have been questions raised as to whether using an umbrella company is worthwhile in avoiding its impacts altogether. While it is true that an umbrella company allows you to operate outside of the rules and regulations of the legislation, the resulting higher taxes, [national insurance](https://cmdrecruitment.com/national-insurance-changes-job-market/8920/) contributions and other financial costs may mean that this route isn’t always the most cost-efficient solution for certain contractors in terms of their bottom line. Ultimately, deciding whether or not choosing an umbrella deal will work out best for you or not depends on a number of factors; it is clear that what works for one contractor might not necessarily work for another. **Categories:** Advice --- ### [Increases to the National Minimum Wage (NMW) and National Living Wage (NLW)](https://cmdrecruitment.com/national-living-wage-set-to-increase) **Published:** February 24, 2023 **Author:** paul **Content:** On 17 November 2022, the UK Government announced increases to the National Living Wage (NLW) and National Minimum Wage (NMW). These will take effect from 1 April 2023. The increases aim to improve the standard of living for low-paid workers, ensuring that they receive a fair wage. With the current cost of living crisis, the timing of this couldn’t be better with many people struggling to pay bills or survive on universal credit. Pay increases will be awarded to many types of employees, including those who are employed full-time, part-time, temporary, or through an agency. Those who are under the age of 19 or in their first year of apprenticeship (and aged 19 or higher), will get a lower increase in pay based upon apprentice rates. ![Younger workers learning how the national minimum wage works](https://cmdrecruitment.com/wp-content/uploads/2023/02/How-does-the-national-minimum-wage-work.png) **New rates for National Minimum Wage** National Minimum Wage rates are divided into three categories based on age. The increased minimum hourly rate that employers are required to pay workers between the ages of 16 and 22 per hour is as follows: - 21-22-year-old: from £9.18 to £10.18 per hour (an increase of 10.9%) - 18-20-year-old: from £6.83 to £7.49 per hour (an increase of 9.7%) - 16-17-year-old: from £4.81 to £5.28 per hour (an increase of 9.7%) **New rates for National Living Wage** The National Living Wage which is the minimum hourly wage that employers are required to pay to workers who are 23 years old or older, will also increase from £9.50 to £10.42 per hour (an increase of 9.7%). Furthermore, in 2024, the minimum age threshold for the NLW will be lowered from 23 to 21 years old, so closing the gap between ages. You can learn more about the [differences between the NMW and NLW in our blog here.](https://cmdrecruitment.com/national-living-wage-increase-employer-guide/6320/ "Understanding the National Living Wage Increase: A Guide for Employers") These increases are expected to have a positive impact on low-paid workers, particularly in industries such as catering, retail, and social care, where many people are paid the minimum wage. The higher rates should also help address the issue of in-work poverty, which has been a growing concern in recent years. **The impact upon employers** However, some businesses may struggle to absorb the increased wage costs, particularly in sectors with already tight profit margins. This could lead to employers facing higher costs to run a business and having to make tough decisions, such as reducing staff hours, cutting jobs, or increasing prices paid by customers. ![How CMD Recruitment can help](https://cmdrecruitment.com/wp-content/uploads/2023/02/How-CMD-Recruitment-can-help.png) ## Here for you Our website is full of useful information and we are always available at the end of the phone if you wish to discuss anything recruitment related in more detail. For candidates – check out our [candidate downloads](https://cmdrecruitment.com/candidate-downloads-tmp/ "Candidate Downloads") and blogs for useful information. Alternatively, you can search for [suitable jobs here](https://cmdrecruitment.com/jobs). For clients – You can find full details of our disciplines and sectors here. [Get in touch](https://cmdrecruitment.com/contact/bath/) if you would like to discuss your staffing requirements with the team at CMD. No matter the size of your organisation, our expert help is available. You will find our contact details on our website should you wish to get in touch. **Categories:** Advice --- ### [What Does DEI Mean in the Workplace?](https://cmdrecruitment.com/what-does-dei-mean-in-the-workplace) **Published:** April 22, 2024 **Author:** paul **Content:** **Key Takeaways**Diversity, equity and inclusion (DEI) in the workplace refers to practices and principles that ensure varied representation, fair treatment and a culture of belonging so all employees can thrive. - Diversity means valuing differences in background, identity and perspective. - Equity ensures fair access to opportunities and support for all employees. - Inclusion creates an environment where everyone feels respected and able to contribute fully. - DEI aims to improve engagement, teamwork and organisational performance. - Leadership commitment and inclusive policies are key to embedding DEI effectively. Diversity in the workplace is no longer something that employers can ignore or pretend it doesn’t impact them. Companies risk reputational damage, poor productivity and high recruitment costs if they ignore the role diversity plays in their organisation. The first step to embracing a more diverse workforce is understanding what it means to have a diverse workforce. When we talk about diversity in the workplace, we often talk about DEI, or diversity, equity and [inclusion](https://cmdrecruitment.com/diversity-wins-how-inclusion-matters/). This is more than just a buzzword you might see on LinkedIn; it’s an approach to diversity that many companies place at the heart of their mission statement. Let’s explore this phrase in more detail. ![What is diversity, equity and inclusion?](https://cmdrecruitment.com/wp-content/uploads/2024/04/What-is-diversity-equity-and-inclusion.png) ## What is diversity, equity and inclusion? When companies want to explore their diversity policy, they are commonly encouraged to look at how they approach DEI. - Diversity refers to the makeup of your organisation and who you choose to hire, promote and fire. There are many benefits to a more diverse workforce, the most obvious being that you can enjoy a variety of perspectives. Diversity can refer to lots of things, including [diversity in age](https://cmdrecruitment.com/benefits-of-workplace-age-diversity/ "5 Benefits Of Age Diversity In The Workplace"), gender, ethnic background, sexual orientation, neurodiversity and physical ability. - Equity refers to how your employees are treated within an organisation. Contrary to popular belief, equal treatment isn’t the goal, equitable treatment is. Equity means that everyone is given fair treatment, depending on their circumstances. So, a worker with young children at home isn’t treated exactly the same as someone with no partner and no dependents, as these two people will have different needs and requirements. It would be fairer to treat them equitably, which means they are given equal opportunities based on their capabilities and limitations. - Inclusion means that everyone feels valued and important within the organisation. This helps to avoid the toxic practice of tokenism, whereby workers are promoted to positions to help tick diversity boxes, but then largely ignored once they get there. By making inclusion a part of your policy, you can ensure improved engagement at all levels of the organisation. **Equitable Opportunities** DEI practices help ensure fair access to opportunities and resources for every employee. **Inclusive Culture** An inclusive environment enables employees to feel respected, engaged and successful. ## Why is DEI so important? Company decision makers need to move away from the idea that DEI is something they can choose to include or ignore. DEI needs to be at the heart of your company strategy because of the widespread benefits it can bring. Put simply, companies that value diversity and make this a core part of their hiring and promoting strategy will enjoy better productivity. Diverse workforces make better decisions that are more aligned with those of their target customers. Workers are more engaged with their work and feel the value of their contribution. Managers find better support in their superiors and are more trusted by their teams. Companies can also enjoy improved staff retention, which helps to drive down recruitment costs. If companies are slow to adopt these policies, they run the risk of losing their best workers. There is also the reputational damage to consider. Companies that fail to address issues with diversity might find that talk about their company is largely negative, and this can make it even harder to find the best talent. In short, this isn’t something that companies can ignore any longer. It needs to be something that is hard coded into the foundations of new companies and implemented in existing companies so that it has the buy-in from all levels of the organisation. With so many [benefits on offer](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/), it makes good business sense to think about how diversity is impacting your organisation and if there is more you could be doing to create a more diverse workforce. Foster a workplace where all employees feel valued and supported — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment to attract diverse talent and strengthen your organisational culture. **Highlights** - Diversity explained - Equity in practice - Inclusion and belonging - Workplace culture - Employee engagement - Business benefits of DEI **FAQs** What does DEI stand for in the workplace?DEI stands for diversity, equity and inclusion — principles that help create fair, respectful and supportive work environments. Why is equity important?Equity ensures that all employees have fair access to opportunities and resources to succeed. How does inclusion benefit teams?Inclusion fosters a sense of belonging so employees feel valued, engaged and more productive. **Categories:** Advice --- ### [What is Gender Diversity in the Workplace?](https://cmdrecruitment.com/what-is-gender-diversity-in-the-workplace) **Published:** April 29, 2024 **Author:** paul **Content:** **Key Takeaways**Gender diversity in the workplace involves equitable representation and inclusion of all genders. It supports stronger decision-making, innovation and organisational performance by valuing diverse perspectives and experiences. - Gender diversity means fair representation of different genders at all organisational levels. - An inclusive culture encourages diverse voices and contributions. - Diverse teams can improve creativity and problem-solving. - Gender equity initiatives enhance employee engagement and retention. - Leadership commitment is key to meaningful progress. Diversity in the workplace is about more than just ticking a few boxes to meet your corporate responsibilities. When you truly embrace the benefits of diversity, you can enjoy increased productivity, a boost in team morale, and a healthy reputation as being one of the better places to work. When we talk about gender diversity, it can be easy to fall into common biases and patterns of thinking. Some people are quick to defend a workplace with poor gender diversity as being a result of an industry that is typically dominated by one gender more than another. Examples of this would be the prevalence of women in primary teaching roles and the dominance of men in [engineering](https://cmdrecruitment.com/disciplines/engineering/) roles. The lack of diversity in these workspaces is commonly down to gender stereotypes that are evident from a young age. The say “you can’t be what you can’t see” is very important when we talk about gender diversity. ![What is gender diversity and why is it important?](https://cmdrecruitment.com/wp-content/uploads/2024/04/What-is-gender-diversity-and-why-is-it-important.png) ## What is gender diversity and why is it important? Companies with poor gender diversity might fail to make decisions that are in the best interests of their customers. An example of this would be a male-dominated advertising agency that commonly creates campaigns that speak to their own male perspectives, but fail to take into consideration how women feel about specific topics. And when they attempt to guess at what women are thinking or feeling, the results fall flat. If you’re familiar with the Mad Men TV series, you’ll know all about the male dominated campaigns and how ideas would fall short when it came to advertising to women. It was only when a woman was allowed to join the copywriting team that the advertising agency was able to truly speak to the entire customer base. Mad Men was set in the 1960s to the 1970s, so you’d be forgiven for thinking that we’ve come a long way since this time. Sadly, this isn’t the case for a lot of industries. For a variety of reasons, some companies are still failing to address gender diversity issues at the heart of their organisations. This is not only to the detriment of their workers, but it can also be to the detriment of [productivity](https://cmdrecruitment.com/productivity-vs-pay/ "Productivity vs Pay") and innovation. Put simply, the less diverse your workplace, the less competitive you will be. TopicKey PointDefinitionGender diversity involves balanced representation and inclusion of all gender identities.BenefitsDiverse teams can enhance innovation, decision-making and performance.InclusionAn inclusive culture ensures all voices are heard and respected.Equity InitiativesPolicies and programs support fairness and reduce barriers.Leadership RoleLeader commitment drives meaningful cultural change.![How can organisations address gender diversity?](https://cmdrecruitment.com/wp-content/uploads/2024/04/How-can-organisations-address-gender-diversity.png) ## How can organisations address gender diversity? The first step in addressing gender diversity in the workplace is to ask some difficult questions. First things first, is gender diversity an issue for your industry as a whole, or is this a company specific issue? If the issue affects the whole industry, it’s time to ask if you are doing enough to ensure an equitable workplace for both men and women. If the issue seems isolated to your company, you need to ask difficult questions about why this might be the case. Understanding the reasons for gender diversity issues are often the first step in tackling them. **Balanced Representation**Ensuring gender diversity helps organisations benefit from a wider range of perspectives and experiences. **Inclusive Culture**An inclusive culture makes all employees feel respected and able to contribute to their fullest potential. ![Is it a recruitment or a retention issue?](https://cmdrecruitment.com/wp-content/uploads/2024/04/Is-it-a-recruitment-or-a-retention-issue.png) ## Is it a recruitment or a retention issue? You also need to look at where this problem is most prevalent. If you have poor gender diversity in the lower levels of your organisation, this indicates that it could be a recruitment issue. But if the issues are more prominent at management level, this indicates a staff retention problem. A lot of companies fall into the trap of deciding that they can’t be held responsible, because workers are leaving before they can be promoted to higher levels of management. But this is lazy thinking that misses the point. If workers are leaving before they can be promoted, you need to address why they aren’t sticking around. For women, it’s often a case that they don’t feel supported at different stages of their life. For example, they might not feel that the company will be supportive if they need to have time off to raise children. This will lead women to leave before they can be pushed out. And this means there will be fewer women available for promotion. This has a knock on effect as it means that young women joining the organisation don’t have any role models to look up to. And if you can’t see it, you can’t be it. This is just one example of how gender diversity can impact your company. Improve your workplace culture and attract diverse talent — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment to build a more inclusive and high-performing team. **Highlights** - Gender diversity defined - Inclusion culture - Team performance - Equity initiatives - Leadership support - Employee engagement **FAQs** What is gender diversity in the workplace?Gender diversity means ensuring fair representation and inclusion of individuals across different gender identities at all levels of an organisation. Why is inclusion important?Inclusion ensures that all employees feel valued, heard and able to contribute fully, boosting engagement and performance. How can leaders support gender diversity?Leaders can champion equitable policies, model inclusive behaviours and allocate resources to diversity initiatives. **Categories:** Advice --- ### [(CMO) Chief Marketing Officer Job Description](https://cmdrecruitment.com/cmo-chief-marketing-officer-job-description) **Published:** May 3, 2024 **Author:** paul **Content:** **Key Takeaways**The Chief Marketing Officer (CMO) leads the development and execution of marketing strategy, driving brand growth, customer engagement and value creation through innovative, data-driven initiatives. - CMOs shape and execute strategic marketing plans aligned to business goals. - They lead brand positioning, digital strategy and customer insight initiatives. - Strong leadership and cross-functional influence are essential. - Data-led decision-making enhances campaign effectiveness and ROI. - Collaboration with product, sales and executive teams drives impact. A chief marketing officer is a C-suite level executive responsible for the marketing strategy of a business. They are responsible for conducting market research, understanding what competitors are doing, and formulating a marketing plan that will cut through the noise. It goes without saying that a CMO needs to have extensive experience in all aspects of marketing. While they won’t be responsible for day-to-day [marketing](https://cmdrecruitment.com/disciplines/marketing/) campaigns, they will be responsible for assembling the teams that put these campaigns together. They will also determine the overarching strategy and how to allocate marketing budgets. ![What is the (CMO) Chief Marketing Officer?](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-is-the-CMO-Chief-Marketing-Officer.png) ## What is the (CMO) Chief Marketing Officer? The chief marketing officer is the highest ranking marketing officer within an organisation. They are responsible for determining the direction of the marketing plans. They will allocate budgets, hire teams and be accountable for the results. Marketing is a key part of generating revenue, so a lot rests on finding the right person for this role. The CMO often works closely with the CEO, as they need to be able to share the CEO’s vision for the future of the company with their ideal target customers. Being able to understand and capture this vision is essential for success. They will also have to assemble a team of marketing professionals. They will often hire a director or a series of directors to sit directly below them. Every marketing professional in the organisation is accountable to the CMO. TopicKey PointRole OverviewThe CMO leads marketing strategy to enhance brand value and customer engagement.Strategic PlanningDevelops and executes campaigns aligned with business objectives.Brand & EngagementFocuses on positioning, customer experience and long-term engagement.Data-Driven DecisionsUses insights to optimise performance and return on investment.CollaborationWorks with executives, sales and product teams to deliver impact.![Key responsibilities for a CMO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Key-responsibilities-for-a-CMO.png) ## Key responsibilities for a CMO The role of the CMO can broadly be split into four areas: driving revenue, driving growth, building teams and managing the brand and tone of voice. The responsibilities of the CMO could include tasks such as: - Market research and “listening” to the current trends - Devising the company marketing strategy - Allocating marketing budgets - Building marketing teams - Identifying areas of potential growth - Directing the brand identity and story - Integrating customer feedback into business strategy The CMO will commonly work closely with other [C-suite](https://cmdrecruitment.com/c-suite-recruitment/) executives to achieve these objectives. For example, they will have the support for the chief data officer to help turn customer data into actionable insight. They might also work closely with the chief financial officer to help turn marketing plans into financial projections. **Strategic Brand Leadership**CMOs shape brand direction and customer engagement to build long-term value and competitive advantage. **Insights-Led Performance**Leveraging data and insights helps deliver informed decisions and measurable outcomes. ![Desirable traits for a CMO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Desirable-traits-for-a-CMO.png) ## Desirable traits for a CMO The CMO needs to be a confident marketer. They will often cut their teeth in a director of marketing role before taking the next step into the C-suite. They are naturally creative and are able to control the brand story and tone of voice. They are also confident leaders and are able to inspire a whole team of marketing professionals to get behind the same message. They are also commercially aware, so they can see what is working for other organisations and what they should replicate, innovate or avoid. While creativity is key, they also need to be able to justify their activities as drivers of revenue and know when to cut their losses on an idea that is not translating into sales. And finally, they need to be confident [communicators](https://cmdrecruitment.com/communication-interview-questions-and-answers/ "Communication Interview Questions and Answers"). They will often need to justify and explain their activities to the CEO and CFO. Enhance your marketing leadership and talent acquisition strategy — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment to connect with visionary CMO candidates and drive growth. **Highlights** - Chief Marketing Officer role - Marketing strategy - Brand leadership - Customer engagement - Data-driven decisions - Cross-functional impact **FAQs** What does a CMO do?A CMO leads the strategic direction of marketing, focusing on brand development, engagement and performance of campaigns. Why is data important for CMOs?Data helps CMOs refine strategy, measure impact and optimise marketing activity for better ROI and results. How do CMOs collaborate across teams?CMOs work with sales, product and executive teams to ensure marketing initiatives align with wider business goals. **Categories:** Advice --- ### [CEO (Chief Executive Officer) Job Description](https://cmdrecruitment.com/ceo-chief-executive-officer-job-description) **Published:** May 8, 2024 **Author:** paul **Content:** **Key Takeaways**The Chief Executive Officer (CEO) is the highest-ranking executive responsible for setting organisational vision, driving strategic growth and leading overall performance across all functions. - CEOs establish and communicate strategic direction. - They oversee executive leadership and cross-department alignment. - Influential decision-making and stakeholder engagement are core responsibilities. - Strong leadership, communication and business acumen are essential. - Successful CEOs foster culture, innovation and long-term sustainability. At the head of every large organisation, we typically find the chief executive officer. This is the highest ranking executive within a company and they typically have complete oversight and the final say in all business decisions. In many cases, the CEO is also the founder of the company. It is their idea and vision brought to life, and they are rightly at the helm. The CEO is the vision and the driving force behind the company. As the person who makes all of the final calls, it’s essential that they are decisive and able to act on conflicting information from lots of sources. They also need to be effective communicators and very persuasive as they may need to convince investors that their idea is worth backing and reassure investors during times of change. ![What is the CEO (Chief Executive Officer)?](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-is-the-CEO-Chief-Executive-Officer.png) ## What is the CEO (Chief Executive Officer)? The chief executive officer is the decision maker for the whole business. One study found that 45% of company performance is influenced by the CEO. They make the final decisions and decide which direction to take their company in, based on the information given to them by their team of executives. This is a critical role for the success of a company, and stability in the CEO’s office is often an indicator of stability in the company. The CEO is responsible for delegating tasks. While they may have started out doing it all for themselves, as their company grows, they quickly learn that they are more effective when they delegate. They are often responsible for hiring the team around them, including the other [C-suite](https://cmdrecruitment.com/c-suite-recruitment/) executives. They can then lead on the knowledge and experience of their executive team to help inform key decisions in their business. TopicKey PointRole OverviewThe CEO leads the organisation’s strategic vision, culture and overall execution of business objectives.LeadershipCEOs provide direction and empower executive teams to deliver on priorities.Strategy DevelopmentThey shape long-term goals, competitive positioning and growth agendas.Stakeholder InfluenceEffective engagement with boards, investors and teams is critical.Organisational CultureCEOs influence culture, morale and organisational identity.![Key responsibilities for a CEO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Key-responsibilities-for-a-CEO.png) ## Key responsibilities for a CEO The role of the CEO is to run the company and make all final decisions on the direction and the strategic choices. Responsibilities could also include: - Overseeing the strategic direction of the company - Coordinating with executives to inform decision making - Engaging in media relations as the face of the company - Reporting to stakeholders and investors on the state of the company and being accountable to this group - Monitoring the company performance and course correcting if things aren’t going to plan - Sharing their vision and strategy with the company - Setting the tone for [workplace culture](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/ "What happens to company culture when your leadership team burnout?") **Vision & Direction**CEOs articulate the long-term mission and guide the organisation toward strategic goals. **Executive Influence**Their leadership impacts organisational effectiveness, culture and stakeholder relationships. ![Desirable traits for a CEO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Desirable-traits-for-a-CEO.png) ## Desirable traits for a CEO It goes without saying that the CEO needs to possess confidence in their ideas and their vision. They need to be effective communicators, so they can share ideas with their executive team and other stakeholders. They also need to be happy to be the face of the company and engage in important media relations. The CEO also needs to be an [effective leader](https://cmdrecruitment.com/common-leadership-interview-questions/ "6 Common Leadership Interview Questions") and be able to quickly gain the trust of their workers. They will be responsible for motivating the team to prioritise success from the top down, so they need to be able to engage with people at all levels of the organisation. Enhance your executive leadership pipeline — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment to connect with seasoned CEO talent and strategic leadership expertise. **Highlights** - Chief Executive Officer role - Strategic leadership - Cross-functional oversight - Stakeholder engagement - Organisational culture - Growth and sustainability **FAQs** What is the role of a CEO?A CEO sets strategic direction, leads executive teams and ensures organisational goals are met effectively and sustainably. What skills does a CEO need?Strong leadership, clear communication, strategic vision and stakeholder management are core competencies for a CEO. How does a CEO influence culture?Through leadership behaviours, communication and prioritising values, a CEO shapes the organisation’s culture and work environment. **Categories:** Advice --- ### [Video Interview: How to Make an Impression](https://cmdrecruitment.com/video-interview-how-to-make-an-impression) **Published:** May 10, 2024 **Author:** Dan Barfoot **Content:** **Key Takeaways**Making a strong impression during a video interview combines careful preparation, professional presentation and clear communication to showcase your suitability and confidence. - Test technology and environment before the interview. - Dress professionally and maintain good posture and eye contact. - Prepare concise, structured answers to common questions. - Use examples to demonstrate skills and achievements. - Follow up professionally to reinforce your interest. Are you preparing for a job interview? If so, you’re probably wondering what questions you’ll be asked and how to make a lasting impression. In this article, we will discuss interview questions, the STAR interview method, and tips to help you prepare and make a good impression during your next interview online or in person. ## Interview Questions Interview questions can vary depending on the job and the company, but there are common questions that you should prepare to answer. These questions may include “Tell me about yourself,” “Why do you want to work for this company?” and “What are your strengths and weaknesses?” ## The STAR Interview Method One way to prepare for interview questions is to use the STAR interview method. STAR stands for Situation, Task, Action, and Result. This method helps you provide specific examples of your [skills and experience to answer behavioral interview](https://cmdrecruitment.com/how-to-answer-organisational-skills-interview-questions/) questions. For example, if you’re asked to describe a time when you overcame a challenge, you would use the [STAR method](https://cmdrecruitment.com/steps-in-the-star-method/) to provide a detailed and relevant answer. ## Tips for Interview Preparation Preparing for an interview can be stressful, but there are ways to make the process easier. Here are some tips to help you prepare: - Research the company and the role you’re applying for. - Practice answering common interview questions and using the STAR method. - Dress appropriately and log in early for the interview. - Have any relevant documents handy, so that, if needed you can refer to them - Prepare questions to [ask at the end of the interview](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/). - Make sure you are in a quiet setting, and all hardware works ok. TopicKey PointTechnology SetupEnsure stable internet, good lighting and clear audio before starting the interview.ProfessionalismDress suitably and position yourself to convey confidence and engagement.CommunicationSpeak clearly, listen closely and use structured answers to convey competence.ExamplesUse real scenarios to show how your skills deliver results.Follow-UpSend a professional follow-up to reiterate interest and appreciation.![Good Questions to Ask in an Interview](https://cmdrecruitment.com/wp-content/uploads/2020/05/Good-Questions-to-Ask-in-an-Interview.png) ## Good Questions to Ask in an Interview Asking questions at the end of the interview is an opportunity to learn more about the company and the role. Here are some good questions to ask: - Can you describe the [company culture](https://cmdrecruitment.com/company-culture-explained/)? - What are the day-to-day responsibilities of this role? - What are the biggest challenges facing the company right now? - How does the company measure success? - What opportunities for professional development are available? - Is there any reason why I wouldn’t be suitable for the role? ## Real-Life Example Here is a real-life example of someone who used the STAR interview method to make a lasting impression: ### Example: Jane, a Marketing Coordinator Jane applied for a Marketing Coordinator role at a digital marketing agency. During the interview, she was asked to describe a time when she implemented a successful marketing campaign. She used the STAR method to provide a detailed answer, describing the situation, task, action, and result of the campaign. She also asked thoughtful questions about the company’s marketing strategy and culture, showcasing her interest and enthusiasm for the role. The company was impressed with her skills and experience and offered her the position. **Present with Confidence**Professional presentation and clear communication help candidates make a strong impression in video interviews. **Prepare Environment**A stable setup and distraction-free space support a seamless interview experience. ## Conclusion In conclusion, preparing for an interview requires research, practice, and a positive attitude. Use the STAR [interview method to provide specific examples of your skills](https://cmdrecruitment.com/soft-skills-interview-questions/) and experience. Dress appropriately, log in early, and bring relevant documents to make a good impression. Remember to prepare questions to ask at the end of the interview to show your interest in the company and the role. By following these tips and using the STAR method, you can make a lasting impression and increase your chances of landing the job. Remember, interview preparation is key to a successful job interview. Research the company and role, practice answering common interview questions, and use the STAR method to showcase your skills and experience. With the right preparation and a positive attitude, you can make a great impression during your next interview. Confidence comes from preparation, and employers notice candidates who are well-informed and genuinely engaged. Every interview is a learning opportunity—so stay focused, be yourself and keep improving. Good luck! **For more information and help, please review our guide:** ### [How to create a CV for Video.pdf](https://oliver-dev.s3.amazonaws.com/2020/04/27/12/56/14/508/How%20to%20create%20a%20CV%20for%20Video.pdf) Enhance your interview success and access tailored career opportunities — [register with us](https://cmdrecruitment.com/candidates/register-with-us/) to connect with roles that match your skills and professional goals. **Highlights** - Technology setup - Professional presentation - Clear communication - Structured responses - Skill demonstration - Post-interview follow-up **FAQs** How do I prepare my technology for a video interview?Test your internet connection, camera and mic beforehand, and choose a quiet, well-lit space. What should I wear?Dress professionally as you would for a face-to-face interview to convey credibility and respect. How can I follow up after a video interview?Send a short, professional message thanking the interviewer and restating your interest in the role. **Categories:** Advice --- ### [CFO (Chief Financial Officer) Job Description](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description) **Published:** May 10, 2024 **Author:** paul **Content:** **Key Takeaways**The Chief Financial Officer (CFO) is a senior executive responsible for financial strategy, risk management and performance oversight, playing a pivotal role in guiding organisational success and growth. - CFOs lead financial planning, reporting and risk governance. - They support strategic decision-making with financial insight. - Strong leadership and communication underpin success. - Professional qualifications and experience enhance credibility. - Collaboration with leadership teams drives business outcomes. All large corporations need someone to keep a close eye on the finances to make sure it all adds up. From ensuring compliance with local and international tax regulations, to assessing the strengths and weaknesses of the organisation’s operations, this is an essential role for the success of the business. The CFO works closely with the CEO to ensure their plans are viable. This essential role helps to keep a business afloat and ensures they can meet their financial obligations. If spending is getting out of control, it is the responsibility of the CFO to bring this under control and make difficult financial decisions. ![What is the CFO (Chief Financial Officer)?](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-is-the-CFO-Chief-Financial-Officer.png) ## What is the CFO (Chief Financial Officer)? The chief financial officer is a [C-suite level](https://cmdrecruitment.com/what-are-c-level-and-c-suite-positions/) executive responsible for the financial planning of an organisation. They work closely alongside the [CEO](https://cmdrecruitment.com/ceo-chief-executive-officer-job-description/ "CEO (Chief Executive Officer) Job Description") to ensure their plans can be achieved with their current financial situation. They also help to inform timelines for growth and development by sharing financial projections with relevant parties. Every member of the finance department will be accountable to the CFO. This is a wide reaching role that requires an individual with experience in everything from everyday accounting to investment and banking practices. They need to demonstrate excellent leadership skills to be able to take control of the company’s finances. TopicKey PointRole OverviewThe CFO manages financial planning, reporting and risk to support organisational goals.Strategic InputProvides financial insight to inform key business decisions.Leadership SkillsStrong communication, leadership and stakeholder management are essential.QualificationsProfessional credentials like ACCA, CIMA or CPA strengthen expertise.Collaborative InfluenceCFOs work with senior teams to align financial priorities with strategy.![Key responsibilities for a CFO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Key-responsibilities-for-a-CFO.png) ## Key responsibilities for a CFO The CFO will work closely with other C-suite executives like the CEO and the [chief marketing officer](https://cmdrecruitment.com/cmo-chief-marketing-officer-job-description/). They will control budgets for many departments, so it’s important to be able to be an effective and compelling leader. Other responsibilities include: - Financial planning and forecasting - Manage risk by assessing the opportunities and threats - Determining investment strategies - Managing the organisation’s funding strategies - Managing cash flow to ensure sufficient liquidity - Supervising all financial personnel - Oversee the company’s financial IT systems - Ensure compliance with tax requirements - Managing vendor relationships **Financial Leadership**CFOs provide financial direction that strengthens performance, governance and stakeholder confidence. **Strategic Business Insight**Their broad perspective supports decision-making and long-term organisational success. ![Desirable traits for a CFO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Desirable-traits-for-a-CFO.png) ## Desirable traits for a CFO The most obvious trait for the CFO is a head for numbers. It goes without saying that a CFO needs to have an accounting background and experience with company finances, including investments and international banking practices. They also need to be able to keep up with the latest developments in the financial sector. They need to be confident leaders, as they will need to inspire whole departments to get behind their financial plans. It could also mean leading through effective decision making, as cuts may need to be made, and this could make the CFO an unpopular figure. Another key trait of the CFO is the ability to foresee multiple outcomes. Financial forecasting can make or break a business through the ability to read market trends and see if financial strategies are likely to be successful or not. And finally, chief financial officers need to be technologically astute. They will be responsible for selecting the financial IT systems that the organisation uses. They will also be responsible for ensuring that all employees use this system correctly. Proper financial record keeping is not only good for business, it is also a regulatory requirement. Enhance your financial leadership and executive recruitment — connect with CMD Recruitment for [specialist finance recruitment](https://cmdrecruitment.com/disciplines/finance-recruitment-south-west/) support to attract senior CFO talent or progress your career. **Highlights** - Chief Financial Officer role - Financial strategy - Risk and performance oversight - Leadership influence - Qualifications and experience - Cross-functional impact **FAQs** What is the role of a CFO?A CFO oversees financial planning, reporting, risk management and contributes to strategic organisational decisions. Why are financial qualifications important?Professional qualifications like ACCA, CIMA or CPA provide technical competence and credibility in financial leadership. How does a CFO influence business strategy?By providing insight into financial performance, risk and opportunities, the CFO helps guide strategic planning and resource allocation. **Categories:** Advice --- ### [CTO (Chief Technology Officer) Job Description](https://cmdrecruitment.com/cto-chief-technology-officer-job-description) **Published:** May 13, 2024 **Author:** paul **Content:** **Key Takeaways**The Chief Technology Officer (CTO) leads technological innovation, shapes tech strategy and drives the development of scalable solutions that support business growth and competitive advantage. - CTOs define and execute technology vision aligned with organisational goals. - They lead development teams and manage technical architecture. - Strong problem-solving and strategic planning are essential. - Collaboration with cross-functional leaders enhances impact. - Innovation and emerging tech adoption drive competitive edge. In an increasingly data-driven world, the importance of finding the right chief technology officer (CTO) cannot be overstated. This C-suite executive role sits alongside the CEO to help turn objectives into reality using the technology available. The CTO is a highly technical role, but it also requires someone with an aptitude for leadership. The technology capabilities of a company can make or break its success. This is where the CTO can make considerable impact within an organisation. Hiring the right person for this role can help to streamline efficiency and remove barriers to productivity which can help everyone in the company to do their best possible work. ![What is the CTO (Chief Technology Officer)?](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-is-the-CTO-Chief-Technology-Officer.png) ## What is the CTO (Chief Technology Officer)? The chief technology officer is a fairly modern role that has evolved from the chief information officer. While the two often work closely together, they are often assigned to different areas of the business. The role of the CTO is to first understand the needs of the business. While it’s a highly technical role, it also requires the ability to listen and empathise with those in the organisation. From this position of empathy, the CTO then implements technological solutions to help streamline working processes and put everyone in a position to be able to do their best work. The CTO also needs to keep a close eye on the wider business objectives, which means they need to communicate effectively with the [CEO](https://cmdrecruitment.com/ceo-chief-executive-officer-job-description/ "CEO (Chief Executive Officer) Job Description"), the CMO and the [CFO](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description/ "CFO (Chief Financial Officer) Job Description"). TopicKey PointRole OverviewThe CTO sets and drives technology strategy to support innovation and scalability.LeadershipLeads development teams and nurtures technical talent.InnovationDrives adoption of emerging technologies and new solutions.CollaborationWorks with executives to align tech with broader business goals.Strategic ImpactSupports long-term growth through scalable tech solutions.![Key responsibilities for a CTO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Key-responsibilities-for-a-CTO.png) ## Key responsibilities for a CTO As part of their role, the CTO is responsible for aligning technology capabilities with business objectives. The role is typically concerned with four distinct challenges: innovation, people management, product development, and overseeing the technological architecture of an organisation. Within these distinct areas, key responsibilities could include: - Report on the current technology status, goals and progress - Align the technology resources with short and long term goals - Assist the [C-suite](https://cmdrecruitment.com/c-suite-recruitment/) to align technology goals with organisational objectives - Identify areas where technology could streamline and increase efficiency - Manage budgets and resource allocation for the technology department - Oversee the hiring and training of IT managers and the director of IT - Create and implement KPI tracking for IT and technology departments **Innovation & Growth**CTOs drive technological innovation that supports business expansion and competitive advantage. **Strategic Leadership**Strong technical and strategic leadership aligns technology plans with organisational goals. ![Desirable traits for a CTO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Desirable-traits-for-a-CTO.png) ## Desirable traits for a CTO As mentioned above, the CTO is a highly technical role, so proficiency and experience in planning and implementing large scale technology architecture is essential. That said, this is also a role concerned with gaining support, pushing for innovation and implementing new systems within an organisation. This means the C-suite level candidate needs to be an [effective communicator](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace/ "Why Good Communication is Essential in the Workplace"), able to gain support for their ideas, even from those who don’t necessarily understand the implications of the changes. CTOs also need to be realistic and pragmatic in their approach. They need to be able to deliver real world solutions that are on-budget and on-time. An appreciation for the role of the CFO is an excellent trait, as this suggests commercial awareness that will be invaluable to an organisation. And finally, the CTO also needs to be a good listener with the ability to see problems from a range of perspectives. Strengthen your technology leadership with [specialist IT recruitment expertise](https://cmdrecruitment.com/disciplines/it/) — explore how CMD Recruitment connects organisations with high-impact CTO and senior tech talent. **Highlights** - Chief Technology Officer role - Tech innovation - Strategic vision - Development leadership - Collaboration - Emerging technologies **FAQs** What does a CTO do?A CTO leads technology strategy, innovation and development to ensure solutions are scalable, secure and aligned with business goals. How does a CTO differ from a CIO?While both lead technology functions, a CTO focuses on innovation and product development, whereas a CIO centres on IT operations and systems strategy. What skills are essential for a CTO?Strong leadership, strategic planning, technical expertise and the ability to drive innovation are key skills for this role. **Categories:** Advice --- ### [CIO (Chief Information Officer) Job Description](https://cmdrecruitment.com/cio-chief-information-officer-job-description) **Published:** May 15, 2024 **Author:** paul **Content:** **Key Takeaways**The Chief Information Officer (CIO) leads technology strategy, oversees IT operations and drives digital transformation to support organisational goals and competitive advantage. - CIOs shape and execute technology and digital strategy. - They ensure secure, scalable IT operations and infrastructure. - Effective leadership supports innovation and business growth. - CIOs collaborate across functions to align technology with strategy. - Strong communication and change management are essential. The chief information officer (CIO) is a C-level executive role responsible for the people, processes and technology within an organisation’s IT department. When the position first emerged in the 1980s, IT was commonly seen as something separate and distinct for everything else within an organisation. Today, IT is at the heart of operations, which is why this C-suite executive role is so important. Managing the technology for an entire company is a formidable task that requires a strong leader with a solid understanding of how IT systems work. This role often sits alongside the chief technology officer (CTO) and may have a team of directors reporting to them. Like all [C-suite executive roles](https://cmdrecruitment.com/what-is-a-c-level-executive/ "What Is a C-Level Executive?"), the CTO reports to the CEO. ![What is the CIO (Chief Information Officer)?](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-is-the-CIO-Chief-Information-Officer.png) ## What is the CIO (Chief Information Officer)? The CIO plays a vital role within an organisation. This individual is responsible for overseeing procurement of all technology and software packages. Once their fellow C-suite executives tell them what they want to be able to achieve, the CIO will decide what technology they will need to achieve this. As companies shift to a hybrid working practice, the role of the CIO has become more complex. They are not only determining the IT infrastructure within a specific location, but they are also deciding how employees can access this IT infrastructure when they choose to work remotely. TopicKey PointRole OverviewThe CIO leads technology direction and digital transformation across the organisation.Technology StrategyDevelops and aligns IT strategy with business goals.OperationsEnsures secure, scalable IT infrastructure and services.LeadershipDrives innovation and builds high-performing IT teams.CollaborationWorks across functions to integrate technology and business priorities.![Key responsibilities for a CIO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Key-responsibilities-for-a-CIO.png) ## Key responsibilities for a CIO The CIO is a highly technical role, so it is ideally suited to someone with experience with a software engineering or a network engineering background. This is a [C-suite level](https://cmdrecruitment.com/what-are-c-level-and-c-suite-positions/) role, which means the individual needs to be a strong and effective leader, able to inspire change and influence decision making. Key responsibilities could include: - Managing the IT infrastructure of an organisation - Responding to company needs to implement hardware and software upgrades - Approving the purchase of new technology and equipment - Ensuring staff are trained to use the technology and equipment effectively - Setting objectives and standards for the IT department - Maintaining relationships with IT suppliers - Working closely with the [chief technology officer](https://cmdrecruitment.com/cto-chief-technology-officer-job-description/ "CTO (Chief Technology Officer) Job Description") to make strategic decisions **Tech-Driven Leadership**CIOs drive organisational success through forward-looking technology strategy and leadership. **Aligned Innovation**Collaborating across teams ensures technology delivers value and supports business objectives. ![Desirable traits for a CIO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Desirable-traits-for-a-CIO.png) ## Desirable traits for a CIO This is a highly technical role, but it is also one that requires effective leadership and strong aptitude for financial planning. It is a collaborative role that will work closely with the CEO to help make key decisions about the company’s IT infrastructure. Some companies choose to combine this role with the Chief Technology Officer role to give one person greater oversight, while others will want to see these 2 individuals working closely together. To succeed in this role, a person needs to be well versed in information technology, including past, present and future solutions. They need to have their finger on the pulse of the latest developments to ensure they can stay ahead of the curve. They also need to be an effective leader and able to inspire individuals at all levels of the organisation to use the IT provisions available to them in order to increase [productivity](https://cmdrecruitment.com/productivity-vs-pay/ "Productivity vs Pay"). Enhance your technology leadership or secure senior IT talent — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to connect with exceptional CIO candidates and career opportunities. **Highlights** - Chief Information Officer role - Technology strategy - IT leadership - Digital transformation - Cross-functional alignment - Secure systems governance **FAQs** What does a Chief Information Officer do?A CIO sets and delivers technology strategy, oversees IT operations, and drives digital transformation aligned to business goals. Why is technology strategy important?Technology strategy ensures IT investment supports growth, resilience and competitive advantage. How do CIOs support innovation?By fostering a culture of experimentation and leveraging emerging technologies to improve services and outcomes. **Categories:** Advice --- ### [COO (Chief Operating Officer) Job Description](https://cmdrecruitment.com/coo-chief-operating-officer-job-description) **Published:** May 17, 2024 **Author:** paul **Content:** **Key Takeaways**The Chief Operating Officer (COO) is a senior executive responsible for driving operational excellence, leading cross-functional teams and translating strategy into efficient business outcomes. - COOs oversee daily operations and ensure strategic goals are executed effectively. - Strong leadership and cross-department collaboration are essential. - Operational efficiency, process improvement and performance metrics are core focuses. - COOs act as a bridge between strategy and execution. - Understanding organisational priorities and culture supports success. Operating as a conduit between all of the key components of an organisation, the chief operating officer role is essential for success. This role is often considered to be the right hand of the chief executive officer, providing business and administrative oversight to ensure that nothing is overlooked. This role requires someone with a meticulous approach and a keen eye for details. The COO has their hand in all areas of the business, overseeing everything from HR to financial planning. They not only bring leadership and organisation to the [C-suite](https://cmdrecruitment.com/c-suite-recruitment/), but they also bring their own vision and innovative approach, helping to implement policies that will streamline the organisation. ![What is the COO (Chief Operating Officer)?](https://cmdrecruitment.com/wp-content/uploads/2024/05/What-is-the-COO-Chief-Operating-Officer.png) ## What is the COO (Chief Operating Officer)? The chief operating officer is a senior member of the C-suite, which is the highest level of management within an organisation. The COO often sits alongside the [CEO](https://cmdrecruitment.com/ceo-chief-executive-officer-job-description/ "CEO (Chief Executive Officer) Job Description") to help bring operational insight to the C-suite. Where the CEO is a thought leader and the founder of the company, the COO is commonly a highly experienced executive who is often able to guide and advise a less experienced CEO. The COO often helps to ensure that operations are aligned with strategic goals. They commonly handle the internal affairs of the company, which could include compiling and sharing financial reports, shaping the company’s vision and mission, and ensuring everyone has the support they need to be able to do their best work. The COO also helps to keep the CEO and other stakeholders in the loop by compiling internal financial reports. TopicKey PointRole OverviewThe COO leads operations, ensuring strategic objectives are implemented efficiently.LeadershipStrong people leadership and cross-functional influence are key.Operational FocusCOOs optimise processes and manage performance metrics.Strategy DeliveryThey translate strategic goals into operational action plans.Cultural AlignmentUnderstanding company culture enhances collaboration and execution.![Key responsibilities for a COO](https://cmdrecruitment.com/wp-content/uploads/2024/05/Key-responsibilities-for-a-COO.png) ## Key responsibilities for a COO The COO sits alongside the CEO and provides oversight into the organisational structure. This includes everything from HR to finance. This role is commonly seen as the mediator between different branches of the executive team. They will often have a background in business [administration](https://cmdrecruitment.com/disciplines/administration/) and might work their way into the role after working as a director of operations. Key responsibilities as a COO could include: - Overseeing daily internal operations, including HR and business administration - Supporting the CFO with financial planning that is aligned with company objectives - Preparing and delivering reports to CEO and stakeholders on company performance - Leading staff to help increase productivity and [sales](https://cmdrecruitment.com/disciplines/sales/) - Mentoring employees to ensure the company vision is evident throughout the organisation - Implementing policies and procedures that uphold the standards of the organisation **Driving Operational Excellence** COOs ensure the organisation functions smoothly and achieves strategic objectives through efficient execution. **Leadership & Collaboration** Success in this role depends on cross-functional influence and strong team leadership. ![](https://cmdrecruitment.com/wp-content/uploads/2024/05/Desirable-traits-for-a-COO.png) ## Desirable traits for a COO The COO role is no doubt a role for someone with impeccable attention to detail, but they also need to be a highly effective leader. They need to be able to absorb the company vision and share this with individuals at every level of the organisation. They are also essential for feeding performance information back up the ladder to help keep the CEO informed and to keep other stakeholders and investors happy. The COO is commonly found within the organisation, as they will need to have in-depth knowledge of how things work. They might be promoted from a director of operations or vice president of operations role. Enhance your executive team or explore senior operational leadership opportunities — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) or [register with us](https://cmdrecruitment.com/candidates/register-with-us/) to connect with top COO talent and career paths. **Highlights** - Chief Operating Officer role - Operational leadership - Cross-functional collaboration - Strategic execution - Process optimisation - Performance measurement **FAQs** What does a COO do?A COO oversees daily operations, driving performance, efficiency and execution of strategic goals. Which skills are key for a COO?Strong leadership, operational insight, collaboration and strategic thinking are essential for this role. How does a COO work with other executives?COOs collaborate with CEOs, CFOs and senior leaders to align operations with organisational strategy and performance goals. **Categories:** Advice --- ### [Top Tips to Success in the Workplace](https://cmdrecruitment.com/top-tips-to-success-in-the-workplace) **Published:** May 20, 2024 **Author:** Dan Barfoot **Content:** **Key Takeaways**Success in the workplace is built on strong interpersonal skills, a proactive mindset, and continuous personal and professional development. - Communicate clearly and respectfully with colleagues. - Be reliable, accountable and proactive in your role. - Embrace feedback and commit to ongoing improvement. - Build positive working relationships with your team. - Stay adaptable and open to change and learning. If you want to achieve the best success in work, then we have some simple and effective tips to help you achieve – read on to find out more! Achieving success in the workplace can feel like an abstract idea, especially when the majority of employees want to achieve the same thing. However, if you want to do well so that you can move onwards and upwards, then take a look at our tips and use them to help you get to where you want to go. ### Find Development Opportunities in Everything Development in the workplace does not just need to come from CPD courses or [training sessions](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/). In fact, there are plenty of opportunities for growth every day you head into work. From shadowing to mentoring and courses to one to one sessions, you can learn more than you had ever considered by being open to development. Take the time to take to your manager about your strengths and weaknesses and, with their support, make a personal plan for development that will help you achieve the career goals you have set yourself. TopicKey PointCommunicationCommunicate respectfully and effectively with colleagues.ProactivityTake initiative and show accountability in your work.RelationshipsBuild positive connections with teammates and leaders.FeedbackWelcome constructive feedback to grow professionally.AdaptabilityStay flexible and open to change and learning.### The Only Stupid Question is the One You Don’t Ask! Lots of employees feel that asking questions makes them look inept, but in reality, the opposite is true! Whether you are new to the job or have been there for many years, taking the time to ask questions and develop your understanding will help you gain valuable knowledge and make you better at your job. Plus, when you have a better working knowledge of the business that is being done, you will look more capable in meetings and be a bigger and better part of the team. ### Meet with Your Manager Regularly You may be tempted to swerve a one to one with your manager, but taking the time to attend regular sessions with your manager will help you to improve your [performance](https://cmdrecruitment.com/productivity-vs-pay/) and share any concerns you have rather than letting them fester. Plus, when your manager is aware of what your goals are, then you are far more likely to achieve success – they will help you to plan and can even suggest suitable training options as they arise. **Embrace Feedback** Welcoming constructive feedback supports ongoing growth and performance improvement. **Build Connections** Strong workplace relationships enhance collaboration and job satisfaction. ### Enjoy Your Time Away from Work No matter how invested you are in your career, a healthy work-life balance is vital to your success. Many people work too hard for too long and then suffer devastating career burnout that destroys everything they have been working towards. Make sure that you take your lunch break away from your desk and ensure that time outside of work is spent enjoying what life has to offer. Ultimately, a good work-life balance will make you a better employee in the long run. ### Be True to Yourself When you are in a job, it can be easy to be swept along with the crowd. Resisting this will allow you to make more friends in the office that respect you for your integrity as well as helping you to progress. When you are asked for your opinion or ideas, always be willing to share what you think or feel rather than letting the ideas and opinions of others sway you. The result of this openness and honesty will be a fruitful career in a company that respects who you are and what you bring to the board table. Success doesn’t happen overnight, but with the right mindset, consistent effort and a clear plan, you can stand out and progress in your career. Whether you’re aiming for a promotion, new responsibilities or a complete [career shift](https://cmdrecruitment.com/career-change-at-40-ideas/), applying these tips will help you stay focused and proactive. Remember, your growth is in your hands, so take the initiative, stay adaptable and don’t be afraid to ask for support along the way. Your next professional milestone could be closer than you think. Enhance your career development and discover rewarding opportunities — [register with us](https://cmdrecruitment.com/candidates/register-with-us/) to access tailored job matches and personalised support from CMD Recruitment. **Highlights** - Clear communication - Proactive attitude - Positive relationships - Feedback and growth - Adaptability - Professional integrity **FAQs** How can I improve communication at work?Listen actively, clarify expectations and speak respectfully to colleagues at all levels. Why is adaptability important?Being open to change allows you to respond well to new challenges and opportunities. How does building relationships help success?Strong working relationships foster collaboration, trust and a positive work environment. **Categories:** Advice --- ### [5 Benefits of Having a Permanent Workforce](https://cmdrecruitment.com/permanent-workforce-benefits) **Published:** May 23, 2024 **Author:** paul **Content:** **Key Takeaways**Maintaining a permanent workforce delivers stability, institutional knowledge and long-term growth, helping organisations build stronger teams and cultures while enhancing performance and commitment. - Permanent employees contribute deep company knowledge and consistency. - Long-term employment can boost morale and staff engagement. - Stable teams support strategic planning and operational efficiency. - Permanent roles often attract higher-calibre candidates. - Investing in people strengthens culture and retention. Since the pandemic, there have been changes in hiring practice, including a shift towards bringing workers in-house on permanent contracts. The fragility of the workforce meant that employers had to compete on wages if they didn’t have a permanent team in place. This allowed contractors to drive up prices and secure impressive salary hikes. To counter this, employers are now moving towards permanent, fixed-term contracts. This offers some reassurance for employees, but also some distinct benefits for the employers. The bottom line is that – which a permanent workforce might cost more upfront in staffing costs – the long-term benefits of this arrangement will always be increased productivity and profitability. In this guide, we’re looking at five common reasons you might consider moving towards a permanent workforce. ![Skills and experience retention](https://cmdrecruitment.com/wp-content/uploads/2024/06/Skills-and-experience-retention.png) ## 1. Skills and experience retention It pays to have workers who are familiar with your company and its processes. The only way to achieve this is with a permanent workforce. This allows you to create management structures that operate with minimal interaction from those at the top. You get to nurture skills and retain experience within your company. [High staff turnover](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate/) is often a reason for sky high recruitment costs, so it makes sense to do everything you can to retain skills and talent once you’ve spent the time and money finding it. A permanent workforce also allows you to recognise promising young talent and nurture this, which can be more cost-effective than having to hire more senior employees. ## 2. Return on training investment Training your employees is money down the drain when they are destined to take their experience elsewhere at the end of their contract. And not training your employees is rarely an option, as this means you’ll have clear [skills gaps](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/) within your organisation. Employees are also more likely to take training seriously when they know that it could contribute towards [career progression](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/ "Knowing When You are Ready for the Next Step in Your Career") within your company. If they know they are only on a short-term contract, they might be unwilling to engage with the training programme. TopicKey PointConsistencyPermanent teams provide continuity that supports business operations.Morale & EngagementLong-term roles often improve employee satisfaction and loyalty.Strategic PlanningStable workforces enable better forecasting and growth planning.Talent AttractionPermanent roles often appeal to highly skilled professionals.RetentionInvestment in staff builds loyalty and reduces turnover.![Employee loyalty](https://cmdrecruitment.com/wp-content/uploads/2024/06/Employee-loyalty.png) ## 3. Employee loyalty Fostering a sense of employee loyalty within your workplace offers some unique benefits. They will feel a sense of affinity with the brand and are less likely to take their skills and training to your competitors. Employees are also more invested in their work and more likely to go the extra mile when they feel connected to their employer. Without a long-term contract, employees might struggle to feel a sense of loyalty towards your company. Remember that this is a transaction, and employees enjoy security in exchange for loyalty. ## 4. Improved reputation A permanent workforce will help to drive down staff turnover and boost your company reputation. Happy employees are more likely to speak kindly about your company in their social circles. And those that feel a sense of loyalty to their employer will be less likely to bad mouth your company when they naturally move on to new opportunities. If they are struggling with a sense of security in their employment situation, this can turn into ill-feeling towards their employer, and this can lead to bad reviews and a bad reputation for being an unfair employer. **Stability Builds Strength**A stable permanent workforce supports efficient operations, deep organisational knowledge and strategic continuity. **Engagement & Loyalty**Long-term roles often enhance morale, engagement and retention among employees. ![Establish company culture](https://cmdrecruitment.com/wp-content/uploads/2024/06/Establish-company-culture.png) ## 5. Establish company culture High staff turnover will make it difficult to establish any kind of company culture. While not essential, [company culture](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/ "What happens to company culture when your leadership team burnout?") is often seen as part of your branding. When you have new employees leaving every week, it can make your workplace feel hollow and soulless. By hiring a permanent workforce, you’ll establish traditions, principles and be able to nurture a sense of belonging that contributes to employee happiness. Once established, company culture is self perpetuating, as established employees will carry the torch to be passed on to new employees. ## Closing thoughts As you can see, there are many benefits to hiring a permanent workforce. The theme that runs through all of these points is the idea of employee happiness. And employers know that happy employees are nearly always more productive. If you want to boost productivity and profitability, hiring a permanent workforce is the way forward. It will help you to get the most out of your training budget, attract the best talent and nurture potential. Employees will enjoy a sense of security and belonging, and this will turn into a sense of loyalty towards their employer. Enhance your team’s long-term performance — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment to attract and retain highly skilled permanent professionals. **Highlights** - Workforce stability - Staff engagement - Strategic planning - Knowledge retention - Attracting talent - Organisational culture **FAQs** Why invest in a permanent workforce?A permanent workforce enhances stability, culture and long-term performance across the organisation. How do permanent roles impact retention?Offering permanent positions often increases loyalty and reduces turnover by fostering commitment and engagement. Do permanent roles attract top talent?Yes — highly skilled professionals often prefer stability, career progression and benefits associated with permanent employment. **Categories:** Advice --- ### [Evaluation of Cognitive Interview](https://cmdrecruitment.com/evaluation-of-cognitive-interview) **Published:** May 27, 2024 **Author:** paul **Content:** **Key Takeaways**Evaluating cognitive interviews helps employers understand a candidate’s thinking, problem-solving and decision-making, providing deeper insight than traditional interview methods. - Cognitive interviews focus on thought processes and reasoning. - They reveal how candidates approach complex situations. - Structured evaluation improves consistency. - Scoring against criteria supports objective decisions. - Insights aid in hiring for roles needing strategic thinking. The cognitive interview technique is one typically reserved for law enforcement, but recruiters can make the most of this interview style in order to extract valuable information from candidates. If you are concerned that candidates are offering rehearsed answers based on what they think you want to hear, you can extract more honest and candid answers using the cognitive interview technique. ## How does the cognitive interview work? The cognitive interview will typically include situational questions, which usually start with the phrasing “can you tell me about a time when…”. To help extract more information from the candidate, you change the structure of the question and ask them to recall specific things. For example, you might ask them to recall the information in a different order, from the perspective of someone else, or to examine what was going on on the periphery. This technique works by encouraging candidates to recall genuine details about the event, not just rehash what they think you want to hear. What details they choose to share can be very revealing about what really motivates them. TopicKey PointEvaluation PurposeTo assess reasoning and cognitive skills beyond resume qualifications.Structured ScoringUse consistent criteria to compare candidates objectively.Insight GenerationEvaluation reveals how candidates solve problems and make decisions.Comparative FairnessStructured assessment reduces bias in candidate comparisons.Role ApplicationParticularly valuable for strategic, analytical and leadership roles.![How to evaluate the cognitive interview](https://cmdrecruitment.com/wp-content/uploads/2024/06/How-to-evaluate-the-cognitive-interview.png) ## How to evaluate the cognitive interview First and foremost, you need to get clear on what you are hoping to achieve with this interview technique. Before you can evaluate the candidate’s performance, you need to understand what you are hoping to get out of it. Next, create an evaluation matrix so that you can compare candidates’ answers. When moving into more abstract interview styles, it’s vital that you have a way to record the answers in a coherent way. There may be vital pieces of information that you are trying to get out of candidates, such as how they really cope in stressful situations, or what they value the most when determining the success of a project. **Objective Candidate Insight** Structured cognitive evaluations help reveal how candidates think and make decisions in complex scenarios. **Fairer Comparisons** Using scoring criteria supports more objective and consistent hiring decisions across candidates. ![Benefits of the cognitive interview technique](https://cmdrecruitment.com/wp-content/uploads/2024/06/Benefits-of-the-cognitive-interview-technique.png) ## Benefits of the cognitive interview technique Perhaps the main benefit is the ability to gain a better understanding of what the candidate notices, recalls and values about a situation. This may offer powerful insight into how they really perform and what [motivates them in the workplace](https://cmdrecruitment.com/ways-increase-motivation-workplace/). This interview style can also assess their ability to see things from another perspective and to truly understand the nature of their work. ## Limitations of the cognitive interview When choosing the cognitive interview technique, you need to be aware that it has some limitations. The most common issue is that it can cause candidates to recall information incorrectly. The pressure to perform may lead candidates to say anything to move forward with the interview. Some candidates will also freeze with this type of interview style. It’s not suited to all candidates, particularly those who prefer more traditional interview questions that will enable them to prepare answers. Once they are asked to move away from this predictable style, it can make it difficult for some candidates to relax. With this in mind, the cognitive interview technique should always be used alongside more traditional interview styles so that you get a broad view of the candidate’s abilities. Enhance your decision-making with smarter candidate insight — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to partner with CMD Recruitment and improve your evaluation process for strategic hires. **Highlights** - Cognitive interview evaluation - Candidate reasoning - Structured scoring - Objective assessment - Decision-making insight - Strategic role fit **FAQs** What is the purpose of evaluating a cognitive interview?The aim is to assess how candidates think, reason and solve problems, providing deeper insight beyond technical experience. How does structured scoring help?Scoring against clear criteria improves fairness and consistency when comparing candidate evaluations. For what roles are cognitive evaluations most useful?They are especially valuable for roles requiring analysis, strategy and high-level decision-making. **Categories:** Interviews --- ### [How to Become Chief Financial Officer](https://cmdrecruitment.com/how-to-become-chief-financial-officer) **Published:** June 3, 2024 **Author:** paul **Content:** **Key Takeaways**Becoming a Chief Financial Officer (CFO) requires strong financial expertise, leadership ability and strategic vision to drive organisational growth and financial performance. - Build deep experience in finance, accounting and strategic planning. - Develop leadership skills to influence senior stakeholders. - Pursue professional qualifications such as ACCA/CIMA/CPA. - Understand business operations beyond finance functions. - Networking and mentorship can accelerate career progression. Those with a head for numbers and the drive for success might consider working their way to the top of an organisation as the chief finance officer. This role will enable you to shape the key financial decisions and investments made by a company to help put them on a track for success. This role comes with incredible rewards, as you’ll be leading the charge for all of the financial decisions, supporting the chief executive officer in their day-to-day decision making. It goes without saying that only the top dogs get to take home the CFO crown. Even within startups where young and inexperienced founders take on roles in the C suite, the chief financial officer role is nearly always outsourced to someone more experienced to help guide the ship. In this blog, we’re looking at what it takes to become a chief financial officer and what groundwork to put down now if you’d like the aim for this role in your career. ![What is a chief financial officer?](https://cmdrecruitment.com/wp-content/uploads/2024/06/What-is-a-chief-financial-officer.png) ## What is a chief financial officer? The chief financial officer is the financial decision maker in the C suite. They are the highest ranking member of the executive board with a specific focus on the financial operations of a company. They drive strategic growth by managing things like investment, funding and day-to-day finances. They will advise the [chief executive officer (CEO)](https://cmdrecruitment.com/ceo-chief-executive-officer-job-description/ "CEO (Chief Executive Officer) Job Description") and work alongside other C suite executives such as the chief marketing officer and chief technology officer to make strategic decisions about spending and budgets. It is a very senior role with a lot of responsibility. There aren’t many CFO roles available, and not everyone who works in finance is suited to this type of position. Alongside sound financial decision making, the candidate also needs to be highly persuasive. They need to be able to gather support for a company and convince investors that they can expect to see a return on their investment. As this is such an important role, companies will spend a long time looking for the right fit. It’s not just about having good financial judgement, you also need to have incredible enthusiasm, you need to be trustworthy, and you need to be able to convince others that your ideas have weight. TopicKey PointRole OverviewA CFO leads financial strategy, reporting and risk management for an organisation.Core SkillsExpertise in finance, leadership and strategic thinking are essential.QualificationsProfessional certifications (e.g., ACCA, CIMA) strengthen credentials.Business InsightUnderstanding operational areas beyond finance adds value.Network & MentorshipRelationships and guidance support career advancement.![Qualifications required to become a CFO](https://cmdrecruitment.com/wp-content/uploads/2024/06/Qualifications-required-to-become-a-CFO.png) ## Qualifications required to become a CFO Most [chief financial officers](https://cmdrecruitment.com/cfo-chief-financial-officer-job-description/ "CFO (Chief Financial Officer) Job Description") will have a degree in business, finance or accounting. They might also have completed an MBA programme. It’s also common for CFOs to have a professional accounting qualification, such as an ACCA qualification. While university education and accreditation is important, your experience, personality and [work ethic](https://cmdrecruitment.com/describe-your-work-ethic/) may be just as important when it comes to carving your path into the C suite. ## Experience required to become a CFO Many CFOs start their career as accountants. This will give them the foundational knowledge to understand what it takes to run a large organisation. From here, they might work their way up to the director of finance role. This is commonly the last stop in your career before you start to think about applying for a CFO role. Most CFOs have extensive experience at the head of an organisation before they start applying for CFO roles. You might be working as the director of finance for a company for 10-15 years before you have the knowledge and experience to be able to go after the top position. **Strategic Financial Leadership**CFOs help shape organisational performance through strategic planning, financial stewardship and risk oversight. **Broader Business Insight**Understanding the wider business context enhances decision-making and leadership impact. ![How long does it take to become a CFO?](https://cmdrecruitment.com/wp-content/uploads/2024/06/How-long-does-it-take-to-become-a-CFO.png) ## How long does it take to become a CFO? The CFO role is one that values experience, so it makes sense to get a few years under your belt before you start applying for these roles. This will allow you to gain valuable knowledge about the decision making process that goes into operating and scaling a successful business. Getting in on the ground floor of an exciting startup is a great way to accelerate your career, but don’t be surprised if you are demoted as the company grows. There may come a time where the company is no longer a plucky startup and they set their sights on considerable growth. In this situation, you might move from the CFO founder role and into a director of finance role. Your experience at the head of the organisation will help to pave the way for you to enter the [C suite](https://cmdrecruitment.com/what-is-a-c-level-executive/ "What Is a C-Level Executive?") of a larger organisation in the future. ## How much does a CFO earn? The chief financial officer role is highly valued within an organisation. It is high risk and high reward, as the success of the company rests squarely on your shoulders. If you perform well in your role, your reputation will be bolstered and you could significantly increase your earning potential. The salary range for a typical CFO is between £120,000 and £160,000 per year. You might also enjoy considerable benefits and shares in the company, allowing you to greatly increase your earning potential. Strengthen your finance function with [specialist recruitment expertise](https://cmdrecruitment.com/disciplines/finance-recruitment-south-west/) or take the next step in your senior finance career by [registering with CMD Recruitment](https://cmdrecruitment.com/candidates/register-with-us/) for tailored support and exclusive opportunities. **Highlights** - Chief Financial Officer role - Financial expertise - Strategic leadership - Professional qualifications - Cross-functional insight - Career progression **FAQs** What does a CFO do?A CFO oversees financial planning, reporting, risk management and strategic direction for a company. Do I need professional qualifications?Qualifications such as ACCA, CIMA or CPA provide strong technical grounding and credibility. How can networking help my CFO career?Networking helps you build relationships, gain mentorship and access leadership opportunities. **Categories:** Advice --- ### [Top Reasons to Give Candidates Interview Questions Ahead of Time](https://cmdrecruitment.com/why-provide-interview-questions) **Published:** June 17, 2024 **Author:** paul **Content:** **Key Takeaways**Providing interview questions in advance enhances candidate confidence, improves the quality of responses, and creates a fairer, more inclusive hiring process for both employers and applicants. - Sharing questions beforehand boosts candidate preparedness. - Advance notice helps reduce interview anxiety. - Structured discussions lead to more insightful answers. - Candidates can demonstrate their true capabilities. - It signals transparency and fairness in recruitment. Interviews can be daunting processes for many candidates. One interview trend that aims to put candidates at ease and allow them to put their best foot forward is the practice of letting candidates know what you will be asking in advance of your meeting. John Lewis and Waitrose recently made headlines by revealing that they will be sharing the interview questions candidates can expect to hear on their website. Their reasoning is that knowing the interview questions in advance will help candidates to relax, and therefore improve their performance. Another reason is that this is thought to be more [inclusive](https://cmdrecruitment.com/diversity-wins-how-inclusion-matters/) for neurodivergent applicants. ![The theory of sharing interview questions ahead of time](https://cmdrecruitment.com/wp-content/uploads/2024/06/The-theory-of-sharing-interview-questions-ahead-of-time.png) ## The theory of sharing interview questions ahead of time There are a few reasons you might consider revealing your interview questions before the interview. Firms that share this practice believe that it improves performance in an interview setting by making it less nerve-wracking for the candidate. A huge source of nerves for many candidates is simply the unknown. When you don’t know what questions will be asked, it can make the process of preparing for the interview more daunting. In reality, the interview should be a time for the candidate to share why they are a good fit for the job. Instead, it can become a test of how well candidates are able to memorise and recall information. Unless this is a key part of the role, it makes little sense to test this in an interview setting and the expense of learning about the candidate. TopicKey PointInterview PreparationSharing questions encourages candidates to prepare thoughtful answers.Candidate ConfidenceAdvance notice reduces anxiety and improves performance.Structured DialogueLeads to more consistent and comparable responses.InclusivitySupports candidates who benefit from preparation time.Hiring InsightReveals deeper insights into candidate thought processes.## Top reasons to share interview questions ahead of time If you’re not yet convinced that sharing the interview questions ahead of time, here are some common reasons you might consider it. ![Help candidates to relax](https://cmdrecruitment.com/wp-content/uploads/2024/06/Help-candidates-to-relax.png) ### Help candidates to relax A relaxed candidate will be much more honest and candid about their [experience and skills](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/). If the candidate is excessively nervous in an interview setting but generally quite confident in the workplace, they might get passed over for roles they are more than qualified for. An interview will still be high stakes – even if the candidate knows what questions to expect – so you don’t need to worry about not getting a feel for how candidates perform under pressure. ### Get better answers By letting them know the interview questions ahead of time, the candidate will be able to prepare their answers. This will result in more coherent answers that are based on the very best of their experience and abilities. If the candidate has to think of an answer on the spot, they might not share the best example, but will instead reach for the example available to them in the moment. Many candidates leave an interview wishing they had shared specific information that might have helped them to secure the role. And interviewers might have some regrets that they weren’t able to coax the best answers out of candidates. If you want your candidates to share all relevant information, this is one way to achieve this. ![Support neurodivergent applicants](https://cmdrecruitment.com/wp-content/uploads/2024/06/Support-neurodivergent-applicants.png) ### Support neurodivergent applicants There has been a lot more attention on the prevalence of neurodivergence in the general population and how this might impact individuals in an interview setting. Attracting a diverse workforce is something that all companies can benefit from, so this is one way to ensure that you aren’t ruling out neurodivergent candidates from the interview process. **Boosted Candidate Confidence** Sharing interview questions encourages candidates to feel more prepared, calm and focused during assessment. **Fairer Hiring Process** Advance notice supports consistency and gives all applicants an equal chance to demonstrate their capabilities. ### Turns the interview into a conversation An interview should be a conversation between two people. When the interview panel knows the interview questions and the candidate doesn’t, the power dynamic is skewed, and it places the candidate in a position of feeling like they are being interrogated. When the candidate is properly able to prepare their answers and they know what to expect, they will relax into a conversation with the interview panel. This can result in more candid answers that reveal more about the candidate’s ability. It will also help the candidate to understand the role and requirements in more depth. ![Improve transparency](https://cmdrecruitment.com/wp-content/uploads/2024/06/Improve-transparency.png) ### Improve transparency If you’re looking to improve transparency in the interview process, this approach can help. Candidates can already share interview questions they have faced on sites like GlassDoor. By making the interview questions public, you’re also demonstrating that all candidates will face the same questions, so you can avoid any risk of accusations related to discrimination. ## When should you not share interview questions? If a key part of the role involves thinking on your feet, then it doesn’t make sense to provide the interview questions ahead of time. If the role requires a confident demeanour, then you might not want to attract candidates that will struggle in an interview setting. There are still instances where it’s helpful to surprise the candidates with questions to see how they react. This could include high-pressured sales roles and top level [C-suite executive roles](https://cmdrecruitment.com/what-is-a-c-level-executive/ "What Is a C-Level Executive?"). Enhance your interview process and candidate experience — [submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment to access tailored recruitment support and best practice guidance. **Highlights** - Candidate preparedness - Reduced anxiety - Structured interviews - Fair hiring - Quality responses - Positive candidate experience **FAQs** Why share interview questions in advance?Providing questions early helps candidates prepare better answers and reduces interview stress. Does this help improve interview quality?Yes, structured preparation allows candidates to provide more thoughtful and detailed responses. Is this approach fair for candidates?Advance notice promotes fairness and inclusivity, especially for those who perform better with preparation. **Categories:** Interviews --- ### [What is a Cognitive Interview?](https://cmdrecruitment.com/what-is-a-cognitive-interview) **Published:** June 20, 2024 **Author:** paul **Content:** **Key Takeaways**A cognitive interview focuses on understanding how a candidate thinks and processes information, helping employers assess reasoning, problem-solving and decision-making beyond technical skills. - Explores how candidates approach tasks cognitively and logically. - Assesses problem-solving, analysis and reasoning skills. - Structured questioning enhances objectivity and fairness. - Useful for roles requiring critical thinking and adaptability. - Helps distinguish between competence and potential. The cognitive interview technique is one used by law enforcement as a way to draw information out of witnesses following dramatic or traumatic events. In the wake of an event, a witness might assume that they don’t remember anything, but this questioning technique can help to extract information that may feel hidden from them. It’s not only law enforcement that can benefit from this interview style. Many hiring managers will adopt this style if they want to learn more about the thought processes that a candidate will use in order to solve problems in the workplace. ![What's involved in a cognitive interview?](https://cmdrecruitment.com/wp-content/uploads/2024/06/Whats-involved-in-a-cognitive-interview.png) ## What’s involved in a cognitive interview? The cognitive interview process extracts information by asking for information out of the usual order. If a person is asked a question about an event, they might tell you the information that they think you want to hear, but this isn’t always the most helpful. To prevent candidates from tailoring their answers to what they think the panel wants to hear, a cognitive interview will extract the information in a different way. It will encourage the candidate to share information that they might not otherwise part with in an interview setting. This approach helps hiring managers to learn more about the decision making process that the candidate goes through in tough situations. TopicKey PointWhat It IsA method that evaluates thinking processes rather than just experience or qualifications.PurposeTo predict how candidates will handle complex situations.Question TypesOften scenario-based, asking candidates to walk through their thought process.BenefitsHelps identify critical thinking and adaptability.Use CasesValuable for roles requiring strategic thinking and problem resolution.![How does a cognitive interview work?](https://cmdrecruitment.com/wp-content/uploads/2024/06/How-does-a-cognitive-interview-work.png) ## How does a cognitive interview work? The cognitive interview will often ask situational questions, but it will delve deeper into specific details about how the candidate handled a specific challenge. It can help to get to the root of [behavioural responses](https://cmdrecruitment.com/what-is-an-example-of-a-behavioural-question/ "What is an Example of a Behavioural Question?") to different situations and will also avoid the candidate delivering an answer that is too rehearsed. Typical lines of questions might follow this track: - Ask the candidate to recall details of a situation in a different order, for example, starting from the outcome. - It could ask for other details that occurred around the situation, such as wider company performance or seasonal trends. - The candidate could be asked to tell the situation from the perspective of someone else involved. **Insight Over CV** Cognitive interviews reveal how candidates think and adapt, offering deeper insight than traditional experience-based questions. **Improved Hiring Decisions** By focusing on thought processes, employers can better match candidates to roles needing critical thinking and problem-solving. ![What are the weaknesses of the cognitive interview technique?](https://cmdrecruitment.com/wp-content/uploads/2024/06/What-are-the-weaknesses-of-the-cognitive-interview-technique.png) ## What are the weaknesses of the cognitive interview technique? In a high pressure interview situation, you might find that this interview style makes candidates far more nervous. It is more probing than a typical interview and asks them to move away from their pre-prepared answers and be less guarded in their answers. This can lead candidates to recall incorrect information or second guess what they think you want to hear. This can lead to an even less authentic interview experience. ## When should you use the cognitive interview technique? This technique is best used for late stage interviews where you are trying to determine the true character of a candidate. It can help you to see if they are truly calm in stressful situations, or if they are just saying this to land the job. It can also help you to understand which parts of the job are important to them and what they value, as you’ll see what details they share and what they leave out. Still unsure whether to use this approach? Read our full [evaluation of the cognitive interview technique](https://cmdrecruitment.com/evaluation-of-cognitive-interview/ "Evaluation of Cognitive Interview") on our blog. You can also strengthen your recruitment strategy with expert support from CMD Recruitment. [Submit a vacancy](https://cmdrecruitment.com/submit-a-vacancy/) today and let us help you secure the right talent. **Highlights** - Cognitive interview definition - Thinking & reasoning skills - Structured assessment - Real-world task simulation - Hiring accuracy - Performance insight **FAQs** What is a cognitive interview?It’s an interview style focused on how candidates think, reason and solve problems rather than just what they have done before. How does a cognitive interview benefit hiring?It provides insight into a candidate’s approach to complex or ambiguous tasks, improving hiring accuracy. What types of roles suit cognitive interviews?Roles requiring analytical thinking, strategy, and adaptability benefit most from this interview method. **Categories:** Interviews --- ### [What is the Job Market Like in Bath in 2024?](https://cmdrecruitment.com/bath-job-market) **Published:** June 24, 2024 **Author:** paul **Content:** **Key Takeaways**The Bath job market remains resilient with demand across professional services, digital and tech sectors, while employers compete for skilled candidates in a tight recruitment landscape. - Employer demand is strong in key Bath sectors such as tech and professional services. - Candidates with digital, managerial and specialised skills are in high demand. - Competitive salary and benefits are often required to attract top talent. - Local employment trends show continued growth and hiring activity. - Partnering with a recruitment specialist can give employers and candidates an edge. Bath regularly tops lists of the best places to live in the UK. This elegant city is filled with history, heritage, contemporary culture and opportunity. For those looking for work, there’s plenty going on in this world famous destination. If you’re thinking about relocating for work and want to be near the heart of the action, Bath could be an excellent place to start your search. House rental prices aren’t quite as high as in London, so you’ll have an easier time getting established in the city. You’ll be able to make the most of the beautiful countryside, while still having access to the contemporary culture on offer. You’ll be within a stone’s throw of the Cotswolds, the Mendip Hills and the winding River Avon. If you’re curious about what the job market is like in Bath in 2024, read on… ![About Bath](https://cmdrecruitment.com/wp-content/uploads/2024/06/About-Bath.png) ## About Bath Located in Somerset, just under 100 miles west of London, Bath has grown into a thriving hub of commerce. It is named after its Roman-built baths which still stand to this day. It is known as one of the Great Spa Towns of Europe. Although large parts of the city were flattened during World War II, extensive building work has been carried out since then. The city is known for its stunning architecture, including famous sites like the Royal Crescent and sprawling greens like the Parade Garden. The city is home to two universities, the University of Bath and Bath Spa University. As such, it is a popular student destination, which means it is also a hub for graduates seeking their first role. ## Unemployment in Bath In 2023, the UK unemployment rate was 3.7%. In Bath, this rate was much lower at just 2.4%. The higher cost of living is likely to contribute to the lower than average unemployment rate. Those living in the city can also command much higher salaries than elsewhere in the UK. Although not as high as London, average salaries in the city of Bath were around £41,200. For the wider Somerset area, average salaries were around £35,100. And in the UK as a whole, the average salary was £42,200. TopicKey PointMarket DemandSteady job openings in Bath across professional and tech sectors.Employer NeedsBusinesses compete for high-skill candidates with tailored offers.Skills ShortagesCertain roles remain difficult to fill in the current market.Candidate OpportunitiesJob seekers can find varied roles due to sustained demand.Recruitment StrategyWorking with specialists improves hiring success.![Biggest companies in Bath](https://cmdrecruitment.com/wp-content/uploads/2024/06/Biggest-companies-in-Bath.png) ## Biggest companies in Bath Industry in Bath was once dominated by the manufacturing sector. It was known for crane manufacturing, furniture making, printing, quarries, dye works, Plasticine manufacturing and brass foundries. Big names in history include Stothert & Pitt, Bath Cabinet Makers and Bath & Portland Stone. The city later became a major site for Ministry of Defence officers, but this industry has since moved to neighbouring Bristol. These defence buildings have now been sold and converted into apartments. Today, the city is dominated by publishing, [software](https://cmdrecruitment.com/disciplines/it/) and the services sector. Companies like Rotork still have their headquarters in the city. Other big employers include The National Health Service, the two universities, and the local council. Large publisher Future plc employs around 650 people alongside other large companies like Buro Happold and IPL Information Processing Limited. Other sectors that dominate the job market include education, health, retail, tourism and leisure. The services sector is also very popular in Bath and it boasts a strong start-up community thanks to the presence of two universities. **Strong Sector Demand** Bath’s job market shows resilience with demand across tech, digital and professional services roles. **Candidate Advantage** With ongoing job opportunities, skilled professionals can find roles aligned with their ambitions. ![How to find a job in Bath](https://cmdrecruitment.com/wp-content/uploads/2024/06/How-to-find-a-job-in-Bath.png) ## How to find a job in Bath If you’re looking for employment opportunities in Bath, the first step is to connect with a specialist [recruitment agency](https://cmdrecruitment.com/contact/bath/ "Recruitment Agency in Bath") and let them know about your experience, skills and ideal employment opportunity. You can apply directly to organisations that fit your career objectives, or you can wait for positions to be advertised. With a strong retail and leisure sector, Bath is an ideal place to look for casual and part-time work, which will suit students and recent graduates. This can also help new parents getting back into the workforce. It also makes sense to be flexible in your search for work. You could look in neighbouring towns like Bristol, Swindon, Salisbury and even London. With hybrid working available, a contract in London could enable you to command a higher salary while enjoying the perks of living in beautiful Bath. ## Final thoughts on the job market in Bath [Living and working in Bath](https://cmdrecruitment.com/living-and-working-in-bath-guide/) will give you access to higher than average salaries and an excellent standard of living. Bath is an affluent town with excellent prospects. It offers close proximity to areas of natural beauty such as the Cotswolds. In short, Bath is an excellent place to start your job search. When searching for roles, Bath is a hub town that will enable you to expand your search much further afield. If you’re interested in exploring job opportunities in the area, [get in touch](https://cmdrecruitment.com/contact/) with our team. We’re hiring for full-time, part-time, permanent and short term contract roles to suit your needs. **Highlights** - Bath employment trends - Tech and digital roles - Professional services demand - Skills shortages - Attracting talent - Recruitment support **FAQs** What sectors are hiring most in Bath?Tech, digital and professional services sectors show significant job openings and employer demand. Are there skill shortages in the Bath job market?Yes, certain specialised roles face shortages, making competitive offers more important. How can employers attract top talent?Offering competitive salaries, benefits and clear career progression helps attract skilled candidates. **Categories:** Advice --- ### [Video Interviewing for Recruitment Process](https://cmdrecruitment.com/video-interviewing-for-recruitment-process) **Published:** July 7, 2024 **Author:** Dan Barfoot **Content:** **Key Takeaways**Video interviewing has become an essential part of modern recruitment, helping employers screen candidates efficiently while giving applicants a flexible, engaging way to present their skills. - Video interviews save time for both recruiters and candidates. - Preparation and technology confidence improve performance. - Structured questions ensure consistency and fairness. - Setting up a suitable environment matters. - Follow-up and feedback maintain candidate engagement. ### With many conversations relating to video interviewing and a large number of companies transforming their recruitment process to include it, is the trend here to stay? ### Jess Manterfield, covers some fact-finding results on whether video interviewing actually benefits the recruitment process. Did you know that adding pre-recorded videos to the beginning of the recruitment process helps deliver a more appealing process, as candidates are given a chance to present themselves beyond their CV? Beyond the necessity of having to embrace and implement video interviewing, you may find it adds value to your recruitment process. ### **Here’s what we’ve found out:** 1. It lowers the cost of travel, venue hire, lodgings, and other potential expenses incurred for interviewing. 2. In addition to lowering costs, it lowers time allotted for an interview. With no need for travel, both parties can go back to their regular activities as soon as they are done with the interview, increasing productivity. 3. Interviewing back to back all day can sometimes leave you blurring candidates together. Via [video interviewing](https://cmdrecruitment.com/videointerviewing/), you can re-watch pre-recorded videos, ensuring you don’t miss out on that top talent. It also gives you the valued opportunity of being able to review and compare candidates’ recordings. 4. Set question video interviews allow candidates to be more relaxed as they can answer the question at their own pace. They also gain valuable insight into how interviews work and what the recruiters want, so they will be less nervous the second time around, even if the interview is conducted in person. 5. Reducing time on no-shows. Waiting for a no-show candidate to arrive for an interview you’ve spent time setting up is rather frustrating. If they fail to answer the video call, you’ve not wasted any time preparing or waiting for the candidate to arrive. 6. Pre-recorded interviews take away interview scheduling. Creating a first round of interviews via set questions which the candidates can answer in their own time, reduces the time needed to schedule all the interviews and sit through the break times between candidates, allowing you to sit back and wait for all candidate responses to be in by a set day/time. 7. Increasing a consistent [interview process](https://cmdrecruitment.com/structured-interview-process/). With all candidates given the same first set of allotted questions, you ensure your interview process remains consistent. This gives each candidate a fair process and the same fixed time to respond. 8. Reducing bias. With a once only interview, your mood that day could determine your response. If you’re slightly irritable or tired you may not be as attentive to the candidates’ interview. By conducting pre-recorded video interviewing, you can make sure you are in an unbiased state of mind before watching the video. Or give 9. the video a second chance on another day and realise you misread the situation. Geographical freedom. If you are recruiting someone for a completely [remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) position or an alternative office to yourself, video interviewing allows you to expand your original pool of candidates. Also, if you are speaking to a great candidate simply working in another country currently, this offers a perfect solution. Without you or them having to travel hundreds of miles, you can interview candidates wherever they are in the world. 10. Improve performance tracking. With all your interview responses collated in one place, it is easy to identify which questions worked well in the interview or what your top-performing candidates had in common when responding. This allows you to edit and revamp your recruitment process easily to ensure you are securing that top tier talent. **Efficiency in Screening** Video interviews streamline early stages by allowing more candidates to be evaluated quickly and with minimal scheduling conflicts. **Candidate Experience** A professional and well-prepared video setup enhances candidate perceptions and supports an inclusive hiring process. ### **Are The Benefits Worth It?** Nonetheless, do these benefits outweigh the same feeling you get when meeting candidates face to face? Or the same feeling a candidate gets when they walk into your office? Can it replace that gut feeling of belonging? Video interviewing and CV videos are certainly enhancing the beginning of the recruitment process. They are speeding up the screening process and allowing candidates to showcase themselves further than just the words on their CV: providing an efficient qualifying process. Being thrown into a world where we must adapt has allowed the [recruitment industry](https://cmdrecruitment.com/hr-recruitment/) to take great leaps in fore-fronting video curriculums and video interviewing. However, there is further work to be done if we are to ever create a seamless virtual recruitment process. Our video interviewing platform has been created to fit with your recruitment process, whether that be a list of set questions, one-way or two-way calls, pre-recorded or live. We are more than happy to discuss the best options available to fit with your recruitment style. Working as a part of your team, to help you secure that top tier talent. [Get in touch today](https://cmdrecruitment.com/contact/)! **Highlights** - Time-saving screening - Technical setup - Professional presentation - Clear question planning - Candidate experience - Feedback importance **FAQs** Why use video interviews?They speed up the recruitment process and allow both parties flexibility in scheduling and participation. How should candidates prepare?Test your technology, choose a quiet well-lit space and practice maintaining eye contact on camera. What makes a successful video interview?A structured format, clear questions and professionalism help deliver consistent, fair assessments. **Categories:** Advice, new-jobs --- ### [What Does a Labour Government Mean for UK Jobs?](https://cmdrecruitment.com/what-does-a-labour-government-mean-for-uk-jobs) **Published:** July 17, 2024 **Author:** Dan Barfoot **Content:** **Key Takeaways**A Labour government may introduce employment law reforms, workers’ rights changes and economic policies that impact both hiring strategies and career opportunities across the UK jobs market. - Potential changes to employment legislation and worker protections. - Greater focus on job security and workplace rights. - Possible impacts on hiring costs and employer obligations. - Shifts in public sector investment and growth areas. - Employers and candidates should stay informed and adaptable. Now that the 2024 UK election is over and the dust has settled, we’re taking stock of what this change means for British jobs and wages. Businesses will likely be appreciative of the clarity that comes with a new political leadership, and a potential easing of the economic uncertainty we’ve lived with in recent years. “From our perspective at CMD Recruitment, the stability provided by a clear political direction is invaluable. We anticipate that this newfound certainty will encourage businesses to accelerate their hiring plans and make more strategic long-term investments in their workforce” says Operations Manager, Dan Barfoot. The new Government does face significant challenges in addressing a range of economic issues, but overall, the signs are pointing in a hopeful direction for UK employment and economic growth. We’ll look at what Labour’s win means for UK recruitment, wage growth and other factors influencing the jobs market in Bath, Wiltshire and around the nation. ## The UK Job Market in Context Before we delve into the potential impact of Labour’s election win, it’s important to take a small step back and consider the broader context of UK recruitment and [workforce trends](https://cmdrecruitment.com/why-are-employers-pushing-to-return-to-office-work/). One could argue there is a two-speed jobs market in effect in the UK, where some industries or roles are experiencing significant hiring and robust job growth (tech, sales, engineering), while others are facing stagnation or even potential job losses (HR, marketing). In sectors where cautious sentiment persists, employers are obliged to look more carefully at costs. Meanwhile, employers who face persistent talent shortages continue to benefit from targeted hiring initiatives and external recruitment support. TopicKey PointEmployment RightsProposed reforms may strengthen protections for workers.Business ImpactEmployers may face new compliance requirements and cost considerations.Job Market TrendsPolicy changes could influence hiring demand and sector growth.Public InvestmentInfrastructure and public services may see increased funding.Strategic PlanningBoth employers and candidates should prepare for potential changes.## How Will the 2024 UK Elections Result Affect Employment? At the core of Labour’s economic policies is a push to reignite investment in the UK with a major industrial strategy and funding for industries contributing to the green economy. The establishment of Great British Energy, a publicly owned energy provider, is tipped to create 650,000 “new high-quality jobs”, according to Labour, while their promised British Jobs Bonus will distribute up to £500 million of incentives annually to employers who create green and industrial jobs, from 2026. Funded by a National Wealth Fund, Labour’s industrial and clean energy strategies will be financed with a £7.3 billion investment into ports, steel and supply chain industries, alongside green tech infrastructure such as gigafactories, carbon capture and hydrogen facilities. The focus on green and industrial investment naturally lends to forecasts of healthy future growth for engineering, manufacturing and industrial jobs. Although such investments may take years to materialise, we do expect these areas to see an uptick in new job opportunities. The emphasis on green and industrial sectors aligns with our observations in the market at CMD Recruitment, “employers are already expressing interest in candidates with skills in sustainability and advanced manufacturing, indicating a proactive shift towards these growth areas” suggests Barfoot. Another positive point is Labour’s assurance that the corporate tax rate will be capped at 25%, providing certainty for business planning and investment that can hopefully swing hiring intentions back into positive territory. With plans to stimulate job growth across a range of industries in all corners of Britain, we expect organisations will need to shore up their internal functions, creating strong potential for growth in HR jobs along with marketing, accounting and administration positions. At CMD Recruitment, we see this as an exciting opportunity for job seekers and employers alike. Dan says “The anticipated growth in administrative and HR roles will not only support the expanding industries but also enhance the overall efficiency and competitiveness of businesses across the UK – it’s looking positive for our clients who work in this space!” ## A ‘Genuine Living Wage’ A planned increase in the National Minimum Wage, to account for increases in the cost of living, is another centrepiece of Labour economic policy – and has attracted plenty of debate. The NMW increased from 1 April, delivering an additional £1,800 a year to minimum wage workers. Now, our new Government is set to remove age bands for the NMW along with a planned increase and introduce stricter enforcement for employers. Increasing the National Minimum Wage offers pros and cons for the UK job market. Workers will no doubt welcome the increase in pay, while employers will have legitimate concerns about keeping operating expenses under control in a time of persistent inflation. This may be especially challenging for SME employers with smaller revenues. **For Employers**Policy reforms may require adjustments to hiring practices, contracts and workforce planning strategies. **For Candidates**Changes to employment law and public investment may influence job security, benefits and sector opportunities. ## Worker Protections and Challenges for Employers Worker protections are a special focus area for our new Government, with significant potential impacts on organisations and employees. As part of its [‘Plan to Make Work Pay’](https://labour.org.uk/wp-content/uploads/2024/05/LABOURS-PLAN-TO-MAKE-WORK-PAY.pdf) policies, Labour plans to eliminate zero hours contracts and ‘fire and rehire’ practices, introduce the right to flexible work, along with shrinking the unfair dismissal boundary from two years to ‘day one’ of employment. Whilst these measures are likely to have strong support amongst the working population, they may present challenges for employers. Stricter unfair dismissal laws can risk adding further downward pressure on hiring demand and pay, as employers have new reasons to be cautious about hiring permanent workers. For employers, there will be work required to review policies and employment contracts when new laws are introduced to expand workers’ eligibility to make unfair dismissal claims, and receive parental leave and sick pay. With government plans to establish a new statutory body for enforcing rules related to workers’ rights, the minimum wage and other workplace issues, employers will have good reason to prioritise compliance. ## The Impact on UK Recruitment Perhaps the only practical obstacle to these grand visions is skills shortages. To drive the green transition and re-invigorate Britain’s industrial sector, employers will need more access to engineering and technical talent to take advantage of growth incentives. In practical terms, recruitment for these specialisations will become even more competitive, which in turn has the potential to drive up pay for these even further. Employers will benefit from careful workforce planning and guidance from [trusted recruitment specialists](https://cmdrecruitment.com/disciplines/) to create effective hiring strategies. ## Connect with Bath and Wiltshire’s Leading Recruitment Specialists In any economic climate, it pays dividends to have a trusted recruitment partner at your side to receive expert guidance on growing your team or finding your next role. At CMD Recruitment, our friendly and knowledgeable team has a wealth of experience in providing support to organisations and jobseekers in Bath and Wiltshire. We’re here to help you find solutions that suit your needs – [contact us](https://cmdrecruitment.com/contact/) today for a no-obligation consultation. **Highlights** - Employment law reform - Workers’ rights expansion - Hiring cost considerations - Public sector investment - Business confidence - UK labour market outlook **FAQs** How could a Labour government affect employers?Employers may see changes to employment law, worker protections and compliance obligations that could influence hiring strategies. What might this mean for job seekers?Strengthened employment rights and sector investment could create new opportunities and improved job security. How can businesses and candidates prepare?Staying informed, reviewing strategies and partnering with recruitment specialists can help navigate changes confidently. **Categories:** Advice --- ### [Crafting the Perfect Response to 'What Is Your Expected Salary?'](https://cmdrecruitment.com/what-is-your-expected-salary) **Published:** July 25, 2024 **Author:** paul **Content:** **Key Takeaways**When asked “What is your expected salary?” during an interview, it’s often a positive sign that the employer is seriously considering you. Preparing in advance, researching market rates, and presenting a clear salary range can help you respond confidently and professionally. - Employers ask to assess alignment between expectations and budget. - Research industry benchmarks before the interview. - Provide a realistic salary range rather than a fixed figure. - Remain flexible and open to negotiation. - Deliver your answer with confidence and professionalism. If you reach the stage in the interview process where you are being asked for your salary expectations, this is a very good sign. It means that the employer is seriously considering you, but it’s still important to remain professional and not relax just yet. If you have been referred by a recruiter, there is a good chance that they have already discussed the salary range. You might be able to negotiate higher, particularly if you have performed exceptionally well during the interview process. As with all stages of the [interview process](https://cmdrecruitment.com/structured-interview-process/), preparation is key. Before heading into an interview, make sure you are clear on how to answer this question to give yourself the best possible chance of success. ![Why do employers ask this?](https://cmdrecruitment.com/wp-content/uploads/2024/07/Why-do-employers-ask-this.png) ## Why do employers ask this? Employers often want to know your salary expectations so they can get a clearer idea about where you are in your career. If you ask for a salary significantly lower than they have budgeted for, they might question if you are ready for the role. And if your salary expectations are much higher than they can afford, they might worry that you are overqualified for the position. It’s more common during times when it is an employee’s market, when employers are chasing the best candidates and competing to impress them. Many roles have an advertised salary and there is no room for negotiation. TopicKey PointWhy Employers AskTo ensure your salary expectations align with the company’s budget and role level.PreparationResearch industry standards and regional averages before the interview.Salary RangeOffer a realistic range to show flexibility and understanding of market value.NegotiationBe open to discussion and consider the full benefits package.Professional ApproachCommunicate your expectations clearly and confidently.## Can employers check your current salary? During the negotiation process, you may be asked about your [current salary](https://cmdrecruitment.com/can-you-lie-about-your-current-salary/). If you want to improve your bargaining position, you might be tempted to lie in order to secure a similar or larger salary in this role. We wouldn’t advise this, as they could easily [check your salary when they call for a reference](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/). ![Crafting the perfect response](https://cmdrecruitment.com/wp-content/uploads/2024/07/Crafting-the-perfect-response.png) ## Crafting the perfect response Preparation is key when it comes to nailing this part of the interview. To make sure you are in the best possible position to negotiate, try the following steps: ### Do your research and know your worth The first step is to make sure you are clear on the current salary range for the role you are applying for. If you haven’t been on the job market for a while, you might be operating under outdated information. Do you research and find out the current rate for your role. Remember that location will heavily influence the salary you can ask for, so take this into consideration when deciding the salary range you would like to ask for. **Preparation is Key** Understanding market salary benchmarks and knowing your professional worth ensures you can answer confidently and realistically when asked about your expected salary. **Confidence in Negotiation** Approaching the salary discussion with clarity, flexibility, and professionalism strengthens your position and helps secure a fair and competitive offer. ### Ask for the highest possible amount It makes sense to ask for an amount that is a little bit higher than the dream amount. If the company really loves you and wants to snap you up, they might offer you this dream amount and you will have secured a healthy [pay rise](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023/). If they love you but they don’t have the budget to stretch that far, they might be willing to negotiate or sweeten the deal in some way. ![Have a lower limit](https://cmdrecruitment.com/wp-content/uploads/2024/07/Have-a-lower-limit.png) ### Have a lower limit While it’s always good to have a higher limit to shoot for, you also need to have a lower limit that you cannot go below. Some companies might not have the budget to meet your expectations and it’s far better to walk away in this instance, or you could end up feeling resentful about your new role. Your lower limit could be your current salary, as it would be worthwhile for your career to move, but not if you’re going to be worse off every month. If you haven’t had a pay rise for a while, your lower limit could be higher than your current salary. ### Make it clear you’re willing to negotiate It can be stressful for candidates to start talking about money during an interview. To help take off some of the pressure, you can give your salary expectations as a range. For example, you might say “I’m looking for a salary in the region of £38,000 to £42,000 as I believe this is the current market value for a role of this seniority. I would be happy to negotiate as I am very interested in this position.” The key to negotiating is to not allow your interest in the role to allow the employer to offer you less. And if you are going to state a salary range, you also need to be willing to walk away if the employer cannot offer you the lower limit. Take the next step in your career and [register with CMD Recruitment](https://cmdrecruitment.com/candidates/register-with-us/) today to explore the latest opportunities and secure a role that matches your salary expectations. **Highlights** - Expected salary interview question - Market rate research - Providing a salary range - Negotiation readiness - Confidence in delivery - Understanding employer budgets **FAQs** Why do interviewers ask about expected salary?Employers ask this question to ensure your expectations align with their allocated budget and the level of the role. Is it better to give a salary range?Yes, providing a realistic range demonstrates flexibility and keeps room for negotiation while still reflecting your professional value. What should I do if the offer is lower than expected?You can negotiate respectfully and review the full compensation package, including benefits, bonuses, and progression opportunities. **Categories:** Advice --- ### [Would You Agree to A Lower Salary to Guarantee Remote Working?](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working) **Published:** March 16, 2024 **Author:** Dan Barfoot **Content:** New research has revealed that three quarters of UK office workers would accept – or have already accepted – a pay cut in return for completely remote working. Respondents to the poll said they would be happy to take an average of a 14% pay cut if it meant securing remote working in their current role, allowing them to continue working from home or from anywhere once pandemic restrictions have been lifted. The average UK salary at present is £30,472, so a 14% cut would equate to around £4,266 each year on average per person. The research was carried out by OnePoll and 27% of those in the poll said they would accept a pay cut of between 15% and 20%, and 26% said they would be willing to agree to a pay cut of more than 20% in order to be able to [work remotely](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/). This demand for remote working obviously comes as a result of everyone working from home for the best part of a full year thanks to the Coronavirus pandemic and the restrictions as a result of this. Now, many office workers who may previously have had little or no experience of working from home have had a long period of time in which to experience this and many have found they far prefer it to working in a traditional office setting. There are many upsides to working remotely, such as not losing time commuting, no commuting costs, having more time for family life and the ability to improve the work/life balance. This is thought to be the main driver behind people’s willingness to agree to a lower salary in order to secure this. Before [home working](https://cmdrecruitment.com/the-future-of-working-from-home/) became the default due to the pandemic here in the UK, many organisations were simply unwilling to consider the possibility of having employees work from home some or all of the time. Many felt – and possibly still do – that team members wouldn’t be as productive when working from home and that their work would suffer as a result. The overnight change to working from home for the vast majority of the UK meant that organisations were forced to facilitate this in order to keep operations running. It meant adapting, making changes and placing far more reliance on technology than ever before. Organisations who didn’t have the necessary technology had to invest in the right equipment and systems and create new processes for everyday work in order to continue running. The right technology allows employees to benefit from the same secure digital workspace that they would traditionally only ever have experienced in the workplace. Technology allows team members to communicate effectively, remain productive, stay engaged and perform their roles to the same level as they would be able to in a traditional office setting. ![The Impact For Employees…](https://cmdrecruitment.com/wp-content/uploads/2021/03/The-Impact-For-Employees….png) ### **The Impact For Employees…** As an employee, as yourself whether you’d really be willing to take a pay cut in return for permanent home working? It may be that you would gladly take a pay cut as the fact you won’t need to pay high commuting costs will negate the lower salary. Or, it could be that you’d be less willing as your commute costs are low so the salary reduction will mean you have to tighten your wallet or purse strings. Many employees also crave the social interaction that comes with working in an office. Things like popping out for lunch with colleagues, chatting about your weekend plans whilst making a coffee and bouncing ideas off each other are important to many. For some, this simply can’t be replaced with virtual interactions and this is a large part of the reason for the increase in [mental health issues](https://cmdrecruitment.com/fitness-at-work-the-mental-health-edge/) whilst people have been forced to work from home. ### **The Impact for Organisations…** For some organisations, having employees work from home full time is something they’d now be comfortable with having experienced it for many months over the past year and have seen that it works. Other organisations may, however, feel that remote working hasn’t been as successful for them and there may be many different reasons for this – poor communication, lack of proper technology, leaders who don’t support this way of working and much more. For many organisations, an approach that involves some days working in the office environment and some days working from home may be the best option and one they are most comfortable with. For organisations who are considering offering pay cuts in return for guaranteed home working this raises many questions… ### **Location based salaries** Should salaries and potential pay cuts be determined by where someone lives and the cost of living there? For example, someone living in London has far higher [living costs](https://cmdrecruitment.com/employer-implications-cost-of-living-crisis-bath/) than someone living in Aberdeen or Manchester. Or should it be the case that all employees in the same roles are paid the same and/or accept the same pay cut based on where the organisation’s headquarters or the branch they’re affiliated with is located? Or should team members be paid based on how much value they contribute to the organisation? There’s so much to consider and no real right or wrong way to approach this. ![Working from home or working from anywhere](https://cmdrecruitment.com/wp-content/uploads/2021/03/Working-from-home-or-working-from-anywhere.png) ### **Working from home or working from anywhere** Having employees work from home is something, but having employees work remotely from anywhere in the world is another. If organisations decide that their employees can work from anywhere in the world, this can result in many complications. For example, if a team member chooses to relocate permanently and work from another country, this can complicate tax payments and create some major headaches for both HR and finance departments. And, if organisations decide they’ll compensate staff based on where they live, how does that then work if an employee decides to subsequently relocate to another location where the cost of living is far higher or lower than where they currently are? ### **Demand for remote working** Organisations also now need to consider how their remote working policies going forward will affect staff retention and attracting potential new [candidates](https://cmdrecruitment.com/candidates/). For many, full time office working is now a thing of the past and organisations who aren’t willing to allow full or part time remote working may suffer. They may see staff leaving for other roles where remote working is allowed and encouraged, and talent pools may become far smaller as many don’t want to agree to full time office working. ### **Choosing from a wider talent pool** The talent pool will widen exponentially for companies who choose to make remote working possible for their employees. Instead of being limited to choosing from a talent pool of people located up to, for example, 50 miles from the office, instead, organisations will be able to hire employees from all across the globe. This makes it far easier to hire better and more valuable employees than ever before. Organisations now have difficult decisions to make about whether allowing employees to work remotely is worth it. Is it worth it for every employee to be able to work remotely, or is it only worth it for really ‘valuable’ employees, and how would this be decided upon? Determining remote eligibility raises complex questions about performance, equity and [retention](https://cmdrecruitment.com/creating-a-positive-work-culture/). There are so many factors to consider and so many potential challenges for HR that for many organisations, it may simply be easier to keep salaries the same if they choose to switch to full-time remote working, avoiding complications around pay adjustments, fairness and internal resentment. ### Want to know more? Get in touch! info@cmdrecruitment.com 01225 805080 **Categories:** Advice --- ### [The True Cost of Returning to the Office](https://cmdrecruitment.com/the-true-cost-of-returning-to-the-office) **Published:** May 5, 2022 **Author:** paul **Content:** As the UK government continues to ease lockdown restrictions, many employers are struggling to tempt workers back into the office. With the cost of returning to the office set to be high, it’s no wonder that so many people are reluctant to leave their homes. The cost of returning to the office includes more than just the financial toll; there is also the time lost to commuting. Employers are now looking for ways to sweeten the deal, but many workers won’t be happy to absorb the additional costs of travelling to the office every day. So, what exactly is the cost of returning to the office? Let’s take a look. ## The Financial Cost The obvious financial cost of returning to the office is the price of commuting. With fuel prices rising, many workers have been priced out of using private cars to get to and from work. But public transport prices are also on the rise, so there is no clear winner. Some people used the opportunity of [working from home](https://cmdrecruitment.com/the-future-of-working-from-home/) to move further away from the office. This will mean longer and more expensive commutes or moving back to a location closer to their office – typically at much higher rental costs. Of course, there are other financial costs associated with returning to the office. You may need to buy new clothes for work, as your current wardrobe may not be suitable for the office environment. A lot of people have gained weight during the pandemic, which means their old work wardrobe may no longer fit. Those who aren’t organised enough to bring a packed lunch every day will also need to pay for food and drinks. This can quickly add up over an entire week’s worth of coffee, snacks and sandwiches. When you consider that working from home eliminates the chances of blowing £4 on a fancy coffee every morning, it’s easy to see why remote working is more popular. ## The Time Cost In addition to the financial cost of returning to the office, there is also the time cost. Commuting to and from work can easily add an extra two hours to your day, which is time that could be spent with family or friends or doing something you enjoy. Many people have used the extra time they’ve had during the pandemic to learn new skills or take up new hobbies. Going back to the office will mean giving up this valuable free time. Those who adopted pets during lockdown will also be very reluctant to return to the office, as it will mean paying for pet daycare or dog walkers. ## The Emotional Cost There is also an emotional cost associated with returning to the office. For many people, working from home has been a lifesaver during the pandemic. It has allowed them to balance their work and home life in a way that wouldn’t have been possible if they had to commute into the office every day. Returning to the office could mean giving up this freedom and [flexibility](https://cmdrecruitment.com/cipdflexworkingreport/10366/), which could have a negative impact on mental health. Workers are looking for an improved work-life balance, and commuting to the office every day doesn’t necessarily support this. ## The Cost of Returning to the Office is High There is no denying that the cost of returning to the office is high. With financial, time and emotional costs all adding up, it’s no wonder that so many people are reluctant to leave their homes. Employers need to be mindful of these costs when trying to tempt workers back into the office. Some employers are adopting a [hybrid approach](https://cmdrecruitment.com/ethics-of-productivity-monitoring-remote-work/10310/), giving workers the option to stay at home a few days per week. This may help to ease some of the financial burdens of returning to the office and encourage workers to stay in their roles. Others are being forced to offer salary increases to encourage workers back into the office full-time. However, large parts of the UK economy rely on office workers commuting, eating and snacking throughout the day. City centre coffee shops and cafes are feeling the brunt of the home working trend the worst. If the cost of returning to the office is too high for workers, it could impact businesses up and down the country. **Categories:** Advice, Interviews --- ### [The Competitive Market Of Working From Home](https://cmdrecruitment.com/the-competitive-market-of-working-from-home) **Published:** August 20, 2022 **Author:** paul **Content:** Work from home searches have increased over 6000% year-on-year with hybrid working/flexibility becoming more important to job seekers than company culture, bonuses, or benefits. I’m sure everyone is very aware that work from home, hybrid working, and remote opportunities are all still a very prevalent topic in the media. And although many of us may be bored to tears of reading and hearing about it, it does contribute highly to the landscape of the employment market. The pandemic has created a rapid change in our working ways, sped up the increased usage of digital communication, and allowed [remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) opportunities to become a practical and real option for many. As such, searching for “work from home jobs available” has seen a year-on-year growth of 425%. **With the same vacancy have over 400 more applicants because it has remote/hybrid working opportunities, are companies feeling pressured to incorporate hybrid working models to attract talent?** In the current market, employers who allow for remote working jobs, open the doors to more candidates. Remote opportunities allow employers to source local talent or talent further afield. Remote job postings on LinkedIn alone increased more than five times during the height of the pandemic, signalling that many businesses already understand the value of tapping into larger talent pools and supporting remote workforces. The same can be said for hybrid models. It doesn’t take much to see that hybrid working and flexible working jobs are the biggest appeal to candidates right now. Companies tapping into this are more likely to secure top-tier talent in a competitive market. 67% of managers have stated that they are [modifying their hiring practices](https://www.goodhire.com/resources/articles/the-great-return-manager-survey/) to reflect new remote or hybrid environments. ## **Is the current climate increasing the want for at-home jobs?** With [working from home](https://cmdrecruitment.com/the-future-of-working-from-home/) jobs initially beginning with the pandemic, many employers thought it would end there. However, it is clearly here to stay, and the current economic climate is contributing to more demand for remote opportunities. The last year has seen: – 50% increase in “freelance jobs from home” – 89% increase in “part-time jobs from home” – 120% increase in “side hustle jobs from home” These searches show how the cost of living is impacting income. As most of the workforce now know how to work from home, remote opportunities are an option for some extra income. With vacancies available from call centre jobs from home to data entry jobs from home, why not utilise your skills to earn some extra income? ## **Are more people wanting remote work now we are hitting the holidays? With many struggling to juggle childcare and work through the school holidays, the arrival of the summer holidays has seen another jump in the demand for remote work. Just the last month there was a 100% increase in “remote career opportunities”, a 50% increase in “part-time jobs from home” and “stay-at-home jobs near me” has risen by 267%. With candidates looking at “home jobs near me”, it’s clear they still want to be close to the office location but require the flexibility of a hybrid working job. The flexibility this offers opens doors to support childcare through the school holidays and allows employees to take ownership of their workload in a flexible manner. ## **Is there miscommunication in working from home between employer and employee? More than 51% of managers are confident their [**employees want to work in the office full-time**](https://www.goodhire.com/resources/articles/the-great-return-manager-survey/), whereas in actuality, only 11% of workers would prefer to work in the office full time. It appears that employers and employees have a different view on what they want. Is it time to have a chat with your employees/employer to see if flexibility in your workplace is an option? ## **Are remote/hybrid models working? According to HR Review, more than half of UK managers claim they have seen the most benefit in productivity and profitability since adopting hybrid working models. It’s clear the hybrid and remote working trend didn’t end when the height of the pandemic ended. Cost of living, summer holidays, and limited candidate pools are contributing to clients and candidates looking to adopt a more hybrid/remote approach to office life. ## **Increased competition for hybrid/remote work Competition depends on which side you are sitting. Companies adopting a remote model are generating more applications, increasing candidate competition to secure a remote working position. Bluntly put – there are more candidates wanting remote/hybrid work than there are jobs available. Generating increased competition to secure a remote working role. On the switch side, companies strictly operating in a 100% office-based model are feeling the pinch of a tight candidate market and won’t receive as many applications. In this scenario, companies may find [competitive competition](https://cmdrecruitment.com/how-to-attract-executive-talent/) high and your chances of securing a great candidate for your company harder. Want to know more on how to recruit in the current market? [Contact](https://cmdrecruitment.com/contact/) our expert consultants today and see how we can secure talent for your business. **Categories:** Advice --- ### [Understanding the National Living Wage Increase: A Guide for Employers](https://cmdrecruitment.com/national-living-wage-increase-employer-guide) **Published:** March 14, 2024 **Author:** paul **Content:** With the cost of living on the rise, the government is taking action to make things a little easier for those on the lowest wages. With this in mind, we will see the National Living Wage rise this April, which could have widespread implications for employers. For employers, understanding these changes is crucial not only for compliance but also for maintaining a motivated and productive workforce. In this guide, we delve into the implications of the National Living Wage increase, offering insights and recommendations for employers navigating this evolving landscape. ## What is the National Living Wage? ![](https://cmdrecruitment.com/wp-content/uploads/2024/03/KPMG-Blog-Header-1136-×-400-px-44-e1710428041936.png) The National Living Wage (NLW) is a statutory minimum wage rate introduced by governments to ensure workers receive a fair wage that reflects the cost of living. It is distinct from the National Minimum Wage (NMW), as it is specifically aimed at providing a higher standard of living for workers aged 23 and over. The NLW is reviewed annually and adjusted in line with economic factors and living costs. This is set to impact the wages of over 2 million low-paid workers. ![Why is the National Living Wage increasing?](https://cmdrecruitment.com/wp-content/uploads/2024/03/Why-is-the-National-Living-Wage-increasing.png) ## Why is the National Living Wage increasing? The government regularly reviews the National Living Wage rate to make sure that it is adjusted in line with various factors such as inflation, economic growth, and living cost indices. Employers need to stay informed about these changes to ensure compliance with the law and to properly budget for labour costs. You can guarantee that your employers are aware that these changes are coming, and they will be checking their pay slips to ensure the changes have been implemented. Failure to comply with NLW regulations can result in financial penalties and damage to the employer’s reputation. These changes should be seen as a positive move for employers, as it will result in a boost in morale and productivity. ![What are the implications for employers?](https://cmdrecruitment.com/wp-content/uploads/2024/03/What-are-the-implications-for-employers.png) ## What are the implications for employers? The increase in the National Living Wage has several implications for employers, including: - Financial impact: The primary concern for employers is the financial impact of the NLW increase. Higher wage costs can affect profitability, particularly for small businesses operating on tight margins. Employers should conduct thorough financial analyses to understand the impact on their bottom line and explore strategies to mitigate any adverse effects. - Workforce morale: Pay is a significant factor in employee satisfaction and morale. Offering a wage that aligns with the NLW demonstrates a commitment to fair compensation and can improve employee loyalty and retention. Conversely, failing to adjust wages accordingly may lead to disgruntled employees and increased turnover. - Recruitment and retention: The current labour market is highly competitive, so offering competitive wages is essential for attracting and retaining hard workers. Employers who pay below the NLW may struggle to attract qualified candidates and may experience higher turnover rates as employees seek better-paying opportunities elsewhere. - Compliance and legal risks: Failing to comply with these rules can lead to legal action, fines and damage to your reputation. Employers must ensure they are aware of their obligations under the law and take proactive steps to comply with NLW requirements. This may involve reviewing payroll practices, updating employment contracts, and seeking legal advice if necessary. ![Recommendations for employers](https://cmdrecruitment.com/wp-content/uploads/2024/03/Recommendations-for-employers.png) ## Recommendations for employers To effectively navigate the National Living Wage increase, employers can consider the following recommendations: - Budget planning: Incorporate NLW increases into annual budget planning to anticipate and mitigate the financial impact on your business. - Review pay structures: Evaluate current pay structures to ensure compliance with NLW regulations and make adjustments as necessary to meet statutory requirements. - Invest in training and productivity: Enhance workforce productivity through [training and development](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) initiatives to offset the impact of higher wage costs. - Monitor legislation changes: Stay informed about changes to NLW legislation and other labour regulations to ensure ongoing compliance and avoid legal risks. - Communicate with employees: Transparent communication with employees about [National Living Wage increases and their impact](https://cmdrecruitment.com/will-the-increased-national-living-wage-impact-hiring/) on wages can foster trust and mitigate potential discontent. ## Closing thoughts The National Living Wage increase presents both challenges and opportunities for employers. By understanding the implications of these changes and implementing proactive strategies to comply with NLW regulations, employers can navigate this evolving landscape while maintaining a motivated and productive workforce. Investing in your workforce makes good financial sense when you consider the costs of high employee turnover. If you are known for being a fair employer offering above market wages, you’ll have your pick of the best candidates. You’ll also enjoy the benefits of a more [motivated workforce](https://cmdrecruitment.com/intrinsic-motivators-and-why-they-matter/), as your employees will not be worried about making ends meet or looking for a second job. **Categories:** Advice --- ### [How To Start a Career in Accountancy And Finance](https://cmdrecruitment.com/how-to-start-a-career-in-accounting) **Published:** November 21, 2022 **Author:** paul **Content:** A career in accounting and finance can be highly lucrative. Jobs in this sector typically command high salaries and are always in demand. If you are a natural with numbers and enjoy a numerical challenge, a career in accountancy and finance could be ideal for you. In this guide, we will explore how to get started in this field, the key skills you will need to succeed, and how to ensure your application will always stand out from the competition. ## Do your research There are many different types of [accountancy](https://cmdrecruitment.com/disciplines/accountancy/) and [finance ](https://cmdrecruitment.com/disciplines/finance/)roles, so it’s important to think carefully about what interests your most. If you’re interested in a career in accountancy or finance, it’s important to do your research and find out which area is right for you. There are many different roles within these industries, from auditing and taxation to financial planning and investment banking. Each role has its own set of skills and knowledge requirements, so it’s important to choose an area that aligns with your interests and strengths. Once you’ve identified the right area for you, it’s important to gain as much experience and qualifications as possible so that you can stand out in the competitive job market. With the right preparation, you can land your dream [job in accountancy or finance](https://cmdrecruitment.com/what-do-finance-jobs-pay-in-2022/). ## Consider getting a degree or professional qualification Training will give you the theoretical knowledge and practical skills you need for the job. When it comes to choosing a career, there are many different paths you can take. Some people opt to enter the workforce straight after school or college, while others choose to further their education with a degree or professional qualification. While both options have their merits, there are some key advantages to pursuing a degree or professional qualification. - Firstly, this will give you the theoretical knowledge and practical skills you need for the job. - Secondly, it can help you to stand out from the competition when applying for jobs. - And finally, it can give you the opportunity to network with other professionals in your field. So if you’re considering a career change, don’t overlook the benefits of furthering your education. Conversion courses may allow you to put some of the skills you already have to use while also enabling you to gain the new skills you need to hit the ground running in a new role. ![Start applying for jobs](https://cmdrecruitment.com/wp-content/uploads/2022/11/Start-applying-for-jobs.png) ## Start applying for jobs If you’re just getting started, look for entry-level positions or internships to get your foot in the door. Once you have your degree in hand, it’s [time to start looking for a job](https://cmdrecruitment.com/increased-demand-part-time-jobs/). The best way to find entry-level positions or internships is to search online job boards or company websites. Many companies post open positions on their websites, and job boards aggregate these postings in one place. To get started, create a list of companies that you would like to work for and then visit their websites to see if they have any open positions. Applying directly to a company will give you a distinct advantage because you will be able to show that you are interested in a specific company, not just any job. You can also set up Google Alerts for specific keywords, such as “entry-level jobs” or “internships,” so that you will be notified when new postings appear online. Applying for jobs may seem daunting, but with a little effort, you will be on your way to starting your career. ## Network with people in the industry If you want to land a role, you need to attend events, join professional organisations or connect with people online. If you’re looking to break into a new industry, it’s important to start networking as soon as possible. Attending industry events is a great way to meet potential employers and get your name out there. If you’re not sure where to start, try joining a professional organization related to your field of interest. These organizations often host events and can provide invaluable career advice. For those who prefer to network online, LinkedIn is a great resource for connecting with like-minded professionals. No matter how you choose to network, remember that building relationships is key. Industry contacts can provide valuable insights, introduce you to new opportunities, and serve as mentors throughout your career. ## Keep learning and developing your skills Even after you have landed your first time, don’t get complacent. Stay up to date with new [technologies and trends](https://cmdrecruitment.com/technological-advancements-future-trends/), and take on additional responsibilities at work. In today’s ever-changing workplace, it’s more [important than ever to keep learning and developing your skills](https://cmdrecruitment.com/people-skills-important/). With new technologies and trends emerging all the time, it can be difficult to stay up to date. However, by taking on additional responsibilities at work and constantly challenging yourself to learn new things, you can ensure that you remain a valuable asset to your employer. Not only will this help you to advance in your career, but it will also make you more marketable if you ever decide to change jobs. So whatever industry you’re in, make sure you keep learning and developing your skills. It’s the best way to stay ahead of the curve. ## Closing thoughts If you want to start a career in accountancy or finance, there are a few things you should do. First, research the different types of roles that exist so you can identify which area interests you most. Next, consider getting a degree or [professional qualification](https://souters.nl/finance-courses/) in order to gain the theoretical knowledge and practical skills required for the job. Once you have these basics covered, it’s time to start applying for jobs – look for entry-level positions or internships to get your foot in the door. Networking is also important; attend industry events, join professional organizations, or connect with people online to make valuable contacts. Finally, don’t forget to keep learning and developing your skills; stay up-to-date with new technologies and trends, and take on additional responsibilities at work to expand your experience. By following these steps, you’ll be well on your way to starting a successful career in accountancy or finance. **Categories:** Advice --- ### [How To Avoid The Skills Gap Widening](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening) **Published:** June 4, 2025 **Author:** Dan Barfoot **Content:** This article explains how organisations and individuals can work to avoid a widening skills gap by investing in training, embracing flexible pathways, and encouraging continuous learning that matches evolving workplace demands. - Rapid technological and market changes are creating a skills gap in many sectors. - Organisations should invest in training and development to upskill staff. - Flexible career pathways help employees adapt to new roles and technologies. - Encouraging continuous learning can sustain a competitive and capable workforce. Acquiring top talent and placing qualified candidates into the right positions in your organisation is hard enough in the best of times, but what happens when your business desperately needs to do just that during the final stages of a pandemic and in the middle of an already short skilled labour market? UK employers reported that one in four (24%) of all hard-to-fill vacancies were due to skills shortages, an increase of two percentage points since 2017. What is most concerning, is that almost 60% of these shortages appear in middle and high-skilled occupations ((DfE) [Employer Skills Survey](https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/955172/Employer_skills_survey_2019_research_report.pdf)). The concern with a workforce skills shortage is something that is worrying businesses across all industry sectors. Companies who are not able to fill positions with skilled workers will be left with stretched resources that result in damaging implications for both the short-term and long-term outlook of the business. ![Training your existing employees](https://cmdrecruitment.com/wp-content/uploads/2021/08/Training-your-existing-employees.png) ## Training your existing employees One way to make up for a shortage of skilled workers in an organisation may be to upskill and further develop their existing employees, specifically tailoring the employees’ new skills to fit the actual shortage. Mentoring and offering training in-house, where a knowledgeable employee shares with others their expertise is a great way for companies with limited resources to increase their value without expending too much time and money. There is a phenomenal amount of free online courses available that can upskill an employee fairly quickly. For more skilled or technically specific jobs, [external online training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) and training whilst in employment could also address some shortages. This option can be more expensive and time-consuming; however, it can also pay dividends in the long run. Offering valuable training may make the organisation a more attractive employer and increase direct job applications. **Encourage Lifelong Learning** Supporting a culture of ongoing education and skill development helps employees stay relevant in evolving industries. **Invest in Workforce Training** Employers that invest in upskilling and reskilling their staff are better positioned to bridge the skills gap and retain talent. ![Review your internal skillsets](https://cmdrecruitment.com/wp-content/uploads/2021/08/Review-your-internal-skillsets.png) ## **Review your internal skillsets** Interestingly, there might be a more direct solution than you think. Many organisations have identified that they already have the people they need but are not utilising their pre-existing skill sets. It is important to internally talent map when looking at your available skill sets, paying close attention to skills that could be transferable. Consider employees that might be able to apply their skills differently. Advertise vacant positions internally and encourage employees to adapt and learn. ## **Re-evaluate your recruiting practices** When skills shortages become a serious concern, it might be time to re-evaluate how you recruit new employees. Often new members of staff don’t have the full skillset to perform immediately at 100%. Without hurting your organisation, you could easily hire applicants with 80% of the right requirements and help them grow into the role. Or, hire applicants with all the right skills, but ones perhaps with less experience than you were initially looking for. If you diversify your hiring practice and consider [transferable skills](https://cmdrecruitment.com/mastering-the-art-of-hard-vs-soft-skills/) as mentioned before, you could find excellent, motivated individuals who could easily help your company reach its goals. To learn more on skills available on the current recruitment market or discuss your recruitment strategy, [get in touch](https://cmdrecruitment.com/contact/) with our expert consultants today. [Contact us](https://cmdrecruitment.com/contact) 01225 805080 **Highlights** - Skills gap overview - Training investment - Continuous learning - Flexible career paths - Workforce development - Adapting to change **FAQs** What is the skills gap?The skills gap refers to the difference between the skills employers need and those workers currently have, often driven by rapid changes in technology and industry demands. How can employers help close the skills gap?Employers can offer training, development programs, and mentorship to build relevant skills within their workforce. What can individuals do?Individuals can engage in continuous learning, pursue additional qualifications, and remain open to developing new competencies to stay aligned with workplace needs. **Categories:** Advice --- ### [How Efficient Is Your Remote Working Strategy?](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy) **Published:** January 11, 2025 **Author:** Dan Barfoot **Content:** **Key Takeaways** A strong remote-working strategy requires more than simply letting staff log in from home—it demands clear workflows, measured outcomes, effective communication and the right technology and culture in place. - Remote working can widen talent access and increase flexibility—but only if supported properly. - Effective remote strategies require defined outcomes and strong management of performance. - Technology, workspace set-up and employee support are key enablers of remote efficiency. - Poor remote strategy risks reduced productivity, engagement and increased isolation. - Regular review, clear policy and continuous improvement make remote work a strategic advantage. ### With remote working forecasted to become a permanent fixture for most of the industry leaders, how efficient is your remote working strategy? ### Our Operations Manager, Dan Barfoot further discusses how to efficiently incorporate remote working whilst upholding productivity and get the most from your team. Just [25%](https://www.computerweekly.com/news/252484390/Businesses-learn-to-cope-with-new-normal-as-only-25-of-UK-workers-crave-return-to-office) of the UK workforce feel comfortable about returning to the office on a full-time basis. While it may seem that there is pressure from multiple sources about returning to the workplace, (in fact, [60% of employees](https://www.gmb.org.uk/news/four-five-workers-worried-returning-work-will-put-family-risk) feel there is pressure to return to work due to a ‘presenteeism culture’); it seems that remote working is here to stay. So much so that [74% of industry leaders](https://www.gartner.com/en/newsroom/press-releases/2020-04-03-gartner-cfo-surey-reveals-74-percent-of-organizations-to-shift-some-employees-to-remote-work-permanently2?source=BLD-200123&utm_medium=social&utm_source=bambu&utm_campaign=SM_GB_YOY_GTR_SOC_BU1_SM-BA-PR%22%20%5Ct%20%22_blank%22%20%5Co%20%22https://www.gartner.com/en/newsroom/press-releases/2020-04-03-gartner-cfo-surey-reveals-74-percent-of-organizations-to-shift-some-employees-to-remote-work-permanently2?source=BLD-200123&utm_medium=social&utm_source=bambu&utm_campaign=SM_GB_YOY_GTR_SOC_BU1_SM-BA-PR) intend to make remote working permanent for some employees. So, with [remote working](https://cmdrecruitment.com/remote-vs-in-office-hiring/) seemingly part of the new business normal, the concern that many employers now have is to make sure their workers remain productive at home. With remote working becoming more formalised, many employers may now have to consider adopting a remote working strategy to ensure high quality, effective outputs from their dispersed teams. ## **Are Remote Workers More Productive?** While there have long been [studies](https://hbr.org/2019/08/is-it-time-to-let-employees-work-from-anywhere) about remote working improving productivity, the events that have unfolded this year have been like nothing else experienced. With the Coronavirus pandemic, not only did workers have to adapt very quickly to remote working, but with schools closed and isolation in force, many workers found they had more responsibilities to juggle during the working day. Not to mention dealing with an issue that has severe health implications, increased anxiety levels and took a huge toll on mental health. However, in spite of this, the latest Okta survey revealed that just 31% of respondents believe their productivity levels took a hit, while 62% of people are thriving by working from home. Many people state that the flexibility of remote working gave them more free time during the day. This includes having the opportunity to go for an invigorating walk so that they could return to work with greater levels of focus. So, while productivity seems to be thriving according to employees, for businesses, the answers may not be as clear-cut as this. **Remote Can Be a Strength** When structured and supported properly, remote working gives access to wider talent, boosts flexibility and supports resilience in changing times. **But It Doesn’t Work by Default** Without clear strategy, communication and measurement, remote working risks becoming inefficient, disconnected and costly rather than productive. ## When Are Workers Less Productive? Productivity can depend on several factors, and all of these may play a part in how productive your business is with a remote team. ### **1.The Free Rider Effect** If your team is split between office staff and working from home, there is a perception that remote workers have an easier life. If office staff believe remote workers are coasting through, rather than working hard, this can actually cause a drop in productivity for your office workers too. Put simply; no one wants to feel like they are the only one doing hard work, so they will adjust their output levels accordingly. ### **2.The Task At Hand** [Studies](https://www.sciencedirect.com/science/article/abs/pii/S0167268112000893) show that productivity at home increases with creative tasks. Many people believe the structure of an office environment can stifle creativity, meaning these tasks are less productive in the office. However, for ‘dull’ tasks, workers perform better in a controlled cubicle setting. So, if you have dispersed workers focusing on repetitive tasks, their output may drop. However, your creative team may find their productivity soars. ### **3.The Productivity Tax** [There is data](https://www.apmdigest.com/businesses-must-avoid-the-remote-work-productivity-tax) to suggest that workers become less productive the longer they remain in a remote working set up. A significant reason for this seems to be the IT resources that remote workers need in order to be productive. During the beginning of lockdown, [24%](https://www.okta.com/blog/2020/05/the-new-workplace-in-europe-reimagining-work-after-2020/) of newly remote workers said they were unproductive as they were unable to access the software that they needed. However, for employees, it is not simply enough to have the right software at home. Employees require fast response business-critical applications. Furthermore, they need access to the right collaboration tools that ensure effective communication. One of the biggest productivity killers for remote workers is connectivity. Without this tech support, employers will find they have to pay a ‘productivity tax’ to ensure effective business continuity. AreaKey ConsiderationTechnology & ToolsEnsure your remote team has access to the right platforms, secure connections and collaborative software to maintain productivity.Performance MeasurementDefine and monitor outcome-based metrics (not just hours logged) to assess how effectively remote working is delivering business goals.Culture & CommunicationRegular check-ins, virtual collaboration and strong communication channels are vital to avoid isolation and maintain team cohesion.Employee EnvironmentSupport remote staff with ergonomic set-ups, clear home-office boundaries and policies to ensure comfort, focus and fairness.Continuous ReviewRegularly review your remote strategy, gather feedback and refine processes to keep remote working delivering value.## **How To Improve Remote Working Productivity** ### **Invest in Business Continuity** While these are turbulent times for many businesses, it has never been so important to choose business investments wisely. For cost-effective remote working, investing in technology and IT support will be vital, especially for long-term remote workers. There may be financial decisions that will come down to the business alone. For example, should employers pay for heating, internet, display screen equipment, when staff work from home? There are currently no rules as to what businesses have to pay for. Many businesses argue that money saved on the commute will pay for these home expenditures. However, under employment law, employers do have a duty to protect the health and safety of their workforce. In the long-term, we may see some repercussions for businesses that have neglected their home workers. For example, if an employee develops RSI due to their home working set up, it is possible a court could rule in the employee’s favour if it appears that a business has abandoned their health and safety duties for remote workers. As a result, it may be a budget decision to determine what you can provide to your team that will provide a return on investment when it comes to productivity. For example, supplying each employee with a [home working](https://cmdrecruitment.com/the-competitive-market-of-working-from-home/) toolkit (mobile, laptop, ergonomic chair) can be a worthwhile investment for some employers, but not others. ### **Build Trust** It can be tempting for employees and business leaders to continually check in on their teams to see how work is progressing. However, this can be a productivity killer in itself. Your employees will be taken away from the task to reply to your message. Having to deal with unexpected interruptions can significantly impact focus. This means it is harder for your employees to reach their state of flow again. Furthermore, by giving your workers more autonomy, employees feel a greater sense of job satisfaction which, in itself, [increases productivity](https://www.pwc.com/co/es/publicaciones/assets/millennials-at-work.pdf). Instead of dropping update requests throughout the day, set clear rules for updates, goals and deadlines. For example, this may be a start of the day check-in where employees tell you what they have to complete that day. You can then have an end of the day results session. This is where employees can list their accomplishments for that day. ### **Create Best Practices For Communication** [49%](https://www.okta.com/blog/2020/05/the-new-workplace-in-europe-reimagining-work-after-2020/) of remote workers say they miss the work relationships they have forged with their co-workers. With this in mind, establishing best practices for remote communication can not only enhance work relationships, but it can make it easier for new recruits to feel part of the team too. For example, it may mean dedicating five minutes at the start of each Zoom call for catching up about non-work matters. Alternatively, it may be respecting the ‘do not disturb’ function on Slack. It may be that there needs to be advice as to when a phone call or email is best practice. For your support teams, communication tools like Loom can really help to talk employees through issues as you can add voice commentary to screen recordings. Another issue is ‘[Zoom fatigue](https://cmdrecruitment.com/blog/2021/03/having-room-for-zoom-top-tips-for-making-the-most-of-your-day)’. This is where many remote workers become tired of the number of video calls they have in a day. Zoom fatigue can be exhausting and can seriously hamper productivity. It may help to set a limit on the number of Zoom meetings your team has per day. ### **Consider Your Numbers** If productivity from some of your team is low, could it be that there simply isn’t enough work for them to complete? It can be well worth considering restructuring your team to become more efficient. In some cases, this may mean having your core workers and then recruiting temporary staff during peak business times. Lockdown has forced many businesses to reassess their workforce and the numbers they really need for efficiency. In fact, [two in five](https://www.personneltoday.com/hr/furlough-redundancy-pay/) employers planned to make redundancies after furlough ends. The National Institute of Economic and Social Research predicts that 1.2 million UK workers will be [unemployed by Christmas](https://cmdrecruitment.com/blog/2020/06/how-is-the-uk-government-going-to-address-the-level-of-unemployment-after-lockdown-ends). Restructuring may not be a comfortable task for your business, but in terms of business survival; it can be critical. ### **Be Open-minded** Every business team is different. Consequently, it helps to experiment to work out exactly how to get the most from your team. From time-tracker software to social media blocking, flexible working hours to hybrid offices, mental health days to Pomodoro breaks; there are lots of options to consider for your business. The more you implement, the easier it will be to find the productivity solutions that work best for your whole workforce. ## Managing Your New Normal If you need support with increasing your remote workforce or managing the business troughs and peaks with [temporary staff](https://cmdrecruitment.com/12-benefits-of-hiring-temporary-staff/), CMD Recruitment can help. Our consultants offer tailored staffing solutions, fast turnaround times, and expert advice to suit your unique business needs. Please contact our team to [find out more.](https://cmdrecruitment.com/what-we-do) [Back to News](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Highlights** - Remote working must be strategic, not incidental - Outcomes and productivity need measurable focus - Investment in tools and employee environment is essential - Communication, culture and connection cannot be neglected - Regular reviews and adjustments support long-term success **FAQs** How can we measure whether remote working is working?Focus on outcome-based indicators such as project delivery rates, time to decision, quality of output, employee engagement and attrition rather than purely hours logged. What are the biggest risks of remote working if done badly?Without clear structure, communication and equipment, remote working can lead to disengagement, lack of collaboration, unclear responsibilities and reduced organisational culture. How do we support remote staff effectively?Provide the right tools, set clear expectations, keep communication frequent, invest in home-workspace support and build virtual culture elements to replicate the benefits of in-office life. **Categories:** Advice --- ### [Gender pay gap reporting: What is it and what does it mean](https://cmdrecruitment.com/gender-pay-gap-reporting) **Published:** June 1, 2022 **Author:** paul **Content:** Gender pay gap reporting is a new requirement in the United Kingdom that aims to help close the pay gap between men and women. The new law will require companies with more than 250 employees to publish their gender pay gaps. This information will help identify where disparities exist and what can be done to address them. The gender pay gap reporting is important in ensuring equality for all workers. It can help highlight where disparities exist and ensure that action is taken to close the pay gap. For employees, it may also provide some peace of mind to know that their company is taking action to address any inequalities. If you believe you are being paid less than your male counterparts, then you should speak to your employer about how you can address this issue. Even if you are working for a company with fewer than 250 employees, you can still raise the issue with your HR department. ## What is the gender pay gap? The gender pay gap is the difference in average earnings between men and women. In the UK, the Office for National Statistics (ONS) found that in 2018, women earned on average 14.1% less than men. This equates to women being paid 90p for every £1 earned by men. The gender pay gap can be caused by a number of factors, including: - The type of work that women are more likely to do, such as [part-time](https://cmdrecruitment.com/increased-demand-part-time-jobs/2133/) or lower-paid jobs. - Women are more likely to take time out of their careers to care for children or elderly relatives. - Gender discrimination – where women are paid less than men for doing the same job. Addressing the gender pay gap is not simple, but acknowledging that it exists is the first step. By publishing their gender pay gaps, companies will be forced to take a closer look at their practices and make changes where necessary. This is an essential step in achieving equality for all workers, regardless of their gender. It also gives employees the information they need when choosing an employer. ## What is gender pay gap reporting? [Gender pay gap reporting](https://gender-pay-gap.service.gov.uk/) is the process of businesses publishing data that compares the average earnings of their male and female employees. The goal is to help close the gender pay gap, which is the difference in wages earned by men and women. By increasing transparency, it is hoped that companies will have nowhere to hide. If they do have issues with gender pay gaps, they will have an incentive to fix it, or else risk being unable to hire women in the future. ## Why is gender pay gap reporting important? There are a number of reasons why gender pay gap reporting is so essential. To begin with, it can help businesses identify any disparities in how they are paying their male and female employees. This information can then be used to address any issues and make sure that everyone is being paid fairly. In addition, gender pay gap reporting can also help to highlight any issues with promotion and career progression for women within a company. Making this data widely available allows for more honest conversations about these topics to take place. It also means that companies with a large gender pay gap will have nowhere to hide. ## What are the benefits of gender pay gap reporting? There are a number of benefits that can come from gender pay gap reporting. For businesses, it can help to improve their reputation and attract more female employees. It can also lead to greater transparency and accountability within a company. For employees, gender pay gap reporting can help to level the playing field and ensure that everyone is being paid fairly for their work. It can also offer some peace of mind, [knowing that your employer is taking active steps](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) to close the gender pay gap. ## What are the disadvantages of gender pay gap reporting? There are a few potential disadvantages of gender pay gap reporting. For businesses, it can be seen as a negative if they have large disparities in their male and female employees’ earnings. This information can also be used to put pressure on businesses to make changes, which can be costly. For employees, there is a risk that gender pay gap reporting could be used to discriminate against women. However, this is less likely to happen if the data is published anonymously. ## How can I find out if my employer is publishing gender pay gap data? If you’re curious about whether or not your employer is publishing gender pay gap data, the best way to find out is to ask them directly. You can also check their website or look for any recent news articles about the company. If you’re still not sure, you can always contact a gender pay gap reporting expert for more advice. ## What should I do if I think I’m being underpaid? If you think you’re being underpaid, the first step is to talk to your employer. It’s possible that there has been a mistake or that they are simply unaware of the discrepancy. You may have been due a pay rise, but this hasn’t been offered because of complications from the pandemic. If you’re unable to resolve the issue internally, you can always file a complaint with the Equal Employment Opportunity Commission (EEOC). Keep in mind that filing a complaint can be a lengthy and stressful process. You may also want to consider talking to a solicitor before moving forward. ## Closing thoughts on the gender pay gap In conclusion, gender pay gap reporting is a vital tool in the fight for gender equality. It can help businesses identify any disparities in how they are paying their male and female employees, and it can also help highlight any issues with promotion and career progression for women. While there are some potential disadvantages of gender pay gap reporting, the benefits far outweigh any negatives. **Categories:** Advice --- ### [KPMG - UK Jobs Report January](https://cmdrecruitment.com/kpmg-uk-jobs-report-jan-26) **Published:** February 10, 2026 **Author:** Dan Barfoot **Content:** UK permanent hiring fell in January at its slowest rate in 18 months, while temporary billings rose slightly for the first time in three months. Candidate availability grew at the softest pace in a year, but pay for both permanent and temporary staff increased sharply due to competition for skilled workers. Overall demand for staff remains down, though hiring intentions and recruitment activity show cautious optimism for 2026. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Full Report](https://gamma.app/docs/KPMG-and-REC-UK-Report-on-Jobs-January-2026-zgpz46ybgj7zh8c) **Categories:** Interviews --- ### [KPMG - UK Jobs Report December](https://cmdrecruitment.com/kpmg-uk-jobs-report-december-6) **Published:** January 12, 2026 **Author:** Dan Barfoot **Content:** The UK jobs market ended 2025 cautiously, with sharp falls in permanent placements and a modest decline in temporary billings. Weak employer confidence and rising costs slowed hiring, though pay growth improved and the market showed early signs of stabilisation. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Full Report](https://gamma.app/docs/UK-Jobs--89m4cvffihnlusu) **Categories:** Interviews --- ### [12 Benefits of Hiring Temporary Staff](https://cmdrecruitment.com/12-benefits-of-hiring-temporary-staff) **Published:** May 14, 2025 **Author:** paul **Content:** Hiring temporary staff can provide businesses with the flexibility, speed and expertise they need to manage changing workloads. From covering absences to supporting growth and testing new ideas, temporary workers can play a vital role in maintaining productivity without long-term commitment. - Temporary staff offer flexibility during busy periods - Businesses can access skilled workers quickly - Temps can become permanent hires if the fit is right - Hiring temps helps manage costs and reduce pressure on teams You might have a great group of employees but what do you do when you have a sudden surge in workload? Do you struggle, with each person working overtime to cope or do you call in the cavalry – in this case, temporary staff to help? For those that have worked in temp roles, you will know that the variety of jobs, change of scene and opportunity to mix with a whole set of new faces can be exhilarating and enjoyable. Depending upon where you live, working in a temporary position can keep you nearly as busy as a full-time employee. But what about the employer? What do businesses think about the idea of taking onboard temporary staff? Unfortunately, many companies steer clear, even when their situation reveals that they would be far better served by hiring interim support. TopicKey PointFlexibilityScale teams up or down as demand changesSpeedTemporary staff can start at short noticeExpertiseAccess skilled professionals without long-term hireCost ControlManage payroll without permanent increasesRetentionOpportunity to convert temps into permanent staff## **12 benefits of hiring temporary staff** If you would like to know more about the hiring of temporary staff and some of the many benefits that they bring, this article will help. Whether you have previously avoided hiring temps in the past, have had bad experiences or just don’t know how to go about identifying the right type of flexible staff to suit you, read on. 1. **Keeping things flexible** – one of the reasons that employers do like to work with temporary staff is that they provide great flexibility when needed. The wisest of employers will have an arrangement in place with a highly rated [recruitment agency](https://cmdrecruitment.com/what-is-the-role-of-a-recruitment-agency/) to provide them with staff ‘on tap’ when things get hectic. This means that when a situation occurs where extra staff are required, the process is already in place. Whether the fluctuation is due to things like holidays and staff training or unexpected because of sickness, (as with Covid) or someone leaving suddenly, getting someone in to help can happen quickly and without too much stress. Recruitment agencies that provide temporary staff will have a database of people readily available, experienced and qualified to step into the void and fill it. 2. **Expertise when you need it** – temporary staff can get a raw deal with people thinking that they are only capable of filling the dullest of roles that require little skill. This is just not true. Skilled and knowledgeable temporary workers can be highly capable, even bringing to the company a fresh new outlook on things. 3. **You may decide to keep them** – temporary staff are frequently asked to become permanent by employers who recognise a valuable team member when they see one. By allowing them to work for you on a short-term basis, you get a good feel of how they would work as a full-time permanent member of staff. 4. **Ability to ‘hit the ground running’** – this may be an overused phrase but temporary staff are indeed used to working at peak performance from day one. A lot of the time, they are very upbeat, positive and eager to get started. This is because they enjoy what they do, liking the flexibility and control they have over their working life. Temporary workers can also help re-energise the existing workforce, bolstering productivity and enabling the rest of the team to work without unnecessary pressure. 5. **Trying out something new** – are you thinking of adding a new product or service to your offering but aren’t too sure about how successful it would be? Rather than committing to full-time employees, use temp staff to help you test the water. If things go well, you will feel safe about committing and adding to the permanent group of staff. 6. **Scale-up quickly** – maybe you have a rush order to complete or it’s a holiday period and you have several key staff on leave. Use the temporary staff to scale up quickly, bringing in as many additional people as you need to bridge the gap. Because they are already skilled and experienced, it won’t take them long to grasp the intricacies of the role. 7. **Fast track your temporary workforce** – when you hire from a [professional temp agency](https://cmdrecruitment.com/about/faq/), you don’t have to worry about security checking or long waiting periods. Agencies such as CMD have pools of temporary workers ready and waiting, available by making a phone call. 8. **Filling holes in the workforce whilst recruiting** – when you need time to recruit a new employee but have a gap in the existing team, a temporary worker can step in and help ease the strain. The new recruit won’t have a huge backlog to deal with and you might even end up hiring the temp full-time! 9. **Test the water with a temporary worker** – did you know that it’s possible to take a temp on board under a ‘long-term interview’ basis. Once firmly ensconced, you can see how they perform. They can see if they like the job too and if a good fit, you [offer them a permanent position.](https://cmdrecruitment.com/is-temp-to-perm-losing-talent/) 10. **Identify your new manager** – did you know that more than [one-third of managers were initially temporary](https://www.employment-studies.co.uk/system/files/resources/files/311.pdf) staff? When people are working with you temporarily, it gives you time to assess their ability and whether they are good management material or not. If they are, then snap them up! 11. **Open up a Pandora’s Box of new skills** – having new faces around is not only refreshing but can also bring a host of valuable skills to the organisation. Be prepared to watch and listen as temps provide you with a fresh insight into existing processes. Similarly, they may have used software or hardware at other companies or completed training courses that have provided them with important information that may be ideal for your use. 12. **Manage your costs** – if you don’t want to increase your employee costs permanently, use temporary workers only when you need them to deal with peaks in demand. The flexibility of using a temporary worker is invaluable when you need to cope with a variable workload. **Support Growth Without Commitment** Temporary staff allow businesses to respond to growth opportunities and workload spikes without the risk of permanent expansion. **Keep Teams Energised** By reducing pressure on permanent employees, temporary workers help maintain morale, productivity and long-term performance. ## **Advantages and disadvantages of hiring temporary workers** Hiring a temporary worker works well for many companies. When you hire via [CMD Recruitment](https://cmdrecruitment.com/submit-a-vacancy/) you know that you are tapping into a skilled network of temporary staff, producing high-quality work. We also provide interim hires – staff who can be ready at short notice and who have been carefully vetted by us. If you are still not sure whether hiring temporary staff is the right decision, check out our advantages and disadvantages: Advantages - Swift availability – whether you want an interim hire or temporary worker, staff are able to start at short notice. You don’t need to do the screening or conduct interviews as the team at CMD do this for you, meaning that your recruitment department/HR save valuable time and money. Simply tell us what you need and we’re on the case. - Great for short-term contracts –you do not have to worry about continually hiring and firing when short-term contracts end. Remove the worry of stressful terminations or employment claims. - Added versatility – some temporary staff come with versatile add-ons such as their own car, computer and mobile. Smaller businesses appreciate the whole package, negating the need to spend more money on extras such as this. Disadvantages - Safety issues – statistically, temporary staff have more accidents than permanent people. This varies according to the sector, with construction being one of the more high-risk environments. All staff come fully trained to suit your industry but they will need to be coached on specific machinery operating procedures, individual site safety etc. - [Training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) – your temporary workers will never be novices but because your operation is unique, they will need to be overseen/trained for a short time i.e. how to use specific hardware and software plus knowledge of products and services. - Staff acceptance – temporary workers are not part of the full-time team so may be at the fringe of the existing culture. Staff need to show an attitude of acceptance and helpfulness and never act negatively towards temporary newcomers. These pros and cons will vary considerably according to the size of your business, the sector and amount of permanent staff. Companies that regularly take on board temporary workers can reduce many of the disadvantages, having a set process in place to care for the newbies. Smaller companies may find the process more challenging but much depends upon the attitude of management and the other team members they will be working with. By making sure that your organisation has an inclusive culture, easily accepting and working with temporary staff, the negatives will be far outweighed by the many benefits. ## **Summary** Follow our 12 benefits of hiring temporary staff and watch as your business benefits. The team at CMD recruitment can help fill temporary and interim roles throughout the South West, with a national reach across the UK. You can find full details of our [disciplines and sectors](https://cmdrecruitment.com/disciplines/). [Get in touch](https://cmdrecruitment.com/contact/) if you would like to discuss your temporary staff requirements with the team at CMD. No matter the size of your organisation or temporary worker needs, our expert help is available. **Highlights** - Flexible staffing for peaks in demand - Access to specialist skills when needed - Fast hiring through recruitment agencies - Reduced overtime and burnout for permanent staff - Opportunity to trial future permanent employees - Improved productivity and morale ### FAQs When should a business hire temporary staff?Temporary staff are ideal during busy periods, staff absences, recruitment gaps or when testing new services or projects. Can temporary workers become permanent employees?Yes. Many employers use temporary roles as a way to assess fit and performance before offering a permanent position. Are temporary staff fully vetted?When hired through a recruitment agency, temporary staff are pre-screened, reference-checked and ready to start quickly. **Categories:** Advice --- ### [7-Step Recruitment Process to Improve Your Candidate Conversion](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion) **Published:** May 2, 2025 **Author:** paul **Content:** Building a strong candidate flow is about more than filling roles when vacancies arise. By creating a structured recruitment process, businesses can improve candidate conversion, reduce hiring delays and ensure they are always ready to secure top talent. - Candidate conversion measures how effectively interviews turn into hires - A strong recruitment funnel reduces wasted time and effort - Consistent hiring processes improve candidate quality - Preparation allows companies to hire quickly when needed If the only time you think about recruitment is when you need to fill a role, you may have an issue with your candidate flow and conversion rate. The best companies are always hiring, even when they aren’t. By creating a strong recruitment process, you’ll always be ready to bring in new candidates. ## What is candidate conversion? Candidate conversion is the rate at which you take a candidate from interview to onboarding. It rests on a strong recruitment process that will allow you to interview enough candidates to enable you to narrow down your search. Think about the stages of the recruitment process. First, you need to advertise the role to a wide audience. Then, you need applicants to apply for the role. You then need to interview the best of the bunch before offering the role to the right candidate. And finally, the candidate needs to accept. ## Why does it matter? At every stage in the process, the number of candidates will be reduced. So if you aren’t getting enough into the top of the funnel, you’ll struggle to meet your hiring needs. You could also waste time in the recruitment process by interviewing candidates who aren’t right for the role. Establishing a good candidate flow will enable you to put your hiring on autopilot, bringing in a steady stream of qualified and talented candidates. And if you get this process right, you can even encourage the best candidates to apply directly to you, without a single job advert needed. TopicKey PointCandidate ConversionMeasures success from interview to onboardingJob DescriptionsSpecific roles attract better-suited candidatesRecruitment StrategyDefines channels, geography and interview methodsInterview ProcessStructured interviews ensure fair evaluationOnboardingSmooth onboarding improves retention and performance## The 7-step recruitment process that gets results There are a few steps involved in improving your candidate conversion and we’ll outline them below. By following this recruitment process, you can identify and hire the best candidates. And by establishing this process in your organisation, you’ll always be ready to switch on the hiring engine when you need it. ### Identify the hiring requirements Hiring a new employee doesn’t always mean a direct replacement if a team member is leaving. Sometimes there is the need to expand teams or to fill [skills gaps](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/). Being able to identify exactly what role you need to fill is the first step in the recruitment process. There are a few common events that might trigger the first stage in the recruitment process. These include: - Identifying a skills gap within your organisation. - A sudden influx of work that your team cannot handle. - An employee handing in their notice. - Business growth or expansion requires new [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/). ![Create a job description](https://cmdrecruitment.com/wp-content/uploads/2022/03/Create-a-job-description.png) ## Create a job description It’s a common misconception that a broad job description will generate better results. Your job description should be well-defined so that candidates can start to visualise themselves in the role. By creating a job description template for your company, you can save a lot of effort as you will never have to start from scratch. You can also include standard information such as company background that will be helpful for any vacancy. Make sure your job description includes the following information: - Job title - Main responsibilities - Opportunities for growth - Key benefits, perks and the compensation - Job location By being specific, you might feel like you are ruling candidates out. But if you are too broad, you can guarantee that candidates will rule themselves out. ## Develop a recruitment strategy The [recruitment strategy](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team/) might be different for every department, or it might be the same across the entire organisation. Your recruitment strategy will cover things like: - The geographical area you will target. - The channels you will use to promote the role. - The job listing websites you will use. - The recruitment agency or agencies you will work with. - The method you will use to interview (phone, Zoom, in-person). The recruitment strategy should be defined for each role in advance. This will allow you to assess your efforts and determine what needs to change if you aren’t getting the candidate flow that you would like. ![Pre-screen candidates](https://cmdrecruitment.com/wp-content/uploads/2022/03/Pre-screen-candidates.png) ## Pre-screen candidates Before inviting candidates for an in-person interview, you might want to include a pre-screening task or test. For technical roles, this can save a lot of time by ruling out the candidates that don’t have the skills or experience to fulfil the role. If you are working with a recruitment agency, they can handle the process of pre-screening candidates and save a lot of time and effort. Without a recruitment agency, you will have to determine the pre-screening criteria and any tests or tasks you might assign ahead of the interview stage. Once you have an idea of the candidates capable of taking on the role, you can then shortlist and invite them for an interview. Remember the best candidates usually don’t stick around, so don’t expect them to wait a long time for the interview. ## Interview candidates Designing a successful interview template will help to streamline the process and ensure that all candidates are given a fair chance. You might devise a set of standard questions to ask all candidates and then create role-specific questions as required. Alongside the interview format template, you should also create a “score sheet” for taking notes on the interview. This will help to standardise the evaluation and make for easier discussion between those on the interview panel. It also makes it easier to directly compare candidates. Don’t waste time between the interview and making a final decision as you could lose good candidates in the meantime. If you need to stage another round of interviews to make a final decision, make sure you inform candidates of their progress. **Build a Talent Pipeline** Consistent recruitment processes allow businesses to attract and nurture candidates even when roles are not immediately available. **Hire With Confidence** Structured interviews, clear evaluation criteria and efficient onboarding help ensure every hire is the right long-term fit. ## Offer the role Once you have found the right candidate, it’s time to offer them the role. But not without the final checks. Always check with candidates before contacting their [references](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/), as they might want to give their current employer a heads up that they are looking for a new role. There is a chance that the candidate you want will turn down the offer, request a salary that you cannot meet, or be snapped up by another employer in the meantime. If this happens, you need to be ready to pivot to the next candidate on your list. If no one else was suitable, you’ll need to start the recruitment process over. ## Onboard the new employee If the candidate accepts the role, you need a streamlined [onboarding](https://cmdrecruitment.com/onboarding-for-employee-retention/) process in place to reduce the burden on HR and department managers. This process should include signing the contracts, sharing employee handbooks, showing them around the office, introducing them to key people and welcoming them to the team. When done correctly, onboarding can make employees more comfortable in their new role, which allows them to do their best work from the start. In time, this can translate to higher staff retention, meaning you will have to spend less time recruiting for roles in the future. **Highlights** - Candidate flow supports long-term hiring success - Clear job descriptions attract better applicants - Pre-screening saves time during interviews - Structured interviews improve fairness and clarity - Fast decision-making prevents losing top talent - Effective onboarding improves retention ### FAQs What is candidate conversion?Candidate conversion refers to how effectively candidates move from interview through to accepting and onboarding into a role. Why is candidate flow important?A steady candidate flow ensures you always have enough qualified applicants, reducing delays and pressure when hiring. How can businesses improve recruitment results?Clear job descriptions, structured interviews, fast decision-making and strong onboarding processes all improve recruitment outcomes. **Categories:** Advice --- ### [6 of the Most Common and Tough Interview Questions and Answers](https://cmdrecruitment.com/most-common-tough-interview-questions-and-answers) **Published:** April 18, 2025 **Author:** paul **Content:** This article breaks down some of the most common yet challenging interview questions, explaining what employers are really looking for and how candidates can prepare confident, well-structured answers. - Preparation improves confidence when answering difficult questions. - Interviewers assess thinking style, not just the answer. - Honesty and self-awareness matter more than perfection. - Examples help bring answers to life. - Staying calm under pressure leaves a strong impression. There are some interview questions that come up time and time again, and they never fail to trip you up. Knowing how to answer tricky interview questions is a key interview skill, and it all starts with preparation. If you’ve already had a chance to formulate an answer to these questions in advance, you’ll be far more confident in your delivery. Remember that preparation can only get you so far; you also need to be able to think on your feet. While a second of silence can feel like an eternity when you’re on the spot, the interviewer will appreciate it if you take a moment to think. You can also ask them to repeat the question if you aren’t sure what to say. And failing that, simply take a sip of water to give yourself time to formulate your answer. The following questions are 6 very common yet very difficult questions to answer. Employers know they’re difficult, so they aren’t looking for perfect answers. In many cases, they are simply looking to see how you think on your feet. We’ve shared a few tips on what interviewers are looking for and how you might answer these tough questions. TopicKey PointTell Me About YourselfKeep it concise and focused on your career journey.Greatest WeaknessShow self-awareness and steps you’re taking to improve.Handling StressAcknowledge stress and explain how you manage it.FailureShare a learning experience with a positive outcome.## Tell us about yourself This is such a broad question that it can lead many people to ramble. They aren’t asking for your life story, they are simply asking for your elevator pitch. This is a short summary of your work experience and education. You might also include information about what brings you to this point in your career and what you are hoping to achieve next. ## What is your greatest weakness? When answering this question, you should be honest but not too honest. For example, employers don’t want to know that you’re always late or you can be lazy, even if this is true. Instead, they want to see that you are self-aware, able to reflect on your performance and actively learning from your shortcomings. For example, you might say that your weakness is that you get excited to share in meetings, but that you have been told that sometimes you interrupt people. You would then outline the steps you are taking to be able to bring that same level of excitement without cutting off your colleagues in the process. ![What did you dislike about your previous job?](https://cmdrecruitment.com/wp-content/uploads/2022/03/What-did-you-dislike-about-your-previous-job.png) ## What did you dislike about your previous job? If you left your previous role on bad terms, it can be tempting to trash talk your old employer, but don’t fall into this trap. Always remain positive when talking about previous employers, and highlight things that are easily remedied when asked to mention something you disliked. For example, instead of saying that [you didn’t get along with your coworkers](https://www.thebalancecareers.com/working-with-difficult-people-1918454), you could say that the team dynamic didn’t work very well and there were clashing personalities. Or instead of saying that you didn’t like the [high staff turnover](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate/), you could say that frequent changes in staffing made it difficult to form bonds with your co-workers. ## Why should we hire you? This is another broad question that can be difficult to answer. All they are really asking is for you to demonstrate that you are familiar with the job description and that your experience is ideally suited to the role. Try to match key competencies with examples of times when you have demonstrated these skills. For example, you might mention that you have proven experience increasing website traffic by 25% year-on-year in a previous role and that this knowledge and experience would come in useful when developing an SEO strategy for this company. ![How do you handle stress?](https://cmdrecruitment.com/wp-content/uploads/2022/03/How-do-you-handle-stress.png) ## How do you handle stress? Saying that you don’t get stressed is not as impressive as you might think. Instead, it’s [better to acknowledge that you get stressed](https://www.topinterview.co.uk/interview-advice/how-to-answer-how-do-you-handle-stress-question) and that you know what steps you need to take to limit how this impacts you. Accepting that stress is a normal part of working life is far better than trying to deny that it exists at all. For example, you might say that you like to stay organised to help limit the impact of stress on your working day. You might also say that when you feel stress is becoming overpowering, you take a step back and assess the situation to find the source of the stress. You then break down what needs to be done to remedy this into smaller steps so that you can tackle it without feeling overwhelmed. **Preparation Builds Confidence** Thinking through common interview questions in advance helps you respond calmly and clearly on the day. **Show How You Think** Employers value candidates who can reflect, learn and adapt rather than deliver rehearsed answers. ## Tell me about a time you failed No one likes to talk about their failures, particularly in an interview, but interviewers love this question for obvious reasons. It forces you to think about a situation that you have learned from. You shouldn’t share something that was a complete disaster and you took nothing from it. Instead, you should think about a situation where something went wrong, but you used it as a learning opportunity. For example, you might say that you were involved in a project and your part of the work was delivered late. Rather than ask for help, you tried to get it finished alone and this resulted in the entire project being pushed back. You learned that communication is key when working with others and implemented a weekly check-in with your team to make it easier for you and your colleagues to share important updates. You might also mention that you haven’t delivered a project late since this time. **Highlights** - Common interview questions - Thinking on your feet - Self-awareness - Positive framing - Using examples - Interview confidence **FAQs** Do interviewers expect perfect answers?No. They are more interested in how you think and communicate under pressure. Is it okay to pause before answering?Yes. Taking a moment to think shows thoughtfulness and composure. Should I use examples in my answers?Absolutely. Examples add credibility and make your answers memorable. **Categories:** Interviews --- ### [6 Steps to Finding the Best Employees for Your Business](https://cmdrecruitment.com/6-steps-to-finding-the-best-employees-for-your-business) **Published:** February 19, 2025 **Author:** paul **Content:** This article explores why people are a company’s greatest asset and outlines six practical steps employers can take to attract, assess and retain the best employees for long-term success. - Employees play a critical role in business reputation and performance. - High staff turnover damages morale and increases costs. - Hiring for attitude and cultural fit is as important as skills. - Structured interviews improve hiring decisions. - A considered recruitment process leads to stronger retention. > ***“The greatest asset of a company is its people.”***Jorge Paulo Lemann This may be a simple quote but the most successful companies abide by its message. They understand that without great staff, even the best organisations may eventually flounder and fail. Equally so, by looking after employees and ensuring their happiness, the business has a far greater chance of success. ## A vital resource Every organisation needs to locate and hold onto high-quality staff. A company’s employees are its most vital resource, helping to build brand identity. Think of your people as ambassadors of the company and you will understand why taking steps to find the best employees is so important. It’s also worth mentioning the costs of recruitment, training and rehiring. Any company that has a high turnover in staff is not only going to be wasting money but they will eventually be thought of as the type of employer to be avoided. The company’s reputation can suffer, as the word on the street will be that people are leaving for a reason. This, in turn, harms the morale of existing staff, causing them to question their reasons for staying. TopicKey PointPeople as AssetsEmployees shape brand identity and long-term success.Hiring ApproachCareful screening helps avoid costly hiring mistakes.Interview ProcessPanels and structured questions improve objectivity.Cultural FitCompatibility with teams and values supports retention.## **Six steps to finding the best employees** Take the right steps to find the best employees if you want your company’s profitability to improve. Interviewers should look for recruits that are passionate about their career and committed to the long term. They need to be compatible with the company culture and able to fit in well with the current team. If they were well-liked by their last employer, this indicates that they have good potential. Interviewers should sift through all potential candidates, looking for those that stand out for all the right reasons. Follow these six steps to find the best employees and not only will your business benefit but you will save time and spend less on recruitment: 1. **Focus on getting to** [know the candidate](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate/). What is important here is understanding what makes them tick. Many of our applicants use [video CVs](https://cmdrecruitment.com/video-cvs/) to add a personal touch. You should evaluate their skills, attitude, capabilities and potential to be a good fit for the vacancy. You can avoid attracting the wrong specification of person by wording the job advertisement very carefully. Make sure it specifies not only the responsibilities of the role but the experience, education and skills that are essential. 2. **Use an interview panel**. You may also wish to use an interview panel rather than just one person as this way you get a good mix of opinions, all going towards selecting the most suitable new employee. Look for someone who will commit. If the applicant’s CV shows that they have changed jobs frequently, beware. Ask them why this was the case. If they had their eye on obtaining a higher salary more than being committed to their employer, this is a red flag. 3. **Check out their skills.** Testing candidates is not always easy but it helps to eradicate those who have exaggerated on their CV. Devise a way of assessing their skills and potential learning ability. They may be extremely confident but is this hiding the fact that they are being less than truthful about their potential ability and educational achievements? 4. **Are they compatible?** Your company’s culture is very specific. Consider how the person sitting in front of you will fit in with other team members, including management. It’s also worth evaluating their client business relationships; if their current clients love them now, so may yours. Avoid applicants that are arrogant or over-confident, as much of the personality they put across could be fictitious. Ask yourself if they seem willing to learn and go the extra mile to delight your customers. If they have had problems in the past with disciplinary proceedings or tribunals, find out why. You must not be unfair and biased but it is worth digging deep to avoid hiring a candidate that may be problematic. 5. **Ask the right questions**. You should devise a list of questions in advance that will reveal the true potential of the candidate. The interviewer’s job is to evaluate their capabilities, attitude and skills. The [interview process](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/) needs to reveal the person behind the CV, not being used purely to check out a list of qualifications and past jobs. 6. **Check out their social media**. Anything that is out there on the internet is in the public domain, so don’t feel like you are snooping. Many employers use social media to dig deep and glean an idea of the applicant’s personality, hobbies and business potential. As well as Facebook and similar sites, look at LinkedIn. Most people in the business world have a LinkedIn profile and this may tell you things that they have not mentioned on their CV or in their [covering letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/). The other good thing about social media is that you can use it to bolster your recruitment advertising, with the main campaign being carried out on high-quality job sites like CMD. **Hire for the Long Term** Looking beyond immediate needs helps businesses build loyal, committed teams that grow with the organisation. **Protect Your Employer Brand** A fair, structured recruitment process strengthens reputation and attracts higher-quality candidates. ## Summary No matter how busy your HR department or personnel are involved in the procedure, it is bad business to rush candidates through the interview process quickly. If you are [working with a recruitment company](https://cmdrecruitment.com/recruitment-agencies-why-use-them/), they will sift through all potential applications, making sure that you are left with only the cream of the crop. This makes the interview procedure a lot less cumbersome and you have a far better chance of identifying the right person for the role. You need the selected candidate to be with your company for the long term so it is logical to follow these six steps carefully. Remember the quote, “The greatest asset of a company is its people” and put the effort required into fulfilling your company recruitment process in the right way. The team at CMD Recruitment can help with all types of recruitment queries, including identifying the best employees. Our website provides a facility for employers to [list their vacancies.](https://cmdrecruitment.com/submit-a-vacancy/) You are then provided with your consultant who will help find the perfect candidate. With a combined experience of 100 years, many of our team members come from a FTSE 100 background. [Get in touch](https://cmdrecruitment.com/contact/) with us today if you would like to know more about how we help you to find the best employees. **Highlights** - Employee retention - Company culture - Structured recruitment - Interview techniques - Skills assessment - Employer reputation **FAQs** Why is employee retention so important?High retention reduces recruitment costs, protects morale and strengthens company culture. Should employers prioritise skills or attitude?Both matter, but attitude and cultural fit are often harder to teach than technical skills. Is social media screening acceptable?Public information can be reviewed, but it should be used fairly and without bias. **Categories:** Advice --- ### [HR Manager Interview Questions (With Examples)](https://cmdrecruitment.com/hr-manager-interview-questions-with-examples) **Published:** February 21, 2025 **Author:** paul **Content:** This guide helps HR professionals prepare for HR manager interviews by outlining common questions, what employers are really assessing, and how to present skills, experience and personality with confidence. - Preparation is essential for HR manager interviews. - Interviewers assess people skills, organisation and judgement. - Both general and role-specific questions are likely. - Evidence-based answers strengthen credibility. - Preparation benefits both new and experienced HR professionals. As an HR manager preparing for an interview, you know that you are going to be asked very specific questions by your prospective employer. If the current manager of the HR department carries out the interview, someone else may accompany them. They are going to ask in-depth questions to ensure that you are a good fit. No matter the position within the company of the interviewer, preparing answers to questions in advance will ensure that you are prepared, confident and relaxed – traits, which are very valuable when it comes to being in the hot seat. ## Working as an HR manager You may have already worked as an HR manager or this could be your first position. Whichever category you fit into, you should take the time to research the role and the type of work you will be carrying out. Working in the HR ([human resources](https://cmdrecruitment.com/begin-a-career-in-human-resources/)) department means that you will be dealing with the employees of the company. This will not only involve dealing with recruits but also looking after staff welfare, including grievances. The interviewer can see from your CV that you are well qualified to do the job, but that’s not enough. You need to show that you are not only suitable for the role but will bring much to the company in the way of positivity and a helpful persona. TopicKey PointRole UnderstandingEmployers want confidence in managing people and policies.Interview QuestionsExpect general, behavioural and role-specific questions.TeamworkStrong collaboration and communication are essential.EvidenceUsing examples helps demonstrate real HR capability.## **Type of HR manager interview questions** At the interview, you know that you are going to be asked a range of questions relating to the role. Never attend without some preparation on your part. Your answers are going to determine your suitability so you need to get them right. We are going to help you by looking at a range of questions that an HR manager may be [asked at the interview](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/), along with their answers. The interviewer is going to be looking to find out more about your past employment and qualifications, your intended career path going forward, your people skills and your ability to organise well. The answers that you give to the HR manager interview questions should illustrate that you are a natural when it comes to dealing with people and that you can easily handle employee issues. Use this opportunity to show just how good you are and why they should want to employ you. ## **General HR manager interview questions** As well as the in-depth HR interview questions, you are likely to be asked about more general things. This is the interviewer’s way of finding out more about what makes you tick, giving them an insight into your personality. Here are a few examples: - *What attracts you to working in HR?* - *What do you think employers should do to create a positive HR environment?* - *How do you see your career path in HR progressing?* - *Why did you choose HR as a career?* - *Which HR area attracts you the most?* - *Why do you think we should choose you for the HR manager position?* - *What attracts you to working with our company?* For those already working in HR, you will be asked about your previous experience. If this is your first HR role, the questions will be more general but still related to your previous work: - *What type of approach do you use during your day-to-day work in HR?* - *What do you think are your strongest skills related to HR?* - *What qualifications do you have that will help you in this role?* - *Have you ever worked as a team leader? Was this within an HR role?* - *Are you skilled in using HR software systems?* - *In the past, how have you handled conflict between people?* **Showcase Your People Skills** HR managers must demonstrate empathy, communication and the ability to manage sensitive situations. **Prepare Evidence-Based Answers** Real examples of handling HR challenges help employers see your value in action. ## **More detailed HR manager interview questions with answers** So we’ve looked at the more basic HR manager interview questions, but what about those that explore your talents in more depth? The person sitting in the interviewer’s chair is tasked with trying to find out more about your specific HR ability. These are the type of questions they might use to accomplish this, together with ideas of answers. Use the information below when [preparing for the interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview/), relating each reply to your background and experience: *“What sort of reference do you think your previous employer would give to you?”* This is your chance to refer back to your previous experience (whether in HR or some other field) and use it to bolster your chances of getting the job. Talk about things like your positivity and ability to get on well with colleagues and management. If you are a great communicator or organiser, tell them. You should state that your previous employer was happy with your performance and the value that you contributed to the company. They may be reluctant to lose you and may have even offered you a better package to stay, so talk about this. Think back to your appraisals and the type of positive things that were discussed. Be honest as the company will not only ask your employer for a written reference but they may contact them by phone. *“What sort of team player are you? Do you work best alone or as part of a group?”* You can use your answer to this question to highlight your strengths. Talk about how you can do both equally well, but prefer to work in a group environment. Bring into the conversation examples of past events to show how well you have operated when involved with a group. Show that you will bring many strengths to the team that you will be working with at their organisation. Emphasise your ability to collaborate, listen to others and work as one unit towards a unified goal. You can evidence your answer by referring to past successful team projects. ## **Summary** These, and other HR manager interview questions, are not difficult to answer as long as you prepare well in advance. It doesn’t matter whether you are new to HR or have previously worked in this sector. Use your experience to show how you excel, supporting your statements with evidence. If you would like to talk to the team at CMD Recruitment about HR manager positions or find out more about how you can secure the job of your dreams, get in touch with us. You can find current HR manager positions in the [job search](https://jobs.cmdrecruitment.com/?_job_keywords=hr%20manager) facility on our website. [Register with us](https://cmdrecruitment.com/candidates/register-with-us/) so that you are immediately alerted when a suitable position becomes vacant. Our [download](https://cmdrecruitment.com/candidate-downloads/) and blog section will provide you with valuable information. If you would rather chat or email, then you can [contact us](https://cmdrecruitment.com/contact/) – we’re always happy to help! **Highlights** - HR manager interview preparation - People management skills - Behavioural interview questions - Conflict handling - HR systems and organisation - Career progression in HR **FAQs** What skills do interviewers look for in HR managers?Strong communication, organisation, judgement and people management skills are essential. Will I be asked behavioural questions?Yes. Behavioural questions help employers understand how you handle real HR situations. What if this is my first HR manager role?Focus on transferable skills, relevant experience and examples of handling people-related issues. **Categories:** Advice --- ### [How to Answer: “Why Did You Leave Your Last Job?”](https://cmdrecruitment.com/why-did-you-leave-your-last-job) **Published:** February 5, 2025 **Author:** paul **Content:** This guide explains how to confidently answer the interview question “Why did you leave your last job?”, helping candidates frame their response positively, honestly, and in a way that reassures employers. - This question helps employers assess motivation and reliability. - Honesty is essential, but negativity should be avoided. - Answers may need to adapt to different phrasing. - Focusing on growth and opportunity leaves a strong impression. - Preparation helps you respond calmly and professionally. Doing well in a job interview depends very much on how well prepared you are. We don’t just mean looking professional and having the right qualifications but having the right answers ready for the interviewer when they ask questions. ## **Be ready to answer positively** Very often, you may be asked, “Why did you leave your last job?” and you should have a well-rehearsed answer prepared, without sounding scripted. The only applicants that can skip this question are those applying for their first job, or maybe straight out of college or university. Knowing what to say may come easily, particularly if there was a perfectly straightforward reason, such as the ending of a fixed-term contract or even the company ceasing to trade. However, what about if your reason for leaving your last job was slightly more complex than that? Your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) may show that you were only with the company for a short amount of time or you may have switched from one type of employment to something completely different. Don’t forget that your potential new employer may speak to your previous boss to get an idea of your performance and personality. For this reason, don’t make up an answer or completely change the reality of the situation. Keep the framework the same and present your answer in a way that the interviewer will be happy. ## **Variations on a theme** You should also be ready for this question to be asked in a slightly different way. All interviewers have their favourite method of eliciting information from a prospective candidate. Here are a few variations on the same theme: “Why did you decide to move on from your current position?” “What reasons persuaded you to change your job?” “Why are you currently unemployed?” “Why are you seeking a new role?” “What caused you to make this career change?” Each of these questions and many more like them can be answered in a plethora of ways, depending upon your current situation and past circumstances. The question will usually refer to your current or last job but do be aware that the interviewer could query any gaps in your employment or positions that you left after a short time. ![How to answer](https://cmdrecruitment.com/wp-content/uploads/2022/02/How-to-answer.png) ## **How to answer** When the interviewer poses this type of question, they are looking to draw particular information from you, such as: - Did you leave due to a positive reason? If you left suddenly and with no real reason, they could think that you are not as responsible as you need to be. - Did you leave the last job of your own accord? Here they are looking to dodge bombshells, not wanting to employ someone who was fired. If your employer did let you go, they will want to know why. - Are you on good terms with your previous employer? This is helpful when it comes to references as if there is communication, you can rest assured that you will have nothing to worry about. The interviewer will also glean from this that you are personable and build good relationships. - Did you feel appreciated in your last job? This is a test question to find out whether you had problems. If you did feel unappreciated, it’s OK to say so but express it in positive terms and without taking a dig at your previous boss. Your new employer doesn’t want to be left with the idea that you are hard to get on with and won’t fit with the new [company’s culture](https://cmdrecruitment.com/company-culture-explained/). Giving a positive response to these types of questions can be difficult, but not if you have fully prepared and thought through all of the varying scenarios. **Focus on Progress** Employers want to hear that you are moving forward to develop your career and skills. **Stay Professional** A calm, respectful explanation reassures interviewers that you’ll fit well into their organisation. ## **Focus on the positive and avoid the negative** If you are out of work, there is a straightforward answer but they will want to know a few things about your last position. If you are leaving your current post, the potential employer wants to know why. In the world of work, you always need to give the impression that you are moving on to improve your position. The interviewer wants to feel confident that they are picking the right person for the job and one that will fit in well. If you say that you want to leave because you feel that you cannot afford to miss the amazing opportunity that they are offering, you are going in the right direction! You may wish to elaborate further, saying that you were happy in your current role until you saw what their company was offering. Never make it look like you are leaving due to difficulties or a negative situation. However, should you find yourself in this type of difficult situation, be honest, professional and succinct. There may be times when you cannot avoid talking about a negative reason for leaving your last job. If it was something related to the company and not you personally, it is okay to discuss it. For instance, your last employer may have ceased trading or you may be redundant due to lack of work. When this is the case, refer to the negative points briefly and focus on the positive traits of the new position. Never talk down about your last company or divulge confidential details. ## **Summary** So there you have it. You can now answer, “Why did you leave your last job?” quickly and professionally in a positive way. There is no reason why you can’t take part in a job interview and come out of it feeling good, no matter the reason why you left. A good trick is to imagine yourself in the interviewer’s shoes and give the sort of answer they would be looking for. In the past, you may have interviewed people so you will know precisely how to answer this frequently posed question. Be prepared, take your time and give it your best shot. If you would like further information, don’t hesitate to search our [job database](https://jobs.cmdrecruitment.com/) or [get in touch](https://cmdrecruitment.com/contact/) with the team at CMD Recruitment. We can then keep you updated as suitable new positions become available. No matter your current circumstances or the reason why you left your last job, we can help you get back on track. **Highlights** - Common interview question - Positive framing - Honest communication - Handling career changes - Explaining gaps or short roles - Employer expectations **FAQs** Should I be honest about why I left?Yes, but honesty should be balanced with professionalism and positivity. What if I was made redundant?Redundancy is a valid reason and should be explained calmly and factually. Can this question be asked in different ways?Yes, interviewers often phrase it differently, but the intent remains the same. **Categories:** Advice --- ### [Phone Interview Do's and Don'ts](https://cmdrecruitment.com/phone-interview-dos-and-donts) **Published:** March 14, 2025 **Author:** paul **Content:** This article explains how to prepare for and succeed in a phone interview, offering practical advice to help candidates make a strong first impression in what is often the first stage of the hiring process. - Phone interviews are often brief and require focused preparation. - Treat a phone interview like a face-to-face interview. - A quiet environment and reliable connection are essential. - Clear, concise answers help avoid over-talking. - Good etiquette and follow-up can set you apart. Phone interviews can work in your favour if you know what you’re doing. If you’re invited to a phone interview by your [recruitment agency](https://cmdrecruitment.com/how-a-recruitment-agency-can-help-your-business/) and are worried that you won’t be able to show them your best side, fear not. There are a few preparatory steps you can take to make sure that you are ready to share your best side. In this guide, we’ll share a few simple steps to help brush up your phone interview skills to ace any interview. Remember, this isn’t like chatting to your friends or even making a sales call. A phone interview is often brief, so you have a narrow window of opportunity to make a good first impression. Here’s how to make sure your phone interview sets you apart from the competition. TopicKey PointPreparationDress professionally and review your CV and notes.EnvironmentChoose a quiet, private space free from distractions.CommunicationKeep answers concise and ask before elaborating.Follow-UpConfirm next steps and send a brief thank-you message.## Do prepare as normal The first step to nailing your phone [interview is to make sure you are prepared](https://cmdrecruitment.com/how-to-prepare-for-an-interview/). You can’t take this call from your bed while you’re still in your pyjamas. Dress for success and treat it as you would any other interview. This means getting ready as you normally would and dressing to impress. Getting dressed in formal attire will help to put you in the right headspace. ## Don’t use speakerphone Taking the call on speakerphone is risky as it could make it difficult for the other person to hear you. If you want to keep your hands free to take notes, try using a headset to take the call. Just make sure that you check this works in advance. And if you’re using wireless headphones to make the call, make sure they are fully charged, along with your phone. ## Do find space to focus Live in a busy household? You’re going to want to find a quiet space to take the call. And don’t try to multitask while you’re on the phone. You shouldn’t be making coffee, microwaving your lunch, checking emails or browsing the internet at all. Find a quiet space where you can sit with a notepad to take notes. Make sure you have a copy of your CV and [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) in front of you so you can reference this. ![Don’t](https://cmdrecruitment.com/wp-content/uploads/2022/02/Dont.png) ## Don’t waffle A phone interview is often more difficult because you miss out on some of the important visual cues that let you know how something is going. This means that it’s much easier to talk too much without realising. With a phone interview, you should keep your answers shorter and then simply ask if they would like you to elaborate. They’ll tell you if they need more information. ## Do find somewhere private You should never take a phone interview in a public place like a coffee shop. You’ll have less control over your surroundings and could easily be distracted by things going on around you. Not to mention, the background noise could make it very difficult to be heard and understood. ## Don’t let your connection fail If you know that your phone signal is flakey at the best of times, try to find somewhere you can take the call where you know it will be strong and reliable. If you have a landline, this would be better as it means you are less likely to suffer from a bad connection. ## Do get ready in advance Don’t leave everything up to chance. Make sure you are ready well in advance and then check that everything is working as it should. Check the following around 30 minutes before the call: - Does your phone have sufficient charge? - Do you have a charger nearby as backup? - Does your phone headset work? - Does your phone signal work in your current location? Don’t be afraid to speak up If you do suffer from a bad connection and you are struggling to hear, don’t be afraid to speak up. It’s far better to say something than to simply try to answer questions when you aren’t really sure what the interviewer is asking. If you need them to repeat something, it’s not rude to ask them to do so. If the connection is very poor, you could suggest moving the call to Zoom or similar. This is why it’s vital to make sure you are dressed for an interview in case the phone interview unexpectedly becomes a [video call](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/). **Prepare Like It’s In-Person** Treating a phone interview with the same seriousness as a face-to-face meeting helps you stay focused and professional. **Control Your Environment** A quiet space, good signal and working equipment allow you to concentrate on giving your best answers. ## Don’t forget the usual etiquette At the end of the phone interview, make sure you confirm the next steps and get the email address of the hiring manager. This will enable you to send a quick thank you note and reiterate your interest in working for the company. This is a small but significant step that can help to [set you apart from the competition](https://cmdrecruitment.com/what-sets-you-apart-from-other-candidates/). It will also open up the lines of communication so that even if you aren’t the right fit for this role, you’ll have a foot in the door if another role becomes available. ## Do take plenty of notes Keep a notebook close by and take notes throughout the interview. This will help you to process your thoughts and ensure you are also actively participating in the interview. Remember that it is a two-way conversation, so you are free to ask questions about the role and the company. You should also take notes before the interview so that you are clear on the points you want to get across. A phone interview is often shorter than an in-person interview, so you need to focus and make sure you mention everything you want to mention. ## Do be prepared for the next steps A phone interview is likely to be the first part of a series of interviews. It’s a preliminary interview that allows them to quickly determine if you have the skills, experience and attitude that they are looking for. You should expect there to be additional steps in the interview process, so don’t assume that this is the only chance you have to make a good first impression. If you have to prepare for a follow-up interview, use the notes from your phone interview to determine the types of questions they might ask you. Phone interviews might sound daunting, but there’s nothing to be worried about. Try to think of it as an opportunity to get to know the hiring manager, learn more about the opportunity, and share a little bit about your motivation to work for the company. Don’t overthink it, but do make sure you are sufficiently prepared. If you’re preparing for interviews or ready to explore your next opportunity, browse CMD Recruitment’s [current job vacancies](https://cmdrecruitment.com/jobs/) or contact our team for expert advice. **Highlights** - Phone interview preparation - First impressions - Clear communication - Technical readiness - Professional etiquette - Interview follow-up **FAQs** How long do phone interviews usually last?Phone interviews are often short, typically lasting 15–30 minutes. Should I dress smartly for a phone interview?Yes. Dressing professionally helps put you in the right mindset and prepares you in case the call switches to video. What if I have technical issues?Stay calm, speak up if you can’t hear clearly, and suggest rescheduling or switching platforms if needed. **Categories:** Advice, Interviews --- ### [12 Simple Recruiting Tips You'll Be Happy You Learned](https://cmdrecruitment.com/12-simple-recruiting-tips) **Published:** April 18, 2025 **Author:** paul **Content:** This article outlines practical ways businesses can streamline and strengthen their recruitment processes, helping employers attract better candidates, move faster, and build long-term talent pipelines. - Proactive recruitment systems reduce pressure when roles arise. - Employee referrals can be a powerful hiring tool. - A strong candidate experience improves hiring outcomes. - Technology can simplify hiring and onboarding. - Diversity and speed are essential for modern recruitment success. Recruitment can be a difficult task, but there are steps you can take to make your life easier. Implementing simple processes and creating a sturdy framework for recruitment will serve you well for years to come. It’s very common for companies to only switch on the recruitment engine when they need to fill a role, but taking the time to set up systems and processes that can run without much intervention from your team could actually help you to keep the recruitment ball rolling. So, when the time comes to fill a role, you’re already a few steps into the process. If you’re thinking about how you can streamline and prioritise recruitment in your business, read on to learn some top tips from the [recruitment experts](https://cmdrecruitment.com/contact/bath/). TopicKey PointEmployee ReferralsReferrals provide pre-vetted candidates and strengthen employer reputation.Candidate ExperienceClear communication and transparency attract top talent.Recruitment ToolsTechnology can streamline screening, communication and onboarding.Hiring SpeedMoving quickly prevents losing strong candidates to competitors.## Lean on employee referrals Your existing employees could be your best recruitment tool. By making it simple for existing employees to refer their friends, family and former colleagues, you could be tapping into an endless stream of new hires without ever having to lift a finger. Working from referrals also makes life easier as the individuals will be pre-vetted by the people you trust. You could create an employee referral portal that offers incentives for successful placements. Cash rewards, bonuses or vouchers would be an ideal choice to help tempt people to encourage their friends to apply for roles. This will also guarantee that your employees are talking about your business in a positive context outside of work. After all, if they have anything negative to say, their friends won’t be so quick to jump on their recommendation. Candidates will also have the insider scoop on your business, so you can be sure they are really interested in working for you, and they aren’t just looking for any old role. ![Think about the candidate experience](https://cmdrecruitment.com/wp-content/uploads/2022/01/Think-about-the-candidate-experience.png) ## Think about the candidate experience How you conduct yourself during every stage of the [recruitment process](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/) matters. With many companies struggling to fill roles, the candidate is very much in control of the situation. It’s time to make it clear that recruitment is a two-sided interaction by creating a smooth candidate journey. At every step of the way, the candidate should be informed about the next steps. Leaving candidates in the dark will likely lead to the best candidates being snapped up by other companies. Communication is key but also making it clear what candidates can expect at every stage in the process. For example, never ask for free work samples, always be clear if there will be an interview task, and don’t extend the interview process without letting candidates know about it first. Candidates also appreciate honest and constructive feedback after the interview process. Many of them will use this information to refine their approach for their next opportunity. ## Make the most of the tools available Technology is on your side, but only if you know how to make it work for you. Making the most of the latest advancements in recruitment can streamline the recruitment process and make it easier to select the [right candidates](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate/). [Psychometric testing](https://www.jobtestprep.co.uk/what-is-a-psychometric-test) can help you to get to grips with the types of candidates you are dealing with. It’s easy enough to lie in an interview and tell the hiring manager what you think they want to hear, but it’s much harder to lie in a psychometric test. You can also make the most of recruitment portals to streamline the hiring process. This will make it easier to keep candidates informed of their progress and gather any required information. Once you decide to take a candidate onboard, this portal will also act as an onboarding tool. They will already be familiar with the platform and it can help to share vital information with them ahead of their first day of work. ## Encourage collaborative hiring Departments should work together to get the most out of their employees, and this all starts with collaborative hiring. Asking for input from multiple people in your company at different levels of seniority will help to encourage more balance and fairness in the interviewing process. It’s very easy to slip into the habit of allowing individuals to hire someone who looks and thinks exactly like them. When a department is struggling, the department head assumes that another version of them will help to lighten the load. But this can lead to issues when teams lack diversity. Instead, encourage departments to collaborate in the recruitment process and also allow individuals with different levels of seniority to sit in on the interview. This makes the interview process a lot more engaging for the candidate, as they can ask the people they will be working alongside questions. **Build Long-Term Talent Pipelines** Keeping records of strong candidates allows businesses to hire faster and stay ahead of competitors. **Create Fair and Inclusive Hiring** Collaborative and diverse hiring practices lead to stronger teams and better long-term outcomes. ## Create a standard for job descriptions Good recruitment starts with a good job description. Attempting to be broad or left field in your job description will only turn away the best candidates. You don’t want to be casting a wide net, you want to be hyper-specific about exactly who you are looking to hire. Candidates use job descriptions to shape their [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) and CV, so if you want a more accurate view of how an individual will fit into your team, you want to be specific in your job descriptions. If you want to cast a wide net, then be broad about where the job could lead, but never neglect the importance of defining the role that you are hiring for. Your company should have a standard for creating job descriptions that include vital information about the organisation. Every job description should be an advertisement for the perks of working with your company. ![Think about your company culture](https://cmdrecruitment.com/wp-content/uploads/2022/01/Think-about-your-company-culture.png) ## Think about your company culture Candidates are looking for more than just a paycheque. They want a meaningful relationship with their work that allows them to find a sense of value in what they do. This all starts with finding a company that matches their values. Defining and communicating your company culture might not be easy, but once you have achieved this important step, you can begin to market yourself as a place to build a career and not just a place to collect a payslip. When you know what you are offering, you can create a section of your website dedicated to recruitment. On this important portal, you can share how you are helping individuals to shape their careers. It’s no longer enough to assume that candidates are falling over themselves to work for you because they need a job, you need to be able to show why you are worthy of their attention. ## Sell yourself The job interview process should be a two-way conversation. Candidates shouldn’t leave feeling that they have been grilled. They should leave feeling that they got to ask you some difficult questions, too. Giving candidates the time to [ask questions in an interview](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) is vital to show that you value their input. By taking the time to answer their questions and make sure that they believe this is the right role for them, you can increase staff retention and reduce employee turnover. When you allow candidates to ask questions, you can identify the ones that are looking for a long-term opportunity and not just a stopgap role to plug a gap in their CV. While candidates are more likely to hop between roles these days – and there is certainly nothing wrong with this approach – by selling your company effectively, you might tempt them to stick around while they develop the skills they need for the [next step in their career](https://cmdrecruitment.com/how-to-show-youre-ready-for-the-next-step-in-your-career/). **Define What Makes You Different** Clearly communicating your values, culture and career opportunities helps candidates understand why your organisation is a place to grow, not just work. **Create a Two-Way Conversation** Encouraging open dialogue during interviews shows candidates that their questions, goals and long-term ambitions are valued. ## Ask more effective questions Hiring managers often fall back on the tried and tested interview questions because they are afraid to miss something important. If you know that a candidate has the technical aptitude to fill a role, then all you are really looking for is a sense of their motivation and personality. So, instead of focusing on technical questions, ask about where they want to take their career and who they admire. You learn a lot about candidates when you move away from the [standard interview questions](https://cmdrecruitment.com/10-essential-interview-questions/). Using a standard interview matrix to assess every candidate will allow you to make sure you cover all of the essentials, even if you decide to go off-script with the interview questions. This simple step can provide some reassurance to those who prefer a traditional interview setup. ## Offer perks employees actually want Free fruit in the break room and lunchtime yoga might be commonplace at the moment, but do any of your employees actually want these perks? Many of them might be more interested in flexible hours, the option to work from home, and the opportunity to purchase more holiday days. Ask your existing employees what would improve their lives before you start introducing any new schemes. And once you have implemented any schemes, hold regular reviews to determine if it is having the desired effect on your employees. When you offer perks that staff members actually want, and then adjust these as new individuals join your company, this can become a strong selling point for new potential hires. Knowing that their feedback matters and they will have an active role in shaping company policy can be a perk in itself. ![Prioritise diversity](https://cmdrecruitment.com/wp-content/uploads/2022/01/Prioritise-diversity.png) ## Prioritise diversity A lack of diversity can damage your business. You need people with different experiences and different approaches to problems in order to allow teams to function correctly. By neglecting diversity in your business, you are placing limits on your own success. There is also the risk that you could be accused of discrimination if you do not address diversity problems in your company. Hiring a wide range of individuals from all backgrounds is not enough; you also need to promote them. It’s true that you cannot be what you cannot see, so it’s vital to have diversity at every level of your business, right up to the board room. Unconscious bias can lead companies to focus on hiring individuals that look and think like them. It’s easy to assume that the way you do things is the right way to do things. But this approach could exclude individuals that will challenge you. Challenging your approach to problems is the only way to create a place where true innovation can happen. ## Move quickly The best candidates won’t wait around to hear from you. They likely have interviews lined up with your biggest competitors and they won’t be afraid to listen to other offers if they haven’t heard from you. Set a realistic timescale for your recruitment process, and make sure candidates know when this is likely to happen. This will help to avoid leaving candidates in the dark and leaving them with a bad impression of your company. If a candidate has interviewed with you on the basis of a recommendation, then this could be even more damaging. Not only could you offend a potential candidate, but the person who referred them may also be left red in the face. It’s also important to never hit pause on the hiring process. Candidates simply won’t wait around, so there is little sense in hitting pause and expecting to be able to pick up conversations further down the line. If you hit a delay, end the process and start it up again when you are ready. ## Keep a record of the best candidates You will often find yourself in a position where you have two highly qualified candidates and only one role to offer. When this happens, don’t let the unsuccessful candidate leave without letting them know you’d like to stay in touch. If they are serious about working for your company, they won’t mind being contacted again in the future if a similar job crops up. By taking a long-term approach to recruitment, you could stay one step ahead of the competition by building a vast network of interested candidates. They might have found a new role by the time you are ready to reach out again, but they might be tempted to have a conversation if you can offer them a compelling package. If you’re ready to strengthen your recruitment strategy or need support attracting the right talent, [contact CMD Recruitment](https://cmdrecruitment.com/contact/) to see how our team can help. **Highlights** - Recruitment planning - Employee referrals - Candidate experience - Hiring technology - Diversity and inclusion - Speed to hire **FAQs** Why is proactive recruitment important?Proactive recruitment ensures systems, talent pools and processes are ready before vacancies arise. How can employers improve candidate experience?Clear communication, honest feedback and structured processes help candidates feel valued. Does technology replace human hiring decisions?Technology supports decision-making but works best when combined with human judgment. **Categories:** Advice --- ### [KPMG - UK Jobs Report November 2021](https://cmdrecruitment.com/kpmg-uk-jobs-report-november) **Published:** December 16, 2021 **Author:** Dan Barfoot **Content:** Permanent placements rise at sharper rate in November. Hiring activity continues to expand strongly amid robust demand for workers whilst candidate availability drops at a slightly softer rate. Starting salary inflation is also hitting an all time high. Here are the latest official latest recruitment and employment market insights, to keep you up to date with the employment market if you are planning for 2022. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for November 2021. [Download full report](https://cmdrecruitment.com/wp-content/uploads/2021/12/November-KPMG-Report.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report October 2021](https://cmdrecruitment.com/kpmg-uk-jobs-report-october) **Published:** November 5, 2021 **Author:** Dan Barfoot **Content:** Candidate shortages lead to a softer rise in hiring and record growth of starting pay, so will this keep going all the way until the end of the year? Here are the latest official latest recruitment and employment market insights, to keep you up to date with the employment market if you are planning for 2022. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for October 2021. [Download full report](https://cmdrecruitment.com/wp-content/uploads/2021/09/GB_Jobs_ENG_2109_PANEL.pdf) **Categories:** Advice, Interviews --- ### [How to Find a Job in Human Resources — Really Quickly](https://cmdrecruitment.com/how-to-find-a-job-in-human-resources) **Published:** March 22, 2025 **Author:** paul **Content:** This article outlines practical steps for finding a job in Human Resources, including targeting the right roles, building relevant skills and networks, and effectively presenting your experience to HR employers. - Identify the HR roles you’re interested in, such as recruitment, learning and development, or HR operations. - Gain relevant qualifications (e.g., CIPD) or training that demonstrate your commitment to HR as a career. - Build practical experience through internships, volunteering, or HR-related tasks in your current job. - Network with HR professionals and recruiters to learn about opportunities and increase visibility. - Tailor your CV and cover letter to highlight HR-relevant skills and achievements clearly. If you’re keen to get started in an HR career quickly, there are a few steps you can take to speed up your search. Having a solid understanding of the role of the HR manager within the wider context of corporate culture will help you to impress hiring managers and make inroads. [Working in HR](https://cmdrecruitment.com/what-is-human-resources/) is a challenging and rewarding career choice. You’ll have the opportunity to work with people at all levels of a company and make a positive contribution towards creating a good working environment for everyone involved. Another key benefit of working in human resources is that no two days are the same. You might be onboarding new hires, interviewing potential recruits, handling disciplinary meetings or helping individuals get back to work. It’s a challenging and rewarding role that will always keep you on your toes. If you’re ready to start your search for a new role in HR, being efficient could help you to land a role soon. Here’s how to get started… ## Planning your job hunt Taking a methodical approach to your job hunt will help to keep you focused and with your eyes on the prize. Planning your job hunt will allow you to focus on the tasks that are most likely to help you to achieve results. If you don’t currently have the qualifications you need to work in HR, the first step should be to start working towards these. You could also focus your attention on entry-level roles that don’t require any experience. This approach would allow you to work your way up and gain experience on the job. Whatever your approach, be methodical in your search to avoid wasting any time. ## Be targeted in your approach When you start your search, it can be overwhelming to see the number of roles available. Rather than wasting time applying for jobs that aren’t really suitable, it’s better to focus your attention on the roles that meet your requirements. Think about the following: - Location - Company size - Industry - Salary requirements - Role seniority Once you have these aspects figured out, you can start to narrow down your search to the roles that best fit your requirements. When you first start looking for a role in HR, you might be tempted to take the spamming approach. While this will help to get your CV in front of more people, there is the risk your CV will be ignored if the approach isn’t targeted. ## Start a professional network You’ll be surprised how many doors open for you once you have a few people on the inside. Attending HR networking events is one of the best ways to start building connections and making a name for yourself. Networking is all about what you can bring to the table as much as it is about what you need in return. Be helpful to those around you, and then make it known that you are seeking a specific type of role. You might get to hear about internal roles before they are made public. **Network with Purpose** Building genuine connections with HR professionals and recruiters opens doors to unadvertised roles and valuable insights. **Tailor Your Applications** Highlight HR-relevant skills and examples in your CV and cover letter to stand out to hiring managers in the field. ## Develop a strong CV The easiest way to capture the attention of hiring managers is with a strong CV. You should have a strong template CV at your disposal that you can then quickly customise to a specific role with ease. Customising the CV to specific jobs will help you to perfectly match the candidate profile and ensure nothing is left out. If you’re struggling with your CV, working with a recruiter may help to improve it. They see thousands of CVs every day and they know what gets noticed. You could also ask friends and family to oversee your CV to see if you are selling yourself short. ## Use social media LinkedIn is a great place to start networking without ever leaving the comfort of your own home. You can connect with people in your industry, join groups, and share your thoughts on issues affecting the HR industry. Being present and visible on professional social media sites is a great place to start. You can also search for jobs and quickly apply using your LinkedIn profile. ## Reach out to friends and acquaintances Friends and family might work in HR or know of HR jobs with the employers. Let your friends, family and acquaintances know that you’re looking for an HR role and wait for the recommendations to start rolling in. Be vocal about your search and see what crops up. ## Write a killer cover letter Alongside your stellar CV should be a perfect [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/). A cover letter is no more than one page long and outlines your motivation for applying for the role. If there is anything missing from your CV that you really want the hiring manager to know about, the cover letter can fill in the gaps. Like your CV, you should have a strong template cover letter that you can quickly adapt to individual roles. It can be tempting to mass-apply for roles with an identical CV and cover letter. After all, this would allow you to cover a lot more ground and apply for more roles. However, sending 5 well-targeted applications is more likely to lead to an interview than sending 10 poorly-targeted applications. ## Always pay attention to guidelines A simple way to lose the attention of the hiring manager is to miss simple instructions. If there are specific instructions about what to include in your CV or cover letter, make sure you pay close attention. This is another argument for customising applications to each role rather than sending a blanket application. Employers often include special instructions to weed out the blanket applications, so they can focus on the individuals who are applying for specific roles. It is a very simple and effective way to find out if a person has read and understood the job description. ## Practice your interview technique If your [job applications](https://cmdrecruitment.com/how-to-create-a-video-cv-for-a-job-application/) are successful, you should start to line up interviews for roles you really want. Don’t let the stress of job hunting get to you yet. It’s time to adjust your focus to delivering an excellent interview. The hiring manager already believes you can do the role, based on your CV and cover letter. Now it’s time to show that you are the perfect fit for the company. Good interview technique doesn’t come easily. Those who are good in an interview setting achieve this through practice and the right mindset. You can practice your interview technique alone, with a friend, or with a recruiter. By anticipating the questions that might come up, you’ll be better prepared and less nervous about your responses. A simple way to prepare for the interview is with the [STAR method](https://cmdrecruitment.com/steps-in-the-star-method/). For each skill, quality, task or responsibility in the job description, you need to think of 2-3 situations where you have shown you are capable. You then answer the question in the STAR method, which stands for situation, task, action, result. By preparing in this way, you’ll be able to anticipate most interview questions about your experience. ## Always ask for feedback Not every interview will result in a job offer, and that’s ok. Sometimes, it is nothing to do with your ability, but simply that another candidate would be a better culture fit. Don’t take the rejections too bad, but make sure you do keep the conversation going. Use the opportunity to ask for feedback so you can improve your CV, cover letter and interview technique. You should also connect with the hiring manager on LinkedIn so that you can keep updated with any future roles that crop up. ## Conclusion Getting hired in HR isn’t easy, and landing a job quickly is always going to be tough. Remember that it’s often easier to find work when you’re working, so taking a part-time job, or a job that is a stepping stone to your ideal career might help to make you more tempting for hiring managers. If you are targeted in your approach and only apply for roles you really want, you should eventually start to see the interview requests rolling in. If this doesn’t happen, return to the first step and see what is wrong. - Perhaps you don’t have enough experience? If this is the case, consider studying for a qualification to support your applications. - Perhaps you are setting your sights too high? You might need a little more experience in an HR officer role before you can apply for that [HR manager role](https://cmdrecruitment.com/job/hr-manager-13074/). And some companies prefer to promote internally. Set your sights on a less senior role and see if this changes anything. - Perhaps your CV or cover letter need work? Ask for feedback from a wider group of people or hire a professional for a CV and cover letter review to determine if there are any obvious problems with the way you are representing yourself on paper. Often, individuals are simply selling themselves short. And remember, taking a little more time to find the right role could be more beneficial than rushing to land a role that doesn’t give you the room to grow and develop your career. **Highlights** - HR job search strategies - Targeted HR roles - Qualifications and training - Practical experience - Networking tips - Application preparation **FAQs** How can I find HR jobs?Search on job boards with targeted keywords, attend industry networking events, and connect with HR recruiters for updates on opportunities. Do I need HR qualifications?Qualifications can help demonstrate your commitment and competence, though some entry-level roles may focus more on skills and potential. What experience matters for HR?Experience in administration, people support, recruitment, or training coordination helps establish your HR capability. **Categories:** Advice --- ### [KPMG - UK Jobs Report Sept 2021](https://cmdrecruitment.com/kpmg-uk-jobs-report-september) **Published:** October 11, 2021 **Author:** Dan Barfoot **Content:** With this candidate driven market meaning the war for talent is tough, so we share these reports to help you know what is happening in the recruitment and employment market can hugely benefit your recruitment strategy. Using market insights can help you ensure you are targeting the right areas to attract the best candidates and marketing yourself as an employer of choice. That’s why we are here to deliver all the latest recruitment and employment market insights. Keeping you up to date. Please click on the link below to find all the latest recruitment stats, data and survey results from KPMG and REC for September 2021. [Download full report](https://cmdrecruitment.com/wp-content/uploads/2021/09/GB_Jobs_ENG_2109_PANEL.pdf) **Categories:** Advice, Interviews --- ### [KPMG - UK Jobs Report - August 2021](https://cmdrecruitment.com/kpmg-uk-jobs-report) **Published:** September 9, 2021 **Author:** Dan Barfoot **Content:** Knowing what is happening in the recruitment and employment market can hugely benefit your recruitment strategy. Using market insights can help you ensure you are targeting the right areas to attract the best candidates and marketing yourself as an employer of choice. That’s why we are here to deliver all the latest recruitment and employment market insights. Keeping you up to date. Please click on the link below to find all the latest recruitment stats, data and survey results from KPMG and REC for August 2021. [Download full report](https://cmdrecruitment.com/wp-content/uploads/2021/09/GB_Jobs_ENG_2109_PANEL.pdf) **Categories:** Advice, Interviews --- ### [Do You Have an EVP?](https://cmdrecruitment.com/do-you-have-an-evp) **Published:** May 14, 2025 **Author:** Dan Barfoot **Content:** This article explains what an Employee Value Proposition (EVP) is, why it matters to both employers and employees, and how it helps organisations attract, retain and engage the right talent by clearly defining what makes working there valuable and distinctive. - An EVP outlines the unique benefits, culture, and opportunities an employer offers to employees. - Strong EVPs help attract top candidates and retain existing staff. - It includes elements such as pay, purpose, development opportunities, culture and work-life balance. - Communicating a clear EVP supports engagement, morale, and employer brand reputation. Working with clients across various sectors and industries has made us start to realise the difference an EVP can bring to your business. ## What is an EVP? EVP is an employee value proposition, a similar concept to [employer branding](https://cmdrecruitment.com/brand-for-demand/), in that it is one of the ways you, as a company, can attract the skills and employees they desire. Think of it as your unique selling point to prospective talent. How is your company unique? What does your company stand for and embody as an organisation? Your EVP is the reason people want to work for you and can be a crucial element in retaining talent in a competitive job market. Its main goal is to create an employee centred workforce who are committed, positive and productive. Your EVP can work to take focus off remuneration and push your employer brand, values and ethics across your entire staff – both current and future. It is, in essence, the embodiment of your organisational culture, values, vision and inspiration. ![How can I create an EVP?](https://cmdrecruitment.com/wp-content/uploads/2021/10/How-can-I-create-an-EVP.png) ## How can I create an EVP? Just like your values, visions and [organisational culture](https://cmdrecruitment.com/company-culture-explained/) is unique to your business, it is crucial to make sure your EVP is too. To start, you must understand the existing perceptions of your company, throughout your company. It may be easy for business leaders to assume your employees are responding in line with your thinking, but your team may have a completely different version of reality. Through open communication, surveys, appraisals, feedback and exit interviews, you need to understand what perceptions your current workforce have of the company in order to develop your brand vision into a reality. Ask your team: - What do my employees think of the company? - What do they think is unique about our business? - What do they think our values are? - Are our values and visions clear and working? - Why do they work here? - Why do they leave? - What can we do to improve the working life? Using the information gathered, establish what aspects of your company people value the most. This will clearly give you the area your company excels at – the unique thing you offer. Building your employer brand clearly in line with your EVP will give a clear sense on what your business embodies and how this might attract future talent. Do the areas you excel at value align with your strategic objectives? Do they differentiate your company? Once these areas align and you have identified your EVP, it needs to be heard by talent looking for new opportunities. Your adverts and attraction methods need to echo your EVP. Your interview process needs to ensure it focuses on your EVP so your future talent aligns with your current staffing vision. **Clear Communication** Communicating your EVP clearly helps potential hires and current employees understand what makes your organisation a great place to work. **Focus on Engagement** A strong EVP supports higher engagement and morale by aligning employee expectations with reality. ## What will a strong EVP do? A strong EVP and consistent communication will allow your company to break through the crowd in an already very competitive market. The further you can communicate the value of working for your company, the more you can tap into a passive labour market who may be swayed by the proposition to work for you. Having a strong EVP will help you attract top talent, set you apart from competition and align your business as an “employer of choice”. It will also assist in [retaining key talent](https://cmdrecruitment.com/creating-a-positive-work-culture/) and prioritising HR agenda. An EVP creates a strong employee-centric brand and can assist in re-engaging any disenchanted workforce ultimately, reducing hiring costs. ## More information? If you would like more information on how to create a strong EVP or assist in your recruitment strategy, please get in touch with our expert team today. **Highlights** - Employee Value Proposition - Attract and retain talent - Employer branding - Culture and values - Compensation and benefits - Development opportunities **FAQs** What is an EVP?An Employee Value Proposition (EVP) describes the combination of rewards, culture and opportunities an employer offers employees in exchange for their skills and contributions. Why is EVP important?A clear EVP helps organisations attract suitable candidates, retain staff and improve employee engagement. What elements make up a strong EVP?Key elements include compensation, workplace culture, growth opportunities, and work-life balance. 01225 805080 [Contact Us ](https://cmdrecruitment.com/contact/) [**Back to News**](https://cmdrecruitment.com/blog/) **Categories:** Advice --- ### [How to Script a Great Video CV](https://cmdrecruitment.com/how-to-script-a-great-video-cv) **Published:** February 19, 2025 **Author:** paul **Content:** This article guides you through scripting a great video CV, showing how planning your content can help you present your experience, skills and personality effectively on camera rather than via a traditional written CV. - Use your existing CV as the basis for your video script by including your education and work history. - Write the script in your natural speaking style so you sound confident and genuine on camera. - Research the company and tailor your script to reflect their culture and the role you’re applying for. - Keep your video concise — between about 30 seconds and two minutes — focusing on relevant highlights. - Practice and get feedback so you can deliver your script confidently without relying too heavily on notes. A video CV offers a much-needed update to the current CV format. Instead of listing your work and education history across two pages of A4 paper, applicants can share their passion for their work in video format. Employers love it because they get a feel for the applicants before inviting them for an interview. And applicants love it because they can allow their personality and passion to shine through. Before getting started [creating your video CV](https://cmdrecruitment.com/how-to-create-a-video-cv-for-a-job-application/), it’s essential to plan out your script. A script will help to ensure you hit all of the essential points and leave nothing out. It will also help you to avoid waffling or going off-topic. Writing a script for your video CV doesn’t have to be complicated. We’ll run through a few different tips for crafting the ideal script for your video CV in this guide. TopicKey PointUsing Your CVStructure your script around your experience and skills.Tone of VoiceSpeak naturally rather than reading word for word.Tailoring ContentAdapt your script to the role and employer.LengthKeep your video brief and focused.## Take cues from your CV You don’t have to reinvent the wheel. You can still use your CV as the basis for your script. Your CV might offer the ideal structure for your video. Make sure you include the following points in your video script: - Education history - Work history - Relevant [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) - Volunteer work - Your motivation for working in this sector - Contact details for the best place to reach you - A thank you note at the end ## Write how you speak When writing a professional CV or cover letter, you might bring out some fancy language that you wouldn’t typically use in everyday life. But when it comes to writing a script for your CV, you need to write how you speak or risk sounding very unnatural. You should also aim to be genuine in your delivery. If your words don’t match your behaviour, this will be jarring for the viewer. For example, if you claim to be a confident communicator, but your delivery says otherwise, this might raise doubts for the hiring manager. Hiring managers love video CVs as it is far more difficult to lie or stretch the truth. If you can’t talk confidently about a topic, this will be evident in your delivery. **Plan Your Key Messages** Decide in advance which skills, achievements, and strengths you want the employer to remember after watching your video CV. **Structure Your Script Clearly** A clear beginning, middle, and end helps your video CV flow naturally and keeps the viewer engaged throughout. ## Research the company Like any other job application, you have to tailor your CV and cover letter to the role. Do your research on the company to find out what they do and what they are proud of. You’ll also get a feel for the company culture. If they are very formal, you want your video CV to match their style. Your video CV should be an opportunity for the hiring manager to picture you in the role. ## Focus on brevity Your video CV should last between 30 seconds and two minutes. A recruiter doesn’t want to watch the feature film of your life story, so try to keep things concise. Focus on sharing the information that is more relevant to the job role. For example, try: “I graduated in 2008 from the University of Manchester with a 2:1 in Engineering.” Your most recent qualification is the most relevant, so don’t feel the need to rattle off your A-Levels and GCSE grades. The same goes for your work history. If you’ve worked for multiple companies or had many different [job titles](https://cmdrecruitment.com/is-your-cv-job-title-searchable/), you can summarise your experience and then focus on the most recent role. For example, you could say, “For the past 8 years I’ve been working in various roles for the same engineering firm, working my way from an entry-level junior role up to a senior project manager.” **Be Yourself on Camera** A natural and relaxed delivery helps employers see your personality and confidence. **Preparation Builds Confidence** Planning and practising your script makes recording your video CV far more comfortable. ## Don’t be afraid to show personality Recruiters are often looking for a culture fit as much as they are looking for skills and experience, so don’t be afraid to show your personality. This could include mentioning hobbies outside of work, the favourite part of your job, or a personal story about why you are pursuing a particular career path. ## Get some feedback Once you’ve completed your script, quickly record a run-through to get an idea of the length of your speech. You can then ask for feedback on the script from a close friend or family member. Finally, refine your final script until you land on something that fits the time frame while still hitting all of your major points. Feedback on your delivery will also help you avoid any nervous body language, such as playing with your hair or glasses. ## Get off-script When filming your video CV, you need to be able to speak directly into the camera, so you can’t keep glancing down at your notes. Practice, practice and practice your script until you can say it with confidence. Don’t worry about the occasional cut; you can always neaten up the delivery and add transitions when editing your video. When creating a video CV, it’s worth making one just for LinkedIn and then another one that is specific to the role you are applying for. **Highlights** - Video CV preparation - Clear scripting - Natural delivery - Employer focus - Concise content - Confidence on camera **FAQs** Why should I script a video CV?A script helps you stay focused, cover key points, and communicate clearly without forgetting important details. How long should a video CV be?A short video is best, usually under two minutes, to keep the employer’s attention. Should I memorise my script?It’s better to practise key points so you sound confident and natural rather than fully memorised. **Categories:** Advice, Interviews --- ### [How long should your interview answers be?](https://cmdrecruitment.com/how-long-should-an-interview-last) **Published:** February 7, 2025 **Author:** paul **Content:** This article explains how long interviews typically last, what influences the length, and what candidates can expect so they feel prepared and confident, whether in initial screening calls or full in-person interviews. - Interview length varies by format — phone, video or in-person. - Short screening calls can be 10–20 minutes; full interviews may last 45–90 minutes. - The number of interviewers and depth of questions affect duration. - Preparation and clear communication help keep interviews on track. Keeping your interview answers short and to the point, while still giving enough detail is a difficult line to walk. To make things more difficult, when the spotlight is on you, a second feels like an eternity. So, how long should your interview answers be? How do you know if you’ve been detailed enough? And how do you know when you’re rambling? These are all very common questions that plague job candidates when they are trying to prepare for interviews. In this guide, we will explore some of the steps you can take to make sure your answers are the ideal length. We’ll also explore some tips to help you determine if you’ve hit or missed the mark. ## Practice makes perfect Like with anything in life, you’ll get better at judging how long your answer should be with practice. [Practising your interview answers beforehand](https://www.thebalancecareers.com/practice-interview-tips-and-techniques-2062805) will help you to develop a confident delivery and also determine if you’ve said everything you want to say. This can also help you to cut down your answers to make them more succinct. **Know the Format** Understanding whether it’s a screening, panel or final interview helps set expectations for duration and depth. **Prepare to Be Efficient** Good preparation helps you make the most of the time and cover key points confidently. ## How long should an interview answer be? Your answer should be as long as it needs to be without rambling. It’s difficult to say how long this will be, but as a general rule, you shouldn’t be talking for more than 2 minutes at a time. It’s very easy to get distracted and go off on a tangent when answering questions, but try to keep focus so you can keep the interviewer’s attention. If you start rambling, you might find they start to lose focus and aren’t really listening to what you’re saying. For factual questions, you should be able to answer quickly and without too much detail. If the interviewer wants more detail, they will ask. Examples of factual questions would be: - Where did you get your degree? - How long were you in your last role? - What is your current notice period? These questions require quick answers with no padding. But if you are asked situational, behavioural or job-specific questions, you should aim to provide more detail. Examples of these types of questions would be: - Tell me about yourself - Where do you see yourself in 5 years? - Can you tell me about a time you faced conflict at work? These questions require a structured answer to help you stay on track without rambling. For situational questions, the [STAR method](https://cmdrecruitment.com/steps-in-the-star-method/) is very effective. This stands for situation, task, action, result. Following this structure in your answer will help you to stay focused and avoid rambling. ![How do I know if my answer is too long?](https://cmdrecruitment.com/wp-content/uploads/2021/09/How-long-should-your-interview-answers-be-1.png) ## How do I know if my answer is too long? Most interviewers will cut you off or ask you to wrap up if your answer is going on for too long, but others will simply let you ramble. If you’ve practised your answers, you should have a good idea of how long it takes to say what you need to say. You might want to add more detail to your answer on the day of the interview, but make sure it is relevant to the question or the role. Don’t feel you need to cut your answers short before you’ve said what you want to say. Some interviewers may not appear engaged with your answers because they are focused on taking notes, so don’t take this as a sign you should stop talking. ![How do I know if my answer is too short?](https://cmdrecruitment.com/wp-content/uploads/2021/09/How-do-I-know-if-my-answer-is-too-short.png) ## How do I know if my answer is too short? When you’ve finished answering the question, you might find that the interviewers are still writing notes, so they don’t immediately launch into the next question. Be patient, allow a moment of silence, and then ask a follow-up question. If you’ve answered the question to the best of your ability but it feels like you haven’t said enough, simply ask the interviewer, “would you like me to elaborate?”. If you’ve said all you can say on the topic, there will be no need to continue and provide more detail. But sometimes, an interviewer will prompt you to talk more about a specific point. This is an excellent strategy to help you avoid rambling on to fill the silence. If you’ve delivered the perfect answer, you can avoid ruining this by rambling on. ## Ask for feedback If you are unsuccessful in your application, always ask for feedback from the hiring manager. If you are rambling on in your answers, this may become apparent in your feedback. And if you aren’t giving enough detail in your answers, this will also be obvious from the feedback. Once you have this feedback, you can refine your answers to be more or less detailed as required. If a particular situation is too complex to explain in an interview setting, you might change the situation to one that is easier to explain. You might also spot shortfalls in your answers that don’t accurately summarise your [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) as much as you would like. Try to take unsuccessful interviews as an opportunity to improve your skills so you can perform better next time. **Highlights** - Interview duration norms - Screening calls - In-depth interviews - Interview format - Preparation matters - Expectations clarity **FAQs** How long should a job interview take?It depends on the stage: screening calls are usually brief while main interviews can be 45–90 minutes. Do longer interviews mean better fit?Not necessarily — longer interviews may explore more detail but duration alone doesn’t indicate a decision. How can I prepare?Research the role, practice answers, and plan questions to use time effectively and confidently. **Categories:** Advice, Interviews --- ### [Qualifications? Experience? Which one is the winner?](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner) **Published:** June 11, 2025 **Author:** Dan Barfoot **Content:** This article explores the ongoing debate between the value of formal qualifications versus hands-on experience, explaining how employers often seek a balance of both while weighing them differently depending on the role and industry. - Qualifications provide evidence of formal learning and knowledge. - Experience demonstrates practical skills, problem-solving and workplace readiness. - Many employers value a blend of qualifications and experience. - The “winner” depends on the specific job and industry expectations. As competition for jobs gets tougher, applicants are advised to improve their qualifications. Now there are more and more people going to university, but does it really make a difference? We are looking at the age-old question; which is more important, hands-on experience or a string of letters after your name? Opinions would seem to be very mixed. With university placements becoming more expensive, it is no wonder that people are having second thoughts. Add into this the fact that some employers complain that well-qualified graduates don’t come equipped to operate within the real world, and experience would appear to have the upper hand. Let’s look at both and see how they balance out against each other. ![Qualifications](https://cmdrecruitment.com/wp-content/uploads/2021/08/Qualifications.png) ## Qualifications Getting a university degree is about much more than purely demonstrating an individual’s academic abilities. Once thrown into the throngs of university life, other benefits begin to make an appearance. Think social skills, intellectual, personal, ethical, sporting and so on and you can see that a university newbie comes out the other end a very different person. When employers place ads, specifying that a degree is required, they are placing a lot of value on this one element. But it is easy to see why. They hope they will end up with an applicant who not only knows their subject well but who will easily fit in with an already existing [corporate culture](https://cmdrecruitment.com/company-culture-explained/). Their theory is that they will be better equipped than someone straight out of school or college. A quick look at the job market shows that there are more skilled jobs than manual. For years, it has been perceived that a degree sets you up with a good start in life, but qualifications without experience can often make finding a position much tougher than first imagined. Imagine two people applying for the same post, one with a degree and one with relevant industry experience. Both are of the same intelligence. Which one would the employer choose? This is a difficult question as it could be said that education brings with it a greater degree of understanding. Experience provides you with the real-life ability to do something, knowing it will work whereas education provides not only theoretical knowledge but also analytical skills. To summarise, experienced candidates easily take on board new processes and technology but those with qualifications learn faster, absorbing knowledge at a faster rate. As far as the employer is concerned, the ideal mix is a graduate that has spent some time working in the industry. This could be why many job hunters are opting to take on trainee positions with university study included. They learn whilst on the job and the employer ends up with a valuable employee who is able to blend theory and application. ![Experience](https://cmdrecruitment.com/wp-content/uploads/2021/08/Experience.png) ## Experience But with so many people looking to obtain a university degree, is it really the right choice? Look at it this way; is a candidate with three years’ suitable industry experience and training qualifications less worthy of the role than someone fresh out of university with zero experience? Let’s simplify it: University candidate – 3 years of study, zero experience and a large debt. Non-university candidate – 3 years on-the-job experience, associated qualifications and earnings of more than £30k. Which one should get the job? It it’s the latter, then maybe the job market needs to change, with more weight being given to those that have been doing the job already. With so many people now obtaining degrees, it has become the norm to have to study. However, research shows that employers are less impressed with graduate candidates, preferring to focus more on those with apt experience. Put it this way – if you are an employer faced with two candidates, one a newly qualified graduate with no real-world experience and the other a college leaver with three years’ experience, which one do you choose? Whilst in the past it may have been the university graduate, now it is the opposite with many valuing experience over qualifications. Take some time out and check out job specifications online. Ones that used to state that a degree was essential now refer to it as being beneficial instead. When [CVs](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) are compared, employers tend to look at experience long before they touch on the qualifications section. Because a three-year period of degree study by itself isn’t enough, apprenticeships are becoming much more commonplace. After all, they offer a win-win scenario. The apprentice learns practically and academically whilst on the job and earning money and the employer knows they will end with a suitably skilled employee. **Value of Qualifications** Formal qualifications demonstrate theoretical knowledge and commitment to professional standards. **Power of Experience** Real-world experience highlights your ability to apply skills, solve problems, and perform in the workplace. ## Conclusion No matter which way you look at it, the perfect combination is a blend of theoretical knowledge and practical understanding. Add into the equation the current turmoil in universities due to Covid-19 and it’s easy to see that the future may bring something altogether different. As the cost of getting a degree becomes even more out of reach for many and the practicalities of attending university difficult, they may be a move away from traditional university courses towards apprenticeships and practical training. The real world of work is a tough place. Ask any recruiter whom an employer will choose faced with two candidates, one with a wealth of relevant experience and the other an academic degree and they will go with the former. When time is money and training people to do the job expensive, they want an employee who can add value from day one. A degree may bolster hard-earned experience but it doesn’t really replace it. **Highlights** - Qualifications vs experience - Formal learning - Practical skills - Employer expectations - Hiring decisions - Industry differences **FAQs** Which is more important, qualifications or experience?It depends on the role — some jobs prioritise formal qualifications, while others lean more heavily on practical experience. Can experience trump qualifications?Yes, in many practical or technical roles, relevant experience can outweigh formal qualifications. Should I pursue both?Combining formal qualifications with relevant experience often strengthens your profile and appeal to employers. [Contact Us](https://cmdrecruitment.com/contact) 01225 805080 [Back to News](https://cmdrecruitment.com/blog) **Categories:** Advice, new-jobs --- ### [Are We Moving Away From The Counter-Offer Culture?](https://cmdrecruitment.com/are-we-moving-away-from-the-counter-offer-culture) **Published:** June 6, 2025 **Author:** Dan Barfoot **Content:** This article explores whether the traditional counter-offer culture is changing, examining how shifts in the job market and economic conditions influence employer and candidate behaviour. - Counter-offers were common in candidate-led markets. - Market conditions influence employer negotiating power. - Greater candidate availability can reduce counter-offers. - Economic uncertainty affects hiring and retention strategies. Until recently, the job market was largely a candidate-led one in sectors where there was a lack of top-tier talent. Counter-offers had become increasingly common as the most skilled and experienced candidates could essentially name their price when entering the process of recruitment. It’s easy to see, then, why the counter-offer culture came into being, as organisations strove to retain their existing talent who were increasingly being drawn elsewhere to more competitive roles. The situation was only compounded by the fact that unemployment had reached an all-time low, leading to a recruitment market which was dominated by candidates. However, the arrival of Covid-19 brought about significant changes, and a major shift in the market is already upon us. The pandemic brought about some serious economic uncertainty, and although the way out is becoming clearer, that uncertainty is still prevalent. This has led to fluctuations in the recruitment market, with the most obvious difference being the shift from a candidate-driven system to a far more client-driven one. This, in turn, is likely to lead to a significant reduction in the old-style counter-offer culture as more candidates become available to combat the existing skill shortages in the job market and to widen the talent pool that employers can select from. ![What Is The Counter-Offer Culture?](https://cmdrecruitment.com/wp-content/uploads/2021/06/What-Is-The-Counter-Offer-Culture.png) ## What Is The Counter-Offer Culture? Simply put, if there are more vacant positions available at an organisation than the number of candidates who are applying for them, there is an amplification of the counter-offer culture. A [candidate-driven market](https://cmdrecruitment.com/a-candidate-driven-market-isnt-only-on-the-outside/) requires recruiters to work harder to attract and secure the top talent for their vacancies, while companies must fight to keep hold of the staff that they already have on board, often by any means available, hence the arrival of the counter-offer culture – where candidates can virtually name their requirements and have them met. ## What Is The Any Offer Culture? If the ratio has flipped and there are less positions available than the number of applicants who come forward, there is no longer any need for a counter-offer culture to exist. The culture, in such cases, will turn into an any offer one. Candidates find themselves in a highly [competitive market](https://cmdrecruitment.com/the-competitive-market-of-working-from-home/) with each job opportunity being more highly sought after. The number of applications received for each vacant position rise, with more skilled and talented employees in the available talent pool, and tis means that the competition for each role increases substantially. Recruiters must now spend their time on sifting through the many CVs, replying to each application, and screening more calls to make sure that every response is effectively filtered to avoid accidentally missing out on a perfect hire. When this situation occurs, the market is a client-driven one, with companies themselves being able to state their offer with no fears about having to compromise. ![Why Is This Occurring?](https://cmdrecruitment.com/wp-content/uploads/2021/06/Why-Is-This-Occurring.png) ## Why Is This Occurring? Essentially, the counter-offer culture is driven by the level of competition between positions that is available to applicants. If there are more vacancies available than the number of candidates making an application, then it stands to reason that the culture of counter-offers becomes more dominant. But if more candidates are making applications that the number of positions available, then the situation is reversed – rather than being a counter-offer culture, the culture changes to an any offer one. **Shifting Market Dynamics** Changes in candidate supply and employer demand are reshaping how often counter-offers are used. **Informed Career Decisions** Understanding counter-offer trends helps [candidates make confident](https://cmdrecruitment.com/helping-candidates-rebuild-confidence/), long-term career choices. ## Are There Challenges To Face in The Any Offer Culture? Although organisations can benefit hugely from an any offer culture, it couldn’t be more important to focus on the response they make to each candidate. If companies are socially outed for handling candidates poorly through the process it can be extremely damaging for their brand. Also, while having a market that is client-driven means companies have it within their power to pick and choose from the most talented and fitting candidates, unfortunately the downside of this is that they must spend a lot more time on going through applications and responding to them. In essence, the workload has merely shifted its attention to a different focus. For this reason, it makes sense to use a recruitment company as a way of cherry picking the most suitable and skilled candidates within such a crowded marketplace. With each job advert receiving a much greater response, most companies lack the time to filter through them all, and who wants to risk the damage to their brand if they fail to reply appropriately, or indeed, at all? The move away from a counter offer culture, the reduction of existing [skill shortages](https://cmdrecruitment.com/how-to-tackle-the-ongoing-skill-shortage/) and the change in recruitment’s driving force as well as all the technological adaptations that are needed to function effectively in the new normal are all affecting the recruitment industry. These are set to continue impacting it for some time to come, however using a recruitment company to handle the applications situation in this new normal could be the best solution for companies that are keen to maintain their positive reputation whilst also trying to secure the very best talent for their vacancies. [Back to News ](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Highlights** - Counter-offer culture - Candidate-led markets - Employer bargaining power - Changing recruitment dynamics - Retention strategies - Economic impact **FAQs** What is a counter-offer?A counter-offer is when an employer offers improved terms to an employee who has resigned in order to retain them. Are counter-offers becoming less common?They may be less frequent in employer-led markets, though they still occur depending on skills demand. Should candidates accept counter-offers?This depends on individual circumstances, motivations for leaving, and long-term career goals. **Categories:** Advice --- ### [The Best Way to Answer – ‘Why Do You Want the Job?‘](https://cmdrecruitment.com/the-best-way-to-answer-why-do-you-want-the-job) **Published:** December 16, 2024 **Author:** Dan Barfoot **Content:** This article explains how to confidently answer the interview question “Why do you want the job?” by preparing a thoughtful, tailored response that shows motivation, understanding of the role and alignment with the employer. - Interviewers use this question to assess motivation and fit. - Preparation and research are essential. - Answers should link [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) to the role. - Generic or money-focused answers should be avoided. When you are prepping for an interview, it is pretty clear that one question will cover why you want the job – find the best answer with our advice. When you are readying yourself for an interview, one of the questions that you can be certain of is ‘why do you want the job?’. In reality, this seemingly easy question can be the difference between success and failure. Rather than giving a generic answer, take a look at our top tips so that you cover exactly what your potential employer is looking for! ### 1 – Know When to Expect It and What it Looks Like Finding out your motivation for gaining the job is usually covered in the early stages of an interview, giving it the status of a ‘warm up’ question. However, it will come with a score and require you to hit certain points to get the positive outcome you are looking for. Be aware that this question can be worded in a variety of ways, such as ‘[Tell us a bit about you](https://cmdrecruitment.com/6-examples-of-how-to-answer-tell-me-about-yourself-in-interviews/)‘ or ‘Why do you want to work for the company?’. The great thing is that if you forget to add specific points into the answer you give, you can return to this question as the interview progresses by using a phrase such as ‘I should have included this in my earlier answer…’ or something similar. ![Think About the Deeper Meaning](https://cmdrecruitment.com/wp-content/uploads/2021/05/Think-About-the-Deeper-Meaning.png) ### 2 – Think About the Deeper Meaning On the surface, this question seems pretty superficial, but it is important to understand what it means and why it gets asked. In reality, it is a quick way to find out more about you as a candidate, what you have to offer and why you want to work with them. When you start thinking of your answer, then you need to consider what the prospective employer is actually looking for. For example, they will want someone that is willing to learn and adhere to the company expectations and who will be a good ambassador for their work. **Show Genuine Interest** A well-prepared answer demonstrates enthusiasm for the role and shows that you have taken time to understand the company. **Stand Out in Interviews** Linking your experience and goals to the role helps you stand out as a strong and well-matched candidate. ### ![Preparation is Vital](https://cmdrecruitment.com/wp-content/uploads/2021/05/Preparation-is-Vital.png) ### 3 – Preparation is Vital As with any other questions, the best answers are ones that have been prepared and well-considered. Look at the company’s values and consider how you match with them. Plus, you will also need to consider your skills, [experience](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/), achievements and what makes you the right fit. To be successful, it is important to think about all the things that make you great for the role and then summarise them in line with the company mission and values. ### 4 – Avoid Falling Into a Trap Whilst it may be true, answering the question with ‘I need a job’ or ‘I wanted a pay increase’ will not make you a popular applicant as you will be demonstrating what you want rather than what you have learned about the company. Try incorporating what is great about the opportunity in terms of development and share what skills you bring to the table so that they are aware of what you have to offer. Ultimately, people who take the time to link their response to the company goals and values are more likely to achieve success. **Highlights** - Interview motivation - Employer expectations - Role research - Skill alignment - Positive first impression - Career goals **FAQs** Why do employers ask this question?It helps employers [understand your motivation](https://cmdrecruitment.com/what-motivates-you-interview-question/), preparation, and how well you align with the role and company. What should I include in my answer?You should mention your interest in the role, relevant skills, and why the company appeals to you. What should I avoid saying?Avoid answers that focus only on pay, convenience, or vague statements with no connection to the role. **Categories:** Advice, new-jobs --- ### [A Brief Guide To IR35](https://cmdrecruitment.com/a-brief-guide-to-ir35) **Published:** March 30, 2021 **Author:** Dan Barfoot **Content:** This guide explains IR35 off-payroll working rules, helping contractors and businesses understand employment status, responsibilities, and the tax implications of working through limited companies. - IR35 assesses whether a contractor is effectively an employee. - Status can be inside or outside IR35 for tax purposes. - Clients usually determine IR35 status for larger organisations. - Incorrect decisions can result in higher tax and penalties. *The new IR35 reform will be launched at the start of the new tax year focusing on defining taxable relationships between clients and contractors.* The 2021/22 financial year begins on 6th April, bringing with it the new IR35 reform, known as ‘Intermediaries Legislation’, which identifies off-payroll working regulations. This change impacts thousands of businesses, their recruiters and potentially more than 1m contractors. ## Defining IR35 The basic understanding of IR35 is that it determines whether a contractor should be classed as an employee for tax purposes – however for contractors this can vary between clients and projects. The key factors HMRC will look to determine are: - If the [contractor](https://cmdrecruitment.com/working-as-a-contractor-through-an-agency-ir35/) must take on work personally, instead of providing an alternative worker. - If the client is obliged to provide work for the contractor and/or if the contractor is obliged to comply with any work request the client has. - If the client instructs how, when and where the contractor completes the client’s work. Answering yes to these factors indicates a quasi-employment relationship however for more clarity HMRC has launched an online tool, CEST, to determine IR35. ### Who is responsible? The client is responsible for deciding if the service provided by the contractor is outside IR35 – in a self-employment capacity – or inside IR35 – in an employment capacity. When working with medium-large businesses, the contractor cannot decide their own IR35 status. ### Who bears the cost? In short – everyone. The cost difference can be huge for both contractors and their clients, with recruiters even bearing the cost of IR35 if they are involved in the relationship. Contractors can lose up to 25% of their income after tax, while businesses also incur costs associated with payroll. The concern of being held responsible for incorrect IR35 decisions, the potential for costly fines, and the expectation of the workload required to determine IR35 status for each relationship, has resulted in some businesses refusing to work with contractors at all. **Impact on Contractors** Being inside IR35 can significantly affect income due to employee-style tax deductions. **Impact on Businesses** Businesses must ensure correct status decisions to stay compliant and avoid penalties. ## How can businesses safely work with contractors under new IR35 reform? Imposing a blanket ban on contractor relationships or, conversely, deeming all contractors inside IR35 regardless of status are not the answer. Businesses need to be sure that they are taking the right steps to continue engaging in compliant relationships with contractors: - Evaluate IR35 status with sufficient care: including existing relationships and new contracts. - Distribute Status Determination Statements (SDS): this should be shared in writing with the contractor and any other party involved in the working relationship, including recruiters. - Set up a compliant payroll process: even if this is outsourced to a recruiter, if the contractor is inside IR35, the client has a duty to ensure their payment process is compliant. Tax must be subtracted from the contractor’s invoice or timesheet and paid to HMRC, and the contractor is paid what is left, in keeping with standard PAYE practice. - Keep a thorough audit trail. - Explore ways to mitigate IR35 risk: while non-compliance can be costly, IR35 insurance can cover legal representation, expert advice, liabilities, fines and interest. As long as businesses remain compliant and follow the procedures outlined by HMRC to determine IR35 status and act appropriately, client and contractor relationships can continue to work harmoniously, avoiding unnecessary disputes, financial penalties or reputational damage. Clear [communication](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace/), proper documentation and regular reviews of working arrangements also help maintain trust and transparency between all parties involved. [Back to News ](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Highlights** - IR35 legislation - Inside vs outside IR35 - Client responsibility - Status determination - Tax and compliance risks - Contractor pay impact **FAQs** What is IR35?IR35 is UK legislation designed to ensure contractors pay the correct tax when their working arrangement closely resembles employment. Who decides if a role is inside IR35?For most medium and large organisations, the responsibility for determining IR35 status sits with the client. What happens if a role is inside IR35?If a role is inside IR35, tax and National Insurance are deducted at source, which can reduce a contractor’s take-home pay. **Categories:** Advice --- ### [KPMG - UK Jobs Report November](https://cmdrecruitment.com/kpmg-uk-jobs-report-november-4) **Published:** December 8, 2025 **Author:** Dan Barfoot **Content:** Demand for staff and placements continued to fall in November, with permanent hiring seeing another marked decline. Candidate availability rose sharply due to redundancies and fewer vacancies. Overall, uncertainty around the Budget and wider economic pressures kept the labour market subdued and employers cautious. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Full Report](https://gamma.app/docs/UK-Jobs-Report-November-2025-m45sr9j4uxzh6fx) **Categories:** Interviews --- ### [EU Settlement Scheme: How it Affects Temporary and Permanent Workforce](https://cmdrecruitment.com/eu-settlement-scheme-how-it-affects-temporary-and-permanent-workforce) **Published:** January 14, 2023 **Author:** Dan Barfoot **Content:** **The EU Settlement Scheme: What It Means for EU, EEA, and Swiss Citizens** As Brexit negotiations continue, many EU, EEA, and Swiss citizens are left wondering about their immigration status in the UK. The good news is that the UK government has created the EU Settlement Scheme, a program designed to help ease the transition for these citizens and their families. **What is the EU Settlement Scheme?** The EU Settlement Scheme is a government initiative that enables EU, EEA, and Swiss citizens, as well as their family members, to apply for settled or pre-settled status in the UK. Settled status allows an individual to continue living, working, and studying in the UK indefinitely, while pre-settled status enables them to stay for up to five years and apply for settled status after that time. **How to Apply** The application process for settled or pre-settled status is relatively simple and can be done entirely online. Applicants will need to provide basic information about themselves, such as their name, address, and nationality, as well as evidence of their residence in the UK. The application is free of charge. **Who Can Apply** To apply for settled status, EU, EEA, and Swiss citizens must have been living in the UK continuously for five years or more. If they have been living in the UK for less than five years, they can apply for pre-settled status. Family members of these citizens will also need to apply for settled or pre-settled status if they want to continue living in the UK after Brexit. ![The Importance of Applying](https://cmdrecruitment.com/wp-content/uploads/2020/01/The-Importance-of-Applying.png) **The Importance of Applying** It’s crucial that EU, EEA, and Swiss citizens, and their families, apply for settled or pre-settled status as soon as possible. The deadline to apply is 30 June 2021 if the UK leaves the EU with a Brexit deal in place, or 31 December 2020 if no deal is reached. Applying for settled or pre-settled status will not only give individuals peace of mind about their immigration status in the UK but will also enable them to access public services like healthcare and education. **Checking Your Status** It’s important to note that settled or pre-settled status is not automatically granted to EU, EEA, or Swiss citizens. They must apply for it themselves. If an individual has already been granted settled or pre-settled status, they can check their status online through the “View and prove your immigration status” service on the gov.uk website. **Final Thoughts** In conclusion, the EU Settlement Scheme is a crucial program that helps EU, EEA, and Swiss citizens and their families apply for settled or pre-settled status in the UK. Applying for settled or pre-settled status is a straightforward process that can be done online, and it will allow individuals to continue living, working, and studying in the UK after Brexit. Don’t wait until the last minute to apply – do it today and secure your future in the UK. It looks as though the EU Settlement Scheme will be good for UK business and the UK workforce long term, but there is still a lot of uncertainty when it comes to short term career prospects. Experts agree that workers should contact a [recruiting company](https://cmdrecruitment.com/) to find the best jobs and to learn more about the EU Settlement Scheme and what it means to them and their future in the UK. **Contact CMD Recruitment** To learn more about the EU settlement scheme and how it will affect both temporary and permanent workforce, [contact CMD Recruitment](https://cmdrecruitment.com/) today. **If you enjoyed this article, please feel free to share it on your favourite social media sites** [Back to News ](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Categories:** Advice --- ### [Operations Manager’s Response to CMD Recruitment’s Wiltshire Labour Market Survey](https://cmdrecruitment.com/operations-managers-response-to-cmd-recruitments-wiltshire-labour-market-survey) **Published:** October 21, 2020 **Author:** tdbdev **Content:** ### CMD Recruitment recently conducted a Wiltshire Employment Market survey for 2020. We asked local Business Owners, Recruiters, HR Managers and Hiring Managers to discuss the knock-on effects Covid-19 has had to their business and recruitment activity. By targeting Wiltshire only, we hope to outline a true reflection on the impact Covid-19 has had to local businesses and identify future changes to Wiltshire’s Employment Market. We would also like to say a huge thank you to everyone who participated in our survey. Following our survey response, we asked our Operations Manager, Dan Barfoot, his thoughts on the results gathered: “I think with Wiltshire having so many SME companies we have certainly felt the effects of lockdowns and this pandemic, with furlough & redundancies both being higher than ideal numbers” [CMD Recruitment](https://cmdrecruitment.com/)’s survey highlighted that 52% of Wiltshire businesses had furloughed staff and 29.7% have had to make redundancies. Dan Barfoot continued by stating that, “a lot of companies have had to embrace [remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) with office space sometimes at a premium but had to take the risk with productivity” 81% of organisations have implemented remote working with only 30.5% stating that they feel home working has increased staff productivity. Continuing this point, Dan Barfoot stated that “Some companies have flourished adopting and adapting their working ways whilst others have had to make some drastic changes to working patterns and company structure to make this viable.” Dan Barfoot concludes by commenting on the current recruitment climate by stating that “there has started to be signs of grass roots appearing in terms of companies hiring, however, with most candidates being reluctant to change at present due to the risk associated, this means sometimes talented people are hard to find.” The survey found that 62% said they will recruit in the next 6 months. With the recruitment landscape changing here at CMD, we have been working and providing dedicated consultative support to our clients throughout this difficult and unprecedented Covid-19 period. By illustrating and understanding the current market, we are confident we’re in a strong position to [support your business](https://cmdrecruitment.com/clients); whether you need assistance with your overwhelming ad response, support with gaining a better understanding of your market during these times or whether you need a clear and concise insight in how your business can move forward with your recruitment requirements. If you would like a FREE full copy of our latest survey response or more information on how we can help, get in touch with our expert team today. [Back to News ](https://cmdrecruitment.com/blog) [www.cmdrecruitment.com](https://cmdrecruitment.com) [01225 805080]() **Categories:** Advice, new-jobs --- ### [What happens to company culture when your leadership team burnout?](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout) **Published:** July 5, 2022 **Author:** Dan Barfoot **Content:** ## **What happens to company culture when your leadership team burnout?** With the topic of employee burnout taking centre stage since the pandemic, leadership teams have had to ensure they adopt an always-on approach. To be actively present for employee concerns; to ensure they are engagingly responsive and creating solutions to maintain positive employee wellbeing. Of course, this is paramount to businesses success. We know businesses succeed when their team feel heard and listened too – where positive mental wellbeing is at the forefront of a company’s culture. But one thing that is seemingly a bit more [taboo is leadership burnout](https://thenextweb.com/news/remove-stigma-leadership-burnout). ## **So, what happens to an organisation when their leadership team burnout?** The way leaders treat workplace communication often sets the tone for the rest of the organisation. As mentioned, they play a vital role in ensuring employees feel heard, appreciated, and listened too. But what your leaders do, and your leaders wellbeing also plays a vital role in your company’s culture, wellbeing and overall success. While your leadership team and Directors may be tempted to work long hours, send midnight emails, and skip vacations, what they do sets an example for the rest of the company. Burnout is the combination of three emotions: exhaustion, negativity, and ineffectiveness. When this impacts your leaders, they give off the idea that any work you’re giving them just feels like an extra burden. - Ideas tend to be shot down quicker. - Consistency and promises are lost. - They tend to point out the worst in everything that happens or is suggested. Ultimately, employees feel unable to speak out and the culture of the company echoes the burnout felt by your leaders. ## **So, how do businesses combat this?** **Training.** With companies keen to retain staff given the labour shortage crisis, leadership burnout is beginning to be less of a taboo as companies are recognising the importance of employee wellbeing. Companies such as [Headspace Health](https://www.fiercehealthcare.com/health-tech/employee-burnout-all-time-highs-headspace-health-rolls-out-new-business-line-help) are launching programs not only tailored to training management on identifying burnout within their staff but within themselves. The training program currently includes content on mindful leadership intended for leaders of any level and provides guidance for managers on self-compassion, compassion for others and managing teams—which is intended for people managers and includes topics such as burnout management, psychological safety and check-in techniques—as well as single workshop sessions on self-compassion, self-care and burnout management. In training programs covering burnout, managers can learn how to recognize the lesser-known signs of burnout, how to make a plan to help their teams feel less stressed and more inspired, how they should adjust their check-in conversations to proactively track feelings of burnout and how to provide them with additional resources for support. **Provide Flexibility.** A one size fits all approach doesn’t work when it comes to [wellbeing strategy](https://www.humanresourcesonline.net/the-importance-of-non-uniform-employee-wellbeing-strategies-a-zendesk-case-study). A uniformed approach or policy on wellbeing will not work for everyone. People face challenges and take stress on differently. To be able to effectively combat any employee burnout from the top to entry level employees, you need to adopt a flexible approach. Let your employees choose what works best for them. **Delegate.** As part of the leadership team, delegate. Lighten your workload. Of course, with the current labour shortage, employers are trying to do more with less, so people are feeling overworked. But your team are more likely to support you if they feel part of the process. Sharing the burden and delegating tasks fairly may free up some of your time and let your team feel trusted. **Categories:** Advice, new-jobs --- ### [A Candidate-Driven Market Isn't Only On The Outside](https://cmdrecruitment.com/a-candidate-driven-market-isnt-only-on-the-outside) **Published:** September 21, 2022 **Author:** Dan Barfoot **Content:** We are all aware it is a very candidate-driven market. For those that are unsure what this means, simply put, there are not enough candidates to fill vacancies. According to the BBC, [UK unemployment is at its lowest rate for 48 years](https://www.bbc.co.uk/news/business-62877700). The lack of available candidates or labour shortage leaves employers struggling to recruit for positions and places candidates in the driving seat – thus, resulting in a candidate-driven market. So, we know a candidate-driven market is one where the candidates are in the driving seat. They have choice and options for employment. To secure a top-tier available candidate, companies need to bend to demands. A candidate-driven market isn’t a new thing to 2022 and has pretty much been the way of the market since lockdown. You don’t have to look far to see that those with their CV on the job boards actively looking for a new position are in high demand. ## However, if we take away the external employment market, how has a candidate-driven market changed the internal infrastructure for companies? Prior the world of Covid-19 and lockdown, employees took working life at face value. No one questioned attending the office Monday to Friday. We know lockdown and the working effects of Covid-19 has added to this tug-of-war for power between employees and employers. Employees were thrown into home working. Over time, these flexible working habits became more ingrained, and many employees began demanding more flexibility to their working life. Ultimately, starting a shift to an employee-driven infrastructure. Employees had begun to find a united voice. Now let’s throw in the labour shortages, rise in inflation and energy price crisis and we now have a collective employee-driven workforce demanding greater pay, support and flexibility from their employer. All armed with the knowledge that replacing employees in a candidate driven market is going to be a tough gig for their employer. Both parties know retaining staff is a high priority. With employees becoming free to voice their dissatisfaction with returning to the office, many questioned other aspects of working life. The voice employees found continued to grow, making way for some huge concrete changes to pre-covid working life. And while some companies have moved to accommodate some or all of these demands, many others have dug in their heels. Resulting in [a power tug-of-war between employees and employers](https://www.bbc.com/worklife/article/20220912-where-the-boss-worker-power-struggle-goes-next). ## **What does the future hold?** Abigail Marks, professor of the future of work at Newcastle University Business School, states that: “Currently, we’re still seeing low levels of unemployment and not enough people to fill vacancies. However, a recession could lead to cost-cutting and redundancies – clearly handing power back to bosses.” The uncertainty recession brings could very well place candidates back in the market heating up competition for jobseekers and ultimately giving employers back control. We still suspect many sectors will remain highly competitive for talent – such as IT and pharmaceutical. However, those workers with skillsets that are less in demand, may find themselves more at the mercy of employers’ demands. Many companies have adapted concrete solutions to incorporate candidate requirements which will be hard for employers to roll back. The most forward-thinking organisations understand there will always be options for top talent and ultimately incorporating/listening to your current teams wants and wishes is the best way to retain staff and allow your staff to flourish. A change in the market is coming. Some workers will be in a position to hold on to the flexibility and conditions they have gained during the pandemic, while others may have to settle for whatever employers want to give them – which again, may provide some fresh candidates into the market. Here at CMD Recruitment, we are always keeping up to date with the employment and recruitment market for changes, trends, and forecasts. We like to help our clients be prepared and consult them on how best to attract top-tier talent. If you are looking to recruit now, at the end of 2022 or early next year, get in touch with our team. Become a forward-thinking organisation and let us help provide you with additional recruitment support, market advice, salary benchmarking and competitor analysis so you know how best to add to your team. 01225 805080 [Back to News ](https://cmdrecruitment.com/blog/) **Categories:** Advice, new-jobs --- ### [What Do Candidates Want?](https://cmdrecruitment.com/what-do-candidates-want) **Published:** September 29, 2022 **Author:** Dan Barfoot **Content:** In our last blog, we looked at how a candidate-driven market wasn’t only on the outside ([access here to read it!](https://cmdrecruitment.com/a-candidate-driven-market-isnt-only-on-the-outside/)) We said how we are all aware it is a very candidate-driven market. And that the BBC has shown how the UK unemployment is at its lowest rate in 48 years. The lack of available candidates or labour shortage leaves employers struggling to recruit. Currently, candidates are in the driving seat. They have a choice when it comes to employment opportunities. ## So, what is attractive to candidates? At the centre of it all is well-being. - **Financial Well-Being** – overall compensation, pensions, financial wellness, and education - **Mental Health Well-Being** – employee assistance program, mental health apps - **Social Well-Being** – company culture, work-life balance, diversity, and inclusion - **Physical Well-Being** – private health care, availability of exercise sessions - **Career Well-Being** – access to training and development, an opportunity to progress Once you have understood what is attractive to candidates, you need to determine the aspects of your business that people value the most. Align these and you will get a clear sense of what your business embodies and how best to attract candidates. Flexible working is the No.1 benefit employers can provide. Although, it’s not only about the employees. CIPD states that flexible working can also lead to direct and indirect business benefits. Such as savings on office space (reducing energy prices). It can also allow businesses to have resource demand outside the traditional 9-5 working pattern, serving customers on a 24/7 basis. Indirectly, flexible working leads to higher employee job satisfaction. According to research conducted by Sage, flexible workers who are generally more satisfied with their job and work-life balance are more committed to the business they work for. Additionally, flexible working reduces absence rates and pollution by minimizing travel to the office. Nonetheless, a change in the market is coming. A recession usually puts candidates back in the market which could put employers in the driving seat. The more candidates, the more choices employers have. Allowing employers to dictate market changes. However, those embracing a strong employee value proposition will always remain the attractive employer for candidates. Here at CMD Recruitment, we are always up-to-date with the employment and recruitment market for changes, trends, and forecasts. We like to help our clients be prepared and consult them on how to attract top-tier talent. If you are looking to recruit currently, at the end of 2022, or early next year, get in touch with our team. Let us provide you with additional recruitment support, market advice, salary benchmarking, and competitor analysis, so you know how best to add to your team. +44(0)1225 594016 [Back to News](https://cmdrecruitment.com/blog/) **Categories:** Advice, new-jobs --- ### [The Power of Proactive Hiring: Unlocking Success with CMD Recruitment in Wiltshire](https://cmdrecruitment.com/the-power-of-proactive-hiring-unlocking-success-with-cmd-recruitment-in-wiltshire) **Published:** July 13, 2023 **Author:** Dan Barfoot **Content:** Did you know that the average time to fill a position is 42 days? Meanwhile, the strongest candidates on the market are snapped up within just 10 days of becoming available. In the dynamic world of talent acquisition, taking a proactive approach to hiring is the key to unlocking success for your organisation. At CMD Recruitment, we understand the transformative impact of proactive hiring strategies. In this blog, we’ll delve into the benefits and strategies of proactive hiring, equipping you with the knowledge to attract top talent and stay ahead of the competition. ## So, what makes Wiltshire unique? Wiltshire has a high employment rate, which means that businesses need to compete to attract the best talent. Building a strong employer brand, offering competitive salaries and benefits packages, and creating a positive workplace culture to retain staff. Wiltshire has a highly educated workforce, with a high proportion of residents holding degrees or other qualifications. Wiltshire businesses have access to a pool of skilled and knowledgeable staff, but they need to offer opportunities for professional development and career progression to retain these employees. To succeed, companies must focus on building a strong employer brand, offering competitive salaries and benefits, and creating a positive workplace culture that fosters employee retention. ## The Hidden Costs of Reactive Hiring: Why Waiting for Needs Can Harm Your Business Did you know that the average cost of a vacant position in the UK is estimated at £11,000 per month? Reactive hiring or waiting until a vacancy arises before starting the recruitment process, can have hidden costs and negative implications for your business. From decreased productivity to increased workload on existing employees, the impact of delayed hiring can be significant. Let’s explore the detrimental effects of reactive hiring and uncover why proactive hiring is the smarter choice for your organisation. ## The Advantages of Proactive Hiring: Building a Strong Talent Pipeline Proactive hiring allows you to build a strong talent pipeline, ensuring a steady flow of qualified candidates for current and future positions. By actively sourcing and engaging with potential candidates, you gain a competitive advantage, securing top talent before your competitors even realise a need. Discover the advantages of proactive hiring and learn how CMD Recruitment can help you develop a robust talent pipeline tailored to your organisation’s unique requirements. ## Leveraging Data and Market Insights: Making Informed Hiring Decisions Data and market insights play a crucial role in proactive hiring. By analysing trends, skills gaps, and industry developments, you can make informed hiring decisions that align with your business goals. How can you leverage data and market insights to identify talent trends, anticipate future hiring needs, and stay ahead of the curve? Another crucial element of recruiting in Wiltshire is understanding the local business landscape. This means keeping up-to-date with industry trends and developments, as well as networking with other businesses and industry associations. By doing so, companies can position themselves as thought leaders and demonstrate their commitment to innovation and growth. ## Employer Branding: Attracting Top Talent to Your Organisation In today’s competitive job market, attracting top talent requires a strong employer brand. Candidates seek organisations with a positive reputation, compelling company culture, and enticing opportunities for growth. How can you enhance your employer brand to attract the best candidates? It is important for companies to leverage their networks and engage with local communities to build their brand and establish themselves as a desirable employer. This could involve partnering with local schools or universities to offer internships, attending job fairs and networking events, and promoting job vacancies on social media platforms that are popular in Wiltshire. [Employer branding](https://cmdrecruitment.com/brand-for-demand/) can hugely impact your retention rate also. Studies have shown that employees who fit well within a company’s culture are more likely to be engaged, productive, and committed. On the other hand, a poor cultural fit can result in turnover and decreased morale. How can you enhance your employer brand to attract the best candidates? CMD Recruitment can guide you in developing an [employer branding strategy](https://cmdrecruitment.com/do-you-have-an-evp/) that showcases your organisation’s unique attributes and positions you as an employer of choice. ## Simplify and Engage: Streamlining the Application Process: Did you know that 60% of job seekers abandon applications due to complexity? A complicated and time-consuming application process can deter top talent from applying to your company. How can you simplify your application process to maximize candidate engagement and create a positive candidate experience from the very beginning? We understand the significance of a streamlined application process and can provide you with practical solutions to attract and engage top talent. ## Proactive Sourcing Techniques: The Battle of Job Applications: Consider this: while popular job boards like Indeed may flood you with hundreds or even thousands of applications for a single posting, studies show that 75% of these applications are typically unqualified. How can you strike the right balance between quantity and quality to attract the best talent? Approximately 86% of job seekers actively search for new job opportunities on social media platforms. Are you effectively leveraging social media to expand your reach and attract a wider pool of qualified candidates? How can you optimize your social media presence to stay ahead in the competition for top talent? While job boards and social media have their place, proactive hiring goes beyond simply posting vacancies. Explore innovative sourcing techniques that enable you to tap into hidden talent pools, such as passive candidates, referrals, and industry networks. Working with your team, CMD Recruitment can provide you with the expertise and resources to implement effective proactive sourcing strategies and reach a wider pool of qualified candidates. ## Building Relationships: Nurturing Talent for Long-Term Success Proactive hiring is not just about filling immediate vacancies; it’s about building lasting relationships with top talent. Learn how to cultivate relationships with candidates even before a position becomes available, creating a talent community that remains engaged with your organisation. Discover the benefits of nurturing talent for long-term success and how CMD Recruitment can assist you in building meaningful candidate relationships. ## CMD Recruitment: Your Partner in Proactive Hiring At CMD Recruitment, we specialise in proactive hiring strategies that unlock success for businesses in Wiltshire and beyond. Our expertise in talent acquisition, data-driven insights, and innovative sourcing techniques can help you stay ahead in the competitive hiring landscape. Partner with us to develop a proactive hiring approach tailored to your organisation, and unleash the power of attracting and retaining top talent. By embracing proactive hiring, you can gain a competitive edge in talent acquisition, build a robust talent pipeline, and position your organisation as an employer of choice. CMD Recruitment, with its focus on proactive strategies, data-driven insights, and industry expertise, can be your trusted partner in unlocking hiring success. [Contact us](https://cmdrecruitment.com/contact/) today to explore how we can assist you in implementing proactive hiring strategies that will drive your organisation’s growth and success. **Categories:** new-jobs --- ### [Mastering Your Mid-Year Review: A Comprehensive Guide for Employers and Employees](https://cmdrecruitment.com/mastering-your-mid-year-review-a-comprehensive-guide-for-employers-and-employees) **Published:** July 24, 2023 **Author:** Dan Barfoot **Content:** At CMD Recruitment, we understand the importance of a mid-year review and how it can shape your career and personal growth. In this comprehensive guide, we will provide you with practical tips and actionable steps to help you ace your mid-year review and set the course for success in the second half of the year. Whether you’re an employee seeking to impress your superiors or a manager aiming to conduct effective reviews, CMD Recruitment has got you covered. ## **The Importance of Mid-Year Reviews** Mid-year reviews play a pivotal role in the professional growth of employees and the success of businesses. According to CIPD, 90% of organisations believe that mid-year reviews are essential for fostering employee development and improving overall performance. These evaluations provide an opportunity to course-correct, recognise achievements, and align goals for the remainder of the year. ## **Preparing for Your Mid-Year Review** Preparation is the key to a successful mid-year review. Surprisingly, only 26% of employees strongly agree that they have clear performance goals set before their review. - ***Employee***: Start by reviewing the performance goals set at the beginning of the year. Take time to reflect on your progress, accomplishments, and any challenges faced. Analyse how well you have aligned your objectives with the organisation’s goals and make notes of specific achievements that highlight your contributions. - Spend time to gather any performance data to support your accomplishments so you are ready to showcase your progress and contributions. This data may include key performance indicators (KPIs), project outcomes, customer feedback, or any other metrics that demonstrate your impact. Having concrete evidence of your achievements will strengthen your case during the review. - ***Employer:*** Begin by preparing for the mid-year review well in advance. Review the employee’s performance goals and progress since the last review. Gather feedback from colleagues, peers, and clients to gain a comprehensive understanding of the employee’s contributions and areas for improvement. ## **Setting Clear Goals and Expectations** Goal setting is a fundamental aspect of any performance review. In a study conducted by CIPD, it was found that employees who understand their goals are 3.6 times more likely to be engaged in their work. - ***Employee****:* Spend time to gather any performance data to support your accomplishments so you are ready to showcase your progress and contributions. This data may include key performance indicators (KPIs), project outcomes, customer feedback, or any other metrics that demonstrate your impact. Having concrete evidence of your achievements will strengthen your case during the review. - ***Employer:*** Collaborate with the employee to set clear and achievable goals for the remainder of the year. Ensure these goals align with the team’s objectives and the organisation’s vision. Clearly communicate performance expectations and provide the necessary resources for success. ## **Demonstrate, Recognise and Reward Achievements** Showcasing your achievements is vital during a mid-year review. According to a report by People Management Magazine, 81% of employees feel that being recognised for their work motivates them to perform better. - ***Employee***: Use this opportunity to showcase your accomplishments to showcase your progress and contributions. - ***Employer***: Create a positive and supportive environment for the mid-year review. Make sure the employee feels comfortable and encouraged to share their accomplishments and challenges. Acknowledge their efforts and appreciate their dedication to the organisation. Recognize and reward exceptional performance during the mid-year review. Acknowledge employees who have gone above and beyond to achieve outstanding results. Personalised recognition reinforces a culture of excellence and boosts employee morale. ## **Addressing Challenges and Areas for Improvement** A comprehensive mid-year review should address not only achievements but also areas that require improvement. 72% of employees agree that receiving feedback helps them improve their performance. - ***Employee:*** This is your opportunity to discuss your career aspirations and growth opportunities within the organisation. Use this time to also take onboard constructive feedback that can help propel your career and ensure you are developing the skills needed to advance in the organisation. - ***Employer:*** Take this time to understand your employee’s long-term goals and provide guidance on how they can develop their skills and advance their career. ## **Encourage Two-Way Effective Communication and Feedback** Communication is at the core of a successful mid-year review. According to a study by Interact, 69% of managers are uncomfortable communicating with their employees. - ***Employee:*** Actively listen to the employers’ perspectives and areas for improvement. By showcasing your improvements in these areas, you become closer to your goals and advancement of your career. - ***Employer:*** Encourage open and honest communication during the review. Actively listen to the employee’s perspectives, concerns, and ideas. Address any challenges they may be facing and be receptive to their feedback on team dynamics and work processes. ## **Developing a Personal Development Plan** A personal development plan is a valuable outcome of your mid-year review. CIPD found that 70% of individuals who received coaching benefited from improved work performance. - ***Employee:*** As an employee, discuss development opportunities with your employer to enhance your skills and capabilities. - ***Employer:*** Offer training sessions, workshops, or mentoring programs to support their professional growth. Investing in employee development leads to higher job satisfaction and increased loyalty. ## **Follow up, Support and Evaluate the Review Process** - ***Employee:*** As an employee, stay proactive in seeking growth opportunities, attending training sessions, and taking on challenging projects. Regularly review your progress and adjust as needed. - ***Employer:*** After the review, follow up with the employee regularly to track their progress and offer support. Provide ongoing feedback and guidance to ensure they stay on the path to success. Be available to address any concerns or questions they may have. Finally, evaluate the effectiveness of the mid-year review process. Use feedback to enhance future review processes and continuously refine your approach. ## **Conclusion** According to Deloitte, 71% of organisations rate people analytics as a high priority. Effective mid-year reviews are essential for fostering employee development and driving the success of your organisation. CMD Recruitment recognises the importance of effective management and when both employee and employer master mid-year reviews it makes room for both company and personal growth. [Contact us today](https://cmdrecruitment.com/client-contact/) to unlock the full potential of your team and drive exceptional results in your organisation. Let’s work together to create a thriving workplace where employees can flourish and contribute to your organisation’s success! [Partner with CMD Recruitment](https://cmdrecruitment.com/candidates/register-with-us/) for expert guidance and support in your professional journey. Let’s work together to unlock your full potential and make your career aspirations a reality! **Categories:** new-jobs --- ### [Your Guide to Understanding a P45](https://cmdrecruitment.com/your-guide-to-understanding-a-p45) **Published:** March 8, 2024 **Author:** Dan Barfoot **Content:** ## What is a P45 and why is it important? Receiving a P45 when leaving a job is crucial for accurate tax records and financial planning. It includes important details like your [tax code](https://www.gov.uk/tax-codes), earnings, taxes paid, and employer information. The tax code on your P45 calculates taxes correctly in your next job. Additionally, your P45 is needed for filing tax returns, claiming benefits, and managing pension withdrawals. Having your P45 simplifies these tasks and ensures financial matters are handled correctly. It’s [important to keep your P45](https://cmdrecruitment.com/what-is-a-p45/) for at least 22 months as it’s valid for the tax year it’s issued for. If you lose it, you can ask your former employer for a duplicate. ## What is a P46? A P46 form collects tax information from employees in the absence of a P45 document. W When an employee starts a new job without a P45 from their previous employer, they fill out a [P46 form](https://www.gov.uk/government/publications/paye-draft-forms-p46). This document helps employers determine the correct tax code to apply to the employee’s pay, ensuring accurate tax deductions from their salary. The details provided on the P46 are crucial for setting up the employee’s tax records until a P45 is provided. This process maintains compliance with HMRC regulations and ensures that the employee’s tax is in order. To provide a clearer overview, let’s break down the key information related to a P46 into a table: P46 FormPurposeImportanceCollects tax infoHelps determine tax code for employeeEnsures accurate tax deductions from salaryRequired from new employees without a P45Sets up employee’s tax recordsFacilitates compliance with HMRC regulationsThe P46 form is a standard procedure in company payrolls, allowing employers to manage their employees’ tax responsibilities effectively and avoid emergency tax codes. It also aids in calculating the correct National Insurance contributions, ensuring smooth operations within the company’s payroll system. ## How long is a P45 valid for? As HMRC recommends, a P45 is valid for the tax year it’s issued for. Retaining it is crucial because HMRC can investigate based on its information up to 20 years later. This ensures accurate tax calculations and record-keeping, making it important for future tax returns, benefit claims, and potential investigations. Additionally, HMRC advises keeping your P45 for at least 22 months after the related tax year. This helps you stay compliant with tax rules and have records for audits or inquiries. Keeping it for this period allows easy access to past job and tax details, smoothing job changes and financial planning. Following HMRC’s recommendation is wise to protect your tax records and comply with regulations. ## Starting a new job without a P45 Starting a new job without a P45 can lead to tax and financial issues. Consequently, difficulties may arise in filing taxes, claiming benefits, and getting refunds. Therefore, you need to inform your employer if you lack a P45. **Challenges of Starting a New Job Without a P45**Incorrect tax code assignmentPotential overpayment of taxDelays in payroll processingDifficulty in filing tax returnsChallenges in claiming benefitsTax-related issuesOvercharging on pension withdrawalsHaving a P45 simplifies transitioning to a new job by providing tax information from the previous employment. This, in turn, avoids complications from not having a P45 ensures a smoother onboarding experience. ## Planning your next career move Careful planning and thoughtful decision-making are necessary for a smooth transition. When planning your [next career move](https://cmdrecruitment.com/making-your-next-career-move-resignation-letter-templates/), make sure to consider the following: - **Evaluate Your Skills and Interests:** Assess your current skills, strengths, and interests to align them with potential career opportunities. - **Research Industries and Job Market Trends:** Stay informed about industry trends, job market demands, and emerging sectors to make informed decisions. - **Network Effectively:** Build professional relationships, attend industry events, and utilize online platforms to expand your network and discover new opportunities. - **Develop a Personalised Action Plan:** Create a detailed action plan outlining short-term and long-term career goals, steps to achieve them, and deadlines for monitoring progress. Additionally, when transitioning between jobs, ensure you have your P45 document containing vital tax details and employer information. It is crucial for accurate tax code allocation, preventing financial discrepancies, and facilitating tax-related processes. When joining new employers, provide necessary documents such as bank details, valid identification, proof of address, and National Insurance number promptly. Remember, if you misplace your P45, request a new one as it is your right to receive this document upon leaving a company. **Categories:** new-jobs --- ### [UK Wages in 2024: What You Need to Know](https://cmdrecruitment.com/uk-wages-in-2024-what-you-need-to-know) **Published:** March 8, 2024 **Author:** Dan Barfoot **Content:** With the economy constantly changing, many people are curious about average salaries in the UK for 2024. As the year progresses, various economic forces and government decisions will shape how much people earn in different jobs and places. By understanding these factors and how they affect wages, we can get a clearer picture of what to expect for salaries in the UK. Following Tamara Davison’s analysis of [UK average salaries](https://www.standard.co.uk/news/uk-average-salary-2024-jeremy-hunt-spring-budget-announcement-b1143461.html#r3z-addoor) after the Spring Budget announcement, many people are likely even more curious about how pay will shake out in 2024. By understanding these factors and how they affect wages, as Davison highlights, we can get a clearer picture of what to expect for salaries in the UK. We’ll explore the latest statistics and trends to see where UK salaries are headed. ## **What is the average UK wage?** The average UK [salary in 2024 is expected](https://cmdrecruitment.com/what-are-your-salary-expectations/) to be around £31,461 a year on [ONS Earnings and Working Hours](https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours). This includes full-time workers in various industries across the country. This figure reflects how [pay rises](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023/), inflation, recent budget announcements, National Insurance changes, and the National Living Wage are all affecting wages. The government is working to balance the economic situation for workers as they try to fight a recession and rising costs. A potential 2p cut to National Insurance and other tax reductions could ease some financial burdens for people. Additionally, government efforts to boost the economy could lead to better job prospects. However, many people are still struggling to afford everyday essentials even with slight wage increases. The average UK wage remains a key measure of how well workers are doing financially. ## **How do UK wages compare to the world?** To compare UK wages to other countries, we need to consider factors like living costs, taxes, social benefits, and currency values. Here’s a quick comparison: - The UK’s average salary (£30,000) is higher than some European countries like Spain and Italy. - But, it’s lower than countries like the US (around $60,000) and Switzerland (much higher). - These differences are due to factors like living costs, taxes, and social benefits. - Overall, the UK falls within the middle range for [average salaries](https://cmdrecruitment.com/average-salary-uk-vs-us/) compared to other developed nations. - It’s important to consider purchasing power and quality of life when comparing wages, as these significantly affect how people live. ## **How does the South West compare to the UK?** The South West presents a slightly different pay landscape compared to the national average. This is due to a combination of factors: the presence of specific industries in the region, local economic conditions, and the cost of living. Salaries in the South West typically fall a bit below the UK average. Understanding these regional variations is crucial for people weighing job options and career paths. It can help you decide if the South West aligns better with your financial needs and career goals compared to other parts of the UK. ## **How has the UK average wage changed?** Recent economic developments have caused the average UK wage to fluctuate, reflecting changes in various industries and the job market. - Early [reports for January](https://cmdrecruitment.com/kpmg-uk-jobs-report-january-2/) 2024 showed more people employed compared to December 2023, which is a positive sign. - Wages dipped from July to October 2023, with slower pay growth towards year-end due to increased job competition. - However, comparing January 2024 to the same period in 2023, there was a significant 6.4% increase in wages, showing a positive trend. - These fluctuations highlight how economic conditions, government policies, and global trends impact wages and the overall job market. ## **What’s in store for the future of UK wages?** Given recent economic changes and shifts in the UK labour market, wages are expected to keep rising steadily. This is likely due to inflation, economic growth, and evolving industry demands. Job market dynamics, technological advancements, and government policies will also play a big role in shaping salary levels in the coming years. Predictions suggest that some sectors, like technology and healthcare, may see higher wage growth compared to others. With ongoing advancements in technology and changing consumer demands, it’s important to stay informed about market trends and skill requirements to navigate the evolving wage landscape effectively. Keeping up with these developments will be crucial for workers to position themselves well in the changing economic environment. As the UK adapts to new challenges and opportunities, staying proactive and adaptable will be key for people seeking to maximize their earning potential in the years ahead. # Frequently Asked Questions (FAQ) ## What are the average **wage rates** for **workers in the UK**? For **workers in the UK**, the average **wage** varies depending on factors such as industry, experience, and location. The **total pay** can be influenced by the type of job and qualifications. To get an accurate picture, it’s recommended to look at specific **wage rates** by sector. ## How does **public sector** **pay** compare to private **pay in the UK**? **Public sector** **pay** in the UK is often influenced by government decisions and policies. While it may differ from **pay in the UK** overall, it is important to consider factors such as benefits, job security, and career progression opportunities when comparing **pay** in different sectors. ## What is the current **national living wage** and **national minimum wage** in the UK? The **national living wage** and **national minimum wage** are set by the government and are subject to change periodically. As of now, the **national living wage** is £10.42 and the **national minimum wage** is set to rise April 2024 to £11.44. These rates are applicable for certain age groups and may vary based on specific circumstances. ## How does the **cost of living crisis** impact **wage** for **workers in the UK**? The **cost of living crisis** can put pressure on **wage** growth and purchasing power for **workers in the UK**. As the **cost of living** increases, it becomes crucial for **workers** to advocate for fair **pay** that keeps up with inflation and rising expenses. ## What is the forecast for **wage** rates in **2023**? The forecast for **wage** rates in **2023** can be influenced by economic trends, government policies, and market dynamics. It’s essential to stay updated on any announcements regarding **Categories:** new-jobs --- ### [Master the Art of Navigating Salary Talks](https://cmdrecruitment.com/master-the-art-of-navigating-salary-talks) **Published:** March 20, 2024 **Author:** Dan Barfoot **Content:** ### Achieve salary satisfaction! Negotiate like a pro with these tips & tricks. Master counteroffers & compensation. Land your dream job! To secure a favourable remuneration package, you need to master the art of salary discussions. This involves offering a specific salary range with some leeway, being prepared to discuss the lower end, and understanding the employer’s range. In addition, counteroffers, evaluating the entire package (including benefits!), and remaining flexible are all crucial for successful negotiation. By presenting alternative terms and fostering open dialogue, you can create a mutually beneficial outcome. Ultimately, mastering these strategies will help you achieve the salary you deserve. ## Effective Ways to Respond to Salary Expectations When [salary expectations](https://cmdrecruitment.com/what-are-your-salary-expectations/) are raised during an interview, a strategic approach is necessary to ensure a smooth negotiation process. Strong negotiation skills involve handling salary inquiries with confidence. A good starting point is to provide a specific salary bracket, rather than a broad range. This helps set clear expectations for both you and the employer. Keep the bracket concise, with a limited difference between the upper and lower figures. It’s important to remember that hiring managers may target the lower end of your bracket, so be prepared to discuss this possibility. In addition, consider reversing the question and asking the hiring manager for their salary bracket. This can give you valuable insights to use later in the negotiation. Finally, don’t feel pressured to finalise salary immediately. Leaving room for discussion allows for a mutually beneficial outcome in the end. ## Tips for Negotiating Salary Successfully Upon entering the negotiation phase, skillfully maneuvering the complexities of salary discussions can greatly impact the outcome of the hiring process. To negotiate salary successfully, consider the following tips: 1. **Salary Counteroffers:** Be prepared to make counteroffers during the negotiation process to guarantee a fair and competitive compensation package. 2. **Compensation Packages:** Evaluate the entire [compensation package,](https://www.indeed.com/career-advice/pay-salary/salary-vs-total-compensation) including benefits, bonuses, and other perks, not just the base salary. 3. **Flexibility:** Remain flexible and open to compromise while negotiating, as this can lead to a more satisfactory agreement for both parties. 4. ## Strategies for Leaving Room for Negotiation To facilitate successful salary negotiations, contemplate employing strategic approaches that allow for flexibility in discussing compensation terms. When aiming to leave space for negotiation, it is crucial to present [counter offers](https://cmdrecruitment.com/are-we-moving-away-from-the-counter-offer-culture/) and offer flexible options to the employer. Additionally, by providing various scenarios or suggesting alternative benefits, you create an environment where both parties can explore different possibilities. Below is a table showcasing strategies for leaving room for negotiation: StrategiesDescriptionExampleCounter OffersPropose alternative terms or benefitsSuggesting a higher base salary with fewer vacation daysFlexible OptionsPresent different compensation structuresOffering a bonus structure based on performanceOpen to DiscussionRemain open-minded and willing to contemplate optionsDiscussing the potential of stock options ## Conclusion To sum up, mastering the art of maneuvering salary discussions is crucial for successful negotiation outcomes in the [job](https://cmdrecruitment.com/jobs/) application process. By [offering a clear salary](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) range, flipping the question to gather insights, and allowing space for additional conversation, you can approach salary discussions with assurance and professionalism. Utilising effective strategies and suggestions for negotiating salary will enable you to secure a favorable result in your job search. # Frequently Asked Questions (FAQ) on Salary Negotiation ## 1. What is salary negotiation? Salary negotiation is the process of discussing and reaching an agreement on the compensation package for a job offer. It involves mastering the art of salary negotiation to ensure that your salary expectations are met based on industry standards. ## 2. How can I negotiate a higher salary? To negotiate a higher salary, it’s essential to align your negotiation skills with the art of negotiation. You can negotiate confidently by demonstrating the value you bring to the company, sharing salary requirements, and using effective negotiation tactics. ## 3. What should I do if the employer cannot meet my salary? If the employer is unable to meet your salary expectations, consider discussing additional benefits such as holiday time or career advancement opportunities to secure the salary that reflects your true worth. ## 4. How can I navigate the salary negotiation process effectively? To navigate the salary negotiation process successfully, it’s crucial to have a solid foundation in negotiations. Research average salaries in the job market, seek negotiation tips from sources like Glassdoor, and always be prepared to make choices at any time. ## 5. What are some tips to help me negotiate my salary? Some tips to help you negotiate your salary include highlighting your value to the company, remaining open to negotiation, and being aware of industry standards. It’s essential to be confident throughout the negotiation process. ## 6. How can I ensure I receive the salary I deserve? To ensure you receive the salary you deserve, showcase your achievements and contributions that warrant a higher salary. Communicate your value effectively and be prepared to negotiate on various aspects of the compensation package. ## 7. Why is mastering the art of salary negotiation important? Mastering the art of salary negotiation is crucial because it enables you to negotiate a salary that meets your expectations and reflects your worth. It also paves the way for career advancement and financial growth. **Categories:** new-jobs --- ### [Mastering the Art of Hard Vs. Soft Skills](https://cmdrecruitment.com/mastering-the-art-of-hard-vs-soft-skills) **Published:** March 20, 2024 **Author:** Dan Barfoot **Content:** ## **Understanding Hard & Soft Skills: Key to Career Success** Master both technical & interpersonal skills to thrive in today’s job market! Understanding the distinction between hard and soft skills is fundamental for professional growth. [Hard skills](https://www.khanacademy.org/), like those acquired through formal education or training, are tangible. Soft skills, developed through personal experiences, are intangible. Balancing both is vital for effective problem-solving, [strong team](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team/) dynamics, and career advancement. By mastering this art, professionals become well-rounded assets valued in the job market. Let’s delve deeper to unlock your full potential! ## **Key Differences Between Hard and Soft Skills** When looking at skills, we see a clear difference between hard and [soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/), which are tangible and intangible abilities people have. Assessing skills is crucial for telling these types apart. Hard skills are straightforward to measure and usually come from education or training. Soft skills, however, are trickier to gauge as they develop through life experiences and personal development. In using skills, hard ones are directly useful for particular tasks or jobs, while soft skills are adaptable and can fit into different roles. Finding the right balance between these skill sets is essential for professional success. ## **Importance of Balancing Hard and Soft Skills** Why is striking a balance between hard and soft skills crucial for professional excellence? It’s important to blend your skills effectively in today’s ever-changing workplace. Matching your abilities well can make a big difference in how you perform. Here are four reasons highlighting the importance: - **Enhanced Problem-Solving:** Hard skills provide technical expertise, while soft skills like communication and critical thinking enable effective problem-solving. - **Improved Team Dynamics:** Soft skills promote collaboration and leadership, complementing hard skills for successful team interactions. - **Adaptability:** Balancing both skill sets fosters holistic development, allowing professionals to adapt to diverse challenges. - **Career Advancement:** Employers value well-rounded individuals. A balanced mix of hard and soft skills is essential for career growth. - ## **Strategies for Developing Both Skill Types** Developing both hard and soft skills is vital for professionals to excel in today’s multifaceted work landscape. - **Skill Acquisition:** Actively seek out opportunities for learning, whether through formal education, online courses like [Coursera](https://www.coursera.org/,) or on-the-job training. Continuously expand your knowledge base to stay competitive. - **Skill Application:** Put those acquired skills into practice. Seek challenging projects, volunteer for leadership roles, or participate in cross-functional teams to hone both technical expertise and interpersonal capabilities. By balancing skill acquisition with application, position yourself as a well-rounded asset. ## **Conclusion** Having both hard and soft skills is really important for doing well in today’s job market. Finding the right mix of technical know-how and [people skills](https://cmdrecruitment.com/people-skills-important/) can help you stand out to employers. Understanding how to use these skills can help you succeed in your career as the job landscape keeps changing. # **FAQs** ## **What’s the difference between hard and soft skills?** Hard skills are technical abilities specific to a field, while soft skills are interpersonal skills valuable in any role. ## **Why are both important?** Soft skills are crucial for communication, problem-solving, and teamwork. Hard skills demonstrate technical proficiency. Mastering both makes you well-rounded. ## **How to enhance your skill set?** Continuously develop both through training, practice, and seeking feedback. ## **Examples of hard skills?** Data analysis, software proficiency, and other specialized teachable abilities. ## **Importance of communication skills?** Effective [communication skills are essential](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace/) for career success, allowing you to convey information clearly, build relationships, and foster a positive work environment. ## **How to develop problem-solving skills?** Enhance your problem-solving skills by identifying core issues, brainstorming solutions, evaluating outcomes, and learning from the process. **Categories:** new-jobs --- ### [Negotiating Your Salary Successfully: Expert Strategies Revealed](https://cmdrecruitment.com/negotiating-your-salary-successfully-expert-strategies-revealed) **Published:** March 20, 2024 **Author:** Dan Barfoot **Content:** Negotiating your salary is an essential skill in the professional world. Whether you are starting a new job or seeking a raise or promotion, the ability to advocate for your worth and confidently negotiate your salary can significantly impact your earning potential. Many people are apprehensive about discussing salary, fearing that they may come across as greedy or entitled. However, negotiation is a common and expected part of the job offer process, and employers generally respect candidates who advocate for themselves. By preparing thoroughly, researching market rates, and practicing your negotiation strategy, you can effectively communicate your value to employers and secure a salary that reflects your skills and contributions. This article will explore the importance of negotiating your salary, provide tips for successful negotiation, and empower you to confidently advocate for fair compensation in your career. ## How to Negotiate Your Salary Research is key! Leverage resources like the [Office for National Statistics](https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours) to understand typical salaries in your industry within the UK. This equips you to gauge your value effectively. Then, build a compelling case by highlighting your achievements, proposing a reasonable raise, and discussing company growth and your future goals. Showcase your worth with concrete evidence – use data to present your accomplishments and impact. Be prepared for tough questions by staying calm, providing evidence, focusing on mutual benefits, and practicing your responses beforehand. Finally, leave your [pay rise](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023/) discussion positively by expressing appreciation, enthusiasm, and professionalism, acknowledging efforts, and valuing their consideration. Demonstrating these strategies can help you negotiate your salary effectively and secure the compensation you deserve. ## Research Salaries in Your Industry Understanding industry benchmarks within the UK is crucial. By knowing if the average wage in your field surpasses your current earnings and considering perks offered by other employers, you can strengthen your negotiation position. Additionally, checking your company’s procedure for asking for pay rises and strategically scheduling a meeting post-budget finalization can enhance your chances of success. Armed with this knowledge, you can approach the negotiation process confidently and make a compelling case for a higher salary based on industry standards and your value. ## Why You Should Get a Pay Rise To present a robust business case for a salary increase effectively, ensure your agenda for the salary discussion meeting is well-organized and supported by pertinent facts and figures. When preparing your agenda, consider including the following strategies: **Agenda Preparation****Salary Discussion Strategies****Outcome**Research industry normsHighlight your accomplishmentsIncreased insightPresent tangible successesDiscuss industry trendsAlignment on industry valuePropose a reasonable salary boostShowcase potential influenceJustification for salary raiseAddress company expansionSuggest performance-linked payLong-term advantagesDiscuss future objectivesNegotiate benefits or incentivesMutual contentmentCrafting a thorough agenda with these elements will strengthen your case and increase the likelihood of a successful negotiation. ## Showing Your Worth With Evidence Enhancing your case for a pay rise involves showcasing concrete evidence of your value through tangible achievements and quantifiable contributions. Highlighting achievements that demonstrate your impact within the company is essential. Use data-driven presentations to back your claims with real evidence, such as revenue generated or costs saved. Be prepared to answer key questions regarding how you have exceeded responsibilities and added value to the organization. Structure your presentation around proven achievements to make a compelling case for a salary increase. Additionally, consider the possibility of a change in role that may accompany a pay rise and be ready to discuss how you’re equipped to take on new responsibilities. ## Be Ready for Difficult Questions In preparation for discussing challenging questions during the salary negotiation process, make sure you have thoroughly anticipated and rehearsed your responses. When faced with difficult questions from your boss, handling objections and managing negotiations are crucial. Here are some key strategies to help you manage these challenging situations effectively: 1. **Stay Calm and Confident**: Maintain a composed demeanor to address objections calmly. 2. **Provide Supporting Evidence**: Back up your responses with concrete examples to handle negotiations smoothly. 3. **Focus on Mutual Benefits**: Emphasize how a fair salary increase aligns with company goals to steer discussions positively. ## Leaving Your Pay Rise Case on a Positive Note As you conclude the discussion on difficult questions during your salary negotiation, it is crucial to maintain a positive and professional demeanor as you wrap up your pay rise business case. Demonstrate appreciation towards your manager for their time and consideration, showcasing your optimistic outlook. Recognize your manager’s gratitude for the effort put into your pay rise proposal. Make sure to leave the meeting on good terms, emphasizing your eagerness to continue contributing to the company positively. Below is a table to assist you in leaving a lasting impression: Positive ActionsManager AppreciationDemonstrate appreciationAcknowledge effortsDisplay enthusiasmRecognize their timeMaintain professionalismValue their consideration## Conclusion To sum up, by following expert strategies and preparing thoroughly for salary negotiations, you can confidently advocate for the compensation you deserve. Researching industry standards, presenting a compelling business case, providing evidence of your contributions, and anticipating tough questions are key steps to success. Remember to approach the negotiation process with professionalism and positivity, leaving a lasting impression on your employer. With these proactive approaches, you can elevate your negotiation skills and secure a brighter financial future. # Frequently Asked Questions – Salary Negotiation ## 1. How can I negotiate **salary** successfully? When considering salary negotiation, it’s important to research the salary range for your position, be prepared to negotiate, and highlight your achievements and salary expectations during the process. ## 2. What are some **negotiation** tactics for a successful **salary negotiation**? Some effective negotiation techniques include asking for a raise based on your performance, demonstrating your value to the company, and being ready to counter the initial salary offer with reasons why you deserve a higher salary. ## 3. How do I handle a **job offer** with a **salary** that is too low? When faced with an offer that doesn’t meet your expectations, it’s important to negotiate a higher salary by providing data on your worth, discussing the entire compensation package, and expressing appreciation for the job offer while seeking adjustments. ## 4. Should I **negotiate** when starting a **new job**? It is advisable to negotiate the salary for a new job offer to ensure you are being compensated fairly for your skills and experience, which can lead to a more mutually beneficial employment agreement. ## 5. What are some **expert tips** for negotiating your **salary**? Experts suggest understanding the negotiation process, staying confident during discussions, being prepared to ask for more money based on market trends, and always aiming to secure a salary you deserve. **Categories:** new-jobs --- ### [The Power of Character References](https://cmdrecruitment.com/the-power-of-character-references) **Published:** March 20, 2024 **Author:** Dan Barfoot **Content:** ## Character references boost applications! Learn how to request & write impactful references that showcase your ethics & qualities beyond a CV. Character references are a powerful tool for revealing an applicant’s true character and ethical standards. They provide valuable insights that go beyond CVs and interviews, aiding employers and institutions in making informed decisions for various opportunities. They provide valuable insights that go beyond CVs and interviews, aiding employers and institutions in making informed decisions for various opportunities such as jobs [university applications](https://www.ucas.com/undergraduate/applying-to-university.) or volunteering placements. ## Importance of Character References Character references offer a unique perspective on an applicant’s personal qualities and behaviour. These insights are crucial for employers who want to assess trustworthiness and suitability for specific roles. For example, a character reference from a previous manager can reveal details about your [work ethic](https://cmdrecruitment.com/describe-your-work-ethic/) and teamwork skills that a CV might not capture. ## Writing an Effective Reference An effective character reference is a well-written document that provides a clear picture of the applicant’s character. Here’s how to write a strong reference: - Include specific anecdotes: Showcase the applicant’s character in action by describing specific situations where they demonstrated key qualities. - Use impactful testimonials: Share real-life examples of the candidate’s behaviour and work ethic to strengthen the reference’s credibility. - Maintain a formal tone: Keep the language professional and appropriate for the context. - Include contact details: Provide your contact information for potential employers who may want to verify the reference. ## Guidelines for Requesting Personal References When seeking character references, it is advisable to approach individuals who have a deep understanding of your personal attributes and ethical conduct. To guarantee a successful request, consider the following guidelines: 1. **Request Etiquette**: Politely ask for the reference, explaining the purpose and why you believe they are a suitable candidate to provide it. 2. **Follow-Up**: After receiving the reference, express gratitude and keep them informed of the outcome. 3. **Personal Anecdotes**: Provide specific examples of situations where their input could be valuable, enhancing your credibility. 4. **Credibility**: Choose individuals who can offer a balanced and honest assessment of your character, highlighting both strengths and areas for improvement. ## Conclusion To sum up, character references serve as valuable tools in providing insight into an individual’s personal attributes and suitability for roles in professional and academic settings. By highlighting one’s integrity, ethics, and work ethic, character references offer a unique perspective that complements traditional employer references. When crafted effectively and thoughtfully, character references can greatly enhance a candidate’s credibility and showcase their true character beyond what aCV or interview may reveal. # Frequently Asked Questions (FAQ) ## 1. What is a **character reference**? A character reference is a document or a person who can provide insight into an individual’s character traits and suitability for a particular role or situation. It can be in the form of a letter or a verbal endorsement. ## 2. How do I unlock **power** of **references** in a job search? Ensure you have strong professional references lined up who can vouch for your work ethic and suitability for your dream job. Include these references on your CV and prepare them for any reference check conducted by hiring managers. ## 3. What are the best practices for listing **references on a CV**? When listing references on a CV, make sure to include individuals who can speak to your skills and qualifications related to the job. Follow a template format that includes the job title of your referee and their contact information. ## 4. How important are **references** in the **hiring process**? References play a crucial role in the hiring process as they provide insight into your character, reliability, and past performance. Ensure your references are well-prepared to highlight your strengths to potential employers. ## 5. What should I consider when choosing **references** for a job application? When choosing references for a job application, select individuals who can provide specific examples of your skills and qualities relevant to the position you are applying for. Opt for individuals who can vouch for your abilities in a competitive job market. **Categories:** new-jobs --- ### [Crafting the Perfect Resignation Notice: Essential Tips](https://cmdrecruitment.com/crafting-the-perfect-resignation-notice-essential-tips) **Published:** March 20, 2024 **Author:** Dan Barfoot **Content:** # Leave your current job on a high note! Learn how to write a professional resignation letter, give proper notice, and prepare for your next steps. Crafting a flawless resignation notice is essential for a graceful departure from your current job. Guarantee clarity and professionalism by addressing the notice thoughtfully to your line manager or team lead, including essential details like the date and your last day of work. Respect the notice period stipulated in your contract and prepare handover documents discreetly. Remember to keep a positive attitude and handle tasks diligently. By following these steps, you can [leave a positive and lasting](https://cmdrecruitment.com/why-did-you-leave-your-last-job/) impression. ## Addressing Your Resignation Notice Crafting a well-addressed resignation notice is important for maintaining professionalism and clarity during your departure process. When handling emotions, it’s essential to communicate effectively. Choose your words thoughtfully to express gratitude and respect while also clearly stating your intention to resign. Be mindful of your tone to guarantee a positive and constructive message. Communication strategies play an essential role in this process. Address your notice to your line manager or team lead, including all necessary details such as dates and recipient’s full name. Keep the letter formal and concise, focusing on the main points. By following these guidelines, you can navigate this challenging situation with grace and professionalism. ## Giving Proper Notice When it comes to giving proper notice of your resignation, ensuring clear and timely communication is key to a smooth shift out of your current role. To do so effectively, follow these guidelines: 1. **Resignation Etiquette**: Respect the notice period outlined in your employment contract. 2. **Transition Preparations**: Begin preparing handover documents and training your replacement. 3. **Professionalism**: Maintain a positive attitude and complete your tasks diligently during the notice period. 4. **Confidentiality**: Keep your resignation private until officially announced by management. ## Contents of the Notice Make sure that the contents of your resignation notice include essential details such as the date, recipient’s full name, and the date of your last day of employment as per the notice period agreement. Resignation etiquette dictates that you maintain professionalism and clarity in your notice. Clearly state the necessary information to facilitate notice period management. Address the letter to your line manager or team head, ensuring it reaches the appropriate individual. Remember that the human resources team will keep a record of this communication even after your departure. ## Next Steps After Resigning Consider submitting your CV for new opportunities and evaluating your salary to industry standards after departing from your current position. When starting on a [career change](https://cmdrecruitment.com/how-to-change-career-guide/), it’s vital to assess your salary to make sure you’re being compensated fairly. Here are some essential [next steps](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) to take after resigning: 1. **Submit your CV for new opportunities:** Explore potential career paths and job openings by sharing your updated CV with prospective employers. 2. **Compare your salary to industry standards:** Research and benchmark your current salary with industry standards to make certain you’re receiving competitive compensation. 3. **Submit your CV for career assistance:** Seek guidance from career experts or recruitment agencies to navigate your job search effectively. 4. **Take a quiz to discover your next career path:** Consider utilising career assessment tools to identify suitable career options based on your skills and interests. ## Related Articles for Reference For further information, you can explore the related articles listed below. Understanding the importance of the [P46](https://www.gov.uk/paye-forms-p45-p60-p11d) form when starting a new job is essential for seamless onboarding processes. This form aids in ensuring that your employment details are accurately recorded by your new employer. Additionally, learning about the significance of a P45 form and its contents is necessary for managing the shift between jobs effectively. The P45 form contains important employment details that need to be handled correctly to avoid any discrepancies in your tax and National Insurance contributions. Familiarising yourself with these forms will facilitate a smooth journey as you start on a new professional path. ## Conclusion To sum up, by adhering to these essential tips for crafting the perfect resignation notice, you can guarantee a smooth and professional shift out of your current role. Addressing your notice properly, giving the appropriate amount of notice, including key elements in your notice, and preparing for the next steps after resigning are all vital aspects to ponder. Remember to handle this critical phase in your career with confidence and integrity to leave a positive lasting impression as you move on to new opportunities. # **FAQs** ## **What should I include in my resignation letter?** Your resignation letter should include the date, recipient’s name, your last day of work, and a brief statement expressing your resignation. ## **How much notice should I give?** The required notice period is typically outlined in your employment contract. ## **Can I resign without giving notice?** It’s generally not advisable, as it may breach your contract and damage your professional reputation. **Categories:** new-jobs --- ### [Recruiting C-Level Roles](https://cmdrecruitment.com/recruiting-c-level-roles) **Published:** April 8, 2024 **Author:** Dan Barfoot **Content:** **Master C-level recruitment!** Discover how to find high-calibre executives with the necessary skills and cultural alignment to guide your organisation’s future success. Initiating discussions on C-level recruitment requires a deep understanding of the complexities involved in securing high-ranking executives who can navigate the intricate landscape of modern business. The process demands a blend of strategic vision, industry expertise, and a keen eye for leadership potential. From identifying key competencies to evaluating cultural fit, every step in the recruitment journey holds significance in shaping the future trajectory of an organisation. How organisations navigate these challenges and capitalise on opportunities in the executive search arena can often determine their success in a fiercely competitive business environment. ## **Key Points** - Implement [psychometric testing](https://en.wikipedia.org/wiki/Psychometrics) for candidate evaluation. - Utilise career profiling to match candidates with role requirements. - Craft compelling [LinkedIn](https://www.linkedin.com/) headlines to attract high-calibre talent. - Showcase commitment to leadership development and innovation. - Offer competitive salaries and benefits to attract top executives. ## **C-Level Recruitment Strategies: Tips For Finding Tomorrow’s Leaders** Developing a robust [C-level recruitment](https://cmdrecruitment.com/c-suite-recruitment/) strategy is essential for organisations aiming to secure tomorrow’s leaders in an increasingly competitive executive landscape. When recruiting for C-Suite positions, incorporating tools such as psychometric testing can provide valuable insights into a candidate’s cognitive abilities, personality traits, and leadership potential. These tests help in identifying individuals who align with the company’s values and culture, vital for successful leadership integration. Career profiling is another fundamental aspect, allowing recruiters to match candidates with the specific requirements of C-suite roles. Crafting a compelling LinkedIn headline for job seekers can attract high-calibre talent to apply for c-suite positions, showcasing the company’s commitment to leadership development and innovation. ## **What is C-Level Recruitment?** C-Level recruitment is the process of identifying and selecting top executives to fill key leadership roles within an organisation. These executive positions, also known as C-suite jobs, include roles such as CEO, COO, CFO, CMO, CRO, CTO, CIO, CISO, and CHRO. Executive C-suite positions are vital for a company’s leadership structure and decision-making processes. The recruitment process for C-level positions differs markedly from standard recruitment practices due to the high stakes involved and the specific prerequisites required for these roles. Finding qualified candidates for C-Suite positions can be challenging due to the limited pool of individuals with the necessary skills and experience. As a result, C-level recruitment is a strategic process that focuses on identifying leaders capable of driving company growth and innovation. Companies often offer competitive salaries and benefits to [attract and retain top talent](https://cmdrecruitment.com/recruiting-in-wiltshire-attracting-talent/), especially in technical roles like CTO and CIO. ## **What type of roles are considered C-level?** The executive roles considered C-level encompass positions such as CEO, COO, CFO, CRO, and CSO, each playing a crucial role in guiding strategic decisions and overseeing key functions within the organisation. C-level executives are at the top tier of management, responsible for setting the company’s direction, formulating policies, and ensuring the efficient operation of their respective departments. These leaders hold significant decision-making power and are accountable for the overall success and growth of the organisation. C-suite positions are characterised by their strategic nature, requiring a high level of expertise, experience, and leadership skills. The C-level titles denote positions of utmost importance within a company’s hierarchy, with individuals in these roles often serving as key links between the board of directors and the rest of the organisation. Executives at this level are instrumental in driving innovation, managing risks, and achieving sustainable growth in today’s competitive business landscape. ## **Psychometric Testing in C-Level Recruitment** Implementing psychometric testing in C-level recruitment processes can provide valuable insights into candidates’ cognitive abilities, personality traits, and leadership potential. These assessments play a vital role in evaluating individuals for C-level executive positions, such as Chief Executive Officers (CEOs), Chief Financial Officers (CFOs), and Chief Technology Officers (CTOs). By conducting psychometric tests, organisations can gain a deeper understanding of a candidate’s suitability for C-suite careers and their alignment with the company’s values and culture. In the competitive landscape of C-level executive jobs, psychometric testing serves as a tool to predict a candidate’s performance and potential fit within the organisation. These assessments add an essential dimension to the selection process, aiding in the identification of leaders who possess the necessary skills and qualities to drive company growth and innovation. As companies seek to fill C-level executive roles with top talent, incorporating psychometric testing can streamline the [recruitment process and ensure that the chosen candidates](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) are well-equipped to navigate the complexities of executive positions in today’s dynamic business environment. ## **Conclusion** In conclusion, the recruitment of C-level roles necessitates a strategic and meticulous approach to identify and select top executives for critical leadership positions within organisations. # Frequently Asked Questions (FAQ) ## 1. What does the term **c-level** refer to? The term “c-level” typically refers to senior executive positions within a company, such as chief executive officers (CEO), chief financial officers (CFO), and chief technology officers (CTO). ## 2. What is the role of a **c-level recruiter** in the **hiring process**? A c-level recruiter focuses on sourcing and evaluating c-level candidates for executive roles. Their goal is to identify the ideal candidate with a deep understanding of the industry and the critical role they will play. ## 3. How does a **chief technology officer (CTO)** contribute to a company’s **technology strategy**? A chief technology officer (CTO) is responsible for overseeing a company’s technology and ensuring that it aligns with the business goals. They lead the technology team in implementing new technologies to drive innovation. ## 4. What is the **executive search process** for **hiring c-level talent**? The executive search process involves identifying, sourcing, and assessing c-level executives to find the next c-level leader. It focuses on finding the right fit to report directly to the CEO. **Categories:** new-jobs --- ### [What Are C Level and C Suite Positions?](https://cmdrecruitment.com/what-are-c-level-and-c-suite-positions) **Published:** April 8, 2024 **Author:** Dan Barfoot **Content:** Understanding the significance of C-level or C-suite positions is vital if you’re interested in leadership within organisations. These roles, from Chief Executive Officer (CEO) to Chief Financial Officer (CFO), hold immense responsibility for shaping a company’s direction and driving success. But what exactly do these positions entail, and how can individuals climb the corporate ladder to such prestigious ranks? The world of [C-level](https://cmdrecruitment.com/c-suite-recruitment/) executives is multifaceted, demanding a unique set of skills and experiences that set them apart from other professionals. ## The Basics of C-Level Positions If you’re new to the world of corporate leadership, understanding the basics of C-Level positions is crucial for your professional growth. C-Level positions refer to the highest executive titles within a company, typically starting with the CEO (Chief Executive Officer). The CEO is responsible for the overall success of the organisation, setting strategic goals, and making key decisions. Reporting to the CEO are other C-Level executives with specialised focus areas. Here are some of the most common C-Suite roles: - **Chief Executive Officer (**[**CEO**](https://www.investopedia.com/terms/c/ceo.asp))**):** Sets the company’s overall direction and strategy. - **Chief Financial Officer (**[**CFO**](https://www.thefeng.org/)**):** Manages financial risks and oversees financial planning to ensure the company’s financial health. - **Chief Operating Officer (**[**COO**](https://www.nascio.org/)**):** Oversees daily operations, optimising processes and resources for smooth functioning. - **Chief Technology Officer (**[**CTO**](https://www.dice.com/jobs/djtt-CTO-jobs))**):** Focuses on technological advancements and innovation to drive the company forward. - **Chief Marketing Officer (**[**CMO**](https://www.ama.org/)**):** Develops marketing strategies to promote the company’s brand and products. - **Chief Human Resources Officer (**[**CHRO**](https://www.shrm.org/)**):** Handles talent acquisition, employee relations, and shapes the organisational culture. Understanding these roles will give you a solid foundation in corporate leadership dynamics. ## Key C-Suite Executives and Their Roles Let’s delve deeper into the specific roles of key C-Suite executives, each responsible for essential functions within the [company’s leadership](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/) structure: - **Chief Executive Officer (CEO):** The CEO is the captain of the ship, providing direction, vision, and leadership for the entire organisation. They work closely with other C-suite executives to develop and implement strategies to achieve company goals. - **Chief Financial Officer (CFO):** The CFO acts as the financial custodian of the company. They manage financial risks, oversee financial planning and reporting, and ensure the company operates within budget. In 2024, a growing focus for CFOs is Environmental, Social, and Governance (ESG) reporting, alongside traditional financial metrics. - **Chief Operating Officer (COO):** The COO is the maestro of daily operations. They ensure smooth day-to-day functioning by optimising processes, managing resources, and overseeing supply chains. - **Chief Technology Officer (CTO):** The CTO is the tech guru, responsible for staying ahead of the technological curve. They identify and implement new technologies to drive innovation and improve efficiency within the organisation. As of 2024, a major focus for CTOs is cybersecurity, with constant threats requiring proactive measures. - **Chief [Marketing](https://cmdrecruitment.com/disciplines/marketing/) Officer (CMO):** The CMO is the brand champion. They develop and execute marketing strategies to promote the company’s brand, products, and services to target audiences. In today’s data-driven marketing, CMOs leverage analytics to measure campaign effectiveness and optimise marketing spend. ## Qualities and Skills Required for C-Level Roles Moving from understanding the key C-Suite executives and their roles, it’s crucial to highlight the specific qualities and skills required for [C-Level roles](https://cmdrecruitment.com/recruiting-c-level-roles/) in modern organizations. As a potential C-Level executive, you must possess strong leadership abilities, strategic thinking, and decision-making skills. Effective communication is key in conveying vision and guiding teams towards common goals. Adaptability and a growth mindset are essential to navigate the rapidly changing business landscape. Additionally, having a deep understanding of industry trends, financial acumen, and the ability to innovate are vital for success at the C-Level. Collaboration and emotional intelligence play crucial roles in building relationships and fostering a positive organizational culture. Continuous learning and a focus on results are indispensable qualities for thriving in C-Level positions. ## Challenges Faced by C-Level Executives Navigating the complex landscape of modern business, C-Level executives often encounter multifaceted challenges that demand astute decision-making and strategic foresight. One of the primary challenges faced by C-Level executives is the pressure to drive innovation while maintaining profitability. Balancing short-term goals with long-term vision can be a delicate act that requires constant adaptation to market [trends and technological advancements](https://cmdrecruitment.com/technological-advancements-future-trends/). Additionally, managing stakeholder expectations and maintaining effective communication across all levels of the organization poses another significant challenge. C-Level executives must also navigate through periods of economic uncertainty, global competition, and regulatory changes, all while fostering a culture of accountability and high performance within their teams. Successfully overcoming these challenges requires a blend of leadership, resilience, and a forward-thinking mindset. ## Tips for Advancing to C-Suite Positions To advance to C-Suite positions, focus on honing your leadership skills and cultivating a strategic mindset that aligns with the organisation’s goals and values. Actively seek out opportunities to lead projects, demonstrate your ability to make tough decisions, and showcase your capacity to innovate. Develop strong communication skills to effectively convey your vision and ideas to others. Foster relationships with key stakeholders within and outside the organization to expand your network and influence. Stay informed about industry trends and market dynamics to make informed strategic decisions. Continuously seek feedback and be open to learning from experiences. Embrace challenges as opportunities for growth and demonstrate resilience in the face of adversity. ## Conclusion Overall, C-level positions such as CEO, CFO, and CTO are crucial roles within organizations, responsible for making strategic decisions and driving business growth. To excel in these positions, individuals need a combination of leadership skills, industry knowledge, and the ability to navigate challenges effectively. By developing these qualities and continuously seeking opportunities for advancement, you can position yourself for success in the competitive world of C-suite roles. ## Frequently Asked Questions ### What Are Some Common Misconceptions About C-Level Positions? Common misconceptions about C-level positions include assuming they only handle high-level strategy. In reality, they often dive into operational details. Don’t overlook their versatility. They’re not just figureheads; they’re deeply involved. ### How Do C-Suite Executives Balance Their Personal and Professional Lives? Balancing personal and professional lives as a c-suite executive involves prioritizing tasks, setting boundaries, and delegating responsibilities. You must carve out time for self-care, family, and hobbies while efficiently overseeing business operations. ### What Is the Average Salary Range for C-Level Executives? You’ll find that the [average salary](https://cmdrecruitment.com/average-salary-uk-vs-us/) range for C-level executives varies widely based on industry, company size, and location. Salaries can range from mid-six figures to multi-million dollar compensation packages, reflecting their high-level responsibilities. ### How Do Different Industries Differ in Their Approach to C-Suite Roles? In various industries, the approach to c-suite roles can differ significantly. Factors like company size, culture, and market demands influence how these positions are structured and the responsibilities they entail. Factors like company size, culture, and market demands influence how these positions are structured and the responsibilities they entail. ### What Are Some Emerging Trends in the World of C-Level Positions? To stay ahead, embrace emerging trends in c-level roles. Seek innovative leadership styles, prioritize diversity, and adapt to changing technologies. Stay agile, foster collaboration, and focus on sustainability. Your success hinges on staying current and flexible. **Categories:** new-jobs --- ### [What Does a Labour Government Mean for UK Jobs?](https://cmdrecruitment.com/what-does-a-labour-government-mean-for-uk-job) **Published:** August 4, 2024 **Author:** Dan Barfoot **Content:** Now that the 2024 UK election is over and the dust has settled, we’re taking stock of what this change means for British jobs and wages. Businesses will likely be appreciative of the clarity that comes with a new political leadership, and a potential easing of the economic uncertainty we’ve lived with in recent years. The new Government does face significant challenges in addressing a range of economic issues, but overall, the signs are pointing in a hopeful direction for UK employment and economic growth. We’ll look at what Labour’s win means for UK recruitment, wage growth and other factors influencing the jobs market in Bath, Wiltshire and around the nation. ## The UK Job Market in Context Before we delve into the potential impact of Labour’s election win, it’s important to take a small step back and consider the broader context of UK recruitment and [workforce trends](https://cmdrecruitment.com/why-are-employers-pushing-to-return-to-office-work/). One could argue there is a two-speed jobs market in effect in the UK, where some industries or roles are experiencing significant hiring and robust job growth (tech, sales, engineering), while others are facing stagnation or even potential job losses (HR, marketing). In sectors where cautious sentiment persists, employers are obliged to look more carefully at costs. Meanwhile, employers who face persistent talent shortages continue to benefit from targeted hiring initiatives and external recruitment support. ## How Will the 2024 UK Elections Result Affect Employment? At the core of Labour’s economic policies is a push to reignite investment in the UK with a major industrial strategy and funding for industries contributing to the green economy. The establishment of Great British Energy, a publicly owned energy provider, is tipped to create 650,000 “new high-quality jobs”, according to Labour, while their promised British Jobs Bonus will distribute up to £500 million of incentives annually to employers who create green and industrial jobs, from 2026. Funded by a National Wealth Fund, Labour’s industrial and clean energy strategies will be financed with a £7.3 billion investment into ports, steel and supply chain industries, alongside green tech infrastructure such as gigafactories, carbon capture and hydrogen facilities. The focus on green and industrial investment naturally lends to forecasts of healthy future growth for engineering, manufacturing and industrial jobs. Although such investments may take years to materialise, we do expect these areas to see an uptick in new job opportunities. Another positive point is Labour’s assurance that the corporate tax rate will be capped at 25%, providing certainty for business planning and investment that can hopefully swing hiring intentions back into positive territory. With plans to stimulate job growth across a range of industries in all corners of Britain, we expect organisations will need to shore up their internal functions, creating strong potential for growth in HR jobs along with marketing, accounting and administration positions. ## A ‘Genuine Living Wage’ A planned increase in the National Minimum Wage, to account for increases in the cost of living, is another centrepiece of Labour economic policy – and has attracted plenty of debate. The NMW increased from 1 April, delivering an additional £1,800 a year to minimum wage workers. Now, our new Government is set to remove age bands for the NMW along with a planned increase and introduce stricter enforcement for employers. Increasing the National Minimum Wage offers pros and cons for the UK job market. Workers will no doubt welcome the increase in pay, while employers will have legitimate concerns about keeping operating expenses under control in a time of persistent inflation. This may be especially challenging for SME employers with smaller revenues. ## Worker Protections and Challenges for Employers Worker protections are a special focus area for our new Government, with significant potential impacts on organisations and employees. As part of its [‘Plan to Make Work Pay’](https://labour.org.uk/wp-content/uploads/2024/05/LABOURS-PLAN-TO-MAKE-WORK-PAY.pdf) policies, Labour plans to eliminate zero hours contracts and ‘fire and rehire’ practices, introduce the right to flexible work, along with shrinking the unfair dismissal boundary from two years to ‘day one’ of employment. Whilst these measures are likely to have strong support amongst the working population, they may present challenges for employers. Stricter unfair dismissal laws can risk adding further downward pressure on hiring demand and pay, as employers have new reasons to be cautious about hiring permanent workers. For employers, there will be work required to review policies and employment contracts when new laws are introduced to expand workers’ eligibility to make unfair dismissal claims, and receive parental leave and sick pay. With government plans to establish a new statutory body for enforcing rules related to workers’ rights, the minimum wage and other workplace issues, employers will have good reason to prioritise compliance. ## The Impact on UK Recruitment Perhaps the only practical obstacle to these grand visions is skills shortages. To drive the green transition and re-invigorate Britain’s industrial sector, employers will need more access to engineering and technical talent to take advantage of growth incentives. In practical terms, recruitment for these specialisations will become even more competitive, which in turn has the potential to drive up pay for these even further. Employers will benefit from careful workforce planning and guidance from [trusted recruitment specialists](https://cmdrecruitment.com/disciplines/) to create effective hiring strategies. ## Connect with Bath and Wiltshire’s Leading Recruitment Specialists In any economic climate, it pays dividends to have a trusted recruitment partner at your side to receive expert guidance on growing your team or finding your next role. At CMD Recruitment, our friendly and knowledgeable team has a wealth of experience in providing support to organisations and jobseekers in Bath and Wiltshire. We’re here to help you find solutions that suit your needs – [contact us](https://cmdrecruitment.com/contact/) today for a no-obligation consultation. **Categories:** new-jobs --- ### [The October Budget: What Now for Businesses?](https://cmdrecruitment.com/the-october-budget-what-now-for-businesses) **Published:** October 30, 2024 **Author:** Dan Barfoot **Content:** **Key Takeaways** The October Budget introduces new financial pressures for UK employers — including higher National Insurance contributions and wage rises — but also highlights the need for strategic workforce planning. - Employer National Insurance contributions will rise by 1.2%, with a lower threshold of £5,000. - The main corporation tax rate remains at 25% for profits above £250,000. - The National Living Wage increases to £12.21 per hour from April 2025. - Employers should review payroll budgets and staffing plans to manage costs. - Flexible staffing and efficient recruitment can help offset these financial changes. The hammer has fallen – the October budget is here! As predicted in our previous [blog post](https://cmdrecruitment.com/cmd-recruitment-predicting-the-impact-of-the-october-budget/), the Chancellor has announced a number of changes that will impact businesses, including: - **Changes to National Insurance contributions:** We predicted a potential increase in National Insurance contributions, and this came to fruition. Businesses will now need to factor in a 1.2% increase into their National Insurance contributions, impacting both employer and employee costs. - **Corporation Tax update:** While the exact details are still emerging, the Chancellor confirmed that the main rate of corporation tax, paid by businesses on taxable profits over £250,000, will stay at 25% until the next election. This will have a direct impact on business profits. - ****National Minimum Wage:**** – The minimum wage for over 21s, known officially as the National Living Wage, will rise by 6.7%, from £11.44 to £12.21 from April 2025. This year, it increased to £11.44 an hour, from £10.42. – For 18 to 20-year-olds, the minimum wage will rise from £8.60 to £10. In April this year, the rate was increased from £7.49. – Apprentices will get the biggest pay bump, from £6.40 to £7.55 an hour. Prior to this year, it was £5.28. – The Treasury said a big hike in the minimum wage for under-21s – the largest on record – marked the first step towards a single rate for all adults. – It comes after the government instructed the Low Pay Commission, which recommends minimum wage rates, to include the cost of living in its calculations. TopicKey PointEmployer National InsuranceRates rise by 1.2% and the threshold drops to £5,000, increasing the cost per employee.Corporation TaxThe main rate remains 25% for larger profits; small businesses under £50,000 pay a lower rate.National Living WageWage floor rises to £12.21 for workers aged 21+, effective April 2025.Employment AllowanceRaised to £10,500, helping offset some of the new employer costs.Recruitment StrategyBusinesses should explore contract, hybrid, and flexible staffing models to manage rising costs.## **Preparing for the Changes: A Proactive Approach** While the full picture of the budget’s impact is still unfolding, businesses can take proactive steps to navigate these changes: - **Financial review:** Conduct a thorough review of your current financial situation. Understanding how the budget changes affect your bottom line is crucial for making informed resource allocation decisions. - **Contract and policy updates:** Ensure your contracts and company policies are up-to-date with any new employment law changes. This minimises potential legal issues in the future. - **Employee communication:** Keep your employees informed about the budget changes and how they might affect them. Open communication helps reduce anxiety and confusion. ## **Beyond the Budget: Unveiling Opportunities** The impact of the budget extends beyond immediate adjustments. Consider these additional factors: - **Industry-specific impact:** How will the budget changes affect your specific industry? Analyse the implications for your sector and identify potential adjustments you can make. - **New opportunities:** The budget may create new opportunities. Can you adapt your business model to capitalise on these? ## **Emerging Stronger: Planning is Key** By taking a proactive and well-planned approach, businesses can mitigate the disruptions caused by the October budget and leverage it as a springboard for growth. **Additional Tips:** - **Stay informed:** The government will likely release further details regarding the budget in the coming days. Follow government websites and trusted business news sources to stay updated. - **Seek professional advice:** If you’re unsure about the impact of budget changes on your business, don’t hesitate to seek advice from a qualified accountant or lawyer. **Rising Costs Ahead**Increased NI and wage thresholds will tighten margins. Strategic hiring and workforce flexibility will be key to maintaining profitability. **Plan for Stability**Review budgets, explore staffing alternatives, and maintain clear communication with employees to navigate upcoming economic shifts confidently. ## **Budget Effects on Recruitment** - Companies to pay National Insurance on workers’ earnings above £5,000 from April, down from £9,100 currently, with the rate increasing from 13.8% to 15% so making the right hire is key - Employment allowance – which allows companies to reduce their NI liability – to increase from £5,000 to £10,500 - Staff travelling to work via the bus will have increased travel costs. - Are you, in fact, better off using seasonal temps if your order book is sporadic? This way, you can increase headcount without full employer commitment. ### **Are you ready to take your business to the next level with a reliable and experienced recruitment partner?** Contact CMD Recruitment today to learn more about how we can support your hiring needs. We offer a variety of services, including: - Executive search - Permanent placement - Contract Staffing - Recruitment process outsourcing By partnering with CMD Recruitment, you can benefit from our expertise, extensive network, and commitment to delivering exceptional results. We understand the unique challenges businesses face in today’s competitive market, and we are dedicated to helping you achieve your recruitment goals. **Highlights** - Employer National Insurance increase from April 2025 - National Living Wage rising to £12.21 per hour - Corporation tax remains steady at 25% - Increased pressure on business payroll and HR budgets - Proactive financial planning is essential for sustainability **FAQs** How will the new Budget affect hiring costs?Increased NI and wage rates will raise the total cost of each hire, particularly for full-time positions. Employers may need to re-evaluate staffing structures or delay non-essential hires. Does the Budget provide any support for small businesses?The higher Employment Allowance and static corporation tax thresholds provide some relief for SMEs, but increased payroll costs still pose challenges. What should employers do next?Conduct a payroll review, assess the impact on profit margins, and work with your recruitment partners to plan staffing strategies for 2025 and beyond. **Categories:** new-jobs --- ### [test](https://cmdrecruitment.com/test) **Published:** July 30, 2025 **Author:** Dan Barfoot **Content:** test **Categories:** new-jobs --- ### [KPMG - UK Jobs Report July](https://cmdrecruitment.com/kpmg-uk-jobs-report-july-25) **Published:** August 11, 2025 **Author:** Dan Barfoot **Content:** July saw the UK labour market slow, with permanent and temporary placements falling, vacancies declining, and starting salary growth at a four-year low. Candidate availability rose due to redundancies and job security fears, while hiring in retail and hospitality weakened. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2025/08/GB_Jobs_ENG_2508_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report June](https://cmdrecruitment.com/kpmg-uk-jobs-report-june-2) **Published:** July 14, 2025 **Author:** Dan Barfoot **Content:** ### **UK Job Market Update: Navigating a Changing Landscape** The current UK labour market is experiencing notable shifts, presenting both challenges and opportunities for businesses and job seekers alike. **Key Trends:** - **Growing Talent Pool:** We’re seeing a rapid increase in the supply of available workers, reaching levels not seen since late 2020. This surge is largely attributed to reports of redundancies and a general slowdown in recruitment, creating a broader and more competitive talent pool. - **Hiring Slowdown:** Both permanent job placements and temporary contract billings are declining sharply. Businesses, especially in the South of England, are exercising caution and holding back on recruitment due to ongoing economic uncertainty and efforts to reduce costs. The South of England has seen the steepest decline in permanent hires compared to other monitored regions. - **Slowing Pay Growth:** With increased competition for roles and reduced demand from employers, the upward pressure on wages is easing, leading to a slowdown in pay growth. **What This Means for Businesses:** - **Opportunity for Strategic Hiring:** While the market is cautious, the expanded talent pool offers a prime opportunity for businesses with the resources to invest in key hires. Securing the right talent now could be crucial for future resilience and growth as economic conditions stabilize. - **Cautious Approach:** Many employers are taking a “wait and see” approach, prioritizing cost reduction and pausing major hiring decisions until there’s greater clarity on the economic outlook. **Industry Insights:** Experts like Steve Hickman from KPMG UK highlight that this period reflects **unusually high levels of uncertainty** rather than a sudden economic downturn. Neil Carberry, REC Chief Executive, emphasizes the need for **clarity and transparency from the government** to build business trust and drive recovery, particularly concerning the roadmap for the Employment Rights Bill. **Looking Ahead:** Despite the current cooling, the underlying fundamentals of the UK economy are considered better than widely appreciated. As economic conditions begin to stabilize, we could see hiring activity pick up, driven by the need for businesses to future-proof their workforces and diversify talent pipelines. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2025/06/KPMG-June.pdf "KPMH May 2025") **Categories:** Interviews --- ### [KPMG - UK Jobs Report October](https://cmdrecruitment.com/kpmg-uk-jobs-report-october-25) **Published:** November 14, 2025 **Author:** Dan Barfoot **Content:** Temporary billings have risen for the first time in 16 months, signalling a slight improvement in hiring confidence. Meanwhile, permanent placements continue to decline, though at a slower pace, as economic uncertainty keeps employers cautious. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Full Report](https://gamma.app/docs/UK-Jobs-Report-October-2025-tljilxywqtdu7t8?mode=doc) **Categories:** Interviews --- ### [Why You Live or Die by the Company Culture You Build](https://cmdrecruitment.com/company-culture-explained) **Published:** October 25, 2024 **Author:** paul **Content:** **Key Takeaways** Company culture defines how people behave, collaborate and feel within your organisation—and it directly impacts recruitment, retention, productivity and your external reputation. - Culture shapes the type of employees you attract and how they engage with their roles. - Undefined or misaligned culture can lead to low morale, high turnover and reduced performance. - Identifying your culture type (e.g., collaborative, innovative, inclusive or hierarchical) helps clarify alignment and direction. - Culture must be lived, not just declared—consistency between values and behaviours is vital. - Investing in culture builds employer brand, improves team cohesion and gives you a competitive edge. When wages are similar and opportunities for progression are following similar lines, the only thing left to help attract the best workers to your organisation is the promise of a strong company culture. Company culture is often difficult to define, but it can make or break your business for a number of reasons. Company culture influences hiring costs, [employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/ "Building a Strong Onboarding Process to Enhance Employee Retention"), productivity and outsider perceptions. It might feel like an afterthought when you have so many other things to think about, but it’s vital not to neglect this important part of running a business. Whether you have a team of 10 or a team of 1000, your bottom line will be significantly impacted by how you approach company culture. ## Company culture defined Company culture can broadly be defined as the values, behaviour and norms that impact working environments and how employees exist within this construct. This helps to nurture trust between employee and employer, respect for the work they are doing, and a strong brand image that can be seen inside and outside of the company. Company culture determines how your employees are expected to act and can help to inform the type of employees that you hire. For example, if your company culture is highly competitive and motivated by bonuses, you’ll attract extroverted workers who want to engage in this type of performance-driven company culture. If your company culture is focused on helping others and having a positive impact on the planet, you’ll attract workers who are aligned with these goals. ![Why does company culture matter?](https://cmdrecruitment.com/wp-content/uploads/2024/08/Why-does-company-culture-matter.png) ## Why does company culture matter? Your company culture impacts the workers that you will attract, how they will engage with their roles and how your company is perceived from the outside. All of these factors will have an impact on your [productivity](https://cmdrecruitment.com/productivity-vs-pay/ "Productivity vs Pay") and profitability. Company culture is not something that you can afford to ignore. Companies that fail to establish company culture may find they attract the wrong workers for the roles they are hiring for. This can lead to a lack of cohesion between teams and frustration in individuals who feel out of place or under-appreciated. If companies fail to define their own culture, this could look like a lack of direction which could lead to stagnation. The company might continue ticking over, but it might be at the expense of employee satisfaction, and it could even mean that you are missing out on easy opportunities to boost productivity. **Culture Shapes Experience** Your workplace culture is felt daily—how people collaborate, make decisions and feel about going to work is as important as the job itself. **Live What You Say** Communicating your culture is not enough. It must be demonstrated through leadership, behaviours, policies and actions to truly influence your organisation’s success. ## Types of company culture If you’re not sure where your company lies, see if any of the following styles resonate with your values and objectives: - Collaborative culture – your company is all about breaking down barriers and finding new ways to work together to overcome obstacles. - Innovative culture – you’re not afraid to try new things, even if this could mean failing. You empower your employees to bring new ideas to the table and value innovative thinking. - Inclusive culture – you want to hear from everyone, and you want to make sure everyone feels included and represented in your approach. - Hierarchy culture – you value process and procedure and everyone knows their role. In this type of culture, there is a clear structure and procedure for how things are done. ![How to establish your company culture](https://cmdrecruitment.com/wp-content/uploads/2024/08/How-to-establish-your-company-culture.png) ## How to establish your company culture Establishing your company culture should be approached like writing your wedding vows. You’re going to need to dig deep to determine what is important to you and how you would like to move forward. The first step is to determine your company values. These might be long-established and obvious to everyone involved, but not yet clearly defined and communicated. Next, you need to think about your company objectives. While some company owners are just looking to create something that will stand the test of time, others want to build a company that will move fast and change the world. No one approach is better than the other and they all have a place in the world of business. Perhaps the most important thing to remember when defining your company culture is that you need to make sure that your words match your actions. It can be frustrating when companies define their company culture in one way, but the actual day-to-day operations are wildly different. An example of this would be a company that defines itself as innovative, but that relies on long-standing processes and is reluctant to change. Want to build a strong workplace culture that supports talent attraction and retention[? Talk to CMD Recruitment](https://cmdrecruitment.com/contact/) today for strategic hiring support to match employees to your culture and drive high-performing teams. **Highlights** - Culture influences hiring, retention and performance - Four common culture types: collaborative, innovative, inclusive, hierarchical - Strong culture equals strong employer brand and internal loyalty - Mis-matched culture leads to disengagement and turnover - Culture must be defined, communicated and embedded through action **FAQs** Why does company culture matter for hiring?Culture influences how appealing your organisation is to candidates and will impact how employees feel about staying and contributing after joining. How do you define your company culture?Start by identifying your values, behaviours and norms; consider how your team currently acts and how you want them to act—then communicate and embed those expectations. What happens if culture is misaligned?If there is a disconnect between stated culture and everyday behaviour, employees may feel frustrated, disengaged or uncertain—and you may struggle with retention and performance. **Categories:** Advice --- ### [The Benefits of Hiring Passive Candidates: Why the Best Talent Isn’t Always Looking](https://cmdrecruitment.com/benefits-of-hiring-passive-candidates) **Published:** November 4, 2024 **Author:** paul **Content:** **Key Takeaways** Hiring passive candidates — those not actively looking for a new role — opens access to a broader and often higher-quality talent pool. These candidates tend to be engaged, experienced and selective, making them valuable additions for strategic hiring. - Passive candidates are already employed and engaged — their interest signals a strong fit and motivation. - They often bring current role experience and can be ready to hit the ground running. - Ideal for niche or specialised roles where the active candidate pool is limited. - Interaction with passive candidates tends to be more conversational and authentic. - Though more labour-intensive and potentially costly, the long-term value and retention benefits can be significant. If you’re struggling to find high quality candidates for a role, it might be time to take a new approach. Traditional recruitment involves posting a job opening and waiting for applicants to apply. These applicants are usually out of work or unhappy in their current role. While this process might work for the majority of situations, there are some occasions where you might want to take a different approach. Passive candidates are those who aren’t currently looking for a new role – but they might be curious to hear about new opportunities if they are available. They might be quite happy in their current role, but the opportunity to take the [next step in their career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) or work for a larger or more prestigious company could be enough for them to consider a change. By opening up your search to include passive candidates, you are vastly increasing the options available to you. This means you’re not just speaking to candidates that are actively looking for work, you’re also speaking to those that are content in their current roles. It’s a commonly held belief that it’s easier to find work when you’re in work. Recruiters can use this to their advantage by starting conversations with passive employees that might not necessarily be actively looking for work. Here are just some of the benefits of hiring passive candidates: BenefitWhat it Means for EmployersWider Talent PoolYou access individuals not actively looking, significantly widening your candidate reach.Higher Quality CandidatesPassive candidates are often successful in their current roles and can offer proven performance and reliability.Shorter Ramp-Up TimeBecause they are already in similar roles, passive hires may integrate faster and deliver sooner.Authentic EngagementThe dialogue is less transactional; passive candidates engage when they feel genuinely interested, not just out of necessity.Competitive AdvantageEmployers proactively engaging passive talent often beat competitors to top candidates who aren’t applying elsewhere.![More engaged candidates](https://cmdrecruitment.com/wp-content/uploads/2024/09/More-engaged-candidates.png) ## More engaged candidates When you approach passive candidates, they are already happy in their current role. They have no reason to consider a move – unless, of course, you can offer them a compelling reason to look elsewhere. When passive candidates are willing to have a conversation, you can be confident they are really interested in working for your company. They aren’t motivated by the desire to land any role available to them, as they already have a job they like to fall back on. This can lead to a more engaged, honest and open [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) where the candidate and the employer can be realistic about the role and their expectations. ## Find candidates that can hit the ground running When you start your search with passive candidates, you can be confident they’ll be ready to hit the ground running in their new role. This is because they might already be working in a similar role. The task for the recruiter is to convince the candidate that they should simply continue doing their current job for a new employer. Many passive employees aren’t actively looking for a new role because they aren’t actively unhappy with the existing position or worried about being made redundant. However, the attention that comes from [being headhunted](https://cmdrecruitment.com/how-does-headhunting-work/) and the boost that comes with a pay rise or a signing bonus to join a new company can be highly motivating. So not only do you get an employee who is ready to hit the ground running, they are also motivated by the added boost of knowing they have been hand-chosen by the company. **Untapped Talent Pool** Passive candidates represent talent not captured by job-advertising, giving you access to candidates your competitors may overlook. **Higher Retention Potential** Because passive candidates are already settled in their roles, their move is often more deliberate—leading to higher engagement and longer tenure. ![Perfect for niche hires](https://cmdrecruitment.com/wp-content/uploads/2024/09/Perfect-for-niche-hires.png) ## Perfect for niche hires Some roles are so niche that you’ll struggle to find the ideal candidate from a sea of applicants. Instead, you need to take a proactive role in approaching candidates that you already know are qualified for the position. In some cases, there are only a handful of qualified individuals in an area, so you’ll have no choice but to approach passive candidates to determine if you can convince them to have a conversation. If you are operating in a highly competitive sector where skilled workers are always in short supply, you’ll have no choice but to accept that this is an employee’s market. You may have to compete on things like [salary and benefits](https://cmdrecruitment.com/salary-benchmarking-and-benefits/) – you can also expect the candidate’s current employer to make a counter offer that you might have to match. ## Conversations, not interviews When you identify passive candidates, you’ll often find that the interview process looks a lot more like a conversation rather than an interview. Passive candidates are not actively looking for work, so they aren’t pushed into self-promotion mode. This means they will show up in a more genuine and authentic way, without the need to inflate their skills or experience. This can make the [interview process](https://cmdrecruitment.com/structured-interview-process/) much easier, as you’ll be in a better position to find a long-term hire for the role. Candidates can be upfront about their expectations and long-term ambitions. They are far more likely to be honest about these factors if they aren’t motivated by the need to find a job. ![Downsides of hiring passive candidates](https://cmdrecruitment.com/wp-content/uploads/2024/09/Downsides-of-hiring-passive-candidates.png) ## Downsides of hiring passive candidates The process for hiring passive candidates will be much more labour intensive than if you simply advertised the role and waited for applicants to find you. It requires a proactive approach and an in-depth understanding of the role you are hoping to fill. It could also be more costly. It requires a dedicated headhunter to spend time identifying candidates for the role. It’s also possible that the candidate will have a long notice period they have to honour, so it’s not suitable if you need someone to start as soon as possible. ## Final thoughts on hiring passive candidates As with all kinds of recruitment, there are pros and cons to every method, including passive recruitment. In some situations, it’s essential to fill roles that it would be unwise to advertise externally. This could be the case when the job opening is strategically important and revealing information about the role would be problematic from a PR perspective or it could reveal information about plans for growth. If you are hiring for a very niche role, it can also be beneficial to choose passive hiring. This will give you access to a larger pool of candidates. Bear in mind that you may need to offer a competitive salary package if you are hoping to convince a candidate to make the switch. [Candidates](https://cmdrecruitment.com/candidate-downloads/) will know that being headhunted means that they are in high demand, and they will want to negotiate the best possible deal. Looking to source passive talent that elevates your team’s performance? [Contact CMD Recruitment today](https://cmdrecruitment.com/contact/) to explore how we can help you reach the best candidates who aren’t actively applying. **Highlights** - Tap into non-actively job-seeking talent - High readiness to perform and contribute - Perfect for hard-to-fill, niche roles - More authentic candidate engagement - Requires proactive search and persuasive approach **FAQs** What defines a passive candidate?A passive candidate is someone who isn’t actively looking for a new job but who may be open to a compelling opportunity when approached proactively. Are passive candidates more expensive to hire?They can be, due to the effort required and competitive offers needed to entice them. However, the return on investment is often higher through better fit and retention. When should you consider passive candidate hiring?When you’re recruiting for senior, niche, or hard-to-fill roles where the active candidate pool is limited and you need higher calibre talent. **Categories:** Advice --- ### [Understanding Headhunting: What It Is and Why Companies Use It](https://cmdrecruitment.com/what-is-headhunting-and-why-use-it) **Published:** November 19, 2024 **Author:** paul **Content:** **Key Takeaways** Headhunting is a proactive recruitment strategy focused on identifying and engaging high-calibre candidates who may not be actively seeking new roles. It is especially effective for niche, senior, or strategic positions where the ideal candidate is often already employed elsewhere. - Headhunting targets passive talent, expanding your reach beyond active job seekers. - It’s particularly effective for senior, specialised, or confidential roles. - The approach allows for discretion and a more personalised candidate experience. - Although it may require more time and investment, it delivers higher quality hires. - Partnering with an experienced recruiter ensures access to top-tier industry professionals. There are many reasons a company might move away from the traditional form of recruitment. Rather than posting a job opening online and waiting for applicants to find them, using a headhunter means that the job opening is not public at all. Instead, a specialist recruiter identifies qualified candidates and approaches them directly. Companies turn to this method for a variety of reasons, and this is the topic of our blog post today. We’re exploring that role of headhunting in modern recruitment, how it works and why companies choose to find employees using this method. ## What is headhunting and how does it work? When companies want to hire a new employee, the most common method to fill the role is to advertise the role and then wait for [candidates](https://cmdrecruitment.com/candidates/) to apply. It is then down to the employer to process the applications and create a shortlist for the interview stage. Eventually, they will whittle down a long list of applicants to just one person. Headhunting turns the recruitment process on its head and requires employers to go looking for suitable candidates – even those who might not be actively looking for a job. As the name suggests, headhunting involves approaching candidates and pitching the role to them. The candidate is in the position of power and is often employed by another company, so it’s down to the hiring company to make them a better offer. ChallengeHow Headhunting HelpsLimited Active CandidatesHeadhunting accesses a wider network of professionals who may not be actively applying for roles but are open to new opportunities.Specialised or Senior RolesTargets individuals already excelling in comparable positions, ensuring technical and cultural fit for high-value vacancies.Confidential Hiring NeedsAllows discreet approaches for sensitive hires, maintaining privacy for both the employer and potential candidate.Quality Over QuantityFocuses on engaging a small, high-calibre shortlist that fits your strategic goals rather than large pools of applicants.![Why take this approach?](https://cmdrecruitment.com/wp-content/uploads/2024/09/Why-take-this-approach.png) ## Why take this approach? There are lots of reasons a company might choose to headhunt for a role rather than advertise it publicly. This could include: - The role is highly specialised and niche, so the candidate needs to be uniquely qualified. With a smaller recruitment pool, it’s far easier to go directly to the candidate rather than sift through applications from unqualified candidates. - The role is strategically sensitive. Sometimes, companies don’t want competitors or investors or the public to know they are hiring for a specific role. This could be the case if the role is related to structural changes in the company, or if the role is related to a strategic expansion. In this case, you might choose to headhunt so that the role is not public knowledge. - Traditional recruitment has failed in the past. If you are looking for a candidate that can hit the ground running in their role, you might prefer headhunting over traditional recruitment. With traditional recruitment, candidates might be looking for the [next step in their career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/), so they aren’t quite qualified for the role but are looking for a role that will allow them to grow. With headhunting, you can select a candidate that has already proven themselves in a similar position. - The role is high up within the organisation. It would be fairly uncommon to hire for C suite executives using traditional recruitment channels. Instead, headhunters help to find the ideal candidates that will help to drive a company forward. ![How does headhunting work?](https://cmdrecruitment.com/wp-content/uploads/2024/09/How-does-headhunting-work-1.png) ## How does headhunting work? The process of headhunting is managed almost entirely by a recruiter. They are given a specific candidate profile and will use their network and tools available to them to reach out directly to potential candidates. This is often a delicate process, and the recruiter may need to secure non-disclosure agreements before they can reveal details about the role such as the hiring company or the job description. They will identify suitable candidates and then reach out to find out if they are interested in having a conversation. Some candidates will be nervous about this, as they might be fiercely loyal to their current employer. If this is the case, they might need some reassurance that the conversation will be confidential. Once suitable and interested candidates have been found, it’s possible to start the [interview process](https://cmdrecruitment.com/structured-interview-process/), just as you would with any other role. However, it’s worth remembering that you reached out to the candidate, not the other way around. This means that the interview will be more about convincing the candidate that you can deliver a better offer than what they currently have. It’s still important to check that the candidate is qualified and interested in the role, but the questions will be related to future ambition and vision for the role, rather than determining if the candidate is capable. **Access Top-Tier Professionals** Headhunting provides direct access to proven performers already thriving in their roles — the top percentage of industry talent rarely reached through ads. **Strategic Hiring Approach** By combining research, relationship-building, and confidentiality, headhunting delivers hires who align with long-term business objectives and cultural fit. ![What are the downsides of headhunting](https://cmdrecruitment.com/wp-content/uploads/2024/09/What-are-the-downsides-of-headhunting-1.png) ## What are the downsides of headhunting? The biggest downside to headhunting is the cost. It is a very labour-intensive process that requires the help of a skilled recruiter. It takes a lot of experience to be able to identify the right candidate for a role based on a candidate profile. It’s also much harder to stick to a recruitment schedule, as the process will take as long as it takes. For those trying to stick to a strategic deadline, this could be a source of stress. It could take longer to find the right candidate, and they might be locked in to a notice period, which means you might not be able to find someone who is ready to get started immediately. One final downside to headhunting is the additional cost of matching a candidate’s [current salary](https://cmdrecruitment.com/can-you-lie-about-your-current-salary/) and benefits package. If you are going to hire a candidate who is already employed, they will want to see a competitive package if they are to be convinced to move to a new employer. This means you might need to be flexible on your budget for the role if you want to hire the best possible candidate. ## Conclusion There is a time and place for headhunting in the modern recruitment world. While it might not be the ideal method for every role, it offers some distinct advantages in certain circumstances. If the role is strategically sensitive, or if you’re looking for a very specific candidate profile, this could be the ideal way to find your next hire. It’s a great method for hiring [C suite executives](https://cmdrecruitment.com/what-is-a-c-level-executive/) to drive your business forward. Likewise, if you aren’t on a strict deadline and it’s more important that you find the right candidate, this could offer the ideal way to find the best possible candidate. Looking to fill a senior or specialised role? [Connect with CMD Recruitment](https://cmdrecruitment.com/contact/) to access expert headhunting services and connect with exceptional talent that drives your business forward. **Highlights** - Targets passive, highly skilled talent - Ideal for senior, niche or sensitive hires - Expands beyond traditional applicant pools - Discretion and confidentiality are often key - Requires specialist search, negotiation and persuasion **FAQs** What is the difference between headhunting and traditional recruitment?Traditional recruitment relies on adverts and candidates applying; headhunting proactively targets individuals who may not be looking for a new job but have the right skills and experience. :contentReference[oaicite:8]{index=8} When should a business use headhunting?Headhunting is suited when you need to fill a niche, highly specialised, senior or confidential role where typical applicants may not suffice. :contentReference[oaicite:9]{index=9} What are the main risks or downsides of headhunting?The process can be more expensive, take longer, and requires negotiation of passive candidates who may be reluctant to move; you also need clear planning and expectations. :contentReference[oaicite:10]{index=10} **Categories:** Advice --- ### [Navigating SaaS Recruitment: A Comprehensive Guide for Employers](https://cmdrecruitment.com/navigating-saas-recruitment-a-comprehensive-guide-for-employers) **Published:** November 4, 2024 **Author:** Dan Barfoot **Content:** **Key Takeaways** Recruiting for a growing SaaS business demands a strategy that balances speed, quality and cultural fit. By using specialist recruitment support, tailored processes and transparent candidate experience, employers in SaaS can secure the right talent and retain it for the long term. - Quality matters more than speed – the right recruit makes all the difference in SaaS growth. - Cultural and technical fit must go hand in hand to ensure retention and performance. - Transparent processes and employer branding strengthen your attraction efforts. - Partnering with a specialist recruitment agency helps you tap into passive and hard-to-reach talent pools. - Remote and global hiring are increasingly relevant for SaaS firms – and require different workflows. **Recruiting the right talent in the fast-growing SaaS industry is essential to driving business success. However, hiring presents unique challenges, especially when searching for qualified candidates in a competitive job market. Whether you’re looking for top-tier talent in sales or skilled professionals in tech, mastering the recruitment process is crucial for ensuring long-term success.** This guide will explore best practices for recruiting in [SaaS](https://cmdrecruitment.com/saas/), including balancing speed and quality, crafting compelling job descriptions, and optimising the entire recruitment strategy to attract and retain the ideal candidate. We’ll also explore how CMD Recruitment can support your SaaS recruitment efforts, providing solutions that drive the results you need. ## The Importance of Quality in SaaS Recruitment Quality is paramount in SaaS recruitment. The roles you hire for, such as [sales recruiters](https://cmdrecruitment.com/sales-recruitment/) or customer success managers, directly influence your company’s trajectory. Focusing on attracting qualified professionals with relevant experience ensures your business leaders have the necessary support to scale. Additionally, hiring for cultural fit is just as important as hiring for [technical](https://cmdrecruitment.com/disciplines/technical/) skills. Building an [inclusive](https://cmdrecruitment.com/diversity-wins-how-inclusion-matters/) workplace culture helps retain full-time employees and improves employee satisfaction. By ensuring you recruit individuals who align with your [company culture](https://cmdrecruitment.com/company-culture-explained/) and share your vision for professional growth, you increase your chances of long-term employee retention. Recruitment agencies specialising in SaaS often use applicant tracking systems (ATS) and recruitment tools to streamline searching for high-quality candidates. This ensures that only the most qualified candidates — those with the right skill sets and soft skills — make it through the initial stages of the interview process. ## Speed vs. Quality: Finding the Balance One of the critical challenges in SaaS recruitment is finding the right balance between speed and quality. The job market is highly competitive, and there’s constant pressure to fill job openings quickly. However, rushing the recruitment process requires carefully vetting candidates to avoid costly mistakes. To avoid this, many SaaS companies focus on [structured interview processes](https://cmdrecruitment.com/structured-interview-process/) and recruitment strategies that emphasise both technical and soft skills. This approach ensures that you are filling positions and securing high-performing teams capable of delivering results. Utilising recruitment marketing strategies on social media platforms and job boards can also help attract both active and passive candidates, broadening your talent pool. ChallengeHow to Address ItBalancing Speed & QualityUse structured interviews and prioritise key competencies to hire faster without compromising on fit.Finding Technical + Culture FitDefine your culture clearly and assess both technical skills and behavioural alignment in screening.Accessing Passive CandidatesPartner with a specialist recruiter who has networks into passive pools and understands SaaS market nuances.Remote/Global Hiring ComplexityImplement remote-friendly processes, clear communication and compliance across regions to support global talent sourcing.Transparency & Employer BrandEnsure your job description, communication and candidate experience reflect your values and growth ambition clearly.## How CMD Can Support Your SaaS Recruitment At CMD Recruitment, we understand SaaS companies’ unique challenges in hiring top-tier talent. Our team has years of experience in SaaS recruitment, specialising in sourcing qualified candidates who meet your technical requirements and fit seamlessly into your company culture. Here’s how we can help: 1. **Access to a Deep Talent Pool** 2. We maintain a vast network of skilled professionals, from Sales Managers and customer success experts to tech leaders. Our network includes both active and passive candidates, allowing us to quickly present you with the best talent for your open roles. 3. **Tailored Recruitment Strategies** 4. We understand that every SaaS business has unique needs. That’s why we work closely with you to develop a customised recruitment strategy that aligns with your business goals, whether you’re hiring for sales roles, technical positions, or business development. Our approach is focused on quality, ensuring you get the right fit for your company’s long-term vision. 5. **Efficient and Transparent Recruitment Process** 6. Speed is crucial, but quality cannot be compromised. Our team utilises advanced recruitment tools and applicant tracking systems to streamline the recruitment process, making sure that we [find you the right candidates](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate/) efficiently. Throughout the hiring journey, we provide transparency, keeping you informed at every stage of the process. 7. **Cultural Fit and Long-Term Success** 8. At CMD Recruitment, we prioritise finding candidates who not only have the right technical skills but also align with your company culture. We take the time to understand your business values and growth plans to ensure that the candidates we provide are set up for long-term success within your organisation. 9. **Support for Remote and Global Recruitment** 10. SaaS companies often need to hire across geographic regions or support remote work. We have experience in sourcing remote employees and remote teams, ensuring that no matter where you are or where your ideal candidates are located, we can help you find the talent you need. ![](https://cmdrecruitment.com/wp-content/uploads/2024/10/Blog-Headers-2.png) ## Transparency in the Recruitment Process Transparency is key in the [SaaS recruiting process](https://cmdrecruitment.com/saas-recruitment-solution-for-hiring/). From creating clear job descriptions to maintaining open communication with potential candidates, transparency fosters trust. Many SaaS companies find that incorporating employee testimonials on career pages or job postings increases engagement by showcasing the employee value proposition and promoting the company as an employer of choice. Working with CMD Recruitment helps manage the entire recruitment process, ensuring transparency is maintained at every stage — from sourcing external candidates to conducting final reference checks. With our expertise in SaaS recruitment, you can ensure that recruitment KPIs are met and that candidate satisfaction remains high throughout the hiring journey. **Specialism Wins in SaaS Hiring** Recruiters with SaaS expertise understand sector-specific challenges and talent profiles. Their market insight and established networks help fill critical roles faster with the right candidates. **Global Reach, Local Understanding** While SaaS hiring often crosses borders, employers still need to ensure cultural fit and compliance. Balancing global reach with local insight is essential for long-term success. ## Addressing Common FAQs About SaaS Recruitment **Q: How can CMD Recruitment help SaaS companies attract qualified candidates in a competitive market?** A: At CMD Recruitment, we leverage a strong recruitment marketing campaign that highlights your company’s competitive compensation packages, growth opportunities, and inclusive culture. We use platforms like social media and specialised job boards to boost visibility and attract both active and passive candidates. **Q: What tools does CMD Recruitment use to streamline the recruitment process?** A: We utilise cutting-edge applicant tracking systems (ATS) and recruitment tools that simplify the process, from candidate sourcing to candidate interviews. This ensures efficiency, allowing you to focus on running your business while we find the best candidates. **Q: How does CMD Recruitment ensure a good cultural fit when hiring for SaaS roles?** A: We incorporate a detailed interview process that assesses both technical skills and cultural fit. By understanding your company culture and goals, we ensure that every candidate we present is not just a good hire but an ideal long-term fit for your team. **Q: Can CMD Recruitment help with remote hiring?** A: Yes, we have extensive experience in recruiting remote workers and building remote teams. Whether you need talent from a specific region or you are looking to expand globally, we can help you find the right candidates. ## Conclusion: Choosing the Right Recruitment Partner SaaS companies must develop an effective talent acquisition strategy to keep pace with the demands of a fast-growing market. Partnering with a specialised recruitment agency like CMD Recruitment can help streamline recruitment efforts by tapping into a vast talent pool of qualified professionals. By focusing on clear communication, a structured hiring process, and a strategy that balances speed with quality, CMD Recruitment can help you build high-performing teams that drive long-term success. If your SaaS business needs specialist hiring support, partner with CMD Recruitment to access top-tier talent, streamline your process and build teams that deliver long-term growth. **Highlights** - Emphasise quality, not just speed, when hiring for SaaS companies - Cultural fit is as important as technical ability in SaaS roles - Clear and honest recruitment processes build trust with candidates - Specialist agencies offer deeper access to SaaS talent pools - Remote/hybrid hiring expands your reach but increases complexity **FAQs** What makes recruiting for SaaS companies different?SaaS organisations operate in fast-paced, highly technical environments. Roles often require candidates who balance technical expertise, adaptability, and strong communication skills to keep up with rapid product and market evolution. How can a specialist recruitment agency help in a competitive market?A dedicated SaaS recruiter understands the industry’s hiring challenges and has established connections within niche talent pools, helping you identify and secure high-quality candidates faster. What should employers do to support remote SaaS recruitment?Employers should implement remote-friendly systems, maintain transparent communication, and ensure strong onboarding for distributed teams. Building culture virtually and supporting flexible working policies helps retain remote SaaS talent. **Categories:** Advice --- ### [Improving Candidate Experience: How SaaS Tools Help Keep Top Talent Engaged](https://cmdrecruitment.com/how-saas-tools-keep-talent-engaged) **Published:** November 14, 2024 **Author:** paul **Content:** **Key Takeaways** SaaS recruitment and engagement tools help businesses retain talent by improving communication, onboarding, and employee experience — creating stronger, longer-lasting relationships between employer and employee. - Employee engagement begins before day one with clear onboarding processes. - SaaS platforms keep employees connected through regular feedback and updates. - Data-driven insights help identify retention risks early. - Automated workflows ensure consistency across recruitment and HR functions. - Engaged employees are more productive, loyal, and growth-oriented. Finding top talent is only one part of the struggle. Paying close attention to your employee retention rates is an essential part of hiring high calibre talent. Without this essential step, you run the risk of spending a lot of money on sourcing top quality candidates, only for them to quickly become disengaged and dissatisfied with the work they are doing. Unhappy workers are unlikely to stick around for long – particularly if they have skills that are in high demand. If you are hiring niche and highly skilled workers, you can almost guarantee that other companies will be circling and trying to poach them from your workforce. After all, you’ve just confirmed to your competitors that they are a worthy hire by offering them a job. So all they need to do is swoop in with a more attractive offer and undermine your competitive advantage. The best way to protect against this would be through [employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/) methods that can be implemented through SaaS (software as a service) tools. In this guide, we’re exploring the role of SaaS tools in the recruitment and retention processes, and how you can make the most of the resources available to you to help keep top talent engaged. ![How can SaaS tools help with employee retention?](https://cmdrecruitment.com/wp-content/uploads/2024/10/How-can-SaaS-tools-help-with-employee-retention.png) ## How can SaaS tools help with employee retention? Employee retention starts much earlier than you might think. It should ideally start at the recruitment stage, as hiring the right candidate is the best way to ensure they stick around. A cohesive onboarding programme that takes them from the recruitment stages and through their probationary period comes next. Finally, you need an engagement tool that helps to ensure employees feel they have a voice within the organisation and that their career development matters. Alongside this, you need a clear grievance procedure that is triggered when things go wrong. Combine all of these elements, and you’ll have a happier and more engaged workforce. This can help to retain existing staff and attract new talent by reputation alone. Engagement AreaHow SaaS Tools Add ValueRecruitment & SelectionSaaS tools help identify and engage high-quality candidates through data-driven insights and faster communication, laying a solid foundation for engagement from day one.OnboardingAutomated workflows ensure consistent onboarding experiences, helping new hires feel supported and confident in their role from the start.Continuous FeedbackIntegrated check-ins, surveys, and feedback systems make it easier to measure engagement and act on employee sentiment quickly.Performance TrackingManagers can monitor progress in real time, celebrate achievements, and identify employees needing extra support or recognition.Learning & DevelopmentSaaS-based learning portals give employees control over their growth, boosting satisfaction and long-term retention.Employee VoiceBuilt-in suggestion tools, polls, and communication features create a transparent environment where employees feel heard and valued.![SaaS tools in recruitment](https://cmdrecruitment.com/wp-content/uploads/2024/10/SaaS-tools-in-recruitment.png) ### SaaS tools in recruitment As mentioned above, the first way in which SaaS tools can help with recruitment is through selecting the right candidates for the role. SaaS tools can support your hiring efforts and make it possible to streamline your recruitment while cutting costs. There are three main ways you can upgrade your recruitment efforts with SaaS tools: - Increase quality of candidates – data-driven recruitment can [improve the quality of candidates](https://cmdrecruitment.com/identifying-the-best-candidates/) and help you to hire for niche and specialist roles. - Increase speed of hiring – SaaS tools may help you to source candidates faster, allowing you to quickly fill roles and meet hiring demands. - Reduce recruitment costs – when cost is your main consideration, SaaS software can help to streamline processes and cut the cost of hiring candidates. It goes without saying that you can’t have all three at once. So, if you’re looking to cut costs, you will either need to sacrifice speed of hiring or the calibre of the candidates. Likewise, if you’re looking for high calibre candidates, you’ll either have to take your time or expect it to cost more money. ### SaaS tools in onboarding Once you have made a hiring decision, it is then time to bring candidates onboard. By using SaaS software that the candidate is already familiar with from the recruitment process, you can streamline the process and ensure nothing is missed. Candidates know exactly what to expect on their first day, in their first week, and in their first month. This empowerment helps to solidify their position within the company and ensures they always know where to turn. These simple steps can help to improve employee retention rates significantly. **Keep Communication Constant** Using SaaS tools for regular updates, feedback, and recognition ensures employees always feel informed, valued, and part of the company’s goals. **Retention Through Empowerment** When people see career growth, learning opportunities, and easy communication channels, they’re more motivated to stay and contribute long term. ![SaaS for engaging employees](https://cmdrecruitment.com/wp-content/uploads/2024/10/SaaS-for-engaging-employees.png) ### SaaS for engaging employees Top talent want to know that their contribution to the organisation is recognised and rewarded fairly. This is where SaaS tools can come in handy in boosting engagement. You can use these tools to check-in with employees regularly, allowing them to voice their concerns or seek feedback on their performance. You could also use these tools to create an employee development plan that ties in with regular reviews and feedback opportunities. This will help the employee to feel a sense of progress within the organisation and will avoid stagnation and boredom. ### SaaS for grievances As much as the career development tools are great for increasing retention, there is also benefit to be found in making sure that grievance procedures are also well-managed. It would be better if things didn’t go wrong, but employees will benefit from knowing they are covered if things do go wrong. If they have an issue with another employee, being able to handle this quickly and efficiently can help to improve [staff retention](https://cmdrecruitment.com/creating-a-positive-work-culture/). A single toxic employee could quickly cause issues for your whole team and cause you to lose quality talent, while the toxic employee sticks around. By making the most of the resources available to you, you can attract, engage and retain the top talent in your organisation. This can have widespread benefits, as you’ll experience lower recruitment costs alongside improved productivity. Your reputation as a quality employer can also help to attract more high quality talent to your teams. ![Final thoughts on using SaaS to engage employees](https://cmdrecruitment.com/wp-content/uploads/2024/10/Final-thoughts-on-using-SaaS-to-engage-employees.png) ## Final thoughts on using SaaS to engage employees There’s no denying that technology has fully infiltrated the recruitment sector. Employers will only be able to put off using it for so long. Eventually, candidates will have expectations that you’ll be using some kind of SaaS tool for recruitment and onboarding. Engaging with this technology does not have to mean saying goodbye to your existing HR teams. Think of SaaS recruitment technology as a tool to enhance your [HR department](https://cmdrecruitment.com/how-to-help-your-human-resources-department/), not replace it. With any new technology, it’s essential to proceed with caution and carefully monitor anything that has been automated. This will help to avoid common pitfalls of introducing new technology, which usually comes down to simply failing to monitor how it is rolled out. Remember that technology should only ever be used as a tool, not a replacement for human insight. Looking to strengthen employee engagement and retention? [Contact CMD Recruitment](https://cmdrecruitment.com/contact/) to explore how SaaS solutions can improve your HR strategy — or [browse our live roles](https://cmdrecruitment.com/jobs/) to grow your own career. **Highlights** - Onboarding and engagement powered by SaaS tools - Consistent communication boosts retention - Analytics reveal engagement trends and risks - Employees value transparency and two-way feedback - Technology complements — not replaces — human HR efforts **FAQs** How do SaaS tools improve employee engagement?SaaS platforms help HR teams gather feedback, track satisfaction, and deliver recognition or training — all key factors in boosting engagement and retention. Can technology replace traditional employee engagement methods?No — SaaS tools enhance human interaction by automating routine communication and data collection, giving leaders more time for meaningful conversations. What’s the biggest advantage of SaaS tools for retention?They provide real-time visibility into employee satisfaction and progress, allowing businesses to address concerns early and keep top performers engaged. **Categories:** Advice --- ### [Scaling Your Hiring Process with a SaaS Recruitment Solution](https://cmdrecruitment.com/saas-recruitment-solution-for-hiring) **Published:** November 22, 2024 **Author:** paul **Content:** **Key Takeaways** Modern SaaS recruitment solutions enable organisations to scale hiring efficiently—reaching more candidates, automating processes, and freeing HR to focus on human-centred tasks rather than admin. - When application volumes grow, manual hiring processes can become a bottleneck. - SaaS platforms help source high-quality candidates, reduce recruitment costs and speed up time-to-hire. - Streamlined workflows—from screening to onboarding—improve candidate experience and reduce drop-out. - Using the same platform for recruitment and onboarding ensures consistency and saves time. - Introducing technology doesn’t replace HR; it empowers them to add more value. Introducing new technology into your recruitment processes can be daunting. There is always the fear that automating any process could end in disaster. And for those working in HR, there is the added fear that these tools could be coming for their jobs. Thankfully, there is nothing to fear just yet. While SaaS tools might be getting more advanced, they aren’t up to the task of taking jobs just yet. Human insight is still essential in the recruitment process, so HR managers can breathe easy for a while. Instead of worrying about how SaaS recruitment solutions might change the industry, it’s far more productive to explore the many ways in which you can utilise SaaS recruitment solutions. Harnessing the potential of these solutions can help you to scale your hiring process like never before. ![Signs you need to scale](https://cmdrecruitment.com/wp-content/uploads/2024/10/Signs-you-need-to-scale.png) ## Signs you need to scale Once you’ve found a routine that works for you, it can be difficult to change things up. But when it comes to increasing your hiring capacity, it often isn’t enough to simply add more candidates into the mix. Eventually, you’ll need to hire more HR professionals to keep up with growth, but this isn’t always in line with company growth objectives. By using SaaS solutions to bridge the gap, you can increase your hiring potential without putting additional strain on your workers. And don’t worry about SaaS solutions making your hiring efforts appear less human. [Candidates](https://cmdrecruitment.com/candidate-downloads/) won’t notice the difference, and your HR team is more likely to report that they have more time to get to know candidates once they are free from the burden of admin. Signs that you might be ready to scale your hiring efforts could include: - HR department is struggling to source enough candidates - You have a backlog of candidates to respond to - Time to review applications is increasing - You’re losing top talent because the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) is too long If your organisation is experiencing considerable growth, you need to know that you’ll be able to source the talent to keep pace. By introducing SaaS solutions into the mix, you can scale your recruitment efforts without stress. ![How can SaaS solutions help with scaling?](https://cmdrecruitment.com/wp-content/uploads/2024/10/How-can-SaaS-solutions-help-with-scaling.png) ## How can SaaS solutions help with scaling? There are a number of ways you can focus your efforts when it comes to SaaS recruitment tools. Thankfully, these tools are completely adaptable to your goals and objectives. In general, organisations will turn to SaaS solutions in order to address the following demands: - Source high quality candidates. When your goals are set on expansion, you need the best quality talent to help take you there. If your usual recruitment tactics aren’t bringing up the best possible candidates, then it might be time to use technology to cast a wider net. - Drive down recruitment costs. Another goal for organisations is to prevent their recruitment costs from spiralling out of control. If you aren’t paying attention, you could end up paying much more per hire than you need to. - Speed up recruitment. The last goal we’re going to look at is most common for those looking to scale a business. Speeding up the recruitment process using technology can help you to find the talent you need to grow your business without hiring additional HR managers. These are the most common goals held by companies while trying to scale. Let’s look at how SaaS recruitment solutions could help you to achieve these goals. FunctionBenefitCandidate SourcingBroader reach means you don’t need to lower standards just to fill roles faster.Workflow AutomationTasks like screening, scheduling and feedback can be streamlined, reducing delays.Integrated OnboardingUsing the same system from application to join-date leads to smoother transitions and better candidate experiences.Improved HR EfficiencyHR teams spend less time on admin and more time on engagement, culture and strategic hiring.Scalable Hiring CapacityYou can increase hiring without proportionally increasing HR head-count or costs.![Casting a wider net](https://cmdrecruitment.com/wp-content/uploads/2024/10/Casting-a-wider-net.png) ### Casting a wider net When you want to scale your recruitment efforts, you either need to lower your standard to accept more candidates, or you need to increase your recruitment pool. By using technology to cast a wider net, you can avoid having to lower standards in order to meet recruitment targets. ### Streamline the process Delays in correspondence can slow down the recruitment process and make it difficult to meet your targets. Picture this as an example: you set a task for a candidate, but they wait until the weekend to complete it. Your team then has to review the task and get in touch with the candidate to arrange an interview. The candidate is at work so they miss your call. They try to call back after work and leave a message. Your team follows up the following day and misses the candidate again. And this can go on and on for days. All of this can be solved by simply moving the process online. The candidate can complete the task in their own time, and the system can determine if the candidate should be invited to select an interview time straight away. This removes the need for wasted interactions and frees up the HR managers time to focus on meaningful interactions. One of the unexpected benefits of a streamlined recruitment process is that you are less likely to miss out on quality candidates because they have found positions with other companies. If you keep the best candidates waiting around for too long, you can expect them to be speaking to other companies. ![Simplify the onboarding](https://cmdrecruitment.com/wp-content/uploads/2024/10/Simplify-the-onboarding.png) ### Simplify the onboarding When candidates are invited to join your organisation, you can simplify the [onboarding](https://cmdrecruitment.com/onboarding-for-employee-retention/) by simply using the same platform they are already familiar with. You can share contracts, legal documents, company handbooks and training materials to get everyone up to speed before their start date. By having a cohesive onboarding experience, you can ensure that candidates start their role on a positive note, which can contribute towards improved job satisfaction in the long term. It will also help to boost your reputation as a quality organisation that really cares about its employees. **Admin Burden Removed** Once repetitive tasks are automated, HR teams can focus on candidate engagement and strategic hiring, not process bottlenecks. **Hire Faster, Without Compromise** By scaling processes intelligently, organisations gain speed without sacrificing candidate quality or experience. ## Final thoughts on SaaS recruitment solutions Technology is available to make life easier, so it’s down to [HR managers](https://cmdrecruitment.com/how-to-hire-a-skilled-hr-manager/) to decide how best to use it within their organisation. Many fear that it will make their recruitment processes feel robotic and lacking in empathy, but the opposite is often the case. When HR managers are free from tedious admin work, they can focus on getting to know candidates and supporting new hires and existing employees to the best of their abilities. Looking to scale your recruitment process effectively? [Talk to CMD Recruitment](https://cmdrecruitment.com/contact/) today about how SaaS hiring solutions can support your business growth—or [explore our live roles](https://cmdrecruitment.com/jobs/) if you’re looking for your next opportunity. **Highlights** - Signs your hiring process needs to scale - SaaS tools to source and screen candidates smarter - Workflow automation to reduce delays and candidate drop-out - Onboarding and recruitment on one integrated system - HR freed from admin to focus on strategic hiring **FAQs** How do SaaS recruitment solutions help scale hiring?They streamline sourcing, automate screening and scheduling, and integrate onboarding — allowing businesses to hire faster and more efficiently without expanding HR teams. Does using a recruitment platform make the process less personal?Not at all. Automation removes repetitive admin, giving recruiters more time to focus on conversations, candidate experience, and culture alignment. What should organisations consider when implementing these tools?Choose a platform suited to your company size and workflow, train staff effectively, ensure compliance with data protection laws, and monitor candidate feedback during rollout. **Categories:** Advice --- ### [Why SaaS Recruitment Tools are Revolutionising the Hiring Process](https://cmdrecruitment.com/why-saas-recruitment-tools-are-revolutionising-the-hiring-process) **Published:** December 27, 2024 **Author:** paul **Content:** **Key Takeaways** SaaS recruitment tools are transforming hiring processes by automating admin, improving candidate experience, and giving HR teams better visibility and control. - Automation reduces manual HR tasks and speeds up hiring decisions. - Cloud-based access allows candidates to engage anytime, anywhere. - Central dashboards prevent candidates from slipping through the cracks. - Integrated compliance and onboarding tools improve accuracy and efficiency. - Businesses using SaaS recruitment tools gain a competitive edge in talent acquisition. There is a lot of talk within the HR industry about whether technology is ruining or improving the face of recruitment. In this guide, we’re taking an objective look at the topic and exploring how SaaS recruitment tools are changing the face of hiring – whether you view this as a good thing or as a bad thing. SaaS stands for software as a service, and this type of recruitment tool is growing in popularity. Instead of purchasing software or building your own software, organisations can pay a subscription fee to utilise a platform that features all the tools they need to manage their recruitment. This could include automated job postings, candidate pre-screening, assigning tasks, scheduling interviews, delivering feedback, managing legal documents and even onboarding new hires. While some fear this could be the end of some HR managers, others see this as a valuable tool that will only enhance the work being done by HR managers. Let’s explore how SaaS recruitment tools could transform the hiring process. FeatureBenefitAutomated WorkflowsReduces time spent on manual tasks and boosts overall efficiency.Candidate PortalsAllows applicants to manage profiles and track progress online.Compliance TrackingEnsures all legal and onboarding documents are complete and accurate.Central AnalyticsProvides insights into hiring metrics, diversity data, and bottlenecks.Cloud AccessibilityRecruiters and candidates can access systems anytime, anywhere.![Work smarter, not harder](https://cmdrecruitment.com/wp-content/uploads/2024/10/Work-smarter-not-harder.png) ## Work smarter, not harder Above all else, SaaS recruitment tools will help to enhance the work done by [HR managers](https://cmdrecruitment.com/how-to-assess-hr-manager-skills/). It will also help to free up their time from focusing on menial tasks like arranging interviews and allow them to focus on more important tasks, like preparing hiring panels for the interview. Reducing admin for the HR team is one of the simplest ways that SaaS recruitment tools will transform the sector. Admin capacity within your HR team could be one of the limiting factors that is preventing your organisation from scaling. So by streamlining processes and making this department work more efficiently, you could achieve your goals of expansion. ## Improved working hours A common problem in the recruitment sector is that HR managers work regular office hours, but this isn’t always the best time for candidates to engage with new opportunities. The majority of candidates that are already in work are more likely to want to engage in their job search outside of working hours. This could mean evenings and weekends. When it comes to hiring tasks such as completing pre-screening tasks, scheduling interviews or looking for feedback, this disconnect can lead to many lost days of productivity. When you move to automate these processes, candidates can engage with your hiring systems at a time to suit them. This allows you to connect with the night owls, the early birds, and those who only want to think about their job search at the weekend. ![Streamlined recruitment](https://cmdrecruitment.com/wp-content/uploads/2024/10/Streamlined-recruitment.png) ## Streamlined recruitment When you have multiple positions open in your company, or you’re hiring entire teams, it can become too complex for hiring managers to keep all of these threads open in their minds. When the process is automated using SaaS recruitment tools, hiring managers can let go of trying to keep track of the progress of applications and interviews, as they’ll be able to see everything at a glance. This streamlined approach can take the stress out of the [recruitment process while also ensuring that no candidate](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) slips between the cracks. It’s a poor look at a hiring manager for candidates to be forgotten or left without feedback following an unsuccessful interview. Failing to follow up in sufficient time could also lead you to lose out on the best candidates as they might assume they were unsuccessful and accept an offer elsewhere. By resting on the organisational power of SaaS recruitment tools, you can streamline the process and make it far more efficient, so no candidate is left behind. ![Improve legal compliance](https://cmdrecruitment.com/wp-content/uploads/2024/10/Improve-legal-compliance.png) ## Improve legal compliance An important part of the [HR role](https://cmdrecruitment.com/disciplines/hr/) is to ensure legal compliance. This could mean completing ID and right to work checks, or ensuring that you have a signed contract before the employee gets to work. This can have wide reaching implications for things like insurance and employee liability. By moving these processes to your SaaS recruitment system, you can ensure you are fully compliant with all legal frameworks. This can help to avoid landing you in hot water if a candidate starts work without ever signing a contract. Your SaaS tool can also help by keeping everything in one place. And you don’t have to be limited to onboarding processes for managing your employees legal contracts. If further [training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) or refresher courses are required, you can ensure employees are aware of their obligations. It’s a simple way of ensuring you dot your i’s and cross your t’s. **Efficiency Through Automation** By automating tasks such as scheduling, data entry, and communication, SaaS tools allow recruiters to focus on meaningful, human-centred work. **Enhanced Candidate Experience** From transparent application tracking to faster response times, cloud-based recruitment software helps create a smoother, more professional candidate journey. ## Better onboarding and employee engagement As mentioned above, your recruitment tools don’t have to stop at recruitment. They are also highly effective for managing the onboarding process. A [successful onboarding](https://cmdrecruitment.com/how-to-successfully-onboard-new-employees/) can have a huge influence on employee satisfaction, and therefore on employee retention. Candidates will already be familiar with the system, so you can ease them into their new role by introducing key documents like your company handbook and training materials. Using SaaS recruitment tools as an onboarding system will help to ensure every candidate gets a fair start in their new role. You can also use this system for regular employee appraisals, managing development plans, and even managing the exit process. ![Final thoughts on SaaS recruitment tools](https://cmdrecruitment.com/wp-content/uploads/2024/10/Final-thoughts-on-SaaS-recruitment-tools.png) ## Final thoughts on SaaS recruitment tools Whether you like or loathe technology in the sector, there’s no denying that SaaS recruitment tools are ready to transform the sector. Through early adoption, you can set your company apart from the competition and make sure that you are making the most of this competitive advantage. These tools could help you to streamline your recruitment process by expanding your recruitment pool or simply being more flexible to the candidates’ needs. Rather than limiting your availability, you can provide an always-on service that will be better suited to job seekers. Another benefit of recruitment is that it frees up time for your HR managers to engage in more meaningful tasks, such as getting to know new hires or ensuring that existing employees are satisfied in their roles. This can remove a lot of the administrative burden, and make their roles more rewarding and human-centric, which is the opposite of what most people expect technology to achieve. Want to modernise your hiring process? Contact CMD Recruitment to learn how SaaS tools can transform your recruitment strategy, or [browse our current job listings](https://cmdrecruitment.com/jobs/) today. **Highlights** - Automation and AI streamline repetitive hiring tasks - Cloud-based tools enable 24/7 recruitment access - Enhanced visibility and reporting for HR leaders - Improved candidate experience through transparency - Faster, more consistent hiring decisions **FAQs** What makes SaaS recruitment tools better than traditional systems?SaaS platforms are cloud-based, regularly updated and accessible from anywhere. They centralise data, improve efficiency, and integrate automation seamlessly. Are SaaS recruitment tools secure?Yes. Reputable SaaS providers use encrypted connections, GDPR-compliant storage, and regular audits to ensure candidate and company data remain secure. How can businesses get started with SaaS recruitment tools?Begin by identifying your recruitment challenges, then choose a platform that integrates easily with your existing systems. Start small, measure results and scale up. **Categories:** Advice --- ### [The Future of Remote Hiring: Trends for 2025 and Beyond](https://cmdrecruitment.com/the-future-of-remote-hiring) **Published:** December 15, 2024 **Author:** paul **Content:** **Key Takeaways** Remote and hybrid work are now expected norms. Employers who embrace remote-first practices, balance flexibility with trust, and adapt their hiring to be location-agnostic will gain advantage in 2025 and beyond. - Hybrid working satisfies both employer needs for collaboration and employee demand for flexibility. - Remote-first hiring removes geographic barriers and widens candidate pools. - Challenges include maintaining team cohesion, ensuring oversight, and preserving innovation in remote settings. - Roles that can’t be remote may need to offer compensating benefits or flexibility. - Employers should expect negotiation around work location, perks, and autonomy as standard. More and more jobs can be done from anywhere. We learned this during the Covid-19 pandemic, when many workers were forced to stay at home. Not only were workers much more productive during this time, they were also much happier. [Remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) gives workers the opportunity to skip the commute, often saving hours every day. It also enables them to be more present in their home life. They don’t have to request time off to receive important deliveries, and they aren’t late to work due to issues with the school drop off. The end of the pandemic and the return to work divided workers and employers. Some employers loved the cost-saving opportunities that come from not operating a full office full of workers. These employers love when their employees are at home, drinking their own tea and coffee and paying their own electricity bills. Others dislike the lack of control and oversight that comes with letting workers do their job remotely. Staff were equally divided. While some love the freedom and flexibility that comes with working from home, others like the separation of work and life. It’s also common for some people to enjoy the social and collaborative side of working in an office. There are clearly arguments for and against working remotely for both employers and employees, but what does the future hold? ![Remote hiring trends in 2024](https://cmdrecruitment.com/wp-content/uploads/2024/11/Remote-hiring-trends-in-2024.png) ## Remote hiring trends in 2024 A recent [Forbes survey](https://www.forbes.com/uk/advisor/business/remote-work-statistics/) of 1000 workers found that 63% work remotely or in some kind of hybrid arrangement. Hybrid working offers a compromise that seems to satisfy both employers and employees. It offers some in-office time to coordinate important meetings and face-to-face collaboration, but the bulk of work can be completed from home, or wherever workers feel the most productive. Hybrid working also saves employers from the difficult conversations that arise when workers ask if they can complete their job from another country or another time zone. Employers are often wary of their employees taking working holidays as they are concerned about the impact on productivity. Employers are often finding that offering remote working is no longer optional. Workers are often happy to look for opportunities elsewhere if they are not offered the working arrangement that works best for them. With so many remote opportunities available, it’s an employer’s market. ## Remote hiring in 2025 and beyond Looking into 2025 and beyond, we can see that remote work is very much here to stay. Employers have an opportunity to capitalise on this trend and transform their hiring by approaching this with a remote-first mentality. Going remote-first means that you are no longer geographically restricted in your hiring efforts. You can expand your search nationally and even internationally. This gives you a much larger candidate pool to choose from and could help to close skills gaps within your company. TrendImplication for EmployersRemote-first mindsetExpands hiring reach and allows recruiting beyond local markets.Hybrid work expectationOffers balance, but requires clarity on when office presence is needed.Team cohesion & innovationMust invest in communication and environments that build trust and collaboration remotely.Role suitabilitySome roles aren’t remote-friendly; those will need compensating perks or hybrid models.Negotiation & flexibilityCandidates are more likely to decline roles without remote or hybrid flexibility or associated benefits.![Challenges of remote hiring](https://cmdrecruitment.com/wp-content/uploads/2024/11/Challenges-of-remote-hiring.png) ## Challenges of remote hiring Remote hiring is not without its difficulties. Obviously, there are some roles that cannot be done remotely. However, candidates will often know if this is the case, so they are less likely to be looking for a remote role. Another challenge facing employers is the lack of cohesion in teams when hiring is done remotely. Without ever getting to meet and work together in the same location, it can be difficult for teams to develop trust and reliance on one another. This can cause friction between workers that slows down progress. There is also a lot to be said for the collaborative nature of working together in an office. This is often where innovation happens and new ideas come about. Without simple everyday interactions, new ideas might never come to life. [Productivity](https://cmdrecruitment.com/productivity-vs-pay/) is also a fear for employers. When working from home, their employees are surrounded by distractions. There is often the fear that employees might be catching up on housework, exercising, preparing dinner or just relaxing in front of the TV. However, this fear can often be overcome if employers simply trust their workers. If you don’t trust your workers to get their job done in the time allocated, then there might be bigger issues at play. Provided workers have clear guidelines and expectations, there is no reason to believe they will not do their work in the allocated time. And if they happen to finish early and throw a load of washing into the machine, this shouldn’t be cause for concern as long as their job is done. **Remote-First Hiring Expands Talent Pool** By recruiting without geographic limits, employers can access wider and more diverse candidate bases, helping close skills gaps. **Flexibility Becomes Non-Negotiate** Flexibility in work location, hours, and benefits are no longer perks—they are essentials candidates expect. ![Is remote hiring here to stay?](https://cmdrecruitment.com/wp-content/uploads/2024/11/Is-remote-hiring-here-to-stay.png) ## Is remote hiring here to stay? Trends in how people work best come and go. Every year, a new generation of workers enters the workforce and they bring their own demands and expectations. We could see a shift back towards in-office work when children who were homeschooled during the pandemic enter the workforce. These may crave connection and collaboration more than those who have been in a traditional workforce for longer. Automation and AI could also transform the workforce, with workers keen to prove their worth and value. This could mean an increase in desire to work from the office to highlight their role in the company and be more visible. While AI might be able to speed up some processes, it cannot replace human innovation and collaboration. With this in mind, we could see workers keen to get back into the office to ensure their roles remain relevant. At present, remote working and [hybrid working](https://cmdrecruitment.com/why-are-employers-pushing-to-return-to-office-work/) looks set to stick around. Not only does hybrid working allow employees a level of flexibility in how they do their job, it also implies a level of trust in workers that may help to facilitate better relationships between employers and employees. ## Final thoughts on remote hiring trends For the foreseeable future, employers should expect to have to offer remote working unless they can make a strong business case against it. Naturally, there are some roles that cannot be done remotely, but in this case workers could expect allowances and additional perks to make up for this disparity between those in other fields. Employes should expect candidates to be ready to negotiate on everything from salary to their normal place of work. Want to stay ahead in remote-friendly hiring? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to partner with a recruitment team that gets flexibility. **Highlights** - Remote or hybrid roles are now frequently expected by workers - Employers who are remote-first gain access to a larger talent base - Team trust and clear expectations are essential in remote settings - Certain roles will always require in-office presence and should compensate accordingly - Remote hiring seems here to stay—both flexibility and autonomy are now competitive factors **FAQs** What does “remote-first” mean in practice?Remote-first means a company operates under the assumption that roles can be done remotely where possible, with in-office work being optional or occasional rather than the default. How do I maintain team cohesion when many people work remotely?Regular check-ins, using collaborative tools, occasional in-person meet-ups, clear communication of expectations, and cultural rituals help maintain cohesion and trust. What should employers offer roles that can’t be remote?Consider perks like flexible hours, travel allowances, more in-office collaboration, or additional benefits to compensate for the lack of remote options. **Categories:** Advice --- ### [Royal Navy: Engineering Jobs for Portsmouth after BAE Systems Investment](https://cmdrecruitment.com/bae-systems-engineering-jobs) **Published:** January 9, 2025 **Author:** paul **Content:** **Key Takeaways** BAE Systems’ major investment in Portsmouth and southern England is opening up hundreds of engineering roles. Graduates, apprentices, and early-career professionals stand to benefit, particularly in high-technology and defence programmes. - 350+ new roles across Portsmouth and southern England in engineering, steelwork, software, cybersecurity, project management, and more. - Strong entry opportunities for apprentices, graduates, and early-career hires. - Roles tied to high-profile defence programmes such as SSN-AUKUS and Global Combat Air. - Competitive salaries, pensions, and structured training from day one. - Commitment to gender parity, social mobility, and inclusive workplace policies. **Royal Navy: High-skilled engineering jobs coming to Portsmouth and South England after BAE Systems investment** Defence giant BAE Systems is investing millions of pounds into projects in Portsmouth and the South of England. It’s expected this investment will generate more than 350 new jobs for the area, with graduates and apprentices being targeted for new roles. BAE Systems is the UK’s largest defence contractor, working closely with organisations like the Royal Navy to deliver projects that are crucial for UK defence. They will be looking for highly skilled personnel across a wide range of disciplines to fill over 100 roles in Portsmouth and over 370 throughout the South of England. This is in addition to thousands of open vacancies currently available throughout the entirety of the UK. The emphasis of their latest recruitment drive and job creation is on high-technology programmes. This will be a unique opportunity for recent graduates and those at the start of their [engineering careers](https://cmdrecruitment.com/engineering-careers-beyond-construction/) to get involved with high-profile programmes, including the Global Combat Air Programme and the UK’s next-generation submarines known as SSN-AUKUS. BAE Systems is known for taking care of their employees, offering above-market salaries, a generous pension scheme, and training opportunities. For graduates looking at the job market, there are few better places to begin their careers than with a large organisation like BAE Systems. The undergraduates, graduates, and apprentices will benefit from clear support from day one, along with excellent job security. TopicDetailsNumber of RolesOver 350 new engineering positions expected in southern England.Targeted CandidatesApprentices, graduates, and early-career engineers.Programme AreasDefence programmes including SSN-AUKUS, steelwork, software, and cybersecurity.Benefits & SupportStructured training, competitive pay, pension schemes, and job security.Inclusion & CultureFocus on gender parity, social mobility, and inclusive policies.![](https://cmdrecruitment.com/wp-content/uploads/2024/12/New-roles-to-be-created-in-a-wide-range-of-sectors.png) New roles will be created in a wide range of sectors, including steelwork, engineering, cybersecurity, software development, project management, and finance. The focus of these new roles will be on developing graduate talent and training the next generation of defence engineers and innovators. Once these newly created positions have been filled, apprentice, undergraduate, and graduate-level candidates will make up 15% of the workforce. BAE Systems is also committed to gender equality, with a pledge that by 2030, women should make up 50% of their workforce and 30% of the executive committee. This isn’t the only way they are making a difference, as the employer is also an independently accredited menopause-friendly employer while also being committed to the Social Mobility Pledge. This record-level funding will be spent on education, training, and skills for the UK-wide workforce while also creating new engineering roles for those at the start of their careers. An apprenticeship with BAE Systems is one of the best ways to earn while you learn and can be taken up by school leavers, university graduates, or those looking for a [change in career](https://cmdrecruitment.com/how-to-change-career-guide/) later in life. **Defence-Tech Opportunities** This investment is rooted in defence and high-technology work, offering engineers experience in cutting-edge programmes like submarines and the Global Combat Air initiative. **Careers at All Levels** From apprenticeships and graduates to experienced hires, this hiring drive provides diverse entry points and clear growth paths. The UK government is currently in the process of reviewing investment and spending into the UK’s defences, including investment in the Royal Navy. With global tensions rising, it is anticipated that investment will need to increase in order to maintain and upgrade defences. At present, the UK spends around £50 billion per year on defence, but experts say that this needs to be closer to 2.5% of GDP by 2030. NATO guidelines are for every member country to invest 2% of GDP into defence, but pledges to increase this to 2.5% made by the previous Conservative government have been continued by the present [Labour government](https://cmdrecruitment.com/what-does-a-labour-government-mean-for-uk-jobs/). In short, this means that the sector will only become stronger, and this could result in far more employment opportunities, particularly for those at the start of their careers who are hungry to learn. If you’re interested in learning more about BAE Systems and Royal Navy opportunities in the South of England, please get in touch with our team. We can help to match you with your next opportunity. Interested in exploring engineering roles with BAE Systems or similar organisations? Browse CMD Recruitment’s [current vacancies](https://cmdrecruitment.com/jobs/) to take the next step in your career. **Highlights** - 350+ engineering roles to be created in Portsmouth and southern England - Focus on apprentices, graduates, and early-career professionals - Work on cutting-edge defence programmes - Attractive salary, pension, and training benefits - Employer emphasis on diversity, equity, and inclusion **FAQs** What kinds of engineering roles are included?Roles span software, cybersecurity, project management, steelwork, and defence engineering. Apprenticeships and graduate roles are included. Who is eligible for entry-level positions?Apprentices, undergraduates, and graduates are the focus. Structured training programmes ensure strong career progression. What is BAE Systems’ commitment to inclusion?BAE Systems is committed to gender parity by 2030, advancing social mobility, and offering inclusive polic **Categories:** Advice --- ### [Civil Engineering, Construction and Surveying Careers Salary Guide](https://cmdrecruitment.com/civil-engineering-surveying-salary-guide) **Published:** June 16, 2025 **Author:** paul **Content:** **Key Takeaways** Civil engineering, construction and surveying remain strong career choices, offering solid earnings that grow with experience, chartered status, and specialist skills. Your location, experience, and choice of path will heavily influence earning potential. - Entry roles start around £28,000 for civil engineers, rising to £60,000+ with experience; consultants may reach up to ~£80,000. - Becoming a chartered professional boosts salary significantly—senior chartered engineers and surveyors often reach £90,000 or more. - Construction manager salaries vary; entry-level roles around £27,000, experienced and chartered between ~£60,000-£85,000. - Surveyor earnings begin lower (~£22,000-£26,000), but experienced and senior chartered surveyors can earn up to ~£65,000. - Factors like location, travel requirements, specialist training, and type of employer impact pay and progression. **How much you can earn in civil engineering, construction and surveying careers** Thinking about a career in engineering, construction or surveying? Demand for these roles is showing no signs of slowing in the coming years, so it’s an excellent choice if you would like to future-proof your career. Although methods may change, there will always be demand for construction and engineering professionals. The world will need to find ways to become more energy efficient, which will put demands on the construction sector to update and renew infrastructure. These careers typically suit those with excellent [problem solving skills](https://cmdrecruitment.com/how-to-ace-problem-solving-interview-questions/), a natural affinity for maths, physics and design subjects, and a lifelong passion for learning. This is a sector that is always changing and evolving based on new information, so applicants need to be adaptive to change. Whatever stage you are at in your career, you might be thinking about switching to an engineering-focused path. Alongside the entry requirements and the role expectations, how much you can expect to earn is likely to be a key consideration. For many people, this will help them to determine which path they ultimately pursue. Read on to learn more about salary expectations for these three sectors… **Chartered Roles Pay More** Chartered engineers, construction managers, and surveyors tend to command significantly higher salaries, especially in senior roles. **Experience & Specialist Skills** Your earnings growth depends heavily on years of experience, type of employer, travel demands, and any specialist or chartered certifications you can achieve. ![How much does a civil engineer earn?](https://cmdrecruitment.com/wp-content/uploads/2024/12/How-much-does-a-civil-engineer-earn.png) ## How much does a civil engineer earn? As an entry-level civil [engineer](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west/), you can expect to earn around £28,000 per year. With more experience, you can expect this to increase to around £60,000 per year. As a consultant, you could earn significantly more, with many experienced civil engineering consultants earning up to £80,000 per year. If you become a chartered civil engineer, this can have a big impact on your earning potential. As a newly accredited chartered engineer, you can expect to earn around £45,000 per year. With more experience, this could increase to £62,000 and at the height of your career, you could be earning up to £90,000 per year. ## How much can you earn in construction? As a construction manager, you can expect to earn around £27,000 per year. As you become more experienced, expect this to increase to around £65,000 per year. The sector you work in will have a big impact on your earning potential, but with the bigger pay packet comes bigger responsibility. Deadlines may be tighter and budgets may be more carefully scrutinised once you are working on larger projects. If you become a chartered construction manager, expect to earn around £60,000 and £85,000 per year. You might be working on residential, commercial, industrial or infrastructure projects. There may be opportunities to travel and you could even find yourself working overseas if you land a role with a multinational corporation. ![How much does a surveyor earn?](https://cmdrecruitment.com/wp-content/uploads/2024/12/How-much-does-a-surveyor-earn.png) ## How much does a surveyor earn? Upon graduating and landing your first role as a surveyor, you can expect to earn around £22,000 to £26,000, depending on the size of the organisation you work with. While a large organisation might be able to offer a bigger pay packet, working with a smaller organisation could enable you to progress in your role faster. With more experience, this could increase to around £45,000 per year, with the top surveyors earning around £65,000 per year. As with the former roles, you’ll also have the opportunity to become a chartered surveyor, which will add prestige to your CV and enable you to command higher salaries. Expect to be earning around £65,000 as a senior chartered surveyor. Where you work will have a big impact on your earning potential. Role / LevelSalary InsightsEntry-Level Civil Engineer≈ £28,000 per yearMid-Career Civil Engineer / ConsultantAround £60,000, up to ~£80,000 for consultantsEntry Construction Manager≈ £27,000 per year Chartered Construction Manager £60,000-£85,000 depending on employer & project scopeJunior Surveyor / First Role £22,000-£26,000 depending on organisation size Senior Chartered Surveyor Up to ~£65,000 for experienced or chartered roles![What will impact your earnings?](https://cmdrecruitment.com/wp-content/uploads/2024/12/What-will-impact-your-earnings.png) ## What will impact your earnings? There are a few factors that could impact your earnings, allowing you to maximise your earnings, or take a pay cut. These factors are not isolated to the engineering sector, and you can expect to face these challenges and opportunities in any line of work. - Location. Perhaps the most important factor that will impact how much you earn will be your primary work location. Living and working in a large city will command a higher salary than those living in less expensive locations, such as rural areas. - Travel. If you are required to travel frequently for work, this should be discussed at the interview stage so you can determine if the role is right for you. You’ll often be paid more if your role requires a lot of travel, and all of your expenses should be covered by the organisation. - Experience. It goes without saying that the more experience you have, the higher your earning potential will be. Remember that putting in the years isn’t always enough to make your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) stand out. You’ll need to be proactive throughout your career to ensure that you are staying ahead of the curve and keeping your skills up-to-date and relevant. - Specialist skills. Investing in [ongoing training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) is one of the best ways to boost your earning potential in this sector. Take advantage of the training schemes offered by your employer and make sure you maximise your training budget every year to top up your skills and boost your earning potential. ## Which path is right for me? If you’re not sure which one is right for you, you don’t have to decide all at once. With an engineering background, you will be able to tailor your career to your personal interests, and this could help you explore different options until the right one becomes clear. As you can see, the earning potential across these career choices is quite similar, so it’s possible to make the decision about more than just how much money you would like to take home every month. You can also look at the differences in the working patterns to determine if these career choices will enable you to live the life that you want. For example, if travel is important to you, it might be vital to [choose a career path](https://cmdrecruitment.com/how-to-choose-a-career-in-2023/) with the opportunity to work overseas. Other people might be more interested in working on prestigious projects that are well-known. Whatever your preferences, there will be an engineering-based career path that is right for you. Interested in civil engineering, construction or surveying roles? [Browse our current vacancies](https://cmdrecruitment.com/jobs/) to unlock the best salary & opportunities available. **Highlights** - Civil engineers: £28,000 entry → £60,000+ mid-career → up to ~£90,000 for senior/consultant roles. - Construction managers can reach ~£85,000 with chartered status and experience. - Senior chartered surveyors often top ~£65,000 depending on employer and location. - Chartered status gives a significant pay boost in all three sectors. - Travel, location, employer type and specialist skills strongly affect salary. **FAQs** What difference does becoming chartered make?Becoming chartered can significantly increase your salary and open up senior roles. It also signals higher expertise and often greater responsibility. How does experience affect earnings?Experience increases salary as you take on more responsibility, work on larger or more complex projects, and develop specialist skills. Do location and travel matter for pay?Yes, working in higher-cost areas or roles requiring frequent travel tends to come with higher pay. When evaluating roles, consider both base salary and travel or location premiums. **Categories:** Advice --- ### [How to Navigate the Talent Shortage: Tips for IT Recruitment in the UK](https://cmdrecruitment.com/navigating-an-it-talent-shortage) **Published:** January 10, 2025 **Author:** paul **Content:** **Key Takeaways** With the UK facing a severe IT skills shortage, refining recruitment strategies now can turn this challenge into a long-term advantage. - Skills shortages require more than salary hikes—focus on creating positive, growth-oriented working environments. - Improve your hiring process: smooth applications, prompt feedback, respectful treatment of all candidates. - Offer training, development, and stability to improve retention and fill skills gaps from within. - Develop programmes to recruit and nurture talent early—for example, graduates and junior hires. - Differentiate your company by letting your values, flexibility, and candidate experience shine. There’s no denying that a severe skills shortage is crippling the UK IT sector. Issues like Brexit have made the hiring pool more shallow, and a lack of investment into training means that essential skills are in short supply. The IT sector is also changing quickly, and skills aren’t keeping up with demand. All of this uncertainty makes [hiring IT talent](https://cmdrecruitment.com/disciplines/it/) a difficult task at the moment. Those tasked with filling vacancies have their work cut out for them, and many are being pushed to explore new avenues and novel approaches. While skills shortages are no doubt a huge obstacle to overcome, it can also be seen as an opportunity. It’s a chance to review your current recruitment strategy and identify areas of improvement. These changes will benefit you in all conditions, not just when you’re facing a skills shortage. Improving recruitment practices will also help to drive down the cost of acquiring a new hire while also increasing the quality of hires. This can help to contribute to improved staff retention, allowing you to find new talent that actively wants to grow and learn with your organisation. So if the skills aren’t readily available to you, you can always create them. This guide will offer a deep dive into improving hiring practices during a skills shortage. With our practical advice, you’ll be able to turn threats into opportunities and ensure you always have the skills you need for growth. ![Hiring during a skills shortage](https://cmdrecruitment.com/wp-content/uploads/2025/01/Hiring-during-a-skills-shortage.png) ## Hiring during a skills shortage When there is an obvious skills shortage, many employers will assume they have to dig deeper into their pockets to offer higher wages. While this might work in the short term, it isn’t a sustainable practice. If you offer an above market starting salary, you set a precedent of always offering above market salaries. These members of staff will have expectations of a pay rise after getting comfortable with your company. If they have already reached the salary ceiling for their role, they will become demotivated and feel unvalued by their company – even if they are on an above market salary. Instead of digging into your pockets, think about ways you can offer a better working experience. If your salaries are competitive, you can stand out from the competition by offering less tangible things, like a [positive work environment](https://cmdrecruitment.com/creating-a-positive-work-culture/), opportunities for growth, a voice in the way the organisation is run, and stability. ## Addressing your hiring process Many organisations lose good candidates because of outdated hiring processes. If the hiring process starts with a one-click application on LinkedIn, then candidates will expect the rest of the process to be just as smooth. Above all else, candidates want to be informed. If they have been unsuccessful, it’s vital to follow up in good time and give feedback. You might think the unsuccessful candidates aren’t important, as you aren’t interested in hiring them. This is short-sighted thinking that will damage your image as an employer. Candidates should feel respected throughout the process, regardless of the outcome. If word spreads that candidates are ghosted after an interview, this can damage your reputation and make top-tier talent reluctant to even apply. **Value of Experience vs Growth** Candidates value real opportunity to grow. Train junior staff while keeping senior roles competitive—to balance immediate needs with future strength. **Transparent Processes** Respectful, clear, and timely hiring experiences increase candidate trust—and even rejected candidates will speak well of your brand. ![Fostering a positive work environment](https://cmdrecruitment.com/wp-content/uploads/2025/01/Fostering-a-positive-work-environment.png) ## Fostering a positive work environment There are many things that contribute to a good working environment. It typically starts with trust and transparency. Employees want to feel empowered to do their role in the way that makes the most sense for them. This could mean working from home occasionally, or working variable hours. Being open to feedback from employees will also help to ensure you’re offering the perks that people actually want. Cast away assumptions and listen to what employees want from their employer. Your staff might be more interested in a technology upgrade than free snacks in the break room. ## Focus on staff retention A part of improving recruitment procedures that is often overlooked is the role of staff retention. Once you’ve found the staff you need, the next step is to figure out how to get them to stay with your company. Offering ongoing [training opportunities](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) will deliver on multiple goals, allowing you to improve staff retention while also addressing the skills shortage head on. If you’ve hired talented and capable staff, why not train them in the skills that you are lacking? There’s always the risk that you will invest in your staff and they will take this training and head off to new pastures, but this is far better for your organisation than refusing to train your staff and having unhappy workers stick around on your payroll. At least the happy employees who have benefitted from a positive work environment will have excellent things to say about you. Focus AreaWhy It MattersCompetitive Perks Beyond SalaryNon-monetary factors like flexibility, growth, stability can attract candidates even when you can’t outbid rivals on pay.Streamlined Hiring ProcessesLengthy or opaque hiring journeys lose candidates to better organised competitors.Employee Retention StrategiesRetaining staff reduces need for constant hiring and builds internal capability. Graduate & Junior TalentEarly-career hires help build skills pipelines that address future shortages.Distinct Employer BrandStrong values, transparency, and culture help you stand out when recruiting is harder.![Develop a talent development programme](https://cmdrecruitment.com/wp-content/uploads/2025/01/Develop-a-talent-development-programme.png) ## Develop a talent development programme Hiring graduates straight from university might seem like a big challenge. They typically have no real world experience and need to be taught the basics before they can offer a meaningful contribution. But this could put you one step ahead of the competition as you won’t be waiting for them to look for the first stepping stone in their career. Research shows that young people are increasingly choosing stability and security over the lure of “hustle culture”. They aren’t interested in multiple side jobs and job hopping their way to new opportunities. They simply want to feel safe and valued in a place where they can grow and develop. ## Final thoughts on IT recruitment during a skills shortage Hiring during a skills shortage might require you to turn old ways of thinking on their head and approach the challenge in a whole new way. This can be a positive move and may set you up for improving your hiring practices and [employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/) strategies. The important thing to remember is that your competitors are in the same boat. They’re facing the same challenges, so it’s vital to carve your own path instead of following the trends. It might feel like there is safety in numbers, but this won’t allow you to take your place in the sector and truly stand out. Instead, forge your own path with confidence. Facing a skills shortage? Let CMD Recruitment help you build hiring processes that work. [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) or browse our candidate network today. **Highlights** - Skill gaps in the UK IT sector are growing due to training deficits and external pressures. - Strong candidate experience is now a differentiator. - Training and development help both retention and recruitment. - Junior and graduate hiring programmes can build your future talent pool. - Company culture, transparency, and flexibility are competitive advantages. **FAQs** What non-salary benefits help retain IT staff?Flexibility, clear paths for growth, positive workplace culture, and respect in communication are often more meaningful than simply higher pay. How can hiring junior and graduate roles ease skill shortages?By investing in training early, you build your internal pool and reduce dependence on scarce senior talent; also improves loyalty and retention when people are developed from within. Is improving the hiring process worth the investment?Yes. A smoother, more respectful process not only attracts more candidates, but also reduces drop-outs, improves employer reputation, and saves costs over time. **Categories:** Advice --- ### [How to Hire a Skilled HR Manager](https://cmdrecruitment.com/how-to-hire-a-skilled-hr-manager) **Published:** January 11, 2025 **Author:** paul **Content:** **Key Takeaways** Hiring a strong HR manager requires clarity, balance, and a forward-looking mindset—defining needs, assessing both technical and soft skills, culture fit, and openness to innovation are essential. - Define your organisation’s size, industry, challenges, and core responsibilities clearly. - Write a detailed job description including qualifications and what sets your company apart. - Evaluate both hard/technical experience and soft skills like empathy, communication, and conflict resolution. - Prioritise candidates who align with your culture and values; involve the team in decision-making. - Use behavioural questions, reference checks, and assessment tests to validate fit and judgement. - Seek HR managers who are willing to embrace AI and automation as part of modern HR practice. In the ever-evolving landscape of business, the role of Human Resources (HR) has become increasingly important for success. A good HR manager can be the glue that holds an organisation together, fostering a positive work culture, managing talent, and ensuring compliance with labour laws. Hiring the right HR manager is a strategic investment in the success and growth of your company. As a smaller company, you might outsource your HR requirements to an agency or even automate it using an app. Hiring a HR manager is a move towards growth and expansion, so it should be viewed in a positive light. In this guide, we will explore the steps you will need to take to hire a skilled HR manager. ## Define your needs Before embarking on the hiring process, it’s essential to clearly define your organisation’s needs and expectations. Consider the size of your company, the industry you operate in, and any specific challenges you face. Outline the key responsibilities and competencies required for the HR manager role, such as employee relations, talent acquisition, performance management, and legal compliance. StepWhat to Focus OnDefine your needsClarify your company’s size, industry, and challenges to set expectations for the HR role.Write a detailed job descriptionClearly outline responsibilities, qualifications, and what makes your company appealing.Look for relevant experiencePrioritise candidates with proven HR experience and consider related degrees.Consider soft skillsEvaluate communication, empathy, and conflict resolution through situational questions.Cultural fitEnsure alignment with company values; involve your team in the decision-making process.Behavioural questionsUse past experiences to assess problem-solving, initiative, and leadership skills.Reference checksSpeak to past employers to verify experience, ethics, and interpersonal strengths.Assessment testsUse scenario-based tests or role plays to evaluate HR capabilities and judgment.Look for innovationChoose candidates who embrace AI and automation as part of modern HR practices.![Write a detailed job description ](https://cmdrecruitment.com/wp-content/uploads/2023/12/Write-a-detailed-job-description-.png) ## Write a detailed job description A well-crafted job description is the first step in attracting qualified candidates. Clearly outline the responsibilities, qualifications, and skills required for the HR manager position. It’s a common misconception that a broad job description will attract more interest, but candidates typically prefer if the role is clearly defined. Emphasise the [company culture](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/), values, and any unique aspects that make your organisation an appealing workplace. Be transparent about the expectations and growth opportunities within the role. ## Look for relevant experience When reviewing CVs, prioritise candidates with a proven track record in HR management. Look for candidates with relevant experience in areas such as employee relations, talent development, and compliance. You don’t have to hire a [Human Resources](https://cmdrecruitment.com/career-in-human-resources-for-2022/) graduate, you could also look for candidates with a degree in economics, business management, psychology, finance or HR. **Clarity & Structure** Well-defined roles and clear descriptions attract better candidates and set expectations from the start. **Balanced Evaluation** Combining technical expertise, soft skills, cultural fit, and readiness for innovation gives you an HR manager who performs well and grows with your team. ![Consider the soft skill](https://cmdrecruitment.com/wp-content/uploads/2023/12/Consider-the-soft-skill-.png) ## Consider the soft skill Technical skills are important, but soft skills are equally crucial for success in HR. Look for candidates with excellent communication, interpersonal, and conflict resolution skills. A skilled HR manager should be approachable, empathetic, and capable of building positive relationships across all levels of the organisation. During the interview process, asking situational interview questions will help you to determine if the candidates have the soft skills required to succeed in the role. Situational questions ask the candidate to share how they believe they should respond in situations based on their training and experience. ## Consider the cultural fit Consider the cultural dynamics of your organisation and seek a candidate whose values align with those of your company. A good cultural fit ensures that the HR manager can effectively integrate into the organisation, understand its unique challenges, and contribute to a positive work environment. Cultural fit is usually assessed during the job interview, or during a meeting with members of the wider team. Asking for input for members of the existing team will often help to determine the final choice. Your team will be working closely with the HR manager, so it makes sense that they have a say in the selection. ![Make use of behavioural questions](https://cmdrecruitment.com/wp-content/uploads/2023/12/Make-use-of-behavioural-questions.png) ## Make use of behavioural questions In the interview process, use behavioural questions to assess how candidates have handled situations in the past. This approach provides insights into their [problem-solving abilities](https://cmdrecruitment.com/common-problem-solving-interview-questions/), decision-making processes, and interpersonal skills. Ask candidates to share specific examples of how they have managed conflicts, implemented successful HR initiatives, or contributed to positive organisational change. ## Ask for references Don’t underestimate the importance of [reference checks](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/). Contact previous employers, colleagues, or direct reports to gain a deeper understanding of the candidate’s performance, work ethic, and interpersonal skills. This step helps validate the information provided during the interview process. This step is often completed during the final stages of the decision making process. You might also complete assessment tests to determine if the candidate really has the skills required for the role. Assessment tests or role playing can be very useful in the hiring process. These tests can evaluate a candidate’s problem-solving abilities, decision-making skills, and knowledge of HR best practices. ## Closing thoughts Hiring a skilled HR manager requires a thoughtful and strategic approach. By clearly defining your needs, crafting an appealing job description, assessing both technical and soft skills, and ensuring a cultural fit, you increase the likelihood of finding the right candidate. Remember that an effective HR manager not only manages [human resources](https://cmdrecruitment.com/prepare-for-new-career-in-human-resources/) but becomes a catalyst for positive change and growth within your organisation. They need to be proactive in their approach to their role and have their finger firmly on the pulse of new developments in the sector. While many HR managers might fear AI and automation, this is clearly the future, so look for candidates that are willing to embrace the benefits that it can offer. Ready to find your next transformative HR leader? [Post your HR job or connect with top candidates here](https://cmdrecruitment.com/disciplines/hr/). **Highlights** - Clear needs and responsibilities guide better hiring. - Soft skills are as crucial as technical experience. - Cultural fit reduces friction post-hire. - Behavioural and assessment-based selection improves reliability. - Innovation mindset (AI/automation) can differentiate candidates. **FAQs** What soft skills are most important for an HR manager?Communication, empathy, conflict resolution, leadership and adaptability are key. A manager who can build trust and handle interpersonal situations well is invaluable. Should I enforce specific HR experience or look for transferable skills?Prioritise proven HR experience, but don’t discount candidates with related degrees or transferable skills—they may bring new perspectives and grow quickly. How can I gauge cultural fit during the hiring process?Use involvement from existing team members, ask situational or behavioural questions, and observe values alignment during interviews and reference checks. **Categories:** Advice --- ### [5 Mistakes South West Employers Make When Hiring IT Professionals](https://cmdrecruitment.com/5-mistakes-employers-make-when-hiring-it-professionals) **Published:** February 7, 2025 **Author:** paul **Content:** **Key Takeaways** Hiring IT professionals in the South West comes with challenges, especially amid skills shortages. Avoiding common mistakes can improve results and reduce wasted time and cost. - Don’t hold back on using automation—IT firms are well-placed to manage risks. - Pre-interview skills testing provides more reliable insights than interviews alone. - Soft skills are just as important as technical knowledge for effective teams. - Clear job definitions attract stronger candidates and deter poor fits. - Looking to the future and keeping all candidates engaged boosts reputation and pipeline. Recruiting for a new IT role in the South West? There are some common mistakes that you could be making that are slowing down your search, or limiting your results. Addressing a skills shortage in the [IT sector](https://cmdrecruitment.com/disciplines/it/) is a common theme for many firms based in the South West and further afield, and these conditions may be aggravated by these common mistakes. If you’re ready to upgrade your recruitment systems and processes in 2025 and beyond, consider the following mistakes you could be making without even realising it. ## Not making the most of automation You’d think that most IT companies would be ahead of the curve when it comes to AI and automation within the recruitment sector, but many are reluctant to proceed. This isn’t down to a lack of understanding, but rather because IT sector companies have a better understanding of AI and automation. Fears around how it should be implemented and how it will be managed can hold back some organisations from making the most of the opportunities available. You might see other sectors wandering into AI and automation blindly and fear for the potential pitfalls that lie ahead. But with advanced knowledge of how these systems work, IT firms are far better placed to manage the potential risks. ![Not using comprehensive assessment](https://cmdrecruitment.com/wp-content/uploads/2025/02/Not-using-comprehensive-assessment.png) ## Not using comprehensive assessment During the [interview process](https://cmdrecruitment.com/structured-interview-process/) you might spend a lot of time grilling candidates on their knowledge and skills. But why grill when you can just implement testing? Pre-interview assessment is a simple way to assess if candidates have the skills you need or if they have the aptitude to develop them. By failing to implement this simple step in the interview process, you could be missing out on a wealth of information and making hiring decisions without the knowledge that you need. ## Ignoring the soft skills The term [hard skills and soft skills](https://cmdrecruitment.com/mastering-the-art-of-hard-vs-soft-skills/) is derived from the United States Army. Hard skills related to aptitude with machinery and tools, while soft skills covered everything else. This terminology persists today, but it is perhaps unhelpful in the hiring context. When we talk about hard skills and soft skills, the latter are often downplayed and ignored in favour of the former. Ignoring the soft skills of candidates could mean that you aren’t building effective teams and dynamic teams. By focussing on hard skills, you could be neglecting the aptitudes that not only make workers effective, but also make them valuable to your company. MistakeImpactNot using automationFear of pitfalls stops firms gaining efficiency in hiring.Skipping skills assessmentsRelies on interviews alone, risking weak or unsuitable hires.Ignoring soft skillsOveremphasis on hard skills leads to less effective teams.Vague job descriptionsConfuses applicants and deters strong candidates.Short-term focusMisses growth potential and limits future readiness.Neglecting unsuccessful candidatesDamages reputation and future candidate engagement.![Not clearly defining the role](https://cmdrecruitment.com/wp-content/uploads/2025/02/Not-clearly-defining-the-role.png) ## Not clearly defining the role When expanding your teams, it’s tempting to keep things broad and loose to help cast a wider net, but this can be counter to your goals. By not offering a clearly defined job description, candidates might be unsure about the opportunity and if they meet the requirements. Rather than expanding your scope by making the opportunity appear more attractive to those with a wide range of skills, you could have the opposite impact. The good candidates will be turned away, and only those that are bulk applying for everything will show an interest. ## Not looking to the future It’s tempting to only hire for the skills you currently need, but this could be a short-sighted approach that leaves you with nowhere to go in the future. Alongside the skills you need now, look for candidates with an appetite to learn new skills. This will enable you to meet future demands with ease, and these employees might even be the ones telling you where you need to place your focus. **Future-Proof Hiring** Recruiting only for today’s needs is short-sighted. Hire candidates eager to learn, and you’ll be ready for tomorrow’s IT challenges. **Candidate Experience Matters** How you treat unsuccessful applicants impacts your reputation. A thoughtful process builds goodwill and keeps talent engaged. ![Only focussing on successful candidates](https://cmdrecruitment.com/wp-content/uploads/2025/02/Only-focussing-on-successful-candidates.png) ## Only focussing on successful candidates It’s easily done. You move candidates through the hiring process and are only concerned with those that are successful and a good fit for your company. Failing to offer feedback to candidates or even acknowledge that you won’t be taking their application any further risks damaging your company’s reputation. The IT sector is smaller than you might think, and candidates will talk. While you might not think a candidate is a good fit now, they might be a few years down the line. However, you’ll struggle to capture their attention if their only knowledge of your organisation is that you ghosted them during the [IT recruitment](https://cmdrecruitment.com/navigating-an-it-talent-shortage/) process. In short, it’s vital to keep candidates engaged throughout the process and have a system in place for keeping them informed. Ready to avoid common hiring pitfalls and attract the best talent? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today and let us connect you with the right talent. **Highlights** - Automation adoption remains underused in IT hiring - Skills assessments reveal more than tough interviews - Soft skills shape team dynamics and success - Vague job descriptions drive away quality candidates - Future-focused hiring ensures long-term adaptability - Candidate engagement protects employer reputation **FAQs** Why do IT employers hesitate to use automation in hiring?Many understand the risks of AI better than other sectors, which makes them cautious. But with this knowledge, IT firms are well-placed to implement automation responsibly. How can soft skills improve IT teams?Communication, adaptability, and teamwork help IT professionals work effectively in dynamic environments. Overlooking them can lead to less cohesive teams. Why is candidate feedback important even for rejections?Providing feedback or acknowledgement preserves your employer brand. Candidates who feel respected may reapply in the future or recommend your organisation. **Categories:** Advice --- ### [The Future of IT Recruitment in the South West: Trends to Watch](https://cmdrecruitment.com/it-recruitment-trends-south-west) **Published:** February 21, 2025 **Author:** paul **Content:** **Key Takeaways** The IT recruitment scene in the South West is evolving with automation, hybrid work, skills assessments, and geographic shifts—demanding adaptability from both employers and candidates. - Automation and AI are streamlining screening and decision processes. - Candidates are increasingly open to roles outside London, helping regional firms widen their search. - Remote and hybrid working are now expected rather than rare perks. - Skills assessments are gaining ground over purely qualification-based hiring. - Employers must balance efficiency gains with fairness and human oversight. Not sure what the future holds for IT recruitment? While this sector might be at the forefront of advancements, it is still at the mercy of wider trends and the economy. It’s a tough scene for job seekers at the moment, and employers are also facing their own challenges. Uncertainty in the global economy makes companies reluctant to make big moves. And at a local level, upcoming changes to the tax burden on employers will also influence hiring decisions. With this in mind, we’re looking at some of the dominant trends within IT recruitment, looking specifically at the South West of England, where demand for these roles is on the rise. Candidates thinking about making a career move might also be thinking about a change of location. ![Increase in automation](https://cmdrecruitment.com/wp-content/uploads/2025/02/Increase-in-automation.png) ## Increase in automation At the top of the list is naturally going to be an increase in automation, fueled by the integration of AI technology into all corners of life. AI technology promises to speed up recruitment and streamline the process of decision making. This technology can help you to quickly accept or reject applications based on specific criteria, but it’s worth casting an eye over the reject pile to make sure nothing has been rejected incorrectly. There are fears that the use of AI automation in recruitment could lead to accusations of bias, so it’s essential to have human oversight to ensure you aren’t sleepwalking into legal trouble. ## Search heading outside of the capital London is losing its shine as the only place to be for IT roles. Rising costs of living in the capital are sending candidates further afield in search of work. Many left the capital during the pandemic and are reluctant to return. This means that companies in the South West of England have an opportunity to widen their search for candidates. Investment in areas outside of London is increasing, as the current government is attempting to create hubs of activity outside of London. To make the most of this trend, companies should think about who they are trying to reach and why. If there is a [skills shortage in your sector](https://cmdrecruitment.com/navigating-an-it-talent-shortage/), are there ways you can widen your search and capitalise on the shift in focus from London to elsewhere in the UK. TrendImplicationAutomation & AIFaster screening, but must review rejections to avoid bias.Widening Geographic SearchRoles outside London are more viable; regional talent pools gaining value.Remote & Hybrid WorkingEmployees now expect flexibility; rigid in-office mandates may lose candidates.Skills Assessment Over QualificationsTesting practical skills or aptitude is becoming more reliable than credentials alone.Balancing Efficiency and FairnessAutomation is useful, but human oversight is critical to ensure equitable hiring.![Demand for remote and hybrid working](https://cmdrecruitment.com/wp-content/uploads/2025/02/Demand-for-remote-and-hybrid-working.png) ## Demand for remote and hybrid working Another seismic change to working trends precipitated by the pandemic is the move towards [remote and hybrid roles](https://cmdrecruitment.com/remote-vs-office-based-it-jobs/). This is popular with many companies, as it allows them to downsize or remove the need for an office entirely. Remote workers are typically happier and more content, and they also work more efficiently when they are in a place that allows them to focus. That said, some employers will miss the office environment and would prefer a hybrid arrangement. Companies that are demanding workers get back to the office are facing pushback from their employees and accusations of micro-managing. To attract the best IT talent in the South West, it’s essential to be able to stay on top of these trends and offer working arrangements that are in line with employees’ expectations. **Expanded Candidate Pool** Firms can reach talent beyond traditional geographic boundaries—remote work and regional hubs are growing in importance. **New Selection Standards** Skills assessments and AI-assisted tools are transforming how candidates are evaluated—qualifications are now one part of the picture. ![Skills assessment hiring](https://cmdrecruitment.com/wp-content/uploads/2025/02/Skills-assessment-hiring.png) ## Skills assessment hiring Another key trend to look out for in 2025 and beyond is the role of skills assessment. Employers are no longer just focusing on qualifications and [training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/). The use of skills assessments during the selection process will allow them to assess what skills the candidate currently has, and their aptitude and willingness to acquire new ones. This approach gives hiring managers the confidence that their new hires have the right skills for the role. The interview can then focus on the so-called soft skills, such as leadership and [communication](https://cmdrecruitment.com/communication-interview-questions-and-answers/). This is a highly effective approach that can ensure skills gaps are quickly addressed with new hires that either have the skills already, or have the aptitude to attain them. ## Final thoughts on IT recruitment trends As we head into 2025, expect to see the widespread use of AI automation and technology in the recruitment process. It’s vital to monitor this rollout to avoid any mishaps along the way. We’re also seeing changes in the location of job seekers, and by embracing remote and hybrid working, it’s possible to expand your search to a much larger area, which could help to fill skills gaps faster. Are you an IT professional exploring new opportunities, or an employer looking to stay ahead of hiring trends? [Browse our current roles](https://cmdrecruitment.com/jobs/) or [submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment today. **Highlights** - AI and automation transforming hiring workflows - London losing its monopoly on IT roles - Remote/hybrid now baseline expectations - Skills assessments are becoming standard part of selection - Geographic flexibility helps address skills shortages **FAQs** How will automation affect candidate screening?Automation speeds up early-stage filtering, but human review remains essential to avoid rejecting strong candidates unfairly. Why are skills assessments becoming more common?Employers want proof of ability, not just qualifications—assessments show both current competence and capacity to learn. What does the shift away from London mean for local candidates?More opportunities locally, less pressure to relocate—especially if hybrid/remote roles are offered and companies are willing to widen their search. **Categories:** Advice --- ### [The Rise of FinTech & Cybersecurity Jobs](https://cmdrecruitment.com/the-rise-of-fintech-cybersecurity-jobs) **Published:** February 25, 2025 **Author:** paul **Content:** **Key Takeaways** FinTech and cybersecurity are experiencing strong growth. If you’re in IT or tech, now is an ideal time to upskill, transition, or explore new roles in these dynamic sectors. - FinTech is reshaping banking—more digital-first services demand increased security. - Cybersecurity hiring remains strong even where other IT roles face uncertainty. - Many skills from general IT are transferable—problem solving, data analysis, attention to detail. - Soft skills, adaptability, and a willingness to learn are highly valued. - Exploring internal shifts or external training can help you move into these roles. If you’re looking for a change of career and aren’t sure where your IT skills could be put to good use, it might be worth looking at emerging sectors rather than staying put. Automation and AI is on track to streamline IT roles in 2025 and beyond, and this could mean fewer opportunities available. This is why it might just be the perfect time to start looking for a role in an area that is in-demand now and likely to be even more prevalent in the future. We are referring to the rise of FinTech and cybersecurity roles around the UK. These two sectors are thriving and showing signs of significant growth. If you want to stay ahead of the curve and be part of a pioneering sector, now is the time to start retraining, upskilling and addressing these [skills gaps](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/). ![](https://cmdrecruitment.com/wp-content/uploads/2025/02/Demand-for-FinTech-and-Cybersecurity-professionals.png) ## Demand for FinTech and Cybersecurity professionals You might see news of mass layoffs affecting IT professionals, but this seemingly hasn’t impacted FinTech and cybersecurity hiring. Specifically, cybersecurity for the FinTech sector is a booming industry. FinTech, or [financial](https://cmdrecruitment.com/disciplines/finance-recruitment-south-west/) technology, is changing the face of modern banking. It isn’t just cryptocurrency that is driving this shift. Consumers are moving away from traditional high street banks and choosing digital-first options. These often offer improved rates and greater flexibility in how they bank, often allowing customers to do everything they need to do from within an app. This naturally raises concerns about security. One thing that financial technology companies offer as a benefit over traditional banking is an increase in security provisions. Hackers and scammers are only getting more sophisticated, and so protective measures must be stepped up in response. This is driving the increase in demand for FinTech and cybersecurity professionals. Thankfully, you don’t have to have extensive experience in this sector to succeed. Many of the skills employers are looking for are easily transferred from other [IT sectors](https://cmdrecruitment.com/disciplines/it/), provided the candidate is willing to learn and adapt. TopicKey PointSector GrowthFinTech & cybersecurity are growing even where general IT roles slow down.Skill TransferIT skills like critical thinking, data work, and tech knowledge translate well to these sectors.Soft SkillsCommunication, collaboration, and adaptability matter just as much as technical skills.PathwaysOptions include internal moves, employer training, or new roles outside your current organisation.Learning FocusUnderstanding FinTech concepts, security basics, and emerging tech like AI or blockchain adds value.![How can IT professionals make the switch?](https://cmdrecruitment.com/wp-content/uploads/2025/02/How-can-IT-professionals-make-the-switch.png) ## How can IT professionals make the switch? If you’re interested in moving into a cybersecurity role within the FinTech sector, the first thing to do would be to explore if this is a role within your current organisation. A horizontal move into another part of the company would be an astute step for anyone with the skills and experience. Employers often prefer this method of recruitment, as it means that they can hire people with knowledge of their systems. Another approach would be to explore on-the-job [training opportunities](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/). It might not be something that your employer offers now, but they might be expanding into this sector in the future. Being proactive will put you in the best possible position to make the most of future opportunities. You might even help to shape their approach. And finally, you could explore new roles with other organisations that are already actively hiring. This is a popular choice for those that might feel they have reached the end of the road with their current workplace. If you are concerned your role could be soon made redundant, you can get ahead of the curve and start your search for a cybersecurity role or FinTech role. **Thriving Sectors** FinTech’s rise alongside increasing cybersecurity threats creates strong and sustained demand for professionals in both areas. **Your Next Move** Upskilling, exploring internal roles, or shifting to organisations already active in FinTech/cybersecurity can set you ahead. ![What skills will you need?](https://cmdrecruitment.com/wp-content/uploads/2025/02/What-skills-will-you-need.png) ## What skills will you need? If you currently work in IT, it’s likely that you already have the skills you need to work in cybersecurity or FinTech. All you will lack is the knowledge of how your skills apply to these roles. If you are planning a move from another sector entirely, you might want to think about a short training course to see if you have the aptitude for this type of environment. In general, employers are looking for: - Problem solving and critical thinking - Data analysis - Attention to detail - Risk management - Knowledge of programming languages - [Soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/) like communication and collaboration - A passion for learning - General knowledge of concepts like financial technology or cybersecurity - Adaptability to change Knowledge of concepts such as blockchain, AI and machine learning will help you to demonstrate that you have a passion for working in this particular sector. There will be considerable investment in AI technology over the coming years, with one estimate stating that job postings requiring digital skills have doubled from 2.4 million in 2012 to 4.9 million in 2022. Interested in FinTech or cybersecurity roles? [Browse our current vacancies](https://cmdrecruitment.com/jobs/) or [get in touch](https://cmdrecruitment.com/contact/) with CMD Recruitment to explore how your skills can make the switch. **Highlights** - FinTech & cybersecurity demand is rising. - Skills from other IT disciplines carry weight. - Soft skills and adaptability are key differentiators. - On-the-job training can unlock new roles. - Focus on continuous learning to stay ahead. **FAQs** Can I move into FinTech or cybersecurity without prior experience?Yes. Many skills from general IT roles—analytics, problem solving, attention to detail—are valued. Employers often look for willingness to learn and adaptability. What skills should I prioritise gaining first?Focus on technical fundamentals (programming basics, risk management), soft skills (communication, teamwork), and understanding FinTech/cybersecurity domain knowledge. How can I find roles that are already hiring in these sectors?Look for job postings labelled FinTech or cybersecurity, check your current organisation for internal opportunities, and engage with training or mentorship programmes. **Categories:** Advice --- ### [Leveraging AI in Recruitment: Balancing Efficiency with Human Touch](https://cmdrecruitment.com/leveraging-ai-in-recruitment) **Published:** March 12, 2025 **Author:** paul **Content:** **Key Takeaways** AI offers real efficiency gains in recruitment—but must always be balanced with human oversight to preserve fairness, candidate experience, and decision quality. - AI can support writing job ads, screening, scheduling, and communication—but shouldn’t replace recruiters entirely. - It boosts efficiency, candidate satisfaction, and allows focus on strategic human interaction. - Risks include bias from incomplete training data and unintended exclusion of qualified candidates. - Human oversight and transparency are essential—especially in screening and feedback stages. - Maintain a candidate-centric process—use AI to augment, not replace, the human touch. With any new technology that promises to increase efficiency and cut costs, there is the temptation to dive in head first and worry about the consequences later. This temptation should be curbed with AI, as there is still so much we don’t understand, and there are also obvious limitations to consider. The use of AI in recruitment is increasing, but it’s not yet taking the role of [HR professionals](https://cmdrecruitment.com/what-is-human-resources/). Instead of thinking of it as a tool to replace human roles, it’s far better to think of it as a tool that will help to increase efficiency and allow hiring managers to make smarter choices. If you’re thinking about leveraging AI within your recruitment plans, we’re sharing our top tips to help make this happen while still retaining the human touch. ## AI in recruitment: an overview Artificial intelligence is working its way into every corner of our lives. In a recruitment context, it is commonly being used to streamline and speed up the process. It might be used to create job descriptions, screen applicants, design proficiency tests, schedule interviews and even make hiring decisions. This is certainly an exciting time for recruiters, as it offers the possibility of shifting focus from time-consuming administrative tasks and focusing on the human connection side of the role. From a regulatory standpoint, there are considerations to keep in mind. For example, there is the fear that allowing AI to take over certain aspects of recruitment could lead to bias within the recruitment process. AspectKey InsightAI PotentialAutomates admin tasks like ad writing, screening, scheduling, freeing up time for strategic tasks.Efficiency GainsSpeeds up hiring, improves candidate experience, and enhances decision-making.AI RisksBiases from training data can harm fairness and may exclude qualified candidates.Human OversightRecruiters must monitor outputs—especially rejections—and maintain final control.Candidate FocusAutomation can help—but empathy, feedback, and human communication are irreplaceable.![The benefits of AI in recruitment](https://cmdrecruitment.com/wp-content/uploads/2025/03/The-benefits-of-AI-in-recruitment.png) ## The benefits of AI in recruitment AI promises to streamline processes that would have once consumed a lot of time for recruiters. By removing the need to complete tasks that are a drain on resources, recruiters and HR professionals can focus on more pressing tasks, such as improving [employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/). Alongside greater efficiency, it’s also possible to make hiring decisions faster and smarter with the help of AI. It can summarise [CVs](https://cmdrecruitment.com/what-should-i-include-in-my-cv/), schedule interviews and manage communication with candidates. These steps can all help to improve the candidate experience, which will help to attract more qualified candidates to the company. And finally, it can also help hiring managers to make smarter decisions. As humans, we are largely controlled by our biases and experiences, and will therefore look to hire candidates that are most similar to ourselves. By bringing AI into the recruitment process, it’s possible to make data-driven hiring decisions. ## The downsides of AI recruitment As mentioned above, AI needs to be managed with some level of caution. It’s essential for hiring managers to remain in control of the process to ensure no quality candidates are excluded for no reason. There is the potential for bad publicity if AI is seen to make incorrect hiring decisions. Another issue with AI in recruitment is the potential for the large language model (LLM) to be trained on incomplete or biased data. When this happens, it will inevitably make decisions based on these biases, which could leave a company open to criticism and even subject to accusations of discrimination. So, while we’re happy to see the rise of AI in the recruitment field, it’s essential that this is introduced in a way that remains under the control of HR professionals. This approach will also ensure that recruitment processes manage to maintain a human touch. **Efficiency + Insight** AI can streamline admin-heavy tasks, letting recruiters focus on building relationships and making thoughtful hiring decisions. **Human Control Required** To avoid bias and preserve quality, every AI decision—especially candidate screening—needs human supervision and review. ![How to balance efficiency with the human touch](https://cmdrecruitment.com/wp-content/uploads/2025/03/How-to-balance-efficiency-with-the-human-touch.png) ## How to balance efficiency with the human touch Rather than allowing AI to take over your HR department, it’s vital to retain a sense of the human touch within your recruitment practices. This will help to improve the candidate experience by ensuring they feel a connection with someone, and not just like they are going through an automated experience. To achieve this, it’s essential to have oversight of how the AI is working. Those implementing AI in the workplace need to understand what it is doing and how they can check the process. For example, if the AI tool is being used to select candidates for an interview, they need to be able to check which candidates are being rejected. If they spot highly qualified candidates being rejected while less qualified candidates are making it through, this should prompt a review of the system. Some processes, like giving [feedback after an interview](https://cmdrecruitment.com/ask-feedback-interview/), should really be left to a human. Although you might have tools such as AI dictation and summaries at work during interviews, this is no replacement for human insight. Even candidates that have been unsuccessful need to be treated well throughout the interview process to ensure your company reputation remains unblemished within your sector. ## Final thoughts on AI in recruitment There’s no denying that AI is here to stay, but how you put it to work in your organisation will depend on your hiring objectives and long-term goals. What is important is that you don’t lose sight of the human side of recruitment, as this could lead to sterile communications and poor decision making that is driven by bias and a desire to cut corners. Interested in hiring with confidence—combining AI efficiency with expert human touch? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today, and let us guide you in balanced, effective hiring. **Highlights** - AI improves recruitment efficiency but needs human guidance. - Saves time on repetitive tasks—focus shifts to experience and strategy. - Potential bias from AI requires careful oversight. - Candidate experience must remain human-centred and empathetic. - Best outcomes blend automation with genuine human interaction. **FAQs** What can AI be used for in recruitment?AI can assist with job-ad creation, CV screening, tests, scheduling interviews, and managing candidate communication. What are the risks of using AI in hiring?AI may perpetuate bias or exclude quality candidates due to flawed training data—requiring human review and transparency. How can recruiters maintain balance?Use AI for efficiency but ensure recruiters oversee decisions, performers keep the emotional connection, and all candidates are treated respectfully. **Categories:** Advice --- ### [Supporting Career Returners: Tapping into an Overlooked Talent Pool](https://cmdrecruitment.com/supporting-career-returners) **Published:** March 19, 2025 **Author:** paul **Content:** **Key Takeaways** Career returners—whether returning after illness, family care, or extended breaks—offer valuable experience, adaptability, and soft skills that can enrich and stabilise your workforce. - Returners are often unfairly overlooked due to gaps in their CV—despite having strong, transferable experience. - Soft skills like multitasking, communication, and project management are frequently enhanced during career breaks. - To attract returners, explicitly encourage applications from people with career gaps. - Look beyond technical currency—many skills can be quickly updated if the candidate has a solid foundations. - Engage with current returners to understand what support works best and where improvements can be made. If you want to bolster your workforce and remain competitive, you need to keep the wheels of the recruitment engine turning at all times. This can be challenging, particularly when you have other HR tasks to think about. One of the best ways you can stay ahead of the competition is to get creative about the candidates you consider. Many companies are on the lookout for graduate talent first. These candidates are eager to learn and open to adapting to the role, making them highly versatile and adaptive. Another popular candidate is the early-career manager. They might be new to management and looking for a new challenge. They bring a wealth of experience and enthusiasm to the role. An often overlooked sector of the workforce is those returning to work. This could be due to long-term illness, raising a child, or a career break to care for a family member or loved one. With the right support, they can bring a wealth of experience and real-world perspective that is often lacking in workplaces with a younger demographic. If you’re looking for a way to increase [diversity](https://cmdrecruitment.com/what-is-diversity-equity-and-inclusion/) and expand your workforce, consider the following ways you can support career returners back into the workplace. **Unlock Hidden Experience** Career returners often hold real-world experience and resilience that can strengthen your team—yet are missed if CV gaps are weighed too heavily. **Inclusive Hiring = Strength** Simple steps—like inclusive language and mentorship support—help returners thrive and contribute significantly to workplace diversity and capability. ![What challenges do career returners face?](https://cmdrecruitment.com/wp-content/uploads/2025/03/What-challenges-do-career-returners-face.png) ## What challenges do career returners face? There are many reasons that career returners might feel that their applications are overlooked by employers. There is a misconception that they will be “out of practice” having not been in the workplace for so long. Those who have taken a career break to raise their children, for example, might be told that their skills are no longer relevant, but this simply isn’t the case. For some, a [gap in their CV](https://cmdrecruitment.com/addressing-cv-red-flags/) is enough for their application to be ignored or rejected by AI. This is unfortunate, as it essentially makes their experience before the gap irrelevant. Others might try to tell white lies on their CV to get a foot in the door, hoping that they can have a chance to explain once they are in an interview. However, this can backfire if the employer views this as a dishonest act. Finally, there is often a shortsightedness among hiring managers that prevents them from seeing the candidate as a whole. Some may struggle to see past the career gap and really look at the experience on offer. It’s easy to forget that many of the soft skills that recruiters are looking for are inherent and not likely to diminish with time. TopicKey InsightCareer GapsReturners may be overlooked due to gaps, despite possessing strong skills and experience.Soft SkillsMultitasking, communication, and project management often improve during break periods.Job DescriptionsExplicitly encouraging returners to apply signals inclusivity and attracts diverse candidates.Skills GapsTechnical skill lag is often less critical—returners can be supported to quickly upskill.Internal FeedbackConsult returners on what support helped and where more could be done for future candidates.![How can employers support career returners?](https://cmdrecruitment.com/wp-content/uploads/2025/03/How-can-employers-support-career-returners.png) ## How can employers support career returners? If you want to tap into this often overlooked candidate profile, there are some simple steps you can take to encourage interest from these groups. - Mention it in the job description – If a role would be well-suited to a career returner, don’t be afraid to mention this in the job description. Many people will avoid applying for roles if they don’t feel represented in the candidate profile. By making it clear that you encourage career returners to apply, you take the first step in supporting them. - Be open to candidates with a career gap – There are many reasons someone might have a large gap in their CV, so if you like the look of their experience, invite them in for a further chat. - See the bigger picture – Experience with a new tool or package might seem desirable, but these skills can also be taught very easily. If the candidate has experience with everything that came before, they should have no problem picking up new skills for the role. - Listen to the experience of current workers – If you have already supported career returners back into work, they might have valuable insight to share. Speak to these workers about what you got right, and what you might be able to improve. - Lean into the [soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/) – Career returners might not have been racking up career experience, but they have been building up other kinds of experience. They might not see things like parenting as experience that lends itself well to their job role, but it’s easy to see how this can translate into multi-tasking, [communication](https://cmdrecruitment.com/communication-interview-questions-and-answers/) and project management skills. Be creative in your interpretation of where this experience needs to come from, and you could be well on your way to building a more experienced and resilient workforce. ## Final thoughts on supporting career returners Supporting career returners is not just a kinder and more inclusive form of recruitment; it’s also a great way to bolster your workforce and bring in some real-world experience. Career returners will have different motivations and priorities, so it’s essential to see these differences in your workforce. By taking steps to attract these workers, you can leverage their [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) that might be overlooked by other employers. They can also quickly move into mentorship roles for younger employees who might be struggling to pick up some of the soft skills essential for their role. Want to tap into diverse, experienced talent pools? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today—and let’s bring hidden experience back into your team. **Highlights** - Returners often possess deep experience overlooked due to career gaps. - Valuable soft skills are honed during life experiences outside of work. - Explicit encouragement in job descriptions helps attract returners. - Technical gaps can be bridged more easily than perceived. - Internal returners can offer feedback to improve support systems. **FAQs** Why should employers consider career returners?Returners bring rich life and professional experience, strong soft skills, and a fresh perspective—qualities that can diversify and strengthen your team. How can job descriptions be made more inclusive?Add statements like “returners welcome to apply” to job descriptions—this simple change increases visibility and signals openness to diverse career paths. How can returners be supported once hired?Offer upskilling where needed, mentorship, and check-in points—plus actively seek feedback from returner hires to improve experiences for future candidates. **Categories:** Advice --- ### [Local vs. National: Where Should You Search for Your Next Executive Hire?](https://cmdrecruitment.com/find-your-next-executive-hire) **Published:** April 20, 2025 **Author:** paul **Content:** **Key Takeaways** Choosing between a local or national search for your next executive hire greatly influences timing, cost, and candidate quality—each offering distinct advantages depending on your urgency and budget. - Local searches can speed up hiring, reduce relocation needs, and lower costs. - Local candidates may already be familiar with your organisation—or recommended internally. - National searches expand your talent pool and invite fresh perspectives, albeit with relocation and timeline considerations. - You can start locally and only expand nationally if the local search doesn’t yield ideal candidates. - Working with local agencies gives geographic insight, while national firms offer broader candidate reach. The executive hire is a stressful process. These roles are not just about filling a [skills gap](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/) in an organisation. It’s about finding someone with the vision and drive to keep moving a company forward. There are lots of factors to consider when hiring a new executive, with many of these decisions having a direct impact on the recruitment pool. Some choices will expand your search while others will narrow it. Whether this is the right or wrong thing all depends on what is right for your business at the moment. In this guide, we’re looking at the factors that might influence whether you keep your search local or expand it to a national audience when hiring a new executive member. We’ll look at the pros and cons of each approach and how you can put this insight to work in your organisation. ## Local vs national, what’s the difference? Where you start your search for a next [executive hire](https://cmdrecruitment.com/guide-to-executive-recruitment-uk/) will have a significant impact on the candidates that you attract. A local search would mean limiting your targeting to candidates already resident in your area, or within a reasonable commutable distance. A national search would cast a wider net, and it could mean having conversations with candidates that could include mention of relocation. If you’re looking to move quickly with your hire, it’s generally advised to stick to a local search. This will allow the candidate to get started quickly, without the stress of relocation. But if you have more time and want to make the optimum choice for the organisation, then a national search could serve you well – you might need to factor in a relocation budget to help attract the right candidate. TopicKey PointLocal Search BenefitsFaster hiring, lower costs, minimal relocation complexityLocal Candidate ProsFamiliarity with organisation and recommendations from the networkNational Search AdvantagesWider search area, more diverse candidate optionsDrawbacks of National SearchPotential increased timeline and relocation requirementsHiring StrategyStart local; expand nationally if local search is unsuccessfulAgency ChoiceLocal agencies have area insight; national agencies offer broader candidate networks![Benefits of a local search](https://cmdrecruitment.com/wp-content/uploads/2025/04/Benefits-of-a-local-search.png) ## Benefits of a local search Keeping your targeting local offers a number of key benefits. The candidate might already be familiar with your organisation, or they might already know employees at your organisation from other roles. This increases the chances that you’ll be able to find candidates based on recommendations from existing employees. Another benefit of the local search is that it avoids casting a new too wide. A wide net can be beneficial in some ways, but it can also slow down the recruitment process. And a sluggish recruitment process could leave you with your second or third choice, rather than your first choice. A local search could also be cheaper, since you won’t be paying for candidates to travel to interviews, or factoring in a signing bonus for relocation. ## Benefits of a national search A national search will open more doors and kick start more conversations. It’s also more likely that you’re bringing in someone completely new, which can be refreshing for an executive role. Hiring from this place of increased risk might be daunting, but it can also be hugely rewarding. Another benefit of a national search is that you can take your time with the process and ensure you have the right candidate. Candidates might be considering relocating, so they won’t be taking this decision lightly. This means they are less likely to be using the role as a stepping stone. And finally, there’s nothing that says you have to rule out local candidates when you start a national search. You are getting the best of both worlds when you expand your search field. This can ensure that no stone is left unturned in your search for the ideal candidate. **Speed & Cost Efficiency** Hiring locally can be faster and cheaper—ideal when you need to fill a leadership role quickly without relocation logistics. **Wider Reach & Quality Talent** National searches give access to diverse, high-calibre executives who might be the perfect transformative fit for your organisation. ![Which is right for your organisation?](https://cmdrecruitment.com/wp-content/uploads/2025/04/Which-is-right-for-your-organisation.png) ## Which is right for your organisation? First, you need to determine if you have the resources to hire a national candidate. This means you’ll need to factor in a [relocation](https://cmdrecruitment.com/commuting-vs-relocating/) bonus – and this might be on top of a signing bonus, not instead of it. Next, you need to establish your timeline for finding the right candidate. If you’re in a rush, keep the search local to begin with, and only expand if this search proves to be fruitless. If you have time, consider expanding this to include candidates further afield so you have a wider recruitment pool. ## Local and national recruitment agencies Another key consideration for organisations looking to recruit executive roles is whether you should work with a local or national recruitment agency. There are arguments for and against both. With a local firm, you’ll get expert local knowledge but a smaller candidate pool. They might also be more niche and dedicated to a specific industry that operates in your area. This could also be a disadvantage, as it’s likely that they also serve your competitors. With a national firm, you’ll gain access to a larger network of [candidates](https://cmdrecruitment.com/candidates/), but this risks diluting the focus. Their recruitment professionals might not be familiar with your organisation or your area, which can make initial conversations with candidates less informative, leading to frustration further down the line. Ready to secure your next executive hire? [Submit your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) to CMD Recruitment today and let us help you find leaders who can take your business forward. **Highlights** - Local hiring can be quicker and more cost-effective - Local candidates often have existing ties or recommendations - National hiring brings access to a wider talent pool - National candidates may require relocation incentives - Staggered approach: begin local, expand national if needed - Local agencies offer niche expertise; national agencies offer volume and diversity **FAQs** When should I choose a local search?A local search is ideal when you need to fill the role quickly, minimise relocation hassle, or save on hiring costs. What are the benefits of a national search?A national search expands your candidate pool, offers fresh perspectives, and can lead to a better organisational fit — albeit with more logistics involved. How should I approach agency selection?Use local agencies for industry and geographic expertise; choose national agencies for volume and reach — or work with both to optimise candidate sourcing. **Categories:** Advice --- ### [Why the South West is Becoming a Hotspot for Executive Talent](https://cmdrecruitment.com/south-west-executive-talent) **Published:** April 27, 2025 **Author:** paul **Content:** **Key Takeaways** The South West is emerging as a leading region for executive talent in 2025—benefiting from hybrid roles, strong industries, investment and outstanding quality of life. - Hybrid working makes areas like Bristol, Bath, Exeter and Gloucester attractive alternatives to London. - Growth in FinTech, green energy, manufacturing, logistics, and communications is driving executive demand. - Public sector organisations need executives to lead high-tech transformations outside London. - Excellent universities support a strong graduate pipeline into engineering, AI, FinTech and green energy roles. - Quality of life—for example, access to green space, lower costs and connectivity—draws executives to the region. The world is full of uncertainty at the moment. The threat of inflation and recession is always looming, and recent changes to national insurance payments for employers mean that hiring a new worker is more expensive than ever before. Despite these challenges, there is optimism in the hiring sector in some parts of the UK. The South West has become a hotspot for executive talent, driven by a number of factors that we’ll get into below. While London may have once been the top spot for executives looking for work, it seems that the Covid-19 pandemic may have changed all of that. Companies have shifted focus away from London as the optimum place to set up their operations. And why wouldn’t they? With so many roles now advertised as [hybrid roles](https://cmdrecruitment.com/remote-vs-office-based-it-jobs/) (particularly in the executive field) it makes sense for organisations to look further afield when setting up offices. Let’s look at some of the other reasons that executive talent is flocking to the South West in 2025 and what this means for recruitment in the area. ![Rise of new industries ](https://cmdrecruitment.com/wp-content/uploads/2025/04/Rise-of-new-industries.png) ## Rise of new industries Executive talent is often drawn to growing industries, and this is certainly the case for the organisations in the South West. Places like Bristol, Bath, Exeter and Gloucester are thriving locations for emerging industries, in particular the [FinTech sector](https://cmdrecruitment.com/the-rise-of-fintech-cybersecurity-jobs/). According to a 2023 report, there were 190 FinTech firms in the South West, contributing over £1 billion to the local economy. Executives are drawn to opportunity, and the South West of England certainly delivers in this respect. Alongside FinTech, we’re also seeing a rise in communications, logistics, green energy and manufacturing cropping up in the South West. All of these sectors have high demand for [executive talent](https://cmdrecruitment.com/how-to-attract-executive-talent/), which means the area is bubbling with activity. ## Public sector focus Public sector organisations are adopting new technology at an incredible rate, and this has led to a significant [skills gap](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/) in the current workforce. This drive for new technology in public sector workplaces like HMRC, ONS and the Met Office means that more executives are needed to shape and manage this rollout. These are huge organisations that are responsible for critical functions within the UK economy, so it makes sense that they hire the best of the best to help bring these new technology projects to life. Budget restrictions and a need for large facilities means that they will often be based outside of the capital. This is often a drive to help bolster the economies in towns outside of London. With this in mind, the South West has been well-served by these initiatives, as it has driven growth and investment. TopicKey PointHybrid WorkingEnables relocation of executive roles to the South West, away from London-centric hiring.Industry GrowthFinTech, green energy, manufacturing, communications, and logistics are expanding.Public Sector DemandOrganisations like HMRC and the Met Office seek executives to lead tech rollouts outside London.Graduate PipelineLocal universities bring in future talent across engineering, AI, FinTech, and green energy.Quality of LifeBalanced lifestyles, green spaces, coastal access, and strong connectivity attract executives.![Shift away from London-centric view](https://cmdrecruitment.com/wp-content/uploads/2025/04/Shift-away-from-London-centric-view.png) ## Shift away from London-centric view The cost of living in London means that workers in the capital have to make a decision about whether they want to live centrally and sacrifice a larger portion of the salary for rent or mortgage payments, or live further out of the city and sacrifice their time on the commute. By shifting focus to the South West, companies can avoid putting their employees in this situation. Executives have a choice between metropolitan and well-connected regions like Bristol or Exeter, or they can live more rurally and make the most of the abundant green spaces. Many of the companies thriving in the South West are making positive moves for their employees, as they recognise that employee satisfaction has a huge impact on retention and [productivity](https://cmdrecruitment.com/productivity-vs-pay/). This is all about giving employees a choice to live the life that is most in line with their long-term aspirations. ## Investment and innovation This is a circular argument, because it is the executives driving innovation and investment, but this innovation and investment also drives demand for executive hiring. It’s difficult to say which one came first, but this is really beside the point. What is important is that the South West is currently thriving thanks to a drive in investment that is enabling innovation in these key industries. With the current government keen to bolster the economy and put the UK back on the international stage, it makes sense that any thriving industry will get more attention and support in the coming years. While British manufacturing might not be thriving, sectors like green energy and FinTech are paving the way for growth and development. **Industry & Graduate Growth** The region’s expanding industries and strong graduate output form a powerful combo—making the South West a magnet for executive-level hiring. **Location & Lifestyle Advantage** With hybrid options, lower costs, coastal and countryside living, and solid transport links, the area offers executives unmatched lifestyle benefits. ![Graduate pipeline](https://cmdrecruitment.com/wp-content/uploads/2025/04/Graduate-pipeline.png) ## Graduate pipeline The South West is home to many excellent universities, including Russell Group institutions. This means there is a strong pipeline of new talent entering the workforce in entry-level positions. Hiring graduate talent requires strategy and vision to see how their contribution will evolve as they grow and develop in their roles, and this kind of visionary thinking is often undertaken by executive level employees. From conventional routes such as the University of Exeter, to modern establishments like the Dyson Institute of Engineering and Technology, there are plenty of pathways into high demand roles such as engineering, FinTech, [green energy](https://cmdrecruitment.com/the-rise-of-green-leadership/) and AI. ## Work/life balance There’s no denying that life in the South West offers a healthy work/life balance. When combined with hybrid working arrangements, executives in the South West enjoy increased contact with green spaces, outdoor living and adventure. They are still connected to London by excellent transport links, but they are also within reach of the rest of the UK, Europe and the world. This makes it an attractive spot for UK executives, but also for companies looking to hire international talent. Life in London can be a tough sell for some international executives looking for a better lifestyle. But life in the South West can be both quaint and metropolitan. It offers a little slice of the idyllic life sold through British film and TV. The South West is quite simply a beautiful place to live, with access to rugged coast, rolling countryside and historic cities. It also enjoys more sunshine and less rain than some rival locations such as the North West. ![How can executives make the most of this shift?](https://cmdrecruitment.com/wp-content/uploads/2025/04/How-can-executives-make-the-most-of-this-shift.png) ## How can executives make the most of this shift? Whether already based in the area or looking to relocate, executives can make the most of this increase in demand. There are clearly skills shortages in the sector, which makes it an employee’s market. This means that multiple companies are chasing top talent in the region, so if you fit the profile you can afford to be more selective in the job hunt. The top talent will be fielding multiple job offers, and hiring managers know this, which means there is more room for negotiation. Candidates can also broaden their search, particularly if they are looking at job openings offering [remote](https://cmdrecruitment.com/the-future-of-remote-hiring/) or hybrid arrangements. While this could mean greater competition, so it’s important not to become complacent and assume roles will be easy to come by. It’s also worth remembering that the majority of executive roles are often headhunted rather than advertised, so it’s worth making sure that your LinkedIn is up to date and your job hunting preferences are clearly stated. Being open to conversations with recruiters and hiring managers is a normal part of being at executive level, and companies know that their top talent will always attract the attention of competitors. This is one of the perks of making it to the top levels of an organisation. Ready to explore executive opportunities in the South West? Connect with CMD Recruitment today or browse our [latest vacancies](https://cmdrecruitment.com/jobs/) to take the next step in your career. **Highlights** - Hybrid roles are reducing reliance on London for executive hires - FinTech and green energy are booming in the South West - Public sector digital projects are creating executive leadership roles - Strong graduate talent pipeline from local universities - High quality of life with work–life balance attracts candidates **FAQs** Why are executives drawn to the South West?Executives are attracted by growing industries, strong graduate talent, hybrid work flexibility, and higher quality of life. Which sectors are leading the executive demand?Key sectors include FinTech, green energy, logistics, manufacturing, communications, and digital public sector initiatives. How can executives make the most of this trend?Be visible and open to recruiter conversations, keep your profile updated, and explore hybrid or remote roles to leverage your opportunities. **Categories:** Advice --- ### [KPMG - UK Jobs Report August](https://cmdrecruitment.com/kpmg-uk-jobs-report-august-25) **Published:** September 8, 2025 **Author:** Dan Barfoot **Content:** Staff availability rose sharply in August, the fastest since 2020. Demand for workers and vacancies continued to fall. Pay growth slowed to its weakest in over four years. Click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2025/09/GB_Jobs_ENG_2509_PANEL.pdf) **Categories:** Interviews --- ### [Top Recruitment Trends in 2025: What Employers Need to Know](https://cmdrecruitment.com/top-recruitment-trends-in-2025) **Published:** June 25, 2025 **Author:** paul **Content:** ### Key Takeaways Recruitment in 2025 centres on skills-first hiring, smarter use of AI, and raising the bar on candidate experience. Employers that invest in employer brand, communicate clearly, and use data ethically will attract stronger applicants and retain them longer. - Adopt skills-focused assessments and structured hiring to widen talent pools. - Use AI to speed sourcing and screening while keeping humans accountable. - Prioritise respectful candidate communications and end “ghosting.” - Strengthen employer brand with authentic messaging and proof points. - Offer clear, role-based flexibility and be transparent about pay and progression. If you want to make sure you have access to the best workers in 2025 and beyond, you need to make sure your hiring practices are up to scratch. Keeping up to date with the latest trends will help to ensure you don’t get left behind. Recruitment trends are changing all the time. So if you want your organisation to stand out, then you need to be willing and able to keep up with the times. Not only will this help you to connect with the workers with the highest potential, but it will also maintain your reputation for being an employer to watch. This status can dramatically transform your hiring practices, allowing you to attract prospective employees without any outreach. If you’re ready to level up your hiring practices in 2025, make sure you’re aware of the following recruitment trends… ![Everyone is using AI](https://cmdrecruitment.com/wp-content/uploads/2025/06/Everyone-is-using-AI.png) ## Everyone is using AI When we talk about AI within the recruitment sector, we are often talking about how employers can use it to streamline their efforts and make their HR departments work more efficiently. But when we say that everyone is [using AI](https://cmdrecruitment.com/how-ai-is-changing-recruitment/), we mean everyone. While you might be adopting AI within your HR practices, you also need to remember that employees are adopting AI for their job search. Candidates can quickly churn out highly targeted CVs and [cover letters](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) that are perfectly aligned to a job description. This could lead them to stretch the truth a little, simply because they aren’t checking the output. Accuracy from AI generated content is going to remain a problem for both employers and employees. From an HR perspective, it means that you’ll have to be extra stringent in ensuring that candidates truly do meet the requirements of the job role. This could mean introducing more aptitude testing ahead of interviews or in tandem with interview stages. Testing can help weed out the candidates that have used AI to get a foot in the door with a highly optimised CV or cover letter. ## Ghosting is out Job candidates are naming and shaming employers who engage in less than optimal practices during the recruitment process. Ghosting is perhaps the worst of all of them. This refers to when an employer takes a candidate through the interview process only to go silent when they are waiting for an answer. There are many reasons an employer might ghost a candidate. Perhaps you’ve gone with a different candidate and simply forgot to let the other candidates know. Or maybe the job opening is no longer required, and you’d rather not admit this publicly. All of the possible reasons for ghosting point to a lack of planning and failure to consider the recruitment process as a whole. Candidates deserve to be kept in the loop every step of the way. If you’d be frustrated to offer a candidate a role, only to have them ghost you without explanation, then it isn’t fair to treat candidates the same way. In 2025, employers are doing everything they can to stand out among the competition, and tidying up hiring practices is a great way to achieve this. Showing courtesy to candidates by keeping them informed, even if they have been successful, should be the bare minimum expectation for employers. #### Skills-First, Fairer Hiring Focus on capabilities and structured assessments to widen access, reduce bias, and improve quality of hire across teams and locations. #### Human + AI Advantage Blend automation with recruiter expertise—let tools handle the repetitive work while people build relationships and make informed, ethical decisions. ![DEI didn’t die](https://cmdrecruitment.com/wp-content/uploads/2025/06/DEI-didnt-die.png) ## DEI didn’t die Across the pond, we may have seen [DEI practices](https://cmdrecruitment.com/what-does-dei-mean-in-the-workplace/) targeted and gutted in the name of efficiency, but DEI is alive and well elsewhere in the world. Many companies with links to the US found they had to rebrand their DEI programmes, in order to avoid criticism. However, others have doubled down and made it clear that they’ll be continuing to prioritise diversity, equality and inclusion in the workplace. For many companies, this is an opportunity to move away from the idea that this is something they *have* to do and instead frame it as something they *get* to do, or even want to do. We know that DEI policies help to foster more innovative workplaces. It can also help to increase employee engagement and retention. And companies that prioritise DEI also enjoy improved financial outlooks compared with those that don’t. There’s no denying that DEI is alive and well in 2025 and continuing to correct decades of neglect in hiring practices. ## Your employer brand is everything Your company brand is one thing. But what about your employer brand? How employees see your organisation is vital for 2025 and beyond. This is about so much more than free snacks in the break room. Your employer brand can make or break your recruitment plans, as this will shape opinions of your company before candidates even apply. If you have a strong employer brand, the best candidates will know about you before they even submit their [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) for consideration. If you’re known for being a fair and supportive employer, guess what? You’ll attract the best workers. But if your employer brand casts you in a negative light, you might only attract those who are desperate for work, and willing to overlook the negatives for a pay cheque. A strong employer brand is not only linked to effective recruitment, but it can also help to [boost employee retention](https://cmdrecruitment.com/onboarding-for-employee-retention/), which will drive down recruitment costs over the years. Don’t think you have an employer brand? Think again. Ask for anonymous feedback from your employees and you’ll soon see how your company is viewed. Don’t love what you hear? This is a sign that you need to spend some time reflecting on why you do what you do and what steps you can take to improve conditions for your workers. The good news is that every company has an opportunity to turn their employee brand around with some positive action. ![Data-driven insight](https://cmdrecruitment.com/wp-content/uploads/2025/06/Data-driven-insight.png) ## Data-driven insight Data can help to unlock insight that can transform your business, but only if you know what you’re looking at. Using data-driven insight to make smarter hiring decisions is set to be huge in 2025 and beyond. Many companies already have the data, they just don’t have the means to extract insight from it just yet. But there’s plenty of insight to be found, if you’re willing to go looking for it. Insight could help you to shake up hiring practices and stop making hiring mistakes that lead to high employee turnover. It could also help you to identify opportunities to promote candidates internally. Data could also help you to understand if workers are more productive when [working from home](https://cmdrecruitment.com/the-future-of-working-from-home/), in the office, or in a hybrid working arrangement. Unlocking greater productivity could help to increase staff retention, boost output and increase profitability. TopicKey PointAI in hiringAutomate repeatable tasks for speed and consistency, with recruiter oversight on shortlists and offers.Skills-first approachShift emphasis from credentials to capabilities using work samples and structured assessments.Candidate experienceCommit to timely updates, clear next steps, and constructive feedback to reduce dropouts and reneges.DEI focusSustain structured, fair processes and measurable inclusion outcomes, even as language evolves.Employer brandAlign promises with day-to-day experience across ads, interviews, onboarding, and development.Flexible workProvide role-based hybrid options and clear norms tied to customer and team outcomes.Pay transparencyShare ranges where possible and explain progression pathways to build trust early.Data ethicsBe clear about what data is used and why; apply retention limits and audit automated decisions.## Greater choice in working arrangements The office versus home working debate is raging on, but it doesn’t have to be either/or in your workforce. In 2025 and beyond, you might find that giving workers a choice is the more popular solution to this modern problem. Rather than pushing home working on a team that likes to socialise, or forcing those who work better alone back into the workplace, why not listen to employees and let them work in a way that is best for them? ![Ditching 9-5 hours](https://cmdrecruitment.com/wp-content/uploads/2025/06/Ditching-9-5-hours.png) ## Ditching 9-5 hours Many employers are waking up to the idea that the 9-5 working week is an outdated and archaic practice that was based on optimising working hours for physical labour. Workers are often more productive when they are given the chance to work within their natural peaks of productivity. Most people experience a spike in productivity potential in the morning, followed by a slump after lunch. Others might experience another spike in productivity after dinner time. Rather than clock watching and demanding that workers put in a specific number of hours, many employers are instead giving their employees the freedom to work in whatever way suits them – provided they get the job done. At the end of the day, this is the only metric that should matter to the employer, not the number of hours of labour completed. Employees who finish their work efficiently shouldn’t be punished by being asked to pick up the slack for other workers. ## Final thoughts on recruitment trends for 2025 We’re at a pivotal point in history, navigating the end of a pandemic and the rise of widespread automation with AI. These changes have fundamentally changed the workplace forever, and employers need to ensure they aren’t left behind. There’s no denying that AI is going to transform recruitment, but hopefully this will also help to stamp out bad practices like ghosting. We could also see greater emphasis on DEI policies, as a kind of overcorrection in response to backlash against DEI in some parts of the world. It will also be important to keep AI in check and ensure bias and discrimination aren’t allowed to return to the workplace. The way we work is also changing, including where we work and how long for. Being open to changing trends can help employers to develop a strong employer brand – one that *gets* it. All of these factors combined can help to increase employee retention, driving down hiring costs and boosting productivity. Stay ahead of the curve by building a recruitment strategy that reflects the latest trends. [Post your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment and attract the talent your business needs to thrive in 2025 and beyond. ### Highlights - Skills-first hiring - Human-in-the-loop AI - Candidate experience & no-ghosting - DEI is evolving, not disappearing - Employer brand & EVP credibility - Flexible work with clear guardrails ### FAQs How do we use AI without losing the human touch?Start with sourcing and scheduling, keep human review for evaluations and offers, and document where judgment is required to ensure fairness and accountability. What does “skills-first” look like in practice?Define role outcomes, map the skills needed, then use structured tasks, work samples, and scoring rubrics to evidence capability alongside CVs. How can we improve candidate experience quickly?Reduce steps, set response SLAs, provide clear timelines, and give concise, actionable feedback after interviews to maintain momentum. **Categories:** Advice --- ### [Apprenticeship Boom: How 120K New Roles Will Shake Up Entry-Level Recruitment](https://cmdrecruitment.com/apprenticeship-boom-new-entry-level-roles) **Published:** July 10, 2025 **Author:** paul **Content:** ### Key Takeaways A government shift in apprenticeship funding is set to create 120,000 new entry-level roles, redirecting support from higher-level programmes to foundational training. This could revitalise pathways into work for young people and strengthen employer talent pipelines—provided businesses plan meaningful placements, coaching, and progression routes. - Funding pivots toward lower-level apprenticeships to boost early-career opportunities. - Biggest gains expected in construction, engineering, and healthcare. - Critics warn about reduced access to some higher-level routes (e.g., Level 7 pathways). - Employer incentive payments are planned to offset onboarding and mentoring costs. - Firms should align programmes to real work, outcomes, and post-apprenticeship progression. Young people have had a rough time lately. They left school during a pandemic and missed out on the celebrations that should have marked this special occasion. They isolated through their first years of university, or studied remotely, missing out on the mixers and socials that punctuate the university experience. In their final years, they were hit with lecturer strikes that threatened to derail their exams and the opportunity to secure their diplomas. And then they entered the workforce at a time when AI was sweeping through businesses, delivering greater efficiency at the expense of entry level roles. It would be fair to say that entry level workers have had it tough, but a new wave of apprenticeship roles could be about to change that. ## The apprenticeship boom In May 2025, the Labour government announced sweeping changes to the way apprenticeships are funded, creating 120,000 new roles for entry-level workers. This is moving funding away from masters level training and focus on training at lower levels, including roles in construction, [engineering](https://cmdrecruitment.com/engineering-recruitment/) and healthcare. It is hoped that these changes will help to boost growth, increase the number of young people in work, and help to ease reliance on migrant workers. It could also help to bring relief to recent school leavers and graduates who are facing a difficult job market, with few entry level roles available. TopicKey PointPolicy shiftFunding moves from higher-level to lower-level apprenticeships to expand entry routes into work.Scale of impactCreation of 120,000 new roles aims to boost youth employment and early-career mobility.Sectors to benefitStrong emphasis on construction, engineering, and healthcare pathways.Entry-level contextAI has reduced admin-heavy roles; apprenticeships can rebuild a sustainable junior pipeline.Concerns & trade-offsPotential reduction in access to some higher-level routes, including certain professional pathways.Employer incentivesPlanned payments to help cover coaching, mentoring, and support for early-career hires.What employers should doDesign real work rotations, assign trained mentors, and map progression into permanent roles.![What happened to entry level roles?](https://cmdrecruitment.com/wp-content/uploads/2025/07/What-happened-to-entry-level-roles.png) ## What happened to entry level roles? With AI making light work of many administrative level tasks, including taking minutes in meetings, data entry, simple [customer service](https://cmdrecruitment.com/customer-service-recruitment/) interactions and administrative tasks, companies are using this opportunity to downsize their workforce. This could be a short-sighted approach, as it means they won’t have an entry-level pipeline of talent joining their company. That said, if there is no need for entry level employees, there is little sense in artificially inflating the workforce just for the sake of it. ## Will more apprenticeships help or harm? Criticism of the scheme lies in taking funding away from higher level apprenticeships, which some fear could damage upward mobility, making it more difficult for those from the most deprived backgrounds to enter certain professions. The Law Society pointed to the Level 7 solicitor apprenticeships as the only way for those without a university education to enter the profession. Scrapping funding for this could make it impossible for some to enter the profession due to requirements by the Solicitors Regulation Authority. The NHS could also suffer as a result of a loss of funding, although the government has listed this as one of the sectors that could benefit from a shift in focus. It also remains to be seen who will provide these apprenticeships, as funding does not always equal take up. The plans will include an employer incentive payment that will help to contribute to the additional costs of supporting those at the start of their career, including coaching or mentoring. #### Seize the Pipeline Use apprenticeships to rebuild junior capability: scope meaningful work, provide structured learning, and convert successful apprentices into permanent hires. #### Balance Opportunity & Progression Expand access at entry level while mapping routes to higher qualifications, ensuring apprentices grow into skilled, future-ready professionals. ![](https://cmdrecruitment.com/wp-content/uploads/2025/07/How-easy-is-it-to-offer-an-apprenticeship.png) ## How easy is it to offer an apprenticeship? Thinking about meeting your skills requirement with an apprenticeship? The process is actually quite straightforward, and you’ll have more support than ever before. You first need to define your business objectives and the kind of [skills shortages](https://cmdrecruitment.com/how-to-tackle-the-ongoing-skill-shortage/) you are facing. This can then help to determine a training partner to offer the classroom based learning alongside your on-the-job learning. Everything is managed through something known as an Apprenticeship Service Account. This will allow you to access the funding for the role and to advertise the role on the Find an apprenticeship service. You can work with the training provider to find a suitable candidate, or multiple candidates if you have the capacity. You’ll typically contribute around 5% to their training costs. Once you have narrowed down your selection, you can create an apprenticeship agreement, which will outline what you are offering and what can be expected in return. Be prepared to fill in paperwork throughout the process, not just during the applications. This helps to ensure that everyone is getting a fair deal. A strong apprenticeship programme can become a key part of your employer [brand values](https://cmdrecruitment.com/brand-for-demand/), allowing you to stand out in a crowded sector. It can also help you to develop a strong pipeline of junior talent, giving you first choice over the newly qualified graduates of your scheme. ## Final thoughts on new funding for apprenticeships Describing it as new funding might be a bit unfair to the reality of the situation. We’re seeing a shift in funding away from higher level training and a refocus on entry level roles in specific sectors. This could mean fewer people becoming solicitors through this scheme, but an uptick in young people training in the care sector or [construction](https://cmdrecruitment.com/civil-engineering-surveying-salary-guide/). While this might benefit those who have left school and not moved on to further education or gained employment, it could still miss the mark for those who have left university laden with debt and without a clear path for their future. Tap into the apprenticeship boom and secure fresh talent for your business. [Post your apprenticeship vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment and connect with motivated candidates ready to learn and grow. ### Highlights - 120K new apprenticeships - Lower-level training focus - Construction, engineering, healthcare - AI vs. entry-level pipeline - Employer incentive payments - Debate over Level 7 access ### FAQs What changed and why does it matter for entry-level hiring?Funding is being redirected to lower-level apprenticeships, unlocking 120,000 roles. This expands early-career routes and helps employers rebuild junior talent pipelines. Will shifting funds harm higher-level progression?There are concerns about reduced access to some advanced programmes. Employers can mitigate by offering clear progression pathways post-apprenticeship and supporting further qualifications over time. How should employers prepare to make the most of this boom?Identify entry-level tasks with real business value, set up mentoring and coaching, plan rotations, and define conversion goals into permanent roles to ensure long-term impact. **Categories:** Advice --- ### [Building Your Employer Value Proposition (EVP) to Stand Out](https://cmdrecruitment.com/building-your-employer-value-proposition-evp-to-stand-out) **Published:** July 17, 2025 **Author:** paul **Content:** ### Key Takeaways A strong Employer Value Proposition (EVP) clarifies why people should join, stay and perform at their best. By grounding the EVP in real employee insights, aligning it to business goals, and expressing it consistently across the candidate and employee journey, organisations can stand out in competitive markets. - Base your EVP on honest research, not wishful messaging. - Define clear pillars that connect to strategy and culture. - Turn pillars into proof—policies, programmes and stories. - Embed EVP into hiring, onboarding, development and recognition. - Measure impact and refine regularly to keep it credible. Some principles are so simple that it seems unnecessary to explain them. When you break down the concept of an employer value proposition (EVP), it almost seems excessive to go to the extent of explaining it, and yet it’s vital that companies do. Your employer value proposition is what you promise your employees in exchange for their skills, experience and contributions. It’s an unwritten contract of sorts, but one that makes up their actual written contract. The concept is so simple that many employers don’t go to the effort of defining their own EVP, and instead allow this to be defined for them. If you want to stand out in your sector and bring awareness to what you offer, it’s essential that you get to grips with your EVP. ![What is an employer value proposition?](https://cmdrecruitment.com/wp-content/uploads/2025/07/What-is-an-employer-value-proposition.png) ## What is an employer value proposition? Your EVP is the set of promises you make to employees that outlines the transaction they can expect. If they accept a role with your company, they promise to bring skills, training, experience and insight. So what can they expect in return? A lot of employers think this is just their working hours, [salary](https://cmdrecruitment.com/what-is-your-expected-salary/) and frequency they can expect to be paid. But it goes much deeper than this. It’s the conditions they can expect at work. How will they be managed? What will be praised and what will be discouraged? What will be met with discipline? What actions can get them fired? What will be met with a promotion? What training will be available? What progression can they expect in their role? What will their retirement look like? What skills will they gain that they can take to another company, if they wish? As you can see, this goes far beyond the minimum requirement of working hours, [holiday allowance](https://cmdrecruitment.com/is-your-holiday-allowance-enough/) and salary expectations. It helps to build a vision of what it is like to work for a company, before you have even stepped through the door. ## What is the value of a strong EVP? Companies with a strong EVP will have a reputation that precedes them. They will find that employees come to them looking for roles, wanting to share the skills that they have, because they know that the employer values match their own. By defining, cultivating and promoting your EVP, you can make light work of the hiring process. It can also help you to stand out amongst the competition, as you’ll be known for the values that you hold. #### Prove, Don’t Promise Anchor each pillar with tangible proof—policies, data points, and real examples—so candidates and employees experience the EVP, not just read it. #### Make It Live Everywhere Carry the EVP through the whole journey—from job ad and interview to onboarding, development, and recognition—so your promise and practice stay aligned. ![How to define your EVP](https://cmdrecruitment.com/wp-content/uploads/2025/07/How-to-define-your-EVP.png) ## How to define your EVP You might think you have a pretty good idea about what your EVP is, but it’s helpful to take the time to define it. This could include input from people throughout the organisation, including management, to see if your perceptions are all on the same page. If there are wild discrepancies between how you each define your EVP, this is a surefire sign that you need to spend some time defining it. To define your EVP, consider the following: - What do current employees say about you? How do they define your values? - What do you currently offer, in terms of salary, benefits, learning, development, work/life balance, [career progression](https://cmdrecruitment.com/how-to-show-youre-ready-for-the-next-step-in-your-career/) and perks? - What do you want to offer that you aren’t offering now, such as a 4 day work week, or an in-house training programme? - What are your main competitors offering that you think you should be either matching or exceeding? - Where are the gaps in what is available in your sector, and how could your company meet this requirement? Once you have all of this information available, you can start to refine this into your employer value proposition. This is a clear and compelling statement that outlines your values in clear pillars. This should include: 1. What you stand for as an employer. 2. The kind of experience you are able to offer. 3. The type of people who will thrive with your company. TopicKey PointDiscovery & researchUse surveys, interviews, and external benchmarks to capture what employees value and what sets you apart.Audience segmentationIdentify critical talent groups and tailor emphasis while keeping one core EVP for everyone.EVP pillarsGroup themes into 3–5 pillars (e.g., Growth, Purpose, Rewards, Flexibility) to guide messaging and decisions.Proof pointsBack each pillar with concrete policies, programmes, data, and real employee stories to ensure credibility.Employer brandingTranslate the EVP into clear, consistent messaging across careers content, job ads, and social channels.Experience designEmbed EVP into onboarding, learning, recognition, and performance to make promises feel real day-to-day.Manager enablementEquip managers with talking points and tools to personalise the EVP for their teams.MeasurementTrack quality of hire, acceptance rates, time-to-fill, engagement, and retention; refine the EVP quarterly.## Allowing your EVP to evolve As your company grows, you can expect some of these value propositions to change. This is a natural evolution and not something that you should try to fight. The kind of experience you can offer employees is likely to change as the company gets bigger and you have more resources at your disposal. However, some principles might remain the same, no matter how much your company grows. How you treat workers is likely to stay the same, whether you have 50 workers or 500 workers, particularly if you spent the time defining your employer values in the early days. If you are facing a crisis of identity, it can help to return to these values to remind yourself of what you are trying to achieve. People should always be at the heart of everything you do, so if you’re losing sight of what you want to achieve, then you can return to your value statements to find a renewed sense of direction. A compelling EVP attracts top talent and keeps them engaged for the long term. [Post your vacancy](https://cmdrecruitment.com/submit-a-vacancy/) with CMD Recruitment and let us help you showcase what makes your business stand out. ### Highlights - Insight-led discovery - EVP pillars & proof points - Differentiation vs. parity benefits - Consistency across touchpoints - Manager enablement - Measurement & iteration ### FAQs What makes an EVP different from employer branding?The EVP is the substance—what you offer and expect in return. Employer branding is how you communicate that value externally and internally. How many EVP pillars should we have?Aim for three to five. Fewer keeps the message memorable while still covering the themes candidates and employees care about most. How do we keep our EVP credible over time?Review metrics regularly, gather feedback, and update proof points as programmes evolve. Retire claims you cannot evidence and add new ones you can. **Categories:** Advice --- ### [From CV Gaps to Career Comebacks: Helping Candidates Rebuild Confidence](https://cmdrecruitment.com/helping-candidates-rebuild-confidence) **Published:** July 22, 2025 **Author:** paul **Content:** ### Key Takeaways Rebuilding candidate confidence turns CV gaps and career setbacks into clear strengths. By reframing experience, setting realistic milestones, and preparing for interviews with structure and feedback, recruiters help candidates present their value with credibility and momentum. - Identify confidence blockers (redundancy, career breaks, rejections) and normalise them. - Reframe CV gaps into skills, learning and outcomes with concise narratives. - Use structured practice (STAR stories, mock interviews, feedback loops). - Create small, trackable wins to rebuild momentum and self-belief. - Align roles to strengths and supportive cultures to sustain confidence. There are lots of reasons a candidate might have a knock to their confidence. Some candidates are more resilient than others, but for some, a single interview knock back is enough to shake their core belief in their abilities. Every recruiter knows that confidence is everything when going into an interview environment. So supporting those who are insecure about their situation for any reason could make the difference between getting someone into work and seeing them take a role that is below their pay grade just to make ends meet. In this guide, we’re looking at what might cause candidates to lose confidence in themselves, how low self-esteem can impact the recruitment process,and how recruiters can recognise and support them. This information is not only helpful for recruiters, but it can also be helpful for candidates going through the motions of rejection, so they can find ways to be more resilient throughout the hiring process. ![](https://cmdrecruitment.com/wp-content/uploads/2025/07/Common-reasons-candidates-lose-confidence.png) ## Common reasons candidates lose confidence Some candidates lack confidence by default, and others might be knocked back by a specific experience or something on their CV. Common reasons to struggle with confidence during the recruitment process include: - Gaps on their CV. A gap on your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) can be difficult to explain and might put candidates on the back foot when it comes to explaining this away. - Career changers. Those embarking on a new career path might struggle to maintain confidence in their decision at the start. They are essentially starting from scratch, and their old experience might not be relevant anymore. - Losing a job. If the candidate lost their previous job, or if they were made redundant, this can have a lasting impact on their confidence when it comes to looking for a new job. - Interview failure. Repeated knockbacks from interviews could leave a candidate wondering what they are doing wrong. Often, they are just applying for highly competitive roles, but it can start to feel personal after a while. #### From Gap to Story Turn breaks into proof of resilience and growth—highlight skills gained, outcomes delivered, and why you are now a stronger hire for the role at hand. #### Practice Builds Belief Confidence compounds with preparation: rehearse STAR answers, collect small wins weekly, and align applications to roles that fit your strengths and values. ![](https://cmdrecruitment.com/wp-content/uploads/2025/07/How-to-spot-the-signs-of-shaken-confidence.png) ## How to spot the signs of shaken confidence As a recruiter, you can learn to spot the signs of low confidence before it has an impact on their interview approach. This requires regular contact with the candidate before the interview and a level of trust with the candidate that will allow them to be honest and open with you. The following behavioural patterns could indicate a loss of confidence: - Assuming negative outcomes before they have happened. This defeatist attitude can be a sign that the candidate has low self esteem and is preparing themselves for the worst. - Struggling to talk about parts of their work history. If the candidate seems to want to avoid talking about certain parts of their work history, or they struggle to keep the story straight, this could indicate that it’s a source of shame for them. - Negative talk about past employers or colleagues. This could indicate some unresolved trauma about a past work experience that has caused them to hold on to negative feelings. - [Body language](https://cmdrecruitment.com/body-language-tips-ace-job-interview/), including fidgeting, poor posture, a weak handshake or struggling to make eye contact. Candidates with confidence in what they bring to the table will not have any issues looking the interviewer in the eye and engaging with the interview process. TopicKey PointCommon confidence blockersRedundancy, health or caring breaks, industry changes, and recent rejections can dent self-belief.CV reframingTranslate gaps into growth: courses, volunteering, side projects, transferable skills and measurable outcomes.Interview structureUse STAR answers, practice aloud, and prepare 3–5 proof points aligned to the job’s key outcomes.Mindset & preparationSet realistic milestones, track progress, and rehearse with supportive, specific feedback.Evidence of impactQuantify results (time saved, revenue supported, quality improvements) to rebuild credibility quickly.Role alignmentTarget roles and environments that match strengths and values to sustain confidence post-hire.Partnering with a recruiterBenefit from market insight, interview coaching, and employer introductions that value potential.![How can recruiters help these candidates?](https://cmdrecruitment.com/wp-content/uploads/2025/07/How-can-recruiters-help-these-candidates.png) ## How can recruiters help these candidates? Once you have spotted a lack of confidence in the candidate, it’s time to explore the topic with them. Create a safe space to talk about things that might be bothering them ahead of an important interview. Candidates might know the exact cause of their confidence issues, or it might still be a mystery to them. It takes a lot of self awareness to be able to identify the origin of the issue, but most people can land on the issue if they have the space to talk about it. Once you know the cause of the confidence issue, it’s time to tackle it head on. A lack of confidence usually comes down to either self belief, or a feeling of being unprepared. Candidates can tackle their self belief issues by challenging these thoughts when they arise. It’s common to engage in all or nothing thinking, so a candidate might say “I got fired from the last job, so I must not be good enough.” By reframing this experience and focusing on the good things they achieved in the role, this can have a huge impact on confidence. Finally, you can practice talking about certain difficult things, such as why the candidate left their last role, or why they have a gap on their CV. Practice builds confidence, so if they are asked a [difficult question in the interview](https://cmdrecruitment.com/curveball-questions-for-interviews/), they will be ready to respond with confidence. It takes a lot to rebuild confidence following an interview setback, but it’s important to remain positive in the face of rejection. And this can be achieved through targeted support from a recruitment professional. [Contact us today](https://cmdrecruitment.com/contact/). ### Highlights - CV gaps to career comebacks - Strengths-based coaching - STAR storytelling for interviews - Positive reframing and mindset - Portfolio of small wins - Employer partnerships & inclusive hiring ### FAQs How should I explain a CV gap without sounding defensive?State the context briefly, then pivot to skills gained and evidence of readiness—courses, projects, volunteering, or outcomes you delivered during or after the gap. What can I do this month to rebuild confidence fast?Create three STAR stories, complete one relevant micro-course or project, run a mock interview, and track wins weekly to build momentum. How can a recruiter help after repeated rejections?They refine your CV narrative, target better-fit roles, provide honest feedback, and coach you through tailored preparation to showcase strengths with evidence. **Categories:** Advice --- ### [Why You Should Let a Recruiter Help You Promote Your Skills and Experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience) **Published:** April 16, 2024 **Author:** Dan Barfoot **Content:** When you are looking for a new role, then working with a recruiter will not only help you find job opportunities, but they will work actively to promote you too! Standing out from the competition is hard work when you are looking for a new job, especially if you work in an industry that has a surplus of applicants for each role. Rather than getting disheartened and feeling like you can’t succeed, why not let a recruiter help instead? Not only will it reduce your job hunting stress, but it will improve your chances of success! ## Why Recruiters Are So Valuable If you aren’t certain about using a recruiter for your job search, then take a look at the following list of benefits so that you fully understand everything they can offer you: ***They Are Experts in Your Industry*** – When it comes to understanding the area you work in, specialist recruiters will have the knowledge required to recognise what you have to offer and can help you to find the best employer for your skillet. They will also have an up to date working knowledge of the different [salary levels](https://cmdrecruitment.com/negotiating-your-salary-successfully-expert-strategies-revealed/) and can advise you on what you should be expecting for your skills and experience. ***They Know What Makes a Good CV*** – Sharing your CV with a recruiter means that you can get a non-biased opinion of what works and what needs to be changed to appeal to the companies you are applying to. Plus, a recruiter will know what to write to help you stand out from the crowd. ***They Can Help You Develop Your Online Presence*** – These days, companies look to your online profiles to find out more about you before offering you a job. To help you maximise the impression you are making, your recruiter will work with you to analyse what you are sharing and where you are sharing it. ***Recruiters Are There to Represent You*** – When you decide to work with a recruiter, you can look forward to getting access to an individual that will promote you to recruiters. Many companies use recruitment agencies like CMD Recruitment to find the very best people, and our job is to make sure that the employer has a full and rounded view of who you are and what you have to offer rather than expecting them to just look at your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) and decide. ***Recruiters Help You Prep*** – Interviews can be a daunting process, and well-meaning friends and family may make you more stressed by offering to help rather than less. Working with a recruiter will give you access to interview prep support from someone that really understands your industry, meaning that you are more likely to be successful. ## Let CMD Recruitment Provide You With a Recruiter If you like the sound of working with a recruiter, then CMD Recruitment is here for you. Our recruiters are dedicated and knowledgeable in the area you want to work in and will help you to develop and prepare for any jobs that interest you. Whether you’re starting fresh, changing careers or [aiming for the next step up](https://cmdrecruitment.com/how-to-show-youre-ready-for-the-next-step-in-your-career/), we provide tailored guidance, interview coaching, and industry insights to give you a competitive edge. Call CMD Recruitment today to [arrange an initial appointment](https://cmdrecruitment.com/contact/) and find out exactly how we can help you to succeed. Get in touch: 01225 805080 info@cmdrecruitment.com **Categories:** Advice --- ### [Personal Goals Vs KPIs](https://cmdrecruitment.com/personal-goals-vs-kpis) **Published:** April 16, 2024 **Author:** Dan Barfoot **Content:** KPIs are a regular part of most businesses, but how can you use this mentality to help you achieve your personal goals – we’ve got the answer. Key Performance Indicators are an intrinsic part of most business models and allow employers to measure how successful these are over different periods of time. If you work in a company that uses KPIs, then you will already be well aware of how important these outcomes are. As more of us are now [working from home](https://cmdrecruitment.com/the-future-of-working-from-home/) than ever before, it is clear that productivity will soon become one of the indicators that are being monitored. Rather than seeing this as a negative move, why not use the KPI mentality to help you become more focused on your goals? ## Why Goals are Important Having personal goals are an essential part of life and should not be used purely as a tick list. Goals work to help you monitor progress, push for success and improve your life. Without them, there would be little point in getting out of bed. The same is true for businesses. KPIs inform business owners about how progress is being made, where there are stumbling blocks and where areas are exceeding expectation. This information helps with planning and allows companies to drill down and break down any barriers that are in the way. Without them, no one would know if a business was successful or not. ### How Personal Goals Became Important During the Pandemic During the pandemic, many people turned to goals to help them get through. Not only was there a huge uptake in new hobbies, sports and fitness, but people were also challenging themselves to become the best version of themselves because they had [spare time](https://cmdrecruitment.com/what-do-you-do-in-your-spare-time/) to dedicate to these goals. Fitbit enjoyed record sales during the pandemic as many people liked the idea of trying to hit 10,000 steps per day. Plus, there were record sales in sportswear and hobby products as others got the equipment they needed to be successful. ## Great Goals to Use in Your Life Whilst goals have always been an important part of life, COVID-19 has left many of us with a renewed commitment to self-development and success. Setting regular goals and monitoring your progress as you work through them will help you achieve the results you want. It is important to also set these goals for your career and push ahead in becoming the best at what you do. As businesses adjust to new ways of monitoring their targets, it’s a great time for you to adjust the way you monitor yours too. ## **Let CMD Recruitment Help You Achieve Your Employment Goals** If you have set yourself the target of getting a new job then using a [recruitment service](https://cmdrecruitment.com/our-recruitment-services/) is a great way to achieve it. At CMD Recruitment, we work with a huge number of job seekers and help them to work out what they want from work and how to achieve it. From refining your CV to [preparing for interviews](https://cmdrecruitment.com/preparing-for-an-interview/) and identifying the right opportunities, we’re here every step of the way. If you’d like to enjoy some support from our team, then we’d love to help – call CMD Recruitment today and start owning your goals with confidence. **Categories:** Advice --- ### [Reference Checking in the Modern Workforce](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce) **Published:** April 16, 2024 **Author:** Dan Barfoot **Content:** With more pressure on HR teams than ever before, we want to know if reference checking is really worth it anymore. Find out what we think here. Checking references is a well-established way of getting information about a candidate before offering them employment. A good reference will tell you if: - The candidate has been honest in their application - How the candidate works best - How you can successfully manage the candidate However, many reference requests are no longer valuable because the effort put into quality control needs to be readjusted. If you are keen to enhance your reference checking so that you [get the best candidates](https://cmdrecruitment.com/identifying-the-best-candidates/), then follow our advice to tighten up your current processes. ## Stipulate Who Can Provide References Many people take the chance to get colleagues to write their references in a bid to avoid any unhelpful comments from their employers when they are trying to get a new job. The problem with this is that you then don’t get a true picture of a candidate. Rather than leaving the referee section vague, stipulate that you need two or three references, with at least two of them coming from previous managers. If you have someone that is new to the workforce, then this can be resolved by requesting a referee from their tutor or educational leader. ## Work Out What You Want to Know There will always be generic questions to do with sickness and performance that you want the answer to, but when it comes to digging deeper, you will need to give the referee a frame that has been constructed to help them supply the right information. Ask questions about their work skills, timekeeping, professional relationships and [communication skills](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace/) if you want to get a true picture of the candidate. Doing this will help the referee know what to share and give you insight into how the candidate may perform if successful. Plus, if you don’t get the information you need back, you can then follow up any answers with the referee via phone or email. ## Don’t Be Part of the Problem Rather than getting frustrated at the lack of information you are given, take a moment to ensure that you are not part of the problem. This means that when you get reference requests, take the time to give the answers you’d like to see rather and lead from the front. Many companies refuse to give references but want them when they hire. Not only is this hypocritical, but it also creates a view that references are not important any more. ## How CMD Can Help You To Get the Information You Need When you choose to work with a recruiter, you can be confident that our applicants will have full work histories ready to be shared with your [HR team](https://cmdrecruitment.com/what-is-human-resources/), along with access to credible, pre-vetted referees who can provide an honest and detailed account of how suited each candidate is to the job vacancy they have applied for. This not only saves your team time during the screening process but also gives you peace of mind that you’re making informed hiring decisions based on reliable information. We prioritise transparency and quality to ensure every candidate we recommend is backed by trusted references and a clear employment track record. [Call CMD Recruitment](https://cmdrecruitment.com/contact/) today and let us help you get access to meaningful references that will make recruiting easier than ever before. 01225 805080 info@cmdrecruitment.com **Categories:** Advice --- ### [Productivity vs Pay: Performance Related Pay Trend](https://cmdrecruitment.com/productivity-vs-pay) **Published:** April 16, 2024 **Author:** Dan Barfoot **Content:** As flexible working grows in popularity, many companies are looking at performance-related pay to ensure productivity but is this fair? It’s clear that COVID-19 has changed the workplace for good, and many employers are now working hard to offer as much flexibility as possible to their teams. The great thing about this is that we can now work in such a way that we avoid the long commute and [work from our own homes](https://cmdrecruitment.com/the-competitive-market-of-working-from-home/), but this does leave questions about how employers can monitor productivity. One solution is to bring in more performance-related pay contracts that measure individuals against targets, colleagues, and departmental goals – but how should we feel about this? ### The Positive Aspects of Performance Related Pay Many people view performance-related pay as a negative thing because they assume that their employer is out to save money and will work hard to catch them out. In reality, the majority of employers that introduce this model do so to enhance productivity and offer employees a clear framework to work within. Performance-related pay is great when you have targets that are fair, consistent and achievable and to offer this, employers need to provide a system in which people can work to come up with fair targets and a route to success. ### The Negative Side of Performance Related Pay No matter how many positives there are, performance-related pay does require individuals to hit targets in order to maximise their earnings, and this is seen as a negative thing for employees that work hard. In reality, if you work hard to achieve your goals, you will probably have no issue with the targets you are set. However, if your employer has not introduced a robust and supportive system to help people meet, review and amend targets over the course of the year, then things can become more difficult. This is why it is essential to get the answers to as many questions as possible before any new pay procedure is introduced. ### What to Ask if Your Employer Pursues a Performance Related Pay Model If you find yourself in a situation where your employer has decided to introduce a performance-related pay model, then it is important that you take the opportunity to get your questions answered before it becomes a reality. Some of the most commonly asked questions asked by employees include: - How will our targets be decided? - How much input will I get when agreeing on my targets? - How much of my pay will be performance-related? - What if I don’t meet my targets? - What if I exceed my targets? Getting the answers to these questions will not just give you peace of mind about how to maximise your potential but will also allow you time to seek support from a union or workplace representative if any of the answers concern you. ## **Find Your Next Role With CMD Recruitment** If you want to find a new role and don’t know where to start, then take a look at our [online job board](https://cmdrecruitment.com/jobs/) and see what is on offer. We feature a wide range of opportunities across multiple sectors, with new roles added regularly to match your skills and interests. We also have a team of expert recruitment consultants who would love to help you and can provide personalised advice, application tips and ongoing support to ensure you achieve success. Whether you’re looking for a career change, progression, or a better work-life balance, we’re here to guide you every step of the way. [Get in touch](https://cmdrecruitment.com/contact/) today and make that new job a reality. info@cmdrecruitment.com 01225 805080 **Categories:** Advice --- ### [Having Room for Zoom – Top Tips for Making the Most of Your Day](https://cmdrecruitment.com/having-room-for-zoom-top-tips-for-making-the-most-of-your-day) **Published:** March 10, 2024 **Author:** Dan Barfoot **Content:** One of the issues with working from home is that all your meetings are now on a virtual platform, such as Zoom, and it is not always easy to have ample space to undertake these calls. You may have children running around, clutter that you can’t seem to keep up with or extremely noisy neighbours. It is certainly not easy to find the right space or time for your virtual calls, but these are some tips for making the most of your space, and your working day. ### Structure Your Day The first thing to establish is a structure within your day. You should have specific hours for your work and time for your personal schedule. If you have a call scheduled, make sure you undertake this during your scheduled business hours. It is important that you don’t let the two spill over, as before you know it, there is no end to your working day! If you are currently home-schooling, make sure you set boundaries. Work when the children are doing their schoolwork and make sure they know they can’t interrupt you. All the small interruptions can easily create havoc on your working day. ### Create a Space Most people don’t have the luxury of extra rooms to set up as office space, and this can make it difficult to find a designated space to undertake virtual calls. It is important to have your own space to work in, and to make it as comfortable as possible. You may want to set your desk up in your living room or create a space on your dining table. In some cases, people have been setting up cupboards and sheds as an office space. You may even want to consider setting up an [office space](https://www.theguardian.com/business/2020/sep/12/shed-office-garden-work-space-home) in your garden, using all the money you are saving from your daily commutes! It doesn’t really matter where it is, as long as it is nice and comfortable. ### Reduce Clutter It can be difficult to create a space for your virtual calls, or even somewhere you feel comfortable, if you have a lot of clutter in your home. A good way to counteract this is to buy lots of storage, such as boxes and baskets. The last thing you really want your colleagues to see is a desk with overflowing paperwork, and it’s certainly not fun to be wading through piles of paperwork to find what you are looking for! ### Get Inspired! If you are struggling to feel productive when [working remotely](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/), it is time to get inspired! Some ways to feel inspired during your working day are, putting on your favourite music or inspiring podcasts, surrounding yourself with photos of family and friends, plants and even some positive quotes. If you have some favourite colours, make sure these are visible on your workspace. It is your workspace, and it is important to make it as welcoming and comfortable as possible. Working remotely isn’t easy, but you have the benefit of setting your space up exactly the way you want. Looking to add [virtual elements to your recruitment process](https://cmdrecruitment.com/videointerviewing)? Get in touch with our expert consultants today! [Back to News ](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Categories:** Advice --- ### [Why Good Communication is Essential in the Workplace](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace) **Published:** March 30, 2024 **Author:** Dan Barfoot **Content:** The best workplaces use good communication to keep productivity and team morale high. Find out more about communication in the workplace here. We all recognise that having good communication is an essential element in any workplace as it helps teams to be productive and enhances working relationships between individuals. However, until COVID-19 took hold, many of us had not realised how much we valued the ease of communication we were able to enjoy. Now with more people [working remotely](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working/) than ever before, achieving effective communication is a vital part of every workplace. ## Why Quality Communication is Vital Communication is at the heart of every business and helps teams to grow in ability as well as build their motivation. When a team communicates well at every layer, the business will become more valuable, and the people within it will feel proud to be part of something so good. Here are the top reasons why communication is vital to the success of a business: ***It builds teams*** – helping individuals to learn how to communicate well in work will not only boost output but also give them a road to success and, eventually, promotion. Effective communicators will always be needed to lead successful firms! ***It encourages innovation*** – sharing ideas openly with others enables people to innovate, and innovation helps businesses to grow. So many people are led to believe that good ideas should be kept secret for fear of them being stolen, but if the team shares openly, they will be more likely to achieve something amazing. ***It makes people feel valued*** – when people are offered a chance to share their thoughts, it not only grows the business but helps individuals feel like they matter. Plus, in businesses where communication is strong and open, issues are often dealt with easily, reducing the number of complaints people have. ## How You Can Support Strong Communication You may think that you are not important enough to support the development of communication in your workplace, but when people work together to improve this area, then great things begin to happen. Some of the areas you can be part of when creating an ethos of openness include: Sharing expectations and goals with everyone so that they are informed and able to work towards them. - Clearly delivering messages and taking the time to ensure they have been understood properly so that everyone is on task and feeling confident. - Thinking about how to deliver messages for optimum communication. Emails, memos, meetings and handouts, when used together, offer clarity. - Involving everyone no matter their pay grade and recognising that individuals will often have great ideas and solutions if you take the time to find them out. - Listening to what people say and showing them that you care about it will help to grow confidence in communication and show people that they are respected and valued. ## Communicate With Us Today When you are looking for a new job opportunity, it can be stressful and time-consuming, but with CMD Recruitment, you enjoy the support you need to find the role that works for you. Our dedicated team are ready to help you, and our online job board has all our [latest vacancies](https://cmdrecruitment.com/jobs/) – try CMD Recruitment and get the job you’ve been dreaming of. We take the time to understand your skills, goals, and preferences, ensuring you’re matched with roles that truly suit you. Your next career move starts here! 01225 805080 info@cmdrecruitment.com **Categories:** Advice --- ### [Simple Steps to Writing an Outstanding Cover Letter](https://cmdrecruitment.com/simple-steps-to-writing-an-outstanding-cover-letter) **Published:** March 31, 2024 **Author:** Dan Barfoot **Content:** When it comes to job applications, writing an application letter or covering letter is just as important as [crafting your CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/), if not more so. A covering letter is your chance to showcase your skills, experience, and personality to a potential employer. It’s your first impression, and you want it to be a good one. In this article, we’ll discuss the key elements of a great covering letter and provide tips for crafting an effective one that will help you stand out from the competition. ### Research the Company and Job Role Before you begin writing your covering letter for a job application, it’s important to research the company and any job openings near me that you are interested in. Take a look at the company’s website, social media pages, and any other relevant information you can find. This will give you a better understanding of the company’s values, culture, and mission. You can use this research to tailor your covering letter to the specific job and company you’re applying to, and include relevant keywords and phrases from the job description. ### Customise Your Covering Letter for the Job Application Customising your covering letter for job application is crucial to standing out from the competition. Use keywords and phrases from the job description to show that you have the skills and experience the company is looking for. Address the hiring manager by name, if possible, and show that you have done your research on the company and its values. Personalise your covering letter to the specific job and company you’re applying to, rather than using a generic template. ### Highlight Your Achievements Your covering letter should highlight your achievements and accomplishments. Use specific examples to demonstrate how you have contributed to previous companies or organisations. This will show the hiring manager that you are a results-oriented job seeker who can make a valuable contribution to their team. Don’t just list your [qualifications](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/) and work experience – show how you have made an impact in previous roles. Also, keep an eye out for job vacancy near me that could be a good fit for you. ![Show Your Personality](https://cmdrecruitment.com/wp-content/uploads/2021/03/Show-Your-Personality.png) ### Show Your Personality Your covering letter should also showcase your personality. This is your chance to differentiate yourself from other candidates and show why you’re the right fit for the job. Use a conversational tone and inject some humour or personal anecdotes if appropriate. However, keep in mind that your covering letter should still be professional and appropriate for the job you’re applying for. You can also consider applying to online jobs hiring, which can expand your search beyond your local area. ### Keep it Concise While it’s important to include all of the necessary information in your covering letter, it’s also important to keep it concise. A covering letter should be no more than one page long and should be easy to read. Use short paragraphs and bullet points to break up the text and make it more visually appealing. Remember, the hiring manager may be reviewing dozens of applications, so make sure your covering letter is easy to scan and understand. Writing a cover letter may seem daunting, but following these tips can make it much easier. ### Proofread and Edit Finally, before you submit your covering letter, be sure to proofread and edit it carefully. Spelling and grammar mistakes can make a bad first impression and may cause your application to be rejected. Have someone else read over your covering letter to catch any errors or inconsistencies. You can also find cover letter examples online to get an idea of what a great covering letter looks like. End your letter with a call to action, thanking the hiring manager for considering your application and expressing your enthusiasm for the opportunity. ### Conclusion Crafting an effective covering letter takes time and effort, but it’s well worth it. By researching the company and job, customising your covering letter, highlighting your achievements, showing your personality, keeping it concise and proofreading and editing carefully, you can create a winning covering letter that will impress hiring managers and get you noticed. Remember, your covering letter is your chance to make a great first impression and stand out from the competition, so make it count! A thoughtful, well-structured letter can demonstrate your enthusiasm, professionalism and attention to detail—qualities every employer is looking for in a candidate. **Let CMD Recruitment Help** Our team of recruitment experts work tirelessly with candidates to help them perfect their applications – why not let us help you too? Send us your CV or [get in touch](https://cmdrecruitment.com/contact/) today and let CMD Recruitment help you find your next step. **Categories:** Advice --- ### [How to Onboard Successfully During a Pandemic](https://cmdrecruitment.com/how-to-onboard-successfully-during-a-pandemic) **Published:** February 17, 2024 **Author:** Dan Barfoot **Content:** ### If the pandemic has taught businesses anything, it’s that many elements of the recruitment process can be undertaken virtually. We hear a lot about virtual interviews, and even some stories which would make you cringe! There is a lot of advice online about undertaking the perfect [virtual interview](https://cmdrecruitment.com/blog/2020/05/video-interview-how-to-make-an-impression), but what about successful onboarding? Many businesses still need to hire candidates during a pandemic, and it is even more important to ensure that your onboarding process is efficient. You don’t have the luxury of showing the candidates around the office and being close enough to ensure they are settling in well. The important thing to remember is that you will need to adapt your current onboarding processes to suit the virtual aspect, and it may be a good time to make positive changes to your process. In some cases, you may not even have an onboarding process, and this will be the perfect time to establish it. Let’s look at some of the best ways to ensure your onboarding process is successful during a pandemic. ### **Devise a Plan** It will understandably take more time to onboard new hires, as they won’t be in the office, which is why it is important to devise a structured plan for them. The plan may include any meetings, training, agendas etc, and it will ensure the new hire will not feel stressed about what is ahead of them. Starting a new role is nerve wracking enough, adding the virtual aspect to it and becomes overwhelming. If your recruit has a structured plan sent to them prior to starting, they will instantly feel more relaxed. ### **Introductions** It is a good idea to do on-boarding in groups if possible, however, this is not always possible. When a new hire starts in the office, you would usually introduce them to the team and any other colleagues they would be dealing with. Make sure you do this, but virtually. It may even be a nice touch to “buddy” them up with someone to have a virtual lunch together. All these seemingly small touches will make a huge difference to how welcome the new start will feel. ### **Training** You can’t expect a new start to sit on a virtual training call all day, it will bore them to tears! It is better to mix up the training with some trainer led and some they can do on their own. Make sure you take it easy with them in the first couple of weeks, as starting a new job can be stressful and demanding. It is important not to put too much pressure on them. Some online training guides would be useful, including information on day to day queries they may have, such as when they get paid, how to record holidays and the sickness procedure. Make sure they are furnished with as much information as possible and that they understand your expectations of them. For example, you may operate a relaxed environment, or you may expect them to hit specific targets. It is important that they understand these expectations before they get started. ### **Communication** No one wants to be micromanaged, so although you don’t want to hound your new start with calls, it is important to keep the lines of communication open. They are likely to have lots of questions during the onboarding process, so if you are the type of person who responds to emails with a couple of days, it may be best to delegate this take to someone else. It is also a good idea to consider setting up an online chat function for colleagues to speak to each other as this can make everyone feel more welcome and is a good way for them to get answers to any questions. Need more? Or simply want to ease the start of the onboarding process by ensuring you secure the right talent? Get in touch today. Our expert team can help you attract, hire, and onboard [top candidates](https://cmdrecruitment.com/key-traits-headhunters-look-for/) more efficiently—whether remotely or in person. With the right support, you can build a smooth, scalable onboarding strategy that sets new hires up for long-term success and keeps your business moving forward with confidence. [Back to News](https://cmdrecruitment.com/blog) ##### 01225 805080 info@cmdrecruitment.com ##### www.cmdrecruitment.com **Categories:** Advice --- ### [How To Write a Powerful Covering Letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter) **Published:** January 7, 2024 **Author:** Dan Barfoot **Content:** Whilst the majority of job applications are made online via job sites, never underestimate the importance of a powerful covering letter. Even if it is attached to an email, a great covering letter can make the difference between securing a job and not being considered. This is particularly important where you don’t precisely fit with all of the key areas of the job advert. You can use the covering letter/email as an explainer to get your foot in the door. This all helps with finding a job. A covering letter also shows the company that you are keen, are willing to go the extra mile and have absorbed the full details of the job description. When there may be hundreds applying for one job, a covering letter can make your application stand out. You shouldn’t let the thought of composing a covering letter put you off. Once you realise that it is an integral part of the job application process and a superb way of highlighting your strengths, it becomes less intimidating. So now you know why creating a covering letter is important, let’s look at the steps towards creating one to secure your dream job. ## **Example of cover letter** You should use a covering letter to drill down into the details. Include things like relevant skills and experience that might not show up on the application form. Create concise and factual stories of things that you have accomplished, along with the results you obtained and how you did it. Be sure to tie them into the position for which you are applying. As for the layout, this is an example of a cover letter and what it should include: - Your contact information-this should be at the top, including address - Title – this would be the job title that you are applying for - Name – company name and details of the hiring manager - Central content – why you are the perfect fit for this role - Skills – resume of experience and skills - Call to action – reiterate your interest and end with a CTA i.e. I look forward to hearing from you - Your name – signature Most importantly, don’t make the letter too long or wordy. If it is, it won’t be read. Keep it short, concise and to the point. Check out some cover letter examples online to get you going in the right direction. ## **Look at example CVs** You may be asked to send your [CV](https://cmdrecruitment.com/blog/2020/06/cv-writing-tips-from-a-recruitment-consultants-perspective) or to fill in an application form. The covering letter can be included with either. If you are including your CV, don’t just attach it without checking it over. Look at good examples of CV online. When was the last time you updated your skills and current position? (Your [skills](https://cmdrecruitment.com/blog/2021/04/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience) are an area recruiter’s can really help to promote). Does the CV template show the employer that you are the perfect candidate for the job? The hiring manager will read the CV and covering letter together, so they should work as a team. The first look at your application will be a quick scan over by a person or even computer software. Just as the 7-second rule applies when you walk into the room for an interview, the same thing applies to your CV and letter. But don’t let this put your off – once you know what recruiters are looking for, it’s simple to compile. ## **Show off your USPs** The best way to do this is to focus on your unique selling points (USPs). You will still need to list evidence to support your application but the emphasis should be on why you are special. Think of what you can offer that other candidates can’t. The best CVs provide the reader with an immediate sense of who you are and what you can bring to the table. You should align your USPs with the job advert. Pick out the keywords or phrases that the employer has used and reiterate them. Don’t simply copy/paste chunks of text but rewrite important phrases in your own words. Also, beware of using excessive adjectives such as ‘results-driven’ or ‘self-motivated’ without any real solidity behind them. Instead, focus on the key results that you created. What you can use are powerful action verbs, such as ‘boosted’ or ‘coordinated’ instead of ‘responsible for’. These verbs should reflect what you achieved, not the tasks you performed. If you can include statistics or numbers to verify your claims, then do so. Don’t rule out applying for jobs just because you don’t fit the profile 100%. As long as you are 75% of the way there, send in an application. Never point out the skills you are missing but simply focus on your strengths. If you have to refer to lack of knowledge or experience, add in a transferable skill that can make up for it. ## **Take your time** [Job-hunting](https://cmdrecruitment.com/wiltshire-jobs) can be time-consuming and repetitive but by focusing on one application at a time and giving it your all, you have a far better chance of getting results. It’s easy to fall into the habit of churning out duplicate CVs and letters if suffering from redundancy, but this doesn’t always work, particularly as far as the covering letter is concerned. This is your opportunity to make an impact. It may take twice as long to complete an application but quality beats quantity every time. If the decision-maker can discern from your application that you have purely churned out the same old thing repeatedly, your CV and letter will go to the bottom of the pile. Research is important. Before you even start the application, research the company and the position. Once you understand what the company does and how you will fit in, this will show in your letter and impress the reader. Make the content of your letter keyword-rich, actionable and pertinent to the post. Make a point of backing up your skills/experience with examples, much as you would do at an interview. ## **Get some help** If you are struggling to create a professional and powerful cover letter, you may want to consider getting someone to write it for you, such as a professional copywriter. Alternately, research ‘covering letter example’ online. Once you have a template, you can adapt it to fit different jobs and tailor it to specific roles and companies. It may cost a little money or take some extra time, but it will be more than worth it in terms of results and response rates. So there you have it, our take on how to write a powerful covering letter. Take your time, don’t rush it, and when you read it back, put yourself in the shoes of the person hiring. If you are impressed by it, so will they be. Now it’s time to get that cover letter out there. Check out our [latest vacancies](https://cmdrecruitment.com/jobs/) and secure your next position—your next opportunity could be just one click away. [Back to News ](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Categories:** Advice --- ### [Mind your Ps and Qs](https://cmdrecruitment.com/mind-your-ps-and-qs) **Published:** January 7, 2024 **Author:** Dan Barfoot **Content:** **Much like other industries, remembering to use your Ps and Qs is a pre-requisite for communicating in the recruitment industry, but you will also find Ps and Qs feature in other ways throughout our recruitment world. Over the last year, we have unsurprisingly viewed countless vacancies which all appear to demonstrate a pattern with the letter P.** We have noticed that there are a number of keywords beginning with P that are deciding-factors to candidates when they’re determining whether to take or choose a role. We have created the graphic below to indicate the plethora of keywords used in job descriptions and adverts that are also key factors in determining a candidate’s decision to choose (between) a role. We have also noticed that your Qs are also just as important as Ps in recruitment. Asking questions is one of the best ways a candidate can demonstrate their enthusiasm for the company and the position available. A candidate who has done their research and is inquisitive about the company and the role available will go a long way in support of their interview. One of the worst mistakes that a candidate can make in an interview is to utter either of these responses: “no you’ve answered everything thanks”, or, “I’m sure I had some questions, I can’t think of any just now…”. Being well [prepared](https://cmdrecruitment.com/preparing-for-an-interview/) for this section of the interview is just as important as preparing the technical and other components of the interview. Asking the right questions will enable a candidate to clarify uncertainties and remove doubt, uncover any red flags, get a view of the future and start a relationship. As a result, we’ve compiled a couple of tips for candidates when preparing their [questions](https://cmdrecruitment.com/soft-skills-interview-questions/) during an interview. - **Do research on the company from a current news perspective.** Look at the news section on the company website or search online for recent news articles which can be used as a talking point. A question that’s consequently asked from this research will be regarded as an intelligent market-related question and shows that the candidate has a genuine interest in joining the company. - **Research the interviewers.** Find out why they joined the company and what they like about the role. People, in general, like to talk about themselves and they will be flattered that you have asked about them personally and asked their opinion. Furthermore, learning about their career path will also give you an indication of your own potential development in the business and inadvertently, you have asked the question on the promotion prospects without them realising it. [Back to News ](https://cmdrecruitment.com/blog) www.cmdrecruitment.com info@cmdrecruitment.com 01225 805080 **Categories:** Advice --- ### [To Feedback Or Not](https://cmdrecruitment.com/to-feedback-or-not) **Published:** August 10, 2024 **Author:** Dan Barfoot **Content:** ### With job applications at an all-time high, how employers are handling the application process and presenting feedback to candidates is a hot topic. Our Operations Manager, Dan Barfoot discusses the importance of feedback in more detail: I have been reading more and more about candidates in this market not hearing back from their applications. In the current market, many employers are receiving a record number of job-ad responses and as an employer, can you cope with the volume of applications and if you can’t, are you willing to appease the brand damage that could come with it? As a recruitment business, for many years we have used an applicant tracking system (ATS) which is geared for high and low volume recruitment. While an ATS can sometimes provide limited feedback to a candidate, don’t underestimate how important this feedback is in helping the candidate stay up to date with their job search. As a client’s brief will detail, recruiters are looking for candidates which tick as many boxes as possible. While a candidate may have transferable skills, clients ultimately make the decision which we relay; with or without feedback. As a candidate in this market, you need to make sure you’re doing all you can to stand out. Even the simplest of best practices like spell checking your [CV](https://cmdrecruitment.com/what-should-i-include-in-my-cv/) can make all the difference in being shortlisted. Candidates also need to be mindful of where they place their CVs and ensure they don’t solely rely on a recruiter. While some employers primarily advertise themselves and have the resource to handle applications themselves, some employers are asking us to manage some of the process, if not all, to ease the pressure. At CMD Recruitment, we don’t simply fill roles, we support you with many aspects of the recruitment process with value added services, from [onboarding](https://cmdrecruitment.com/onboarding-for-employee-retention/), referencing, filtering CVs and out placements. Don’t hesitate and [get in touch](https://cmdrecruitment.com/contact/) to find out more. **Categories:** Advice --- ### [How to Know If You Found a Right Candidate?](https://cmdrecruitment.com/how-to-know-if-you-found-a-right-candidate) **Published:** February 2, 2024 **Author:** Dan Barfoot **Content:** **Why Hiring the Right Employees is Crucial for Business Success** As businesses strive to grow and succeed in today’s competitive world, hiring the right employees has become increasingly critical. The wrong employees can have a detrimental impact on a company’s success, leading to low productivity, revenue loss, and even damage to the company’s reputation. In this article, we will discuss the importance of hiring the right candidate and how recruiters can identify the best fit for their business. **Good Intelligence** One of the essential qualities that recruiters should look for when hiring employees is good intelligence. Good intelligence is crucial for leadership roles, where making strategic decisions is critical. A candidate with high emotional intelligence can connect with others and adapt to the latest technologies and marketing methods. This ability to adapt to new situations and [work efficiently](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) with others is critical to achieving business success. **Active Listening Skills** Active listening skills are a must-have in any customer-facing or sales role. A candidate with strong active listening skills can quickly pick up on customers’ needs and provide solutions that meet those needs. During the interview process, recruiters can assess a candidate’s listening skills by observing how well they respond to questions and follow instructions. A candidate with active listening skills will be an asset to any business and will help build a strong customer base. ![Ambition and Honesty](https://cmdrecruitment.com/wp-content/uploads/2020/02/Ambition-and-Honesty.png) **Ambition and Honesty** Ambition is essential for a business’s success, but it should be balanced with integrity and honesty. An ambitious employee who is honest and maintains good relationships with others will be motivated to work hard, leading to increased productivity and revenue for the business. During the interview process, recruiters can assess a candidate’s ambition by asking about their career goals and how they plan to achieve them. **Execution-Oriented** Execution-oriented employees are those who can turn ideas into action. During the [interview process](https://cmdrecruitment.com/structured-interview-process/), recruiters can assess a candidate’s execution-oriented skills by asking them about their approach to completing projects and meeting deadlines. An execution-oriented employee will be determined to see projects through to completion, delivering quality work on time, which is essential for meeting deadlines and satisfying customers. **Networkers** Strong networking skills are essential for any business, and employees who possess these skills can help a company grow and succeed. During the interview process, recruiters can assess a candidate’s networking skills by asking them about their professional relationships and how they have leveraged those relationships to benefit their previous employers. A candidate with strong networking skills can help build a strong network of professionals who can benefit the business. **Conclusion** In conclusion, recruiting the right employees is critical for business success. Recruiters should look for candidates with good intelligence, active listening skills, ambition and honesty, execution-oriented skills, and networking skills. The interview and hiring process can be time-consuming and expensive, but it is an investment in the company’s future. Recruiters should take the time to find the right candidate as it can have a significant impact on the company’s success. Hiring the right employees can lead to increased productivity, revenue growth, and a positive [company culture](https://cmdrecruitment.com/company-culture-explained/). As a result, businesses can thrive and succeed in today’s highly competitive marketplace. **Contact CMD Recruitment** To learn more about the benefits of using a [recruitment agency](https://cmdrecruitment.com/contact/bath/), contact CMD Recruitment and speak with a recruitment professional who can answer any questions you might have. If you enjoyed this article, please feel free to share it on your favourite social media sites. [Back to News ](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Categories:** Advice --- ### [Brand for Demand](https://cmdrecruitment.com/brand-for-demand) **Published:** January 28, 2024 **Author:** Dan Barfoot **Content:** ## How Being a Strong Brand Can Help Attract Top Job Candidates As an employer, your brand is everything. From branding and rebranding to brand management and brand awareness, a strong brand can help you attract the best talent and build a loyal and engaged workforce. In this article, we’ll explore the importance of branding, personal branding, and brand strategy for attracting top job candidates. ### Building a Strong Brand for Demand Creating a strong brand is essential for attracting top talent. When you have a strong brand, candidates know who you are and what you stand for, which can help you build brand loyalty and attract candidates who share your values. Branding is not just about logos and taglines, but also about creating a unique identity and messaging that sets your company apart from the competition. ### The Power of Personal Branding Personal branding is also important for attracting job candidates. When your executives and team members have a strong personal brand, it can help build trust and credibility with candidates. Personal branding can include everything from social media [profiles and LinkedIn](https://cmdrecruitment.com/the-perfect-linkedin-profile-a-checklist/) pages to thought leadership articles and public speaking engagements. ### Rebranding for Better Results If your brand is not resonating with job candidates, it may be time to consider rebranding. Rebranding can help you create a fresh start and position your company for success. However, rebranding is not something to be taken lightly. It requires careful planning, strategy, and execution to ensure that your new brand resonates with your target audience. ![The Importance of Brand Awareness](https://cmdrecruitment.com/wp-content/uploads/2020/01/The-Importance-of-Brand-Awareness.png) ### The Importance of Brand Awareness Brand awareness is critical for attracting job candidates. If candidates are not aware of your brand, they are unlikely to apply for your job openings. Building brand awareness requires a strategic approach that includes targeted advertising, content marketing, and social media engagement. ### Managing Your Brand for Success Brand management is essential for maintaining a strong brand over time. This includes everything from monitoring your online reputation to ensuring that your messaging and visual identity are consistent across all channels. Effective brand management can help you build brand loyalty and attract top talent. ### Leveraging Branded Content for Better Results Branded content can also be a powerful tool for attracting job candidates. Branded content includes things like blog posts, videos, and social media updates that are designed to promote your brand and engage your target audience. By creating high-quality branded content, you can build trust and credibility with job candidates and position your company as an employer of choice. ### Developing a Winning Brand Strategy Developing a winning brand strategy requires a deep understanding of your target audience and their needs and desires. Your brand strategy should be based on a clear value proposition and messaging that speaks to the unique benefits of working for your company. By developing a strong brand strategy, you can attract [top talent and build a loyal and engaged](https://cmdrecruitment.com/how-saas-tools-keep-talent-engaged/) workforce. ### Building Brand Loyalty Finally, building brand loyalty is essential for retaining top talent. When your employees feel connected to your brand and its mission, they are more likely to stay with your company long-term. Building brand loyalty requires a strategic approach that includes employee engagement, recognition, and professional development. ### Conclusion In conclusion, building a strong brand is essential for attracting top job candidates and building a loyal and engaged workforce. By focusing on branding, personal branding, rebranding, brand awareness, brand management, branded content, brand strategy, brand loyalty, and brand marketing, you can create a powerful brand that sets your company apart from the competition and positions you for success in today’s competitive job market. At [CMD Recruitment](https://cmdrecruitment.com/), we possess a deep and practical understanding of employer branding, and we consistently observe its significant impact on candidates’ decision-making processes. A strong employer brand not only attracts top-tier talent but also helps businesses retain and engage their workforce more effectively. If you’re seeking expert guidance on how to elevate your employer brand, connect with your ideal talent, and strategically market your organisation, our experienced team is here to help. Conversely, if you’re a candidate unsure about which career path or opportunity best aligns with your goals, reach out to one of our knowledgeable recruitment consultants today for personalised advice and support [Back to News ](https://cmdrecruitment.com/blog) 01225 805080 info@cmdrecruitment.com **Categories:** Advice --- ### [KPMG - UK Jobs Report January](https://cmdrecruitment.com/kpmg-uk-jobs-report-january-3) **Published:** February 11, 2025 **Author:** Dan Barfoot **Content:** Here is the latest KMPG Report from KPMG, and steepest fall since August 2020. **Key Points Are-** January’s jobs report shows a sharp decline in UK hiring, particularly for permanent positions, due to business uncertainty and rising employment costs. Temporary placements also fell significantly. While pay growth continued, it slowed considerably, reflecting increased staff availability. Job vacancies, especially for permanent roles, dropped sharply, though staff availability continued to rise, albeit at a slower pace. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/10/GB_Jobs_ENG_2410_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report January](https://cmdrecruitment.com/kpmg-uk-jobs-report-january-2) **Published:** February 15, 2022 **Author:** Dan Barfoot **Content:** Starting salaries continue to rise at near-record pace as the availability of active candidates continues to drop. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market in 2022. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for January 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/02/GB_Jobs_ENG_2202_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report May](https://cmdrecruitment.com/kpmg-uk-jobs-report-may23) **Published:** June 8, 2023 **Author:** Dan Barfoot **Content:** Permanent placements declined for the eighth consecutive month, while temporary billings growth eased. Starting salary inflation reached a 25-month low, and businesses are urged to focus on upskilling and reskilling the workforce to address the widening skills gap. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for May 2025. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/06/GB_Jobs_ENG_2306_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report May](https://cmdrecruitment.com/kpmg-uk-jobs-report-may) **Published:** June 16, 2025 **Author:** Dan Barfoot **Content:** UK recruitment consultancies reported a 31st consecutive monthly decline in permanent placements in April. Candidate supply expands at sharpest rate since end of 2020 Demand for staff falls at softest rate in eight months Pay growth strengthens but remains below historical trend [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2025/06/KPMG-June.pdf "KPMH May 2025") **Categories:** Interviews --- ### [KPMG - UK Jobs Report March](https://cmdrecruitment.com/kpmg-uk-jobs-report-march-4) **Published:** April 14, 2025 **Author:** Dan Barfoot **Content:** The latest KPMG/REC Report on Jobs survey indicated that March survey data indicated a further reduction in permanent job openings across the South of England. The pace of decline was sharp, despite easing to the weakest in five months, and outpaced the UK average. Demand for temporary staff also fell at a softer, but still substantial pace. The reduction in temp vacancies was also quicker than that seen at the national level. Demand for short-term workers in the region has now fallen in each of the past 16 months. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2025/04/GB-South_Jobs_ENG_March.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report September](https://cmdrecruitment.com/kpmg-uk-jobs-report-september-24) **Published:** October 7, 2024 **Author:** Dan Barfoot **Content:** September saw permanent staff placements continue to decline, marking two years of downturn. Salary inflation for permanent roles softened, reaching its lowest since February 2021, as the pool of available candidates grows. Businesses are cautious in hiring due to economic uncertainty, while temporary hiring shows more resilience in some sectors. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for September 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/10/GB_Jobs_ENG_2410_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report August](https://cmdrecruitment.com/kpmg-uk-jobs-report-august-24) **Published:** September 9, 2024 **Author:** Dan Barfoot **Content:** August saw permanent placements take a sharp decline, marking a 23-month downturn. Permanent pay growth slowed to its weakest rate in five months, while the availability of candidates continued to rise. Overall, recruitment remains cautious amidst economic uncertainty and fluctuating business confidence. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for August 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/09/GB_Jobs_ENG_2409_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report November](https://cmdrecruitment.com/kpmg-uk-jobs-report-november-3) **Published:** December 10, 2024 **Author:** Dan Barfoot **Content:** **Steep reduction in permanent staff placements, but temp market decline eases.** Higher payroll expenses weighing on recruitment decisions Pay growth remains modest in November Demand for staff declines to the greatest degree in over four years [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/10/GB_Jobs_ENG_2410_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report December](https://cmdrecruitment.com/kpmg-uk-jobs-report-december-3) **Published:** January 9, 2025 **Author:** Dan Barfoot **Content:** Here is the latest KMPG Report from KPMG, and, as expected, a sharp decline in roles over December. **Key Points Are-** Cost concerns and redundancies reported at UK companies Pay continues to rise for high quality candidates Staff availability increases to the greatest degree in six months [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/10/GB_Jobs_ENG_2410_PANEL.pdf) The first Q1 of the year could be interesting, so let’s see what happens!!! **Categories:** Interviews --- ### [KPMG - UK Jobs Report February](https://cmdrecruitment.com/kpmg-uk-jobs-report-february-3) **Published:** March 11, 2025 **Author:** Dan Barfoot **Content:** The latest KPMG/REC Report on Jobs survey indicated that staff hiring continued to decline during February, but not as quickly as at the start of the year. Permanent staff appointments fell for the twenty-ninth month in a row amid reports that companies had paused or pared back hiring plans due to a weaker economic outlook and increased payroll costs. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/10/GB_Jobs_ENG_2410_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report April](https://cmdrecruitment.com/kpmg-uk-jobs-report-april-3) **Published:** May 12, 2025 **Author:** Dan Barfoot **Content:** UK recruitment consultancies reported a 31st consecutive monthly decline in permanent placements in April. This slowdown was attributed to employer caution stemming from economic uncertainty and budget constraints due to increased payroll costs. While still sharp, the rate of decline was the least severe since September. The South of England experienced the most significant drop in permanent hires, while London saw the mildest decrease. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2025/05/KPMG-April.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report October](https://cmdrecruitment.com/kpmg-uk-jobs-report-october-3) **Published:** November 12, 2024 **Author:** Dan Barfoot **Content:** **Demand for workers deteriorates at strongest rates since summer of 2020** **Oversupply of staff cools pay growth.** Recruiters in the South of England reported a decline in new permanent hires in October, extending the current run of contraction to 19 months. The pace of reduction accelerated and was significant overall. The downturn was linked to a cooling economic environment and rising uncertainty due to the recent Budget. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/10/GB_Jobs_ENG_2410_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report July](https://cmdrecruitment.com/kpmg-uk-jobs-report-july-24) **Published:** August 19, 2024 **Author:** Dan Barfoot **Content:** The July 2024 KPMG and REC report shows ongoing declines in job placements and vacancies, though pay rates are still rising slowly. Increased staff availability and reduced demand are driving these trends. Despite some economic optimism, employer confidence in recruiting remains low. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for July 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/08/GB_Jobs_ENG_2408_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report June](https://cmdrecruitment.com/kpmg-uk-jobs-report-june-24) **Published:** July 9, 2024 **Author:** Dan Barfoot **Content:** June saw a continued decline in permanent staff placements, with the steepest drop in three months. However, permanent salary growth accelerated to an eight-month high due to competition for available roles. Temporary billings saw a slight increase, marking the first rise since last October. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for June 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/07/GB_Jobs_ENG_2407_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report May](https://cmdrecruitment.com/kpmg-uk-jobs-report-may-24) **Published:** June 10, 2024 **Author:** Dan Barfoot **Content:** In May, permanent placements fell for the 20th month, but the decline has slowed. Pay rates for both permanent and temporary jobs have significantly increased. Staff availability surged to its highest since December 2020 due to redundancies and higher unemployment. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for May 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/06/GB_Jobs_ENG_2406_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report April](https://cmdrecruitment.com/kpmg-uk-jobs-report-april-24) **Published:** May 9, 2024 **Author:** Dan Barfoot **Content:** The latest UK Report on Jobs reveals a drop in permanent staff placements but rising pay rates in April. With a slowing decline in permanent hiring and increased candidate availability, there’s hope for a shift in the market. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for April 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/05/GB_Jobs_ENG_2405_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report September](https://cmdrecruitment.com/kpmg-uk-jobs-report-september-23) **Published:** October 12, 2023 **Author:** Dan Barfoot **Content:** September saw a slight dip in permanent staff appointments and a modest rise in temporary billings. Pay growth slowed due to budget constraints and economic uncertainty. Candidate availability increased slightly, but overall vacancies fell below 1 million, indicating a cautious job market. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for September 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/10/GB_Jobs_ENG_2310_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report October](https://cmdrecruitment.com/kpmg-uk-jobs-report-october-23) **Published:** November 8, 2023 **Author:** Dan Barfoot **Content:** Job demand steadied in October, with the private sector offsetting public sector drops. Permanent hires softened, and temporary billings rose for 2nd month. Candidate availability increased at a sharper pace, but many lack the right skills for available roles. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for October 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/11/GB_Jobs_ENG_2311_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report November](https://cmdrecruitment.com/kpmg-uk-jobs-report-november-23) **Published:** December 8, 2023 **Author:** Dan Barfoot **Content:** November saw permanent job hires drop for the 14th month in a row, and temporary billings fall for the second time since July 2020. Reduced starting salaries reflected increased job competition, and economic uncertainties led to a broader economic slowdown. Despite these challenges, there is optimism for a more positive outlook in the upcoming year. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for November 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/12/GB_Jobs_ENG_2312_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report March](https://cmdrecruitment.com/kpmg-uk-jobs-report-march-3) **Published:** April 8, 2024 **Author:** Dan Barfoot **Content:** March saw a decline in permanent staff appointments for the eighteenth consecutive month, with the steepest fall since November. Temporary billings also decreased, marking five consecutive months of decline. The availability of both permanent and temporary staff increased sharply, with pay growth for permanent staff at its lowest in over three years. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for March 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/04/GB_Jobs_ENG_2404_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report January](https://cmdrecruitment.com/kpmg-uk-jobs-report-january-24) **Published:** February 19, 2024 **Author:** Dan Barfoot **Content:** Starting salary growth slows, permanent placements decline, and temporary billings decrease slightly. Despite the tightening labor market, there is an increasing rise in job seekers. Experts state collaboration is needed to address the skills gap and advocate for growth-oriented policies in the upcoming budget to boost investment in skills and productivity amidst economic challenges. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for January 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/02/GB_Jobs_ENG_2402_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report December](https://cmdrecruitment.com/kpmg-uk-jobs-report-december-23) **Published:** January 8, 2024 **Author:** Dan Barfoot **Content:** The end of 2023 saw permanent placements and temp billings decrease at a slower pace. Candidate supply continues to rise sharply due to a decrease in staff demand and starting pay is experiencing stronger growth. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for December 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/01/GB_Jobs_ENG_2401_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report February](https://cmdrecruitment.com/kpmg-uk-jobs-report-february-24) **Published:** March 12, 2024 **Author:** Dan Barfoot **Content:** The UK’s labour market in February 2024 showed a continued decline in recruitment activity, with both permanent and temporary placements decreasing amidst economic uncertainty. Starting salaries for new hires increased at a slower rate, while demand for staff fell sharply, particularly for permanent positions. Despite a rise in candidate availability, the overall outlook remains challenging, with concerns about economic growth and skill shortages persisting. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for February 2024. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2024/03/GB_Jobs_ENG_2403_PANEL.pdf) **Categories:** Interviews --- ### [How to Promote Diversity and Inclusion in the Workplace](https://cmdrecruitment.com/how-to-promote-diversity-and-inclusion) **Published:** April 16, 2024 **Author:** paul **Content:** They say that variety is the spice of life, and this is certainly true in the workplace. For far too long, a lack of diversity has been holding companies back from their true potential. A scarcity mindset leads some people to believe that opportunities are finite and therefore need to be protected. Historically, this has led many companies to promote certain individuals who then go on to protect the status quo – after all, more diversity means more competition for the top spots. This has led to increasingly poor hiring practices that originate from a fearful position. However, if companies are able to get past these fears and concerns, they will often find that more diversity and inclusion is actually a positive thing for business. In this guide, we’re looking at ways you can improve diversity and inclusion in the workplace to help your organisation reap the widespread benefits. ![What is diversity and inclusion?](https://cmdrecruitment.com/wp-content/uploads/2024/04/What-is-diversity-and-inclusion.png) ## What is diversity and inclusion? Diversity and inclusion are two parts of a three part approach to better hiring practices within organisations. This is a foundation level policy that underpins what organisations are about and what they value. It’s commonly referred to as diversity, equity and inclusion policy, or DEI policy for short. The diversity section of this refers to the makeup of your company. A diverse hiring practice will ensure you have people representing lots of different groups in your company, and this will help you to make decisions that will better serve your customers. Examples of diversity include [age](https://cmdrecruitment.com/benefits-of-workplace-age-diversity/ "5 Benefits Of Age Diversity In The Workplace"), gender, ethnic background, neurodiversity and physical ability. Inclusion is about making sure that your diverse workforce feels that their contribution is valued and important. This can help to increase engagement and make everyone feel more valued in the workplace. ![Why is diversity and inclusion important?](https://cmdrecruitment.com/wp-content/uploads/2024/04/Why-is-diversity-and-inclusion-important.png) ## Why is diversity and inclusion important? A lot of companies still treat diversity and inclusion as buzzwords or boxes they need to tick before they continue with the same old. However, this means they could be missing out on key opportunities for growth and increased productivity. A diverse and inclusive workforce will bring in new perspectives and ways of working that you might not have tried before. And this can deliver [increased productivity](https://cmdrecruitment.com/intrinsic-motivators-and-why-they-matter/ "10 Intrinsic Motivators (And Why They Even Matter)"), improved morale and better staff retention. If you fail to prioritise these hiring policies, you run the risk of losing your competitive edge. And once word spreads that your workplace is neither diverse nor inclusive, you could find it harder to [hire the best talent](https://cmdrecruitment.com/recruiting-in-wiltshire-attracting-talent/ "Recruiting in Wiltshire: Attracting Talent"). ![How to promote diversity and inclusion in the workplace](https://cmdrecruitment.com/wp-content/uploads/2024/04/How-to-promote-diversity-and-inclusion-in-the-workplace-1.png) ## How to promote diversity and inclusion in the workplace Now that we understand the value of diversity and inclusion, let’s look at some of the ways employers can implement these policies in their workplace. ### Make changes from the ground up If you have a diversity problem in your organisation, you run the risk of tokenism if you try to fix this with a hiring spree. You need to tear up the current hiring policy and start afresh. Policy changes need to be hard-wired into your company mission statement so that they can spread throughout everything you do. Stop trying to spot fix the problem or stick a plaster on a more widespread issue and tackle this at the heart of the problem. ### Get everyone involved A lot of companies make the mistake of appointing a diversity officer and then making them the only person in the company who knows or cares about the issue. This is a company-wide change, and so the solution needs to be company-wide. Everyone needs to understand and appreciate the importance of diversity of inclusion in the [workplace for any policy to be successful](https://cmdrecruitment.com/top-tips-to-success-in-the-workplace/). ![Be prepared to be wrong](https://cmdrecruitment.com/wp-content/uploads/2024/04/Be-prepared-to-be-wrong.png) ### Be prepared to be wrong Often the first hurdle organisations need to overcome is accepting that there is something wrong with the way they currently work. Being wrong is only a bad thing if you are also unwilling to accept that you need to change. Acknowledging your shortfalls is an incredibly empowering position to be in, as it puts you in a position to make considerable changes to the way things are. ### Have a plan to deal with resistance Every company attempting to upset the status quo can expect to face resistance from workers. If you are met with fierce resistance to diversity and inclusion from your employees, you need to first ask why they feel this way. Do they stand to miss out if others are treated equitably? Could it be that they have been promoted unfairly and they see diversity as a threat to their position? Ask serious questions about why these individuals might be resistant to these changes, and then ask if these attitudes still have a place within your organisation. ![Avoid ticking boxes](https://cmdrecruitment.com/wp-content/uploads/2024/04/Avoid-ticking-boxes.png) ### Avoid ticking boxes Diversity and inclusion is not something that you can achieve and then tick the box and never think about it again. It’s a journey, not a destination. All of us have a lot of work to do to overcome unconscious biases that we carry with us, so it should be seen as a continual journey of learning and discovery. By getting all of this out in the open, you can learn from one another. You can also learn from those who stand to gain so much more when they feel included and valued in the workplace. But you’ll never enjoy these widespread benefits if you treat diversity as a tick box exercise. ## Closing thoughts The first step in promoting diversity and inclusion in the workplace is to identify areas where you might be falling short. Ask for feedback within your organisation and be prepared to confront some uncomfortable truths. Once you know where you are falling short, you can then implement changes that will encourage better diversity in your hiring policy and in your promotion policy. From here, you’ll be in a much better position to encourage better inclusion and to reap the benefits of a diverse and engaged workforce. When you face resistance along the way, it’s vital to question the origin of this resistance and if this has any place within your organisation. **Categories:** Advice --- ### [Diversity Wins: How Inclusion Matters](https://cmdrecruitment.com/diversity-wins-how-inclusion-matters) **Published:** April 12, 2024 **Author:** paul **Content:** Diversity and inclusion in the workplace is about more than just ticking boxes. When implemented correctly, diversity policies can have a positive impact on your workforce and on your productivity. Companies that are resistant to diversity policies will often find that they struggle to recruit and their workforce becomes stagnant. But those that embrace diversity policies will find they are able to realise new opportunities for growth. In this guide, we’re exploring the role of inclusion in workplace hiring and how your company can embrace this important component of diversity policy to boost performance. We’ll also look at what happens when companies turn away from inclusive ways of working. ![What is inclusion in the workplace?](https://cmdrecruitment.com/wp-content/uploads/2024/04/What-is-inclusion-in-the-workplace.png) ## What is inclusion in the workplace? Inclusion is not just a buzzword you see on LinkedIn. It’s part of a wider workplace policy known as Diversity, Equity and Inclusion, which is often shortened to DEI. Companies with a DEI policy are often those that acknowledge the importance of making sure everyone feels welcome and valued in the workplace. Let’s look at each component in more detail: - Diversity relates to who is represented in your workforce. Examples of diversity include [age](https://cmdrecruitment.com/benefits-of-workplace-age-diversity/ "5 Benefits Of Age Diversity In The Workplace"), gender, ethnic background, neurodiversity and physical ability. The more people are represented in your workforce, the better, as it means you will be better positioned to serve your customers. - Equity simply refers to the act of ensuring that everyone is treated fairly within your organisation. There is a big difference between equal and equitable, so what should really happen is that everyone is treated fairly, based on their circumstances. - Inclusion is all about making sure that this diverse workforce that you have pieced together also feels like a part of the bigger picture. They feel included and that their contribution has meaning. Put all of this together, and you have a workforce that feels included, valued and respected. And this results in better team morale and increased [productivity](https://cmdrecruitment.com/productivity-vs-pay/ "Productivity vs Pay"). If everyone feels that they can be themselves at work, they can show up with their whole self, and this can make a significant difference to how teams operate. ![Spotlight on inclusion and why it matters](https://cmdrecruitment.com/wp-content/uploads/2024/04/Spotlight-on-inclusion-and-why-it-matters.png) ## Spotlight on inclusion and why it matters Inclusion is often a difficult thing to achieve. When you have a hierarchy of management, it can be difficult to let go of this structure in favour of a more inclusive workplace. But there are significant benefits to be found when you let inclusion take centre stage. These are just some of the ways you can make inclusion work for you. - When you make your team feel included in important decisions, you can get buy-in from every level of the organisation. Everyone from the top to the bottom feels like their contribution is making a significant difference to the outcome. This can help to boost productivity. - When everyone feels important, no one is elevated above the rest, which removes the risk of egos getting in the way of productivity. If one person feels elevated above the rest because of their contribution, this can lead to ill-will amongst the team that might damage productivity and cohesion. - You avoid the risk of your diversity policy becoming about tokenism. Tokenism is a toxic workplace culture that often arises out of a misunderstanding of why we need diversity in the workplace. By making sure you prioritise every part of Diversity, Equity and Inclusion, you avoid the risk that you are only focusing on diversity for the wrong reasons. - Innovation thrives in workplaces that make everyone feel like their contribution is valued. If individuals feel that their ideas are often shut down or simply unwelcome, they’ll stop sharing them. They will disengage with their role and become robotic in their approach to work. When this happens on a large scale, it doesn’t matter how diverse your workforce is, because no one will be sharing their unique perspective. ![What happens if you don’t prioritise inclusion?](https://cmdrecruitment.com/wp-content/uploads/2024/04/What-happens-if-you-dont-prioritise-inclusion.png) ## What happens if you don’t prioritise inclusion? If you have a diverse workforce but you fail to prioritise inclusion, you run the risk of alienating your team and this can have widespread consequences. You are effectively saying that you want a diverse workforce for appearances, but decisions and contributions will only be valued from certain people within that organisation. At best, you’ll have an unproductive workforce and [high staff turnover rate](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate/) as people who join your organisation will soon realise that the diversity policy is all for show. At worst, you could face legal action for discrimination, as individuals might feel that they are singled out based on protected characteristics. This could also significantly damage your reputation. Companies that only value the image of diversity within their workforce will be known among employees. And if you have a high staff turnover as a result of this failed policy, you can expect candidates to be talking about your organisation in a negative light. ## Final thoughts It’s vital for organisations to think about all components of their DEI policy if they are to fully reap the benefits of a diverse workforce. When you have a diverse workforce, you get to enjoy the extensive experience that comes with this. And your employees can also learn from one another, making it a more engaging workplace. Diversity is about more than just ticking boxes and updating your company policy. When implemented correctly, it can have significant benefits to your organisation in terms of reputation, hiring ability and productivity. Not to mention, you will also have a much more engaged workforce. **Categories:** Advice --- ### [5 Benefits Of Age Diversity In The Workplace](https://cmdrecruitment.com/benefits-of-workplace-age-diversity) **Published:** April 10, 2024 **Author:** paul **Content:** Age discrimination has no place in modern workplaces, and yet many companies are inadvertently creating the conditions in which it can thrive. A more diverse workforce is not only beneficial for workers but also for your bottom line. Productivity and therefore profits increase when there is a more diverse workforce working together towards a common goal. In this guide, we’re exploring some of the benefits of age diversity in the workplace. Armed with this information, you can go forward and implement policy to prioritise a more diverse workforce. ## What is age diversity and why does it matter? When we talk about diversity in the workplace, it’s often in relation to DEI policy, or diversity, equity and inclusion. This is a modern approach to diversity that helps companies to understand their obligations in building more diverse workforces. Age diversity is one key component of this policy. It helps to avoid age discrimination and also encourages companies to think about how their hiring, promotion and firing policies might be influenced by ageist attitudes. ![How does age diversity benefit the organisation?](https://cmdrecruitment.com/wp-content/uploads/2024/04/How-does-age-diversity-benefit-the-organisation.png) ## How does age diversity benefit the organisation? Companies that prioritise diversity typically enjoy better productivity, improved staff morale, high [staff retention](https://cmdrecruitment.com/staff-retention-in-manufacturing-and-logistics/) and reduced recruitment costs. All of this can contribute towards improved output and therefore higher profits. Here are 5 specific benefits of age diversity to consider: ### 1. Better decision making When you have a more diverse workforce, decision making is improved by including more diverse opinions based on a range of experience levels. Leaving young workers to make decisions alone could lead to short-sighted decisions that lack experience, whereas older workers making decisions alone could be seen as lacking in innovation. The solution? Have a more diverse workforce and ask them to make decisions together. This will force everyone to get out of their own headspace and consider the experience and perspectives of others. ![Increased skill diversity](https://cmdrecruitment.com/wp-content/uploads/2024/04/Increased-skill-diversity.png) ### 2. Increased skill diversity Some generations are known as digital natives as they grew up surrounded by [technology](https://cmdrecruitment.com/why-is-there-a-technology-skills-gap/ "Why Is There a Technology Skills Gap? And How Can We Solve It?"). While this is no doubt beneficial in the workplace, there’s also value in being a newcomer. Diverse perspectives are essential for making stronger decisions that consider your entire customer base, not just a small portion. Skill sharing is one of the biggest benefits of a diverse workforce. ### 3. Knowledge retention When you value age diversity in your workplace and ensure that older workers feel valued, right up to their retirement, you can enjoy the obvious benefit of keeping knowledge and experience within your company. If workers feel undervalued past a certain age, this can have a knock on effect of encouraging them to look elsewhere. And they’ll take their valuable knowledge and experience with them. You don’t have to be actively firing older workers to experience issues with age diversity in your workplace. Sometimes it can be down to policies that indirectly discriminate against older workers, such as isolating these individuals from the rest of the team. This can lead them to feel that their contribution isn’t as valued, which will damage morale and eventually lead them to look for opportunities elsewhere. ![Better mentorship opportunities](https://cmdrecruitment.com/wp-content/uploads/2024/04/Better-mentorship-opportunities.png) ### 4. Better mentorship opportunities Older generations have a lot to offer, and their extensive experience in the sector is often one area where they can shine. Young workers might have new ideas, but they lack the experience to know how to operate effectively in the industry. Bring these diverse age groups together and everyone benefits. Mentorship is increasingly being seen as a two-way relationship, with younger workers also sharing their insights with those who they could traditionally look up to. ### 5. Increased productivity It has been proven that companies with older CEOs experience a boost in productivity. While the tech boom might have paved the way for increasingly younger CEOs to take centre stage, this should really be the exception and not the norm. It’s not uncommon for there to be a young CEO supported by a board or more senior executives, and this helps to strike a balance. It might be seen as a trendy move to have a very young CEO, but this could damage productivity over time. Age diversity will bring all of the benefits above, and this in turn will help to [increase productivity](https://cmdrecruitment.com/productivity-vs-pay/ "Productivity vs Pay"). And better productivity often turns into increased profits. **Categories:** Advice --- ### [What is the Job Market Like in Bath in 2024?](https://cmdrecruitment.com/what-is-the-bath-job-market-like) **Published:** March 19, 2024 **Author:** paul **Content:** Bath is well-known for its historic charm, picturesque landscapes, and vibrant culture. Not only is it a popular tourist destination, but it is also a thriving hub for employment opportunities. It is the home to two very popular universities, which means a high proportion of young people looking for part time work to supplement their income while they study and then graduate opportunities upon completion of their studies. Bath is also a popular location for arts organisations, publishers, marketing companies and other creative industries. It also boasts a high concentration of tech companies, healthcare facilities, and life sciences organisations. In short, Bath is a thriving location with a wide range of job opportunities and talented job seekers looking for their next role. As we step into 2024, let’s look at the state of the job market in Bath and how employers can make the most of the changing tides. We’ll explore current trends in employment, opportunities for employers and the challenges facing job seekers and employers alike. ![A dynamic economic landscape](https://cmdrecruitment.com/wp-content/uploads/2024/03/A-dynamic-economic-landscape.png) ## A dynamic economic landscape Bath’s economy has historically been diverse, with sectors ranging from tourism and hospitality to technology, healthcare, and education. In 2024, this diversity continues to underpin the city’s economic resilience, providing a varied array of job opportunities across multiple industries, including: ### Technology and innovation The technology sector in Bath has experienced significant growth in recent years, fueled by the presence of innovative startups and established tech companies. With the rise of digital transformation across industries, there is a growing demand for skilled professionals in software development, cybersecurity, data analytics, and digital marketing. ### Education and academia Bath’s prestigious universities and educational institutions attract students and scholars from around the world, creating employment opportunities in academia, research, and [administration](https://cmdrecruitment.com/disciplines/administration/). With a commitment to excellence in education, there is a continual need for educators, administrators, and support staff in schools, colleges, and universities. The high number of students in the city means that there are lots of looking for part time and seasonal work, which helps to support the following industry. ![Healthcare and life sciences ](https://cmdrecruitment.com/wp-content/uploads/2024/03/Healthcare-and-life-sciences-.png) ### Healthcare and life sciences Bath is home to world-class healthcare facilities and research institutions, making it a hub for healthcare and life sciences professionals. The city’s ageing population and focus on health and wellness contribute to sustained demand for healthcare workers, including nurses, doctors, therapists, and researchers. ### Tourism and hospitality Despite challenges posed by the global pandemic, Bath’s tourism and hospitality sector remain resilient, benefiting from the city’s rich history and cultural heritage. From hotels and restaurants to tour guides and event planners, there are diverse job opportunities catering to the tourism industry. ![What are the challenges and opportunities for employers in Bath?](https://cmdrecruitment.com/wp-content/uploads/2024/03/What-are-the-challenges-and-opportunities-for-employers-in-Bath.png) ## What are the challenges and opportunities for employers in Bath? While Bath’s job market offers a plethora of opportunities, there are also challenges that job seekers and employers need to navigate in 2024. ### Skills gaps One of the primary challenges facing employers is the [skills gap](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/), particularly in technology and STEM-related fields. Addressing this gap requires investment in education and [training programs](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/ "External Training Advantages and Disadvantages") that equip individuals with the skills needed to thrive in a rapidly evolving job market. With advancements like AI moving at staggering speed, it’s difficult for companies to keep up with demands. ### The rise of remote and hybrid working The shift towards remote work, accelerated by the pandemic, has transformed the way businesses operate. While allowing people to [work from home](https://cmdrecruitment.com/the-future-of-working-from-home/ "The Future Of Working From Home") offers flexibility and access to a broader talent pool, it also presents challenges in terms of maintaining team cohesion and addressing issues of work-life balance. During the pandemic, Bath also saw a large influx of workers from London looking for cheaper rents and a better standard of living. These workers might be more open to a hybrid working arrangement with Bath-based employers. ![Sustainability initiatives](https://cmdrecruitment.com/wp-content/uploads/2024/03/Sustainability-initiatives.png) ### Sustainability initiatives As global awareness of environmental issues grows, there is an increasing emphasis on sustainability and green initiatives across industries. Job seekers with expertise in renewable energy, environmental conservation, and sustainable practices are well-positioned to capitalise on this trend. Companies also face pressure to ensure sustainability is at the core of their offering. ### Post pandemic recovery While Bath’s economy has shown resilience in the face of challenges, the road to full economic recovery post-pandemic remains uncertain. Continued government support, investment in infrastructure, and a focus on innovation are critical to driving economic growth and creating employment opportunities. As we leave the post-pandemic world, many people are now facing a cost of living crisis. These challenges will have to be faced head on by employers to ensure they are part of the solution and not the problem. ## Conclusion In 2024, Bath’s job market reflects the city’s vibrant economy, diverse industries, and commitment to innovation and sustainability. While challenges such as the skills gap and economic recovery persist, opportunities abound for skilled professionals across sectors. By staying abreast of market trends, investing in skills development, and fostering collaboration between stakeholders, Bath can continue to thrive as a dynamic hub for employment and economic growth. **Categories:** Advice --- ### [The Future Of Working From Home](https://cmdrecruitment.com/the-future-of-working-from-home) **Published:** March 6, 2024 **Author:** Dan Barfoot **Content:** Hybrid working is increasingly becoming the preferred model for the future of finding work from home jobs. 40% of UK employers have already adopted this flexible approach that blends remote and office work. The appeal of hybrid working is its ability to offer flexibility while maintaining a connection to the office environment. It allows individuals to enjoy the benefits of home-based work without completely forgoing the social interaction and structure of the traditional office setting. As remote jobs continue to gain popularity, the hybrid model emerges as a promising solution to meet the diverse needs of employees while ensuring productivity and work-life balance. Businesses that have flexible working are attractive to job seekers. This approach is poised to shape the future of work, offering a compelling blend of flexibility and collaboration opportunities. ## WFH statistics by industry Data indicates that IT professionals are most likely to work from home full-time. In contrast, healthcare employees are the least likely to work remotely, signaling lower adoption in this sector. Larger businesses tend to have more home working employees, possibly due to better infrastructure and technology support. Remote workers across industries show a preference for a flexible work model to balance work responsibilities and personal life effectively. These trends highlight the diverse landscape of remote working jobs and the varying degrees of acceptance and implementation of WFH practices within different sectors. ## Is there miscommunication in working from home between employer and employee? Data indicates that 62% of employees want better technology to stay connected with colleagues. This suggests a gap in communication tools provided by employers for home jobs. This deficiency in communication tools can lead to misunderstandings and hinder effective collaboration. Moreover, 22% of remote workers find it hard to switch off after work. This indicates potential miscommunication on setting boundaries and maintaining work-life balance in a work-from-home setup. This lack of clarity in expectations and boundaries can result in burnout and decreased productivity. Addressing these communication challenges is crucial in ensuring a successful transition to home-based work and promoting employee wellbeing. Organisations need to prioritise clear communication strategies, adequate technology support, and guidelines for maintaining a healthy work-life balance in WFH environments. ## The impact of remote and hybrid options on workers and organisations Miscommunication challenges in home based settings can have a significant impact on both employees and organisations. When employees lack clear communication channels or struggle to maintain work-life boundaries, it can lead to decreased productivity and increased stress levels. Working at home has provided workers with cost savings and increased flexibility, however, it has also presented challenges in maintaining a healthy work-life balance. Organisations offering remote employment opportunities must prioritise clear communication strategies and support mechanisms to ensure the wellbeing of their employees. Impact on Workers and OrganisationsStatisticsCost savings from WFH£44.78/weekIncreased productivity66%Negative impact on health and well-being29%Work from non-traditional spaces25% **Categories:** Advice --- ### [Structured Interview Process: Make the Right Hires in 5 Steps](https://cmdrecruitment.com/structured-interview-process) **Published:** February 28, 2024 **Author:** paul **Content:** A structured interview process can help companies to remain consistent and focused in their recruitment activities. By having a well-documented and structured interview process, anyone in the team can take the lead on recruitment and ensure that all company policies will be observed throughout. Creating a structured interview process will require you to be aware of your current process and how this can be improved. From awareness comes the ability to reflect on what you could improve. In this guide, we will explore a 5-step interview process that could be adapted to nearly all recruitment situations in order to formalise and streamline the process. It will also help to ensure that you make the right selection for your company, every single time. ## Narrow down your criteria The first step in streamlining your recruitment process and ensuring everyone is on the same page is to make sure you know how to narrow down the criteria. It’s common for [hiring managers](https://cmdrecruitment.com/how-to-hire-a-skilled-hr-manager/) to be unfamiliar with the role they are recruiting for, which makes it more difficult for them to make judgement calls on a candidate’s suitability. The first step in the recruitment process should always be to narrow down the criteria for the role and what skills and attributes the candidate should possess. This can be uniform across the organisation, making it easier for any department to create a job description that covers all bases. ![Review applicants](https://cmdrecruitment.com/wp-content/uploads/2024/02/Review-applicants.png) ## Review applicants Once you have a criteria for the role, you can then create an assessment matrix against which you can judge every applicant. This will allow you to read between the lines of applications and narrow it down to the desired number of candidates quickly. The assessment matrix should include essential criteria and then desirable criteria. If you have very strong applicants, you can use this system to rule out all but the best. But if the applicants aren’t as strong, you can use this system to determine which of the weaker applicants should be invited to an interview. At this stage, if you notice you are fielding lots of applications from unsuitable candidates, you may choose to return to step one and further refine the requirements to ensure you are attracting the right applicants. ![Arrange interviews](https://cmdrecruitment.com/wp-content/uploads/2024/02/Arrange-interviews.png) ## Arrange interviews You should now have a short list of applicants that you want to learn more about. Remember that every point of contact with your candidates will help to inform the candidate experience. The candidate experience is essential for your business reputation and could influence future applicants. In short, if the candidate has a poor experience, you run the risk of them sharing this insight with other candidates and this could have a negative impact on your reputation. Factors that might cause a poor candidate experience include inconsistent communication, ghosting the candidate, or failing to give adequate feedback. When planning interviews, make sure you are transparent about the process and keep consistent communication throughout. If a candidate has been invited to an interview and you decide not to take their application any further, you should always let them know of your decision rather than waiting for them to reach out. ![Practical assessment](https://cmdrecruitment.com/wp-content/uploads/2024/02/Practical-assessment.png) ## Practical assessment The purpose of the interviews is to narrow down your selection. You should now have a shortlist of candidates that would be a good fit for your company. The final stage is to design practical assessments to determine if they have the right technical skills to succeed in the role. This might not be required for the role, but it can be very useful for very [technical](https://cmdrecruitment.com/disciplines/technical/) roles. Asking for a work sample might negatively impact the candidate experience if they see it as working for free. Instead, make it a part of the interview assessment, or make it a task that you ask them to prepare before their second interview. ## Due diligence The final step in your structured interview process is to carry out due diligence. If the candidate will be working with children or vulnerable adults, you might need a DBS check. If the candidate will be working with large sums of money, a credit check might be required. At the very least, you should carry out a [reference check](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/). Just be sure to let the candidate know before you start your checks. **Categories:** Interviews --- ### [5 Recruitment Buzzwords and What They Mean](https://cmdrecruitment.com/5-recruitment-buzzwords-and-what-they-mean) **Published:** February 12, 2024 **Author:** paul **Content:** If you want to learn how to find your way around the complex world of recruitment, the first step is to learn the lingo. Getting to grips with the latest industry buzzwords can help you to read between the lines and stay one step ahead. This can be invaluable for job hunters that want to know how to make the most of recruitment opportunities and how to understand how you can improve in the future. Recruitment buzzwords have become an integral part of the hiring landscape, often serving as shorthand for complex concepts and strategies. In this article, we’ll explore five common recruitment buzzwords and unravel their meanings to help you navigate the dynamic world of talent acquisition. ## Talent Pipeline The term “talent pipeline” refers to a strategic approach to workforce planning where organisations cultivate a continuous flow of potential candidates. Instead of relying solely on immediate hiring needs, companies proactively build relationships with potential candidates, keeping them engaged and interested in future opportunities. Establishing a robust talent pipeline ensures that organisations have a pool of qualified candidates readily available when positions open up, reducing time-to-fill and enhancing overall recruitment efficiency. If a company takes this approach to recruitment, you don’t need to wait for a role to become available to apply, you can simply send a speculative CV that they can keep on file. ![Employer Branding](https://cmdrecruitment.com/wp-content/uploads/2024/02/Employer-Branding.png) ## Employer Branding Employer branding is the way in which an organisation presents itself to both current and potential employees. It encompasses the company’s reputation, values, culture, and the overall employee experience. When an employer has a strong brand, this not only helps to attract new talent but also to retain existing talent. In a competitive job market, candidates often consider an employer’s brand before making career decisions. Companies invest in employer branding to differentiate themselves, showcasing their unique attributes to attract and retain high-calibre professionals. Focusing on the employer brand during your job hunt can help you to match with an employer with similar values. ## Cultural Fit “Cultural fit” is a buzzword frequently used in the recruitment process to describe the alignment between a candidate’s values, beliefs, and work style with those of the hiring company. An example of this would be a law firm with a very strict professional culture versus a tech startup with a more casual and laid back culture. Beyond assessing a [candidate’s skills and qualifications](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/ "Why You Should Let a Recruiter Help You Promote Your Skills and Experience"), employers emphasise cultural fit to ensure that the new hire can seamlessly integrate into the existing organisational culture. Companies value employees who not only meet job requirements but also contribute positively to the workplace atmosphere and overall team dynamics. Employers will assess if you are the right culture fit during your interview, which is why it is vital to be honest in your representation of yourself, rather than stretching the truth in order to meet the employer’s expectations. ![Candidate Experience](https://cmdrecruitment.com/wp-content/uploads/2024/02/Candidate-Experience.png) ## Candidate Experience Candidate experience has nothing to do with your employment history. Candidate experience refers to the overall perception and satisfaction level of job seekers during the [recruitment process](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/). A positive candidate experience can significantly impact an employer’s reputation, influencing not only the current recruitment cycle but also future interactions with the company. It involves every touchpoint between the candidate and the employer, from the initial application process to the final interview and job offer. Companies focusing on improving candidate experience aim to create a transparent, respectful, and engaging process that leaves candidates with a favourable impression, regardless of the outcome. ## Diversity, Equity, and Inclusion (DEI) Diversity, equity, and inclusion have become central themes in modern [recruitment strategies](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team/). Organisations recognize the importance of creating a workforce that reflects a variety of backgrounds, perspectives, and experiences. Diversity encompasses differences in race, gender, age, sexual orientation, and other characteristics, while equity and inclusion focus on ensuring fairness and fostering a sense of belonging for all employees. Prioritising DEI in recruitment not only enhances organisational culture but also contributes to improved innovation, decision-making, and overall business success. ## Closing thoughts As the recruitment landscape continues to evolve, understanding these buzzwords is essential for both employers and job seekers. Whether you’re a hiring manager looking to optimise your talent acquisition strategy or a candidate navigating the job market, these concepts play a crucial role in shaping the future of recruitment. **Categories:** Advice --- ### [Top 5 HR Trends and Priorities For 2024](https://cmdrecruitment.com/top-5-hr-trends-and-priorities-for-2024) **Published:** January 29, 2024 **Author:** paul **Content:** Keeping track of HR trends is a great way to stay ahead of the curve and make sure that your company is leading instead of following. Your people are the core of your business, and how you treat them, train them and take care of them will be reflected in your business success. With more transparency than ever before, it’s becoming increasingly difficult for employers to treat their employees poorly and get away with it. The flip side of this is that word travels fast about the companies that go the extra mile to take care of their employees. If you want to stay ahead of the curve and ensure your HR department is able to do its best work and attract the brightest employees in 2024, you need to pay attention to the following trends and priorities. ![Why is trend spotting important?](https://cmdrecruitment.com/wp-content/uploads/2024/01/Why-is-trend-spotting-important.png) ## Why is trend spotting important? HR trends will arise in response to everything else that is happening in the world, including global and regional pressures. Inflation and the cost of living crisis has been driving dialogue for the past few years. Before that, it was the COVID-19 pandemic. Spotting the trends and trying to stay ahead of them will make your HR department more effective, as you’ll be addressing the concerns that are most important to your employees. ## What trends will be huge in 2024? Curious to know what HR professionals will be concerned with in 2024 and beyond? Here are our predictions for the trends and priorities that will shape hiring decisions and more. ![Flexible working](https://cmdrecruitment.com/wp-content/uploads/2024/01/Flexible-working.png) ### 1. Flexible working Flexible working is here to stay, so it’s less about if you offer it and more about how you offer it. Flexible working doesn’t have to mean working from home. It could mean flexible working hours, trialling a 4-day working week, or [allowing employees to buy back more holiday](https://cmdrecruitment.com/is-your-holiday-allowance-enough/) time to take an extended break. If other employers are offering these perks, all companies need to keep up with this trend or risk missing out on the best employees. And remember that not everyone loves [working from home](https://cmdrecruitment.com/the-competitive-market-of-working-from-home/), some people crave the separation between home and work, so don’t scrap your office just yet. ### 2. Automation and technology Artificial intelligence, automation and other technology will be huge for HR departments in 2024. However, it’s important to have systems in place to monitor how this is rolled out. We know that AI can result in biassed decision making, and you don’t want this to be present in your HR systems. While AI is improving every day, it isn’t perfect yet, so it should be approached with caution. ![Improved employer/employee relationships](https://cmdrecruitment.com/wp-content/uploads/2024/01/Improved-employeremployee-relationships.png) ### 3. Improved employer/employee relationships Employers and employees should focus on improving relationships in 2024 and beyond. We’re done with quiet quitting in 2024 and are instead looking for ways to salvage the relationship to make it healthier and more effective. This all starts with improved conversations between employers and [employees](https://cmdrecruitment.com/6-steps-to-finding-the-best-employees-for-your-business/), allowing for genuine dialogue that moves the company forward and progresses careers at the same time. ### 4. Pay transparency For a long time, employees have been asking employers to share the salary range if it really is so competitive. Transparency around pay could be huge in 2024, so be prepared for some difficult conversations if it is revealed that there are pay discrepancies in your company. A far better solution for managing this issue would be to introduce standardised pay bands within your organisation to make it easier for employees to see where they stand. In 2024, a competitive salary will be one that employees can see before they even interview with your company. ![Upskilling and reskilling](https://cmdrecruitment.com/wp-content/uploads/2024/01/Upskilling-and-reskilling.png) ### 5. Upskilling and reskilling The shift towards AI and automation in roles should not be seen as a scary thing. Instead of seeing this as potential job losses, see it as a way to reskill and upskill your most talented employees to help boost their careers and help keep them engaged. While automation might remove the need for some jobs, it could simply free up worker time to focus on activities that will grow the business. ## Closing thoughts There are many trends to consider in 2024 and beyond as an HR professional. If you want to stand out and attract the best workers, stay on top of the latest trends, including the risk of automation, the ongoing debate around flexible working, and the rise of improved relationships between employers and employees – starting with an honest discussion around pay. **Categories:** Advice --- ### [Staff Retention in Manufacturing and Logistics](https://cmdrecruitment.com/staff-retention-in-manufacturing-and-logistics) **Published:** January 26, 2024 **Author:** paul **Content:** In 2024, we expect to see a lot of companies and HR departments shift focus from hiring new staff and start thinking about how they can retain the staff they already have. As Gen X enters the workforce, we’re seeing a trend of workers hopping between jobs if their employer cannot meet their requirements. This is expensive for employers, as recruitment and training can be a big drain on resources. Instead of increasing recruitment efforts, employers should instead think about how they can retain and train their existing workforce. By shifting focus to making sure current employees are happy, you can drive down recruitment costs and train individuals exactly as you want, so they are tailor made for your company. ![Why is staff retention so important?](https://cmdrecruitment.com/wp-content/uploads/2024/01/Why-is-staff-retention-so-important.png) ## Why is staff retention so important? In manufacturing and logistics, knowledge is power. Every company has unique systems and processes in place to make things run efficiently and smoothly. Once workers know these systems and procedures, it’s easier to keep them around and continue training and promoting them than it is to bring in new hires and train them from scratch. If you want to address the cost of recruitment in 2024 and ensure that your staff are as happy as they can be, then focusing on staff retention is essential. Here are a few examples of HR tactics you can use to make sure your workers are happy to stick around and grow with your company in 2024. ![Focus on the basics](https://cmdrecruitment.com/wp-content/uploads/2024/01/Focus-on-the-basics.png) ## Focus on the basics The simplest way to make sure your staff are happy to stay put in their roles is to focus on the basics. Regularly reviewing your health and safety procedures and making it clear that you value the health and wellbeing of your employees is a simple approach that can deliver results for years to come. A commitment to the basics will let your employees know that you value their input and you don’t just see them as a cog in the machine. Another simple basic step is to make sure their pay is competitive. Review what other companies are offering their staff and regularly increase pay in line with inflation and other factors. Increasing pay without your employees having to request it is a simple way to show you value their contribution. ![Offer training and mentorship](https://cmdrecruitment.com/wp-content/uploads/2024/01/Offer-training-and-mentorship.png) ## Offer training and mentorship Employees are more likely to stay put if they can see their career going somewhere. Don’t leave people feeling stagnant and bored. By offering ongoing training plans and a budget for [external training](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/), you can increase happiness among your employees while also ensuring that your staff are trained in the latest techniques which can help improve efficiency. ## Request feedback regularly You won’t know what your employees really value unless you ask them. As part of your employee appraisal process, make sure you have a two-way conversation and ask for feedback about what you could be doing better as an employer. You might learn that the perks you’ve been offering aren’t really valuable or helpful to your employees, and they might have much better ideas about how you could improve their working lives. ![Embrace new technology](https://cmdrecruitment.com/wp-content/uploads/2024/01/Embrace-new-technology.png) ## Embrace new technology Employees are more likely to stay put with companies that embrace change and the future. If you’re holding off on letting technology into your company, you run the risk of appearing backward and out-of-date to employees. This can be frustrating for employees, as they know their job could be much easier if they simply had access to the latest technology. If you’re not careful, continuing to ignore the latest technology could lead your employees to check out your competitors. ## Offer flexible scheduling Since the pandemic, the topic of flexible working has been difficult to broach for many employers and employees. If you have the capacity to offer flexible working, there is no reason not to. Not all of your employees will take you up on this offer, but for those that need a little extra flexibility in their life, it can be a gamechanger and a reason to stick around for the long haul. ![What are the downsides of high staff retention?](https://cmdrecruitment.com/wp-content/uploads/2024/01/What-are-the-downsides-of-high-staff-retention.png) ## What are the downsides of high staff retention? High staff retention can be a good thing, provided your staff remain motivated and productive. The other side of the coin is that you could fill your company with employees who are comfortable enough to stick around, but not motivated enough to make a difference. They will do just enough to not get fired, but they aren’t fired up and motivated in their role. For new starters joining your company, this can be a huge red flag, as the team might appear stagnant and unengaging. You’ll also miss out on the introduction of new perspectives and skills if you only promote internally and don’t look at external talent. This is why it is vital to strike a balance between promoting internally and hiring externally. You start by supporting your employees so that they have what they need to be productive and to share their enthusiasm. The employees that want to grow with your company will have the opportunity to do so, while you can fill the [skill gaps](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/) with external hires when you cannot find anyone within the company willing to undergo additional training. Remember that job motivations will change with age. Younger hires will typically want training and learning opportunities, while those of parenting age are more likely to be looking for flexibility. As workers get older, stability will be essential for them. ## Closing thoughts Staff retention will be a key hiring trend for 2024, so it’s worth spending some time thinking about what you are currently doing to keep your existing staff happy and engaged in their roles. By improving working conditions for your existing workers, you can take the pressure off the need to hire externally. This keeps knowledge and experience within your company and enables you to plan for the future with confidence. It also eases pressure on hiring managers to attract new hires and bring them up to speed with your procedures and systems. **Categories:** Advice --- ### [10 Key Tips to Help Your Human Resources Department](https://cmdrecruitment.com/how-to-help-your-human-resources-department) **Published:** December 21, 2023 **Author:** paul **Content:** Your HR department is the lifeblood of your company. When you support your HR department to do their best work, you are supporting the entire organisation. HR can only do so much without the support of the wider business. So, if you want your company to succeed, there are steps to consider to help support the objectives of your team. In this guide, we will look at 10 steps management can take to help support their HR department to do their best work. ## 1. Understand your workforce You can better support your HR department if you are aware of the challenges they are facing. This means understanding issues within your workforce and the wider industry. There’s little sense in getting frustrated that job openings aren’t being filled if you are unaware of labour shortages within the sector. When you understand your workforce and the challenges faced by the sector, you’ll be able to operate on the same page as your HR department. ## 2. Offer flexible working Your HR department will have an easier time finding quality new team members if your company has a flexible or hybrid working policy. Since the end of the pandemic, workers have been keen to continue [hybrid working practices](https://cmdrecruitment.com/the-competitive-market-of-working-from-home/), particularly in roles where their presence in an office environment isn’t entirely necessary. By offering flexible working as standard, your HR team will have an easier time attracting employees. ![Promote employee wellness](https://cmdrecruitment.com/wp-content/uploads/2023/12/Promote-employee-wellness.png) ## 3. Promote employee wellness Employee wellness initiatives need to come from the top of the organisation. Taking the lead on employee wellness will ensure your HR team has the resources and support they need to drive change. You should also be open to hearing new ideas from your HR team on ways you can improve wellness. ## 4. Offer training and development While your HR department is busy looking for [training opportunities](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) and career development courses for your wider team, you should be looking for the equivalent for your HR department. Advancements in the HR field – particularly in the realm of technology – will drive significant change in this sector in the coming years, and your HR team needs to be equipped to deal with these changes. By offering training and development opportunities, you can empower your HR team to stay one step ahead of the curve. ## 5. Encourage open communication Open communication is an essential part of any good HR department, and this needs to work in all directions. Your HR department should be able to communicate freely with management to raise issues and feel confident that these issues will be dealt with promptly. Communication should also be open between your employees and your HR department. Through effective communication, you can deal with issues as they arise, rather than dealing with the outcome. ![Recognise employee achievement](https://cmdrecruitment.com/wp-content/uploads/2023/12/Recognise-employee-achievement.png) ## 6. Recognise employee achievement Your HR department will have an easier time motivating staff when management takes note of their achievements. Recognising employee achievements through employee of the month schemes and reward programmes will make the role of the HR manager much easier. Your HR department will be empowered to make a difference and motivate your employees if they have the backing of higher management. ## 7. Think about work/life balance Employees will be happier if they can sustain a healthy work/life balance. Promote this as a company initiative from the top down and make sure employees at all levels of your business are able to make the most of these policies. A good work/life balance will help to promote better productivity during working hours and it isn’t something that should be feared as an employee. Burnout in your employees will be far more damaging. ## 8. Ask for feedback Instead of waiting until your employees complain or guessing about the programmes and initiatives that your employees want to see, try asking for feedback. Being open to all feedback – both positive and negative – will enable you to be proactive instead of reactive. You can learn which training programmes are helpful, which employee incentives make a difference and what needs to change in order to keep your workforce happy. You’ll also learn if departments are short-staffed and struggling, and this information can be fed back to help optimise hiring practices. ![Make sure your HR team are happy](https://cmdrecruitment.com/wp-content/uploads/2023/12/Make-sure-your-HR-team-are-happy.png) ## 9. Make sure your HR team are happy Your HR team will be busy taking care of the rest of your employees, making sure they get paid on time and have a rewarding experience at work. So who is taking care of your HR department? Make sure you act in their best interests and implement the same initiatives and incentives to make their working environment and experience as optimal as possible. Asking for feedback on ways you can make their lives easier will always be welcome. They will also have their finger on the pulse of HR technology, so make sure you are seeking their feedback on ways you can improve their systems and processes. ## 10. Offer competitive benefits A benefit will only be a selling point for your company if it actually helps your employees. Competitive benefits can make your company a highly desirable place to work, so make sure you request feedback from your HR department to learn more about which [benefits employees are looking for](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/). If you offer flexible or hybrid working, a cycle to work scheme might not be as effective as offering support to kit out a home office. Your HR team will know which benefits interview candidates are looking for, so one simple way to empower them is to act on their insight. ## Closing thoughts Your company will be more competitive and able to adapt to the changing labour market if you empower your HR department to do their best work. This means open communication and acting on their feedback – after all, they will have the greatest insight into what employees want and what prospective hires are looking for. While you’re taking care of the rest of your workforce, make sure you don’t neglect the needs of your HR department. Their happiness and job satisfaction should also be a key consideration when implementing company policy. **Categories:** Advice --- ### [What Is Human Resources (HR)? Description, Duties and Jobs](https://cmdrecruitment.com/what-is-human-resources) **Published:** January 2, 2024 **Author:** paul **Content:** Curious about a career in HR (human resources)? This fast-paced and varied career path is the ideal role for those who love working with people. If you can quickly build rapport with others and know how to get the best out of people, you could have a lucrative future in HR. Most large companies require an HR department to enable them to handle an extensive workforce. And smaller companies will often outsource their human resources requirements to agencies to enable them to offer the same support to their employees. A career in HR will allow you to work in a range of industries which will enable you to tap into your personal interests. To succeed in this sector, you will need to have excellent communication and organisation skills and the ability to multitask. Read on to learn more about the job role, duties and the type of jobs available in this sector. ![What is human resources?](https://cmdrecruitment.com/wp-content/uploads/2023/12/What-is-human-resources.png) ## What is human resources? The [human resources department](https://cmdrecruitment.com/how-to-help-your-human-resources-department/) is concerned with hiring employees and ensuring employees have everything they need to be effective and successful in their roles. This department will also deal with employee complaints and grievance procedures. The HR department is also responsible for keeping track of documentation, including carrying out right to work checks. When a company is restructuring and needs to let employees go, it will be the HR department that manages this process to ensure the company remains compliant. ![Human resources job description](https://cmdrecruitment.com/wp-content/uploads/2023/12/Human-resources-job-description.png) ## Human resources job description The job description for an HR professional will all depend on the size of the company and the staffing requirements. Every company is unique, so every HR department will do things a little differently. In general, an HR professional will be responsible for: - Advertising roles and overseeing the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/). - Onboarding new employees to make sure they have everything they need. - Managing salary payments, pension contributions and other salary sacrifice schemes - Dealing with staff grievances and disciplinary procedures - Managing layoffs and redundancies - Implementing employee wellness programmes - Researching training and employee development opportunities On a day-to-day basis, this role could include a wide range of tasks, including: - Creating job descriptions for new roles in collaboration with specific departments - Advertising roles and reviewing applications - Contacting applicants to arrange interviews - Onboarding new employees and ensuring they have reviewed your staff handbook - Handling and escalating complaints from employees ![What qualities do you need as an HR professional?](https://cmdrecruitment.com/wp-content/uploads/2023/12/What-qualities-do-you-need-as-an-HR-professional.png) ## What qualities do you need as an HR professional? To be successful in an HR department, you will need the following skills: - Communication. You will need to be able to speak, listen, read and write with confidence. You will be communicating with individuals and whole teams, so being able to adjust your tone and messaging accordingly will be essential. - Organisation. When you are responsible for making sure procedures are followed and everyone gets paid on time, you need to be organised. You will need to be able to handle multiple conflicting tasks and ensure everything is completed on time. - Self starter. As an HR professional, you will often be working without supervision. You need to be able to prioritise your own workload to ensure everything gets done. - [Problem solving](https://cmdrecruitment.com/common-problem-solving-interview-questions/). You will face many challenges on a day-to-day basis and you need to be able to solve problems as they arise. - Empathy. Employees will come to you with sensitive grievances and you need to be able to respond appropriately. You may also be in a situation where you have to let employees go and you need to be able to do this with sensitivity and empathy. - Leadership. If you are good at leading a team, you could find yourself in a management role in your HR department. This could involve managing a team of junior HR assistants and shaping policy for the whole company. You could also be involved in implementing wellness policies to improve the day to day life of your employees. ![What roles are available in HR?](https://cmdrecruitment.com/wp-content/uploads/2023/12/What-roles-are-available-in-HR.png) ## What roles are available in HR? HR professionals will typically start their career in an HR administrator or assistant role. This will enable them to get a broad range of experience in the HR department and learn about the different components of the role. For those with a degree or qualification in human resources, they might start their career as an HR manager. This will be a more senior role which will allow more autonomy. Other specialist [roles within an HR department](https://cmdrecruitment.com/prepare-for-new-career-in-human-resources/) include recruiters and training specialists. These individuals are involved in hiring and training respectively. HR professionals can also specialise in roles such as employee relationship managers. These help to bridge the gap between employees and management to ensure team members are happy in their roles and have everything they need to complete their work. Finally, there are also technical roles, such as HR systems managers. They are responsible for implementing and maintaining HR management systems and technology. ![What qualifications do you need for an HR role?](https://cmdrecruitment.com/wp-content/uploads/2023/12/What-qualifications-do-you-need-for-an-HR-role.png) ## What qualifications do you need for an HR role? There are many routes into HR departments, including work experience and training. You could study for a degree in human resources management. This will give you a comprehensive understanding of the entire sector and the skills required for the role. You will learn best practice procedures, but you also need to be prepared to be adaptable to your employer’s unique procedures You could also complete on the job training and work your way into a management role by starting out in an administrative role. This route may take longer, and your employer may ask you to complete a short course in human resources to get ensure you are up to speed on the latest HR practices. Another route into HR is through another career choice, such as recruitment or teaching. If you have been involved in employee training, you could be an ideal training coordinator in an HR department. ## Closing thoughts The world of human resources is constantly changing and evolving. While AI and automation might force the role of the HR manager to evolve, there will still be a need for people to take on the responsibility of managing the life cycle of employees. **Categories:** Advice --- ### [How to Assess HR Manager Skills During an Interview](https://cmdrecruitment.com/how-to-assess-hr-manager-skills) **Published:** December 26, 2023 **Author:** paul **Content:** In the dynamic and people-centric realm of [Human Resources (HR)](https://cmdrecruitment.com/disciplines/hr/), the role of an HR manager is pivotal. These professionals serve as the bridge between organisational goals and the workforce, ensuring a harmonious and productive work environment. To identify and hire the right HR manager for your organisation, a thorough assessment of their skills is essential. In this guide, we will look at the core competencies you should be looking for throughout the interview process. ## Understand the core competencies HR managers are expected to excel in a diverse range of competencies. Familiarise yourself with the fundamental skills required, including but not limited to employee relations, talent acquisition, performance management, legal compliance, and strategic planning. A comprehensive understanding of these core competencies will serve as a foundation for effective assessment. You won’t know what you are looking for until you fully understand the demands of the role. If you have no experience in HR, it’s worth working with a specialist recruiter to help you to navigate this sector. ![Develop a skill matrix ](https://cmdrecruitment.com/wp-content/uploads/2023/12/Develop-a-skill-matrix-.png) ## Develop a skill matrix Create a skill matrix that outlines the specific skills and competencies deemed essential for success in the HR manager role. This matrix can serve as a guide during the evaluation process, allowing you to systematically assess each candidate’s proficiency in key areas. The matrix may include technical skills, such as familiarity with HRIS (Human Resources Information System) software, as well as soft skills like communication and conflict resolution. The matrix will be unique to the demands of your company. ## Use behavioural interview techniques [Behavioural interviewing](https://cmdrecruitment.com/what-is-an-example-of-a-behavioural-question/) is a powerful tool to assess how candidates have applied their skills in real-world situations. Pose questions that prompt candidates to share specific examples of their achievements, problem-solving abilities, and experiences in HR management. Look for evidence of successful conflict resolution, talent development, and the implementation of HR initiatives. This might be evident from their CV, or from the examples of past experience they share with you during the interview. ![Use case studies in your interview process](https://cmdrecruitment.com/wp-content/uploads/2023/12/Use-case-studies-in-your-interview-process.png) ## Use case studies in your interview process Incorporate case studies or [scenario-based assessments](https://cmdrecruitment.com/how-to-answer-competency-based-interview-questions/) into the interview process. Present candidates with hypothetical situations they may encounter in their role as an HR manager and evaluate their approach, decision-making process, and problem-solving skills. This practical assessment provides a glimpse into how candidates would handle real challenges within your organisation. While candidates might be trained to give the best possible answer during the interview process, knowledge of best-practice will be evident from this interview technique, even if they don’t always implement it. ## Test technical proficiency Assess the candidate’s technical proficiency, particularly in areas such as HR software, data analysis, and compliance regulations. An effective HR manager should be adept at leveraging technology to streamline HR processes, analyse workforce data, and ensure compliance with relevant laws and regulations. They should also be aware of advances in the sector that are likely to change their role in the coming years. Being stuck in the past in terms of technology and procedures could be a sign that the candidate is unwilling or unable to adapt. ![Evaluate communication and interpersonal skills](https://cmdrecruitment.com/wp-content/uploads/2023/12/Evaluate-communication-and-interpersonal-skills.png) ## Evaluate communication and interpersonal skills Effective communication and interpersonal skills are non-negotiable for HR managers. Evaluate a candidate’s ability to communicate clearly, listen actively, and build positive relationships within the organisation. Look for evidence of successful collaboration with diverse teams and the ability to convey complex HR concepts to employees at all levels. Their [communication skills should be assessed throughout the interview](https://cmdrecruitment.com/communication-interview-questions-and-answers/) process, from the moment they step through the door to the moment they leave. ## Assess emotional intelligence Given the people-focused nature of HR, emotional intelligence is a critical skill. Assess a candidate’s ability to understand and manage their own emotions, as well as their capacity for empathy and awareness of others’ emotions. HR managers with high emotional intelligence can navigate complex interpersonal dynamics and contribute to a positive workplace culture. ![Look for signs of continuous learning](https://cmdrecruitment.com/wp-content/uploads/2023/12/Look-for-signs-of-continuous-learning.png) ## Look for signs of continuous learning The field of HR is constantly evolving, with new trends, technologies, and legal requirements emerging. Assess a candidate’s commitment to continuous learning and adaptability. Ask questions about their efforts to stay updated on industry best practices, attend relevant workshops or conferences, and adapt their strategies to meet the changing needs of the organisation. ## Closing thoughts Assessing HR manager skills requires a multifaceted approach that considers both technical expertise and soft skills. By employing behavioural interviewing, case studies, and a comprehensive skill matrix, you can gain valuable insights into a candidate’s ability to navigate the challenges of HR management. Remember that a well-rounded HR manager possesses a diverse set of skills, combining technical proficiency with emotional intelligence and effective communication. Through thoughtful assessment, you can identify a candidate who not only meets the current needs of your organisation but is also equipped to drive positive change and foster a thriving workplace culture. **Categories:** Interviews --- ### [How Will The Increased National Living Wage Impact Hiring Behaviour?](https://cmdrecruitment.com/will-the-increased-national-living-wage-impact-hiring) **Published:** November 28, 2023 **Author:** paul **Content:** As we approach 2024, employers are facing unprecedented challenges. From economic uncertainty to skill gaps and talent shortages, managers have a lot to contend with. Dynamic modern business leaders are, of course, no strangers to navigating and juggling various pressures and demands, but next year we’ll see the biggest-ever increase in the National Living Wage in the UK. Increasingly, businesses are concerned about the possible impact this could have on their businesses. Let’s explore the increase in the National Living Wage, how it is likely to impact employees and employers, and why finding the right hire will be more important than ever. **Related:** [**Could WFH Lead to Lower Salaries?**](https://cmdrecruitment.com/could-wfh-lead-to-lower-salaries/) ![What will the National Living Wage be in 2024?](https://cmdrecruitment.com/wp-content/uploads/2023/11/What-will-the-National-Living-Wage-be-in-2024.png) ## What will the National Living Wage be in 2024? Employees are in for a welcome boost to their income in 2024 — as of April, the National Living Wage will be increasing from £10.42 to £11.44. On top of this, the National Living Wage is being extended to those aged 21 and over. This £1.02 increase recommended to Chancellor Jeremy Hunt by the Low Pay Commission, is equivalent to £1,800 a year for those on the lowest income. This is the largest-ever increase in cash terms, and the first time it has risen by over £1. As well as changes to the National Living Wage, the [National Minimum Wage will also be increasing](https://news.sky.com/story/national-living-wage-increasing-to-11-44-per-hour-13012913) — those between the ages of 18 and 20 will see an increase to £8.60 an hour. ![A much-needed boost for many families](https://cmdrecruitment.com/wp-content/uploads/2023/11/A-much-needed-boost-for-many-families.png) ## A much-needed boost for many families According to government estimates, as many as 2.9 million people are likely to benefit from increased minimum pay rates and for many, it couldn’t come at a better time. A lot of employees are struggling financially, which is having a knock-on impact in terms of mental health and productivity. Following the pandemic, The Great Resignation and the cost of living crisis, employees are having to work incredibly hard to handle an increasing workload, yet they are also struggling to pay the bills. In fact, in-work poverty now impacts [one in eight workers in the UK](https://www.jrf.org.uk/report/uk-poverty-2022). When we consider the financial situation of many employees in the country, the statistics are fairly startling — According to [Financial Capability](https://www.fincap.org.uk/en/articles/employers), a quarter of employees lose sleep over money worries. 11% of employees are having trouble making ends meet and it’s impacting their productivity — 59% say that it’s preventing them from performing at their best. We’re also losing 18 million working hours each year due to financial stress. In general, people are feeling increasingly [anxious, stressed and hopeless](https://www.mentalhealth.org.uk/our-work/policy-and-advocacy/mental-health-and-cost-of-living-crisis-report) as a result of the cost of living crisis. For people in this situation, the rise in the National Living Wage will undoubtedly be welcomed and celebrated. But How could this increase in the National Living Wage impact employers and employment in general? **Related:** [**How to Negotiate a Pay Rise**](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023/) ![Will an increasing National Living Wage result in increasing job losses?](https://cmdrecruitment.com/wp-content/uploads/2023/11/Will-an-increasing-National-Living-Wage-result-in-increasing-job-losses.png) ## Will an increasing National Living Wage result in increasing job losses? Although many will view this as welcome good news, as with most things, the reality is a bit more nuanced. While employees are celebrating, business owners might be more than a little concerned about the laws of supply and demand — when labour costs more, employers may hire less because of it. And in fact, they may have to let go of certain employees they can no longer afford to keep. According to the [National Bureau of Economic Research](https://assets.publishing.service.gov.uk/media/5dc0312940f0b637a03ffa96/impacts_of_minimum_wages_review_of_the_international_evidence_Arindrajit_Dube_web.pdf), when the minimum wage rises, job losses for those earning minimum age will be larger where they can be more easily substituted. Today, it is altogether possible that businesses may try to replace such workers with machinery or AI. Where this is not possible, businesses may attempt to get an employee’s work covered by the remaining workforce. However, in situations where minimum wage employees can’t be easily substituted in this way, it’s likely that job losses will be modest. ![Will SMEs be most affected?](https://cmdrecruitment.com/wp-content/uploads/2023/11/Will-SMEs-be-most-affected.png) ## Will SMEs be most affected? After the announcement was made regarding the NLW increase, businesses were understandably concerned, with some labelling it a ‘[death knell](https://www.restaurantonline.co.uk/Article/2023/11/22/Sector-pleads-for-tax-cuts-as-leaders-warn-National-Living-Wage-increase-could-be-death-knell-for-many-hospitality-businesses)’. SMEs in particular seem to be anticipating the worst. Critics say that as a result of the wage increases, small businesses with already low profit margins might struggle to absorb the higher labour costs. This could result in even lower profits or, in extreme cases, closures. Some businesses believe they’ll be forced to either cut back on hiring or reduce hours for existing employees. Yet more believe they will simply struggle to compete against bigger organisations that are better able to absorb the increased labour costs. Business owners are beginning to speak out publicly — Leon Samuel Barton, Managing Director of the [Grill Pub Co](https://www.grill.co.uk/), says the planned wage increase is “… a killer. I know we \[will\] have to fundamentally change our business to even survive.” Simon Wood, founder of [Wood Restaurant Group](https://woodrestaurantgroup.com/manchester/), discusses the reality of having to source more money to pay his employees: “And where does this \[money\] magically appear from? Without a review of the obscene tax that is Business Rates and reducing the VAT as we’ve spoken of for so long, this is the final nail for so many small businesses.” The good news is, there is research to indicate that far from the catastrophic fate that many believe it to be, raising the NLW could actually benefit small businesses by [boosting consumer spending and reducing turnover](https://www.forbes.com/sites/adigaskell/2023/05/20/does-raising-the-minimum-wage-result-in-job-losses-in-small-firms/?sh=7cbb98207e1e). [One study](https://irle.berkeley.edu/wp-content/uploads/2023/03/Small-Businesses-and-the-Minimum-Wage.pdf) suggests that small businesses don’t tend to cut jobs in response to an increase in minimum wage, but rather they benefit. A higher wage makes it easier to recruit and retain employees — [turnover rates](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate/) go down and employees are ultimately more productive, which is beneficial for the business itself. ![Why it’s increasingly important to find the right hire](https://cmdrecruitment.com/wp-content/uploads/2023/11/Why-its-increasingly-important-to-find-the-right-hire.png) ## Why it’s increasingly important to find the right hire The reality is, the rise in the National Living Wage is coming into place from April 2024 — knowing this, [businesses need to make smart decisions regarding their recruitment](https://cmdrecruitment.com/how-a-recruitment-agency-can-help-your-business/). It’s more important than ever to attract and retain quality candidates, to reduce turnover rate and maintain exceptional levels of productivity. As a [recruitment agency](https://cmdrecruitment.com/), we help businesses find the right employees by using a hiring strategy that is bespoke to your organisation. We take into account not only the requirements of the role itself, but also your company’s ethos, values and direction to find just the right employee. If you’re going to be paying more, you ultimately want the best, and you don’t want to leave it to chance. [Get in touch](https://cmdrecruitment.com/contact/) with CMD Recruitment today to get the ball rolling — our recruitment specialists will help you fill your vacancy with the best possible talent. **Categories:** Advice --- ### [Why Good Offboarding Can Actually Help With Recruitment](https://cmdrecruitment.com/why-good-offboarding-helps-recruitment) **Published:** November 26, 2023 **Author:** paul **Content:** When we talk about recruitment, most of our focus (understandably) lies at the start of the employee experience. We talk about the application process, the interview stages and onboarding. We want to start each employee journey off on the right note and create loyal, dedicated employees who will sing our praises and help us attract yet more talent. And although onboarding is incredibly important, it is so readily discussed that all too often, the topic of employee offboarding is left untouched. Offboarding, the process of transitioning employees out of the organisation, is something that can directly impact your recruitment efforts. Whether the employee in question is leaving willingly to pursue a new opportunity, or being let go as the result of redundancy, it’s important to treat this period sensitively and carefully. Done right, you can turn a disappointing outcome into a more positive one, even paving the way for greater company success. Let’s discuss offboarding and how it can directly affect your company’s ability to attract, and retain top talent. **Related:** [**How to Successfully Onboard New Employees**](https://cmdrecruitment.com/how-to-successfully-onboard-new-employees/) ![](https://cmdrecruitment.com/wp-content/uploads/2023/11/Employee-advocacy-and-reputation-management.png) ## Employee advocacy and reputation management Leaving a company has the potential to be extremely uncomfortable. As a manager, you may feel frustrated that you are having to fill another vacancy, or upset that you have lost a unique set of skills that will be hard to replace. The employee in question might feel reluctant to communicate and eager to get their notice period out of the way — but when handled correctly, the offboarding process and the exit interview can leave both parties feeling fairly positive. And you might even end up with a brand advocate. When an employee is offboarded in the right way, they leave on a good note and they are more likely to speak positively about their former employer. They are less inclined to leave your company poor reviews on sites such as Glassdoor and they might even stay connected on LinkedIn, sharing your updates and news with their connections. It is always more valuable to have employees leave your company on a good note — it helps to maintain a positive employer brand, which will have a direct bearing on your future recruitment efforts. If you need evidence to back this up, you can look to a CareerBuilder study, which found that 67% of job seekers would accept a lower salary if the company had glowing online reviews. ![Word-of-mouth referrals](https://cmdrecruitment.com/wp-content/uploads/2023/11/Word-of-mouth-referrals.png) ## Word-of-mouth referrals We’re living in an increasingly connected world. It might surprise you to know how many candidates are connected with your employees, or former employees, on [LinkedIn](https://cmdrecruitment.com/how-recruiters-search-for-candidates-on-linkedin/). Applicants do their research — they are making a big decision when it comes to applying for, and accepting, a job, and they want to make sure they get it right. So many reach out to mutual connections for insights and opinions. You want these opinions to be good! Bad reputations spread like a virus. If an employee leaves on a bad note, they won’t be in a rush to recommend your company to a friend. However, employees who leave after a well-thought-out, positive offboarding may be more inclined to share your job adverts and recommend you to connections. This can ultimately result in a pipeline of high-quality referrals, reducing recruitment costs. ![Attracting boomerang employees](https://cmdrecruitment.com/wp-content/uploads/2023/11/Attracting-boomerang-employees.png) ## Attracting boomerang employees [Boomerang employees](https://www.techtarget.com/searchhrsoftware/feature/The-pros-and-cons-of-hiring-boomerang-employees) are employees that leave but return to the company at a later date. A good offboarding process increases the odds of top performers coming back, which is a positive for a number of reasons — it allows for faster onboarding, you already know they will be a good fit and you are familiar with their strengths. What’s more, rehiring an employee expresses confidence in them, which will likely lead to increased employee loyalty and morale. Offboarding is a topic we need to discuss more, and one that is underrated when it comes to recruitment. Offboarding ensures a smooth and professional exit for departing employees, but it can also open doors for great employees in the future. **Since we launched in 2004, we’ve helped organisations large and small, across a range of sectors, hire the best and brightest. As a** [**recruitment agency**](https://cmdrecruitment.com/clients/)**, we go above and beyond to fill your vacancy with talent that aligns with your needs in terms of skills, strengths and culture fit. To see how we can help you, get in touch today.** **Categories:** Advice --- ### [7 Reasons Top Performers Aren’t Applying For Your Jobs](https://cmdrecruitment.com/why-top-performers-arent-applying) **Published:** November 24, 2023 **Author:** paul **Content:** Recruitment is all about attracting and retaining high-performing employees — ones that go above and beyond. The right hiring manager will know what to look for in a given employee, based on the particular role in question and the goals of the organisation. However, a lot of companies struggle with a big problem — the calibre of candidates they are attracting just isn’t up to par. Recruitment can be a pricey process in terms of money and time. You want to get it right to reduce the odds of high [staff turnover](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate/) and productivity loss. But what if the right candidates just aren’t applying for jobs at your company? Let’s discuss the leading reasons top performers aren’t applying for your jobs — and what you can do about it. **Related: Are you paying fairly? Check out our** [**UK Salary Guide**](https://cmdrecruitment.com/salary-guide/) **for in-depth guidance on compensation** ![Lack of competitive compensation](https://cmdrecruitment.com/wp-content/uploads/2023/11/Lack-of-competitive-compensation.png) ## 1. Lack of competitive compensation Top performers are looking for top salaries. As ambitious, skilled professionals, realistically they will have a choice of career opportunities to pick from. If you are trying to attract them to your company, you need to [offer a competitive salary and benefits](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) package to match their skills and experience. ## 2. Unclear job descriptions In one recruitment survey, [more than 60% of respondents](https://www.fastcompany.com/90588550/the-most-confusing-parts-of-job-applications-according-to-early-career-applicants) found job descriptions too vague, stating that such lack of clarity was their number one concern when applying for roles. Further research has revealed that [vague job descriptions put off 17% of candidates](https://www.businessinsider.in/careers/news/vague-or-confusing-job-descriptions-have-put-off-nearly-a-fifth-of-workers-from-applying-for-roles-survey-suggests/articleshow/92434027.cms) from applying. Job adverts and job descriptions are hugely important when it comes to attracting and recruiting top performers. Take the time to create accurate and informative job descriptions, including expectations and opportunities for growth. Try to give applicants a good idea as to what would be required on a day-to-day basis, while also giving an impression about the company culture, ambitions and values. ![Limited career growth](https://cmdrecruitment.com/wp-content/uploads/2023/11/Limited-career-growth.png) ## 3. Limited career growth As a top performer, when you’re looking for jobs, you generally don’t just consider the role in isolation. If you’re ambitious and determined to excel in your chosen field, you’re also planning the [next step in your career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/). Top-performing [employees are looking for career progression](https://www.businessleader.co.uk/uk-employees-looking-for-career-development-in-2022/). If they feel they can grow and learn with a given company, they’re more likely to be excited about coming aboard. The subject of career growth can be discussed at various stages — from recruitment to onboarding and beyond. In the early stages, make it clear that your company is dedicated to helping their employees advance and, if possible, outline potential career paths in your job advert. ![](https://cmdrecruitment.com/wp-content/uploads/2023/11/Negative-online-reputation.png) ## 4. Negative online reputation When employees consider what companies to work for, a big determining factor is reputation. Candidates like to know how existing and former employees were treated. They are likely to search online platforms such as Glassdoor for employee reviews. They are also likely to research a company on social media. Any negativity might deter a top performer from applying for a role in your organisation. ## 5. Cumbersome application process A complicated or lengthy application process can discourage high-calibre candidates from pursuing a position in your company. After all, a top performer with a good reputation is likely to either already be in a demanding job, or have multiple job opportunities to consider. You want to do all you can to make their lives as easy as possible, within reason, before they’re snatched up by a competitor. Consider streamlining your applications to make them more user-friendly or using a recruitment agency to perfect the recruitment process. ![Lack of Flexibility](https://cmdrecruitment.com/wp-content/uploads/2023/11/Lack-of-Flexibility.png) ## 6. Lack of flexibility As we’ve covered in another blog post, [flexible working is the number one benefit employers can provide](https://cmdrecruitment.com/what-do-candidates-want/). To get top performers, you’re competing against incredibly forward-thinking companies, many of which can offer exceptional salaries or compelling perks. While it might not be feasible for you to compete in monetary terms, what you can certainly do is offer a degree of flexibility and, as a result, work-life balance. In real terms, it costs very little but could reap great rewards in terms of a wider talent pool. ## 7. Absence of a strong company culture It’s not all about money — more than ever, employees care about company culture and the employee experience. What makes your company different to others? What are your values and what is your company striving towards? Do you support local charities, or provide paid volunteer hours? Maybe you are an incredibly innovative company and you give employees a number of hours each month to focus on a creative project. Consider why employees love to work with your company, and what would attract great minds to your business. Don’t be shy about highlighting this culture to prospective employees — let them behind the curtain and make them feel at home before they even start. This could make all the difference when it comes to attracting top performers. **If you’re struggling to fill your vacancy with the right candidate, you’re not alone. So many companies struggle and end up costing themselves in terms of financial expense and productivity. Partnering with a recruitment agency like** [**CMD Recruitment**](https://cmdrecruitment.com/) **can give you an edge. We’ll find you the candidate you’re looking for — get in touch to see how we can help.** **Categories:** Advice --- ### [15 Highest Paying Marketing Jobs To Go for in 2024](https://cmdrecruitment.com/highest-paying-marketing-jobs-2024) **Published:** November 20, 2023 **Author:** paul **Content:** A career in marketing can be lucrative and rewarding, provided you head into this field with the right attitude. Marketing is a fast-paced industry and the landscape is always changing. If you want a stable job where nothing much ever changes, this likely isn’t the sector for you. But if you love learning new things and being challenged every day, then this could be the ideal path for you. [Careers in marketing](https://cmdrecruitment.com/disciplines/marketing/) can also lead to fairly healthy salaries that are much higher than the national average. Certain sectors will pay more than others, so being flexible about who and where you work can pay off if you are looking for the biggest compensation package available. The only downside of this sector is that you might be working long hours and be fairly glued to your screen throughout the day. There isn’t much space for flexibility in terms of spending time away from the desk environment unless you choose a career path with lots of meetings and pitching. So, if you’re still interested in learning more about the highest-paid marketing positions to look for in 2024, read on to learn our top tips… ![Digital Director ](https://cmdrecruitment.com/wp-content/uploads/2023/11/Digital-Director-.png) ## Digital Director Salary Range: £100,000-125,000 Anything with “director” in the title is going to command a higher salary. To reach this pay grade, you’ll need to put in the time and years to hone your craft. Or you could get in on the ground floor or a new venture, as this would enable you to climb the corporate ladder faster and secure a lucrative title. As the director of digital, you would be responsible for all digital marketing channels, and this could include SEO, PPC, social media, content marketing and display advertising. You’ll have an overview of the whole company’s digital marketing plan and be responsible for reporting to someone higher in the company, using the Chief Marketing Officer (CMO). ## Marketing Director Salary Range: £80,000-125,000 Some companies are still engaging in traditional marketing techniques, so they might have a marketing director alongside their digital director. As the marketing director, you’ll be responsible for managing the marketing team, which could be large or small, depending on the size of the company. You’ll need creativity and a strong head for numbers to succeed in this type of role. ![](https://cmdrecruitment.com/wp-content/uploads/2023/11/Head-of-Insights.png) ## Head of Insights Salary Range: £60,000-100,000 If you have a head for data and can use it to extract information, you could be well-positioned for a role as Head of Insights. This role typically sits alongside the digital director to help inform decision-making. You might be involved with analysing data or trend forecasting so you can make recommendations to the product team. ## Communications Director Salary Range: £60,000-£110,000 As a Communications Director, you’ll be responsible for shaping an organisation’s public image and messaging. You’ll lead a team to craft and deliver strategic communication plans, manage media relations, and ensure consistent and effective communication both internally and externally. ![Product Marketing Manager](https://cmdrecruitment.com/wp-content/uploads/2023/11/Product-Marketing-Manager.png) ## Product Marketing Manager Salary Range: £60,000-£75,000 A Product Marketing Manager plays a crucial role in introducing and promoting a company’s products. You’ll develop and execute marketing strategies, conduct market research, and work closely with cross-functional teams to drive product success in the market. This role typically sits below the marketing director to help inform key decisions across the organisation. You’ll also need to work well with the insights team. ## Demand Generation Manager Salary Range: £45,000-£55,000 The Demand Generation Manager is responsible for creating and executing marketing campaigns that generate interest and demand for a company’s products or services. This role involves utilising various marketing channels to attract and engage potential customers. You’ll need to have a passion for customer psychology to understand what makes people tick and what drives demand for specific products. Since social media plays such an important role in driving demand, it’s likely that you will work closely with the social media team to keep on top of the latest trends. ![Brand Manager](https://cmdrecruitment.com/wp-content/uploads/2023/11/Brand-Manager.png) ## Brand Manager Salary Range: £45,000-£62,000 A Brand Manager oversees the development and maintenance of a brand’s identity. You’ll work on brand strategy, and marketing campaigns, and ensure that the brand’s values and image are consistently conveyed to the target audience. You will need to have meticulous attention to detail and the ability to communicate this effectively with your team. Brand managers are often responsible for disseminating this information throughout the entire marketing team to ensure everyone knows how to speak in the brand voice and use the brand identity. ## eCommerce Manager Salary Range: £40,000-£65,000 An eCommerce Manager is in charge of a company’s online sales operations. This role involves optimising the online shopping experience, driving website traffic, and increasing online revenue through strategies like SEO, advertising, and user experience enhancements. You’ll likely work closely with the tech team, as they will be responsible for keeping your eCommerce website up and running during peak times. This can make this a fairly stressful job, particularly at busy times like Christmas and Black Friday. ![Marketing Manager](https://cmdrecruitment.com/wp-content/uploads/2023/11/Marketing-Manager.png) ## Marketing Manager Salary Range: £40,000-£65,000 As a Marketing Manager, you’ll lead marketing teams to create and implement effective marketing strategies. This includes planning and executing campaigns, managing budgets, and analysing data to improve marketing efforts. Marketing managers typically start as marketing executives and then demonstrate a passion for the brand or product. You might also be selected for your leadership qualities, as you’ll be responsible for leading and training your marketing team. ## Media Planner Salary Range: £40,000-£45,000 A Media Planner is responsible for selecting and buying advertising space and time to reach a target audience. You’ll analyse market trends, audience data, and media options to create effective media plans that maximise the impact of advertising campaigns. Media planners are typically very confident with numbers as they will be handling complex budgets and need to be able to report on their work with ease. Media planners typically work below the marketing director and alongside traditional marketing managers. ![Content Marketing Manager](https://cmdrecruitment.com/wp-content/uploads/2023/11/Content-Marketing-Manager.png) ## Content Marketing Manager Salary Range: £40,000-£60,000 Content Marketing Managers are focused on creating and distributing valuable, engaging content to attract and retain customers. You’ll develop content strategies, manage content production, and measure the success of content marketing initiatives. Content marketing is a constantly evolving field and the best content marketing managers know that they need to always be updating their skills. They will often manage a team of freelance writers to help meet their content requirements. They will often report to the marketing director as one of the key marketing contacts within a company. ## Events Manager Salary Range: £35,000-£60,000 Events Managers organise and coordinate various types of events, such as conferences, trade shows, or corporate gatherings. This role involves planning, logistics, budgeting, and ensuring events run smoothly and meet their objectives. Working as an events manager might seem like a glitzy role, but the reality is often very different. You’ll be expected to put in long hours in the run-up to the event and you’ll be on call throughout the event to deal with any problems as they arise. So the possibility of being able to enjoy the events that you organise is very slim. That said, it can still be hugely rewarding to see lots of other people enjoying something that you have put a lot of effort into organising. ![SEO Manager](https://cmdrecruitment.com/wp-content/uploads/2023/11/SEO-Manager.png) ## SEO Manager Salary Range: £35,000-£60,000 An SEO Manager is responsible for improving a company’s online visibility in search engine results. You’ll work on optimising website content, keywords, and technical aspects to increase organic traffic and rankings. This role can either be very technical, or it can be more content-driven. You may have the flexibility to shape the role as you wish, but you will need to have an understanding of both sides of the role to succeed. SEO managers will usually start at SEO executives and then be promoted based on their leadership or client management qualities. ## PPC Manager Salary Range: £35,000-£60,000 A PPC Manager oversees pay-per-click advertising campaigns, such as Google AdWords. You’ll manage budgets, bid strategies, and ad placements to drive targeted traffic and conversions for a company’s products or services. Like SEO managers, this role can be both technical and creative. Having a way with language and confidence with numbers will serve you well. PPC managers will typically start in PPC executive roles. In an agency, you will likely be promoted based on your client management skills, while in-house PPC executives are often promoted for their leadership potential. ![](https://cmdrecruitment.com/wp-content/uploads/2023/11/Social-Media-Manager-.png) ## Social Media Manager Salary Range: £30,000-£55,000 Social Media Managers are in charge of an organisation’s social media presence. They create and implement social media strategies, engage with the audience, and monitor social media metrics to achieve marketing goals. You’ll need to be able to stay on top of the latest trends and understand how to reach a wide range of people using social media. Being active on all platforms is usually essential for success in this role. The social media manager is one of the highest-paying marketing roles that can often be an entry-level role. Worried your qualifications may let you down? Find more [high-paying jobs that don’t require a degree](https://cmdrecruitment.com/highest-paying-jobs-without-a-degree/) on our blog. **Categories:** Advice --- ### [Could WFH Lead to Lower Salaries?](https://cmdrecruitment.com/could-wfh-lead-to-lower-salaries) **Published:** October 16, 2023 **Author:** paul **Content:** Since the pandemic, many of us have adopted working from home as the norm. While some have avoided going back into the office altogether, others have taken a hybrid approach, agreeing to return to their desk for specific days every week or to meet certain commitments such as weekly team meetings. This has been one of the biggest shake-ups in employment trends in recent years. While some companies have been offering home-working arrangements for a long time, it hasn’t been widely accepted in the mainstream until now. Many workers have realised they can be just as productive – and sometimes even more productive – when they work in their own home. Employers have been largely supportive of this change, but not everyone has been on board. Large organisations like [Amazon, Disney, JPMorgan and BlackRock](https://www.businessinsider.com/companies-making-workers-employees-return-to-office-rto-wfh-hybrid-2023-1?r=US&IR=T) have demanded that workers return to the office for at least part of the week. Many have threatened workers with dismissal if they refuse to comply. Google is taking a very different approach that could pave the way for a change in employment trends. Instead of demanding workers [return to the office](https://cmdrecruitment.com/the-true-cost-of-returning-to-the-office/), they are pledging to cut the salaries of those who choose to work from home. This could be a huge incentive to encourage workers to embrace the commute and get back to the office. However, some employees might decide that the solitude of homeworking and the lack of commute more than make up for the pay cut. Let’s explore this in more detail. ![Google announce planned pay cuts for home workers](https://cmdrecruitment.com/wp-content/uploads/2023/10/Google-announce-planned-pay-cuts-for-home-workers.png) ## Google announce planned pay cuts for home workers The tech giant recently announced that workers who choose to work from home permanently could face a pay cut of 25%. Those workers with longer commutes will also be hit harder, facing higher cuts than those who are based closer to their offices. This isn’t about punishing workers, it’s about levelling the playing field. The logic is simple: if you have used home working as an opportunity to move to a less expensive area and are now facing an unreasonable commute, then your salary will be cut to reflect your lower cost of living. A worker living in London and commuting to a London-based office would be compensated the same as a worker working from home in London. However, a worker who has chosen to move to a less expensive area such as Brighton and is working from home instead of commuting to London will see their salary cut. ![Is this legal?](https://cmdrecruitment.com/wp-content/uploads/2023/10/Is-this-legal.png) ## Is this legal? In its simplest form, this is an attempt to prevent workers from claiming London weighting while not residing in London. Companies typically offer higher salaries for workers when their offices are based in expensive areas, as this helps to attract workers to live in places where the cost of living is much higher. But the shift to home working has turned this model on its head. With many people now working from home, they are essentially location-independent. Large companies believe that their salary should be linked to their living costs, and this is used as justification for the pay cuts. This is a salary model used by many location-independent companies where their workers are distributed around the world. These companies often use location weighting, or a salary multiplier to determine how much a worker is paid. So, a worker who lives in Central London would be paid much more than a worker who lives in Birmingham. Since switching to a work-from-home model is essentially a change in your contract, employers are well within their rights to renegotiate the pay on offer. Many workers are likely to face a fire and rehire situation, whereby they will be offered the same role on a [lower salary if they continue to work from home](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working/). ![Is it worth taking the pay cut?](https://cmdrecruitment.com/wp-content/uploads/2023/10/Is-it-worth-taking-the-pay-cut.png) ## Is it worth taking the pay cut? This all depends on how much working from home is worth to you. For some people, the flexibility of being able to work in a space where they are comfortable will be worth the pay cut. Others will see more significant savings from skipping the daily commute, so the pay cut will not be noticeable. Parents in particular will prefer to continue working from home, as it will allow them to be more flexible with childcare. However, this is one area that could see companies land in hot water. This could be interpreted as a form of discrimination, as mothers are more likely to want to seek out a work-from-home arrangement to help with childcare. With companies already facing stark [gender pay gaps](https://cmdrecruitment.com/gender-pay-gap-reporting/), this could reverse any progress that has been made if the people most likely to face a pay cut are working mothers. Workers also have the right to request flexible working, which can include working from home. Employers need to have a legitimate reason for rejecting the working arrangement. We could soon see a rise in employment tribunals related to losing the right to work from home. We could also see gender pay gap discrimination cases increase if these policies are adopted by more companies. If a company is going to think about cutting wages for those who choose to work from home, they will need to make sure this is a location-based decision. ![Could this drive down salaries in general?](https://cmdrecruitment.com/wp-content/uploads/2023/10/Could-this-drive-down-salaries-in-general.png) ## Could this drive down salaries in general? At a time when many sectors are demanding [pay rises](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023/), this trend could see the start of salaries being driven down. Many candidates are looking for work-from-home arrangements, and employers feel they have no choice but to offer this. Employers might find they are in a position to offer [remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/), but with the caveat that it comes with a lower salary. Time will tell if this creates a two-tier salary system, with one simple way to boost your income being to opt for in-office employment. We could also see that homeworking is not popular in the long term, as the novelty of being able to work from your home office could eventually give way to boredom and a desire to be back around the water cooler again. **Categories:** Advice --- ### [KPMG - UK Jobs Report June](https://cmdrecruitment.com/kpmg-uk-jobs-report-june23) **Published:** July 11, 2023 **Author:** Dan Barfoot **Content:** The number of job seekers increases significantly while hiring activity slows down. There is a decrease in permanent job placements, but temporary job billings continue to grow at a moderate pace. The pressure on wages eases and reaches its lowest point in 26 months. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for June 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/07/GB_Jobs_ENG_2307_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report July](https://cmdrecruitment.com/kpmg-uk-jobs-report-july-2) **Published:** August 7, 2023 **Author:** Dan Barfoot **Content:** July saw the steepest drop in permanent placements since June 2020 amid economic uncertainty. Candidate availability rises sharply due to redundancies and hiring freezes. Salary inflation eases slightly, but high starting salaries remain attractive to job seekers amidst the cost of living pressures. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for July 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/08/GB_Jobs_ENG_2308_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report August](https://cmdrecruitment.com/kpmg-uk-jobs-report-august-23) **Published:** September 11, 2023 **Author:** Dan Barfoot **Content:** August saw a sharp decline in both permanent and temporary placements due to economic uncertainty. Employers are hesitant to hire permanently, leading to the steepest drop in three years. While there is a larger pool of candidates, skill shortages persist, driving up pay pressures. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for August 2023. [Download Full Report ](https://cmdrecruitment.com/wp-content/uploads/2023/09/GB_Jobs_ENG_2309_PANEL.pdf) **Categories:** Interviews --- ### [How to Use LinkedIn Effectively (And How it Can Further Your Career)](https://cmdrecruitment.com/how-to-use-linkedin-effectively) **Published:** October 3, 2023 **Author:** paul **Content:** When you’re looking to further your career, a few things come to mind. Sprucing up your CV. Making the right connections. Learning new skills to really strengthen your resume. You might even consider taking a new course or talking to a [recruitment specialist](https://cmdrecruitment.com/clients/) about your options. And, of course, there’s LinkedIn – Facebook for Jobseekers. Here at CMD Recruitment, we urge all our candidates to revisit and revitalise their LinkedIn profiles. The face of recruitment and hiring looks vastly different now from how it looked only ten years ago. Employers expect to see you on LinkedIn – they want to use it to learn more about you, your interests and strengths, your experience and your philosophy. By ignoring LinkedIn, you’re simply not giving yourself the best possible advantage. Just in case you’re unconvinced, check out just a few statistics relating to LinkedIn: - [95% of recruiters](https://www.forbes.com/sites/robinryan/2020/09/09/95-of-recruiters-are-on-linkedin-looking-for-job-candidates-how-to-impress-them/?sh=3350588f42ef) use LinkedIn for their hiring needs - [70% of employers](https://datacheckinc.com/blog/70-of-employers-are-using-social-media-to-screen-candidates/#:~:text=70%25%20of%20Employers%20Are%20Using%20Social%20Media%20to%20Screen%20Candidates,-Employers%20today%20have&text=It%20helps%20that%20potential%20employees,put%20out%20a%20job%20offer.) use social media to screen candidates – and LinkedIn is the most important platform for them - [67% of recruiters](https://thesocialshepherd.com/blog/linkedin-statistics) claim that professionals found and hired through LinkedIn are of higher quality - Incredibly, on average, [eight people are hired on LinkedIn every single minute](https://thesocialshepherd.com/blog/linkedin-statistics) As you can see, LinkedIn can be a remarkable tool for a job seeker, whether you’re looking for a career change or you are looking to climb the ladder further. You just need to know how to use this tool to its best advantage. As a [recruitment agency](https://cmdrecruitment.com/), we use LinkedIn all the time, and we have helped candidates create profiles that attract enviable job offers. Below are our 7 top tips on how to use LinkedIn more effectively. ![Optimise Your LinkedIn Profile](https://cmdrecruitment.com/wp-content/uploads/2023/10/Optimise-Your-LinkedIn-Profile.png) ## 1. Optimise Your LinkedIn Profile As Forbes puts it, “[Your LinkedIn profile is you when you aren’t there](https://www.forbes.com/sites/williamarruda/2015/02/22/how-to-use-linkedin-to-advance-your-career/?sh=19db48ed3715)”. Your [LinkedIn profile](https://cmdrecruitment.com/the-perfect-linkedin-profile-a-checklist/) really does serve as your digital professional identity, so you need to take the time to optimise it well. It all begins with your profile picture – you may not have thought twice about its significance, but incredibly, LinkedIn profiles with a headshot [receive 21 times more profile views](https://www.linkedin.com/pulse/how-get-noticed-linkedin-job-seeker-hector-del-castillo-cpm-cpmm/) and nine times more connection requests. Find a picture that makes you look both professional and approachable – it’s a networking site, after all, and there’s no sense in being aloof. A high-quality headshot with good lighting works best. Then you should take the time to create a well-worded, informative and considered headline. It’s been claimed that your LinkedIn headline is [46% more important](https://blog.hubspot.com/sales/how-to-write-an-effective-linkedin-headline) to recruiters and employers than your experience, so generic terms such as ‘job seeker’ won’t cut it. [Hubspot’s LinkedIn headline formula](https://blog.hubspot.com/sales/how-to-write-an-effective-linkedin-headline) shown below is a great guide. X represents your ‘ideal prospect’, while Y is the prospect’s ideal outcome after working with you. ![Use Hubspot’s LinkedIn Headline Formula](https://cmdrecruitment.com/wp-content/uploads/2023/10/Use-Hubspots-LinkedIn-Headline-Formula.png) Try to keep your headline to just a few words and use specific keywords relating to your expertise and career goals. Next, move on to the summary section. Time to tell your professional story. Describe your experiences, skills and passions, highlighting what truly sets you apart – remember, you have a lot of competition! Use concise and engaging language to draw visitors in. Ensure your work experience is comprehensive, including [job titles](https://cmdrecruitment.com/is-your-cv-job-title-searchable/), descriptions and key achievements. Quantify your successes whenever possible to demonstrate just how good you are at your job – give people a reason to invest in you. While you’re at it, be sure to list your education, certifications and any relevant volunteer work or extracurricular activities to help round out your professional profile. Finally, make sure your contact information is up to date. You want to make it as easy as possible for recruiters and employers to reach out to you. ![Network, Network, Network](https://cmdrecruitment.com/wp-content/uploads/2023/10/Network-Network-Network.png) ## 2. Network, Network, Network Networking is what LinkedIn is all about. It’s time to expand your network and broaden your horizons. To use LinkedIn effectively, avoid being generic. When sending out connection requests, personalise them, while getting across what you’re looking for through the connection. Prioritise quality connections within your industry and remember to stay active and engaged – take part in meaningful conversations by commenting on status updates and sharing content. Join relevant groups to connect with like-minded professionals, and attend networking events to meet new contacts. Use LinkedIn’s messaging to initiate conversations, focusing on building genuine relationships. Endorsements and recommendations add credibility to your profile, so request them thoughtfully. Effective networking on LinkedIn is about forming connections, sharing insights and nurturing professional relationships. And you never know when one of these relationships will pay off in a significant way. ![Get Creating and Sharing](https://cmdrecruitment.com/wp-content/uploads/2023/10/Get-Creating-and-Sharing.png) ## 3. Get Creating and Sharing When it comes to establishing your professional presence on LinkedIn and engaging with your network, creating and sharing content is a hugely effective strategy. Let your voice be heard – express your point of view and show your support to other, like-minded people on the platform. If you’ve ever seen ‘good communication’ skills on a job description, then you understand how important it is to be able to articulate yourself properly and get your point across – LinkedIn is a great tool to highlight this strength. Schedule in time to regularly post updates, articles and insights related to your industry. Share your experiences, challenges and successes to showcase your expertise and perspective. Long-form articles provide an opportunity to delve deeper into a topic and position yourself as a thought leader. Use compelling headlines and intros to grab your audience’s attention and encourage discussions by asking questions or seeking opinions in your posts. Engagement is key – Interact with your network by liking, commenting and sharing their content. Meaningful comments can spark conversations and increase your visibility, as well as your odds of being headhunted. ![Update Your Endorsements and Recommendations](https://cmdrecruitment.com/wp-content/uploads/2023/10/Update-Your-Endorsements-and-Recommendations.png) ## 4. Update Your Endorsements and Recommendations Nothing builds credibility on LinkedIn quite like endorsements and recommendations. Endorsements validate your skills and expertise. Encourage them by endorsing your connections’ skills – this often leads to reciprocal endorsements. Recommendations, on the other hand, provide in-depth insights into your professional capabilities. When requesting recommendations, be thoughtful and specific. Reach out to colleagues, supervisors, or clients who can speak to your strengths and achievements. A well-crafted recommendation can set you apart from others in your field. To maximise their impact, ensure recommendations are genuine and tailored. They should highlight not only your skills but also your [work ethic](https://cmdrecruitment.com/describe-your-work-ethic/), collaboration and contributions. These endorsements and recommendations not only bolster your profile but also help potential employers or partners gain a clearer understanding of your value and potential – and how you’d fit in with others at the company. ![Know How to Find Career Opportunities](https://cmdrecruitment.com/wp-content/uploads/2023/10/Know-How-to-Find-Career-Opportunities.png) ## 5. Know How to Find Career Opportunities It isn’t enough to simply have a LinkedIn profile – you need to know how to use it to find the right opportunities. Otherwise your account is just lying dormant, and likely of no real use to you whatsoever. The good news is, LinkedIn is highly intuitive and user-friendly, so you should be able to find your way around easily. Use the job search feature to find relevant opportunities. Customise your job alerts to receive notifications about new postings that match your criteria. Follow companies you’re interested in to stay updated on their news and openings. This not only shows your genuine interest but also helps you get noticed by their HR teams. Leverage your network for job referrals and introductions. If you spot a job at a company of interest, see if you have any connections there who can provide insights or refer you – while times change and technology evolves, it still remains true that who you know can open a lot of doors. ![Begin to Build a Personal Brand](https://cmdrecruitment.com/wp-content/uploads/2023/10/Begin-to-Build-a-Personal-Brand.png) ## 6. Begin to Build a Personal Brand You need to do something to separate you from the floods of other people on LinkedIn – one way to do this is by taking the time to create and build a personal brand. It’s all about developing a unique and authentic professional identity. Start by defining your niche and expertise. What makes you stand out? What do you want to be known for? Your LinkedIn profile should reflect this specialisation in a way that also reflects your character. For some great examples, you can look to [Steven Bartlett](https://www.linkedin.com/in/stevenbartlett-123/) or [Sonya Barlow](https://www.linkedin.com/in/sonyabarlow/). ![Engage in Groups and Communities](https://cmdrecruitment.com/wp-content/uploads/2023/10/Engage-in-Groups-and-Communities.png) ## 7. Engage in Groups and Communities We touched on this in our point about networking, but it bears repeating – groups and communities on Facebook are hugely important, and a great way to get noticed. Start by joining relevant groups related to your industry or interests. These groups serve as hubs for professionals with shared passions and expertise. Participate actively in discussions within these groups. Share your insights, ask questions and provide valuable contributions. Thoughtful and respectful engagement can help you establish yourself as a knowledgeable and trustworthy member of the community. Try to avoid overly-promotional behaviour. Instead, focus on building genuine connections by offering help, answering queries and collaborating with other members when opportunities arise. Take note of the most active and influential members within these groups. Connecting with them can open doors to valuable connections and opportunities. Engage with their content and reach out with personalised connection requests. LinkedIn is a dynamic, valuable platform where professionals can connect, network and advance their careers. Employers increasingly rely on it to assess candidates – if you’re not present, or not active, the reality is, it could count against you. A well-optimised LinkedIn profile can make all the difference in job search success, providing a platform to showcase skills, build a personal brand and connect with opportunities globally. **Are you looking to further your career? Whether you’re looking for a significant change or you are simply looking for the next logical step in your existing career, we have what it takes to get you there.** [**Register with us**](https://cmdrecruitment.com/candidates/register-with-us/) **today.** **Categories:** Advice --- ### [What Should I Include in My CV?](https://cmdrecruitment.com/what-should-i-include-in-my-cv) **Published:** September 4, 2023 **Author:** paul **Content:** Whether you are writing your CV for the first time or sprucing up an existing CV for a new job hunt, it can be difficult to know what to include. A well-crafted CV can help you to stand out from the crowd and make an incredible first impression. It won’t ace the interview for you, but it can help you to get a foot in the door. In this guide, we will explore some of the most important things to include on your CV, and what to leave out. We’ll also share our top tips for ensuring that your CV makes the right first impression. ## What to include on your CV: The essentials These small components are essential to ensure your CV helps you to land a job. You’d be surprised how many people forget to include their contact details on their CV or include out-of-date contact details. Unless you are specifically told otherwise, you should always include: - Your full name – you don’t have to include Mrs or Miss if you aren’t comfortable. Your marital status should not be relevant to the role and it’s against the law for them to ask. - Professional title (if relevant) - Your phone number – make sure this is an up-to-date number. If you can’t answer this number during the day, make sure you have a professional answer phone message set up. - Your email address – again, make sure this is up-to-date and that you still have access to it. You should also ensure it is a personal email address, not your work one. And if it is your personal, make sure it’s not something you made up when you were 16. - Address – you don’t need to include your exact address, but give the recruiter an idea of where you are based. This can help them to understand if you are planning to relocate for the role. - [LinkedIn profile](https://cmdrecruitment.com/the-perfect-linkedin-profile-a-checklist/) link – you can generate a short URL to your LinkedIn profile that will make it easier for recruiters and hiring managers to find you. ![The personal statement](https://cmdrecruitment.com/wp-content/uploads/2023/09/The-personal-statement.png) ## The personal statement Another key part of the CV is your personal statement. Take your time to perfect this section of your CV, as it is essentially your elevator pitch. It should always be tailored to the role, but you can reuse sections of it that are relevant to your experience. You should include: - A brief summary of your career goals and aspirations - Explain why you are interested and enthusiastic about the role - Showcase why you are uniquely qualified for the role As you can see, the bulk of this section is dedicated to the role, so you will need to rewrite this for every job unless the job titles and profiles are largely the same in your sector. ![Your work experience](https://cmdrecruitment.com/wp-content/uploads/2023/09/Your-work-experience.png) ## Your work experience Next up, you should list your work experience in reverse chronological order. This basically means that you put your current role first, and then work backwards. If you have an extensive work history, you may want to be selective about which jobs you include on your CV. For every position, you should include: - The company name - Your job title - The dates of employment - A brief overview of your role and responsibilities - Any key achievements Use action verbs to make your CV more impactful. You can also use shortened language to get your point across without taking up too much space. Provided the meaning is clear, you don’t have to communicate in complete sentences. If you are going to highlight achievements, try to back these up with statistics. For example, if you want to say that you increased sales while acting as a sales manager, give a percentage or numeric value. You should also refer back to the job description you are applying for and make sure that you have demonstrated all of the key competencies for the role in your job history. This is a simple but effective way to show that you have understood the requirements for the role. ![Your education history](https://cmdrecruitment.com/wp-content/uploads/2023/09/Your-education-history.png) ## Your education history If you are a recent graduate and you don’t have any relevant work history, you might consider putting your education history first. Otherwise, it should always be listed after your work experience. Make sure you include: - The educational institutions you attended - The level of education achieved - The subjects you studied - Dates you were studying - Relevant coursework, distinctions, honours and awards received while studying - Your extracurricular activities, if they are relevant to the role Most people will include their GCSEs (or equivalent), their A Levels (or equivalent) and their degree on their CV. However, if you hold a higher degree, you might stop mentioning earlier education such as high school and college and focus on your university education. ![Key skills and competencies](https://cmdrecruitment.com/wp-content/uploads/2023/09/Key-skills-and-competencies.png) ## Key skills and competencies By this point, you have given the interview panel a good idea about who you are, where you have studied and what you bring to the table. Now it’s time to impress them with your specific skills. You could include things like: - Technical skills, including specific software proficiency - [Soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/), such as communication, teamwork and leadership - Language proficiency, provided this will be helpful in your role. Conversational high school French isn’t exactly something you would put on your CV, but if you have some fluency in the language and the company has offices in France, this would be useful to know. - Certifications and licences. This could include things like first aid training, your driving licence, forklift truck operating licence and more. Try to make sure you only include the things that are relevant to your application, or you could waste valuable space. ![References](https://cmdrecruitment.com/wp-content/uploads/2023/09/References.png) ## References While many people include a place for references on their CVs, very few people actually include the contact details of their references. It’s perfectly fine to simply state “references available on request” on your CV. Why is this? Hiring managers rarely go straight to [checking references](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/), so they don’t need to know the details in the very early stages. Including contact details for your references is really just a waste of space. If a hiring manager wants to hire you, checking your references is often the last step before a firm job offer is made. If you have lied and don’t have any references, they will simply need to make a decision about whether or not to move forward with your application. If you are a recent graduate and you don’t have a lot of information to put on your CV, you might be more inclined to include references. If you do this, check that you have permission beforehand. ![Optional things to include on your CV](https://cmdrecruitment.com/wp-content/uploads/2023/09/Optional-things-to-include-on-your-CV.png) ## Optional things to include on your CV These optional extras are the things that not everyone needs to include, but you should if they are relevant to you and relevant to the role. This could include things like: - Key projects that you have worked on. This could be academic or professional experience of working on research or other projects. Make sure you include an honest representation of your contribution and what was the result of the outcome of the project. - Details of your dissertation or doctorate research, if relevant to the role. Since this is a solo piece of extended research, it could be of interest to potential employers. It will also give you something you can talk about with confidence during your interview. - Achievements and awards. This could be academic or professional rewards, provided they are relevant to the role. You could also mention details of times you have been recognised for your volunteer work, your contribution to a social club, or community work. Finally, you can also mention any professional certifications that you think will help your application stand out. - Membership to any trade bodies or associations. Again, if your membership is relevant to the role, make sure you include it in your CV. Some employers will only consider applicants if they have a specific trade membership organisation. - Details of any conferences you have attended recently. This is more impressive if you are a speaker at the conference, but it can also demonstrate your passion for the industry and your ability to go above and beyond for your role. ![Should I include hobbies and personal interests?](https://cmdrecruitment.com/wp-content/uploads/2023/09/Should-I-include-hobbies-and-personal-interests.png) ## Should I include hobbies and personal interests? There is a good argument for including a short section about your hobbies and personal interests to help give the hiring manager a more rounded picture of who you are. However, you should include these with caution and only mention things that can be linked back to the job description. For example, if you are applying for a leadership role and you are the captain of your volleyball team, this would be more relevant than simply saying you play the sport. A lot of people don’t have enough space on their CV to include details of their hobbies and interests, and this is the only reason they leave it out. However, if you have the capacity to include this information, it could help the hiring manager to see you as a well-rounded person. ## How should I format my CV? The specifics about how you format your CV are less important than the overall appearance of your CV. It should be professional and consistent, easy to read, and not overcrowded. You are trying to fit in a lot of information, so try giving yourself more space by decreasing the margins. Just be sure you don’t go beyond the printing guidelines. Try using bullet points to make the content easy to scan and make sure there is good use of white space to prevent it from looking overwhelming. Most people will stick to a CV of between 1-2 pages. If you need more, be wary that some employers won’t look at anything beyond the second page due to time constraints. It’s better to spend some time trimming back your CV. ![How do you tailor your CV to roles?](https://cmdrecruitment.com/wp-content/uploads/2023/09/How-do-you-tailor-your-CV-to-roles.png) ## How do you tailor your CV to roles? You will typically have a general CV that is suitable for most job applications, or for sharing with recruiters and uploading to job sites. When you are applying for specific roles, you can make small changes to your CV that will further highlight your suitability for the role. You would typically start by updating the personal profile to meet the specifications of the role. You could then adapt your work history to place greater emphasis on some roles more than others. You can also highlight key competencies by adapting the bullet points under your work and education history. Once you have finished listing all relevant work and education history, return to the job specification. Tick off anything that you have mentioned and then highlight anything that is missing. You can then use the “additional” sections to make sure you mention any outstanding competencies you have missed. Your [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) should do most of the heavy lifting when it comes to tailoring an application to a specific role, but that’s not to say that your CV can’t be tailored in some ways. ![How often should you update your CV?](https://cmdrecruitment.com/wp-content/uploads/2023/09/How-often-should-you-update-your-CV.png) ## How often should you update your CV? It’s tempting to only look at your CV when you’re about to start applying for jobs, but you could do yourself a big favour by updating it more frequently. When you revisit your CV more often, you are more likely to remember to include smaller details from throughout your career. These small details – such as promotions and landmark projects – can help your CV stand out from the crowd. Instead of waiting for the job search to start before you update your CV, try checking in every couple of months to make sure it’s still up-to-date and an accurate representation of your skills. ## Closing thoughts We hope that this guide has been useful in helping you to decide what to include in your CV and what to leave out. The most important thing to remember is that there are certain things that an employer cannot legally ask you to mention on your CV. This includes things like your age, sexual orientation and marital status. It would also be very unusual for an employer to ask you to include a photo with your CV. **Categories:** Advice --- ### [How To Change Career: Full Guide With Options](https://cmdrecruitment.com/how-to-change-career-guide) **Published:** August 21, 2023 **Author:** paul **Content:** Most people start on their career path at the age of 16. We finish high school and then choose the subjects we want to study at college, and these usually lead on to university choices, which inevitably leads down a specific career path. Since we make these decisions so young, it’s not uncommon for people to change their mind about what they want later in life. When this happens, you are faced with a tough choice. Do you continue down your current path and accept that you might not be doing a job that you love, or do you risk it all and start a new career path? For those thinking about changing careers, rest assured support is available. While it might feel uncommon to change careers later in life, you’ll soon find that many of the skills you have developed in your life are actually applicable to a wide range of situations. It’s often the [soft skills](https://cmdrecruitment.com/soft-skills-interview-questions/) that make us employable, so all you need is a little training to acquire the hard skills required for your job change. In this guide, we’ll explore why individuals might want to change careers, how to choose a future-proof career, and the steps you will need to take if you decide to take the plunge. ![Why would you want to change careers?](https://cmdrecruitment.com/wp-content/uploads/2023/09/Why-would-you-want-to-change-careers.png) ## Why would you want to change careers? There are so many reasons a person might want to change careers, and this will usually all come down to your motivation and what makes you want to get out of bed in the morning. These are some of the most common reasons that individuals choose to change their career later in life: - **Money.** If you have reached the peak of your earning potential in your current career, you might be thinking about a change in career so you can increase your earning potential. If your salary is determined by the industry or your union, for example, you might find this to be an attractive prospect. In this instance, you might want to think about changing careers so that you can take your earning potential into your own hands. - **Family commitments.** If you are unable to be there for your growing family due to the expectations of your job, you might think about switching to a more flexible career path. Likewise, those who have raised a family and now have more time on their hands might look at getting back into full-time work. Family is often a big motivation for choosing to change careers. - **Passion.** Some people don’t find the thing they are passionate about until much later in life. When this happens, they might want to change their career to be more in life with the things they care about. - **Desire to learn.** For some people, it’s simply about having an innate desire to learn new things. They are never satisfied unless they are learning new things, and this can be a roadblock once they feel that they are no longer learning and developing in their existing role. - **Lower demand.** It’s a simple fact that the world is changing quickly, and some roles that were once essential are starting to be phased out. If you’re worried about the future of your career, you might think about changing jobs before your job simply disappears. ![Is it too late to change careers?](https://cmdrecruitment.com/wp-content/uploads/2023/09/Is-it-too-late-to-change-careers.png) ## Is it too late to change careers? We’d like to say that it’s never too late to change careers, but this isn’t exactly practical advice. Every case is different, and it really depends on the career switch you are hoping to make and who you are as a person. For example, deciding you want to switch from being an accountant to being a surgeon when you are approaching retirement might not be entirely practical. It takes five years to train to become a doctor, then a further five years of specialist training. But deciding that you want to go back to university to study to be a doctor in your early 30s would be less of an impractical career move. When deciding if it is too late, you simply need to decide if your motivation is strong enough to keep you going when it feels like the odds are stacked against you. Changing careers certainly isn’t easy, but it will be worth it if you can find a career that you are truly passionate about. ![What jobs are in demand?](https://cmdrecruitment.com/wp-content/uploads/2023/09/What-jobs-are-in-demand.png) ## What jobs are in demand? If you’re thinking about retraining in a new career because you want to work in a field that is highly in demand, then consider the following career choices. These are all highly in demand at the moment and shortages of workers in the UK means that you will have a good chance of securing a job when you are qualified: - Cybersecurity professionals – the world is facing novel risks from hostile foreign forces. The UK needs more cybersecurity professionals to help them keep up with the growing threat of hacks. It can take as little as two years to train as a cybersecurity analyst, but four years is more common to secure an undergraduate degree. You will typically earn between £25,000 and £35,000 as a newly qualified analyst. - Scientists – A range of scientific roles currently feature on the Home Office’s shortage occupation list, likely because of a lack of interest and homegrown talent in the field. Biological scientists are particularly difficult to recruit in the UK. It takes four years to achieve the undergraduate and postgraduate qualifications required to become a biological scientist in the UK. Once qualified, you could earn around £21,000 per year, rising to £30,000 for more qualified professionals. - Healthcare professionals – Nurses, physiotherapists and pharmacists are all in demand in the UK. Training will typically take around 3-5 years depending on your career path and you could be earning around £35,000 as an experienced and qualified nurse, or up to £48,000 as a pharmacist. ![Steps to change your career](https://cmdrecruitment.com/wp-content/uploads/2023/09/Steps-to-change-your-career.png) ## Steps to change your career If you’re set on changing careers, these are the steps you will need to take to make it happen. ### Assess your current skills You need to take stock of where you are in your career and what you have to offer. There is a good chance that you have a lot of transferable skills, you simply need to know how to put them to work in a new career. You also need to know how to be able to talk about your experience in an interview and make it relevant to your new chosen career path. Make a list of the hard and soft skills that you have and think about how these might apply to a new career path. Ask yourself: with a little training, will you easily be able to put your skills and experience to work in a new career? ### Think about where you want to be You need to know that you are making this career change for the right reasons, and not just that you are temporarily bored. It’s common to become complacent and frustrated at times in your career, but this isn’t always a sign that you need to change careers entirely. It could be a sign that you are ready for a new challenge. Think about what practical issues you are facing that are making you want to change careers. Then think about the emotional factors that are influencing your decision. ![Decide if you need additional training](https://cmdrecruitment.com/wp-content/uploads/2023/09/Decide-if-you-need-additional-training.png) ### Decide if you need additional training Now you know if you’re making the move for the right reasons, it’s time to think about if you need additional training. If you know that people often make this career jump – such as the jump from journalist to PR, or from [marketing](https://cmdrecruitment.com/disciplines/marketing/) to sales – then you might already know that it isn’t training you need, it’s experience. But, if you are making a big change – such as a jump from PR to cybersecurity – then you know that you’re going to need some additional training. Look for part time and evening training options that will allow you to continue in your current role while you study. ### Speak to someone in the field Speaking to people who work in the sector you want to move into will help you to achieve a realistic view of what you can expect to find in your new role. It’s not uncommon for people to have the sense that the grass is always greener. You might be idealising the new career path and speaking to someone in the sector will help to clear up any misconceptions you have. You can also speak to people in your current field about your plans. They might be having similar thoughts, particularly if you are working in a dying industry. ![Spruce up your CV](https://cmdrecruitment.com/wp-content/uploads/2023/09/Spruce-up-your-CV.png) ### Spruce up your CV When planning a career change, you need to think carefully about how you present your work history on your CV. You need to think about what you have already done in your career and how this will help you to adapt to a new career in your chosen field. Start with a job description for your dream role and work backwards. What are the key competencies they are looking for and how can you match this with your current work experience and new training. By speaking to recruiters in your new field, you can find out if your CV would stand out in a stack or if there are still too many questions to be answered about your decision to change careers. You can also speak to those working in the sector, particularly if they have experience on hiring panels, and [update your CV](https://cmdrecruitment.com/why-you-should-update-your-cv/) accordingly. ### Get some experience Retraining often means going back to the start and looking for entry-level roles. You could also boost your experience and your CV by taking on an internship or job shadowing. This will give you insight into the actual inner workings of your chosen career and can help you to avoid looking at the sector through rose tinted glasses. Everything looks shiny and new from the outside, but it’s only when you have insider knowledge that you can begin to think more realistically about what you hope you achieve in your career change. ![Practise your interview answers](https://cmdrecruitment.com/wp-content/uploads/2023/09/Practise-your-interview-answers.png) ### Practise your interview answers Going into an interview when you are changing careers can be more daunting. You will need to have prepared a clear answer that explains your late change in career and motivations. The employer wants to know that you are committed to this career path and you won’t be thinking about another change in career in a year’s time. Practise answering general interview questions alongside the questions that are more specific to your motivations for changing careers. You can expect to be grilled more intensely than other candidates who may have been on this career path since they left university. Their motivation is clear and has never wavered, but you are making a switch in another direction, which can make employers nervous. ### Remain optimistic yet realistic It’s unlikely that you will be able to change your career overnight. All of the motivation and passion in the world won’t help you if you don’t have the skills and experience. This is why it’s important to remain realistic when switching careers. But this doesn’t mean you can’t have a healthy dose of optimism. You can be proud of yourself for doing something that many people will never have the guts to do. This tenacity and motivation should shine through in interviews and let employers know that you are passionate about your career and want to be doing something that makes you happy. These are all good traits that employers look for. ## Closing thoughts There are many reasons you might want to consider changing careers. Whatever your reasons, the path remains the same for everyone. First, you need to make sure your move is realistic. Then, you need to approach this like you did at the start of your career. You need to invest in training to bring your skills up to speed. Next, you need to gain some experience. Then, you need to learn how to impress the interview panel. You can do this by speaking to experts in the industry, or discussing your career change with a recruitment consultant in your sector. **Categories:** Advice --- ### [How Satisfied Are Finance Professionals At Work?](https://cmdrecruitment.com/how-satisfied-are-finance-professionals-at-work) **Published:** September 13, 2022 **Author:** paul **Content:** In the finance world, job satisfaction is a hot topic. Professionals in this field are often under a lot of pressure to succeed, and many feel that they are constantly juggling too many balls at once. This can lead to high levels of stress and a feeling that one’s work is never done. As a result, it is important to explore what factors influence job satisfaction in the financial sector and how this impacts employees’ work performance. In this article, we will explore job satisfaction in general and then how this influences jobs in the financial sector. We’ll also look at some of the leading companies that [report high job](https://cmdrecruitment.com/kpmg-uk-jobs-report/) satisfaction in the finance sector. ## What influences job satisfaction? Job satisfaction is influenced by many different factors, and what works for one person might not work for another. In general, people tend to be happiest in jobs that offer a good work-life balance, fair pay, and opportunities for career growth. However, there are many other important factors that can contribute to job satisfaction, such as [company culture](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/), the ability to work remotely, and flexible work hours. Ultimately, job satisfaction is a personal preference and is related to individual circumstances. Some individuals will happily sacrifice a lot for the opportunity to increase their earning potential. While others would rather have a healthy work/life balance than a high salary. ## What makes a job in finance satisfying? For finance professionals, some of the most important factors that influence job satisfaction include: **The type of work:** Many finance professionals find satisfaction in their work because it is challenging and stimulating. They enjoy working with numbers and solving problems. **The opportunity to make a difference:** Finance professionals often feel that their work helps make a positive impact on the world. They may work for organisations that are making a difference in the lives of others or that are working to improve the economy. **The ability to earn a good income:** Finance jobs often come with high salaries and bonuses. This can be a major source of satisfaction for many professionals in this field. The potential to earn a lot of money is often the primary factor motivating individuals in the finance sector. **The opportunity to learn and grow:** Many finance [jobs offer](https://cmdrecruitment.com/a-guide-to-declining-job-offers/) opportunities for employees to learn new skills and knowledge. This can help employees feel more satisfied in their work as they are constantly learning and expanding their horizons. **The perception of status:** Some individuals simply want a job title that commands respect in their social circles, and a[ job in the financial sector](https://cmdrecruitment.com/disciplines/finance/) can certainly deliver this. Having a high level of disposable income is also helpful in allowing individuals to create the life they want. ## What can finance employers do to make their employees happier? There are some commonalities among finance professionals when it comes to what makes them happy at work. One of the most important things is feeling like they are part of a team and working towards a common goal. This sense of camaraderie can be fostered by managers who take the time to get to know their employees and create an open and inclusive environment. In addition to feeling like part of a team, finance professionals also want to feel valued for their contributions. This can come in the form of recognition from managers and colleagues, fair compensation, and opportunities for career growth. Feeling like they are making a difference is also important to many finance professionals. This might manifest itself in feeling like their work is having a positive impact on the company or clients they serve. Finally, a good work/life balance is key for job satisfaction in the finance sector. Professionals in this field often work long hours and deal with high levels of stress. As a result, it is important to have time outside of work to relax and recharge. Many finance professionals find that hobbies, family, and friends help them maintain a healthy balance between work and life. ## Are financial sector employees satisfied? The financial sector is a notoriously high-pressure environment, and employees often work long hours. This can lead to high levels of stress and a feeling that one’s work is never done. According to [one study](https://thefintechtimes.com/study-finds-finance-is-one-of-the-top-sectors-for-job-satisfaction/), finance is one of the top sectors for job satisfaction. This study looked at different factors including: - Positive impact on others - Employee empowerment - Personal remuneration - Mental health While the financial sector scored high for personal remuneration, it was one of the lowest scoring sectors for mental health. Overall, the finance sector came in second place after the childcare sector. Childcare scored high for being able to have an impact on others, but low for personal remuneration. The lowest scoring sector overall was the hospitality sector. ## What are the leading companies for job satisfaction in finance? There are a number of companies that report high job satisfaction levels among their finance employees. These companies tend to have strong cultures of teamwork and inclusion, fair compensation practices, and opportunities for career growth. Some of the leading companies for job satisfaction in finance include J.P. Morgan, Goldman Sachs, and Morgan Stanley These companies are known for their rigorous hiring standards, so employees know that they are working with the best in the industry. In addition, they offer competitive salaries and benefits, which helps to attract and retain top talent. Furthermore, these firms offer ample opportunities for career advancement, which helps keep employees engaged throughout their careers. There’s little chance of their career becoming commonplace or boring. ## Closing thoughts While the finance sector might be best known for the high pressure and stressful environment, the other perks often make up for its shortcomings. If the financial sector could find a way to improve mental health provisions amongst its workers, then this would go a long way to improving employee satisfaction even further. However, as it stands many employees are very satisfied with their roles and this makes it an attractive industry to work in. **Categories:** Advice --- ### [What Do Finance Jobs Pay In 2022?](https://cmdrecruitment.com/what-do-finance-jobs-pay-in-2022) **Published:** September 15, 2022 **Author:** paul **Content:** The finance sector is one of the most important in the economy, and it is constantly changing. Around 1.1 million people work in finance in the UK, making it a popular yet competitive sector. In order to stay ahead of the curve, it’s important to know what to expect in terms of wages and salaries. This can help you to choose the right path early in your career. In this article, we will explore what finance jobs will pay in 2022. We will look at different positions within the finance industry and how much employees can expect to earn. By understanding where the industry is headed, you can make better choices about your career path. ## What is the financial sector and what does it include? The financial sector is a broad term that includes jobs in banking, insurance, accounting, and investment. It also includes jobs in the stock market and other financial markets. The sector is important because it helps to allocate resources and manage risk. It is also responsible for creating economic growth. There are many different types of finance jobs, but they can be divided into three main categories: investment banking, commercial banking, and central banking. Investment bankers help companies raise money by issuing stocks and bonds. They also work on mergers and acquisitions. Commercial bankers lend money to businesses and consumers. Within companies, there are also roles such as financial directors, financial managers and financial assistants. These roles are essential to allow businesses to operate efficiently and in line with regulations. The rise of Financial Technology ([fintech](https://www.centralbank.ie/consumer-hub/explainers/what-is-fintech-and-how-is-it-changing-financial-products)) has also opened up many new avenues to explore. Financial technology is a term used to describe companies that use technology to provide financial services. These companies are often startups that are looking to disrupt the traditional banking system. ![What Do Finance Jobs Pay](https://cmdrecruitment.com/wp-content/uploads/2022/09/What-Do-Finance-Jobs-Pay.png) ## What do finance jobs pay in 2022? The finance sector is well-known for being high risk and high reward. Those who choose to pursue a career in [finance can expect to work](https://cmdrecruitment.com/how-satisfied-are-finance-professionals-at-work/) in a highly pressured and stressful environment, but the potential rewards on offer are considerable. In order to get an idea of what finance jobs will pay in 2022, we looked at salary data from [Glassdoor](https://www.glassdoor.co.uk/Salaries/index.htm), Total Jobs and Prospects to determine what you can expect to earn in different sectors. Here is a breakdown of what experts think you can expect to earn in different finance jobs in 2022: Chief financial officers: £53,000 to £159,000 Finance directors: £95,000 to £120,000 Investment bankers: £30,000 to £165,000 Commercial bankers: £24,000 to £90,000 Financial controllers: £40,000 to £60,000 Finance managers: £27,000 to £60,000 Financial analysts: £23,000 to £52,000 Risk analysts: £24,000 to £57,000 Finance assistants: £21,000 to £24,000 This is just an overview of some of the most popular finance job titles at the moment, and actual salaries may vary between companies. When comparing remuneration packages, it’s important not to compare salaries directly. You also need to factor in benefits and bonuses, which can make a big difference to your overall earnings. ## Benefits and bonuses in finance The finance sector is one that is known for its high-risk and high-reward mentality. This means that salaries are often high, but so are the expectations. Many finance jobs come with long hours and a lot of pressure. In order to attract and retain the best talent, companies often [offer generous benefits](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) and bonuses. Benefits can include private healthcare, pension contributions, gym memberships, and company cars. Bonuses are also common in finance, and they can be worth a considerable amount of money. Some will earn a percentage of what they have earned for their clients, while others will enjoy a share of the profits of their company. They are often performance-based, which means that they can fluctuate from year to year. Securing a bonus is never guaranteed, so it should never be part of your affordability planning, as this could lead you to live outside your means. While you could use a bonus as part of a deposit for a house or a car, it’s unlikely that it would be factored into affordability calculations, as it is not a guaranteed part of your income. ## Career progression in finance The finance sector is very competitive, and it can be difficult to progress your career if you’re not performing at the top of your game. That being said, there are many opportunities for those who are willing to put in the time. The key to moving forward in the finance sector is to continually update your skills and make sure you have good commercial awareness. This means an awareness of what is happening in the financial sector, and how things like global political decisions will impact your sector. As the financial world becomes more centralised and connected, the risk to companies has increased. This means that financial security is going to be a key area of focus moving forward. Everyone in the finance sector could benefit from additional training in this sector, not just those that are tasked with managing security. ## What are the most in-demand finance jobs? The most in-demand finance jobs at the moment are those that involve financial analysis and risk management. Companies are increasingly looking for employees who can help them make sense of complex financial data and identify risks There is also a growing demand for financial technology experts. As more companies move into the digital world, they need employees who can help them navigate the new landscape. Fintech startups are particularly keen to hire workers with coding [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) in artificial intelligence and machine learning. ## What does the future hold for the finance sector? The future of the finance sector is difficult to predict, but it is clear that change is on the horizon. The introduction of new technologies is making traditional banking obsolete, and this is likely to continue in the years to come. The rise of AI investing could reduce the need for individuals to make decisions, but there will still need to be some oversight. However, there will always be a need for experts who can help companies make sound financial decisions. As the sector evolves, those who are able to adapt and change with it will be the ones who succeed. It’s also worth noting that the finance sector is becoming increasingly globalised. With the rise of online banking and mobile payments, it’s easier than ever for people to conduct financial transactions across borders. This is likely to lead to more opportunities for those with international experience. In conclusion, the finance sector is evolving rapidly, and this is likely to continue in the years to come. Salaries are expected to remain high, but the nature of work is changing. Those who want to pursue a career in finance should be prepared to adapt to change and embrace new technologies. ## What are some of the best finance jobs for those just starting their careers? There are a number of entry-level finance jobs that are ideal for those just starting their careers. Here are some of the best options: 1. Financial analyst 2. Risk analyst 3. Finance assistant With a few years of experience, you could advance to a finance manager role, or begin training for an investment role. These are just a few of the many different finance jobs that are available to those just starting their careers. Salaries will vary depending on the specific role, but there is generally good potential for growth in the sector. So if you’re looking for a challenging and rewarding career, finance could be the perfect choice for you. ## What skills do you need to work in finance? There are a number of skills that are essential for those working in finance. There is an assumption that only those with strong numeracy skills will succeed in this sector, but that isn’t always the case. Here are some of the most important: - **Analytical skills** – You will need to be able to understand and interpret complex financial data. - **Commercial awareness** – You need to be up-to-date with what is happening in the financial sector and how it could impact your role. - **Communication skills** – You will need to be able to explain financial concepts to non-experts in a clear and concise manner. - **IT skills** – With more and more companies using digital platforms, you will need to be comfortable using computers and various software applications. - **Problem-solving skills** – You will often be confronted with complex problems that will require creative thinking to solve. If you have these skills, you could be well-suited to a career in finance. ## Closing thoughts The finance sector is constantly changing, and this can make it difficult to predict what the future holds. However, one thing is certain: there will always be a need for experts who can help companies make sound financial decisions. If you’re interested in a career in finance, be prepared to embrace change and adapt to the ever-changing landscape. With a little hard work and dedication, you can achieve success in this exciting and challenging field. **Categories:** Advice --- ### [People skills: What are they, and why are they important?](https://cmdrecruitment.com/people-skills-important) **Published:** October 29, 2022 **Author:** paul **Content:** It’s no secret that the job market is tough these days. With so many people vying for a limited number of jobs, it’s more important than ever to stand out from the crowd. And one of the best ways to do that is by developing your people skills. People skills are simply the ability to effectively interact with other people. They include things like communication, networking, and socialising. And they’re [essential for anyone who wants to find success in today’s workplace](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace/). Good people skills will also make it easier to stand out in an interview setting. You don’t have to be an extrovert to have good people skills. Many introverts can come across as highly personable in an interview setting. All it takes is a little awareness of how to effectively communicate with those around you. ## What are people skills, and why are they important? In short, people skills are the ability to have successful interactions with others and include fundamental traits like communication, networking, and socialising. If you want any type of success in today’s job market, these skills are paramount. Not only will they help you in your role, but they will also help you to land your role. The importance of people skills cannot be understated. In a world where the competition for jobs is increasingly fierce, those who have strong people skills will always have an advantage. With strong people skills, you’ll be better able to sell yourself to potential employers, network with important contacts, and build relationships that can last a lifetime. There are several reasons people skills are desirable in the modern workplace. First, most jobs nowadays require some level of interaction with others. Whether you’re working with clients, customers, or coworkers, you need to be able to communicate effectively. And this communication could take place in person, over the phone, via video call, or over email. Therefore being confident in lots of different communication styles is essential. Second, networking is key to finding a job – or any other type of opportunity for that matter. And lastly, socialising is a great way to build relationships and form connections that can help you down the road. So if you’re looking to get ahead in your career, start by focusing on developing your people skills. It’s sure to pay off in the long run! ## The benefits of developing people skills There are numerous benefits that come with developing strong people skills. Perhaps the most obvious is that it can help you [land a job](https://cmdrecruitment.com/why-did-i-not-get-the-job/). In today’s [competitive job market](https://cmdrecruitment.com/the-competitive-market-of-working-from-home/), employers are looking for candidates who have strong people skills. After all, they want to hire someone who will be able to interact effectively with clients, customers, and coworkers. If you can show that you have the people skills they’re looking for, you’ll be one step ahead of the competition. People skills also indicate that you have management potential, and this is a desirable skill to have. Management potential means that you are more likely to progress in a role, which means you’ll be more likely to stick around, and this means higher [employee retention for the business](https://cmdrecruitment.com/6-steps-to-finding-the-best-employees-for-your-business/). ## How to improve your people skills If you want to improve your people skills, there are a few things you can do. First, make an effort to be more communicative. This means being clear and concise when you’re speaking and listening attentively when others are talking. Second, try to network more often. Get out there and meet new people, attend events, and join professional organisations. If you find this daunting, the best thing you can do is immerse yourself in situations that feel outside of your comfort zone. This will help you to learn the skills that you need to be more confident around people. Watch how others around you interact with people to pick up some pointers. And lastly, work on your socialising skills. Spend time with friends and family, go out and meet new people, and participate in activities that interest you. The more you practice your people skills, the better you’ll become at them. The more confident you are in your personal life, the more confident you will be in your professional life. Don’t be afraid to put yourself out there – it’s the best way to improve. ## Examples of jobs that require people skills People skills are desirable in a wide range of professions. While there are some obvious career paths that require good people skills, there are some less obvious choices too. Here are a few examples: - Salesperson - [Customer service](https://cmdrecruitment.com/disciplines/administration/) representative - Teacher - Nurse - Manager - Public relations specialist - Event planner - Fundraiser - Real estate agent - Photographer People skills are essential for anyone who wants to find [success in today’s workplace](https://cmdrecruitment.com/top-tips-to-success-in-the-workplace/), regardless of their chosen profession. Anyone can benefit from improving their social skills and people skills, because they will also help you in an interview setting. Being able to be at ease when talking about yourself will allow you to share your [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) with confidence. And this will allow you to relax in an interview and show your very best side. ## Final thoughts In today’s job market, people skills are more important than ever. With the rise of social media and networking, employers are increasingly looking for candidates who can not only do the job but also interact well with others. While you may have the technical skills required for a position, if you don’t have the people skills to match, you may find yourself at a disadvantage when it comes to landing a job. The good news is that there are ways to improve your people skills or to make up for this deficit. You can still be introverted or shy, but as long as you learn some essential listening and speaking skills, there is no reason you shouldn’t be able to stand out as a person with excellent people skills. Simple steps can make you more personable and approachable, which will translate into more opportunities in the workplace. **Categories:** Advice --- ### [How To Become More Successful at Work: Top Tips](https://cmdrecruitment.com/how-to-become-more-successful-at-work) **Published:** June 30, 2023 **Author:** paul **Content:** Career goals are important to a lot of people. We spend so much of our lives working, we want to know that we’re putting that time towards something productive and fulfilling. If you decide you want to take your work more seriously and become more successful, the only thing standing in your way is you. We’re all in charge of our success in the workplace; often, it’s simply a case of adopting the right attitude and playing to our strengths. So, if you’re ready to accelerate your success in the workplace, try following these simple steps. ## Be self critical Reflecting on your own performance in the workplace is the first step to being more successful. You need to be aware of what you are doing and where you could improve. When you encounter difficult situations at work, take a moment to assess how you handled it and how you might have handled it better. We’re often not even aware of how our own attitude can hold us back in the workplace. For example, if you’re often the first to shy away from challenges because you decide that it “isn’t your problem”, think about how this might look from a management perspective. Then decide if this is the kind of attitude you want to be known for in your workplace. ![Ask for feedback](https://cmdrecruitment.com/wp-content/uploads/2023/07/Ask-for-feedback.png) ## Ask for feedback Once you have reflected on your own performance, it’s time to ask others what they think. You can [ask management to appraise your performance](https://cmdrecruitment.com/ask-feedback-interview/), but you can also ask your colleagues for feedback on your contribution. Management will often only see the end results, but your colleagues will know what it’s like to work with you on an everyday basis. You could ask for a formal appraisal from your boss, or you could simply chat to colleagues about what they think about your performance at work. Be prepared for some eye-opening feedback. You might need thicker skin to be able to handle the most harsh feedback from colleagues. ## And take it on board It’s one thing to ask for feedback, but you then need to come up with a plan to act on the feedback. Think about how you can adjust your behaviour and attitude at work so that you do less of the things that might be holding you back. If someone highlights that you aren’t very good at a certain part of your job, for example, look for training opportunities that could help you to improve. This will allow you to tackle your [skills gap](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/) and ensure that you are taking proactive steps to improve. ![Say yes to new opportunities](https://cmdrecruitment.com/wp-content/uploads/2023/07/Say-yes-to-new-opportunities.png) ## Say yes to new opportunities If you are comfortable in your role, you might be less willing to say yes to opportunities. You might be settled into a routine that is holding you back from progressing and being as successful as possible. When new opportunities arise, be willing to say yes instead of no. This can have a transformative impact on your career and your success. Opportunities don’t always look like opportunities when they are first presented to you, so being open to new things and new experiences at work will help you to explore new avenues. ## Strike a good balance Success at work shouldn’t be your only goal. If you focus too much on work and neglect other areas of your life, you’ll quickly head for burnout, and this can be detrimental to your career. Don’t neglect things like family, friends, relationships, exercise and hobbies. These are the things that will help to keep your mental health in check when you show a little bit of extra dedication at work. Giving it you all doesn’t really mean giving it your all. It’s really about giving it your all during working hours and then prioritising other aspects of your life outside of these hours. ![Make friends in the workplace](https://cmdrecruitment.com/wp-content/uploads/2023/07/Make-friends-in-the-workplace.png) ## Make friends in the workplace Success doesn’t have to come at the expense of being popular and well-liked. In fact, you’re more likely to find success if you have plenty of people on your side. It’s common to see your work colleagues as competition when you are focusing on success, but try not to fall into this trap. Being uncooperative or unfriendly in the workplace won’t make you more successful in the long term. It can make your role more difficult if you are hard to work with or too competitive. Try branching out and making friends in the office if you want to find success. If you’re in the running for a promotion and you’re going up against someone who is an unpopular workaholic, you’re more likely to land the role if you are generally well-liked in the office. ## Adjust to expectations It’s common for employees to invest their time and energy into becoming the type of employee that they think their employer wants. But this can backfire, particularly if you’ve got it wrong. You need to be aware of what your employer is looking for and be able to adjust to their expectations. When your employer gives you feedback on your performance, take this on board and be willing to adapt to the changing needs of the company. This could mean going on [training courses](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) to update your skills and ensure you are at the cutting edge of your industry. And if your company is going through an expansion, being willing to take on a leadership or mentorship role for new hires could be incredibly valuable to your employer. Rather than making assumptions about what is needed, be ready to ask for feedback and adjust accordingly. ![Closing thoughts - happy work colleagues](https://cmdrecruitment.com/wp-content/uploads/2023/07/Closing-thoughts.png) ## Closing thoughts Anyone can be successful in their line of work if they are willing to put in the time and effort to learn what their employer needs and adjust accordingly. If you want to be more successful at work, be open to feedback, say yes to new opportunities and be responsive to change. You should also be friendly and open in the workplace, while also ensuring that you have good work/life balance to keep your mental health in check. These simple steps will establish you as the one to watch within your organisation. **Categories:** Advice --- ### [20 Zoom Tips and Tricks For Better Video Meetings](https://cmdrecruitment.com/zoom-tips-for-better-video-meetings) **Published:** July 7, 2023 **Author:** paul **Content:** The pandemic might be behind us, but [remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) is here to stay. And that means we still need to rely on video meetings to bring everyone together. Zoom is the platform of choice for many companies, followed closely by Skype and Google Hangouts. Zoom has become ubiquitous thanks to its advanced features and capabilities. Chances are, you’ve only scratched the surface of everything that Zoom is capable of. In this guide, we’re going to explore some of the tips and tricks you need to know to be a better meeting host. We’ve split this guide into before, during and after the meeting. These steps will help you to run more efficient meetings and avoid many of the pitfalls that come from video conferencing. ![Before the meeting](https://cmdrecruitment.com/wp-content/uploads/2023/07/Before-the-meeting.png) ## Before the meeting Set things up right from the start if you want to make the most of the time and kick things off promptly. Upgrading to a premium Zoom account will allow you to make use of the advanced features, but this might not be necessary if you’re running smaller meetings. Try these tips before the meeting starts to make sure everything runs smoothly. ### 1. Send the invite out in advance Don’t wait until right before the meeting starts to send the invite. Send it well in advance so that everyone has it ready to go. If you’re sending a calendar invite, make sure you also send an email with the details. This will make it easier for people to find. ### 2. Check your equipment Before the meeting kicks off, test your microphone and camera and make sure you know how to access the settings. If you will be presenting, this is also a great time to check your presentation deck and make sure you have everything you need. You should also [check your surroundings](https://cmdrecruitment.com/having-room-for-zoom-top-tips-for-making-the-most-of-your-day/) to make sure the background looks presentable if you won’t be using a background. ![Start all meetings on mute](https://cmdrecruitment.com/wp-content/uploads/2023/07/Start-all-meetings-on-mute.png) ### 3. Start all meetings on mute Before allowing participants into the room, you can select the option to make everyone join on mute. Depending on the size of the meeting, you might want to keep everyone muted until you invite questions. When people join meetings, they are often still occupied with other tasks, so starting the meeting on mute will ensure that you don’t have a chaotic start to the meeting. ### 4. Block out background noise Zoom has settings that will allow you to block out all of the annoying background sound that could delay and interrupt your meeting. One of the perils of working from home is that you’ll have to deal with lawnmowers, other members of the household, pets, DIY sounds and traffic. Like the facial filters, you’ll have control over the level of background noise suppression. ![Control your privacy settings](https://cmdrecruitment.com/wp-content/uploads/2023/07/Control-your-privacy-settings.png) ### 5. Control your privacy settings You don’t want people gaining access to the meeting that aren’t supposed to be there. Get to grips with Zoom’s privacy settings so you can choose the right option with confidence. Unless you are running a public event and anyone is invited to join, there really is no reason to choose a public invite link. If you’ll be discussing sensitive information during the meeting, you should enable E2EE, or end to end encryption. This will prevent individuals from live streaming or cloud recording your call. You should also only share meeting links in secure channels. ### 6. Make it a recurring meeting If you’ll be meeting every week, consider setting up a recurring meeting to cut down on admin time. This will allow everyone to join the same meeting link every week and avoid the need to create and send a new link every time. To achieve this, all you need to do is select the “recurring meeting” option when you schedule your meeting. ![Learn the shortcuts for better video meetings](https://cmdrecruitment.com/wp-content/uploads/2023/07/Learn-the-shortcuts.png) ### 7. Learn the shortcuts There are plenty of shortcuts that will make it easier for you to take control during the meeting. Learn the ones that are most relevant to you, and write them down next to your computer if required. The most popular Zoom shortcuts are: - Alt: Hide or show your meeting controls - Alt+A: Mute or unmute your audio - Alt+C: Start or end a recording - Alt+N: Switch to a different camera when using multiples - Alt+F: Enter or leave the full-screen view - Alt+S: Start or stop screen sharing - Alt+Shift+T: Take a screenshot Write these on a post-it by your computer if you’re likely to forget them, but they should become second nature soon enough. ### 8. Don’t be afraid of filters No, it isn’t vain to use the retouching options to give you a little confidence boost. This can help you to focus on other things that are far more important than how you look. The retouching filter works on a sliding scale, so you can enjoy a little bit of enhancement or a more dramatic makeover. ![During the meeting - what to do for better Zoom calls](https://cmdrecruitment.com/wp-content/uploads/2023/07/During-the-meeting.png) ## During the meeting At this stage, the meeting is up and running. If you’ve set up your meeting correctly, participants will be muted until the meeting officially kicks off. This will help you to start things promptly and minimise time wasting. ### 9. Keep participants in the waiting room The meeting room function will allow you to take control of how and when people enter the meeting. Rather than allowing anyone to gain entry to your meeting, the waiting room will allow you to check that the right people are in attendance before you let them in. Avoid allowing individuals to join the meeting before the host, as this can make it more difficult to manage. ### 10. Set the ground rules Setting the ground rules as soon as you launch the meeting is a great way to keep everyone on the same page. It’s common to keep everyone on mute until it’s time for questions or input. You can also set rules about sticking to the meeting itinerary, or the order that you will tackle topics. This will help to keep everyone on track and avoid wasting valuable time. One of the best ways to ensure that meetings remain productive and receive positive feedback is to have clear ground rules. ![Use the raise a hand feature](https://cmdrecruitment.com/wp-content/uploads/2023/07/Use-the-raise-a-hand-feature.png) ### 11. Use the raise a hand feature While you are presenting, there is a chance that participants will have questions. Rather than allowing them to unmute and interrupt, use the “raise a hand” feature on Zoom. This will give you a notification that someone wants to speak. You can then finish your thought and allow them to speak when you are ready, rather than allowing a steady stream of interruptions. ### 12. Use advanced screen sharing You’re probably only using the standard screen sharing feature, but there are advanced features available. You could only share part of your screen, or you could share a second camera if you need to show a physical pitch deck while still having your camera on you. Sharing just a portion of your screen is great if you want to be able to keep presentation notes or other resources hidden. ![Make your background work harder](https://cmdrecruitment.com/wp-content/uploads/2023/07/Make-your-background-work-harder.png) ### 13. Make your background work harder Yes, it’s fun to make it look like you’re working on the beach or in front of a jungle vista, but your background can work a lot harder than this. Creating a custom background with branding, house rules or even just your social media handles on the back can help to bring cohesion to the meeting and also make the meeting a powerful marketing tool that you can use afterwards. If you don’t have an in-house graphic designer, you can use a tool like Canva to create a custom background. ### 14. Hit record Recording your meeting is a great idea, even if you aren’t sure if you’ll use it yet. It can help to clear up confusion about talking points, it can be used as [marketing](https://cmdrecruitment.com/why-start-a-career-in-sales-marketing/) materials, or it can be used for training new starters. Always hit record on your meetings, even if you aren’t sure if you’ll use it. Everyone will get a notification that the meeting is being recorded, which can help them to focus on participating rather than taking notes. ![Make the most of breakout rooms](https://cmdrecruitment.com/wp-content/uploads/2023/07/Make-the-most-of-breakout-rooms.png) ### 15. Make the most of breakout rooms Large meetings with big groups of people will benefit from the introduction of breakout rooms. These will allow smaller groups of people to get together and discuss breakout topics that might not be relevant to the whole group. This is a great option for active participation tasks that require the whole group to be split into smaller teams to complete an assignment. This is one way that you can emulate the perks of being together in person. ### 16. Lock the meeting once full Once all of your participants are present, you can lock the meeting so you don’t have to worry about anyone else joining and interrupting. Locking the meeting is a great option if you’re running a public event and want to make sure that everyone is there to hear the ground rules. Thanks to FOMO (fear of missing out), everyone will know to join on time or they will miss out on the meeting. ![After the meeting](https://cmdrecruitment.com/wp-content/uploads/2023/07/After-the-meeting.png) ## After the meeting Once the meeting is over, you can breathe a sigh of relief, you made it! But there are a few extra steps you can take to make your video meetings even better. ### 17. Automatically transcribe the meeting Using an AI tool to turn speech into text is one of the best ways to get a transcription of the meeting without having to assign this thankless task to someone on your team. Someone will no doubt need to clean up the transcription, but this will be a lot less work than transcribing from scratch. Transcribing the meeting will make it easier to search for specific talking points ### 18. Share the meeting materials It can be very helpful for all participants to have access to the meeting materials, including the recording and the transcription. If you have regular meetings, you can create an archive of these in a central (but secure) location. If it’s a one-off meeting, you can share it over a secure channel such as email. ![Get feedback for better video meetings](https://cmdrecruitment.com/wp-content/uploads/2023/07/Get-feedback.png) ### 19. Get feedback Feedback on your meeting style and content will help you to improve your offering in the future. You can ask for feedback in your follow-up email when you share the transcription and recording of the meeting. Not everyone will have feedback to offer, and be prepared for some of the feedback to be negative. But every bit of feedback will help you to refine your offering and make sure that you are delivering the best possible video meetings. ### 20. Run Zoom updates Now the meeting is over, it’s time to check for Zoom updates. [Technological advancements](https://cmdrecruitment.com/technological-advancements-future-trends/) are being made all the time and these updates can take a long time to complete. With that in mind, it’s always best to make sure these are done before your next big meeting. If you’ve never faced the stress of a meeting start time fast approaching and realising that your Zoom software isn’t up to date, you’re very lucky. So, get into the habit of checking for updates at the end of your meetings so you don’t get caught out. ![Closing thoughts for improved Zoom calls](https://cmdrecruitment.com/wp-content/uploads/2023/07/Closing-thoughts-1.png) ## Closing thoughts There’s a lot to think about when it comes to running Zoom meetings. Whether your meeting is with 2 people or with 200 people, you can benefit from being more organised with these simple Zoom tips and tricks. By making the most of the advanced tools and settings available to you, your meetings will run smoothly and be more efficient. The key takeaway from this article is as follows: - Set the ground rules in advance and remember that you’re in charge of key settings, like who can join the meeting and when they can join. Don’t be afraid to lock a meeting so that latecomers don’t interrupt the flow. - Recording the meeting and creating an automated transcription of the notes is an excellent way to turn your meetings or presentations into marketing collateral or training materials. Just remember to only share them on secure channels to avoid your hard work falling into the wrong hands. - Zoom updates can derail a meeting before it even gets started, so don’t forget to check updates after your meeting so that you won’t be forced to delay the start while you wait for long updates to download. **Categories:** Advice --- ### [How to Accept a Job Offer](https://cmdrecruitment.com/how-to-accept-a-job-offer) **Published:** May 4, 2023 **Author:** paul **Content:** Accepting a job offer is an exciting time, but it can also be nerve wracking, particularly if you also have to let your current employer know that you are leaving. The excitement of accepting the role could lead you to miss out some important details. In this blog, we’ll run through the basics of accepting a job role so you can make sure you’ve ticked all the boxes before you move forward. ## Why should you accept a job offer? If you are currently out of work, you are likely to jump at the first job offer that comes along. This is a fine strategy if you don’t have a financial safety net, but if you can afford to wait for the right opportunity, this can be more beneficial to your career. However, this freedom isn’t available to everyone, so you might be forced to accept a job when it comes along. Before accepting a job offer, you need to make sure that you are able to commit to the role if it requires you to relocate, you need to confirm that the salary is sufficient, and then you also need to check if you will be able to honour your current notice period if you’re employed by another company. Once you have confirmed you are capable of accepting the job offer, it’s time to get writing your email. ![How should you accept the offer?](https://cmdrecruitment.com/wp-content/uploads/2023/05/How-should-you-accept-the-offer.png) ## How should you accept the offer? It’s fine to accept the job offer in person, on the phone or by email. However, most companies will want written confirmation that you would like to accept the role. So, even if you’ve confirmed in person or over the phone, be prepared to write a follow-up email to reiterate your points. When accepting a job offer, keep the following in mind: ### Move quickly You don’t want to sit around on a job offer. If you need more time to think, say so, but don’t be surprised if they push for a final answer right away. If you decline the offer, they need to go to their second choice, and the second choice might accept an offer elsewhere in the meantime. This is why it is so important to move quickly when you want to accept the role. If you delay accepting or don’t respond to their emails, they might mistake this for a rejection and go straight to their second choice. This could leave you out of luck, simply because you didn’t move fast enough. ![Accept first, negotiate later](https://cmdrecruitment.com/wp-content/uploads/2023/05/Accept-first-negotiate-later.png) ### Accept first, negotiate later It’s perfectly acceptable to say that you would be happy to accept the role at X salary, and then use this as a jumping off point for negotiations. There is typically some wiggle room for salary negotiations, so you don’t have to hold off on expressing interest in accepting the role just because you haven’t agreed on a salary yet. If you have multiple job offers, it might be the time to play the employers off against each other. You can say that you would like to accept the role, but company X has offered you the same role with salary Y. You can then ask if the company is willing to match or exceed this offer. If they are very keen to get you on board, you may find that you’re able to increase the money on the table. Be wary about taking this approach if there is no other company. Some might be tempted to lie in order to secure a larger salary, but there is the risk the company could retract their offer and you’ll be back to square one. ![](https://cmdrecruitment.com/wp-content/uploads/2023/05/Check-your-current-notice-period.png) ### Check your current notice period It’s helpful to let the new employer know your current notice period so you can also determine a start date. They will be anticipating a notice period, but also mention if you have any holidays booked in the first few months. Many employers will be happy to honour holidays that are already booked, but they just need to know in advance so they can plan around this. ### Don’t forget to thank them It’s surprising how often individuals forget to thank the company for the opportunity to express their excitement. The application process can be so stressful that when the job offer arrives, you might be more focused on the relief than anything else. Don’t forget to be professional, courteous and enthusiastic with your new employer. ### Get the details ironed out now If you’ve thought of any additional questions since the last interview, now is the time to ask. You’re now thinking in more practical terms about starting a new job, so you can afford to be more direct with your new employer. Now is a great time to think about onboarding, your salary, additional perks and anything else you need to be able to accept the role. ![How to accept a job offer](https://cmdrecruitment.com/wp-content/uploads/2023/05/How-to-accept-a-job-offer-1.png) ## How to accept a job offer When you’re ready to accept a job offer, you need to take a bit of time to get your thoughts down in an email. Here’s how we would structure an acceptance email: 1. Thank them for the opportunity 2. Confirm you would like to accept the role 3. Propose a starting salary 4. Propose a start date that respects your notice period and any booked holidays 5. Ask any additional questions you may have about the role 6. Thank them for their time If you haven’t discussed salary or start dates yet, you can expect a follow-up email that will kick start the negotiations. They might accept your proposal right away, or they might [offer a counter](https://cmdrecruitment.com/are-we-moving-away-from-the-counter-offer-culture/). Make sure you check your emails regularly during this time to ensure you don’t miss any important correspondence. ![Example acceptance letter](https://cmdrecruitment.com/wp-content/uploads/2023/05/Example-acceptance-letter.png) ## Example acceptance letter This would be an example of an acceptance letter that you could adapt to your needs. *Dear Sir/Madam,* *Thank you for your email. I would be delighted to accept the role of Customer Service Manager with your company. As discussed in the interview, my [salary expectations](https://cmdrecruitment.com/what-are-your-salary-expectations/) are £27,000 and I have a four week notice period in my current role. I would like to propose a starting date of 24th August.* *I’d like to thank you for this opportunity to join the team and I am excited to get started in my new role.* *All the best,* *Rebecca Jones* This email gets to the point and confirms two key pieces of information: the salary and the start date. Don’t wait for the contract to arrive before you confirm the starting salary, as this could lead to an offer that is below what you are expecting. ## Closing thoughts Accepting a job offer doesn’t have to be complicated. The important thing to remember is that you should respond quickly or ask for more time to decide if it would be a big move. If you do ask for more time, let them know what date you expect to confirm. If you ask them to wait too long, don’t be surprised if the offer goes away If you are accepting the role, make sure you confirm the starting salary and your current notice period. This will ensure you can start making plans for your big move. **Categories:** Advice --- ### [Is Your Holiday Allowance Enough?](https://cmdrecruitment.com/is-your-holiday-allowance-enough) **Published:** November 5, 2022 **Author:** paul **Content:** Many people don’t check whether they are getting enough holiday allowance. Some don’t even know how much they should be getting. It’s easy to get caught up in work, focusing on taking home your pay and not stopping to think about holidays – until you need one. ## **Holiday allowance basics** Let’s look at the basics. Those who work full time (five days a week) are entitled to 5.6 weeks (28 days) of paid holiday per annum. You will receive this if you are an agency worker, someone that works irregular hours or even someone on a zero-hours contract. Your employer may or may not include bank holidays as part of this. If you work part-time then your holiday allowance will be calculated pro rata. Someone working 4 days a week will receive 4 x 5.6 (22.4 days). But even if you are receiving the statutory annual leave, is this enough? When it comes to physical and mental health, receiving a few days extra leave might make a major difference. ## **Employers granting extra holiday allowance** Employers used to think that if they gave staff additional days off, productivity would suffer. However, various studies have shown that this is not the case. Imagine a world in which your holiday allowance is computed along with your salary and other benefits so that you receive a personalised amount. This would vary according to your experience, skills and what you can offer the company. This doesn’t happen now but maybe it should. The old method of awarding an extra day per year is outdated and bears no relation to real life. Employers should be looking at what their employees need, and extra holiday allowance should be top of the list. ## **Why holidays matter** Holidays need to be attuned to people. If a worker is exhausted after a huge project, awarding an extra week-off work goes down well. The employee returns to work with their batteries recharged and the employer benefits from receiving top performance from a truly energised person. Holidays off work are not a luxury. Taking time away is crucial for health and well-being as well as heightened productivity. Employees need time to completely switch off, lock away their laptops and focus on life outside of work. This should also bring about a drop in absences due to sickness. Times are changing and employees should be encouraged to take sufficient time off away from work, spreading it throughout the year. Not taking a full holiday allowance should be a no-no, as those who do not chill out will suffer eventually. If HR notice that this is common practice with some staff, it’s worth checking out that all is OK at home. If work is being used as a way of escaping from stress, help should be offered. ## **Conclusion** Holiday allowance needs to be tailored and generous, but there should be a ceiling. If a top level is not set, then staff may get confused about what is an acceptable holiday allowance and what isn’t. No matter the size of the company, supporting the health and well-being of the workforce in terms of holiday allowance will [pay dividends in terms of performance and productivity](https://cmdrecruitment.com/productivity-vs-pay/). If you are struggling because your holiday allowance is insufficient, talk to your boss. Put forward some of the arguments given above. They may decide to up not only your holiday allowance but that of other employees. If you are not working or [seeking a new position](https://cmdrecruitment.com/contact/), look out for companies that focus on awarding increased holiday allowance. If they are forward-looking enough to do this, imagine how proactive and energised the working environment will be. **Categories:** Advice --- ### [6 Common Leadership Interview Questions](https://cmdrecruitment.com/common-leadership-interview-questions) **Published:** January 16, 2023 **Author:** paul **Content:** While you may have many years of leadership experience under your belt, nailing the interview is still crucial to landing the job. You might be a highly effective leader, but if you can’t demonstrate why this is the case in an interview setting, you could miss out on a role. Here are six common leadership questions that you should be prepared to answer in order to impress the interviewer and demonstrate your qualifications. ![Manager listening to her team](https://cmdrecruitment.com/wp-content/uploads/2023/01/Define-what-leadership-means-to-you.png) ## Define what leadership means to you “To me, leadership is about being open, honest, and selfless. It is about looking beyond yourself and understanding the needs of your team members. True leadership also involves taking the initiative to set an example for others to follow and working hard to bring out the best in everyone around you. Leaders must be able to trust their own judgement while also listening intently to those they are leading – whilst having a clear vision and direction of where they want the group to go. Ultimately, [leadership boils down to recognising that the success of your team](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/) relies not only on one person; rather, it requires a collective effort from every individual.” ![Manager leading a casual team meeting](https://cmdrecruitment.com/wp-content/uploads/2023/01/Describe-a-time-when-you-had-to-lead-a-team.png) ## Describe a time when you had to lead a team “Working in my first leadership role felt like a daunting challenge, but I quickly realised that the process was something I was capable of doing. I had to come up with strategies and tasks for a team of volunteers working on a project to raise awareness about a social issue in our local community. It tasked me with understanding different people’s strengths and weaknesses, as well as grasping how they interacted and worked together as a group. Most importantly though, I learned how to be both firm and kind in delegating tasks while keeping the underlying purpose of the project in mind. Through this experience, I gained valuable insight into how to support individuals to come together and bring out their best collective efforts.” ![Man leading meeting at work](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-are-some-of-your-strengths-and-weaknesses-when-it-comes-to-leadership.png) ## What are some of your strengths and weaknesses when it comes to leadership? “When it comes to leadership, one of my greatest strengths is my ability to encourage collaboration. I’m able to bring out the best in everyone by helping them work together and trust each other. This allows us to make decisions faster and become more efficient as a team. On the flip side, one of my weaknesses is delegating tasks effectively. I tend to micromanage which slows our progress down and restricts the ability of others to work independently on the project. In order to address this, I’ve been working on communication skills and trusting others more with their workloads. By doing this, I’m getting better at trusting members of my team and allowing them space to take initiative and contribute to our successful projects.” ![Team leader mulling over his decision](https://cmdrecruitment.com/wp-content/uploads/2023/01/Tell-us-about-a-time-when-you-made-a-difficult-decision-as-a-leader.png) ## Tell us about a time when you made a difficult decision as a leader “One of the biggest challenges in my career was when I was put in charge of a major reorganisation at my company – and I was fairly new to my leadership role, which made it more difficult. We had grown significantly and needed to restructure our departments for more efficient operations. After much deliberation, I had to choose between two solutions that both had significant pros and cons. It was an especially complicated decision because it would have an impact on many employees’ roles. In the end, I chose the solution that would be most beneficial to the organisation’s long-term goals while minimising disruption. It took me days of difficult conversation and consideration, but in the end, it worked out great. Not only did we streamline operations and better support our growth objectives, but morale levels remained stable as well.” ![Man arguing with colleague at work](https://cmdrecruitment.com/wp-content/uploads/2023/01/How-do-you-handle-conflict-within-a-team.png) ## How do you handle conflict within a team? “Conflict within a team can be tricky to navigate but diffusing it quickly and properly is key. The best approach is to address the conflict openly in a safe space for all parties involved, where each individual can express their thoughts and feelings without fear of judgement. This allows team members to listen to each other’s perspectives and find common ground. In the spirit of cooperation, I would always consider offering solutions together rather than adversarially. In other words, brainstorm ideas that bring together different positions or arrive at a compromise by working off of each person’s initial suggestion. Peacemaking dialogue helps teams work through current disagreements as well as build trust for future collaboration.” ![Woman leading team in meeting](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-makes-you-an-effective-leader.png) ## What makes you an effective leader? “Being an effective leader involves several different skills that must be cultivated and perfected. As a leader, being able to effectively communicate your vision and motivation for getting tasks completed for the greater good plays a large part in success. I believe that I have great listening skills and a capacity to understand and empathise with others, which are both essential as this helps to foster trust in you as a leader. Being decisive, organised, dedicated and reliable are further qualities of an effective leader; nothing motivates people more than having someone dependable at the helm. Lastly, maintaining a sense of humility will create loyal followers who will respect and admire your leadership abilities.” **Categories:** Interviews --- ### [Juggling Childcare And Work Over The School Summer Holidays](https://cmdrecruitment.com/juggling-childcare-summer-holidays) **Published:** April 2, 2023 **Author:** paul **Content:** As the days get longer and temperatures rise, summer is a time of anticipation for parents. It’s a season of outdoor activities, family holidays, and plenty of fun in the sun. But while it may seem like a reprieve from juggling work with parenting during the school year, the annual childcare headache of sourcing childcare during school holidays has just started! ## **With that in mind, let’s explore how to make sure you’re balancing work with parenting during the holidays!** In today’s busy world, many families are dealing with both parents working full-time jobs while raising children at home. Managing childcare and being present at work at the same time can be very stressful. This is especially true when children are not in school. Some parents feel pressure to use their days off wisely. They want to participate in activities or plan trips for their kids that they can’t do during the school year. ## **So how do we prevent ourselves from getting overwhelmed?** It takes planning and compromise, but it is possible to juggle work and parenting during the holidays without sacrificing our sanity (or wallet!)! ## **Parenting During Summer** Summer is a season of joy and fun for parents. With the kids off school, it’s an opportunity to spend quality time together – creating lifelong memories in the process. From figuring out childcare arrangements for the summer holiday period, to adjusting working hours around family activities; finding balance between work and parenting over the summer is no easy feat. To make matters worse, many employers do not offer flexible working arrangements during this season, leaving employees with little options but to take their holiday leave or ask colleagues to cover shifts. Managing work and family commitments in the holiday season demands careful planning and creative solutions. ## **Challenges Of Balancing Work And Parenting During The Holidays** Balancing work and parenting during the holidays can be a challenge for many families. Several considerations must be taken into account, such as: - Finding reliable holiday childcare options - Managing budget restrictions due to high costs of childcare or lost wages from unpaid holidays - Locating accessible resources like day camps or flexible working hours - Navigating the [time demands of both parents’ jobs](https://cmdrecruitment.com/increased-demand-part-time-jobs/) around the requirements of their children’s holiday activities. The key is in finding creative solutions to make it work. For instance, leveraging online resources like telecommuting capabilities or job sharing might help ease some of the scheduling demands. Reducing childcare costs by planning ahead and taking advantage of early bird discounts could also help manage expenses during the holiday season. You can also check out the Gov website to [help you to find the summer play schemes near you](https://www.gov.uk/after-school-holiday-club) Utilising family members for babysitting can be a viable option. This depends on where you live and how frequently you need help with your child’s care. Taking the necessary steps to ensure all needs are met while juggling parenting responsibilities alongside work obligations is essential for successful holidays with kids. By making use of available resources, considering different ways to reduce costs, and exploring creative solutions to balance these competing priorities, parents can enjoy a productive season while still having quality time together with their children. ## **Keeping Kids Active During The School Holidays** As the school holidays approach, many parents find themselves in a juggling act between work and parenting. It can be hard to figure out how to keep kids entertained during the holidays while also making sure all their responsibilities are met at work. While it may seem challenging to strike this balance, there are some tips that can help make managing both easier. Firstly, consider what type of activities your children enjoy doing and plan accordingly. If they love outdoor sports like soccer or swimming, you could look into enrolling them in organized holiday camps so they [stay active](https://activekids.sainsburys.co.uk/) over the break from school. Another idea is to use technology such as tablets or laptops where appropriate – just be sure that any digital activity incorporates learning opportunities rather than purely being recreational (like watching movies). When tackling this juggle of work and parenting during the summer months, it’s important not to feel overwhelmed by trying to do it all alone either. Seeking support from family, friends and professionals could be beneficial when attempting a healthy balance between taking care of business at work and ensuring your children remain happy and stimulated throughout their vacation period. ## **Seeking Support From Family, Friends And Professionals** As parents, juggling work with parenting over summer can be a difficult challenge. With family holidays and child care to think about, it’s important for those who are struggling to seek support from their family, friends and professionals. Sometimes, family members can provide much-needed respite during the busy summer months by taking on some of the childcare responsibilities or offering assistance in other ways. Friends may also be able to offer advice or even just lend an ear when needed. Finally, don’t forget professional services like nanny agencies – they can help put your mind at ease while you’re away at work or finding time for yourself. If cost is a concern then research free options such as playgroups and holiday clubs. Playgroups offer a great opportunity for children to socialize with peers and engage in activities, while holiday clubs may provide educational opportunities and supervision during the day. Additionally, some companies [offer employee benefits](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) such as subsidized childcare, so be sure to explore all available options and resources. ## **Conclusion** Juggling work with parenting during school holidays can be a daunting task, but with the right strategies and support, it is possible to make it work. It’s important to plan ahead, be creative, and ensure that all needs are met while maintaining a healthy work-life balance. Whether it’s finding reliable childcare options, keeping kids active and engaged during the summer months, or seeking support from family, friends, and professionals, there are many ways to make the most of the summer break while still being productive at work. With a little bit of planning and effort, parents can enjoy a successful and fulfilling summer with their children. **Categories:** Advice --- ### [How to Decline a Job Offer (With Examples)](https://cmdrecruitment.com/how-to-decline-a-job-offer-with-examples) **Published:** May 6, 2023 **Author:** paul **Content:** Deciding to accept or decline a job offer can be a daunting task. But if you find yourself in a position with more than one job offer, you’re going to have to do the courteous thing and turn one or more opportunities down. There are ways to decline a job opportunity that can potentially keep the door open for you in the future. This company likes you enough to offer you a job, and if you handle the rejection well, you may find that they are ready to extend you a job offer again in the future. In this guide, we’ll look at the etiquette around turning down a job offer and how you can be graceful, professional and smart when you decline an offer. We’ll explore the importance of explaining your reasoning, and why you should never decline an offer as a bargaining tool to get more money. Get this right, and you could find the company is happy to offer you a job again in the future. ![](https://cmdrecruitment.com/wp-content/uploads/2023/05/Why-would-you-want-to-decline-an-offer.png) ## Why would you want to decline an offer? There are many reasons an employee might want to [decline a job offer](https://cmdrecruitment.com/a-guide-to-declining-job-offers/). The most common reason is that you have been interviewing with multiple companies, have been offered a role somewhere else, and need to politely turn down your second choice. Other reasons for turning down a job offer could be that you cannot reach an agreement on the salary. You may also be unhappy with other aspects of the role, such as the relocation package. And finally, something may have been uncovered after the interview that has made you think twice about working for the company. For example, if you know that they will be cutting the budget for your department, or if a prominent member of the team is leaving. It’s important to be honest with yourself about the opportunity and walk away from anything that is unlikely to take you closer to your career goals. While you might be more keen to try anything at the start of your career, once you have some experience under your belt, you should have a better idea about which opportunities are aligned with your career aspirations. ![How should you decline the offer?](https://cmdrecruitment.com/wp-content/uploads/2023/05/How-should-you-decline-the-offer.png) ## How should you decline the offer? It’s fine to decline the offer in person, over the phone, or in an email. Most people prefer email as it will allow them to collect their thoughts and craft a rejection letter that accurately surmises everything they want to say. However, you might find that you are caught out in a phone conversation and need to be direct with your words. If you are offered the job on the phone and know that you are going to reject it, you can always say you need time to think about it and then craft an email to decline the offer. ## How to decline a job offer If you are confident that you are making the right decision, it’s time to write your email to turn down the offer. Here are our top tips for writing a stand out email that will still keep you in their good graces. ### Act quickly It might feel awkward and uncomfortable, but you need to let the employer know sooner rather than later if you plan to reject the offer. They may have a second choice candidate lined up, but this candidate won’t stick around forever. By letting them know as soon as you know, it will be easier for them to offer the role to their second choice. ![Be clear about your intentions](https://cmdrecruitment.com/wp-content/uploads/2023/05/Be-clear-about-your-intentions.png) ### Be clear about your intentions At some point in your email, it’s important to state that you are declining their offer. It would be all too easy to write a professional and courteous email that misses the point you are trying to make: that you don’t want to accept the role. Don’t leave it down to the hiring manager to have to send a follow up email. Make sure you are clear about your intentions. ### Be professional Just because you have decided not to work for the company, that doesn’t mean you should let your professionalism slide. Remember that your industry is likely quite small and people talk. Always leave things on a friendly note so that you don’t get a reputation for being rude. ### Show your appreciation You may have been through a lengthy interview process with this company, and that takes a significant amount of time. Don’t forget to mention that you are grateful for the opportunity to learn more about their company and get to know some members of the team. ![Explain your reasons](https://cmdrecruitment.com/wp-content/uploads/2023/05/Explain-your-reasons.png) ### Explain your reasons You don’t have to go into a lot of detail, but it’s helpful if you can very briefly explain why you are turning down the offer. This will help the company to refine their [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) in the future. For example, if the negotiations fell down at the last hurdle and you couldn’t agree on a salary, then this could be a sign that they need to be more upfront about the salary available. If you are simply turning down the offer because you have been offered a role with another company, be prepared for the company to send a counter-offer. If they are really keen to get you on board, they might be willing to increase their budget. ### Offer to stay in touch Your new role might put you in a useful position for the company, particularly if you aren’t simply going to one of their direct competitors. If you are open to it, you can offer to stay in touch with the hiring manager or other members of the team. This can be seen as a highly positive move, as it can leave the door open for future opportunities. ![](https://cmdrecruitment.com/wp-content/uploads/2023/05/Example-of-how-to-decline-a-job-offer.png) ## Example of how to decline a job offer *Dear Sir/Madam,* *Thank you for your offer for the position of Marketing Manager with a starting salary of £45,000. I have reviewed my options and decided that this isn’t the right opportunity for me at this time. I have been offered a role as a communications manager for another company and I believe this is more aligned with my goals and aspirations at this time.* *I would like to take the opportunity to thank you for your time throughout the interview process. It was wonderful to get to know your marketing team and I wish you all the best in finding the right candidate for this role.* *Kind regards,* *Susan Jones* ## Why this works As you can see from this example, the email is direct and gets to the point. It also makes the candidates intentions very clear and avoids the need to begin a bidding war. If the candidate had mentioned that a rival company had offered them a more attractive remuneration package, this could be interpreted as an invitation to outbid them. But in this case, it is very clear that the candidate is accepting a role type of role. If you want to start a bidding war for your skills and experience, proceed with caution. You should never decline an offer in an attempt to get them to offer more. Instead, simply state that X company has offered Y amount and ask if the company would be willing to match or exceed this offer. **Categories:** Advice --- ### [Rethinking High Staff Turnover Rate: Could This Be a Positive?](https://cmdrecruitment.com/rethinking-high-staff-turnover-rate) **Published:** April 28, 2023 **Author:** paul **Content:** Staff turnover is often looked upon as a sign of success within a company. High staff turnover is seen as a negative, as it means that you are struggling with staff retention, while low staff turnover is praised as a positive, because it means your staff are happy and stick around for longer. But this doesn’t really show us the full picture, and there’s a lot more to staff turnover than a “good” or “bad” categorisation. There are instances when high staff turnover is not only expected, but also good for business. And while low staff turnover might indicate good staff loyalty and a healthy work environment, there are negatives from a business perspective. In this article, we’ll explore the pros and cons of your staff turnover rate to discover if there is a strong business case for embracing a higher staff turnover rate as a positive sign. ![What is staff turnover rate?](https://cmdrecruitment.com/wp-content/uploads/2023/05/What-is-staff-turnover-rate.png) ## What is staff turnover rate? Staff turnover rate is simply a measure of how many employees leave a company in a given period. To calculate your staff turnover rate, multiply the number of leavers over a given period by 100 and then divide this by the average total number of employees over this time. So if you have 4 people leave your company in a year, and you employed an average of 50 people during this time, you would have an employee turnover of 8%. The average staff turnover rate in the UK is currently 15%, but this is an incredibly limited statistic that doesn’t tell us much about the bigger picture. Some industries will naturally have a higher staff turnover than others. For example, if your company is reliant on a student or seasonal workforce, you can expect to have a high staff turnover. Rather than being seen as a negative and something that should be kept as low as possible, it would be healthier to see staff turnover as a potential for growth and development. Here are just some of the reasons you should rethink your stance that high turnover is bad and low turnover is good. ![Low staff turnover could lead to overpaying workers](https://cmdrecruitment.com/wp-content/uploads/2023/05/Low-staff-turnover-could-lead-to-overpaying-workers.png) ## Low staff turnover could lead to overpaying workers If you have low staff turnover, you’ll benefit from things like added insight and more investment from your employees, but there is a chance they could soon become overpaid for their work. When an employee stays with the same company for a long time, they will come to expect periodic pay increases. If they receive a 5% pay rise every year for 5 years, this could lead you to paying them a lot more than you would pay a new starter with 5 years of experience in the same role. While increased responsibility and investment in the company should be rewarded, there is the risk that pay increases will outpace their contribution to the company. Worse, the employee could become complacent in their role and expect pay rises as standard. ![Low staff turnover can stifle innovation](https://cmdrecruitment.com/wp-content/uploads/2023/05/Low-staff-turnover-can-stifle-innovation.png) ## Low staff turnover can stifle innovation If your staff are comfortable and complacent, they might be stifling innovation in your company. High staff turnover will bring in new ideas and fresh perspectives. You could even benefit from some insight by hiring those who have worked for your competitors. There is the risk in a company with low staff turnover that you could hang on to employees that aren’t invested or engaged. Bringing in new team members at different levels of the organisation will offer learning opportunities for everyone involved, allowing your teams to challenge each other and grow together. This can only be achieved if you are continually bringing in fresh talent. ![High staff turnover reflects current working trends](https://cmdrecruitment.com/wp-content/uploads/2023/05/High-staff-turnover-reflects-current-working-trends.png) ## High staff turnover reflects current working trends Not everyone approaches a job like it’s going to be a career for life. A higher staff turnover can give potential employees the confidence to approach it like a stepping stone, rather than pretending they will be invested until their retirement. While we’d all like to think that employees will rise through the ranks and be promoted internally, there is also a benefit to be found in giving employees the freedom to get what they need from a role and then move on. While high staff turnover is often seen as a negative for job seekers, you can reframe this as a positive if your employees go on to exciting new opportunities. ![Striking a balance](https://cmdrecruitment.com/wp-content/uploads/2023/05/Striking-a-balance.png) ## Striking a balance There are obvious situations where a high staff turnover is something that you would want to avoid. For example, if employees are leaving because they are unhappy or feeling unsupported in their roles, then this is a sign that something needs to change. But there is a case for allowing higher staff turnover rates if it helps to spark creativity and innovation. Instead of focusing on the staff that are leaving, attention should be firmly on the opportunity to replace them with talented individuals that bring a fresh perspective. This can also help to keep staff costs from spiralling by not feeling pressured to offer annual pay rises. Once you have a tried and tested recruitment and onboarding method in place, you should have no trouble attracting fresh talent at all levels of your organisation. **Categories:** Advice --- ### [How to Successfully Onboard New Employees](https://cmdrecruitment.com/how-to-successfully-onboard-new-employees) **Published:** June 13, 2023 **Author:** paul **Content:** Onboarding is essential during recruitment. It sets the tone for the employee’s whole experience with the company. A successful onboarding process can help new hires feel welcome and valued, while also setting clear expectations for their role and performance. A Gallup survey conducted prior to the Covid-19 pandemic found that only [12% of employees](https://www.forbes.com/sites/paulmcdonald/2022/05/12/cfos-is-your-onboarding-process-contributing-to-the-great-remorse/?sh=1dc565b07f8c) thought their employers did a great job of onboarding new hires. Proper onboarding can lead to better job satisfaction, higher productivity, and overall company success. In this guide, we’ll cover everything you need to know about successful onboarding, including: ## **Understanding the Importance of an Effective Onboarding Process** Onboarding is an opportunity to create a positive first impression and a lasting relationship with the new employee. It sets the tone for their entire tenure with the company, and can be a key factor in whether they decide to stay or leave. Successful onboarding helps new hires feel supported, valued, and engaged from day one. Employee onboarding statistics claim that a good onboarding program increases [staff retention by 82%](https://www.mad-hr.co.uk/blog/how-to-onboard-a-new-employee-successfully) and productivity by 70%! ![Pre-Onboarding Preparation](https://cmdrecruitment.com/wp-content/uploads/2023/06/Pre-Onboarding-Preparation.png) ## **Pre-Onboarding Preparation** The pre-onboarding phase is just as important as the onboarding itself. Before the new employee starts, make sure you have a plan in place to set them up for success. This could include: - Sending them an email or welcome package or employee handbook with information about the company culture, mission, and values - Scheduling a pre-onboarding call to answer any questions they may have - Setting up their workspace and necessary equipment ahead of time - Assigning a mentor or buddy to guide them through the employee onboarding process and provide support ## **Effective Communication** Clear and [effective communication](https://cmdrecruitment.com/why-good-communication-is-essential-in-the-workplace/) is essential during the employee onboarding process. Make sure the new hire knows what’s expected of them and what they can expect from the company. Set clear goals and expectations for the new employee and provide regular feedback to ensure they are on the right track. Follow a clear and concise training program inclusive of a comprehensive guide, onboarding tasks and onboarding checklist. Ensure your checklist for onboarding includes and meets company expectations, expectations of employees, job perks, workstation, health and safety essentials, their onboarding buddy and learning environment. ![Create a Structured Onboarding Program](https://cmdrecruitment.com/wp-content/uploads/2023/06/Create-a-Structured-Onboarding-Program.png) ## **Create a Structured Onboarding Program** A structured onboarding program can help ensure that new hires have a consistent and positive experience. Creating seamless experiences throughout the entire process. This could include: - An orientation to the company, corporate culture, its mission statement, vision and company values and company policies - Introductions to key team members, current employees and departments such as human resources and management team - Job training and shadowing opportunities - Regular check-ins with their manager to discuss progress and address any concerns ## **Manage the Gap Between the Candidate’s Notice and Start Date** The time between a candidate’s notice period and start date is important to manage correctly. It can be an opportunity to make a great first impression. This can help maintain the candidate’s enthusiasm for the new role. Here are a few ways to manage this gap effectively: - Keep in touch with the new hire and provide regular updates on the onboarding process - Send them relevant company news or updates to keep them engaged - Schedule informal meetups or virtual events with the team to help them feel connected - Provide them with relevant resources or training materials to help them prepare for their new role ![Follow-Up and Continuous Support](https://cmdrecruitment.com/wp-content/uploads/2023/06/Follow-Up-and-Continuous-Support.png) ## **Follow-Up and Continuous Support** Onboarding doesn’t end after the first day or week. Follow-up and continuous support can help ensure that new hires feel supported and engaged in their new role. This could include: - Regular check-ins with their manager to discuss their progress and any concerns - Opportunities for ongoing training and development - Providing a supportive work environment and [company culture](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/) that fosters growth and innovation ## **In Conclusion** Onboarding is a critical part of the hiring process, and it’s essential to get it right. To ensure new hires have a successful onboarding experience, follow the tips and strategies outlined in this onboarding guide. With the right support and resources, new hires can feel empowered, engaged, and ready to contribute to the company’s success. It’s important to note that your recruitment partner can play a critical role in ensuring successful onboarding. A good recruitment partner can help manage the transition between a candidate’s previous and new job increasing employee retention rates. They ensure communication is maintained during this period. Additionally, a recruitment partner can act as a third party during the initial onboarding phase, providing external support and opportunities for open and honest communication. CMD Recruitment takes pride in offering comprehensive support to clients and candidates during the [recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/). This includes the onboarding phase. Our team of experienced consultants work closely to ensure our new hires feel welcome, supported, and fully integrated into our client’s team. If you’re interested in learning more about how we can support your recruitment needs, please don’t hesitate to get in touch. **Categories:** Advice --- ### [Curveball Questions for Interviews](https://cmdrecruitment.com/curveball-questions-for-interviews) **Published:** June 12, 2023 **Author:** paul **Content:** Preparing for an interview is one of the best ways to succeed and leave the interview panel with an excellent impression of who you are. But while you might be able to prepare for the standard questions about your education and experience, it’s more difficult to prepare for curveball questions. These questions are designed to make you think on your feet and show the interviewer how you tackle difficult problems. There usually isn’t a right or wrong answer, but they simply want to know how you respond to unusual questions or difficult challenges on the spot. ## Why do interviewers ask curveball questions? There are many reasons for asking curveball questions, including: 1. They want to know if you can think on your feet 2. They want to catch you off guard 3. They want an answer that cannot be rehearsed 4. They want to make the interview process more challenging 5. They want to get to know you better It might feel like a mean move to ask curveball questions, but they aren’t something to be afraid of. The important thing is to stay calm and just answer to the best of your ability. You might think of a better answer later in the day, but what they are testing is your ability to think on your feet. ![What are examples of curveball questions?](https://cmdrecruitment.com/wp-content/uploads/2023/06/What-are-examples-of-curveball-questions.png) ## What are examples of curveball questions? The nature of curveball questions are that they are typically unrelated to the job role or anything else you have been talking about. They come out of the blue and are completely unexpected. This could include questions like: - If you were an animal, what animal would you be? - Would you prefer to be liked or feared? - Would you rather have a puppy-sized hippo or a hippo-sized puppy? - How many pound coins would you need to stack up to reach the top of this 14 floor building? - Are there more doors or wheels in the world? - Where is your favourite place in the world? - If you could have lunch with anyone, dead or alive, who would you choose? - What is your biggest source of motivation? - Do you have a secret goal, dream or ambition? - How do you think you would survive a zombie apocalypse? As you can see, these questions have nothing to do with your ability to do your job, but they do say a lot about your personality. They aren’t designed to catch you out or to prove you wrong, but they can help to reveal a lot about your personality. ![How do you approach these questions?](https://cmdrecruitment.com/wp-content/uploads/2023/06/How-do-you-approach-these-questions.png) ## How do you approach these questions? You won’t know what they might ask you, but you can practise answering some common curveball questions. Here is our advice for tackling these kinds of questions in an interview setting: ### 1. Take your time Don’t rush your answer. Take a moment to think about it. This is something that your interviewer is looking for: do you rush through a bad answer, or are you confident enough to take a moment to think about it. ### 2. Think about what they are really asking Are they trying to get you to [think creatively](https://cmdrecruitment.com/common-creativity-interview-questions/) on the spot? Are they looking for examples of your numeracy skills? Do they want to know if you can be honest and open? Consider the question and what they might really be looking for in your answer. ### 3. Show your personality The motivation for asking curveball questions will often come down to this idea that they simply want to get to know who you really are. Many candidates appear very rigid and rehearsed in an interview setting, so these questions are intended to make you let your guard down. Relax when you answer these types of questions and allow yourself to [let your personality show](https://cmdrecruitment.com/how-to-show-your-personality-at-a-job-interview/). ![Remember, there are no right answers to curveball interview questions](https://cmdrecruitment.com/wp-content/uploads/2023/06/Remember-there-are-no-right-answers.png) ### 4. Remember, there are no right answers The interview panel might have a type of answer in mind that they want to hear, but there aren’t really any truly right or wrong answers. This is unlikely to be the deciding factor that helps the panel make a final choice, so you can afford to just let your personality shine through and [answer with confidence](https://cmdrecruitment.com/5-key-tips-to-answer-interview-questions-confidently/). You could even try to see the fun in it. ### 5. Don’t reject the question Some people dislike curveball questions so much that they will simply say “I don’t know” and try to move on. Shutting down and saying that you don’t know the answer is a poor response and it should be avoided. You might not like thinking on your feet, but you need to show that you can make the effort when you are asked to do things you find difficult. ### 6. Mirror their behaviour You can get a good idea about what the interviewer is looking for by looking at their [body language](https://cmdrecruitment.com/body-language-tips-ace-job-interview/) and behaviour. Do they take these curveball questions very seriously, or are they having fun with this? Take their lead and mirror their behaviour so that you can capture the right tone when you deliver your answer. ## Closing thoughts Curveball questions are designed to catch you off guard and let the interviewer know how you manage when you have to think on your feet. You can practise answering them to an extent, but you won’t know exactly what is coming. Try to take these in your stride and don’t stress too much over your answer. Remember, they aren’t looking for a right or wrong answer, they are looking for insight into who you are and how you approach problems in life. Relax, and let your personality shine through. **Categories:** Interviews --- ### [Revamp SME Recruitment: Better, Faster, Smarter](https://cmdrecruitment.com/revamp-sme-recruitment-better-faster-smarter) **Published:** June 15, 2023 **Author:** paul **Content:** Small and medium-sized enterprises (SMEs) are the backbone of economies around the world. However, they often face significant challenges when it comes to recruitment, due to limited resources and smaller HR departments. As a result, finding qualified candidates can be a time-consuming and costly process. This article will showcase the skills of the recruitment team at CMD Recruitment in addressing the challenges faced by SMEs in recruitment. ## **SME Recruitment Challenges** Several challenges exist for SME recruitment, including limited resources and competition with larger companies. SMEs often have smaller HR or recruitment departments, which can make it difficult to identify, attract, and select the right candidates. Moreover, larger companies may have more resources and brand recognition, making it harder for SMEs to compete for top talent. Effective [recruitment strategies](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/) and skilled recruitment professionals can help SMEs overcome these challenges. The recruitment team at CMD Recruitment possesses the expertise and experience to navigate the complexities of SME recruitment. We understand the special needs of SMEs. We are experts at finding, attracting, and selecting candidates who fit your employer brand. Recruiting the right staff in Wiltshire necessitates a specialised approach. It calls for a deep understanding of the local area, its economy, and the people who call it home. This is where CMD Recruitment shines. We have been operating in Wiltshire for 19 years. This gives us extensive knowledge of the job market, industry trends, and candidate preferences in the county. ![SMEs in Wiltshire: Statistics and Insights](https://cmdrecruitment.com/wp-content/uploads/2023/06/SMEs-in-Wiltshire-Statistics-and-Insights.png) ## **SMEs in Wiltshire: Statistics and Insights** Wiltshire, located in the South West region of England, boasts a vibrant economy that is home to numerous SMEs. Understanding the economic landscape of Wiltshire can provide valuable insights for SME recruitment in the county. **Employment Opportunities:** The county offers a diverse range of employment opportunities across various sectors, including manufacturing, technology, healthcare, and professional services. This diverse landscape provides SMEs with access to a talented pool of professionals with different skill sets. **Business Support:** Wiltshire provides robust support networks and resources for SMEs. Local organisations and government initiatives offer assistance in funding, training, and mentoring, enabling SMEs to thrive and grow. By tapping into the SME-friendly environment of Wiltshire, businesses can leverage these advantages to bolster their recruitment efforts and attract top talent to support their growth. ![Optimising the Recruitment Process](https://cmdrecruitment.com/wp-content/uploads/2023/06/Optimising-the-Recruitment-Process.png) ## **Optimising the Recruitment Process** Our recruitment agency follows a structured approach to the hiring process, ensuring a streamlined and efficient recruitment process for SMEs. By leveraging our expertise, our team guide SMEs through the following steps: **Job opening**: Our recruitment team works closely with SMEs to identify your job vacancy and create a comprehensive job description that accurately reflects the requirements of the role. **Sourcing:** Utilising our extensive network and knowledge of various channels, our team employs a targeted approach to attract potential candidates. We leverage online platforms, social media, and our industry connections to ensure maximum visibility for SME job openings. **Screening:** Our team meticulously reviews CVs and cover letters to identify candidates who meet the minimum requirements for the job. Our expertise allows them to assess candidate qualifications and skills efficiently, saving SMEs valuable time and resources. **Interviewing:** Candidates are thoroughly evaluated through various interviews, including video, face-to-face or [phone interviews](https://cmdrecruitment.com/phone-interview-dos-and-donts/). We conduct structured interviews designed to assess candidates’ suitability for the role and company culture. **Reference checks:** We conduct comprehensive reference checks to ensure the credibility of candidates. We verify information provided by the candidates, such as previous employment and education. **Candidate assessment:** We have extensive experience in candidate assessment. We help small and medium enterprises (SMEs) pick the right candidate based on qualifications, skills, and cultural fit. **Job offers and onboarding:** We also assist SMEs to extend [job offers](https://cmdrecruitment.com/how-to-accept-a-job-offer/) to chosen candidates. Our team can also assist with onboarding, making sure the transition to the company is smooth. CMD Recruitment offers SMEs a structured recruitment process. This process helps them save time and resources. ![The Expertise of CMD Recruitment](https://cmdrecruitment.com/wp-content/uploads/2023/06/The-Expertise-of-CMD-Recruitment.png) ## **The Expertise of CMD Recruitment** We understand the unique challenges faced by small and medium-sized enterprises. SMEs have access to a diverse talent pool thanks to the expertise of the team. Our team specialises in sourcing, screening, interviewing, and selecting candidates. This helps SMEs make informed hiring decisions. We stay up-to-date with the latest industry trends and best practices. This ensures Small and Medium Enterprises (SMEs) benefit from our recruitment service and techniques, which are both innovative. We have a successful history of helping small and medium-sized businesses. They provide these businesses with an edge in the recruitment process. Partnering with CMD Recruitment gives SMEs access to a range of recruitment knowledge and resources. They also gain access to multiple job board advertising. This enables our clients’ recruitment managers to optimise their recruitment process, attract top talent, and achieve their business goals more effectively. Our recruitment team provides SMEs with a broad selection of skills and knowledge to tackle the distinctive obstacles of recruitment. They are dedicated to helping SMEs succeed. By leveraging our capabilities, SMEs can streamline their recruitment process, save time and resources, and secure the best candidates for their organisation. Discover even more reasons [why working with a recruitment agency could help your business](https://cmdrecruitment.com/how-a-recruitment-agency-can-help-your-business/) on our blog. **Categories:** Advice --- ### [Increased Demand For Part-time (And Term-time) Jobs](https://cmdrecruitment.com/increased-demand-part-time-jobs) **Published:** November 2, 2022 **Author:** paul **Content:** The demand for part-time jobs has vastly increased. The Office of National Statistics (ONS) shows that nearly 10 million people now have part-time jobs in the UK. This is the highest number since the country was hit by the Covid-19 pandemic. For whatever reason, workers prefer part-time and temporary roles instead of permanent ones. Of those working part-time, 70% (ONS) have confirmed that this is a conscious decision and that they are not looking for a full-time position. ## **Why choose part-time work?** But what is so attractive about working part-time? It could be that workers find part-time work more appealing – the same goes for term-time work. If the pay is good then they can earn a decent wage without having to sacrifice family time. Shift work enables workers to boost income whilst working when they want to. From a business point of view, when employers can’t find suitable staff to fill full-time positions, part-timers or [temporary staff](https://cmdrecruitment.com/12-benefits-of-hiring-temporary-staff/) can offer the perfect solution. The current cost of living increase is also driving more people to seek part-time roles, ensuring they have enough income to pay for basics such as heating and food. Juggling a couple of part-time roles also enables workers to earn from multiple employers. This provides a good variety of tasks whilst enabling them to add to their skill base whilst being in full control of their work schedule. ## **Why choose term-time work?** Term-time work is also on the increase with parents choosing to take jobs that fit with school holidays, averaging thirteen weeks per year. Child-minding fees are avoided and quality time can be spent with the family. This balance between work and childcare is a massive advantage, particularly for those with younger children. Employers are also beginning to regard term-time flexible working as a plus point. By offering [remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) to staff, their reputation as an employer who cares is boosted. Research has shown that as many as 55% of job seekers want flexibility when looking for a new job. Flexible employment terms can be used to attract high-quality talent that will stay put, boosting retention rates and the employer’s standing. Businesses have also found that by being proactive and offering term-time contracts, absenteeism is reduced. This is because parents no longer have problems with childcare during school holidays so employers know that productivity is not going to suffer. Where business demand drops off during these key periods, disruption is even less of an issue. ## **Conclusion** For many parents, the only type of employment that fits is part-time or term-time work. This reduces the stress created by trying to maintain the work-life balance. Employers that show they care by offering this type of work will find no shortage of applicants. Many may have previously worked full-time but now have to work fewer hours due to family commitments. If you are seeking a part-time or term-time job, the team at [CMD Recruitment](https://cmdrecruitment.com/contact/) can help. [Register](https://cmdrecruitment.com/candidates/register-with-us/) with us today or make use of our [job search facility](https://cmdrecruitment.com/jobs) to find a role that fits your family life. **Categories:** Advice --- ### [KPMG - UK Jobs Report March](https://cmdrecruitment.com/kpmg-uk-jobs-report-march-2) **Published:** April 11, 2022 **Author:** Dan Barfoot **Content:** March sees further slowdown in hiring activity as permanent staff appointments rise at slowest rate for a year. Starting salary inflation hits a new record with further increase in permanent starting salaries in March. Challenges in the market are set to continue, so it’s about working with your recruiter to be top of their list when potential candidates are in the market. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market in 2022. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for March 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/04/GB_Jobs_ENG_2204_PANEL-1.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report - December](https://cmdrecruitment.com/kpmg-uk-jobs-report-december-2) **Published:** January 12, 2023 **Author:** Dan Barfoot **Content:** While permanent placement numbers have dropped again, temporary billings have seen steady growth. The increase in job openings has slowed down, as the decrease in the number of available staff has also slowed. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for December 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/01/GB_Jobs_ENG_2301_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report February](https://cmdrecruitment.com/kpmg-uk-jobs-report-february) **Published:** March 15, 2022 **Author:** Dan Barfoot **Content:** Slower rises in permanent placements and temp billings. Availability of staff falls at sharper rate whilst pay pressures intensify. According to ONS vacancies have not hit nearly 1.3 million, and so this is driving the candidate market and employers counter offering hard to retain people. This isn’t set to change anytime soon, so its about working with your recruiter to be top of their list when potential candidates are in the market. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market in 2022. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for February 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/03/GB_Jobs_ENG_2203_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report April](https://cmdrecruitment.com/kpmg-uk-jobs-report-april-2) **Published:** May 11, 2023 **Author:** Dan Barfoot **Content:** Temporary billings increased at the fastest pace in seven months, while permanent placements declined more steeply. Pay rates for temporary and permanent positions continued to rise sharply, encouraging job changes. However, skills shortages persist, and businesses are cautious about committing to permanent hires due to economic uncertainty. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for April 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/05/GB_Jobs_ENG_2305_PANEL.pdf) **Categories:** Interviews --- ### [How to Negotiate a Pay Rise in 2023](https://cmdrecruitment.com/how-to-negotiate-a-pay-rise-in-2023) **Published:** May 8, 2023 **Author:** paul **Content:** The cost of living is continually creeping up, with energy, food and petrol being the main driving forces behind this trend. Inflation currently stands at 10.1%, which is a lot higher than the Bank of England target of 2%. To help households keep up with the cost of living crisis, the government recently announced the National Living Wage would be increasing by 9.7%, taking it from £9.50 to £10.42 per hour. Many public sector unions are also going on strike up and down the country to secure better pay increases for their members. All of this talk of pay increases might leave you wondering if you should be asking for a better deal from your boss. If you’re thinking about kick starting pay negotiations, read our guide to negotiating a pay rise first. ![Should you ask for a pay rise?](https://cmdrecruitment.com/wp-content/uploads/2023/05/Should-you-ask-for-a-pay-rise.png) ## Should you ask for a pay rise? If you’ve found that your salary isn’t going as far lately, you’re not alone. Increases in rent payments, mortgage rates, food prices, fuel prices and energy bills are leaving many workers with a lot less disposable income at the end of each month. If you haven’t had a pay review for a while, it might be time to think about starting a conversation with your employer. And if you enjoy annual pay reviews, you might want to approach this pay review with a slightly different attitude. ![How to ask for a pay rise](https://cmdrecruitment.com/wp-content/uploads/2023/05/How-to-ask-for-a-pay-rise.png) ## How to ask for a pay rise Most workers will request a pay rise in their annual review. If you don’t have an annual review policy in your workplace, you’ll need to schedule a conversation with the decision maker at your company. This could be your line manager, head of the company or an HR representative. If you’re going to trigger your own annual review and request a pay rise, you need to be prepared to defend your position with some key information. Here’s what we would recommend researching before you head into the negotiations. - Summarise how often you have received a pay review in your current role. Many employees will find that it has been years since their last pay review. - Check the current inflation rate. This is changing all the time, and you don’t want to walk into the meeting with out of date information. Make sure you have a basic understanding of what this inflation rate means. - Look at what other companies are [offering as a starting salary](https://cmdrecruitment.com/salary-vs-employee-benefits-which-is-better/) for your existing role. This can be a key indicator that you are overdue for a significant pay rise. It’s all too easy to get comfortable in a role and be grateful for the security, but if you discover that new starters are being offered a much higher salary, this can be difficult to stomach. Once you have this information, decide what percentage of a pay rise you would like to ask for. If you haven’t had a pay rise in several years, it wouldn’t be unreasonable to ask for a payrise in line with inflation. However, you might want to use this as a starting point for negotiations and decide that you will accept a lower increase, such as 5%. ![Decide what it’s worth to you](https://cmdrecruitment.com/wp-content/uploads/2023/05/Decide-what-its-worth-to-you.png) ## Decide what it’s worth to you If your employer says no to your request, you need to decide what you will do next and what it is worth to you. Some will decide that this is enough to make them walk away from a role. And announcing that you will walk unless you get a pay rise can be a powerful move that could prompt your employer to change their minds. However, this is a privileged position to be in, and not everyone can afford to walk away from a role. More likely, you will accept this information and then start looking for a new role. Your employer will have to think carefully about letting you go, as they will likely have to offer a higher salary if they advertise your role externally. ![Look for a new job first](https://cmdrecruitment.com/wp-content/uploads/2023/05/Look-for-a-new-job-first.png) ## Look for a new job first Another popular way to secure a pay rise in your role is to secure another job with a higher salary first. This requires some planning, but it can help you to secure a higher salary, one way or another. You will first have to find a similar job with a higher salary and apply for this role. If you are offered the job, you can use this information to request a higher salary from your employer. You point out that you would rather stay in your current role – after all, you know the job and you like your colleagues – but you are being offered more money elsewhere. It is then down to your employer to decide if they will match the pay offer. If they don’t, you can accept the role with the other company. And if they do, you get to stay put and enjoy your higher salary. **Categories:** Advice --- ### [Recruiting in Wiltshire: Attracting Talent](https://cmdrecruitment.com/recruiting-in-wiltshire-attracting-talent) **Published:** April 25, 2023 **Author:** paul **Content:** Recruiting in Wiltshire can present unique opportunities and challenges. Understanding the county’s business structure, employment ratios, and skilled workforce can help recruiting companies near me tailor their approach to attract the right talent. In this blog, we will explore how to attract talent in Wiltshire based on the findings of our research. ## **Business Sizes and Employment Ratios in Wiltshire** Wiltshire has a mix of large and small businesses across diverse industries, including defence, engineering, technology, and manufacturing. The county has a different business structure than the national average. It has a higher proportion of micro and small businesses. It also has a lower proportion of large businesses. According to a report by the Department for Business, Energy and Industrial Strategy, there are over 8,600 businesses registered in Wiltshire, with a total employment of around 130,000 people. Out of these, about 99.3% are micro or small and medium-sized enterprises (SMEs). Only the remaining 0.7% were large enterprises, with 250 or more employees. The employment ratios in Wiltshire are also different from the national average with 5.4% more candidates in employment. The county has a higher proportion of employees in manufacturing and construction sectors. In contrast, the professional, scientific, and technical sectors have a lower proportion of employees. This means that hiring in Wiltshire for certain types of roles may require different strategies and approaches. ## **Skills and Education** Another factor that sets Wiltshire apart from the rest of the country is the high level of skills and education among its workforce. The Wiltshire Council’s report revealed that 45% of the county’s working-age population have a degree or equivalent qualification. This is higher than the national average of 38%. The county has a strong education system. There are multiple colleges and several schools offering training and educational opportunities to the county’s residents. This not only enhances the skills of the local workforce but also attracts talent from other parts of the country. ## **Recruiting in Wiltshire** Highlight the Unique Opportunities: Wiltshire is known for its diverse economy, with industries such as defence, engineering, and technology. When recruiting in Wiltshire, it’s important to highlight the unique opportunities that the county has to offer, including [Wiltshire jobs](https://cmdrecruitment.com/wiltshire-jobs/). By showcasing the potential for growth and career advancement, recruitment agency near me can attract ambitious and skilled talent to the area. Utilise Local Networks: With a strong education system and skilled workforce, Wiltshire has a network of local talent that can be tapped into. Recruiting through local networks can help identify Wiltshire recruitment talent that is already established in the area. This approach can also help build relationships with local educational institutions, providing a talent pipeline for the future. Emphasise Work-Life Balance: With its beautiful countryside and lively cities, Wiltshire offers a great work-life balance for professionals. When hiring in Wiltshire, it’s important to emphasise the quality of life that the county has to offer, including Wiltshire jobs. This can include highlighting the proximity to major cities like Bristol and London, as well as outdoor recreational activities like hiking and cycling. Leverage Digital Channels: With [remote work](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/) becoming more prevalent, digital channels can be a powerful tool for recruiting in Wiltshire. Social media platforms, [job boards](https://cmdrecruitment.com/jobs/), and other digital channels can help recruiting companies near me attract talent from all over the country. This approach can help widen the pool of potential candidates and identify talent that may not be aware of the opportunities in Wiltshire. Hybrid Roles and Flexible Work: As more companies embrace [remote work](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working/) and flexible schedules, hybrid roles are becoming more common. Offering a hybrid role that combines remote and in-office work can be an attractive option. ## **How CMD Recruitment Can Support Businesses to Attract Talent in Wiltshire** At CMD Recruitment, we have been operating in the Wiltshire area for over 15 years and have developed a strong network of candidates and clients. We have a deep understanding of the county’s business structure, employment ratios, and skilled workforce. Our tailored [recruitment solutions](https://cmdrecruitment.com/recruitment-solutions/) can help businesses attract top talent in the area, utilising our local networks and digital channels to find the right fit for your organisation. Whether you’re looking for permanent or temporary staff, [CMD Recruitment](https://cmdrecruitment.com/) can help you achieve your recruitment goals in Wiltshire. **Categories:** Advice --- ### [What is a P45 and why is it so important?](https://cmdrecruitment.com/what-is-a-p45) **Published:** April 22, 2023 **Author:** paul **Content:** Starting a new job will mean plenty of paperwork to deal with. It’s important to get this all right at the start, as failing to get your new employer the right information could lead to you paying more tax than you need to. The P45 is probably the best-known tax document, but not everyone knows what this is for. In this quick guide, we’ll explain what the P45 tax document is used for, why you need it, and what to do with it. ## What is a P45? When you stop working for an employer, they will give you a P45 tax document as a summary of the tax year. This important document should be handed to your new employer so they have all of the relevant information they need to continue your tax contributions at the correct rate. Your [P45 document will include](https://www.gov.uk/paye-forms-p45-p60-p11d): - Your current tax code - Your gross pay - How much tax you have paid so far for the year - Details about the employer This document is different from a P60, which is an end-of-year tax document that is issued once the tax year is complete. A P45 is issued when you stop working for an employer at any point in the tax year. It is your employer’s responsibility to issue your P45 and you shouldn’t need to chase them for it. However, on some occasions, you may need to ask them to send it directly to your home address or to your new employer. ## Why does your new employer need your P45? The most important feature on your P45 is your tax code. It’s important that your new employer gets your tax code in good time, as this will ensure they can get you set up in their payroll system with the correct details. Without the right tax code, your employer will have to use an emergency tax code, which could mean you are taxed at a higher rate than you should be. This money can be reclaimed by HMRC, but it’s far better to ensure that you pay the right amount of tax from the start. ## How long is a P45 valid for? A P45 is only valid for the year that it is issued. But that doesn’t mean you should throw it away once the year is done. It’s a good idea to hang on to any tax documentation, as you could be investigated for up to 20 years after the point. Your P45 also has some function outside of starting a new job. It can help you to claim benefits and tax refunds if you are unemployed. It can also help you to make sure you aren’t charged too much in tax when withdrawing from your pension. ## What else should I do when changing jobs? While you might be excited to get started in your new role, there are a few simple tasks you need to focus on to ensure your new start goes smoothly. On your first day in a new job, your employer might ask for: - Your bank details, so they can pay your salary - Proof of ID, such as a passport or driving licence - Proof of address - Your National Insurance number ## How do I request my P45? Your old employer should issue this document automatically on your final day of work, or they might post it to your address. Check with your employer that they have an up-to-date address before they send it so that it doesn’t get lost in the mail. If your employer hasn’t provided one before your new job start date, you can request one. The P45 is a legal document that you are entitled to when you leave a role, so your employer cannot withhold this, even if they terminated your employment. If you lose your P45, you should also be able to request a new one. It would typically be sent to your postal address, but you can also provide the details of your new employer and ask for it to be sent directly to them. ## What if I start a new role without my P45? If you are unable to secure your P45 before you start your new role, there is a chance you will pay too much tax in your first pay cheque. You will then have to wait until the end of the year to receive a refund from HMRC. After your first pay cheque, your employer should be able to update your tax code with the information from your P45. This will ensure you pay the correct amount of tax moving forward. ## What is a P46? This is a document commonly used for new starters who do not have a P45 from their previous role. This could include those who are just starting their careers, and those who couldn’t secure a P45 from their previous employer for whatever reason. In this case, your new employer should ask you for some basic details that will enable them to issue your P46. **Categories:** Advice --- ### [KPMG - UK Jobs Report March](https://cmdrecruitment.com/kpmg-uk-jobs-report-march) **Published:** April 12, 2023 **Author:** Dan Barfoot **Content:** Temporary billings have reached a six-month peak while permanent staff appointments have slightly declined. The availability of staff has increased for the first time since February 2021. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for March 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/04/GB_Jobs_ENG_2304_PANEL.pdf) **Categories:** Interviews --- ### [3 Steps to Stop Procrastination](https://cmdrecruitment.com/3-steps-to-stop-procrastination) **Published:** March 24, 2023 **Author:** paul **Content:** Many of us are familiar with the feeling of dread when we have a critical task that needs to be completed but we can’t quite seem to stay focused. Procrastination is a problem that affects all of us from time to time, but some people have better tactics and coping mechanisms to help them to overcome it. If you’re struggling to stay on task and want to know how you can be more effective and focused throughout the day, try these three steps to overcome procrastination. ![What is procrastination?](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-is-procrastination.png) ## What is procrastination? Procrastination is a term given to the act of delaying or putting off tasks until the very last minute or until they are overdue. You might avoid a task because it’s boring, because it’s unpleasant, or just because you would rather be doing other things. When we look at the psychology of why we procrastinate, we learn that it’s down to the drive to delay is stronger than the drive to act. This is an irrational state that is usually driven by anxiety or fear. But the fear of the consequences is far less severe than the fear of getting started. Some people procrastinate for a very good reason. They like to [feel a little under pressure](https://cmdrecruitment.com/what-motivates-you-interview-question/) in order to excel at the task. These are called active procrastinators, and they are typically perfectionists and people who thrive in high pressure environments. Passive procrastinator might not know why they procrastinate, but it could be down to mental health conditions including anxiety, depression and OCD. In this case, it would be beneficial to address the underlying issues. ![How to stop procrastinating](https://cmdrecruitment.com/wp-content/uploads/2023/03/How-to-stop-procrastinating.png) ## How to stop procrastinating If you’re struggling to overcome procrastination and would like to feel more in control of your workload, try these three steps. ### Set small goals When you’re starting at a few big tasks on your to-do list, it can feel daunting. Even with deadlines attached, it can be difficult to get started, even if the consequences of not finishing could be problematic. When your procrastination is the result of feeling overwhelmed, you need to break everything down into smaller steps. By breaking down big tasks into smaller components, you will feel a great sense of achievement as you work your way through the list. Checking off a few minor tasks might not seem like much, but everything is a step in the right direction and it will help you to tackle the issue head on. ![Remove distractions](https://cmdrecruitment.com/wp-content/uploads/2023/03/Remove-distractions.png) ### Remove distractions If you have an opportunity to do something more fun or enjoyable, you can guarantee your brain will take the easy way out. An example of this would be trying to watch TV while you work as a [way to keep you motivated](https://cmdrecruitment.com/ways-increase-motivation-workplace/). This is counterintuitive, because you’ll just end up watching TV and giving your work the bare minimum attention. Instead, remove or block any distractions that might get in your way. Common distractions include social media, TV, friends and pets. When we’re trying our hardest not to focus on something that needs a lot of focus, even something boring like housework can feel like a better option. Try to refrain from letting yourself get distracted while you pick your way through the list of smaller tasks. ![Forgive yourself](https://cmdrecruitment.com/wp-content/uploads/2023/03/Forgive-yourself.png) ### Forgive yourself Beating yourself up for procrastinating is just going to increase your fear and anxiety around the task. Instead, give yourself a break and accept that this is a normal human response to something that we find unpleasant. It might be irrational, but it’s certainly not uncommon, so don’t blow it out of proportion. You should also look inward to examine if there is an underlying reason you might be procrastinating. Perhaps you are dealing with feelings of anxiety or depression and this is impacting your ability to focus on tasks. By addressing the underlying issues, you might be able to make it easier for you to tackle the big tasks that you put off in life. ## Closing thoughts Procrastination is an all-too-common part of being human. We all do it from time to time, and there is no sense in beating yourself up for your poor working habits. Instead, make your tasks more manageable, remove all potential distractions, and give yourself a break when things don’t go to plan. **Categories:** Advice --- ### [How to Stop Rambling in Interviews](https://cmdrecruitment.com/how-to-stop-rambling-in-interviews) **Published:** March 21, 2023 **Author:** paul **Content:** If you have a habit of rambling when you’re nervous, this could be the only thing standing between you and your dream job. Rambling is a common response to nerves and many of us do it. While some people might go silent and struggle to say enough, others may find that they can’t stop their mouth from running once they start answering a question. Learning to strike a balance between answering the question fully and not rambling on is an essential interview skill. And luckily there are a few ways you can make this easier. ![Why do we ramble?](https://cmdrecruitment.com/wp-content/uploads/2023/03/Why-do-we-ramble.png) ## Why do we ramble? Rambling is a common nervous reaction to the situation. If you feel on edge about the interview, you might find that you keep talking and talking in an effort to make sure you say everything you need to say. Unfortunately, rambling makes it more difficult for the interviewer to keep track of what you are saying and if you’ve answered the question. Poor preparation can also lead us to ramble. If you haven’t really thought about the job role and how it fits your work experience, it will be more difficult to deliver succinct answers that impress the panel. If you have to think of every answer on the spot, you’re far more likely to ramble. And finally, some people are just more prone to rambling than others. If you’re naturally talkative, it might just come naturally to you. Learning how to shorten your answers and only give the most relevant information is an essential skill. ![How to stop rambling](https://cmdrecruitment.com/wp-content/uploads/2023/03/How-to-stop-rambling.png) ## How to stop rambling If you want to learn [how to stop rambling in interviews](https://cmdrecruitment.com/what-motivates-you-interview-question/), you need to do a few things: - Prepare for the interview - Practise answering [common interview](https://cmdrecruitment.com/most-common-hr-interview-questions-and-answers/) questions - Stay calm throughout the interview Here are some tried and tested ways you can stop yourself from rambling in interviews. ### Structure your answers When your answers follow a fixed structure, you are more likely to stick to the plan and avoid saying too much. An example of an interview answer structure would be the [STAR method](https://cmdrecruitment.com/steps-in-the-star-method/), which stands for Situation, Task, Action and Result. When your answers follow this type of structure, you’ll stick to the important details and avoid rambling on too much. ![Practise your answers](https://cmdrecruitment.com/wp-content/uploads/2023/03/Practise-your-answers.png) ### Practise your answers If you practise answering some common interview questions, you’re more likely to be able to deliver a strong answer when put on the spot. Practising will help you to organise your thoughts and make sure you include all of the most relevant information. ### Know your CV and the job description If you’re worried about including irrelevant information, you need to make sure you know your own CV and the job description inside out. This essential step in your preparation will help you to keep this information front and centre as you deliver your answers. Think about how the information you are providing relates back to the job description. And if you find yourself going off on a tangent, you know it’s time to take a breather and reset. ![Try to relax](https://cmdrecruitment.com/wp-content/uploads/2023/03/Try-to-relax.png) ### Relax If you are nervous about the interview, you’re more likely to ramble and this can have a compound effect of making you feel even more nervous. It’s a cruel cycle that can be difficult to break. Trying to relax when you’re nervous is certainly not easy, and often the best way to relax is to make sure you are fully prepared for the interview. This is achieved through proper preparation and the confidence of knowing your CV inside out. When you are able to prepare for an interview properly, you’re less likely to be nervous and start rambling. ### Ask if they would like more information One of the best ways to make sure you are giving enough detail in your answers without rambling is to simply ask. After you have finished answering a longer question, simply stop and say “would you like me to elaborate”. It’s common for interviewers to go quiet when they are writing down notes about your response. If this silence makes you feel nervous, you might talk just to fill the time. By stopping, taking a breath and then asking this question, you can always make sure you’ve said enough without risking saying too much. ![Slow down your speech](https://cmdrecruitment.com/wp-content/uploads/2023/03/Slow-down-your-speech.png) ### Slow down your speech If you find your speech is racing the second the spotlight is on you, it’s time to slow down and take a breath. Being the centre of attention in an interview can be daunting, so try to reframe it as a conversation, because that’s really all it is. This means you can take your time to answer, you can have a moment to think, you can take a sip of water, and you can talk at a normal rate. If you find yourself racing though answers and rambling, remember that you’re just having a conversation with someone and there isn’t really any reason to be nervous. ### Learn from your experiences If you have found yourself rambling in past interviews and haven’t landed the role as a result, don’t beat yourself up about it. Use this as a learning experience and be grateful that it isn’t your skills or experience that are letting you down. All you need to do is get your rambling under control and learn how to deliver a better interview and you’ll be able to impress the next interview panel. ## Closing thoughts Rambling when you are nervous in an interview is very common and interviewers will see this quite often. Thankfully, there are simple steps you can take to manage this problem, including making sure you are well-prepared and practising your answers in advance. **Categories:** Interviews --- ### [Resignation Letter Guide](https://cmdrecruitment.com/resignation-letter-guide) **Published:** March 1, 2023 **Author:** paul **Content:** Are you thinking of resigning from your job? If so, then you’ll need to write a resignation letter. This will inform your employer that you no longer wish to work for the company and initiate the first steps in terminating your employment. In this blog post, we’ll provide a step-by-step guide for writing a resignation letter that will make the process go smoothly. By the end of this post, you’ll know exactly what to include in your letter and how to phrase it in a professional way. ![What is a resignation letter?](https://cmdrecruitment.com/wp-content/uploads/2023/02/What-is-a-resignation-letter.png) ## What is a resignation letter? A resignation letter is a formal document that lets your employer know that you no longer wish to continue working in your role. You might be resigning from your role entirely, or you might be resigning from a specific part of your role. For example, if you’ve been given a second role within the company and you no longer wish to fulfil this role, you will need to be clear that you are resigning from this specific role and not your whole job. An example of this would be a teacher who has also been assigned the role of “head of year”. They might wish to continue being a teacher, but resign from the additional responsibility of being head of year. ![Who needs to write a resignation letter?](https://cmdrecruitment.com/wp-content/uploads/2023/02/Who-needs-to-write-a-resignation-letter.png) ## Who needs to write a resignation letter? If you are [leaving your job](https://cmdrecruitment.com/why-did-you-leave-your-last-job/), then it is always best practice to provide a written resignation letter. If you have a contract of employment, you will need to formally resign from your job. Even if you make your intentions known verbally, many companies will require written confirmation for their HR files. If you don’t have a contract of employment, you may not need to submit a formal letter of resignation. However, there are benefits to doing so. If you walk out without notice, this could damage your relationship and reputation. Giving the company advance notice as if you are a full-time and contracted employee will give them time to find a replacement and you can leave the role on better terms. You can also make sure that there is no confusion regarding when your employment will end. Freelance workers typically don’t need to resign, but it is good business practice to inform clients of your intentions. You might rely on them for work in the future, and you might lose out on referrals if you don’t inform them of your intentions. ![What should I include in my resignation letter?](https://cmdrecruitment.com/wp-content/uploads/2023/02/What-should-I-include-in-my-resignation-letter.png) ## What should I include in my resignation letter? Your resignation letter should include the following information: - The date you are submitting the letter - The final date of your employment, according to your notice period - Your [job title](https://cmdrecruitment.com/is-your-cv-job-title-searchable/) - A [statement confirming that you are resigning from your role](https://cmdrecruitment.com/3-examples-of-writing-a-resignation-letter/) - The reasons for your resignation (optional) - An expression of gratitude for the opportunities you have been given during your employment - Notice of any outstanding holiday entitlement (optional) - A [request for a reference](https://cmdrecruitment.com/how-to-ask-for-a-reference/) (optional) - Your contact details, in case your employer needs to get in touch with you. ![How to write a resignation letter](https://cmdrecruitment.com/wp-content/uploads/2023/02/How-to-write-a-resignation-letter.png) ## How to write a resignation letter Once you have decided it’s time to resign, then it’s important that you follow these steps when writing the letter: 1. Start by getting all of the facts straight – Make sure that you have all of the information about your role, such as start and end dates, salary, benefits, etc., so that they can be included in the letter. How long you have been working with the company might have a big impact on your notice period. 2. State your intention clearly – In your opening sentence state explicitly that you are resigning from your current position or role. You don’t need to provide any details about why, as this will often be covered in your exit interview. If you have a grievance with the company, it’s best not to state this in your resignation letter as it could be used against you at a later date. 3. Let them know your final working day, according to your contract – Refer back to your contract to find out what notice period you are expected to work. You may be able to use up any unused holiday during this time and shorten your notice period, but don’t assume this is the case. 4. Be graceful in your exit – You may have grievances with the company and you might even be leaving because you are unhappy, but try to keep your resignation letter formal and polite. The way you leave the company may affect your future employment prospects, so avoid any negative remarks or language. 5. Offer assistance during transition – If you are able, offer to help with the transition process and in training a replacement. This will show that you are professional and leaving on good terms. 6. Close the letter formally – Use a closing statement such as “I wish the company success in its future endeavours” and sign off with your name and contact details (if required). 7. Send the letter – Once you have written the letter, send it to your employer either via email or post (depending on their preference). Make sure that you keep a copy of this letter for your own records. ![Should you complain in a resignation letter?](https://cmdrecruitment.com/wp-content/uploads/2023/02/Should-you-complain-in-a-resignation-letter.png) ## Should you complain in a resignation letter? It’s tempting to air out your grievances, but try to keep your resignation letter brief. A resignation letter is not the right place to voice your concerns or complaints as this could damage your relationship with your employer, which may also affect any reference you might need in the future. If you do [have a grievance that needs to be addressed](https://cmdrecruitment.com/grievance-and-how-to-address/), it’s better to raise this issue during an exit interview or via other channels. If you feel that there has been unfair treatment, then look into what rights and procedures are available to you before making any decisions. It’s important to remember that resigning from a role can be stressful and emotional, so ensure that you take time to think it through before submitting your letter of resignation. Once you have resigned, make sure that you leave on good terms with your employer. By offering to assist in hiring and training your replacement, you can strengthen your relationship and make sure they offer a good reference in the future. ![What legal considerations should you keep in mind?](https://cmdrecruitment.com/wp-content/uploads/2023/02/What-legal-considerations-should-you-keep-in-mind.png) ## What legal considerations should you keep in mind? If you are leaving because you believe you have been [bullied or the victim of discrimination](https://cmdrecruitment.com/examples-of-workplace-discrimination/), always confirm with a legal professional before you hand over your resignation letter. The information you put in your resignation letter could impact the outcome of any employment tribunal, so you want to be confident that you aren’t saying the wrong thing at the wrong time. In addition to this, make sure that you are aware of any contractual obligations that you may have. This could include providing a period of notice, or returning company property (e.g. keys, laptops). Ensure that all these obligations have been fulfilled before submitting your resignation letter. Finally, if your employer has agreed to provide you with a reference letter or other forms of support after leaving the role, ensure that this is included in writing in the resignation letter for best legal protection. It’s important to keep professional and leave on good terms with your current employer when resigning from a role – no matter what your reasons may be. Taking the time to write a formal resignation letter will help ensure you leave the job on the best possible terms and help to improve your reputation within the company. Even if you don’t see eye to eye with their management choices, you can still leave in a civil manner. **Categories:** Advice --- ### [What Is a Grievance (and How Do You Address One)?](https://cmdrecruitment.com/grievance-and-how-to-address) **Published:** March 17, 2023 **Author:** paul **Content:** Grievances can be tricky to manage and address in the workplace. If not handled correctly, they can lead to employee frustration and even costly legal action. Therefore, it’s essential for employers and HR professionals alike to understand what a grievance is, what types of grievances might arise in their business environment and how best to address them once they’ve been raised. In this blog post, we’ll take you through everything you need to know about tackling workplace grievances so that your team is best equipped for any issues that may pop up with employees. ![What is a grievance?](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-is-a-grievance.png) ## What is a grievance? A grievance is a complaint or concern raised by an employee about any aspect of their job. It could relate to anything from workload, pay, fairness of management decisions, or even working conditions. It’s an escalated form of complaint that needs to be addressed in line with company policy. When a grievance is presented, it usually implies that the standard policies and procedures set in place have not been respected or followed. Addressing grievances quickly is important because employees can be left feeling disgruntled and unmotivated if their concerns are not heard. If the grievance isn’t handled correctly, you also leave yourself exposed to legal ramifications. If unresolved complaints are brought to court, it can result in further financial loss for the organisation due to legal costs and compensation payments. ![What should you do if you need to raise a grievance?](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-should-you-do-if-you-need-to-raise-a-grievance.png) ## What should you do if you need to raise a grievance? Being prepared is the key to succeeding in a grievance. If you [have a grievance that needs to be addressed](https://cmdrecruitment.com/grievance-and-how-to-address/), you need to follow the correct channels. Familiarising yourself with the details of the grievance and having any necessary documents or evidence ready will ensure that your side of the story is heard and all bases have been covered before going through the grievance process. When gathering documents, be sure that they are relevant and valid to use as evidence as this can heavily influence who wins the case. If you are submitting a written document, such as an appeal letter, make sure it is grammatically correct and has thoughtfully laid out arguments with supportive facts included. At this stage, you are seeking a fair resolution to your grievance, but if the situation escalates, you may be looking at legal action and a claim for compensation, so it’s important to get everything in order. ![What are your rights as an employee?](https://cmdrecruitment.com/wp-content/uploads/2023/03/What-are-your-rights-as-an-employee.png) ## What are your rights as an employee? As an employee, it is important to know your rights in the workplace. The law requires employers to provide workers with employment contracts outlining their pay, benefits, and other details of their job. Additionally, employers must ensure that jobs are safe and provide a space that is free from discrimination or harassment. Workers should also be aware of the legal provisions regarding overtime pay, minimum wage, and taking time off for illness or maternity leave. Understanding what the law requires of employers will help ensure that you receive your required entitlements while on the job. Protecting your rights allows you to work without fear or intimidation. Make sure you familiarise yourself with all applicable laws so you can guarantee a pleasant and secure work life. ![How to file a grievance at work](https://cmdrecruitment.com/wp-content/uploads/2023/03/How-to-file-a-grievance-at-work.png) ## How to file a grievance at work Filing a formal grievance can seem like an overwhelming task. To ensure you are taking the right steps to file your grievance correctly, it’s important to understand the process from start to finish. First, it’s essential to determine whether or not you are in compliance with all applicable laws and regulations related to grievances. Once you have ensured this is true, document all material details regarding your grievance including date of occurrence and any other relevant information. After compiling information about the situation, obtain a complaint form for filing a formal grievance and complete it accurately in its entirety. Omissions that make you look bad could come back to hurt you later down the line. Review the form a second time before submitting it and then make several copies of the completed form so that you have them on hand at all times. Finally, submit your complaint in its entirety according to the instructions outlined on the form in order to officially file your grievance. ![How are grievances typically resolved? ](https://cmdrecruitment.com/wp-content/uploads/2023/03/How-are-grievances-typically-resolved-.png) ## How are grievances typically resolved? Handling employee grievances without going through a formal process can be beneficial for both the employer and employee. There are several different ways to approach resolving grievances informally, such as engaging in an open discussion so that both parties can learn to understand each other’s perspectives. This strategy allows employees to feel heard and gives employers the opportunity to provide employees with solutions that don’t require too much time or effort. Additionally, if the issue is something minor, it may be best to overlook it altogether. You could also bring in a third party to provide dispute resolution. ![How to communicate with your employer during a grievance ](https://cmdrecruitment.com/wp-content/uploads/2023/03/How-to-communicate-with-your-employer-during-a-grievance-.png) ## How to communicate with your employer during a grievance When it comes to addressing a grievance with your employer, the most important thing is to ensure that you communicate effectively. Before speaking with your employer, you should be well-informed on the issue at hand and have a plan for how best to present your case. It’s helpful to practise what you will say beforehand so that you can feel more confident going into the conversation. Empathy and respect should also be present – try to see things from their perspective as well as yours, and avoid being accusatory or hostile. Above all, stay calm and try not to let emotions get in the way; it’s useful to try and separate concrete facts from opinions or assumptions when articulating your thoughts. Following these tips will help ensure that the discussion is productive while leaving both parties feeling heard and respected. ## Closing thoughts Overall, knowing the steps to take and having an understanding of your rights as an employee when facing a grievance are essential parts of any successful resolution. Learning how to file a formal grievance can help you get the attention of a superior and make sure that your rights are being respected. And remember: if filing a formal complaint isn’t right for you in this particular situation, there are other ways to seek resolution such as speaking with Human Resources or working directly with your supervisor to reach a satisfactory outcome. Whatever path you choose to take, it is important to communicate with tact and professionalism no matter which route the grievance takes. By following these tips and steps, hopefully you can minimise stress related to workplace grievances and arrive at positive solutions. **Categories:** Advice --- ### [KPMG - UK Jobs Report February](https://cmdrecruitment.com/kpmg-uk-jobs-report-february-2) **Published:** March 14, 2023 **Author:** Dan Barfoot **Content:** February showed companies are hesitant to make permanent hires, leading to a fifth consecutive monthly fall in permanent placements, while temporary billings have increased. Candidate shortages remain and rising pay inflation as employers try to compete with the cost of living. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for January 2023. [Download Full Report ](https://cmdrecruitment.com/wp-content/uploads/2023/03/GB_Jobs_ENG_2303_PANEL.pdf) **Categories:** Interviews --- ### [10 Innovative Recruitment and HR Bloggers You Should Be Following in 2023](https://cmdrecruitment.com/recruitment-and-hr-bloggers-to-follow-in-2023) **Published:** February 20, 2023 **Author:** paul **Content:** Want to brush up on your HR and people management skills in 2023? Hearing from the best and brightest thought leaders in your industry is a great place to start. There are so many insightful and valuable bloggers and organisations out there producing incredible content that will provide new insight and perspectives on all things HR. Whether you are looking for new recruitment ideas, want to know how the [top HR managers are keeping their skills](https://cmdrecruitment.com/how-to-tackle-the-ongoing-skill-shortage/) sharp, or just want to stay on top of the latest industry news and insights, these blogs will help. We’ve selected a wide range of HR blogs from organisations and individuals that represent the full spectrum of talent available at the moment. ## When I Work The When I Work blog offers a wide range of content on lots of topics, including business growth, productivity and people management. While the company operates a scheduling app, the content on their blog takes a wider look at HR and staffing issues, including leadership advice. If you’re looking for insight into the modern world of HR issues, then When I Work can help you to gain new perspectives and pick up some valuable tips. Recent articles to check out: - [5 Steps To Build An Effective On-The-Job Training Program](https://wheniwork.com/blog/on-the-job-training) - [The Quick Guide To Employee Discipline: What Every Manager Needs To Know](https://wheniwork.com/blog/employee-discipline) ## ![Undercover Recruiter](https://cmdrecruitment.com/wp-content/uploads/2023/02/Undercover-Recruiter.png) ## Undercover Recruiter The recruitment industry is put under a microscope with this innovative and insightful blog from Undercover Recruiter. They cover all things in workplace trends and talent acquisition, so you can stay ahead of the curve and be a more effective HR professional. Their content is geared towards HR professionals and also individuals tasked with hiring within companies. They take a refreshing approach to content production that offers actionable insight in every post. Recent articles to check out: - [How to Cultivate Top Talent While Navigating a Volatile Job Market](https://theundercoverrecruiter.com/cultivate-talent-volatile-job-market/) - [How Can Managers Beat ‘Productivity Paranoia’?](https://theundercoverrecruiter.com/productivity-paranoia/) ## Workology This blog is full of insightful and thought-provoking HR content that falls outside the traditional boxes of recruitment and people management. Their posts tackle topics like work culture, organisation design, technology, diversity & inclusion and more. Workology provides a great platform for anyone who wants to explore these topics deeper or stay on top of the latest industry trends. Recent articles to check out: - [Five Ways to Keep Your Remote Creative Team Inspired](https://workology.com/five-ways-to-keep-your-remote-creative-team-inspired-by-ella-tsurkanu-chief-creative-officer-at-audacity-health/) - [5 Ways to Increase Employee Loyalty](https://workology.com/5-ways-to-increase-employee-loyalty/) ![HR Zone](https://cmdrecruitment.com/wp-content/uploads/2023/02/HR-Zone.png) ## HR Zone The HR Zone blog covers everything from team management to compliance and data protection. They provide fresh perspectives on the ever-changing HR landscape and how to navigate it in the digital age. HR Zone also offers resources to help you stay informed on the latest trends and developments, as well as advice from industry experts. Recent articles to check out: - [How can ethical leaders transform company culture?](https://www.hrzone.com/lead/culture/three-ways-ethical-leadership-can-promote-culture-change) - [Maximising the four-day week](https://www.hrzone.com/lead/change/ways-to-work-smarter-not-harder-during-the-four-day-week) ## HR Bartender Sharlyn Lauby is the author and face behind HR Bartender, one of the longest-running blogs in the HR industry. The blog offers a wealth of articles on topics such as employee relations, leadership development and recruiting. It also provides an opportunity to see how a seasoned professional approaches HR and people management. Recent articles to check out: - [The Pros and Cons of Using Ghost Jobs in Your Recruiting Strategy](https://www.hrbartender.com/2023/recruiting/ghost-jobs-recruiting/) - [Use CARL as a Behavioural Interview Alternative to the STAR Method](https://www.hrbartender.com/2023/recruiting/carl-behavioral-interview/) ![TINYpulse](https://cmdrecruitment.com/wp-content/uploads/2023/02/TINYpulse.png) ## TINYpulse This blog offers a unique blend of HR, team management and employee engagement topics. TINYpulse covers everything from tips for managing remote teams to creative ways to retain employees. The blog also provides advice on how to measure employee satisfaction and deliver effective feedback. They are also heavy on backing up their work with research and statistics, so you can’t be confident you’re getting insight that is backed up with data. Recent articles to check out: - [24 Tips to simplify employee engagement efforts in 2023](https://www.tinypulse.com/blog/24-tips-to-simplify-employee-engagement) - [Engage Remote Employees with 15 Employee Recognition Ideas](https://www.tinypulse.com/blog/15-remote-employee-recognition-ideas-to-build-a-culture-of-appreciation) ## HR Examiner HR Examiner provides readers with news and opinions from some of the top thought leaders in the HR field. Their blog covers a wide range of topics, including leadership development, performance management and employee engagement. They also provide insight on how to use technology to make your HR processes more efficient. They offer some unique perspectives on the high level business of HR management, which is ideal if you need to stay ahead of the pack. Recent articles to check out: - [Defining Value in HR Data](https://www.hrexaminer.com/defining-value-in-hr-data/) - [Algorithms Follow Rules – People Don’t. See you in Court?](https://www.hrexaminer.com/algorithms-follow-rules-people-dont-see-you-in-court/) ![Laurie Ruettimann](https://cmdrecruitment.com/wp-content/uploads/2023/02/Laurie-Ruettimann.png) ## Laurie Ruettimann Laurie Ruettimann is an HR professional, speaker and podcaster with some strong opinions about the future of HR management. Her blog is a treasure trove of insight that is excellent for both HR managers and job hunters. She doesn’t just write for HR professionals, she also offers insight from the perspective and benefit of employees, so you get a well-rounded view of the industry and where it is headed. If you enjoy the no-nonsense approach to HR, you need Ruettimann’s blog in your life. Recent articles to check out: - [Why does HR do all day?](https://laurieruettimann.com/what-does-hr-do-all-day/) - [Is talent experience matching up to employee expectation?](https://laurieruettimann.com/talent-experience-employee-engagement/) ## SnackNation Although this might be a company that provides snacks for the workplace, they have some pretty unique insight into [workplace motivation](https://cmdrecruitment.com/ways-increase-motivation-workplace/) and staff retention. Their whole business revolves around the idea of employee engagement, so it makes sense that they have some insight to share on the topic. If you want to learn how to boost employee engagement and make your team feel valued and special, you need the powerful insight from SnackNation in your life. Recent articles to check out: - [How to Build an Effective Video Interview Process & Proven Strategies For Hiring Managers to Use in 2023](https://snacknation.com/blog/video-interview/) - [10 Best HR Books For Professionals To Upgrade Their Human Resource Management Game](https://snacknation.com/blog/hr-books/) ## CMD Recruitment Naturally, we couldn’t compile a list of HR blogs without including ourselves on the list. We use our blog to share advice and insight into HR, from finding talented professionals to developing a successful interview process. We also provide industry news updates, cover [job market trends](https://cmdrecruitment.com/2021-trends-what-will-the-employment-and-job-market-look-like/) and offer advice on how to keep your team engaged and motivated. Recent articles to check out: - [6 Common Problem-Solving Interview Questions](https://cmdrecruitment.com/common-problem-solving-interview-questions/) - [External Training Advantages and Disadvantages](https://cmdrecruitment.com/external-training-advantages-and-disadvantages/) ## Closing thoughts Blogs can be a great way to broaden your horizons and brush up on your training without spending a penny on new resources. Each of the blogs on this list can offer you something unique, from Laurie Ruettimann’s no-nonsense advice to SnackNation’s employee engagement insight. Check out each blog and see what works for you. To level up your HR insight, try adding these resources to your chosen blog RSS reader and you’ll always be able to stay on top of the latest trends and insight from your industry. This can help to give you fresh ideas to try out in the workplace, or provide data-driven insight that will inform decision making within your teams. And finally, keep your eye out for new and emerging voices in the HR industry. This fast-paced sector is changing all the time and you need to stay nimble in order to make the most of the many powerful voices and opinions out there. **Categories:** Advice --- ### [KPMG and REC for November 2022](https://cmdrecruitment.com/kpmg-uk-jobs-report-november-2) **Published:** December 13, 2022 **Author:** Dan Barfoot **Content:** Permanent placements fall, and temp billings expand modestly. Softest increase in vacancies for 21 months. Pay pressures ease slightly amid a softer drop in staff supply. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for November 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/12/GB_Jobs_ENG_2212_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report September](https://cmdrecruitment.com/kpmg-uk-jobs-report-september-2) **Published:** October 10, 2022 **Author:** Dan Barfoot **Content:** Weakest rises in perm placements and temp billings for 19 months Vacancies expand at slowest rate since February 2021 Candidate shortages and cost of living pushes up rates of pay Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for September 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/09/GB_Jobs_ENG_2209_PANEL.pdf) **Categories:** Interviews --- ### [Top Ways to Tackle the Ongoing Skill Shortage](https://cmdrecruitment.com/how-to-tackle-the-ongoing-skill-shortage) **Published:** February 15, 2023 **Author:** paul **Content:** While the skill shortage may seem like an impossible hurdle to overcome, there are steps businesses can take to help close the gap. By understanding the root causes of the problem and implementing creative solutions, companies can begin to attract and retain the talent they need to succeed. Here are some of the top ways to tackle the ongoing skill shortage. ![Apprenticeships](https://cmdrecruitment.com/wp-content/uploads/2023/02/Apprenticeships.png) ## Apprenticeships Apprenticeships are an invaluable resource for any individual seeking to broaden their skills in their given career field. They provide the apprentice with on-the-job experience through working with a mentor while also allowing them to learn new skills and knowledge under the guidance of an expert. For employers, they offer the unrivalled advantage of being able to develop talent in existing staff members, meaning apprentices are already accustomed to working in the same culture. Apprenticeships have been shown time and time again to increase staff morale and job satisfaction due to an increase in the feeling of cohesion when individuals are given the opportunity to learn from those around them. Apprenticeships are an asset both for those who take part and their respective employers alike and offer an ideal way to tackle the skills shortage within your company. ![Traineeships](https://cmdrecruitment.com/wp-content/uploads/2023/02/Traineeships.png) ## Traineeships Traineeships are an increasingly popular career development choice, where organisations offer new or existing employees the opportunity to earn while they learn. Trade certifications, diplomas and degrees are often sought and obtained during a traineeship, which enhances employability prospects significantly. As part of their contract of employment, organisations will provide mentorship and practical experience while also assisting with tuition fees and other costs associated with studying. From a business perspective, it makes perfect sense as organisations are confident that the investment in knowledge and training for their staff will be beneficial for both parties in the long run. Professionals looking for pathways to success should consider pursuing a traineeship as this is a great way of developing key skills at minimal cost. ![Work-based learning](https://cmdrecruitment.com/wp-content/uploads/2023/02/Work-based-learning.png) ## Work-based learning Work-based learning offers many advantages to businesses and employees alike. It provides an avenue for employees to sharpen their skills while actively contributing to the business objectives of the organisation. In addition to providing an on-the-job training opportunity, it helps workers stay up-to-date with industry developments, increasing their employability and making them more attractive candidates in a competitive market. This can make many employers nervous, as they will then worry that candidates might leave them and take their newfound skills elsewhere. But offering work-based learning is an excellent way to improve job satisfaction and security, which will encourage individuals to stay. Companies also benefit from work-based learning by receiving enhanced performance output, higher morale, and improved product quality. Work-based learning can be implemented in any industry that looks to maximise talent output. ![Sandbox learning](https://cmdrecruitment.com/wp-content/uploads/2023/02/Sandbox-learning.png) ## Sandbox learning Sandbox learning is gaining traction as an effective teaching tool for students. By adopting a sandboxing approach to instruction, educators are able to provide learners with an environment of exploration and knowledge discovery, immersing them in free-form experiences that allow them to build upon prior experiences and learn in meaningful ways. Sandbox learning is driven primarily by curiosity. Such experiences bolster the development of problem-solving skills, while allowing the learner to make complex connections between disparate topics. Sandbox learning removes much of the frustration associated with traditional learning models by providing autonomy and creative choice, enabling learners to set goals that align with their own interests, passions, and capabilities. ![On-the-job training](https://cmdrecruitment.com/wp-content/uploads/2023/02/On-the-job-training.png) ## On-the-job training On-the-job training is a great way to gain the knowledge, skills, and confidence needed to thrive in professional settings. With On-the-job training, learning takes place in an interactive setting featuring direct guidance from a leader or manager who already understands the organisation’s culture and values. Unlike traditional classroom environments, On-the-job training offers hands-on practice that is tailored to specific roles, making sure job seekers are well prepared for their new positions. This is not the same as an apprenticeship or traineeship, as the employee will simply develop new skills while carrying out their existing role. It also creates a perfect opportunity for companies to instil their core values and goals into team members from the get go. Overall it sets up current and incoming employees for success at work and helps form strong teams within organisations. ![eLearning platforms](https://cmdrecruitment.com/wp-content/uploads/2023/02/eLearning-platforms.png) ## eLearning platforms The advancement of eLearning platforms has revolutionised education. Rather than relying solely upon physical classrooms, learners can experience a much more versatile learning environment with the ability to access material at any time from anywhere in the world. This can provide greater flexibility for those who may have other commitments such as a job, parenting and other responsibilities, allowing them to break up study over different times and work around their own schedule. The usage of electronic media can increase engagement with the material by exploring videos, interactive sessions and quizzes which further students’ understanding. ## Closing thoughts Employers need to take a creative approach to closing the [skills gap](https://cmdrecruitment.com/how-to-avoid-the-skills-gap-widening/), looking not only at how they can bring in new talent, but also how they can upskill the team they already have. Through these unique learning methods, you can [improve staff motivation](https://cmdrecruitment.com/ways-increase-motivation-workplace/) and increase the skills available to you without making a single new hire. **Categories:** Advice --- ### [What is the Role of a Recruitment Agency?](https://cmdrecruitment.com/what-is-the-role-of-a-recruitment-agency) **Published:** February 13, 2023 **Author:** paul **Content:** Online job boards and social networking sites like LinkedIn have changed the face of recruitment. Companies can quickly and easily post their job openings and receive hundreds of qualified applications within days. So, what role does the recruitment agency play in this modern world? A recruitment agency plays an important role in helping employers find the right candidates for their open positions. Recruitment agencies are responsible for sourcing, screening and submitting qualified candidates to potential employers. They help employers save time and resources when it comes to sourcing talent, allowing them to focus on other aspects of running a successful business. So, while it might be possible to take the DIY route, there are considerable benefits to hiring a recruitment agency. ![What does a recruitment agency do?](https://cmdrecruitment.com/wp-content/uploads/2023/02/What-does-a-recruitment-agency-do.png) ## What does a recruitment agency do? The most important role of the recruitment agency is to save a company time and resources. Hiring is a time-intensive task that is also highly specialised. If you don’t have an HR department, this task will fall to those who are already very busy. A recruitment agency can save you time by carrying out all of the labour-intensive parts of recruitment. One of the main roles of a [recruitment agency is to fill job](https://cmdrecruitment.com/why-a-recruitment-agency-is-not-a-job-centre/) vacancies by posting job ads, searching through resumes and conducting interviews with suitable candidates. They assess each candidate’s skill set and experience level before submitting their profile or CV to the hiring manager of a relevant company. On top of this, they also provide valuable advice on how best to present a candidate’s profile in order to increase their chances of being selected over other applicants. So, they support both the candidates and the employers to help facilitate better matches. ![How can a recruitment agency improve your hiring?](https://cmdrecruitment.com/wp-content/uploads/2023/02/How-can-a-recruitment-agency-improve-your-hiring.png) ## How can a recruitment agency improve your hiring? Recruitment agencies also offer consultation services which help businesses develop job descriptions that accurately reflect their organisational needs and attract high-calibre applicants. They can also provide professional guidance during the interview process by assisting with the selection, structuring and management of effective questions that evaluate the skillset, [qualifications and experience](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/) of prospective employees. Recruitment isn’t something that comes naturally to a lot of people, and it’s easy to assume you know what to look for in a candidate, but actually have no idea how to determine if they have the skills you are looking for. A recruitment agency can improve your hiring by listening to your needs and finding the candidates that will help to close those skills gaps. ![How can recruitment agencies improve staff retention?](https://cmdrecruitment.com/wp-content/uploads/2023/02/How-can-recruitment-agencies-improve-staff-retention.png) ## How can recruitment agencies improve staff retention? By hiring the right people for the role, you can naturally improve staff retention. You’ll also be less likely to hire individuals that bring friction to the team. On top of this, most recruitment agencies also provide ancillary services such as background checks, [reference checks](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/) and personality tests which allow employers to make more informed decisions about which profiles are best suited for particular roles within their organisation. This helps them reduce the risks associated with hiring new staff members without having had sufficient information about who they truly are as individuals or professionals – ultimately protecting their reputation over time. ![What can't a recruitment agency do?](https://cmdrecruitment.com/wp-content/uploads/2023/02/What-cant-a-recruitment-agency-do.png) ## What can’t a recruitment agency do? Recruitment agencies are not able to guarantee that the people they source will stay employed with the organisation in the long term. They can make sure that the applicants they send over are of high quality, have relevant skills and experience for the role. However, it is ultimately up to the employer to ensure that their expectations for staff performance and behaviour are clearly communicated and that staff are treated fairly. They can advise on management support that could help to make the workplace more rewarding for employees. ## Closing thoughts In summary, recruitment agencies play a vital role in modern day recruitment processes by helping businesses streamline their hiring practices while providing them with quality individuals who possess the soft and hard skills necessary for any given role. **Categories:** Advice --- ### [Our Guide to Social Recruiting in 2023](https://cmdrecruitment.com/our-guide-to-social-recruiting-in-2023) **Published:** February 11, 2023 **Author:** paul **Content:** In 2023, social recruiting will be an essential part of any recruitment strategy. If you want to connect with job seekers, you need to be active on the platforms they are active on. You also need to streamline the recruitment process to make it possible for anyone to apply for a role with a single click. This guide will show you how to use social media to reach your target candidates and make your recruitment process more efficient. You’ll learn which platforms to use, what type of content to post, and how to measure the success of your social recruiting efforts. By following our tips, you’ll be able to tap into a larger pool of talent and [build a stronger team](https://cmdrecruitment.com/recruitment-strategies-build-strong-sales-marketing-team/) for your business. ![The ever-changing landscape of social recruiting](https://cmdrecruitment.com/wp-content/uploads/2023/02/The-ever-changing-landscape-of-social-recruiting.png) ## The ever-changing landscape of social recruiting Social recruiting has come a long way in recent years. Companies now have an opportunity to tap into a global talent pool and identify the best candidates for their business. From identifying potential candidates on social media channels, to building brand awareness and sharing job postings online, the world of social recruiting offers immense potential for those who embrace it. It emphasises the use of technology and automation to transform the hiring process and create better engagement with job seekers. Automation does not mean the end of hiring managers and the HR department. Instead, automation and AI should be seen as tools to help support these roles and allow them to function more efficiently within your organisation. As more organisations begin to recognise the benefits, the landscape of social recruitment will continue to evolve and change in response to new trends and innovations. And this makes it an exciting time for both employers and jobseekers alike. ![The current state of social recruiting and where it's headed](https://cmdrecruitment.com/wp-content/uploads/2023/02/The-current-state-of-social-recruiting-and-where-its-headed.png) ## The current state of social recruiting and where it’s headed Social recruiting has drastically changed how employers find and hire job candidates over the past decade. By leveraging a variety of online platforms, organisations can now advertise job openings to a larger, more diverse pool of applicants than ever before. Despite the increase in popularity, many businesses struggle to make the most out of their social recruiting efforts due to lack of resources and insufficient knowledge on how to use the technology effectively. In spite of these obstacles, we are likely to see an increased focus in this area in the foreseeable future; as data-driven decision making becomes increasingly important. We can also expect to see organisations become savvier with leveraging digital marketing techniques, which should lead to social recruiting becoming an integral part of finding talent. ![The advantages of social recruiting](https://cmdrecruitment.com/wp-content/uploads/2023/02/The-advantages-of-social-recruiting.png) ## The advantages of social recruiting Recruiting through social media can be an advantageous and cost-effective way for businesses to attract niche talent. With the ability to cast a wider net and connect with potential job candidates around the world, hiring managers can quickly identify those who possess the desired qualifications. Social recruiting also offers employers the ability to easily target passive job seekers who are already part of their existing networks. While they might not be browsing job boards, an attractive job opportunity could easily catch their eye on social media. Not only does this increase their chances of finding quality hires, but it also helps to reduce recruitment costs and reduces the time-to-hire. Social recruiting is a valuable tool for any business looking to streamline their recruiting process and find highly qualified individuals who fit their specific recruiting needs. ![The disadvantages of social recruiting](https://cmdrecruitment.com/wp-content/uploads/2023/02/The-disadvantages-of-social-recruiting.png) ## The disadvantages of social recruiting Social recruiting has made the hiring process faster and easier for employers, but it does come with some disadvantages. One of the biggest is that job seekers must constantly monitor social networks to ensure their profiles reflect the desired job skills or qualifications. This monitoring of personal updates can add an extra layer of stress, even for experienced recruiters. Likewise, using social media for recruitment may involve accessing private information about a potential employee or applicant which could be seen as unethical or illegal. Maintaining a strict policy about what information can and should be seen during the recruitment process is essential Lastly, because not everyone is accessible through social networking sites – particularly older generations – companies run the risk of excluding valuable candidates who might have more experience but have less interest in being active on social media. The way we use social media has changed a lot in light of privacy concerns, so it’s not uncommon for individuals to reject platforms, so there is a risk of missing out on good candidates if you focus too much on social media. All these factors make social recruiting a potentially high-risk choice for employers who are looking to hire quality talent quickly. ![What platforms should you consider?](https://cmdrecruitment.com/wp-content/uploads/2023/02/What-platforms-should-you-consider.png) ## What platforms should you consider? The obvious choice for social recruitment is LinkedIn. This platform is tailor made for recruitment and has all of the tools you need to make one-click applications a breeze. However, this likely isn’t where individuals spend their time. Paid promotion on Facebook, Twitter, Instagram and TikTok could help you to reach individuals in their native environment. This is where they spend their downtime, so you need to approach this form of hiring in a different way. If you’re too corporate, you run the risk of being boring and missing the mark. Instead, try to promote the working [culture and perks of working for your company](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/). ## The murky legal aspect of social recruitment With candidates applying for roles from their social media platforms, this invites the possibility of checking out their online activity before deciding to invite them for an interview. This is potentially problematic, particularly if you unearth something undesirable. There is the risk that it could lead to legal action if you choose not to move ahead with the application. Even if there is a legitimate reason for not moving forward, the candidate could use information available on their public profile to call foul. This could lead to employment tribunals which are costly and time-consuming for employers. To counter this, it’s better to impose strict rules on what hiring managers can see and don’t be tempted to snoop through a candidate’s profile. Sticking to LinkedIn as your hiring platform of choice can help as this is where individuals will typically present a more professional image. ![How to make the most out of social recruiting](https://cmdrecruitment.com/wp-content/uploads/2023/02/How-to-make-the-most-out-of-social-recruiting.png) ## How to make the most out of social recruiting When it comes to recruiting, using social media is becoming increasingly popular due to its potential to reach a large number of people quickly. To make the most out of this technique, employers should focus on creating content that will capture the attention of the best candidates. Visual elements such as videos, infographics and original images can be especially effective in drawing the right kind of attention. Additionally, thoughtful communication with candidates can help create meaningful connections that lead to long lasting relationships and successful placements. Instead of treating social media as a broadcast platform, use it as a conversational platform. You should be using it to spark conversations with candidates and provide a resource for them to better understand how to apply for roles with your company and what you are looking for. By emphasising quality over quantity in their social recruiting efforts, employers can ensure they don’t waste time sifting through unqualified applications while still attracting top talent. ![Our top tips for social recruiting in 2023](https://cmdrecruitment.com/wp-content/uploads/2023/02/Our-top-tips-for-social-recruiting-in-2023.png) ## Our top tips for social recruiting in 2023 With the world of recruiting always evolving, it’s essential for employers to stay on top of the latest trends in social recruiting. In 2023, employers should take advantage of the suite of new technologies and platforms available to them that make it easier than ever to find and attract a larger pool of quality candidates. Specifically, they should look into virtual job fairs and [video resumes](https://cmdrecruitment.com/are-video-resumes-the-way-forward/) as these have been gaining popularity since their debut. The pandemic forced many companies to switch to virtual events for recruitment, and when they realised just how cost-effective this can be, some are now naturally hesitant to switch back. Other trends to look out for in 2023 include chatbots that can turn what was once a tedious recruitment process into an efficient one. Moreover, modern AI tools can help shorten the gap between employers and potential employees and provide recruiters with valuable insights about applicants within seconds. Social recruiting is constantly changing, so staying informed about new trends is essential for hiring successful teams in 2023 ## Closing thoughts The current state of social recruiting is ever-changing and dynamic. While it has its advantages, there are also some disadvantages to consider. However, by understanding both the pros and cons of social recruiting, you can make the most out of this tool. Here are our top tips for social recruiting in 2023: 1. Know your audience and where they spend their time. 2. Make your posts appropriate for the platform you are using. 3. Be wary about snooping through a candidate’s profile. 4. Split your attention across multiple platforms to increase exposure. 5. Don’t make social media your only source of recruitment leads. By following these tips, you can maximise the potential of social recruiting and ensure that you’re using this tool in the most effective way possible. **Categories:** Advice --- ### [5 Great Ways a Recruitment Agency Can Help Your Business](https://cmdrecruitment.com/how-a-recruitment-agency-can-help-your-business) **Published:** February 4, 2023 **Author:** paul **Content:** Hiring can be a tough process, especially if you’re not sure where to start. A recruitment agency can take care of all the heavy lifting for you and help you find the best candidates for your open positions. A good recruitment agency will work with you to understand your business needs and find candidates that are a good fit for your company. ## Do I need to work with a specialist agency? While not essential, it can be helpful to have the additional insight that a specialist agency can provide. A specialist agency can help you identify the ideal candidate with specific skills or expertise, such as a software developer or an engineer. They’ll be able to match you with the best candidates from their extensive database of potential employees. ## 5 Great Ways a Recruitment Agency Can Help Your Business Wondering how a [recruitment agency](https://cmdrecruitment.com/contact/recruitment-agency-swindon/) could help you to grow your business? Like any outsourcing task, working with a recruitment agency is going to save you time and money by streamlining the recruitment process and allowing you to focus on more important tasks. Here are just some of the ways they can help. ![Agencies have access to a wider pool of candidates](https://cmdrecruitment.com/wp-content/uploads/2023/02/Agencies-have-access-to-a-wider-pool-of-candidates.png) ### 1. They have access to a wider pool of candidates When you start a recruitment campaign, you’re starting from zero. When an agency starts a recruitment campaign, they already have a list of potential candidates in mind. One of the biggest benefits of a recruitment agency is that they already know the best talent and who might be interested in a new role. This means you could potentially have access to candidates that aren’t even actively looking for a new role. ### 2. They can pre-screen candidates Pre-screening [candidates is a great way to get the most out of your recruitment process](https://cmdrecruitment.com/7-step-recruitment-process-to-improve-your-candidate-conversion/). By pre-screening, you can reduce the risk of overlooking experienced or qualified potential employees while minimising the amount of unsuitable candidates you have to review. You and your team can save time and energy by streamlining your searches and focusing only on those with the [experience and qualifications](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/) that fit a specific job profile. ![ recruitment agency can handle all the advertising](https://cmdrecruitment.com/wp-content/uploads/2023/02/A-recruitment-agency-can-handle-all-the-advertising.png) ### 3. They can handle all the advertising Traditional job postings can be a thing of the past with specialised marketing and advertising. Working with experienced professionals who specialise in getting your job opening noticed and shared can be the best option for filling positions quickly. With widespread exposure, you can attract many qualified applicants who are looking for new opportunities. It’s time to start leveraging the power of digital media and other methods to spread your job opportunities far and wide. ### 4. They manage the scheduling Effective interview management is essential to conducting a successful recruiting process. From scheduling to coordination, the ability to manage interviews is a valuable skill. Taking into account the various availability of both internal and external stakeholders can be tricky, but when the process is managed well, it leads to a seamless and efficient recruitment experience for all parties involved. Accurately managing interview booking will help ensure that no candidate falls through the cracks and everyone is happy with the process. ![They perform reference checks as part of the hiring process](https://cmdrecruitment.com/wp-content/uploads/2023/02/They-perform-reference-checks.png) ### 5. They perform reference checks The [reference check](https://cmdrecruitment.com/reference-checking-in-the-modern-workforce/) process is an important step in the hiring process. Many employers utilise this method to ensure they are bringing on potential employees they can trust and rely on. They typically do so by contacting the references of final candidates and asking questions related to job performance, dependability and responsibility. Having insight into the candidate’s abilities before they are hired helps employers make more informed decisions when deciding on a hire. This ultimately helps them find the right fit for their workspace. **Categories:** Advice --- ### [KPMG - UK Jobs Report January](https://cmdrecruitment.com/kpmg-uk-jobs-report-january) **Published:** February 10, 2023 **Author:** Dan Barfoot **Content:** January has seen permanent job placements decrease, while temporary job billings have increased. The rate of job openings has slightly grown, but the available labor supply continues to decline and pay pressures are still elevated. Here are the latest official recruitment and employment market insights, to keep you updated with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for January 2023. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2023/02/GB_Jobs_ENG_2302_PANEL.pdf) **Categories:** Interviews --- ### [6 Common Problem-Solving Interview Questions](https://cmdrecruitment.com/common-problem-solving-interview-questions) **Published:** January 20, 2023 **Author:** paul **Content:** If you’re preparing for an upcoming job interview, odds are you’re already brushing up on your common interview questions. But what about problem-solving questions? These are becoming increasingly popular in interviews, as employers want to see how candidates handle real-life challenges. Here are six common problem-solving questions and some tips on how to answer them. ![Work colleagues problem solving](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-was-the-last-problem-you-solved-at-work-and-how-did-you-go-about-solving-it.png) ## What was the last problem you solved at work and how did you go about solving it? “Recently, I was presented with a problem at work. The challenge was to streamline the inventory system in order to improve our efficiency while keeping track of all the necessary items. To solve it, I put together a cross-functional team of members from various departments. After an initial brainstorming session, we nailed down a game plan that had us dividing and conquering different elements of the issue. We worked through it step by step and eventually were able to come up with a cost-effective solution that increased our performance across the board. It was a great experience, as it showed me how collaboration between each department can lead to successful problem-solving.” ![Woman trying to solve work problem](https://cmdrecruitment.com/wp-content/uploads/2023/01/Tell-me-about-a-time-when-you-had-to-figure-out-an-innovative-solution-to-a-difficult-problem.png) ## Tell me about a time when you had to figure out an innovative solution to a difficult problem “When I was preparing for my final exams in university, I faced the difficult challenge of managing my time so that I could complete all my studying. With most of my free time taken up with extracurricular activities and university work, finding a way to fit all the necessary studying into my schedule seemed almost impossible. Balancing all these commitments was especially difficult as I wanted enough [time to take care of myself and have some spare](https://cmdrecruitment.com/what-do-you-do-in-your-spare-time/) time too. To tackle this challenge effectively, I started reviewing all the topics during short slot breaks between classes and other engagements. I also set aside exclusive days and slots on weekends solely devoted to preparing for the exams. This innovative solution was ultimately successful as it allowed me to cover a significant amount of material while maintaining a healthy balance in other areas of my life.” ![Team working collaboratively to solve a problem](https://cmdrecruitment.com/wp-content/uploads/2023/01/Describe-a-situation-where-you-had-to-use-your-creativity-to-solve-a-problem.png) ## Describe a situation where you had to use your creativity to solve a problem “At the weekends, I volunteer with a church group and help to organise donations for a local food bank. We were having problems with getting too many unsuitable donations and we needed to find a way to quickly update people about which items were most needed at that time. I implemented a social media tracking system where food banks could give us daily feedback on the items they needed the most. We could then relay this information through social media posts and Whatsapp groups to ensure that members of the public could donate the items that were most useful at the time. This helped to cut down on printing costs, as the food banks were previously providing this information in written form, and the requirements were often out of date by the time they had distributed the leaflets.” ![Visual problem solving process](https://cmdrecruitment.com/wp-content/uploads/2023/01/What-is-your-process-for-solving-problems.png) ## What is your process for solving problems? “When it comes to solving problems, I’m a firm believer in breaking them down into their component parts. After identifying all of the necessary pieces, I develop an action plan which outlines the specific steps to resolve the issue. My goal is to be as rational and logical as possible as I work through each step, although I also allow myself to think outside of the box and explore new ideas if necessary. As I move towards a solution, I remain open-minded and adjust my strategy as needed. Ultimately, this helps me arrive at resolutions that are creative yet structured in nature.” ![Programmer identifying issue](https://cmdrecruitment.com/wp-content/uploads/2023/01/Tell-me-about-a-time-when-you-identified-a-potential-issue-before-it-became-a-problem.png) ## Tell me about a time when you identified a potential issue before it became a problem “When I was working as the supervisor at my old job, I noticed a sharp decline in customer service calls that were being answered by the team. I realised that if we didn’t quickly adapt to this decrease in service calls, the team would become overwhelmed and unable to answer the calls resulting in customers not receiving help. To address this potential issue, I designed a schedule for the team and introduced more flexible shifts so that people could come and go when needed. This proactive approach allowed us to accommodate any fluxes in service call activity ensuring that our customers received timely assistance from my department no matter how busy things got.” ![Call centre worker helping a customer](https://cmdrecruitment.com/wp-content/uploads/2023/01/Can-you-give-me-an-example-of-a-time-when-you-went-above-and-beyond-in-solving-a-problem.png) ## Can you give me an example of a time when you went above and beyond in solving a problem? “Last year, I experienced a particularly challenging problem, which required creative and out-of-the-box thinking. After much research and deliberation, I was able to identify and utilise an unusual solution that ultimately resolved the issue. This experience taught me the importance of looking at a problem from different perspectives, allowing for maximum creativity. By doing so, I was able to go beyond the initially presented solutions, thus delivering an uncommon yet effective result.” **Categories:** Interviews --- ### [Soft Skills Interview Questions](https://cmdrecruitment.com/soft-skills-interview-questions) **Published:** December 20, 2022 **Author:** paul **Content:** One of the best ways to feel confident in an interview is to be prepared. This means knowing your CV inside out, and also having a good grasp of the job description. You can also practise answering common interview questions to help you to feel more confident delivering your answers. While many job interview questions will focus on technical skills and explore how you respond to certain task-based situations, interviewers will also assess your soft skills. Knowing how to answer these questions can make all the difference when it comes to winning a job. ## What are soft skills? Soft skills are intangible abilities, such as [problem-solving](https://cmdrecruitment.com/common-problem-solving-interview-questions/), [communication](https://cmdrecruitment.com/communication-interview-questions-and-answers/) or [leadership](https://cmdrecruitment.com/common-leadership-interview-questions/). Employers value soft skills because they help employees to collaborate effectively and get things done in any role. Examples of soft skills include: - [Communication](https://cmdrecruitment.com/communication-interview-questions-and-answers/) - [Organisation](https://cmdrecruitment.com/how-to-answer-organisational-skills-interview-questions/) - [Time management](https://cmdrecruitment.com/time-management-interview-questions-with-examples/) - [Teamwork](https://cmdrecruitment.com/common-teamwork-interview-questions-and-answers/) - [Adaptability](https://cmdrecruitment.com/adaptability-interview-questions-and-answers/) - [Problem-solving](https://cmdrecruitment.com/common-problem-solving-interview-questions/) - [Leadership](https://cmdrecruitment.com/common-leadership-interview-questions/) - [Creativity](https://cmdrecruitment.com/common-creativity-interview-questions/) Whatever role you are applying for, there is a good chance that these skills will be relevant. When practising your answers, make sure you consider how to reference these soft skills. ![Online job interview](https://cmdrecruitment.com/wp-content/uploads/2022/12/How-do-interviewers-assess-soft-skills.png) ## How do interviewers assess soft skills? The following are some examples of soft skills interview questions that you may be asked. Answering these questions can really help to demonstrate your suitability for the role: - How do you handle criticism? - Can you describe a situation where you had to work in a team? - What are your strengths and weaknesses when it comes to working with others? - Describe a difficult situation that required creative problem-solving. - How do you motivate those around you? These are just some of the many soft skills questions that could come up in an interview. Being prepared with clear and concise answers to these questions will help to demonstrate your communication abilities and show employers how you would fit into their team. It’s also important to remember that employers will be assessing these skills at all times, in your body language and the way to deliver answers to other questions. Read on to learn how to show you have these skills throughout your interview, even if you aren’t asked directly. ## How to demonstrate soft skills in an interview When you prepare your answers to [common interview](https://cmdrecruitment.com/most-common-tough-interview-questions-and-answers/) questions, you can kill two birds with one stone by emphasising your soft skills too. Even when you’re not asked directly about them, employers will pick up on your ability to work with others and show these qualities in the way you interact. ### Communication Communication can be verbal and non-verbal, and this will be assessed from the moment you step foot in the room. Consider your body language and use confident hand gestures when appropriate. Speak clearly and don’t be afraid to showcase your personality by making eye contact and smiling. ### Organisation Being organised is a key soft skill in any role, so it pays to arrive on time, prepared with all the documents you need. When answering questions about organisational skills, let the interviewer know the systems and methods you use to stay on top of your tasks. ![Woman using time management software](https://cmdrecruitment.com/wp-content/uploads/2022/12/How-to-demonstrate-time-management-skills.png) ### Time management You can’t claim to be excellent at time management if you are late for your interview, so make sure you don’t fall at the first hurdle. When it comes to answering interview questions about your work methods, discuss the techniques you use to stay on track and how you prioritise tasks. ### Teamwork When asked about your team-working abilities, be sure to provide examples of successful collaborations you have been part of in previous roles. Highlight any challenges that had to be overcome and talk through how you worked together as a team to get results. You can also mention the role that you feel most comfortable adopting when working as part of a team. Some people like to lead, some people like to follow, and some people are there to provide conflict resolution and keep things on track. ### Adaptability Employers will often ask questions like ‘How do you handle change?’ when assessing a candidate’s adaptability. Being able to show that you can roll with the punches rather than becoming overwhelmed is essential for any role. Think of examples from previous roles which demonstrate how you [adapted to difficult situations](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations/) and rose to the challenge. ### Problem-solving When faced with a problem, it’s natural to feel overwhelmed. However, interviewers are interested in how you deal with these challenges and come up with solutions. When discussing your problem-solving abilities, explain the techniques that you use when faced with unexpected issues and provide examples of successes you have had in the past. ![Woman leading team meeting](https://cmdrecruitment.com/wp-content/uploads/2022/12/How-to-showcase-leadership-skills.png) ### Leadership You might not be asked a direct question about leadership, but you can demonstrate your aptitude to lead when answering other questions. Any time you are asked to talk about working as part of a team or motivating those around you, you can use this as an opportunity to show how you have risen to the challenge in the past. Be specific about your leadership style and how you motivate those around you. ### Creativity Although not essential for every role, if it’s relevant to the job you are applying for, make sure you mention your creativity when answering interview questions. Creativity doesn’t have to mean things like arts and crafts, it can be a way you approach your work that allows you to think outside the box. Talk through any ideas you have had that have been successfully implemented in the past and talk about any projects you have worked on. Also, be sure to mention any awards or recognition your creativity has received ## Conclusion It’s important to remember that soft skills are assessed throughout the interview process, so it pays to be mindful of this during your preparation. Take some time to reflect on what these skills mean to you and how you can show them in an interview. It might not feel like it at the time, but demonstrating these qualities could make all the difference when it comes to getting the job. Be sure to think of examples from previous roles which demonstrate how you have put these skills into action and don’t be afraid to showcase your personality by making eye contact and smiling. **Categories:** Interviews --- ### [Interview Questions for an MIS Analyst](https://cmdrecruitment.com/interview-questions-for-an-mis-analyst) **Published:** December 23, 2022 **Author:** paul **Content:** Preparing for an interview for an MIS analyst role can be daunting. It is a technical and competitive field, which means you’ll be up against some tough competition. To help you to feel as prepared as possible, it makes sense to get familiar with the types of questions you could face. In this guide, we’ll explore the role in more detail and explain how to answer some of the most common questions hiring managers will ask. ## What is an MIS analyst? An MIS analyst is a person responsible for analysing, developing and maintaining an organisation’s IT systems. Their job includes troubleshooting user issues, designing and implementing new software programs, managing system security and developing data analysis tools. ## What skills are employers looking for? Employers are looking for an MIS analyst who is well-versed in a variety of computer programming languages such as Java and SQL. They should be able to develop and maintain software systems, write code, debug applications and design databases. An understanding of hardware components such as servers, routers and switches is also essential. ## How can an MIS analyst effectively present his or her skills and experience to employers? An effective way for an MIS analyst to present their skills and experience is through a portfolio. This should showcase examples of the projects they have worked on, such as software applications or databases they have developed, as well as any awards or recognitions they may have received. Having an up-to-date CV and a tailored [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) helps employers understand your skills and experience. ![Analyst interview over Zoom](https://cmdrecruitment.com/wp-content/uploads/2022/12/What-are-the-most-common-interview-questions-for-an-MIS-analyst.png) ## What are the most common interview questions for an MIS analyst? Interviewers are likely to ask you behavioural, communication, performance-based and opinion-based questions. - Behavioural questions will assess how you respond in different situations. - Communication questions will assess your ability to adjust your communication style to different situations. - Performance-based questions might be more technical and assess your knowledge of different concepts and processes. - Opinion-based questions will assess your problem-solving abilities and creative thinking. Here are some of the most common questions you can expect to answer in your interview. ### What areas of business technology are most relevant for an MIS analyst? An MIS analyst should be familiar with areas such as data analysis, software development, database administration, system security and networking. This question is trying to get an idea of your understanding of the role and the types of projects you have worked on in the past. ### What experience do you have working with databases? You should discuss any database-related projects you may have worked on, including how you created and managed databases. Also, mention any database software programs you are familiar with such as Oracle or Microsoft Access. If you are keen to learn new database systems, this is a good opportunity to show how you plan to achieve this. ### How have you ensured system security in your organisations? When answering this question, it is important to showcase your knowledge of system security protocols such as firewalls, access control and virus protection. You should also discuss the initiatives you have taken to ensure the safety of sensitive data. ### What experience do you have with project management? In your answer, highlight any project management skills or [qualifications and experience](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/) you may have in this area. Be specific about the role you played and the outcome of your projects. If this is an area you would like to develop, be clear about what steps you are taking to further your experience and learn new skills. ![Data analysts at work](https://cmdrecruitment.com/wp-content/uploads/2022/12/What-methods-do-you-use-to-analyze-data-and-draw-meaningful-conclusions.png) ### What methods do you use to analyze data and draw meaningful conclusions? When answering this question, it is important to demonstrate your understanding of the data analysis process. Explain how you collect and organize data, what methods or tools you use to analyze the data and how you draw meaningful conclusions from it. You should also discuss any experience you have with presenting results to stakeholders. ### Are you comfortable working in a fast-paced environment? This is a leading question, as it implies that the work environment will be fast-paced. Instead of leaving them hanging with a simple “yes”, try to elaborate by explaining other times you have worked in a fast-paced environment and what you have done to stay on top of your workload. ### When working as part of a team, do you prefer to lead or follow? This is another leading question, so it’s important to demonstrate your ability to be flexible and adjust your approach to different situations. Explain how you are able to work well both as a leader and as a team member in order to achieve the best results. Additionally, talk about any experience you have working in teams and discuss any challenges you may have faced. ### How do you stay up-to-date with the latest developments in MIS? In order to be successful in your role, it is important that you stay up-to-date with the latest developments and trends in MIS. Explain what initiatives you take to keep abreast of new technologies and how you apply this knowledge in your job. Additionally, discuss any courses or certifications you may have undertaken to further your knowledge. If you are interested in undergoing further training, be sure to ask if in-house training is available with the company. ### What challenges have you faced in past roles related to information management, and how did you overcome them? When answering this question, you should focus on any challenges you may have faced in a previous role related to information management and how you overcame them. Try to provide specific details about your approach and the strategies you used to resolve the issue. Examples of common challenges in information management include system security issues, data integrity problems or challenges with data storage. ### Do you have any questions for us? [Asking questions at the end of an interview](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) shows that you are actively engaged with the process and trying to determine if the role is right for you. You can ask questions about the management structure, ongoing training, or company culture to get a better picture of what it would be like to work for the company. **Categories:** Interviews --- ### [Marketing Executive Interview Questions](https://cmdrecruitment.com/marketing-executive-interview-questions) **Published:** December 21, 2022 **Author:** paul **Content:** If you’re in the running for a marketing executive role, you can expect to be grilled on a wide range of skills and aptitudes during the interview process. This could include creative, technical and soft skills. You may also be asked to talk about the success of previous campaigns you have worked on, so you’ll need to make sure you’re prepared for anything. Marketing executives often have to wear a lot of hats, so be prepared to speak about your training, experience and career aspirations. It’s also a fast-changing industry, so you’ll need to show how you plan to keep your skills up-to-date and relevant. In this guide, we’ll explore how you can excel in an interview by preparing for some of the most common interview questions. ## What does a marketing executive do? A marketing executive is responsible for developing, implementing and executing strategic marketing plans for organisations in order to attract potential customers and retain existing ones. Depending on the size of the organisation, a marketing executive can also be responsible for overseeing other specialised areas such as public relations, social media, product development and consumer research. ## What skills are employers looking for? Employers are looking for marketing executives who have strong interpersonal and communication skills, excellent research and analytical capabilities, the ability to develop effective campaigns, digital media know-how and an understanding of customer segmentation. Employers will also be looking for someone who is able to think strategically with a creative edge. If you can show how you have developed creatively outside of your professional life, this will put you at an advantage over your competitors. ![Woman interviewing for job online](https://cmdrecruitment.com/wp-content/uploads/2022/12/What-questions-can-you-expect-to-answer-in-an-interview.png) ## What questions can you expect to answer in an interview? Interviewers will ask a wide range of questions, and may even ask you to complete a creative task as part of the interview process. You can expect to answer questions about your experience, how you have managed situations in the past, your work performance and your opinions on industry topics. As marketing is a creative sector, you can expect to be asked some brain teaser or outside-the-box questions to help the interviewer to learn more about how you think. Here are a few examples of questions you can expect to hear: ### What interests you about this role? With this question, the interviewer wants to know that you are interested in this role with this company, not just any role with any company. Be prepared to share your interest in the company’s mission, products and services. ### How would you handle a challenging client? For an agency role, you are also required to manage the client’s expectations. Here, the [interviewer wants to know how well you can manage difficult situations](https://cmdrecruitment.com/how-well-do-you-adapt-to-new-situations/) with clients. Provide an example from past experience (if possible) of how you have handled similar challenges and provide strategies for resolving issues quickly and efficiently. ### How have you incorporated customer feedback into your marketing campaigns? This type of question shows a good level of commercial awareness and the ability to reflect on your work. Talk about a campaign where you have incorporated customer feedback and outline the changes that were made. Make sure to highlight any successes that came from the changes. ### What do you think are the biggest challenges facing marketers today? This question gives you an opportunity to demonstrate your understanding of current trends in marketing. Be aware of industry news, emerging technologies and other marketing trends and use them in your answer. ![Two colleagues having a disagreement](https://cmdrecruitment.com/wp-content/uploads/2022/12/Describe-a-time-when-you-had-to-handle-a-conflict-with-a-client-or-colleague..png) ### Describe a time when you had to handle a conflict with a client or colleague. This is an important question, as it gives you a chance to demonstrate your problem-solving capabilities. Talk about a time when you had to resolve a conflict and explain the steps you took to reach a resolution. Show that you can remain professional even in difficult situations and show that you understand how to handle disagreements in a respectful manner. ### What strategies do you use to stay up-to-date on industry trends? This question provides an opportunity to show that you are proactive in staying on top of industry trends. Talk about any subscriptions or newsletters that you follow and explain how you use these resources to stay informed. Showcase your ability to self-educate and discuss any professional development courses that you have attended. ### Tell me about your favourite marketing campaign that you’ve developed. This question gives you a chance to show off your creative side and talk about the campaigns that you are most proud of. Briefly describe the campaign and explain how it was successful in terms of results, reach and customer engagement. Showcase any unique elements or strategies used to make it stand out from other campaigns. You can also talk about what you learned from the campaign and how it has influenced your future work. This shows a good level of personal reflection and a drive to always want to improve. ### How do you address gaps in your skills? This question reveals how you handle personal development and the desire to learn new skills. Explain any ways that you have addressed gaps in your skills, such as enrolling in courses or attending conferences. Show that you are constantly striving to stay ahead of industry trends and improve yourself professionally. ### Do you have any questions for us? This is a great opportunity to show that you have done some research on the company and show enthusiasm for the role. Asking thoughtful questions shows interest in the company and its culture, as well as a willingness to learn more about the role. Try to ask engaging questions which demonstrate your knowledge of the role and industry. ## Conclusion Overall, be prepared for a range of questions related to your experience, problem-solving and creativity. During the interview process, it is important that you remain confident and demonstrate how your skills are a good fit with the company’s requirements. Showcase any achievements or successes in your past roles and explain how these can help shape future campaigns that you work on. **Categories:** Interviews --- ### [Addressing CV Red Flags](https://cmdrecruitment.com/addressing-cv-red-flags) **Published:** December 12, 2022 **Author:** paul **Content:** We all like to think that our CV is a shining example of achievement and a reflection of our best work. But sometimes, there are red flags that can pop up on a CV and end up sending the wrong message to potential employers. It’s important to take a closer look at your CV and address any red flags you might find before submitting it for job applications. Red flags on a CV could include outdated information, gaps in your CV, lots of short-term roles, or too much detail in certain sections. The key is to tailor your CV and make sure it’s up-to-date, relevant, and focused on the job you are applying for. In this guide, we’ll explore the most common CV red flags and how you can adequately address them. ## The most common CV red flags Recruiters and hiring managers are trained to look for these common CV red flags: - Lack of focus or an inconsistent career path - Employment gaps - Mistakes and poor formatting - Discrepancies between CV and [cover letter](https://cmdrecruitment.com/how-to-write-a-powerful-covering-letter/) - Multiple short employment periods ![Student speaking to a careers advisor](https://cmdrecruitment.com/wp-content/uploads/2022/12/Lack-of-focus-or-an-inconsistent-career-path.png) ### Lack of focus or an inconsistent career path When employers scan your CV, they are looking for evidence of a clear and consistent career path. If it’s unclear what your goals are or why you have switched jobs often, they may view this as a red flag. To address this issue, make sure to provide the context in each job entry and use the skills summary section to demonstrate how all of it fits together. You can also mention your wider career goals. ### Employment gaps Employment gaps can be a red flag for employers. To address this issue, you should include information about what you did during this time to develop your skills. If you were taking a gap year, for example, mention your travels and what experience you gained during this time. If you were unemployed, explain the steps you took to stay relevant and productive, such as courses or volunteering. ### Discrepancies between CV and cover letter If your CV and the content of your [cover letter](https://cmdrecruitment.com/simple-steps-to-writing-an-outstanding-cover-letter/) don’t match up, it will be a red flag for employers. Make sure that you align the abilities and experiences listed in your CV with what is mentioned in your cover letter to avoid any discrepancies. A common telltale sign to employers that you are stretching the truth is when the dates on your CV and cover letter don’t match up. For example, if your CV says you’ve only been promoted to manager level in the past few months, don’t say that you have extensive experience in management. Unless, of course, you can demonstrate this through other areas of your experience. In short, don’t lie, but do highlight the very best you have to offer. ![Interviewee handing out CV](https://cmdrecruitment.com/wp-content/uploads/2022/12/Mistakes-and-poor-formatting.png) ### Mistakes and poor formatting It’s essential that your CV is free of spelling and grammar mistakes and formatted correctly. If either of these elements is absent, it will send a negative message to employers. To make sure your CV is error-free, always ask someone you trust to read over it. You can also use free online tools like Grammarly to check spelling and grammar. To keep the formatting consistent, save your CV as a PDF and it will always look the same. ### Multiple short employment periods Having multiple short-term jobs can make it look like you can’t hold down a job. But there are many reasons that individuals might jump between jobs in quick succession. If this sounds like you, then make sure to explain why in your CV. For example, maybe you have taken a chance on smaller companies that are less financially secure, and this has led to multiple redundancies. Or perhaps you are attempting to change careers and struggling to find the right path that will take you there. You should also highlight any achievements you made while working in these roles and mention any transferable skills that you developed so that employers can see how they’d be of use in their company. ## Conclusion By addressing potential red flags on your CV and using the tips provided above, you can show employers that you’re a reliable and trustworthy applicant. Even small changes can make a big difference in the eyes of employers, so it’s worth taking the time to review your CV and make sure that it is free of any red flags. And if you do have any red flags, be prepared to talk about them openly during the job interview process. Doing this will help you stand out from other applicants and give you the best chance of success. Remember that honesty is essential when it comes to applying for jobs. You don’t have to be perfect, but you do have to be open about any potential red flags to help clear up any confusion. **Categories:** Advice --- ### [How to Choose a Career in 2023: 8 Steps!](https://cmdrecruitment.com/how-to-choose-a-career-in-2023) **Published:** December 1, 2022 **Author:** paul **Content:** Are you thinking about a change of career in 2023? Perhaps you’re ready for a fresh start in a new sector. Or maybe you’ve only ever jumped from job to job and now you want to feel like you are building towards something bigger. The New Year can trigger some big decisions when it comes to your career. However, before you take the plunge and switch industries or roles, it’s important to make sure that this is a decision that you are sure about. It’s worth taking some time to do research into different sectors and job roles, as well as working out what skills you need in order to get ahead. Follow these 8 [steps if you want to kick start a new career](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) in 2023. ## Step 1: Consider your passions As you consider your passions and what you’re good at, it’s also important to think about what you enjoy doing. What are the activities that make you lose track of time? What makes you feel energised and excited? When you’re pursuing your passions, it’s important to do something that you genuinely enjoy. Otherwise, it won’t be sustainable in the long term. Of course, it’s also [important to be realistic about your skills](https://cmdrecruitment.com/people-skills-important/) and abilities. It’s one thing to be passionate about something; it’s another thing to actually be good at it. When you’re thinking about your passions, it’s important to find a balance between the two. Only then will you be able to create something truly remarkable. ## Step 2: Do your research It’s important to do your research when you’re exploring different career options. Not every job is going to be a perfect fit, and it’s important to find a career that meets your needs and interests. There are a few different ways to research careers. You can talk to people who are already working in the field, read about different careers online or in books, or shadow someone for a day to get a first-hand look at what the job entails. Once you’ve done your research, you’ll be able to narrow down your options and choose a career that’s right for you. ## Step 3: Find a mentor One of the best ways to learn more about your desired field is to find a mentor in that field. A mentor can provide guidance, support, and advice based on their own experience and knowledge. They can help you navigate the ins and outs of the field, and they can offer resources and networking opportunities. Finding a mentor is a great way to gain insight into your desired field, and it can also help you develop important professional relationships. If you’re not sure where to start, try reaching out to someone you admire in your desired field or attend industry events and meetups. Once you’ve found a potential mentor, make sure to nurture that relationship by staying in touch and being respectful of their time and expertise. ## Step 4: Get an internship There’s no better way to learn about a career than to experience it firsthand. If you’re interested in a particular field, one of the best [things you can do is to get an internship or job](https://cmdrecruitment.com/is-there-any-such-thing-as-a-part-time-job/) shadowing experience. This will give you a chance to see what day-to-day work is like and to learn about the skills and knowledge that are necessary for success. In addition, internships and job shadowing can provide valuable networking opportunities. You’ll have a chance to meet people who are working in the field and learn about different career paths. So if you’re looking to learn more about a particular career, be sure to look for internships and job shadowing experiences. ## Step 5: Consider the pros and cons of each career option There are many factors to consider when choosing a career. For some people, the most important consideration is salary. Others prioritise job satisfaction or the opportunity to make a difference in the world. No matter what your priorities are, it’s important to weigh the pros and cons of each career option before making a decision. Ultimately, there is no correct answer when it comes to choosing a career. The important thing is that you make an informed decision based on your needs and goals. By taking the time to research your options, you can increase your chances of finding a career that’s both fulfilling and successful. ## Step 6: Speak to friends and family The people closest to you might be able to offer some insight into the kind of career paths you might consider. These people often have a unique, outsider’s view which can be incredibly insightful. Speak to friends and family about the type of career you’re interested in and ask for their advice. This can be incredibly helpful in giving you a new perspective on your choices. You can also talk to them about what they love about their career and this might help to inspire you to find your passion. ## Step 7: Don’t be afraid to make mistakes Making mistakes is inevitable, so don’t be afraid of them. No matter what career path you choose, there will be obstacles along the way. This might include not [landing the first job](https://cmdrecruitment.com/why-did-i-not-get-the-job/) you apply for, or making mistakes in a new role. Instead of getting discouraged, use these experiences as an opportunity to learn and grow. This will help you build resilience and make you a better candidate for future roles. ## Step 8: Make a decision and take action! No matter what you want to achieve in life, it’s important to have a clear goal and a plan for achieving it. Otherwise, you’ll just be drifting along without any real sense of purpose. So, if you’re feeling lost or uncertain about what you should do next, take some time to think about what you really want. What are your passions and talents? What makes you happy? Once you have a better sense of what you want, it’s time to take action. Make a decision and start working towards your goal. It won’t be easy, but it’s worth it. Remember: if you don’t take action, nothing will change. **Categories:** Advice --- ### [KPMG - UK Jobs Report October](https://cmdrecruitment.com/kpmg-uk-jobs-report-october-2) **Published:** November 15, 2022 **Author:** Dan Barfoot **Content:** Permanent placements fall, temp billings stagnate. Further slowdown in vacancy growth. Starting salary inflation slips to 18-month low. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for October 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/11/GB_Jobs_ENG_2211_PANEL.pdf) **Categories:** Interviews --- ### [How Inflation Is Pushing Retired People To Re-enter The Workplace](https://cmdrecruitment.com/inflation-retired-people-back-workplace) **Published:** November 4, 2022 **Author:** paul **Content:** The cost of living is rising and everyone is feeling the pinch. No matter your age, if you have bills to pay, food to buy or a vehicle to run, soon your money will need to stretch a lot further. The problem is, what can you do about it? Reducing the amount of money going out may work but this may only be a short-term solution. Once the influx of money becomes insufficient, the amount of money earned needs to increase. ## **Happiness or misery?** This brings to mind the Charles Dickens adage: “*Annual income twenty pounds, annual expenditure nineteen nineteen and six, result happiness. Annual income twenty pounds, annual expenditure twenty pounds ought and six, result misery.”* [Increasing your annual income may sound like a workable solution if you already have a job](https://cmdrecruitment.com/increased-demand-part-time-jobs/) – you can improve your position or work more hours. But what about those that have already retired? Could it be that inflation is pushing them to re-enter the workplace? The Office for National Statistics (ONS) tells us that there are far more people aged fifty and over looking for work. If we dig deeper, we can see that this increase is coming from former retirees returning to work, and not from older people working longer. Research carried out by Restless.co.uk has shown that people who believed they could retire and live a leisurely existence have found themselves short on income, mainly due to the cost of living increasing. The result is that many have to leave retirement and re-enter the workplace. ## **Stampede or dignified rush?** Having produced a ‘budget into retirement’, to many it seemed that their pension would tide them over. Imagine the shock when reality showed that expenses were chipping away at the monthly income in a dangerous way. State pensions increased by 3.1%, whilst inflation jumped by 9.4%. Emergency action had to be taken and for many that came in the form of increased earnings. Age UK has also reported that many retired people were rushing to return to work. For many, this was the only way of dealing with the sudden increase in the cost of living. The government have helped a little by dishing out winter fuel payments but even this is not enough to cope with the hike in fuel bills. ## **Competition for suitable jobs** Retirement budgets that appeared easily workable a year ago are no longer viable. It’s bad news for those that looked forward to taking their foot off the pedal and enjoying a leisurely pace of life into old age. Inflation has risen like a monster, with many retirees returning to work struggling to cope due to health issues. Even with private and state pensions added together, many have found themselves short of money. The other problem is that the sort of work suitable for retirees is much in demand. It’s no easy task to find a [job that pays](https://cmdrecruitment.com/highest-paying-jobs-for-an-18-year-old/) enough without putting extra pressure on your health. The ONS asked 12000 people between 50 and 70 years of age if they were considering returning to work. The results showed that one in three of those within the 50-64 age bracket and one in ten of those over 65 said yes. Restless.co.uk carried out a similar poll. 32% said they were considering returning to work (or had already returned) and 70% said they had to say goodbye to retirement due to inflation. ## **Help is available** If you fall into this category and are struggling to find suitable work, talk to our [team](https://cmdrecruitment.com). We can’t reduce the rate of inflation but we can help you to find a position that will enable you to keep the wolf from the door. **Categories:** Advice --- ### [Should You Go Back to Your Old Job?](https://cmdrecruitment.com/should-you-go-back-to-your-old-job) **Published:** October 18, 2022 **Author:** paul **Content:** There are some career decisions that are more difficult to make than others. Choosing between starting fresh with a new company or returning to your old job can be a daunting task. On one hand, you may feel like you’ve outgrown your old position and are ready for a new challenge. Or, on the other hand, you may be comfortable with the idea of going back to a place that’s familiar. So, how do you know which option is right for you? In this guide, we’ll look at the pros and cons of sticking with your old job versus expanding your horizons. We’ll also outline some questions everyone should ask themselves before making this important choice. ## The pros of going back to your old job One of the main advantages of returning to an old job is that you already know the ins and outs of the company. You know the [company culture](https://cmdrecruitment.com/what-happens-to-company-culture-when-your-leadership-team-burnout/), the people you’ll be working with, and what’s expected of you. This can make for a much smoother transition than starting at a new organisation. Additionally, going back to your old job may mean you’re in for a pay rise. If you left on good terms and have since gained valuable experience, your old employer may be willing to offer you a competitive salary to come back. ## The cons of going back to your old job However, there are also some drawbacks to returning to an old job. For one, you may find that the company has changed since you’ve been gone. Perhaps they’ve adopted new policies or procedures that you’re not familiar with. Additionally, the people you used to work with may have moved on, which can make it difficult to reintegrate yourself into the organisation. Another downside of returning to your old job is that it can stunt your professional growth. If you go back to the same position you had before, you may not have many opportunities to develop your skills or advance your career. ## Pros of starting somewhere new Starting anew can also have its benefits. One of the biggest advantages of taking a new job is that it gives you a clean slate. This is especially beneficial if you left your old job on bad terms. A new [job gives you a chance to start over and leave](https://cmdrecruitment.com/why-did-you-leave-your-last-job/) any drama in the past. Additionally, starting at a new company allows you to build up your network from scratch. This can be helpful if you’re looking to make a career change or move up the corporate ladder. You’ll have the opportunity to meet new people and create relationships that can benefit you in the future. Another plus of taking a new job is that it can help you learn new skills. If you’re feeling like your career has stalled, starting fresh with a new company could revive your enthusiasm for your work. ## Cons of starting somewhere new Of course, starting over also has its challenges. One of the biggest disadvantages of taking a new job is that it can be overwhelming. You’ll have to learn the ropes of a new organisation, which can take time and energy away from your work. Additionally, you may not have much support during this transition period, which can make things even more difficult. Another potential downside of starting anew is that it could mean taking a pay cut. If you’re switching industries or moving to a new city, you may have to accept a [lower salary](https://cmdrecruitment.com/would-you-agree-to-a-lower-salary-to-guarantee-remote-working/) than what you’re used to. This is something to keep in mind if you’re considering taking a new job. ## Questions to ask before returning to your old job Making the decision to return to your old job can be tough. However, there are some key factors you should consider before making a decision. Before you decide to return to your old workplace, ask yourself the following questions: - Why did you originally leave? And are the reasons that you left still an issue? - Are you comfortable with the idea of going back to a place that’s familiar? - Do you still know the ins and outs of the company? - Are you familiar with the company culture, the people you’ll be working with, and what’s expected of you? - Will you be able to advance your career if you return to your old job? - Do you want a clean slate? - Are you prepared to take a pay cut? Or are you prepared to negotiate your salary. Weighing the pros and cons of each option can help you make the best decision for your career. No matter what you decide, be sure to do what’s best for you and your future. ## Questions to ask before accepting a new job offer If you’re considering taking a new job, there are some key questions you should ask before accepting an offer. These include: - Can you see yourself in this role long-term? - Is the company reputable and stable? - Will the salary be enough to cover your costs of living? - Do the company’s values align with your own? - Is the work environment conducive to your productivity and happiness? - Will you have opportunities to advance your career? - Can you handle the overwhelm of starting anew? - Is the commute practical, or do they offer [remote working](https://cmdrecruitment.com/how-efficient-is-your-remote-working-strategy/)? - Do you know anyone working for the company that can vouch for the company culture? Asking yourself these questions can help you determine if a new job is right for you. ## Closing thoughts Making the decision to return to your old job or start anew can be tough. There are pros and cons to each option, and it’s important to weigh them carefully before making a decision. Ultimately, no one can predict the future, and there are no guarantees that either option will turn our perfect, but taking a considered approach to choosing is the best way to guarantee you are in the best position possible. Consider the factors that are most important to you in a job, and make sure you ask yourself (and the potential employer) key questions before accepting an offer. Ultimately, the best decision is the one that’s best for you and your future. **Categories:** Advice --- ### [KPMG - UK Jobs Report August](https://cmdrecruitment.com/kpmg-uk-jobs-report-august) **Published:** September 12, 2022 **Author:** Dan Barfoot **Content:** Permanent placement growth remains subdued…while temp billings expand at softest rate since February 2021. Vacancy growth slips to 18-month low. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for July 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/09/GB_Jobs_ENG_2209_PANEL.pdf) **Categories:** Interviews --- ### [How do you politely ask for feedback in an interview?](https://cmdrecruitment.com/ask-feedback-interview) **Published:** August 15, 2022 **Author:** paul **Content:** When you’re interviewing for a new job, it’s important to make a good impression. But what happens if you don’t think you did as well as you could have? How do you go about asking for feedback without coming across as desperate or unsure of yourself? And is there an ideal time to ask for feedback that won’t ruin your chances of getting the job? It can be difficult to know how to [ask for feedback after an interview](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/). After all, no one wants to seem like they didn’t do their best. However, if you’re sincere and polite in your request, most people will be happy to give you some pointers on how you can improve next time. In this guide, we will explore why feedback is so essential and then offer some advice on how you can ask for feedback in any interview setting. ## Why ask for feedback? Feedback is an important part of the [interview process](https://cmdrecruitment.com/video-interviewing-for-recruitment-process/). It can help you to identify your strengths and weaknesses so that you can work on improving your weaknesses. Additionally, feedback can help to give you a better understanding of the employer’s perspective and what they are looking for in a candidate. Asking for feedback also shows that you are proactive and eager to learn. This can make a good impression on potential employers, even if they don’t have any constructive criticism to offer. And if you are making obvious mistakes in your interview performance, then you’ll be easily able to address this issue for your next interview. ## When should you ask for feedback? Ideally, you should wait until the interview is over before asking for feedback. This way, you won’t appear to be admitting that you think the [interview has gone badly](https://cmdrecruitment.com/12-things-to-do-when-your-interview-goes-badly/). When requesting feedback, it is important to make it clear that you would appreciate any thoughts or suggestions, even if they aren’t all positive. This will show that you’re open to criticism and willing to learn from your mistakes. You could say something like, “I would really appreciate any feedback you can give me on my performance today. I’m always looking to improve my interview skills.” Or you could say, “Thank you for taking the time to interview me. I would love to have your feedback so that I can improve for next time.” You can ask for feedback in person, or via [email after the interview](https://cmdrecruitment.com/no-response-after-an-interview-follow-up-by-email/). Sending a follow-up email is a popular choice as it allows you to create a connection with the hiring manager. You could also send them a message on LinkedIn. ## How to ask for feedback? When it comes to asking for feedback, there is no one-size-fits-all approach. However, there are a few things you can keep in mind to make sure you come across as sincere and professional. First, make sure to thank the interviewer for their time. This shows that you appreciate their feedback and are grateful for the opportunity to interview with them. Second, be specific in your request. Ask for feedback on your performance as a whole or focus on a particular area that you would like to improve. Finally, express an interest in working for the company, even if you feel like the [interview went](https://cmdrecruitment.com/ten-signs-your-interview-went-well/) poorly. This will show that you’re still enthusiastic about the opportunity, so they might keep you in mind for future roles. ## How long should I wait to ask for feedback? You should ask for feedback on your performance soon after the interview. If you leave it too long, there is a good chance they won’t be able to remember the specifics of your interview. Additionally, you don’t want to seem too desperate by asking for feedback too soon. Give them a day or two to process the interview before sending a follow-up message. They might still be conducting interviews and could see your message as a way of pushing them to make a decision. If they’re on the fence about you, assuming that you didn’t get the job too soon could sway them in the wrong direction. They might assume that you lack confidence in your abilities. So, you can either way a few days after the interview, or you can wait to find out you haven’t secured the job before asking for feedback. ## Conclusion It can be difficult to know how to ask for feedback after an interview, but it’s important to do if you want to improve your chances of [landing the job](https://cmdrecruitment.com/why-did-i-not-get-the-job/). Every interview that doesn’t turn into a job should be treated as a learning opportunity. Rather than feeling disappointed, you should feel appreciative that you’ve had the opportunity to practice your technique. Interview skills are something that you learn, they don’t always come naturally to people, so don’t be afraid to ask for feedback if you need it. **Categories:** Interviews --- ### [KPMG - UK Jobs Report July](https://cmdrecruitment.com/kpmg-uk-jobs-report-july) **Published:** August 9, 2022 **Author:** Dan Barfoot **Content:** Slowest increase in permanent placements for 17 months Demand for staff rises at softest rate since March 2021. Downturn in staff supply eases, but pay pressures remain acute. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for July 2022. [Download Full Report ](https://cmdrecruitment.com/wp-content/uploads/2022/08/GB_Jobs_ENG_2208_PANEL.pdf) **Categories:** Interviews --- ### [5 Key Tips To Answer Interview Questions Confidently](https://cmdrecruitment.com/5-key-tips-to-answer-interview-questions-confidently) **Published:** July 28, 2022 **Author:** paul **Content:** Confidence will take you a long way in an interview. [Hiring managers](https://cmdrecruitment.com/12-benefits-of-hiring-temporary-staff/ "12 Benefits of hiring temporary staff") are more likely to remember your performance if you were able to deliver answers confidently. Likewise, if you show a lack of confidence in an interview, this will also stick in the hiring manager’s memory. You don’t have to feel confident all the time to be able to give the impression of confidence in a [job interview](https://cmdrecruitment.com/can-you-multitask-interview-question/). You simply need to know a few vital cues that will help you to come across as a more confident person. ## Why do companies look for confident candidates? Knowledge and experience will always be more important, but hiring managers will be drawn to confident candidates. This is because confident employees are more likely to be successful. They’re also less likely to crumble under pressure or become overwhelmed in difficult situations. That’s why it’s important that you learn how to answer interview questions confidently. Here are five key tips: ## 1. Preparation is key The more prepared you are, the more confident you will feel. So take some [time to research the company and the role you’re interviewing](https://cmdrecruitment.com/what-do-you-do-in-your-spare-time/) for. This way, you’ll be able to anticipate some of the questions that may arise. You can also practice answering the most [common interview](https://cmdrecruitment.com/most-common-tough-interview-questions-and-answers/) questions so that you feel more confident when the time comes to answer them for real. Practice saying your answers aloud either on your own or with a friend or family member. This will help you to spot any obvious gaps in your answer and will also help to increase your confidence in the delivery. ## 2. Speak slowly and clearly When you’re feeling nervous, it can be tempting to speak quickly in an attempt to get the interview over with. However, this will only make you sound more nervous and could cause you to trip over your words. Instead, take a deep breath and try to speak slowly and clearly. This will help to calm your nerves and will also make it easier for the interviewer to understand you. If you find yourself stumbling over words or speeding up your speech, stop and take a sip of water before continuing. You can also ask for feedback to determine if you have answered the question sufficiently. For example, you could finish your answer and then say “would you like me to elaborate?”. This will give the [interview panel an opportunity to ask](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) for more detail if they need it. ## 3. Make eye contact Making eye contact is a sign of confidence. It shows that you’re comfortable in the situation and that you’re not trying to hide anything. However, it’s important not to overdo it. If you stare at the interviewer for too long, it will come across as creepy or intense. Instead, try to strike a balance by making eye contact throughout the conversation while also looking around the room or at your notes occasionally. If there are a few people on the interview panel, you can split your attention between them all. ## 4. Use positive body language Your body language can say a lot about how you’re feeling, so it’s important to use positive body language in an interview. This means sitting up straight, smiling, and maintaining an open posture. Avoid crossing your arms or legs, as this can make you seem closed off and uninterested. ## 5. Take your time to think If you’re unsure of how to answer a question, it’s better to take a moment to think about your response than to blurt out something that isn’t well thought out. If you need to ask for clarification on the question, this is also fine. It’s far better to confirm the question and take a moment to think before you answer than to blurt out something that doesn’t make any sense. If you need to buy yourself some time, try taking a sip of water. This will give you a little extra time to formulate your answer in a calm and confident manner. ## Closing thoughts Following these five key tips, you’ll be able to answer interview questions with confidence. Remember that preparation is key, so take some time to research the company and the role before your interview. And don’t forget to use positive body language and make eye contact throughout the conversation. Good luck! **Categories:** Advice, Interviews --- ### [KPMG - UK Jobs Report June](https://cmdrecruitment.com/kpmg-uk-jobs-report-june) **Published:** July 12, 2022 **Author:** Dan Barfoot **Content:** Notable slowdown in permanent placement growth throughout June 2022. Pay pressures eases only slightly as labour supply drops further. Challenges in the market are set to continue, so it’s about working with your recruiter to be top of their list when potential candidates are in the market. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for June 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/07/GB_Jobs_ENG_2207_PANEL.pdf) **Categories:** Interviews --- ### [“What Are You Looking For in Your Next Position?” Answers & Tips](https://cmdrecruitment.com/looking-for-in-your-next-position) **Published:** June 28, 2022 **Author:** paul **Content:** When you are asked, “what are you looking for in your next position?” in an interview, the interviewer is really trying to find out a few things. They want to know if you have long-term career goals and if this position fits into those goals. They also want to know what you find important in a job and if this particular job meets those criteria. Finally, they may be trying to gauge your interest in the company and the position. If you can answer this question successfully, you not only stand a chance of landing the role, but you could also be starting an excellent relationship with a [new employer](https://cmdrecruitment.com "7-Step Recruitment Process to Improve Your Candidate Conversion"). Right from the start, they will know what you need to be supported and what you are looking to gain from working with them. The best employers will take this information on board and use it to help shape your career development plan. Here are some tips on how to answer this question: - Talk about what you want to do next, not what you don’t want to do. For example, saying that you are looking for a “challenging role with opportunities for growth” sounds a lot better than saying that you are looking to “get away from the mundane tasks that I’ve been doing for the past few years.” - Be positive and enthusiastic. This is your chance to really sell yourself, so make sure that your tone is positive and upbeat. - Don’t just list of a bunch of requirements. Yes, you need to state what you are looking for, but don’t just rattle off a list of things like “a salary of £35,000 per year, health benefits, and 4 weeks of vacation time.” Instead, focus on how this position can help you meet your long-term goals. - Be specific. If there are skills and qualifications, you would like to achieve in your next role, mention them. If there are certain responsibilities that you would like to have, talk about them. The more specific you can be, the better. ## Why do employers ask this question? There are a few [reasons employers ask this question](https://cmdrecruitment.com/most-common-tough-interview-questions-and-answers/ "6 of the Most Common and Tough Interview Questions and Answers"). First, they want to see what you are lacking in your current role, as this will help them to understand why you are applying for the role on offer. It also helps them to see if you understand what role is available. It also helps them to understand what you value in an employer and what they can do to support you. For example, if you are looking for an employer who will invest in your development, they will know that they need to provide training and development opportunities. Finally, this question also allows employers to get a feel for your long-term goals. If you have ambitions to move up the career ladder, they will know that they need to offer you a role with progression opportunities. If you are happy to stay in the same position for the foreseeable future, they will know that they don’t need to worry about investing too much time and resources in your development. When answering this question, it is important to remember that the focus should be on the future. This is not the time to dwell on the past or list off all of the things you don’t like about your current role. Keep things positive and forward-thinking. ![examples](https://cmdrecruitment.com/wp-content/uploads/2022/06/examples.png) ## Example answers to this question When you’re looking for your next position, it’s important to keep in mind what you want to gain from the role. - Do you want to challenge yourself? - Learn new things? - Be creative? - Find a good work/life balance? - Move into a different sector? - Gain new qualifications? Whatever it is that you’re looking for, make sure to communicate this to your potential employer. They want to know what you need in order to be happy and successful in the role, so don’t be afraid to be specific. If you can show them that you understand what the role entails and that you have the skills and qualities they are looking for, you’ll be one step closer to landing the job. “I’m looking for a role that will allow me to develop my skills and knowledge. I want to be able to challenge myself and learn new things. I’m also hoping to find an employer who is willing to invest in my development.” “I’m looking for a position that will give me the opportunity to use my creativity. I want to be able to work on projects that inspire me and help me to grow as an individual.” “I’d like a role that offers a good work/life balance. I want to be able to enjoy my free time outside of work, without having to sacrifice my career progression. I feel that I do my best work when I’m able to properly rest and recharge, so a healthier work/life balance will be beneficial for me.” ## What to avoid saying When you’re discussing what you’re looking for in your next role, there are a few things you should avoid saying. First, don’t focus on the negatives of your current situation. For example, avoid saying things like “I need a role that pays more money” or “I want to work fewer hours.” While these may be true, they come across as unprofessional and entitled. Instead, focus on the positive aspects of the role you’re applying for and how it can help you to meet your long-term goals. Second, don’t make any demands of your potential employer. For example, avoid saying things like “I need a pay raise” or “I want to be in charge”. Again, these can come across as negative. Instead, focus on what you can bring to the role and how you can add value to the company. Finally, avoid being vague. It’s important to be specific about what you’re looking for in your next role. This will show that you have thought carefully about the role and that you understand what is required. If you’re unsure of what to say, take a look at the job description and use it as a guide. Think about what they are offering and how it aligns with your long-term goals. By following these tips, you can be sure to give a positive and professional answer when asked, “what are you looking for in your next position?” Remember, this question is your opportunity to sell yourself to potential employers. So make the most of it. **Categories:** Advice, Interviews --- ### [Didn't Land the Job? How to Move On & 10 Reasons Why It Didn't Work Out](https://cmdrecruitment.com/why-did-i-not-get-the-job) **Published:** June 15, 2022 **Author:** paul **Content:** It’s tough when you put so much time and effort into applying for a job, and then don’t get the callback. You might feel like you did everything wrong, or that there’s something wrong with you. But more often than not, there are other factors at play. It’s important not to let a single setback derail your job search. You need to learn how to move on quickly after a rejection so that you don’t take that same negative energy into your next interview. And understanding why you didn’t get the role may help you to achieve this. In this guide, we’ll explore how to easily move on after an interview rejection and what factors may have played a part in not securing the job. ## How to move on after an interview Getting [rejected for a job](https://cmdrecruitment.com/handle-job-rejections-and-benefit-from-it/) is difficult. You might feel like you’re not good enough or that you did something wrong. But it’s important to remember that a rejection is not a reflection of your worth as a person. It’s also crucial to understand that there are many reasons why you might not have landed the role, and most of them have nothing to do with you. If you’ve had your heart set on a role, it can be difficult to walk away, particularly if you feel like you’ve found the perfect job. The first thing to remember is that no job is perfect. There will always be things you don’t like about it, so don’t get caught in the trap of thinking that you’re really missing out. There are plenty of other jobs out there, and you simply need to set your sights on the next opportunity. To help you move on and accept the decision, you should take some time to think about what you didn’t like about the job. Perhaps the commute is a little bit longer than you would prefer, the office was a little outdated, or the team was a little older than your age range. These are all factors that would have made a seemingly perfect role not so perfect after a while. Try to focus on the negatives and start thinking about what you want from your next role. And finally, it’s important to get feedback after your interview. It can be scary [asking for feedback from the interview](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) panel or your recruiter, but it’s vital for your progress. Only by asking for feedback will you be able to understand how you can improve in future. Sometimes, you’ll learn that the only [reason you didn’t get the job](https://cmdrecruitment.com/7-reasons-you-didnt-get-the-job/) is that someone was slightly more qualified than you. This can be a hard pill to swallow, but it does help to make the rejection easier. ![Top 10 reasons candidates don’t get the job](https://cmdrecruitment.com/wp-content/uploads/2022/06/Top-10-reasons-candidates-dont-get-the-job.png) ## Top 10 reasons candidates don’t get the job Now you know how to move on, you can start thinking about why you didn’t get the job and what you can do to improve in your next interview. Here are 10 of the most common reasons that candidates fail to convince hiring managers to give them a chance. ### 1) You didn’t do your research One of the most common reasons for rejection is that candidates simply haven’t done their research. If you don’t know anything about the company or the role, it’s going to be very difficult to convince the interviewer that you’re the right person for the job. Make sure you spend some time researching the company ahead of the interview so that you can show that you want to be employed by this specific company, not just any company. You can look at their website, recent news articles and social media channels to get a better idea of what they are all about. Another mistake that candidates make is not knowing which companies they are competing with. This shows a lack of commercial awareness and engagement with the sector. Make sure you research the competition as well so that you can show why you are the best candidate for the job. ### 2) You’re simply not a good fit [Qualifications and experience](https://cmdrecruitment.com/qualifications-experience-which-one-is-the-winner/) are important, but they’re not everything. Hiring managers are looking for candidates who will be a good cultural fit for their company. This means that you need to fit in with the team. If they are hiring for a tight-knit team, you can expect them to look for someone that will work well with the current dynamic. It might feel unfair to be rejected based on this, but it is the reality for many job roles. There is nothing that you can do to change this, so it’s important to focus on the roles where you are a better fit. If you did land the role – despite not being the ideal fit – you might find that you are looking for a new role in a few months because you are unhappy. Remember that an interview is a two-way conversation. You are trying to convince them that you have the skills required for the role, but they are also trying to convince you that this is the right step in your career. When you go into your next interview, make sure you’re prepared with lots of questions to find out if this is the right role for you. ### 3) Your CV isn’t up to scratch Your CV is your first opportunity to impress a hiring manager, so it needs to be in good shape. If your CV is poorly written or full of typos, you will struggle to show that you have good attention to detail. Your CV could be incredibly impressive, but if you haven’t taken the time to proofread and make sure everything is up to date, you’ll struggle to convince anyone to take a chance on you. Before you start applying for roles again, ask a friend, family member or trusted colleague to look over your CV and look for any obvious errors. You can also ask them to identify ways in which you might be underselling your skills. It can be difficult to write about ourselves, so asking for a second opinion can be invaluable to the process. ### 4) You don’t have enough experience This is a common reason for rejection, especially if you’re applying for jobs that are above your current level. It can be very frustrating to be rejected because of a lack of experience, but it is something that you can work on. Enthusiasm will only get you so far, sometimes, you simply need to demonstrate that you have enough experience to be able to hit the ground running. If you’re struggling to get interviewers to take a chance on you, consider volunteering in a similar sector or completing an internship to gain some relevant experience. You should also keep in touch with the hiring manager so you can keep them in the loop as your experience grows. This is an excellent way to keep a foot in the door so you’ll be at the top of the list when another opportunity crops up. ### 5) Your interview technique needs work Your interview is your chance to shine and demonstrate that you have the skills and qualities that the company is looking for. If you’re not selling yourself properly, it’s unlikely that you’ll be successful. There are a few key things that you need to remember in order to succeed in an interview setting. You need to project confidence, be succinct with your answers, and always give the right amount of detail in your answers. If they ask for specifics, give them specifics. And if you don’t know the answer to a question, simply say you don’t know rather than trying to lie your way through the answers. ### 6) You’re overqualified In some cases, being overqualified can actually work against you. If a company is looking for someone to fill a junior role and you have years of experience, they might think that you’ll get bored quickly and move on as soon as something better comes along. They might also want someone with less experience so they can train them to do things in a particular way. It’s important to show the interviewer how this role fits into your career plans. If you would be taking a step back in your career, explain to them why you are doing this and how the role would help you to fulfil your goals. For example, you might take a more junior role if you are thinking about retraining in a different sector. ### 7) Your references were negative This happens rarely, but it can happen. If you left your previous role on bad terms, your previous employer may have given a bad reference or refused to give a reference. And if your employer didn’t know you were looking for a new role, you may have caught them off-guard and caused them to react negatively to the news. Most hiring managers usually leave this step to the end of the hiring process, but some like to get it out of the way. Before you start your job search, either let your previous employer know that you’re looking for new roles or ask the hiring manager to give you some notice before they reach out for a reference. And if you suspect you’ll get a negative reference, be honest about this in the interview. This will give you a chance to share your side of the story, which might take the sting out of whatever your previous employer says about you. ### 8) You were asking for too much money It’s not always about the money, but let’s be honest, it is a big factor. If you went in too high, they might not be willing to negotiate. This is one of the reasons that working with a specialist recruiter can help. You’ll be able to take a step back from the salary negotiations and leave it to the industry experts. We all like to think we’re worth the highest salary possible, but if you want the job, you might have to be willing to compromise. You may also need to factor in non-salary perks such as health insurance, holiday allowance and bonus schemes. These can all inflate your ### 9) You had the wrong skillset Even if you’re the perfect fit for the company culture, if you don’t have the right skills, they’re not going to hire you. There’s no point in trying to hide your lack of experience or lie about your skillset on your resume. This will only come back to bite you when you’re in the interview. Be honest about your level of experience and what you can and can’t do. If you try to lie in an interview, this can only end badly if you do get the job and then have to reveal that you don’t have the skills you said you had. If you don’t have the required skills, see if there’s a way to upskill yourself so that you’re a better fit for the role. You could undergo additional training, shadow someone in your current role or volunteer to help build your skills. There is always a solution that doesn’t involve stretching the truth. ### 10) They found someone internally This can be the most frustrating reason for being rejected. You may have been the perfect candidate, but if they had someone internally who was also a good fit for the job, they’re going to give them the role. It’s not personal, it’s just business. If this happens, make sure you let the hiring manager know you would be interested in future opportunities. Since they have already gone through the interview process with you, they might be willing to [offer you a job](https://cmdrecruitment.com/a-guide-to-declining-job-offers/) in the future without such an extensive interview process. If you find out that you didn’t get the job because they promoted someone internally, try to take it on the chin and move on. It’s not worth getting upset over something that you can’t control. And remember, there are other opportunities out there. **Categories:** Advice, Interviews --- ### [KPMG - UK Jobs Report May](https://cmdrecruitment.com/kpmg-uk-jobs-report-may-2) **Published:** June 14, 2022 **Author:** Dan Barfoot **Content:** Slower increases in permanent placements and temp billings throughout May. Downturn in candidate supply eases only slightly as pay pressures remain historically sharp Challenges in the market are set to continue, so it’s about working with your recruiter to be top of their list when potential candidates are in the market. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market in 2022. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for May 2022. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/06/GB_Jobs_ENG_2206_PANEL.pdf) **Categories:** Interviews --- ### [KPMG - UK Jobs Report April](https://cmdrecruitment.com/kpmg-uk-jobs-report-april) **Published:** May 17, 2022 **Author:** Dan Barfoot **Content:** Starting salary inflation holds close to record high in April. Labour shortages lead to slower rise in placements as the demand for staff remains robust. Challenges in the market are set to continue, so it’s about working with your recruiter to be top of their list when potential candidates are in the market. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market in 2022. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for April 2022. [Download Full Report ](https://cmdrecruitment.com/wp-content/uploads/2022/05/GB_Jobs_ENG_2205_PANEL.pdf) **Categories:** Interviews --- ### [7 Reasons You Didn’t Get The Job](https://cmdrecruitment.com/7-reasons-you-didnt-get-the-job) **Published:** May 19, 2022 **Author:** paul **Content:** When you first learn that you didn’t land a role you had your heart set on, it can be devastating. When you’ve put in the time to research the company, perfect your CV, and ace the interview, not getting the job can feel like a personal failure. But it’s important to remember that there are often many factors at play in the hiring process, and you shouldn’t take it personally. With that in mind, here are seven popular reasons that you might not have landed a job. ## 1. You didn’t dress appropriately for the interview When you go in for a [job interview](https://cmdrecruitment.com/can-you-multitask-interview-question/), it’s important to make a good impression from the start. One of the easiest ways to do that is to dress appropriately for the company and the position you’re interviewing for. While many employers are taking a more relaxed approach to professional attire, you should still aim to dress a little smarter than the company dress code. For example, if the company dress code is business casual, you might want to wear a suit or dress. ## 2. You were late for the interview Another surefire way to make a bad [impression in an interview](https://cmdrecruitment.com/video-interview-how-to-make-an-impression/) is to be late. Lateness shows that you’re not reliable and don’t respect other people’s time. If it was completely out of your control, the interview panel might let it slide. But if it was down to poor planning, or if you didn’t take [steps to let them know](https://cmdrecruitment.com/knowing-when-you-are-ready-for-the-next-step-in-your-career/) you would be running late, this can give a really bad first impression. ## 3. You didn’t do your research When you go into an interview, the panel will be looking to see if you have the [skills and experience](https://cmdrecruitment.com/why-you-should-let-a-recruiter-help-you-promote-your-skills-and-experience/) that they’re looking for. But they’ll also want to see if you’ve done your research on the company and the role you’re applying for. If you didn’t answer simple questions about the company or your understanding of the role, they would be right to question your commitment. ## 4. You didn’t answer the questions sufficiently In an interview, you’ll usually be asked a range of questions about your skills, experience and motivation. But sometimes, candidates make the mistake of not actually answering the question that’s been asked. This can be because you’re nervous or because you don’t fully understand what’s being asked. If you’re unsure about what is being asked, always [ask the interviewer](https://cmdrecruitment.com/questions-to-ask-at-the-end-of-an-interview/) to clarify, rather than just rambling through an answer. ## 5. You were unprepared In addition to not doing your research, another mistake candidates make is turning up to an interview completely unprepared. This includes things like not having any questions to ask at the end of the interview or not knowing anything about the company’s products or services. If you’re unprepared, it gives the impression that you’re not really all that interested in the role. An interview should always be like a conversation, so if you’re not pulling your weight, they might question if you have the passion to succeed in the role. ## 6. You were negative about your previous experience While it’s completely understandable to be disappointed if you didn’t enjoy your previous job, it’s important to remain positive when talking about it in an interview. If you’re constantly putting down your previous employer or colleagues, it suggests that you might do the same if you were to get the job. No employer wants to hire someone who will be constantly negative and bring down morale. They also don’t want to hire people who cannot take responsibility for their actions. ## 7. You let your nerves get the better of you Nerves are perfectly normal before an interview, but if you let them get the better of you, it can really affect your performance. If you’re so nervous that you’re sweating, fidgeting or stumbling over your words, this can give them the wrong impression. It can make you seem unprofessional, unprepared and not fully committed to getting the job. While it’s impossible to get rid of nerves completely, there are things you can do to help ease them. For example, practising your answers out loud, or doing some relaxation exercises before the interview can help you to get your nerves under control. ## Closing thoughts If you didn’t get the job, don’t panic. It isn’t the end of the world, and there will be more opportunities for you that might be a better fit. The first thing to do after you find out you have been unsuccessful is to ask for feedback on your performance. This should help you determine why they decided you aren’t the right fit. Sometimes it’s simply the case that someone else was more qualified, but sometimes there are things you can work on so that you don’t make the same mistakes again in your next interview. **Categories:** Interviews --- ### [The Perfect LinkedIn Profile - A Checklist](https://cmdrecruitment.com/the-perfect-linkedin-profile-a-checklist) **Published:** April 15, 2022 **Author:** paul **Content:** With close to 800 million members and a growth rate of approximately two new users every second, [LinkedIn statistics](https://kinsta.com/blog/linkedin-statistics/) say the most about the value of being a member. With so much attention and opportunity on LinkedIn it is therefore imperative that you have an excellent profile, especially if you want to make a good impression on a prospective new employer. To help you achieve the ‘perfect profile’ we’ve put together a checklist to make sure you have got everything in your LinkedIn toolkit. ![Add a current profile picture ](https://cmdrecruitment.com/wp-content/uploads/2022/04/Add-a-current-profile-picture-.png) ## **Add a current profile picture** If there is blank space where your photo should be on your profile this is an immediate turn off for companies who may be checking you out on LinkedIn. Research has also shown that members with a photo achieve around seven times more engagement than those that don’t. Not only this, but having an idea of what someone looks like is a good way of building an initial connection virtually. So, make sure you have a professional photo of yourself that is up-to-date. Choose one with a neutral background that doesn’t detract from you and make sure your face is in the centre with no blurriness. Also, utilise your cover photo space to reflect you further. For instance, a picture of your company logo, your team, your products or service – a strong visual that adds another dimension to what you’re all about. ![Include a strong profile headline](https://cmdrecruitment.com/wp-content/uploads/2022/04/Include-a-strong-profile-headline.png) ## **Include a strong profile headline** The headline on your LinkedIn profile sits just under your photo and full name, so it’s very conspicuous, it’s also one of the first things companies will look at. This part of your profile will be noticed on [job applications](https://cmdrecruitment.com/how-to-create-a-video-cv-for-a-job-application/) and is visible in the ‘people you may know’ section too. LinkedIn populates this with your name and [job title](https://cmdrecruitment.com/is-your-cv-job-title-searchable/) by default but you can edit it. In this space, you have 220 characters to make an impact so include more on what you do. For example, if you work in marketing, you can say, ‘I help put companies in the spotlight’. If you work in training and development, highlight that you help industry professionals achieve their career ambitions. Using keywords in your description also helps as LinkedIn uses its own algorithms to help people find each other easily. ![Customise your profile URL](https://cmdrecruitment.com/wp-content/uploads/2022/04/Customise-your-profile-URL.png) ## **Customise your profile URL** Customising your URL on LinkedIn is simple but effective. It provides you with a meaningful link to share, rather than a series of forgettable numbers that the platform automatically assigns to it when you first set up a profile. To edit your URL, head to your profile, and on the top right-hand corner, click ‘Edit public profile and URL’. Choose the pencil icon to edit the existing URL which is again in the top right corner. Type in your preferred words for your URL and save your changes. This now means that you can share a link that more accurately reflects your profile, ideal for making a good first impression with an employer. ![Show your best bits in the best ways](https://cmdrecruitment.com/wp-content/uploads/2022/04/Show-your-best-bits-in-the-best-ways.png) ## **Show your best bits in the best ways** To portray the best version of yourself on LinkedIn, share information about the activities you have taken part in, the courses you’ve been on and the qualifications you have achieved. Although this may feel boastful, it’s important to show what you can do, and there is a right way to do it. For the best effect, build a story behind what it is you have done, how you felt about it and what the end result was, rather than simply stating how pleased you are with yourself. An authentic narrative can really help an audience resonate with you and will show employers your genuine but positive side. Think about your posts in the context of giving value and support to your network, and consider how your activities on LinkedIn will align with the roles you would like in the future. ![Stay active ](https://cmdrecruitment.com/wp-content/uploads/2022/04/Stay-active-.png) ## **Stay active** Creating the perfect profile on LinkedIn also means being active. An extensive and quality list of activities on your profile will look impressive to hiring managers. Liking is good, but sharing and commenting on relevant posts shows greater depth to your knowledge and interest in your industry. Try to add something of value in the comments you make, or when you share something, put your own take on the subject to demonstrate your know-how. Producing your own posts will convey your individuality and you should always include images to further support engagement. Content that works well on LinkedIn are short videos. Clips of around 15 – 20 seconds are effective – they are not too long to turn audiences off and the length gives you enough time to get a message across and attract viewers. Being active on LinkedIn also equates to joining relevant groups, helping you form new connections with whom you can share your expertise and insight. You may not be engaging directly with prospective employers, but they will be able to see the groups you belong to on your profile and understand more about who you are and what you are interested in. ![Write your own articles ](https://cmdrecruitment.com/wp-content/uploads/2022/04/Write-your-own-articles-1-1.png) ## **Write your own articles** Writing and sharing articles on LinkedIn takes your profile to another level. It shows that you really care about the issues linked to your sector or profession and if it’s shareable content, there is no end to the people who can engage with it, further boosting your professional reputation. Those who view your profile will be able to see the articles and appreciate your level of interaction and genuine interest in certain fields. Your own written content can also prompt interesting discussions with colleagues or people in your industry, and it is a valuable means of being indirectly endorsed. ## **In summary** Each connection on LinkedIn has the potential to link you with another 400 people, so the importance of getting your profile as perfect as it can be is crucial. It’s often the first port of call for potential employers looking for specific skills and attributes, or wanting further insight on you, therefore taking your time to perfect it can pay dividends for your career. **Categories:** Advice --- ### [KPMG - UK Jobs Report December](https://cmdrecruitment.com/kpmg-uk-jobs-report-december) **Published:** January 18, 2022 **Author:** Dan Barfoot **Content:** Permanent placements continue to rise at sharper rate in December. Candidate availability falls at the slowest rate for eight months and a substantial upward pressure on starting pay. Here are the latest official recruitment and employment market insights, to keep you up to date with the employment market for 2022. Please click on the link below to find all the latest recruitment stats, data, and survey results from KPMG and REC for December 2021. [Download Full Report](https://cmdrecruitment.com/wp-content/uploads/2022/01/GB_Jobs_ENG_2201_PANEL.pdf) **Categories:** Interviews --- ## Pages ### [Home](https://cmdrecruitment.com/) **Published:** October 11, 2020 **Author:** tdbdev --- ### [Home](https://cmdrecruitment.com/) **Published:** October 11, 2020 **Author:** tdbdev --- ### [Cross Jobs](https://cmdrecruitment.com/cross-jobs) **Published:** June 11, 2026 **Author:** Dan Barfoot **Content:** ## [Production Operative](https://cmdrecruitment.com/job/production-operative-13474) Production Operative Location: DevizesJob Type: Temporary Hours: Full time 39 hours per week – Double Day Shift Pattern Monday–Thursday: 06:00–14:00 / 14:00–22:00 Friday: 06:00–13:00 / 13:00–20:00 (weekly rotation) Immediate start available We are currently recruiting additional Production Operatives to join Cross Manufacturing, a busy automotive manufacturing environment. This is a hands-on role involving operating machinery, handling components, and carrying out visual inspections to ensure products meet quality standards. The role would suit someone who is reliable, detail-focused, and comfortable working in a fast-paced production setting. Full training will be provided. Key Responsibilities: Operating machinery and carrying out basic fault finding where required \[…\] - Devizes, Wiltshire - Posted 2 days ago - Pay: £15.14 - £16.88 [View details](https://cmdrecruitment.com/job/production-operative-13474) ## [Production Operative BATH](https://cmdrecruitment.com/job/production-operative-bath-13327) Production OperativeLocation: Midford, BathPay Rate: £15.14 per hourType: Temp to Perm – following a successful probationary periodHours: Monday to Thursday 07:30–16:30, Friday 07:30–12:30 CMD Recruitment is recruiting on behalf of Cross Manufacturing, a world-leading manufacturer supplying precision-engineered components to the aerospace, automotive and industrial sectors. We are looking for Production Operatives, Manufacturing Operatives and practical, mechanically minded individuals who are looking to develop a long-term career within a skilled production environment. The Opportunity This is a temp-to-perm position, with the opportunity to potentially secure a permanent position with Cross Manufacturing following a successful probationary period. You will receive full training on \[…\] - Bath, Somerset - Posted 1 week ago - Pay: £15.14 - £15.14 [View details](https://cmdrecruitment.com/job/production-operative-bath-13327) --- ### [Cost of bad hire](https://cmdrecruitment.com/cost-of-bad-hire) **Published:** May 28, 2026 **Author:** Dan Barfoot --- ### [Salary Calculator](https://cmdrecruitment.com/salary-calculator) **Published:** April 26, 2021 **Author:** Dan Barfoot --- ### [Wiltshire Jobs](https://cmdrecruitment.com/wiltshire-jobs) **Published:** March 14, 2021 **Author:** Dan Barfoot --- ### [tmp](https://cmdrecruitment.com/tmp) **Published:** April 21, 2026 **Author:** Dan Barfoot --- ### [Employee Compensation Benchmarking Survey](https://cmdrecruitment.com/employee-compensation-benchmarking-survey) **Published:** February 20, 2025 **Author:** Dan Barfoot **Content:** Have you ever wondered how your allowances compare to those of your competitors? Fill out our survey below and you will receive actionable insights on market trends within non-monetary remuneration. "\*" indicates required fields Your name\* Your email address\* What is your starting holiday allowance with the company? Does this holiday allowance increase over time?\* Yes No Prefer not to answer Do you offer the option to buy and sell holiday?\* Yes No Prefer not to answer How long do you give for paternity leave? Do you offer enhanced maternity leave?\* Yes No Prefer not to answer Does your company allow staff to take a sabbatical?\* Yes No Prefer not to answer Do you pay more than the basic sick pay, if yes for how long? Do you offer private medical insurance?\* Yes No Prefer not to answer Do you give staff their birthday off?\* Yes No Prefer not to answer What percentage pension contribution do you offer as an employer Which working pattern do you currently offer?\* Onsite Hybrid Fully Remote Prefer not to answer Do you offer death in service?\* Yes No Prefer not to answer Do your staff get an annual bonus?\* Yes No Prefer not to answer Submit --- ### [Register With Us](https://cmdrecruitment.com/candidates/register-with-us) **Published:** October 27, 2020 **Author:** tdbdev **Content:** Since 2004, CMD Recruitment has been your trusted partner on the path to career excellence. Our unwavering commitment to your success is the cornerstone of everything we do. With a wide-reaching influence across Finance, Tech, HR and other [recruitment sectors](https://cmdrecruitment.com/disciplines/), CMD Recruitment opens doors to opportunities that match your aspirations, skills and career goals. Let’s get started today. ## Candidate Registration First Name Last Name Email Phone Town Your CV (Max 8MB)Max. file size: 8 MB. Uploading a CV will allow us more insight and match you better Video CV (max 8MB)Max. file size: 8 MB. If you would like to send over a short video introducing yourself Additional Notes Submit ## Unlock Your Potential with CMD Recruitment: At CMD Recruitment, we understand that your career journey is unique. Whether you’re stepping into the world of work for the first time or seeking a fresh, rewarding challenge, our dedicated team of [recruitment specialists](https://cmdrecruitment.com/clients/) is here to guide you. We help talented professionals in Wiltshire, Bath and further afield take their next step on the corporate ladder. We specialise in connecting candidates with temporary or contract positions that align with their individual preferences and expertise. ## The CMD Advantage So why register with us? We never do anything by halves – our agency offers a whole host of benefits: - **Tailored Partnerships:** We’re not just a [recruitment agency](https://cmdrecruitment.com/) – we’re your career allies. CMD Recruitment forges lasting relationships, taking the time to understand your ambitions and matching you with roles that fit like a glove. - **Diverse Sectors:** Your dream role could be just a registration away. Our expansive reach spans across sectors such as HR, Accounting, Marketing and Design (and much more) ensuring you have access to a wide array of exciting possibilities. - **Expert Guidance:** Our team of seasoned professionals doesn’t just find you a job – we propel your journey forward. From start to finish, we offer unparalleled guidance, helping you make informed decisions that set you up for long-term success. What’s more, our team of dedicated consultants have taken the time to create a [recruitment blog](https://cmdrecruitment.com/blog/) and other [job seeker resources](https://cmdrecruitment.com/candidate-downloads/), which will help you land your next position. - **Championing Progress:** CMD Recruitment is your partner in growth. Whether you’re seeking a stepping stone or a giant leap, we work tirelessly to secure positions that challenge and reward you, taking your career to new heights. ## Join the CMD Recruitment Family Today Ready to take the next step in your career journey? It starts right here with CMD Recruitment. When you register with us, you gain access to a world of opportunities tailor-made for your success. Let our experience, connections and commitment to your goals drive your career forward. Embrace the power of CMD Recruitment – your catalyst for a brighter, more fulfilling professional future. We’ve optimised our registration process to be designed to make the process as quick and as simple as possible – we’re here to make your life easier, after all. Register with our employment agency today and embark on a transformative journey with CMD Recruitment. Your success story begins here. View our [job vacancies](https://cmdrecruitment.com/jobs/) ## Get Instant Job Alerts You can also sign up for our job alerts where you can fill in your specific requirements and get all our latest vacancies straight to your inbox. If you need to talk about a certain vacancy, pick up the phone and give us a call. --- ### [Candidate Downloads](https://cmdrecruitment.com/candidate-downloads-tmp) **Published:** December 22, 2020 **Author:** tdbdev --- ### [Candidate Area](https://cmdrecruitment.com/candidate-downloads) **Published:** March 9, 2022 **Author:** Dan Barfoot --- ### [Clients](https://cmdrecruitment.com/clients) **Published:** April 1, 2026 **Author:** Dan Barfoot --- ### [Video Interviewing](https://cmdrecruitment.com/videointerviewing) **Published:** December 22, 2020 **Author:** tdbdev --- ### [Technical](https://cmdrecruitment.com/disciplines/technical) **Published:** July 27, 2023 **Author:** Dan Barfoot --- ### [Administration](https://cmdrecruitment.com/disciplines/administration) **Published:** August 3, 2023 **Author:** Dan Barfoot --- ### [The 2026 Wiltshire True Cost of Hire Calculator](https://cmdrecruitment.com/the-2026-wiltshire-true-cost-of-hire-calculator) **Published:** March 31, 2026 **Author:** Dan Barfoot **Content:** # The 2026 Wiltshire True Cost of Hire Calculator Make informed recruitment decisions with our precise tool for Wiltshire business owners. Factor in the 2026 Employer National Insurance changes and local market benchmarks. ![Landing page illustration](https://outgoing-oyster-428.convex.cloud/api/storage/181a54ab-bf82-47d5-91c9-7436a8f647a2)## Navigating the New Recruitment Landscape in Wiltshire Hiring in 2026 requires more than just a glance at a base salary. For local businesses across Swindon, Chippenham, Trowbridge, and Salisbury, the fiscal landscape has shifted significantly. With the introduction of the April 2026 tax updates, the “sticker price” of a new employee is only a fraction of the total investment. At **CMD Recruitment**, we understand that Wiltshire employers need clarity. Between the M4 tech corridor’s rising salary expectations and the new **15% Employer National Insurance rate**, budgeting for growth has never been more complex. The 2026 Wiltshire True Cost of Hire Calculator is designed to bring transparency to your talent acquisition strategy, ensuring your bottom line remains protected while you attract the county’s best talent. £36,400 Wiltshire Median Salary 15% 2026 Employer NI Rate £40,300 Swindon Median Salary 21.3% Tax Burden on Min Wage ## The Statutory Breakdown: What’s Changed for 2026? As of April 2026, the financial obligations for employers have seen their most significant adjustment in years. These are the mandatory figures that our calculator incorporates to ensure your Wiltshire business remains compliant and profitable. ### Employer National Insurance The 2026 rate is now **15% on all earnings above the £5,000 threshold**. This is a vital calculation point for Wiltshire SMEs, as it represents a direct increase in the cost of maintaining a workforce compared to previous years. ### Pension Auto-Enrolment The mandatory **3% employer contribution** remains a core pillar of the true cost of hire. When combined with the new NI rates, the statutory “top-up” on a base salary is higher than ever before. ### The First Year Reality Research indicates that for an employee on an average UK salary of £30,000, the total cost to a Wiltshire business in the first year—including taxes, pension, equipment, and onboarding—can exceed **£63,000**. This highlights the importance of getting the hire right the first time. ![Landing page illustration](https://outgoing-oyster-428.convex.cloud/api/storage/27eb1ed4-5cf2-4679-955f-985a28793cf8)## Beyond the Salary: The “Hidden” Costs of Hiring While taxes and pensions are easy to track, the “soft costs” of recruitment often catch Wiltshire business owners off guard. Our calculator accounts for these variables to provide a holistic view of your investment. ### 1. Management and Internal Time The time spent by your HR team or department managers on recruitment is a significant internal expense. On average, it takes 30–50 hours of management time to shortlist, interview, and onboard a single new hire. In high-productivity hubs like Swindon or Malmesbury, where management rates are higher, this cost can quickly escalate into the thousands. ### 2. Onboarding and Infrastructure Every new desk in your Wiltshire office comes with a price tag. In 2026, this includes: - **Hardware:** Laptops, monitors, and peripherals. - **Software Licenses:** SaaS seats (CRM, Email, Project Management). - **DBS & Compliance:** Essential for sectors like healthcare and education, which are prominent in the Wiltshire region. - **Initial Training:** Specialised courses required to bring the employee up to speed. ### 3. The “Empty Chair” Metric Perhaps the most overlooked cost is the loss of productivity while a role remains vacant. In the UK, it takes an average of 30–48 days to fill a role. For a specialist position in the M4 corridor, the “cost of an empty chair” can range from **£500 to over £2,500 per week** in lost revenue or operational delays. ## Wiltshire Regional Variances The cost of hire isn’t uniform across the county. Local market forces play a huge role in the final calculation. LocationSalary DynamicRecruitment Challenge**Swindon**Higher (Median £40,300)High competition from tech and financial services hubs.**Chippenham / Malmesbury**Moderate to HighInfluence from the M4 Corridor and Dyson’s presence.**Trowbridge / Devizes**Regional MedianHigh demand for manufacturing and administrative talent.**Salisbury**ModerateStrong focus on professional services and tourism-adjacent roles.By using the 2026 Wiltshire True Cost of Hire Calculator, you can adjust your projections based on these local salary benchmarks, ensuring your offer is competitive enough to attract top talent without overextending your budget. ![Landing page illustration](https://outgoing-oyster-428.convex.cloud/api/storage/c8cd70fe-450e-4791-963f-3a512b6741c5)## Why Use a Local Specialist Like CMD Recruitment? With the cost of a “bad hire” for a £35k role now estimated at upwards of **£15,000–£20,000** (including wasted salary and re-recruitment costs), the value of a professional agency is clear. CMD Recruitment specialises in the Wiltshire market, helping local employers mitigate these risks. ### Vetted Wiltshire Talent We tap into a deep local network of candidates in Swindon, Devizes, and beyond, ensuring you only spend time interviewing the best fits. ### Reducing Time-to-Hire Our streamlined processes drastically reduce the “Empty Chair” period, saving your business thousands in lost productivity. ### Compliance Expertise We handle the complexities of 2026 statutory changes and sector-specific vetting, giving you peace of mind. ![Landing page illustration](https://outgoing-oyster-428.convex.cloud/api/storage/d4094fb9-bf3e-4edc-a29b-f124c55b68b6)## Frequently Asked Questions What is the new Employer National Insurance rate for 2026? As of April 2026, the rate is 15% on all employee earnings over the £5,000 annual threshold. Our calculator automatically applies this to your base salary inputs. How does the “Empty Chair” cost impact my business? When a role is vacant, your existing team often faces burnout, and projects are delayed. For revenue-generating roles, this cost is a direct loss of income, often exceeding £1,000 per week. Is it cheaper to recruit in-house or via an agency in Wiltshire? While internal recruitment avoids an upfront fee, it often incurs higher hidden costs through management time and extended vacancy periods. An agency like CMD Recruitment provides a fixed-cost solution that often reduces the overall “true cost” by filling roles faster with better-retained talent. Do I need to calculate pension on the full salary? Under auto-enrolment, the minimum 3% employer contribution is typically calculated on “qualifying earnings,” though some employers choose to pay on the full salary. Our calculator uses standard statutory minimums for a conservative estimate. ## Ready to Scale Your Wiltshire Team? Don’t let the 2026 tax changes catch you by surprise. Let CMD Recruitment help you find the right talent at the right price for your business. Get a personalised recruitment consultation today and see how we can optimise your hiring costs. [Contact CMD Recruitment Today](https://www.cmdrecruitment.com/) © 2026 CMD Recruitment | Professional Staffing Solutions Across Wiltshire ×### Calculate Your True Hiring Costs Want to reduce your cost per hire? Speak to our Wiltshire recruitment experts for a free consultation. [Get in Touch →](https://cmdrecruitment.com/contact/) [Or call: 01225 805080](tel:01225805080) --- ### [Defence & Engineering Careers in Salisbury and Amesbury](https://cmdrecruitment.com/defence-engineering-careers-in-salisbury-and-amesbury) **Published:** March 31, 2026 **Author:** Dan Barfoot **Content:** # Defence & Engineering Careers in Salisbury and Amesbury Expert recruitment services connecting elite engineering talent with the UK’s premier defence cluster in South Wiltshire. ## The Heartland of UK Defence Innovation Salisbury and Amesbury represent more than just historic Wiltshire landmarks; they form the core of the **South Wiltshire Defence Cluster**. In this region, public administration and defence account for nearly 50% of local employment, creating a unique economic landscape driven by high-stakes engineering, research, and development. At CMD Recruitment, we specialise in navigating this complex market. As a professional job agency based in Wiltshire, we understand the specific requirements of the local defence industry—from the necessity of security clearances to the demand for niche engineering specialisms found at Porton Down and MOD Boscombe Down. 50% Local Defence Employment 4,800+ Jobs at Porton Down 2,000+ Specialists at Boscombe Down 25% Max SC Salary Premium ## Key Employment Hubs in Salisbury and Amesbury The defence sector in this region is anchored by several world-class facilities. Whether you are a candidate seeking a new challenge or an employer looking for specialist staff, understanding these hubs is essential. ### Porton Down (Salisbury) Spanning 7,000 acres, Porton Down is a global for science and technology. Home to the **Defence Science and Technology Laboratory (DSTL)** and the UK Health Security Agency, it employs approximately 4,800 people. Careers here often focus on high-level R&D, chemical defence, and life sciences. ### MOD Boscombe Down (Amesbury) Operated by QinetiQ, Boscombe Down is the UK’s primary military aircraft testing and evaluation site. With over 2,000 specialists, including aviation engineers and research scientists, it is the cornerstone of aerospace engineering careers in Amesbury. ### Solstice Park & Helix (Amesbury) Beyond the MOD gates, Solstice Park is a 160-acre strategic hub employing over 2,500 people. It serves as a major for high-tech manufacturing, logistics, and engineering services that support the wider defence supply chain. ## Specialist Roles We Recruit For Defence and engineering careers in Salisbury and Amesbury require a blend of technical expertise and a commitment to national security. CMD Recruitment identifies talent across several critical disciplines: ### Aviation & Aerospace Centered at Boscombe Down, these roles include flight testing, airworthiness certification, and the development of unmanned aerial systems (UAS). We seek mechanical and avionics engineers with a background in complex systems integration. ### Life Sciences & CBRN Porton Down’s unique status creates a demand for specialists in chemical, biological, radiological, and nuclear (CBRN) defence. This includes lab technicians, research scientists, and protective technology engineers. ### Systems & Software Engineering The modern battlefield is digital. We recruit software developers, cyber security experts, and systems engineers capable of building resilient infrastructure for defence contractors and government laboratories. ### Infrastructure & Facilities The vast defence estates in Tidworth, Bulford, and Larkhill require constant maintenance. Working with partners like Aspire Defence Services, we place civil, electrical, and multi-skilled maintenance engineers to manage these sprawling facilities. ## Navigating Security Clearances (SC & DV) One of the most defining features of defence careers in the Salisbury and Amesbury region is the requirement for security vetting. Most roles at Porton Down or Boscombe Down require at least **Security Check (SC)** level, while high-level research and intelligence roles may require **Developed Vetting (DV)**. - **The “Security Clearance Premium”:** Candidates who already hold active SC or DV clearance often command a 10% to 25% salary premium due to the rigorous nature of the vetting process. - **Civilian Opportunities:** You do not need a military background to obtain clearance. We frequently place civilian engineers, project managers, and administrators into cleared environments. - **Vetting Support:** CMD Recruitment provides guidance to both candidates and employers on the clearance process, ensuring all parties understand the residency and background requirements. ## Why Partner with CMD Recruitment? CMD Recruitment is not just another agency; we are a professional job agency based in Wiltshire with deep roots in the local community. Our regional expertise allows us to facilitate successful placements that other national firms might miss. - **Local Networks:** We maintain relationships with key stakeholders across Solstice Park, Porton Science Park, and the wider Wiltshire defence supply chain. - **Industry Insight:** We understand the difference between a mechanical engineer and an ordnance, munitions, and explosives (OME) specialist. - **Comprehensive Solutions:** From graduate and apprentice roles (with starting salaries ranging from £14,350 to £27,000) to executive placements, we cover the full career spectrum. - **Candidate Growth:** We don’t just find you a job; we help you navigate a career path in one of the UK’s most stable and rewarding sectors. ## Frequently Asked Questions What level of security clearance do I need for jobs in Salisbury?Most defence-related roles in Salisbury and Amesbury require SC (Security Check) clearance as a minimum. High-security positions at Porton Down or within intelligence-sensitive projects will require DV (Developed Vetting). We can advise you on whether your current status is sufficient for specific roles. Are there defence engineering roles for civilians?Absolutely. While ex-military personnel bring invaluable experience, there is a massive demand for civilian mechanical, electrical, and software engineers, as well as project managers and lab technicians. Companies like QinetiQ and DSTL actively recruit civilian talent. Where are the main engineering jobs located?The primary hubs are Porton Down (near Salisbury), MOD Boscombe Down (Amesbury), and the various business parks such as Solstice Park. Additionally, many defence sub-contractors are based in the surrounding areas of Tidworth, Bulford, and across the Salisbury Plain. What is the salary outlook for engineering in Wiltshire?Salaries are highly competitive. Beyond the base pay, roles requiring security clearance typically offer a significant premium. Apprentice and graduate schemes are also well-funded, reflecting the region’s commitment to developing future engineering talent. ## Ready to Advance Your Defence Career? Whether you are an engineer looking for your next challenge at Porton Down or an employer at Solstice Park seeking specialist talent, CMD Recruitment is your local partner in South Wiltshire. Contact our Wiltshire team today to discuss current opportunities and the local defence job market. [View Current Opportunities](https://www.cmdrecruitment.com/) ×### Defence & Engineering Careers Explore rewarding roles in Salisbury and Amesbury’s thriving defence sector. Speak to our specialist team. [Get in Touch →](https://cmdrecruitment.com/contact/) [Or call: 01225 805080](tel:01225805080) --- ### [The 2026 Wiltshire Employer Directory: Top 100 Companies to Work For](https://cmdrecruitment.com/the-2026-wiltshire-employer-directory-top-100-companies-to-work-for) **Published:** March 31, 2026 **Author:** Dan Barfoot **Content:** # The 2026 Wiltshire Employer Directory: Top 100 Companies to Work For Your definitive guide to the largest, most innovative, and fastest-growing employers across Wiltshire, from Swindon to Salisbury and beyond. Welcome to the 2026 edition of the Wiltshire Employer Directory. As the leading professional recruitment agency in the region, CMD Recruitment has compiled this comprehensive resource hub to assist job seekers, career changers, and relocating professionals in identifying the premier employment opportunities within the county. Wiltshire’s economy in 2026 is characterized by its resilience and specialised growth. With approximately **231,000 employees on payroll**, the county has moved beyond its traditional roots to become a powerhouse for “knowledge-intensive” industries. Over 25% of local businesses now operate in high-STEM or specialised professional sectors, making Wiltshire one of the most exciting regions for career development in the UK. **Directory Overview:** This curated list includes global brands, public sector hubs, and mid-market leaders who have demonstrated excellence in employee satisfaction, innovation, and sustainable growth. 231,000 Active Employees 20% Professional Services Share 25% Knowledge-Intensive Sectors 129+ Innovation Labs (Dyson) ## 1. Technology, Engineering & Innovation Wiltshire continues to lead the UK in high-end engineering and technical innovation. These companies are the primary drivers for STEM graduates and experienced technical professionals. Malmesbury#### Dyson A global icon of British engineering. With over 129 research labs in Malmesbury, Dyson remains the county’s most prestigious technology employer, focusing on robotics, AI, and sustainable energy. Swindon#### Intel Intel’s presence in Swindon is a cornerstone of the UK’s computing infrastructure. They offer high-level roles in software development, technical sales, and semiconductor solutions. Salisbury#### Naim Audio World-renowned for high-end audio systems, Naim is a premier employer for those passionate about electronics, craftsmanship, and acoustic engineering. Marlborough#### P&M Aviation A leader in light aircraft and microlight manufacturing, representing the “A303 corridor’s” strength in specialised aerospace engineering. ## 2. Financial & Professional Services By 2026, professional services have become the largest growing segment of the Wiltshire workforce, now accounting for 20% of all employment. Swindon (HQ)#### Nationwide Building Society The world’s largest building society, providing thousands of roles in finance, IT, customer service, and digital transformation at its massive Swindon headquarters. Swindon#### Zurich Insurance Operating out of their state-of-the-art Swindon office, Zurich is a top-tier employer for insurance professionals, underwriters, and data analysts. Multi-site#### Goughs Solicitors A leading regional law firm with multiple offices. Known for its strong culture and commitment to work-life balance, it is a key destination for legal talent. Trowbridge#### Halcrow (CH2M/Jacobs) Major consultancy firm providing engineering, finance, and management services to global infrastructure projects. ## 3. Defence, Science & National Security Wiltshire hosts some of the most sensitive and technologically advanced defence facilities in Europe, offering unique careers in national security and R&D. Porton Down#### Dstl The Defence Science and Technology Laboratory (Dstl) is a major recruiter for life sciences, chemical engineering, and cybersecurity specialists. Boscombe Down#### QinetiQ A world-class defence and aerospace testing facility. QinetiQ provides cutting-edge opportunities for pilots, aeronautical engineers, and systems analysts. Amesbury/Salisbury#### Ministry of Defence (MOD) As one of the largest employers in the region, the MOD offers both civilian and military roles across a vast array of logistical, administrative, and technical functions. ## 4. Retail, Logistics & Manufacturing Strategically located along the M4 and A303, Wiltshire is a hub for global logistics and manufacturing, particularly in the automotive and retail sectors. Swindon (HQ)#### WHSmith One of the UK’s most enduring retail brands maintains its corporate headquarters in Swindon, offering roles in buying, merchandising, finance, and e-commerce. Stratton/Swindon#### BMW / Mini The BMW Group’s Swindon plant is a vital part of the global Mini production chain, specialising in high-precision pressing and sub-assembly. South Marston#### Panattoni Transforming the former Honda site, Panattoni has created a massive logistics and industrial park, attracting new global tenants to the region in 2026. Chippenham#### Cotswold Outdoor The leading outdoor retailer manages significant operations from its Wiltshire base, focusing on retail management, logistics, and digital marketing. ## 5. Public Sector & Healthcare Excellence The stability of public sector employment remains a cornerstone of the Wiltshire economy, with massive growth in health and social work projected through 2026. Salisbury#### Salisbury NHS Foundation Trust Employing over 4,000 staff, this is a major regional healthcare hub offering careers in clinical care, administration, and hospital management. Trowbridge/County-wide#### Wiltshire Council The local authority provides a diverse range of roles in urban planning, education, social care, and environmental management. Devizes/County-wide#### Wiltshire Police A significant employer for those in law enforcement, forensics, administrative support, and community engagement. ## Economic Hubs: Where to Work in Wiltshire Wiltshire’s employment landscape is geographically diverse. Depending on your sector, certain towns may offer more opportunities than others: - **Swindon:** The powerhouse for Finance, Tech, and Logistics. Home to Nationwide, Zurich, and Intel. - **Salisbury:** The centre for Healthcare, Defence Science (Porton Down), and Tourism. - **Chippenham & Trowbridge:** Emerging hubs for professional services, law firms, and employee-owned defence consultancies. - **Malmesbury:** High-concentration engineering hub, dominated by the Dyson campus. - **The A303 Corridor (Amesbury/Marlborough):** Strategic growth in land-based industries, agriculture, and high-tech defence. ## The 2026 Workplace: Trends in Wiltshire What does it mean to work for a “Top 100” employer in Wiltshire today? Our 2026 data shows three major trends: ### 1. The Rise of Employee Ownership Many firms, particularly in Chippenham and West Wiltshire, have shifted to employee-owned models. This has led to higher levels of employee engagement and long-term stability. ### 2. Hybrid Flexibility in Professional Services With 20% of the workforce in professional services, Wiltshire employers have pioneered “Rural Hybrid” working—allowing staff to live in the county’s picturesque villages while working for global firms in Swindon or London. ### 3. Green Skills & Sustainability With Dyson’s focus on sustainable energy and the agricultural sector’s transition to green farming, “Green Skills” are now the most sought-after secondary qualification for Wiltshire job seekers. ## Frequently Asked Questions Who is the largest private employer in Wiltshire? While Nationwide Building Society and Dyson are among the largest single-site employers, the Ministry of Defence and Salisbury NHS Foundation Trust remain the largest overall employers by headcount. What are the highest-paying sectors in Wiltshire for 2026? Defence technology, Financial Services (specifically in Swindon), and specialised Engineering roles at firms like Intel and Dyson typically offer the highest salary brackets in the region. Is Swindon still a manufacturing hub? Yes, though it has evolved. While traditional automotive manufacturing remains via BMW, there is a significant shift toward high-tech manufacturing, logistics, and data centers at the new Panattoni development. How do I get a job at Dyson or Porton Down? These organisations have highly competitive recruitment processes. At CMD Recruitment, we recommend focusing on STEM qualifications and often facilitate connections for professional-level roles within these innovation-led hubs. ## Ready to Join a Top Wiltshire Employer? CMD Recruitment specialises in connecting talent with the companies listed in this directory. Whether you’re looking for a role in Swindon, Salisbury, or the rural heart of Wiltshire, our team is here to support your career journey. [Browse Current Wiltshire Vacancies](https://www.cmdrecruitment.com/) Specialising in Professional, Technical, and Public Sector Recruitment across Wiltshire. ×### Looking for Your Next Role? Browse current vacancies with top Wiltshire employers or register your CV with our team today. [Get in Touch →](https://cmdrecruitment.com/contact/) [Or call: 01225 805080](tel:01225805080) --- ### [When Job Boards Don't Deliver Candidates](https://cmdrecruitment.com/when-job-boards-dont-deliver-candidates) **Published:** March 31, 2026 **Author:** Dan Barfoot **Content:** # When Jobs Boards Don’t Deliver Candidates: A Better Way to Hire in Wiltshire Tired of sifting through hundreds of unqualified CVs? Discover how CMD Recruitment connects local businesses with high-quality talent that generic job boards simply can’t reach. ## The Recruitment Challenge in 2025 For many businesses across Wiltshire—from the tech hubs of **Swindon** to the manufacturing estates of **Melksham** and **Westbury**—the traditional method of posting an advert on a major job board is yielding diminishing returns. While these platforms promise massive reach, the reality for hiring managers is often a flood of irrelevant applications, “ghosting,” and a significant waste of internal resources. In 2025, the recruitment landscape has shifted. We are seeing a “quality gap” where, despite high application volumes, **74% of UK employers** report a struggle to find candidates with the right skills and cultural fit. This is precisely **when jobs boards don’t deliver candidates** that meet your specific professional standards. ## 75% Applications are Unqualified ## 70% Passive Talent Pool ## 27% Ghosting Rate Increase ## Why Job Boards Are Falling Short for Wiltshire Businesses The “post and pray” method of recruitment is no longer effective in a competitive market. Here is why your current strategy might be failing you: ### The Quantity Over Quality Trap Major boards use algorithms designed to maximize clicks, not compatibility. This often leads to “application spam,” where candidates apply for dozens of roles with a single click, regardless of their suitability. Research indicates that up to 75% of these applicants lack the core competencies required for the role. ### The Missing 70% The highest-tier talent—the professionals who are currently performing well in their roles—are rarely browsing job boards. This “passive” talent pool makes up approximately 70% of the market. When you rely solely on boards, you are only speaking to the 30% of the market that is actively looking. ### Algorithm Alienation Automated filters often reject excellent candidates because their CV doesn’t contain a specific keyword, while letting through less-qualified individuals who have “optimised” their resumes for AI. This results in your HR team missing out on local gems in the **A350 corridor**. ## Specialised Recruitment for the Wiltshire Region At **CMD Recruitment**, we understand that Wiltshire isn’t just one single market. The recruitment needs of a firm in the **M4/Swindon corridor** differ vastly from a family-run business in **Devizes** or a specialised engineering plant in **Chippenham**. ### Navigating the A350 & M4 Hubs Our team lives and breathes the local economy. We recognize the distinct nuances of hiring within: - **Chippenham & Trowbridge:** Growing sectors in administration, logistics, and professional services. - **Melksham & Westbury:** Strong manufacturing and engineering heritage requiring highly specific technical vetting. - **Swindon:** A high-pressure tech and finance hub where speed and candidate quality are paramount. By focusing on these local clusters, we can tap into regional networks that national job boards simply cannot access. We know where the talent lives, where they want to work, and what local competitors are offering. ## The CMD Recruitment Solution: Beyond the Board When jobs boards don’t deliver candidates, CMD Recruitment steps in with a human-centric, proactive approach. We don’t just wait for people to find your advert; we go out and find the people. ### 1. Vetted, Not Just Filtered Every candidate we present has been interviewed and vetted by our consultants. We look beyond the keywords to assess cultural fit, soft skills, and long-term potential. This drastically reduces the “first-day ghosting” and 12-week turnover rates currently plaguing the industry. ### 2. Accessing the Passive Market We maintain a deep database of local professionals across Wiltshire who trust us to manage their career moves. We approach these “hidden” candidates directly, presenting your opportunity as a strategic career move rather than just another job listing. ### 3. Skills-First Hiring As we move into 2025 and 2026, the trend is shifting toward “skills-first” hiring. We focus on technical competencies and proven track records, ensuring that businesses in sectors like Finance, Engineering, and Healthcare get exactly the expertise they need. ## Sectors We Serve in Wiltshire Our expertise spans a variety of sectors, providing tailored staffing solutions for both permanent and temporary roles: ### Professional & Office Connecting Wiltshire businesses with the administrative and management talent that keeps operations running smoothly. ### Engineering & Technical Specialised recruitment for the region’s robust manufacturing and technical sectors, focusing on hard-to-find skills. ### Finance & Accounting Sourcing qualified professionals for roles ranging from accounts assistants to senior financial controllers. ## Frequently Asked Questions ### Why am I getting hundreds of CVs from job boards but no suitable candidates? This is often due to “application spam” and generic algorithms that favour keyword matching over actual competency. Many candidates apply for roles they aren’t qualified for with a single click. CMD Recruitment eliminates this by manually vetting every candidate before they reach your desk. ### Is working with an agency more expensive than using job boards? While job boards have a lower upfront cost, the “cost of a bad hire” or the time spent by your internal team sifting through irrelevant CVs (averaging 3–5 hours a day) often results in a lower ROI. A specialised agency like CMD provides better long-term value by ensuring quality and retention. ### How do you find candidates that aren’t on the major boards? We utilize headhunting techniques, social media networking, and our extensive proprietary database of local Wiltshire talent. 70% of the best candidates are passive; they only move when a trusted recruiter reaches out with the right opportunity. ### Do you handle temporary staffing as well as permanent roles? Yes. CMD Recruitment specialises in both permanent and temporary staffing solutions, helping Wiltshire businesses stay agile and manage workload fluctuations effectively. ## Our Wiltshire Service Area Based in the heart of the county, CMD Recruitment provides staffing solutions across the entire Wiltshire region. We have a physical presence and deep local knowledge in: **Devizes, Chippenham, Melksham, Trowbridge, Westbury, Swindon, and the surrounding South West areas.** Whether you are a candidate looking for your next career move or a business struggling with local skills shortages, our team is positioned to provide the regional context and connections you need. ## Stop Sifting. Start Hiring. When jobs boards don’t deliver candidates, let CMD Recruitment’s local experts find the talent your business deserves. Contact our Wiltshire team today to discuss your staffing needs or your next career move. [Contact Our Wiltshire Team](https://www.cmdrecruitment.com/) ×### Struggling to Find Candidates? Let our Wiltshire recruitment experts help you find the right talent. Free consultation available. [Get in Touch →](https://cmdrecruitment.com/contact/) [Or call: 01225 805080](tel:01225805080) --- ### [What is Recruitment RPO](https://cmdrecruitment.com/what-is-recruitment-rpo) **Published:** March 31, 2026 **Author:** Dan Barfoot **Content:** # What is Recruitment RPO? Discover how Recruitment Process Outsourcing transforms hiring for Wiltshire businesses, helping you secure top talent in a competitive South West landscape. ## Understanding the RPO Model For many businesses in Wiltshire and across the South West, the traditional recruitment model is no longer enough to keep pace with a rapidly evolving job market. This leads many directors and HR managers to ask: **What is Recruitment RPO?** Recruitment Process Outsourcing (RPO) is a strategic business partnership where an employer transfers all or part of its recruitment processes to an external provider. Unlike a traditional recruitment agency that works on a transactional, “fee-per-hire” basis, an RPO provider acts as a seamless, embedded extension of your internal HR department. At CMD Recruitment, we specialise in providing these tailored staffing solutions, ensuring that businesses in our region aren’t just filling vacancies, but building sustainable talent pipelines that drive long-term growth. ## Why Wiltshire Businesses are Turning to RPO The regional market in the South West presents unique challenges. Local businesses are often competing with larger firms in Bristol, Reading, or even London for the same pool of skilled professionals. **The Reality of the South West Labour Market:** - **67% of businesses** in the South West reported significant difficulties in finding suitable candidates as of 2025. - **68% of regional firms** report a critical skills shortage, particularly in technical roles like engineering and digital analysis. - Management and team leader positions remain some of the hardest roles to fill locally. By leveraging an RPO model, Wiltshire-based companies can move away from reactive hiring. Instead of waiting for a vacancy to appear and then scrambling to find a candidate, RPO allows for proactive talent pipelining and improved employer branding within the local community. ## Recruitment Agency vs. RPO: What’s the Difference? While both involve finding talent, the methodology and outcomes differ significantly: ### Traditional Recruitment Agency **Transactional Focus:** Agencies typically focus on filling specific, one-off roles. Success is measured by the placement of a single candidate. **Fee Structure:** Usually involves a percentage-based fee for every successful hire made. **Ownership:** The agency typically retains ownership of the candidate data and the relationship with the talent pool. ### Recruitment Process Outsourcing (RPO) **Strategic Focus:** RPO focuses on the entire process, including employer branding, recruitment technology (ATS), and long-term workforce planning. **Embedded Model:** The provider works inside your brand, often using your company email addresses and representing your culture directly to candidates. **Data Ownership:** In an RPO agreement, the business typically retains ownership of all candidate data and the talent pool created. ## Types of Recruitment RPO Solutions RPO is not a one-size-fits-all solution. Depending on the size of your Wiltshire business and your specific hiring needs, there are several ways to implement the model: ### 1. Enterprise RPO This is a full-scale, multi-year arrangement where the provider manages every aspect of hiring across the entire organisation. This is ideal for large regional employers who want to standardise their hiring processes and reduce overall recruitment spend. ### 2. Project (On-Demand) RPO Perfect for SMEs or businesses experiencing a sudden growth spurt. This flexible model is used for specific hiring “spikes,” such as opening a new office in Chippenham or launching a new product line in Devizes. It provides enterprise-grade hiring power without a long-term contract. ### 3. Function-Based RPO This involves outsourcing recruitment for a specific department only. For example, a manufacturing firm in Melksham might keep their administrative hiring in-house but use an RPO provider to manage their entire IT or Engineering recruitment division. ## The Benefits of RPO for Local Employers Implementing an RPO strategy through a partner like CMD Recruitment offers several distinct advantages: ### Reduced Cost-Per-Hire By streamlining administration and eliminating expensive “one-off” agency fees, RPO is generally more cost-effective over the long term, particularly for companies hiring more than 10-15 people per year. ### Enhanced Employer Branding We help regional businesses improve their local reputation. This is vital for attracting “passive” candidates—those who aren’t looking at job boards but might be swayed by a compelling brand story. ### Compliance & Risk Management RPO providers handle all legal requirements, including GDPR compliance and Right to Work checks, significantly reducing the liability for your business. ### Advanced Recruitment Tech Access the latest Applicant Tracking Systems (ATS) and data analytics without the massive upfront investment, allowing for data-driven hiring decisions. ## Providing Local Expertise Across Wiltshire CMD Recruitment is deeply rooted in the Wiltshire community. We understand the local geography and the specific talent demographics of each town. Our RPO services are designed to support businesses across the entire region, including: - Devizes - Melksham - Trowbridge - Chippenham - Calne - Salisbury - Swindon - And across the South West Whether you are a tech startup in a rural hub or a large-scale manufacturer in an industrial estate, our local context ensures your recruitment strategy resonates with the people living and working in these areas. ## Frequently Asked Questions About Recruitment RPO Is RPO only for large corporations?No. While it began with large enterprises, “On-demand” or “Project RPO” is now specifically designed for SMEs. It allows smaller businesses to access high-level recruitment expertise to compete with larger firms for the best talent. Will I lose control over who we hire?Not at all. The RPO provider manages the *process* (sourcing, screening, scheduling), but the final hiring decision always remains with your internal hiring managers. Think of the RPO as a filter that ensures only the best candidates reach your desk. How does RPO improve candidate quality?Because RPO providers focus on “pipelining” rather than just “filling positions,” they build relationships with candidates long before a job is even posted. This results in a higher quality of hire and better cultural alignment. Who owns the candidate data in an RPO agreement?Unlike traditional agencies where the agency owns the database, in most RPO agreements, the client (your business) retains ownership of the talent pool and candidate data generated during the partnership. ## Ready to Transform Your Recruitment Strategy? At CMD Recruitment, we are proud to be a professional recruitment agency based in Wiltshire, dedicated to connecting regional businesses with the talent they need to thrive. If you’re struggling with local skills shortages or rising recruitment costs, an RPO solution could be the answer. Contact our team today to discuss how we can tailor our staffing solutions to support your business goals. [Visit CMD Recruitment](https://www.cmdrecruitment.com/) ×### Need Help With Recruitment? Speak to our Wiltshire-based team today for a free, no-obligation consultation. [Get in Touch →](https://cmdrecruitment.com/contact/) [Or call: 01225 805080](tel:01225805080) --- ### [Candidates](https://cmdrecruitment.com/candidates) **Published:** October 11, 2020 **Author:** tdbdev --- ### [Resources](https://cmdrecruitment.com/resources) **Published:** January 21, 2026 **Author:** Dan Barfoot --- ### [FAQ](https://cmdrecruitment.com/about/faq) **Published:** January 4, 2021 **Author:** tdbdev --- ### [2026 Salary Guide](https://cmdrecruitment.com/2026-salary-guide) **Published:** November 25, 2025 **Author:** Dan Barfoot **Content:** --- ### [Defence Recruitment](https://cmdrecruitment.com/defence-recruitment) **Published:** September 22, 2025 **Author:** paul --- ### [Contact Accounts](https://cmdrecruitment.com/contact-accounts) **Published:** April 24, 2025 **Author:** Dan Barfoot --- ### [Salary Survey](https://cmdrecruitment.com/about/salary-survey) **Published:** January 21, 2025 **Author:** Dan Barfoot --- ### [Swindon Landing](https://cmdrecruitment.com/contact/recruitment-agency-swindon) **Published:** October 30, 2022 **Author:** Dan Barfoot --- ### [Disciplines & Sectors](https://cmdrecruitment.com/disciplines) **Published:** July 31, 2023 **Author:** Dan Barfoot --- ### [Finance](https://cmdrecruitment.com/disciplines/finance-recruitment-south-west) **Published:** July 27, 2023 **Author:** Dan Barfoot --- ### [Accountancy](https://cmdrecruitment.com/disciplines/accountancy-recruitment-south-west) **Published:** July 27, 2023 **Author:** Dan Barfoot --- ### [Sales](https://cmdrecruitment.com/disciplines/sales-recruitment-south-west) **Published:** July 28, 2023 **Author:** Dan Barfoot --- ### [Engineering](https://cmdrecruitment.com/disciplines/engineering-recruitment-south-west) **Published:** July 28, 2023 **Author:** Dan Barfoot --- ### [Marketing](https://cmdrecruitment.com/disciplines/marketing-recruitment-south-west) **Published:** July 28, 2023 **Author:** Dan Barfoot --- ### [Featured Candidates](https://cmdrecruitment.com/featured-candidates) **Published:** July 12, 2024 **Author:** Dan Barfoot --- ### [Online Registration Commercial](https://cmdrecruitment.com/online-registration-commercial) **Published:** November 19, 2024 **Author:** Dan Barfoot --- ### [SaaS](https://cmdrecruitment.com/saas) **Published:** September 20, 2024 **Author:** Dan Barfoot --- ### [Contact](https://cmdrecruitment.com/contact) **Published:** October 11, 2020 **Author:** tdbdev **Content:** ## Monthly Newsletter Sign-up Name Email address Choose SectorAccountancy & FinanceSales & MarketingAdmin & Customer ServiceEngineering & IT Let us know the specific sector list you would like to be enrolled to Submit --- ### [IT](https://cmdrecruitment.com/disciplines/it) **Published:** July 28, 2023 **Author:** Dan Barfoot --- ### [Industrial](https://cmdrecruitment.com/disciplines/industrial) **Published:** July 27, 2023 **Author:** Dan Barfoot --- ### [HR](https://cmdrecruitment.com/disciplines/hr) **Published:** August 3, 2023 **Author:** Dan Barfoot --- ### [Driving](https://cmdrecruitment.com/disciplines/driving) **Published:** July 27, 2023 **Author:** Dan Barfoot --- ### [Design](https://cmdrecruitment.com/disciplines/design) **Published:** July 27, 2023 **Author:** Dan Barfoot --- ### [Sales & Marketing](https://cmdrecruitment.com/recruit-sales-marketing-staff) **Published:** July 8, 2024 **Author:** Dan Barfoot --- ### [IT, Technical & Engineering](https://cmdrecruitment.com/recruit-engineering-technical-staff) **Published:** July 23, 2024 **Author:** Dan Barfoot --- ### [Admin & Customer Service](https://cmdrecruitment.com/recruit-admin-customer-service-staff) **Published:** July 23, 2024 **Author:** Dan Barfoot --- ### [Accounting & Finance](https://cmdrecruitment.com/recruit-accounting-finance-staff) **Published:** July 23, 2024 **Author:** Dan Barfoot --- ### [C-Suite Recruitment](https://cmdrecruitment.com/c-suite-recruitment) **Published:** April 23, 2024 **Author:** Dan Barfoot --- ### [Easter Giveaway](https://cmdrecruitment.com/easter-giveaway) **Published:** March 19, 2024 **Author:** Dan Barfoot --- ### [Recruitment Agency in Bath](https://cmdrecruitment.com/contact/bath) **Published:** March 29, 2023 **Author:** paul --- ### [Salary Guide 2024](https://cmdrecruitment.com/salary-guide-2024) **Published:** January 12, 2024 **Author:** Dan Barfoot --- ### [Executive assistant recruitment](https://cmdrecruitment.com/executive-assistant-recruitment) **Published:** November 15, 2021 **Author:** Dan Barfoot --- ### [Our Recruitment Services](https://cmdrecruitment.com/our-recruitment-services) **Published:** December 22, 2020 **Author:** tdbdev --- ### [salary guide](https://cmdrecruitment.com/salary-guide) **Published:** November 23, 2021 **Author:** Dan Barfoot --- ### [Recruitment Agency in Calne](https://cmdrecruitment.com/contact/calne) **Published:** February 23, 2023 **Author:** Dan Barfoot --- ### [Recruitment Agency in Devizes](https://cmdrecruitment.com/contact/devizes) **Published:** February 23, 2023 **Author:** Dan Barfoot --- ### [Recruitment Agency Melksham](https://cmdrecruitment.com/contact/melksham) **Published:** February 23, 2023 **Author:** Dan Barfoot --- ### [Client Contact](https://cmdrecruitment.com/client-contact) **Published:** April 5, 2022 **Author:** Dan Barfoot --- ### [Submit a Vacancy](https://cmdrecruitment.com/submit-a-vacancy) **Published:** January 31, 2021 **Author:** tdbdev **Content:** CMD Recruitment is your gateway to discovering the perfect new addition to your team. In the quest for exceptional talent, this first step is critical. You need to showcase your job opportunity to a pool of top-performing, qualified and skilled candidates. As your dedicated [recruitment agency](https://cmdrecruitment.com/), we can offer you a seamless, results-driven experience to advertise your job vacancy. **Fill out the form below and we’ll be in touch to see exactly how we can help you:** "\*" indicates required fields First name\* Last name\* Company name\* Job title\* Email\* Phone Job DescriptionAccepted file types: pdf, txt, doc, docx, Max. file size: 12 MB. Max 8MB Contract typePermanentTemporaryContract Consent\* I confirm that I have read and agree to CMD Recruitment's [terms](https://cmdrecruitment.com/terms-and-conditions) and [privacy policy](https://cmdrecruitment.com/privacy-policy). Submit ## Why Should You Advertise a Job With CMD Recruitment? You have a lot of choices when it comes to hiring an [employment agency](https://cmdrecruitment.com/about/) – we know this, but we’re confident in our ability and reputation when it comes to excellent recruitment standards. We are committed to building long-term, trusting relationships with our clients, which is why we approach each and every opportunity with dedication and passion. Partnering with CMD Recruitment provides a number of advantages: - **Access to a Diverse Talent Pool:** Tap into our extensive network of talented professionals actively seeking new opportunities, and those open to work for just the right opportunity. - **Expert Exposure:** When you advertise a job with us, your vacancy will receive prime exposure to the right audience. Our skilled [recruitment specialists](https://cmdrecruitment.com/clients/) will ensure your job posting reaches candidates with the precise skills and qualifications you’re looking for. - **Tailored Candidate Matching:** We understand that every role is unique, and so are your specific requirements. Our team meticulously screens and matches candidates, presenting you with a shortlist of the most suitable prospects. - **Save Time and Resources:** Avoid the hassle of sifting through numerous resumes. Let us streamline the process for you, delivering a curated selection of qualified candidates. - **Employer Brand Boost:** Your job vacancy advertisement reflects your company’s brand and culture. Present your organisation as an employer of choice, attracting top talents who resonate with your values. ## We Recruit Across a Range of Sectors Let us know who you need. Our recruitment consultants are skilled and experienced across a range of sectors. We like to call our team of specialists ‘360 Recruiters’ – they can serve any industry, they’re thorough and they provide a full service. Discover what recruitment sectors we serve. ## Don’t Miss Your Ideal Candidate! Advertise a Job With Us Today Join forces with CMD Recruitment and take the first step towards discovering your next star performer. Whether you’re looking for permanent, temporary or interim hires, we can work with you. Submit your job vacancy today, and let us pave the way to your company’s success by helping you [find employees](https://cmdrecruitment.com/client-contact/) that will go above and beyond for your organisation. The perfect candidate is just a click away. [**Contact Us**](https://cmdrecruitment.com/contact/) --- ### [10 Top Tips for writing a stand out CV](https://cmdrecruitment.com/10-top-tips-for-writing-a-stand-out-cv) **Published:** February 6, 2022 **Author:** Dan Barfoot --- ### [How to prepare for an interview](https://cmdrecruitment.com/how-to-prepare-for-an-interview) **Published:** February 6, 2022 **Author:** Dan Barfoot --- ### [How to answer competency-based interview questions](https://cmdrecruitment.com/how-to-answer-competency-based-interview-questions) **Published:** February 6, 2022 **Author:** Dan Barfoot --- ### [Timesheets](https://cmdrecruitment.com/timesheets) **Published:** March 21, 2022 **Author:** Dan Barfoot --- ### [Video CVs](https://cmdrecruitment.com/video-cvs) **Published:** November 9, 2021 **Author:** Dan Barfoot --- ### [How to create a great CV on Video](https://cmdrecruitment.com/how-to-create-a-great-cv-on-video) **Published:** February 6, 2022 **Author:** Dan Barfoot --- ### [About us](https://cmdrecruitment.com/about) **Published:** December 2, 2020 **Author:** tdbdev --- ### [Work with us](https://cmdrecruitment.com/about/work-with-us) **Published:** January 4, 2021 **Author:** tdbdev --- ### [Jobs](https://cmdrecruitment.com/jobs) **Published:** March 21, 2023 **Author:** Dan Barfoot **Content:** ## [Production Operative](https://cmdrecruitment.com/job/production-operative-13474) Production Operative Location: DevizesJob Type: Temporary Hours: Full time 39 hours per week – Double Day Shift Pattern Monday–Thursday: 06:00–14:00 / 14:00–22:00 Friday: 06:00–13:00 / 13:00–20:00 (weekly rotation) Immediate start available We are currently recruiting additional Production Operatives to join Cross Manufacturing, a busy automotive manufacturing environment. This is a hands-on role involving operating machinery, handling components, and carrying out visual inspections to ensure products meet quality standards. The role would suit someone who is reliable, detail-focused, and comfortable working in a fast-paced production setting. Full training will be provided. Key Responsibilities: Operating machinery and carrying out basic fault finding where required \[…\] - Devizes, Wiltshire - Posted 2 days ago - Pay: £15.14 - £16.88 [View details](https://cmdrecruitment.com/job/production-operative-13474) ## [Production Operative BATH](https://cmdrecruitment.com/job/production-operative-bath-13327) Production OperativeLocation: Midford, BathPay Rate: £15.14 per hourType: Temp to Perm – following a successful probationary periodHours: Monday to Thursday 07:30–16:30, Friday 07:30–12:30 CMD Recruitment is recruiting on behalf of Cross Manufacturing, a world-leading manufacturer supplying precision-engineered components to the aerospace, automotive and industrial sectors. We are looking for Production Operatives, Manufacturing Operatives and practical, mechanically minded individuals who are looking to develop a long-term career within a skilled production environment. The Opportunity This is a temp-to-perm position, with the opportunity to potentially secure a permanent position with Cross Manufacturing following a successful probationary period. You will receive full training on \[…\] - Bath, Somerset - Posted 1 week ago - Pay: £15.14 - £15.14 [View details](https://cmdrecruitment.com/job/production-operative-bath-13327) --- ### [Logout](https://cmdrecruitment.com/logout) **Published:** April 20, 2023 **Author:** Dan Barfoot --- ### [Password Reset](https://cmdrecruitment.com/password-reset) **Published:** April 20, 2023 **Author:** Dan Barfoot **Content:** To reset your password, please enter your email address or username below. --- ### [Register](https://cmdrecruitment.com/register) **Published:** April 20, 2023 **Author:** Dan Barfoot **Content:** First Name Last Name E-mail Address Password Confirm Password [ Login ](https://cmdrecruitment.com/login) --- ### [IT Recruitment](https://cmdrecruitment.com/it-and-design) **Published:** December 22, 2020 **Author:** tdbdev --- ### [Chippenham Landing](https://cmdrecruitment.com/contact/chippenham-landing) **Published:** February 23, 2023 **Author:** Dan Barfoot --- ### [Salary Benchmarking and Benefits](https://cmdrecruitment.com/salary-benchmarking-and-benefits) **Published:** November 28, 2022 **Author:** Dan Barfoot --- ### [Future of football](https://cmdrecruitment.com/future-of-football) **Published:** October 13, 2022 **Author:** Dan Barfoot --- ### [Recruitment Agency Chippenham](https://cmdrecruitment.com/contact/recruitment-agency-chippenham) **Published:** October 24, 2021 **Author:** Dan Barfoot --- ### [HR Officer](https://cmdrecruitment.com/hr-officer) **Published:** November 15, 2021 **Author:** Dan Barfoot --- ### [HR Administrator](https://cmdrecruitment.com/hr-administrator) **Published:** November 15, 2021 **Author:** Dan Barfoot --- ### [Executive PA](https://cmdrecruitment.com/executive-pa) **Published:** November 15, 2021 **Author:** Dan Barfoot --- ### [Recruitment Solutions](https://cmdrecruitment.com/recruitment-solutions) **Published:** January 4, 2021 **Author:** tdbdev --- ### [Your Career](https://cmdrecruitment.com/candidates/your-career) **Published:** October 11, 2020 **Author:** tdbdev --- ### [Downloads](https://cmdrecruitment.com/candidates/downloads) **Published:** October 11, 2020 **Author:** tdbdev --- ### [Recruitment Agency in Bath](https://cmdrecruitment.com/contact/bath) **Published:** March 29, 2023 **Author:** paul --- ## Jobs ### [Production Technician](https://cmdrecruitment.com/job/production-technician-13463) **Published:** August 26, 2026 **Author:** Dan Barfoot **Content:** **Production Technician** **Location: Melksham, Wiltshire Salary: £27,000 – £29,000 per annum Job Type: Full-Time | Permanent** Are you an experienced Production Technician with a background in electronics or assembly? We’re currently partnering with a well-established and growing manufacturing business in Melksham, who are looking to expand their production team with skilled technicians. This is a fantastic opportunity to join a company with a strong order book in 2026, a great team environment, and a reputation for high-quality, specialist electronic products. **What You’ll Be Doing:** - Assembling and manufacturing electronic products to specification - Working with soldering irons, handheld crimp tools, and heat-shrink materials - Reading and interpreting technical drawings and wiring diagrams - Following build procedures and adhering to health & safety standards - Collaborating with the test team on inspections and in-process testing - Highlighting and reporting any build issues to the Production Supervisor **What We’re Looking For:** - Previous experience in electronics manufacturing or production assembly - Confident with hand tools, soldering, and crimping - Able to follow technical instructions and engineering drawings - A qualification in Electronics or Engineering is advantageous but not essential - Strong attention to detail and a positive, team-focused attitude **What’s On Offer:** - Salary between £27,000 – £29,000 (depending on experience) - 28 days holiday - Company pension scheme - Free on-site parking - Day shift hours (Monday–Friday, with flexible start/finish options) - Clean, modern production environment - Immediate interviews available --- ### [Customer Account Manager](https://cmdrecruitment.com/job/customer-account-manager-13454) **Published:** August 14, 2026 **Author:** Dan Barfoot **Content:** **Customer Account Manager** **£30,000 per annum + benefits Permanent** **Westbury, Wilshire** Are you passionate about delivering outstanding customer service and building long-term client relationships? We’re recruiting on behalf of a well-established and growing manufacturing business looking for a Customer Account Manager to join their friendly and supportive team. This is an excellent opportunity for someone with strong customer service, account management or sales support experience who enjoys being the key point of contact for customers. Working closely with the external sales team, you’ll manage a portfolio of existing customer accounts, ensuring orders are processed efficiently, stock requirements are met, and customers receive an exceptional level of service throughout their journey. **Key Responsibilities** - Managing a portfolio of existing customer accounts. - Building strong relationships and acting as the main point of contact for customers. - Processing customer orders accurately and efficiently. - Managing stock levels, call-offs and stock reports. - Liaising with internal departments to ensure customer requirements are met. - Providing proactive customer support and resolving any queries professionally. **About You** - Previous experience within customer service, account management, sales support or a similar office-based role. - Excellent communication and relationship-building skills. - Strong organisational skills with exceptional attention to detail. - The ability to manage multiple priorities and work to deadlines. - Confidence working both independently and as part of a team. - Good IT skills, including Microsoft Word and Excel. **What’s in it for you?** - Annual salary of £30,000 salary. - 34.5-hour working week with an early finish on Fridays. - Structured training and ongoing support. - Company pension scheme. - 25 days’ annual leave plus Bank Holidays. - The opportunity to join a successful business where customer service is at the heart of everything they do. If you’re an organised, customer-focused professional who enjoys building lasting relationships and working in a fast-paced environment, we’d love to hear from you. *Successful candidates will be contacted within 7 working days of application. If you do not hear from us within this time, please assume that your application has been unsuccessful.* --- ### [EHS Advisor](https://cmdrecruitment.com/job/ehs-advisor-13455) **Published:** August 17, 2026 **Author:** Dan Barfoot **Content:** **EHS Advisor** **Full Time Hours** **12 Month Temporary Contract** **Melksham** **Up to £45,000** *Are you NEBOSH qualified and immediately available?* *Interested in a 12 month temporary contract within a well established business?* Based in Melksham, you will be responsible for assisting in the maintenance and continual improvement of the Health, Safety and Environmental management system for all facilities and at customer depots across the UK employing their staff. **Responsibilities will include; –** • Assist the UK EHS Manager in providing technical expertise, strategic leadership and support to drive the EHS management systems. • Develop and present regular EHS ‘briefings’ to team members after legal updates, accident investigation information and recognised improvements. • Provide EHS advice for the team, assisting and advising local teams as required. • Conduct periodic inspections, audits, safety tours and behavioral observations at facilities and customer depots, formally documenting findings, identifying trends and driving timely completion of improvements. • Ensure legal compliance is maintained at service depots including industry standards and specific site requirements. • Provide suitable Health, Safety and Environmental awareness to employees. • Assist the UK EHS Manager in driving continual improvement initiatives throughout the business and developing subsequent action plans to align with the overall strategy. • Support the UK EHS Manager in preparing management system reviews, inputs include KPI performance, audit results, legal compliance status, customer feedback and improvement activities. • To create and maintain Safety, Health & Environmental Management Improvement plans in conjunction with group directives to ensure legal compliance. • Empowered to halt dangerous practices where there is imminent risk of injury or damage. • Facilitate the reporting, investigation and root cause analysis of all near misses, accidents, environmental incidents and dangerous occurrences, ensuring corrective and preventive actions are implemented and verified. **Candidate Specification; –** • NEBOSH H&S Certificate or equivalent is essential (NEBOSH Diploma desirable) • Full UK driving license essential • Understanding of ISO14001 and 45001 standards • Trained internal auditor for ISO45001 & ISO14001 • Knowledge of CDM Regulations 2015 advantageous • Proficient in Microsoft software systems including Excel, PowerPoint, Word, Teams and Share point. *Thanks for your application! Successful candidates will be contacted within 7 working days of their applications.* *Should you not hear from us within this time, please assume that your application was unsuccessful on this occasion.* --- ### [Office Administrator](https://cmdrecruitment.com/job/office-administrator-13460) **Published:** August 18, 2026 **Author:** Dan Barfoot **Content:** **Office Administrator Permanent Full Time Monday – Friday 9.00 am – 5.00 pm** **Up to £28,000pa** **Chippenham** Are you an organised, proactive and customer-focused administrator looking to join a busy and fast-paced property business? We’re recruiting for an Office Administrator to play a key role in supporting the day-to-day operations within a busy team. Working closely with landlords, tenants, contractors and colleagues, you’ll be responsible for coordinating property administration, managing tenancy processes and ensuring exceptional customer service throughout the rental lifecycle. **The Role** As Office Administrator, you’ll act as a central point of contact for landlords, tenants, contractors and prospective tenants, supporting the lettings and property management process from initial enquiry through to tenancy completion. You’ll ensure all documentation, compliance requirements and communications are managed efficiently, helping deliver a seamless experience for clients and tenants alike. **Key Responsibilities** - Coordinate and manage property viewings, including booking appointments, confirming attendance and providing feedback to landlords. - Process tenant applications and references, ensuring all documentation is received, reviewed and progressed efficiently. - Prepare and issue tenancy agreements and supporting tenancy documentation. - Liaise regularly with landlords, providing updates on marketing activity, viewings, tenancy progression and property matters. - Coordinate move-in arrangements, including inventories, compliance certificates, key management and tenant move-in packs. - Arrange and carry out routine property inspections, preparing reports and communicating findings to landlords and tenants. - Manage tenancy notices, property re-marketing activities and the administration of new tenancy enquiries. - Coordinate tenancy check-outs, key returns, utility notifications, deposit release documentation and tenancy file archiving. - Log, monitor and coordinate maintenance requests, liaising with landlords, tenants and contractors to ensure works are completed efficiently. - Process contractor invoices and maintain accurate records of maintenance activity. - Maintain property files, tenancy records and compliance documentation, ensuring information is accurate and up to date. - Answer incoming telephone calls, respond to email enquiries and provide a professional first point of contact for visitors to the office. - Book market appraisal appointments and provide general administrative support across the business. - Manage office systems, key logs and document filing processes to ensure smooth day-to-day operations. As this role will include property inspections and property viewings in the local area you MUST have a full UK driving licence. **Skills & Experience** - Previous experience within an administration, property, lettings or customer service environment - Excellent organisational and time management skills with the ability to manage multiple priorities. - Strong attention to detail and a high level of accuracy when handling documentation. - Confident communicator with excellent customer service and relationship-building skills. - Proficient in Microsoft Office and able to learn new systems quickly. - Ability to work effectively both independently and as part of a team. - Professional, proactive and adaptable approach to work. If you’re looking for a varied and rewarding role where you can play an integral part in supporting landlords, tenants and property management operations, we’d love to hear from you. Due to the volume of applications received, only candidates selected for interview will be contacted. --- ### [Permanent Telehandler Operative](https://cmdrecruitment.com/job/temporary-telehandler-operative-13410) **Published:** August 19, 2026 **Author:** Dan Barfoot **Content:** **Telehandler Operative** **Amesbury, Wiltshire** **£15.00 per hour** **Permanent and Full Time.** **Pay & Hours** - **£15.00 per hour** - **Monday to Friday** - **7:00am – 4:30pm** - **30-minute unpaid lunch break** Are you an experienced **Telehandler Operative** looking for full time and permanent position working with a well-established company in Amesbury? We are recruiting on behalf of our client for a reliable and safety-conscious **Telehandler Operative** to provide cover during planned periods throughout the year. This is an excellent opportunity for someone seeking temporary assignments with competitive pay. **The Role** Working on a busy site, you will be responsible for operating a **9-metre reach telehandler**, safely moving materials and supporting site operations while maintaining high standards of health and safety. **Responsibilities** - Operating a **9m reach telehandler** safely and efficiently. - Loading, unloading and moving materials around site. - Supporting warehouse and site operations as required. - Carrying out daily vehicle safety checks. - Working in line with all site health and safety procedures. - Assisting the wider team when required. **About You** - Valid **Telehandler (CPCS or NPORS) licence**. - Previous experience operating a telehandler, ideally with a **9m reach**. - A strong commitment to health and safety. - Reliable, punctual and able to work independently. - Own transport is desirable due to the location. **Apply today with your CV or contact us for more information.** If you are interested in this opportunity and have strong professional communication skills, please do not hesitate to contact Dan Pyle at CMD Recruitment on 01380 738300 and email your CV to [dan\_pyle@cmdrecruitment.com](mailto:dan_pyle@cmdrecruitment.com) --- ### [Electro/Mechanical Assembler](https://cmdrecruitment.com/job/electro-mechanical-assembler-13459) **Published:** August 19, 2026 **Author:** Dan Barfoot **Content:** **Electro-Mechanical Assembler** **Location: Melksham** **Pay Rate: £14.40 per hour** **Contract: Ongoing Temporary** **Hours: Monday–Thursday 07:00–15:30 | Friday 07:00–12:00** Are you a hands-on assembler with good mechanical skills and some experience working with basic electrical or electronic components? We are recruiting for an Electro-Mechanical Assembler to join a global engineering business in Melksham, supporting the assembly and testing of safety-critical products used within the rail industry. This is a great opportunity for someone who enjoys practical, hands-on work and is confident using hand tools, mechanical assembly equipment and basic electrical/electronic components. **The Role** Working as part of a skilled production team, you will be responsible for assembling, wiring and testing products to detailed instructions and quality standards. **Your duties will include:** - Mechanical assembly of components and sub-assemblies. - Using a range of hand tools to complete assembly work. - Basic electrical and electronic assembly, including wiring and connections. - Following assembly instructions, drawings and technical specifications. - Fitting and replacing mechanical and electrical components. - Identifying and replacing faulty or damaged parts. - Carrying out basic fault finding and product testing. - Using ATE equipment to test completed products. - Checking completed work to ensure it meets quality and specification requirements. - Maintaining accurate production records and documentation. - Working safely and maintaining a clean and organised work area. **About You** We’re looking for practical, hands-on candidates who are comfortable working across both mechanical and basic electrical/electronic assembly. **You may have experience as a:** - Electro-Mechanical Assembler - Mechanical Assembler - Electrical Assembler - Production Technician - Panel Wirer - Test Technician - PCB Technician - Engineering Technician - Manufacturing Operative with electrical experience **Ideally, you will have:** - Previous experience in an assembly, manufacturing or engineering environment. - Good practical skills and confidence using a range of hand tools. - Experience with basic electrical wiring, connections or electronic components. - The ability to read and follow engineering drawings or assembly instructions. - Good attention to detail and a quality-focused approach. - Experience carrying out basic testing or fault finding. - Soldering experience would be advantageous, particularly IPC-A-610, but is not essential for the right candidate. - A willingness to learn new products and processes. The key requirement is a practical, hands-on approach with the ability to work across both mechanical assembly and basic electrical/electronic tasks. **The Opportunity** - £14.40 per hour - Ongoing temporary contract - Early finish every Friday - Immediate start available - Opportunity to work within a global engineering and manufacturing business - Potential for longer-term opportunities for the right candidate If you have a mechanical assembly background and some electrical/electronic experience, we’d be keen to hear from you. --- ### [Temporary Stores Operative](https://cmdrecruitment.com/job/temp-stores-operative-13401) **Published:** August 20, 2026 **Author:** Dan Barfoot **Content:** **Temporary Stores Operative** **Calne, Wiltshire** **£12.71 per hour** **Temporary ongoing** **The working hours are 09:00 – 17:00 Monday to Thursday and 08:00 – 14:00 on Fridays.** Are you a reliable, hands-on individual looking for a Stores Operative within a busy manufacturing environment? We are recruiting on behalf of a well-established manufacturer in Calne for a Stores Operative to join their friendly and supportive team. This is an excellent opportunity for someone who enjoys a varied role, takes pride in being organised, and is happy carrying out manual handling duties while supporting the smooth running of the stores department. Initially offered on a temporary basis, there is the potential for the role to become permanent for the right person. **Key Responsibilities** - Picking and packing components accurately. - Preparing customer orders for dispatch. - Carrying out manual handling and lifting duties safely. - Booking stock in and out using the company’s computer system. - Updating orders and pick sheets. - Printing labels and delivery documentation. - Liaising professionally with customers and colleagues. - Maintaining a clean, organised and efficient stores area. - Supporting the wider production team when required. **The successful candidate will:** - Be reliable with excellent timekeeping and attendance. - Have previous experience within a stores, warehouse or logistics environment. - Be comfortable with manual handling and lifting. - Be PC literate and confident using computer systems. - Have good attention to detail and accuracy. - Be organised with the ability to prioritise workloads. - Enjoy working as part of a team whilst also being able to work independently. - Have a positive, proactive attitude and a strong work ethic. If you’re dependable, motivated and looking for your next opportunity within a busy manufacturing business, I would like to hear from you. If you are interested in this opportunity and would like to discuss further, please do not hesitate to contact Dan Pyle at CMD Recruitment on 01380 738300 and email your CV to [dan\_pyle@cmdrecruitment.com](mailto:dan_pyle@cmdrecruitment.com) --- ### [Assembler](https://cmdrecruitment.com/job/assembler-13462) **Published:** August 20, 2026 **Author:** Dan Barfoot **Content:** **Job Title: Mechanical Assembler** **Location: Calne Pay rate: £14.40 p/h** **Type: Ongoing Contract** **Working pattern – Monday to Friday DAYS** Our client, are a leading engineering company who manufacture/refurbish engineering parts for the rail industry supplying a global client base. Due to an increase in the workload they are now looking to recruit additional Mechanical Assemblers to join their business unit in Calne. **Responsibilities:** - The dismantling and assembling of large mechanical units. - Using a variety of hands tools to aid the dismantling of the units. - Replacement of faulty parts - Testing of refurbished units - Cleaning and improving areas of the site **Skills/Experience required:** - Experience within an Engineering environment. - Mechanical assembly skills - Manual dexterity to handle tools and components. - Excellent teamwork and communication skills. This position will see you working a 37-hour week on days 07:00 – 15:30 Monday Thursday and 07:00 – 12:00 Friday. This role will offer an immediate start for the right candidate. --- ### [Customer Service Administrator](https://cmdrecruitment.com/job/customer-service-administrator-13414) **Published:** August 21, 2026 **Author:** Dan Barfoot **Content:** **Customer Service Administrator** **£26,040 per annum + benefits Westbury, Wiltshire** **Permanent** Our client, a successful and growing international business based in Westbury, is looking for a Customer Service Administrator to join their friendly and busy team. This role offers a hybrid working pattern, with three days in the office (Tuesday–Thursday) and two days working from home (Monday and Friday). **The Role: Supporting the Client Services team, you will help ensure a high level of customer satisfaction while providing administrative support across the department. Key duties include: - Answering incoming calls and responding to customer emails - Logging and managing customer returns - Producing regular client reports - Managing shipping exceptions and updating customers - Updating client information and documentation - Taking notes during internal meetings - Providing general admin support to the commercial team **About You** - Previous customer service or administrative experience - Strong communication and organisational skills - Good IT skills, including Microsoft Excel - High attention to detail - Able to manage multiple tasks and prioritise workload If you’re looking for a varied role within a supportive team environment, we’d love to hear from you. **Hours:** Monday to Thursday 9am – 5pm and Friday 9am – 4pm **Location:** Westbury with hybrid working (with 3 days a week in the office) Successful candidates will be contacted within 7 working days of application. If you do not hear from us within this time, please assume that your application has been unsuccessful. --- ### [Draughtsperson](https://cmdrecruitment.com/job/draughtsperson-13449) **Published:** August 21, 2026 **Author:** Dan Barfoot **Content:** **Draughtsperson** **£30,000 – £35,000 per annum** **Permanent** **Frome, Wiltshire** Are you an experienced Draughtsperson looking for a new opportunity where you can develop your skills and work on a variety of interesting projects? We are currently recruiting for a Draughtsperson to join an established and supportive team. This is a varied role, offering the opportunity to work across a range of projects while developing your technical knowledge and experience. You will be responsible for producing accurate and detailed drawings and models, working closely with colleagues and a range of external professionals. This role could also be an excellent opportunity for a Structural Technician looking to broaden their experience and work across a wider range of projects. Key responsibilities will include: - Producing detailed 2D and 3D CAD drawings and models - Carrying out site surveys - Liaising with clients, architects, engineers and other professionals - Working collaboratively with colleagues to ensure projects are delivered accurately, on time, and within budget - Maintaining high standards of quality and attention to detail throughout the design process The successful candidate will ideally have: - Previous experience working as a Draughtsperson - Experience within structural steelwork and/or cladding - An engineering background - Excellent attention to detail and a methodical approach - Strong organisational and time management skills - A reliable and conscientious attitude - A genuine interest in engineering and technical design **What’s on Offer?** - £30,000 – £35,000 per annum, depending on experience - Monday to Friday 8.30am – 5pm - Generous holiday allowance - Profit share scheme - Company pension - Career development and progression opportunities - Varied and interesting projects - Supportive working environment *Successful candidates will be contacted within 7 working days of application. If you do not hear from us within this time, please assume that your application has been unsuccessful.* --- ### [Server and Storage Field Engineer](https://cmdrecruitment.com/job/server-and-storage-field-engineer-13370) **Published:** August 24, 2026 **Author:** Dan Barfoot **Content:** **Senior Field Engineer – Server, Networking and Storage experience** **South East London and surrounding areas** **Full-time** **Permanent** **Up to £40,000pa (depending on experience) + £5000 Car Allowance** Our client, who are a channel-only partner for IT third-party maintenance, are looking for a Senior Engineer to join their team. **Role and responsibilities:** - Triaging and resolving customers Server, Storage & Network issues - Take ownership of customer issues and problems that could impact their contractual Service Level Agreement. - To receive, investigate, and respond to technical assistance requests - To be responsible for general fault maintenance calls and the arrangements for parts to be ordered where required - To deal with general support - To be involved with pre-sales technicalities - To participate on regional 24/7 out of Hours Rota where required in line with business needs - To act as ‘cover’ engineer on Out of Hours when/if - To identify complex problems and review related information to develop and evaluate options and implement solutions - To work closely with others within the Service Operations including Service Delivery, The Service Desk, Logistics, and Purchasing in order to ensure high customer service levels are provided at all times. - To maintain accurate information through internal systems and documentation and recording customer updates as and when required. - To maintain up to date technical knowledge and expertise in accordance with industry **Experience:** - Experience in: Server, Storage & Network devices. - Experience with manufacturers such as: IBM, SUN, Cisco, Dell, HP, NetApp, Fujitsu, EMC, and Hitachi are desirable. - Previous experience of working within the IT Maintenance Services Industry. - Experience of providing support to external customers, and IT System Engineers with the ability to provide a professional and reliable service at all times. - Must have strong written and verbal communication skills - Strong organisational skills. - Must be flexible to work outside of core business hours where business needs require. - Ability to plan and prioritise your own workload **This is a full-time permanent position Monday – Friday with an on call rota (approx) 1 week in 5** A driving licence is essential for this role The areas covered will include South East London and other surrounding areas. Approximately 1 – 2 calls per day. *Successful candidates will be contacted within 7 working days of their applications, should you not hear from us within this time, please assume that your application was unsuccessful.* --- ### [Service Desk Receptionist](https://cmdrecruitment.com/job/service-desk-receptionist-13397) **Published:** August 14, 2026 **Author:** Dan Barfoot **Content:** **Service Desk Receptionist** **£28,000pa – £32,500pa depending on experience** **Melksham** **Full-time, Permanent** Are you an experienced **Receptionist, Customer Service Advisor, Service Advisor, or Administrator** looking for your next opportunity? Do you have excellent communication skills, a strong eye for detail, and the ability to manage multiple priorities in a busy customer-facing environment? If YES, we would love to hear from you! My client is looking for a **Service Desk Receptionist** to join their team in Melksham. This is a varied customer-facing role where you will act as the first point of contact for customers, supporting the smooth running of the service department and working closely with workshop and technical teams. **Responsibilities** - Welcome customers and provide a professional and friendly first point of contact both face-to-face and over the phone - Manage customer enquiries, appointments and bookings - Coordinate with technicians and workshop colleagues to obtain updates on vehicle progress and communicate these to customers - Keep customers informed of any changes, delays, additional work, or costs throughout the service process - Ensure vehicles are prepared for collection and customers are notified promptly when work is complete - Prepare and process job cards, quotations, invoices, payments, and other service-related documentation - Maintain accurate and up-to-date customer records using internal systems - Order parts and monitor stock levels - Manage service, MOT, and maintenance reminders to encourage customer retention and repeat business - Handle customer complaints professionally **Person Specification** - Previous experience within a **Receptionist, Customer Service, Service Advisor, Administrator, or similar customer-facing role** is essential - Excellent verbal and written communication skills with a professional and approachable manner - Strong organisational skills with the ability to manage multiple tasks and priorities effectively - Confident dealing with customers and able to remain calm and professional in a busy environment - Good attention to detail, particularly when handling customer information, payments, quotations, and documentation - Good IT skills with the ability to learn and confidently use new booking and customer management systems - A proactive and customer-focused approach with a genuine desire to provide a high standard of service - Commercial awareness with the confidence to identify appropriate opportunities to promote additional services - Strong problem-solving skills and the ability to work effectively as part of a wider team - Flexible and adaptable approach to changing priorities and customer requirements **Working hours are Monday – Friday 8.15am – 5.45pm** Successful candidates will be contacted within 7 working days of their application. Should you not hear from us within this timeframe, please assume your application has been unsuccessful. --- ### [Waste Collection LGV Drivers](https://cmdrecruitment.com/job/waste-collection-lgv-drivers-9785) **Published:** August 27, 2026 **Author:** Dan Barfoot **Content:** **Waste Collection LGV Driver/Loader** **£15.50 per hour** **Salisbury** **Temporary/ Ongoing** Join our client’s collection team as a Class 2 LGV Driver in Salisbury on a temporary/Ongoing basis. You must be physically fit to carry out manual handling activities and have a clean Class 2 license CPC and Tacho Card As a Waste Collection LGV Driver/Loader you’ll be responsible for driving the recycling vehicle, carrying out vehicle safety checks, and working with the collection team to ensure all kerbside collections are made on schedule. You may also assist loaders with waste removal and must be able to interact with customers and the public. Ideal candidates will have relevant experience, be conscientious team player, and have good communication and administrative skills. Experience in waste transport or recycling operations is a plus. A driving assessment is part of the recruitment process. Training, and a health and safety induction will be provided. Work hours are Monday to Thursday 6:45am to 3:15pm and Friday 6:45am to 2:45pm, with a requirement to work on Bank Holidays. Apply now if you’re ready for your next driving role. --- ### [Quarry Operative - Cerney Wick](https://cmdrecruitment.com/job/quarry-operative-cerney-wick-13464) **Published:** August 27, 2026 **Author:** Dan Barfoot **Content:** **Quarry Operative** **Location:** Cerney Wick, Wiltshire **Salary:** £32,700.88 per annum **Hours:** 45 hours per week, Monday – Friday, 07:00–17:00 **Contract:** Full-Time | Permanent **The Opportunity** We are currently recruiting for an experienced Quarry Operative to join a busy and established quarrying operation in Cerney Wick. This is a fantastic permanent opportunity for someone with hands-on experience operating mobile plant within a quarry, aggregates, construction or similar environment. You will be responsible for the safe and efficient operation of fixed and mobile plant, as well as supporting general maintenance and site operations. **Key Responsibilities** **As a Quarry Operative, your duties will include:** - Operating fixed and mobile plant safely and efficiently as instructed by the Quarry Manager. - Operating mobile plant including dumpers, loading shovels and 360 excavators. - Carrying out basic repair and maintenance work on fixed and mobile plant. - Completing routine checks and reporting any faults or issues promptly. - Ensuring all work is carried out in accordance with site safety procedures. - Providing cover for the Foreman or Weighbridge Operator when required. - Supporting the wider quarry team with general site duties. - Working across other local quarry sites when required. **About You** **The successful candidate will ideally have:** **Essential:** - Previous experience operating mobile plant in a quarry, aggregates, construction or similar environment. - Experience operating dumpers, loading shovels and 360 excavators. - Current and relevant certified plant operator tickets. - A strong understanding of safe working practices. - A reliable, practical and hands-on approach to work. **Desirable:** - NVQ/QCF Level 2 in Specialist Plant and Machinery Operations (SPMO). - Mechanical knowledge of mobile plant. - Awareness and understanding of relevant quarrying regulations. - Experience carrying out basic plant maintenance and repairs. **Salary & Benefits** - £32,700.88 per annum - 45 hours per week - Monday–Friday, 07:00–17:00 - Time and a half for Monday–Saturday overtime - Double time for Sundays and Bank Holidays - Full-time, permanent employment - Healthcare Cash Plan - 24/7 remote GP access for you and your family - Employee Assistance Programme - Access to wellbeing and support services - Enhanced maternity and paternity benefits - Life assurance - Generous annual leave, with the option to buy or sell additional days - Attendance incentives - Cycle-to-Work scheme - Employee discounts across shopping, dining, gyms, travel and entertainment - Ongoing training and development opportunities - Paid volunteering opportunities - Employee referral scheme **Apply Today** If you have experience operating mobile plant and are looking for a secure, permanent opportunity within the quarrying industry, we would be keen to hear from you. If you are interested in this opportunity and would like to discuss further, please do not hesitate to contact Dan Pyle at CMD Recruitment on 01380 738300 and email your CV to [dan\_pyle@cmdrecruitment.com](mailto:dan_pyle@cmdrecruitment.com) --- ### [Cost Engineer](https://cmdrecruitment.com/job/cost-engineer-13465) **Published:** August 28, 2026 **Author:** Dan Barfoot **Content:** This is an interesting opportunity for someone with a strong analytical and commercial mindset who enjoys working on complex projects and using data to help organisations make better-informed strategic and investment decisions. The role will involve working across a variety of projects for high-profile customers, providing analysis and advice around areas including cost, capability, availability and wider project implications. **The Role** As a Cost Engineer / Modeller, you will be responsible for analysing complex cost and financial information and developing models and analytical tools to support key project decisions. You will work closely with clients, stakeholders and technical specialists to understand requirements, gather and interpret data and turn complex information into clear, commercially relevant advice. Your responsibilities will include: - Collecting, collating and interpreting cost and financial data from previous projects, suppliers, internal experts and published sources. - Developing cost models and analytical tools using Microsoft Excel. - Estimating the costs of complex systems and projects. - Analysing cost data and producing clear, concise outputs and recommendations for clients. - Preparing analytical reports and presentations using Microsoft Word and PowerPoint. - Working closely with clients and stakeholders to understand requirements and provide effective advice. - Supporting the planning, management and delivery of client contracts. - Working as part of multidisciplinary project teams across a range of customer environments. - Developing and improving analytical techniques and approaches to support project decision-making. There will also be the opportunity to become involved in areas such as whole-life cost modelling, life-cycle cost and schedule estimating, risk analysis, project controls and future acquisition programmes. The role is varied, with some work based from the company’s Wiltshire office and regular travel to customer sites, primarily across the South West. **About You** We are looking for someone who enjoys working with data, solving complex problems and presenting information in a clear and straightforward way. You will ideally have experience in a cost engineering, cost modelling, financial analysis, project controls or similar analytical environment. You should be able to demonstrate: - Strong analytical and problem-solving skills. - Excellent Microsoft Excel skills, including the ability to develop and use complex spreadsheets and models. - Experience collecting, analysing and interpreting cost or financial data. - The ability to produce clear analytical reports and presentations. - Strong communication and stakeholder management skills. - The ability to simplify complex information and explain it clearly to others. - A collaborative approach and the ability to work effectively within multidisciplinary teams. - The flexibility to work across different projects and customer environments. - A willingness to travel to customer sites when required. Experience of whole-life cost estimating, project controls, risk, schedules, budgets or future acquisition programmes would be advantageous. Experience of working with government departments or within a regulated or highly structured environment would also be beneficial, although this is not essential. **What’s on Offer** This is an opportunity to join an established and collaborative consultancy where you will have genuine ownership of your work and the opportunity to influence your own career development. You will work on a varied portfolio of projects, with exposure to complex technical and commercial challenges and the opportunity to work directly with senior customers and stakeholders. The company offers a supportive working environment, a high degree of autonomy and the opportunity to work alongside a talented and enthusiastic team. If you are an analytical professional looking for a role where you can apply your cost modelling and problem-solving skills to interesting and varied projects, I would be keen to hear from you. --- ### [Waste Collection LGV Driver](https://cmdrecruitment.com/job/waste-collection-lgv-driver-9645) **Published:** September 1, 2026 **Author:** Dan Barfoot **Content:** **Waste Collection LGV Drivers** **£15.50 per hour** **Calne** **Temporary** Join our client’s collection team as a Class 2 LGV Driver in Calne on a temporary basis. You must be physically fit to carry out manual handling activities and have a clean Class 2 license ,CPC and Tacho card. As a Waste Collection LGV Driver, you’ll be responsible for driving the recycling vehicle, carrying out vehicle safety checks, and working with the collection team to ensure all kerbside collections are made on schedule. You may also assist loaders with waste removal and must be able to interact with customers and the public. Ideal candidates will have relevant experience, be conscientious team player, and have good communication and administrative skills. Experience in waste transport or recycling operations is a plus. A driving assessment is part of the recruitment process. Full PPE, training, and a health and safety induction will be provided. Work hours are Monday to Thursday 6:45am to 3:15pm and Friday 6:45am to 2:45pm, with a requirement to work on Bank Holidays. Apply now if you’re ready for your next driving role. --- ### [Customer Service Executive](https://cmdrecruitment.com/job/customer-service-executive-13413) **Published:** September 1, 2026 **Author:** Dan Barfoot **Content:** **Customer Service Executive** **£24,000 – £25,000 per annum + bonus** **Corsham, Wiltshire** **Permanent** Are you passionate about delivering outstanding customer service and looking to build a long-term career with a successful and growing international business? Our client is seeking a proactive and enthusiastic Customer Service Executive to join their friendly team. This is an excellent opportunity for someone who enjoys building relationships, solving customer queries and providing exceptional service, whilst developing valuable commercial and account management skills. Working within a team of four and reporting to the Sales Manager, you’ll play a key role in supporting both new and existing customers, preparing quotations, identifying opportunities to develop customer accounts and contributing to the continued growth of the business. There may also be opportunities to travel, including customer visits and attending international exhibitions. **Key Responsibilities:** - Managing customer enquiries and preparing quotations in a timely manner. - Building and maintaining strong relationships with existing customers. - Identifying opportunities to grow existing accounts and generate additional revenue. - Proactively developing new business opportunities and converting leads into long-term customers. - Working towards individual sales targets while contributing to wider team objectives. - Delivering a high level of customer service throughout the sales process. **About You:** - Previous experience within a customer service, sales support, internal sales or account management environment would be advantageous - A confident communicator with excellent interpersonal skills - Organised with strong time management abilities - Proactive, self-motivated and eager to learn - A strong problem solver with excellent attention to detail - Comfortable building relationships over the telephone and via email - Willing to travel occasionally when required **What’s on Offer?** - Salary of £24,000 – £25,000 per annum - Monthly and quarterly bonus schemes (following probation) - Annual company bonus scheme - Company pension - Hours of work: Monday to Friday 9am – 5pm - Health cashback scheme and Employee Assistance Programme - 24 days holiday plus bank holidays, increasing with service - Free on-site parking - Genuine opportunities for career progression and professional development *Successful candidates will be contacted within 7 working days of their application. Should you not hear from us within this time, please assume that your application was unsuccessful.* --- ### [HR Co-Ordinator](https://cmdrecruitment.com/job/hr-co-ordinator-13417) **Published:** September 1, 2026 **Author:** Dan Barfoot **Content:** **HR Coordinator (6-Month Fixed-Term Contract)** **Location:** Melksham, Wiltshire **Salary:** £30-£35K DOE **Contract:** Full-time | Initial 6-Month Fixed-Term Contract **Hours:** Monday to Friday, 8:00am – 4:30pm (with 1 day per week working from home) Are you an organised and proactive HR professional looking for your next opportunity? We’re recruiting for an experienced HR Coordinator to join a well-established manufacturing business in Melksham on an initial six-month fixed-term contract. This is a fantastic opportunity to gain experience within a busy HR team, supporting the full employee lifecycle and helping to deliver a professional, efficient HR service across the business. **The Role** Reporting to the Head of HR, you’ll provide day-to-day HR support while coordinating a wide range of HR activities. From recruitment and onboarding through to training and HR administration, you’ll play a key role in ensuring employees receive a positive and professional experience. **Key Responsibilities** - Provide professional HR support to managers and employees across the business. - Coordinate the employee lifecycle, including recruitment, onboarding and learning & development activities. - Manage end-to-end recruitment, including advertising vacancies, arranging interviews, preparing offer documentation and supporting new starters. - Maintain accurate employee records and HR systems, ensuring confidentiality and GDPR compliance. - Support the coordination of training and employee development programmes. - Assist the Head of HR with HR projects and continuous improvement initiatives. - Provide efficient HR administration and ensure all documentation is accurate and up to date. **About You** You’ll ideally have: - Previous experience in an HR Coordinator, HR Administrator or HR Assistant role. - CIPD Level 3 qualification (or equivalent HR experience). - Experience coordinating recruitment and onboarding activities. - Excellent organisational skills and attention to detail. - Experience using HR systems and Microsoft Office. - The ability to handle confidential information with professionalism and discretion. - Strong communication and interpersonal skills. - A proactive approach with the ability to prioritise a varied workload. - Experience supporting training and learning & development activities would be advantageous. **What’s on Offer?** - Initial 6-month fixed-term contract - Monday to Friday, 8:00am – 4:30pm (with 1 day per week working from home) - Opportunity to work within a supportive and collaborative HR team - Varied role with exposure across the full employee lifecycle - Ongoing training and development - Modern manufacturing environment --- ### [Production Operative](https://cmdrecruitment.com/job/production-operative-13474) **Published:** September 3, 2026 **Author:** Dan Barfoot **Content:** **Production Operative** **Location:** Devizes **Job Type:** Temporary **Hours:** Full time 39 hours per week – Double Day Shift Pattern - Monday–Thursday: 06:00–14:00 / 14:00–22:00 - Friday: 06:00–13:00 / 13:00–20:00 (weekly rotation) **Immediate start available** We are currently recruiting additional **Production Operatives** to join Cross Manufacturing, a busy automotive manufacturing environment. This is a hands-on role involving operating machinery, handling components, and carrying out visual inspections to ensure products meet quality standards. The role would suit someone who is reliable, detail-focused, and comfortable working in a fast-paced production setting. Full training will be provided. **Key Responsibilities:** - Operating machinery and carrying out basic fault finding where required - Loading and unloading components with care and precision - Performing visual inspections to identify any faults or defects - Following work instructions and production processes - Working both independently and as part of a team - Maintaining focus during repetitive tasks - Keeping the work area clean and safe **What We’re Looking For:** - Previous experience in a production or manufacturing environment - Good attention to detail and manual dexterity - Reliable, punctual, and safety-conscious approach - Ability to work in a hands-on, fast-paced environment - Comfortable standing or sitting for the duration of the shift while working at a workstation - Positive attitude and willingness to learn This is a great opportunity to join a stable company potentially offering long-term work within a structured and supportive production environment. Apply today for immediate consideration. --- ### [Senior Instrumentation Technician](https://cmdrecruitment.com/job/senior-instrumentation-technician-13467) **Published:** September 4, 2026 **Author:** Dan Barfoot **Content:** **Senior Instrumentation Technician** **Location:** Salisbury Plain, South of Devizes, Wiltshire **Contract:** Permanent **Hours:** 37 hours per week, Monday to Friday **Salary:** £38,655 – £46,492 per annum **The Role** I have been instructed to recruit an experienced Senior Instrumentation Technician to join our prestigious client based on the Salisbury Plain, south of Devizes. This is a highly technical and varied role, responsible for planning and delivering instrumentation solutions for explosive and ballistic trials, capturing and analysing high-quality data, and ensuring specialist equipment is maintained, calibrated and operated safely. As Senior Instrumentation Technician, you will provide specialist technical expertise across the full instrumentation and data-capture process. **Key responsibilities will include:** - Planning and evaluating instrumentation requirements for explosive and ballistic trials. - Providing specialist technical advice on appropriate and achievable data collection techniques. - Selecting, sourcing and preparing specialist instrumentation and associated consumables. - Planning and executing the deployment of instrumentation on the range. - Operating, maintaining and troubleshooting a wide range of specialist instrumentation equipment. - Acting as the first point of contact for instrumentation, data collection and equipment issues. - Protecting instrumentation and valuable equipment from environmental conditions and the effects of trials. - Assessing and analysing raw data captured during trials. - Processing and presenting data for customer reports and technical documentation. - Editing and formatting high-speed video footage for use in reports and presentations. - Maintaining, calibrating and servicing specialist instrumentation equipment. - Liaising with instrumentation manufacturers and external suppliers. - Supporting trial planning and providing rapid assessments of data gathered. - Creating and maintaining operating procedures and Health & Safety documentation for new equipment. - Monitoring instrumentation costs and supporting the development of fully costed trial plans. The position also carries important site responsibilities, including nominated Health & Safety management, radiation protection and armoury responsibilities, ensuring compliance with relevant legislation, procedures and safety standards. **About You** We are looking for a technically capable and practical individual who enjoys problem-solving and working with specialist instrumentation and data capture equipment. **You will ideally have: - An HND or degree in a relevant technical/scientific subject, or be currently working towards one. - Substantial technical experience in data capture and instrumentation. - Experience of working with specialist technical equipment and resolving complex technical problems. - Experience within explosive trials or a related defence/testing environment would be advantageous. - A strong understanding of scientific and technical principles gained through qualifications and/or practical experience. - Excellent technical problem-solving skills. - Strong planning, organisational and supervisory abilities. - The ability to work independently, use initiative and take responsibility for delivering work to a high standard. - Strong attention to detail and accuracy when capturing, processing and presenting technical data. - Good IT skills, including Microsoft Office, email, internet and database applications. - Excellent written and verbal communication skills. - The ability to manage multiple priorities and remain effective when working under pressure. - A flexible and adaptable approach, with the confidence to work both independently and as part of a wider team. - A strong commitment to Health & Safety, quality and customer service. *The role is subject to the relevant security, Health & Safety and site requirements.* **Apply today to find out more.** If you are interested in this opportunity and would like to discuss further, please do not hesitate to contact Dan Pyle at CMD Recruitment on 01380 738300 and email your CV to dan\_pyle@cmdrecruitment.com --- ### [Assistant Maintenance Engineer](https://cmdrecruitment.com/job/assistant-maintenance-engineer-13476) **Published:** September 4, 2026 **Author:** Dan Barfoot **Content:** **Assistant Maintenance Engineer** **Salary: £30,000 per annum** **Location: Andover** **Full time and Permanent** **Hours: Monday – Thursday 7am-4pm and Friday 7am-3pm** **Benefits Package:** 23 days holiday plus bank holidays. Company pension scheme (eligibility after a 3-month probationary period). **Are you an experienced and hands-on engineer looking for your next opportunity?** I have been requested by our Client, a well-established specialist manufacturer supplying protective equipment into the Military, Police, and Security sectors, to recruit an **Assistant Maintenance Engineer** to join their team and play an important role in keeping a wide range of machinery and equipment operating safely and efficiently. This is an excellent opportunity for an engineer with a strong mechanical and electrical background who enjoys problem-solving, preventative maintenance and working across a varied range of equipment. **The Role** As an Assistant Maintenance Engineer, you will be responsible for supporting the maintenance and efficient operation of a diverse range of machinery and systems, including steam boiler heating systems and hydraulic presses. **Your responsibilities will include:** - Developing a strong working knowledge of all site equipment and machinery. - Carrying out planned and reactive maintenance across mechanical and electrical systems. - Diagnosing faults and taking ownership of problem-solving and root cause analysis. - Working with hydraulic and pneumatic systems. - Prioritising and managing your workload to meet operational requirements. - Supporting preventative maintenance activities to minimise downtime. - Ensuring all maintenance work is completed safely and to a high standard. - Following Health & Safety, quality and administrative procedures. - Maintaining a clean, safe and organised working environment. - Communicating effectively with colleagues and other departments regarding maintenance requirements. **About You** The successful candidate will ideally have: - A minimum of **4 years’ experience in a maintenance engineering role**. - Strong mechanical and electrical knowledge. - Experience working with **electro-mechanical systems, hydraulics and pneumatics**. - Good experience of machinery maintenance and fault finding. - Excellent organisational skills and the ability to prioritise workloads effectively. - Strong communication and interpersonal skills. - A good understanding of Health & Safety regulations within a maintenance environment. - A proactive and practical approach to problem-solving. - A **full, clean driving licence**, as occasional travel between two sites will be required. **Qualifications** - City & Guilds qualification in Mechanical or Electrical Engineering, or an equivalent recognised qualification. - A recognised engineering apprenticeship is desirable. - Good knowledge and understanding of Health & Safety within a maintenance environment. **What’s on Offer?** - Salary: £30,000 per annum - 23 days’ annual leave plus bank holidays - Company pension following successful completion of a 3-month probationary period - Ongoing training and development opportunities - Opportunity to develop your skills across a wide variety of machinery and equipment - A varied role with opportunities for long-term career development If you’re a practical, organised and motivated Maintenance Engineer looking for an opportunity to develop your career within a varied engineering environment, we’d love to hear from you. **Due to the nature of the work, the successful candidate will be subject to security vetting checks. These may be influenced by factors such as nationality, previous nationalities held, or place of birth, which could impact eligibility for this position.** If you are interested in this opportunity and would like to discuss further, please do not hesitate to contact Dan Pyle at CMD Recruitment on 01380 738300 and email your CV to [dan\_pyle@cmdrecruitment.com ](mailto:dan_pyle@cmdrecruitment.com) --- ### [General Operative](https://cmdrecruitment.com/job/general-operative-13452) **Published:** August 13, 2026 **Author:** Dan Barfoot **Content:** **General Operative** **Location:** Calne **Hours:** Mon–Thurs 06:30–15:00 | Fri 06:30–12:00 Temporary rolling contract **Immediate starts available** We’re recruiting for **General Operatives** to join a busy manufacturing site in Calne. This is a **hands-on, physical role** involving stripping down and cleaning HVAC units in a workshop environment. **What you’ll be doing:** - Stripping down units and components - Cleaning parts ready for refurbishment - Using basic hand tools - Supporting general workshop and production tasks - Keeping your work area clean and safe **What we’re looking for:** - Previous production or manual work experience (preferred) - Comfortable with **physical, hands-on work** - Happy working in a **busy, sometimes dirty environment** - Reliable and able to work as part of a team **What’s on offer:** - Ongoing, stable work - Day shifts with early finish on Fridays - Full training provided - Immediate starts available Apply now for immediate consideration. --- ### [Procurement Executive](https://cmdrecruitment.com/job/procurement-executive-13451) **Published:** August 14, 2026 **Author:** Dan Barfoot **Content:** **Procurement Executive** **Up to £35,000 per annum (depending on experience) + benefits** **Devizes, Wiltshire (with hybrid working 4 days from home and 1 working in their offices) Full Time, Permanent** **Do you have previous procurement experience? Would you love to join a well-respected and market-leading company in Devizes? If so, then we would love to hear from you!** Our prestigious client is currently recruiting an experienced Procurement Executive to join their hardworking and growing team in Devizes. You will be supporting the Procurement Team in planning the inbound and outbound stock, whilst controlling and managing the movement of all stock order from supplier to warehouse. **Key Responsibilities:** - Manage and complete all international import processes and procedures - Chasing and checking all shipping related documents - Monitoring stock levels - Placing orders and liaising with suppliers - Updating the in-house CRM - Reporting any issues in the supply chain to minimise problems - Liaising with couriers - Chasing suppliers and service providers - Order in bespoke samples - Nook deliveries with the warehouse - General administration **Person specification:** - Previous procurement/purchasing experience - Professional and polite manner - Work well under pressure - Excellent verbal and written communication skills - Methodical, logical, and organised approach - Sound knowledge of Microsoft Office Hours of work will be Monday to Thursday 8am – 5pm and Friday 8am – 4.30pm and there is free on-site parking for staff. The successful candidate will be joining a dedicated team where you will receive excellent training and support, but also the opportunity to become an integral part of the team. Due to the client’s location, having your own transport would be beneficial. CMD Recruitment endeavour to respond to all applicants via email or phone to inform you of the outcome of your application. --- ### [Data Administrator](https://cmdrecruitment.com/job/data-administrator-13430) **Published:** August 12, 2026 **Author:** Dan Barfoot **Content:** **The Opportunity** We are working with a growing business that is looking to appoint a Junior Power BI / Data Administrator to support the effective management, reporting and analysis of business data. This is an excellent opportunity for someone at the early stages of their data career who has a genuine interest in Power BI, Excel and data analysis, and is looking to develop their technical skills within a supportive environment. The role will involve maintaining accurate data, producing reports and dashboards, supporting users and helping the wider business make better use of its data. **The Role** Working closely with colleagues across the business, you will be responsible for: - Maintaining and updating company databases and data records. - Supporting the creation and maintenance of Power BI reports and dashboards. - Importing, cleansing and validating data from different sources. - Producing regular management information and operational reports. - Using Excel to analyse data and identify trends, discrepancies and opportunities for improvement. - Ensuring data is accurate, consistent and kept up to date. - Responding to requests for reports and information from internal stakeholders. - Supporting the development of new Power BI reporting as the business requirements evolve. - Investigating data issues and working with colleagues to resolve them. - Maintaining appropriate documentation around reports, data sources and processes. - Providing general administrative support around data and reporting activities. **About You** We are looking for someone who is organised, analytical and naturally curious about data. You do not need to be an experienced Power BI developer. The most important thing is that you have a good understanding of Excel, an interest in data and the enthusiasm to develop your Power BI skills. You will ideally have: - Some experience using Microsoft Excel, including formulas and data manipulation. - An interest in or some exposure to Power BI. - Good attention to detail and a methodical approach to working with data. - The ability to identify errors and inconsistencies within information. - Good organisational and administrative skills. - The ability to communicate clearly with both technical and non-technical colleagues. - A willingness to learn new systems and technologies. - A practical approach to problem solving. Any experience with Power Query, SQL, databases, data visualisation or other reporting tools would be advantageous, but is not essential. What is on Offer? This is a good opportunity to join an established business in a role where you will be able to develop your technical knowledge and gain further experience across Power BI, data analysis and business reporting. The successful candidate will receive appropriate training and support, with the potential to develop the role as your experience and technical capability grows. --- ### [Administration Coordinator](https://cmdrecruitment.com/job/administration-coordinator-13442) **Published:** August 12, 2026 **Author:** Dan Barfoot **Content:** **Administration Coordinator** **£12.71ph – £13.00 ph** **Calne** **Part-time- Permanent** Are you an experienced Administrator looking for your next opportunity? Do you have excellent organisational skills and a passion for delivering outstanding customer service? If YES, we would love to hear from you! My client is seeking an Administration Coordinator to join their busy team. This is an excellent opportunity to play a key role in supporting the day-to-day supporting of the business, ensuring engineers, clients, and internal teams remain connected while delivering a first-class service. You will be responsible for coordinating administration processes, managing client enquiries, scheduling works, and ensuring invoicing is completed accurately and on time. **Responsibilities** - Process and issue client invoices accurately - Handle incoming telephone calls, responding professionally to client enquiries, breakdown requests, maintenance bookings, and general queries - Log, monitor, and coordinate emergency breakdowns and planned maintenance jobs, ensuring engineers have the necessary information to complete works efficiently - Liaise with engineers, clients, and suppliers to coordinate schedules, confirm appointments, and provide updates on job progress - Maintain accurate records within the company’s job management system, ensuring information is up to date and easily accessible - Support the operations team with a range of administrative duties to ensure the smooth running of daily business activities - Monitor outstanding jobs and ensure all relevant paperwork is completed and processed promptly - Provide excellent customer service, building positive relationships with clients and responding efficiently to requests - Assist with reporting, document management, and general office administration as required - Work collaboratively with colleagues across the business to ensure operational objectives are achieved **Person Specification** - Previous experience within an Administration Coordinator, Service Coordinator, Scheduler, or similar administration role is essential - Excellent organisational skills with the ability to manage multiple tasks and prioritise workloads effectively - Strong communication skills with a professional and confident telephone manner - Proficient in Microsoft Office applications - Excellent attention to detail Working hours for this role are **part-time, Monday to Friday** – 8.30 am – 1.30 pm Successful candidates will be contacted within **7 working days** of their application. Should you not hear from us within this timeframe, please assume your application has been unsuccessful --- ### [General Operative – MBT Facility](https://cmdrecruitment.com/job/general-operative-mbt-facility-13445) **Published:** August 11, 2026 **Author:** Dan Barfoot **Content:** **General Operative – MBT Facility** **Location:** Westbury **Hours:** Full-time, Monday to Friday (plus every second Saturday morning if required) Normal hours are based on a 40-hour week, from Monday to Friday. The successful candidate will be required to work 8.5-hour shifts Monday to Friday and alternate Saturday mornings. **Shift one** Monday – Friday 06:00 to 14:30 plus 06:00 to 12:00 Saturday – £12.98 p/h **Shift two** Monday – Friday 13:30 to 22:00 – £14.28 p/h (10% shift allowance) **About the Role:** We have been requested to support our client to recruit a number of reliable and hardworking General Recycling Operatives to join their MBT Facility team. The successful candidates will help keep the site clean, tidy, and safe, operate plant machinery (once trained and authorised), and assist in the smooth running of the facility. This is a hands-on role that requires attention to detail, teamwork, and a strong commitment to safety. **Key Responsibilities:** - Maintain cleanliness and tidiness across the site. - Carry out first-line maintenance and cleaning of plant equipment. - Support colleagues by covering other operational roles when needed. - Complete site records accurately. - Follow all safety and operational procedures. **What We’re Looking For:** - Previous experience in a waste, recycling, manufacturing, or industrial environment is an advantage but not essential. - Ability to operate machinery safely (training provided). - Good team player with a positive attitude. - Flexible approach to working hours. - Commitment to maintaining high health & safety standards. **What We Offer:** - Full training and development opportunities. - Supportive team environment. - Competitive pay and benefits package. If you’re practical, safety-conscious, and enjoy working in a team, we’d like to hear from you. If you are interested in this opportunity and would like to discuss further, please do not hesitate to contact Dan Pyle at CMD Recruitment on 01380 738300 and email your CV to dan\_pyle@cmdrecruitment.com --- ### [Industrial Engineer (Refrigeration & Electrical)](https://cmdrecruitment.com/job/industrial-engineer-refrigeration-electrical-13437) **Published:** August 3, 2026 **Author:** Dan Barfoot **Content:** **Industrial Engineer – Refrigeration & Electrical** Location: Calne, Wiltshire Pay rate: £20.00 – £25.00 p/h DOE Contract: Temporary with intent to become permanent after 6–12 months Hours: Full-time We’re recruiting for an experienced Industrial / Production Support Engineer to join an established engineering business in Corsham. This is a technically varied role supporting manufacturing, overhaul, testing, fault finding and new product introduction, acting as the key link between Engineering and Operations. **The Role** You’ll provide specialist engineering support across the workshop, helping resolve complex technical issues, improve processes and introduce new products, equipment and technologies. **Key responsibilities include:** - Advanced fault finding across electrical, refrigeration and HVAC systems. - Supporting production, testing and overhaul teams with technical issues. - Developing and improving test procedures, work instructions and technical documentation. - Supporting product trials, testing and validation activities. - Setting up and optimising production cells, tooling and processes. - Supporting new product introduction and engineering improvements. - Developing and commissioning test equipment. - Reading and interpreting electrical schematics and interpreting PLC data. - Supporting control panel wiring and electrical assembly. - Working with Engineering and Operations to develop practical workshop solutions. - Mentoring and coaching workshop and test facility personnel. - Contributing to continuous improvement, quality, safety and reliability initiatives. **About You** We’re looking for an experienced engineer with a strong background in manufacturing, maintenance, overhaul or service environments. Ideally, you will have: - HND in Electrical Engineering or a relevant engineering discipline. - Strong knowledge of refrigeration, HVAC and electrical systems. - Experience with electrical fault finding and diagnosis. - Experience testing and validating HVAC/refrigeration equipment. - Ability to read electrical schematics and understand PLC systems. - Experience with control panel wiring and electrical assembly. - CAD experience. - Experience with Windchill or another PLM system would be advantageous. - Strong technical problem-solving and analytical skills. - Excellent communication and mentoring abilities. - Experience producing technical documentation and work instructions. This is an excellent opportunity for an experienced Electrical Engineer, Refrigeration Engineer, HVAC Engineer, Production Support Engineer or Manufacturing Engineer looking for a technically varied role with the potential to move into a permanent position. --- ### [Manufacturing Manager](https://cmdrecruitment.com/job/manufacturing-manager-13436) **Published:** July 27, 2026 **Author:** Dan Barfoot **Content:** **Production/Manufacturing Manager** **£60,000pa – £65,000pa depending on experience** **Swindon** **Full-time, Permanent** Are you an experienced Manufacturing Manager or Production Manager looking for your next opportunity? Do you have a proven track record of leading high-performing manufacturing teams, driving operational excellence, and delivering against demanding production targets? If YES, we would love to hear from you! My client is seeking a Manufacturing Manager to join their leadership team in Swindon. This is an excellent opportunity to take ownership of multiple production departments, leading managers and their teams. Working closely with senior leadership, you will play a key role in driving continuous improvement, developing people, and ensuring manufacturing operations run efficiently. **Responsibilities** - Lead and develop multiple production departments, providing guidance, coaching, and support to departmental managers and supervisors - Drive performance across key operational metrics including safety, quality, productivity, delivery, and cost - Plan labour and production capacity to meet changing customer demand and business requirements - Promote a culture of continuous improvement, identifying opportunities to enhance efficiency, reduce waste, and improve operational performance - Work collaboratively with internal stakeholders to resolve operational challenges and ensure production objectives are achieved - Manage departmental budgets, forecasting, and expenditure to ensure effective cost control - Monitor manufacturing performance, analysing key performance indicators and implementing improvement plans where required - Ensure compliance with health and safety legislation, quality standards, and company procedures - Lead, motivate, and develop teams, creating a positive culture focused on accountability, engagement, and high performance - Manage supplier and contractor relationships to ensure equipment, services, and facilities support operational requirements **Person Specification** - Previous experience within a Manufacturing Manager or Production Manager role is essential - Proven experience leading large teams within a fast-paced manufacturing or production environment - Strong knowledge of production planning, labour management, budgeting, and operational performance management - Demonstrable experience driving continuous improvement initiatives, with Lean or Six Sigma knowledge advantageous - Excellent leadership and people management skills with the ability to coach, motivate, and develop others - Strong commercial awareness with experience managing costs and improving operational efficiency - Excellent communication and relationship-building skills, with the ability to work effectively across multiple departments - Good understanding of health and safety legislation within a manufacturing environment; IOSH or NEBOSH qualifications would be advantageous - Experience using ERP or manufacturing systems together with Microsoft Office applications - A proactive, organised, and solutions-focused approach with excellent decision-making skills Working hours for this role are **40 hours per week, Monday to Friday 7.30am – 4.00pm** Successful candidates will be contacted within **7 working days** of their application. Should you not hear from us within this timeframe, please assume your application has been unsuccessful. --- ### [Warehouse Assistant](https://cmdrecruitment.com/job/warehouse-assistant-13385) **Published:** July 15, 2026 **Author:** Dan Barfoot **Content:** **Warehouse Assistant **Salary: £26,436** **Location: Frome, Somerset** **Full time and Permanent** **Hours: Monday to Friday 08:30 – 17:30 (1 hour unpaid lunch)** I have been requested by our Client, a well-established and respected distributor of automotive parts and accessories to recruit a Warehouse Assistant for their busy depot in Frome. This is an excellent opportunity to join a friendly and supportive team where no two days are the same. Whether you already have warehouse experience or are looking to develop your career within logistics, this role offers full training, long-term stability and opportunities to grow. **The Role** As a Warehouse Assistant, you will play an important role in ensuring the efficient day-to-day running of the warehouse. Working as part of a close-knit team, you will be responsible for accurately receiving, storing and dispatching stock while maintaining high standards of organisation, safety and customer service. **Key Responsibilities** - Picking and packing customer orders accurately. - Receiving and checking incoming deliveries. - Storing stock safely and efficiently. - Preparing goods for dispatch. - Updating warehouse information using computer systems. - Maintaining a clean, organised and safe working environment. - Following all Health & Safety procedures. - Working collaboratively with colleagues to meet daily targets. **About You** We’re looking for someone who is reliable, enthusiastic and eager to learn. **Ideally you will have:** - Previous warehouse or logistics experience (preferred but not essential). - Good IT skills and confidence using computer systems. - Excellent attention to detail. - A positive attitude and strong work ethic. - Good communication skills. - The ability to work well as part of a team. - A full UK driving licence. **What’s on Offer** - Starting salary of £26,436. - £12.71 per hour, increasing to £13.57 per hour following successful completion of probation. - Full time and Permanent. - Hours: Monday to Friday 08:30 – 17:30 (1 hour unpaid lunch). - On-site parking. - Staff discount following successful probation. - 28 days annual leave including Bank Holidays. - Full training provided. - Stable, long-term career opportunity with a well-established business. If you are interested in this opportunity and have strong professional communication skills, please do not hesitate to contact Dan Pyle at CMD Recruitment on 01380 738300 and email your CV to [dan\_pyle@cmdrecruitment.com](mailto:dan_pyle@cmdrecruitment.com) --- ### [Trade waste Collection Driver](https://cmdrecruitment.com/job/trade-waste-collection-driver-13384) **Published:** July 24, 2026 **Author:** Dan Barfoot **Content:** **Class 2 LGV Driver (Trade Waste Collection)** Location:** Lower Compton, Calne **Pay:** £15.32 per hour **Job Type:** Ongoing temporary role **Hours:** Monday to Friday, 06:00–15:30 **Overtime:** Every other Saturday paid at time and a half **Requirements:** - Clean Class 2 (Category C) licence - Valid CPC qualification - Valid Tachograph card - Physically fit and able to carry out manual handling duties **Duties:** - Collecting commercial/trade waste - Providing professional and courteous customer service - Representing the company positively while on collections **Provided:** - Full PPE - Training - Health and safety induction **Apply today** if you’re ready for your next driving role. --- ### [Assistant Accountant](https://cmdrecruitment.com/job/assistant-accountant-13426) **Published:** July 17, 2026 **Author:** Dan Barfoot **Content:** **Assistant Accountant** **Full Time & Office Based** **6+ Month Temporary Contract** **Calne** **Up to c.£40,000** *Are you an experienced accounting professional who is immediately available or on a short notice period? Do you enjoy the variety of both accounting and other office duties? Do you have previous experience with SAP (or at least Sage)?* *Interested in joining a dynamic business on a 6+ month fixed term contract?* If you have answered “Yes” to all of the above, then I would love to hear from you! Our client is a well established business and they are looking to recruit an Assistant Accountant on a contract basis. The role is broad and covers several functions which includes the processing of financial transactions, month-end reporting, payroll administration and import/export activities. **Key Responsibilities** Finance & Accounting - Assist in the preparation of monthly management accounts and financial reports. - Support the production of monthly Profit & Loss (P&L) statements. - Review, reconcile and amend financial data to ensure accuracy and completeness. - Month-end and year-end financial reporting processes. - Maintain accurate financial records and supporting documentation. - Process journal entries, accruals, prepayments and account reconciliations as required. - Monitor and manage debtor accounts including credit control and collection activities. - Manage logistics-related financial accounts and cost tracking. - Prepare and upload banking transactions and payment files. - Perform bank reconciliations and investigate discrepancies. Payroll & Expenses - Process monthly payroll data and liaise with payroll providers where applicable. - Administer employee expense claims and ensure compliance with company policies. - Verify payroll and expense submissions for accuracy and completeness. - Maintain payroll records and support payroll reporting requirements. Import & Export Administration - Support import and export documentation processes. - Maintain records relating to international shipments, customs documentation and associated costs. Reporting & Data Analysis - Produce daily sales reports and circulate key performance information to management. - Generate regular financial and operational performance reports. - Analyse sales, margins and cost data to support business decision-making. - Assist in the preparation of ad-hoc reports requested by management. HR & General Administration - Provide administrative support to the HR function including maintaining employee records. - Assist with onboarding and general HR administration activities. - Undertake general office and administrative duties as required. **Skills & Experience** - Previous experience in an Assistant Accountant, Finance Administrator or similar finance role. - Experience with SAP and/or Sage. - Experience processing payroll and employee expenses. - Understanding of import/export administration (desirable). - Exposure to HR administration processes (desirable). - AAT qualified or studying towards a recognised accounting qualification (desirable) - Competent user of Microsoft Excel and Microsoft Office applications. - Highly organised and methodical approach to work. - Effective communicator with the ability to work across multiple departments. - Proactive attitude with a willingness to support a wide range of business activities. *Thanks for your application! Successful candidates will be contacted within 7 working days of their applications. Should you not hear from us within this time, please assume that your application was unsuccessful on this occasion.* --- ### [B2B Sales Development Coordinator](https://cmdrecruitment.com/job/b2b-sales-development-coordinator-13425) **Published:** July 17, 2026 **Author:** Dan Barfoot **Content:** **B2B Sales Development Coordinator** **Permanent | Full Time** **Monday – Friday, 37.5 Hours per Week** **£26,000 – £27,000 per annum plus bonus** **Swindon** Are you a confident communicator who enjoys building relationships and creating opportunities? Do you thrive in a proactive telesales role? We’re recruiting for a Sales Coordinator to join a successful business in Swindon. This is an excellent opportunity for someone who enjoys speaking with people and thrives in a proactive environment. Working as part of a busy team, you’ll play a key role in supporting business growth by identifying potential customers, generating interest in the company’s services and arranging qualified appointments for the field-based sales team. **Key Responsibilities** - Contact businesses to introduce services and understand their requirements. - Speak with a range of contacts to gather information and identify potential opportunities. - Arrange meetings and manage diaries for the commercial team. - Maintain accurate customer details and activity records. - Update internal systems to ensure information is current and accessible. - Support ongoing commercial campaigns and initiatives. - Work closely with colleagues to ensure opportunities are followed up effectively. - Provide administrative support to assist the smooth running of the commercial function. **Skills & Experience** - Experience in a customer-facing, administration, sales support or commercial environment. - Confident communicator with the ability to build rapport over the telephone. - Strong attention to detail and good organisational ability. - Comfortable working with processes, systems and databases. - Professional, enthusiastic and proactive approach. - Ability to manage workload effectively and work towards agreed objectives. If you’re looking for a role where your communication skills, initiative and enthusiasm can make a real impact, we’d love to hear from you. Due to the volume of applications received, only candidates selected for interview will be contacted. --- ### [Technical Paraplanner](https://cmdrecruitment.com/job/technical-paraplanner-13255) **Published:** July 2, 2026 **Author:** Dan Barfoot **Content:** **Senior Paraplanner** **Full Time OR Part Time** **Hybrid Working** **Trowbridge** **Up to £55,000 + Quarterly Bonuses + Good Benefits** *Are you Level 4 Diploma qualified?* *Have you worked in a Senior / Technical Paraplanner role for at least 3 years?* Our client is a forward thinking and multiple award winning wealth management firm and whilst their clients are important to them, nothing they do is possible without their happy and productive staff. They are now looking for an experienced Paraplanner to join their team who is energetic, empathetic, motivating, a natural team player and keen to join a well-oiled machine. A new joiner to their team can expect to work amongst highly qualified, smart and nice-natured peers, and can expect to benefit from a thorough and structured training programme that each new joiner passes through when they arrive at the firm. The successful candidate will be encouraged to bring their own flare and enthusiasm to the Paraplanning team. Day-to-day Paraplanning Duties - Supporting the consultants ahead of their client meetings - Preparing compliant, technical suitability reports and ‘Financial Life Plan’ reports detailing the consultant’s recommendations for the client - Client annual reviews - Carry out technical research and analyse data collected on behalf of clients - Accurately invest client money as per Consultants’ recommendations post client meetings - Liaise with clients post meetings answering technical queries - Proactive in identifying investments/tax saving opportunities for clients - Manage and prioritise your work - Evaluate investment portfolios with consultants - Liaising and working closely with the Service Team Skills, Experience & Qualifications Required - Level 4 Diploma qualified - Worked in a Technical Paraplanner role for at least 3 years - Strong knowledge of IT, MS Word & Excel and with back-office system experience An exceptional opportunity for the right personality, this position is an excellent choice for a candidate looking to get stuck into a varied and demanding but hugely rewarding position! *Thanks for your application! Successful candidates will be contacted within 7 working days of their applications. Should you not hear from us within this time, please assume that your application was unfortunately unsuccessful.* --- ### [Cleaner](https://cmdrecruitment.com/job/cleaner-13321) **Published:** July 6, 2026 **Author:** Dan Barfoot **Content:** **Part-Time Cleaner Location:** Midford, Bath **Hours:** 15 hours per week. Monday – Friday 11.30 – 14.30 **Temporary ongoing** We’re looking to recruit a **dependable and detail-focused Cleaner** to join a friendly team at a well-established manufacturing business in Midford, Bath. This role is ideal for someone who enjoys routine, takes pride in a clean environment, and wants steady hours. **What You’ll Be Doing:** - Cleaning offices, hallways, and shared spaces - Maintaining canteen and kitchen cleanliness - Cleaning factory internal areas (non-production zones) - Wiping surfaces, vacuuming, mopping, and bin emptying - Restocking kitchen and toilet supplies **What We’re Looking For:** - Previous cleaning experience is helpful but not essential - A reliable, punctual, and trustworthy individual - Able to work independently with minimal supervision - A positive attitude and good attention to detail **Working Hours: 11.30am – 2.30pm , Monday to Friday.** Immediate start Available If you’re looking for a stable, part-time role in a supportive team, apply now --- ### [Health & Safety Advisor](https://cmdrecruitment.com/job/health-safety-advisor-13333) **Published:** July 14, 2026 **Author:** Dan Barfoot **Content:** **Health & Safety Advisor** **Permanent** We are seeking a dedicated and experienced Health & Safety Advisor to join our client’s construction team. The successful candidate will play a pivotal role in managing health and safety across our business, with a strong emphasis on fostering a proactive safety culture and ensuring compliance with health and safety legislation. This role is ideal for a health and safety professional with a background in construction or civil engineering. The Health & Safety Advisor will work closely with the team to maintain and enhance the company’s safety management system, engage with the workforce, conduct inspections, and contribute to continuous improvement initiatives. Key Responsibilities: - Conduct accident investigations, site inspections, risk assessments, and site health and safety inductions for all new starters, maintaining accurate records related to health and safety. - Set up of new sites, including all relevant paperwork, F10 notification and CDM requirements. - Report findings from site inspections, identifying areas where risk improvements can be made. - Ensure compliance with health and safety legislation, staying updated with UK regulations and standards. - Support the delivery and continuous improvement of the occupational health and safety management system. - Promote increased awareness of company and client safety improvements through workplace campaigns. - Positively influence the reduction of health and safety risks by supporting risk assessment activities. Key Objectives: - Develop and implement risk improvement action plans to drive operational safety improvements. - Engage directly with the workforce to promote a proactive safety culture. - Assist in managing and improving the company’s safety management system. - Deliver safety coaching and training to enhance the organisation’s safety performance. - Ensure the effective implementation of safe systems of work and monitor their compliance. Key Skills and Attributes: - Excellent communication skills to influence and collaborate effectively with colleagues. - Strong organisational skills, with the ability to manage multiple tasks and priorities effectively. - Genuine interest in health and safety, with a commitment to fostering a positive safety culture. - Problem-solving abilities, with a strong understanding of safety systems. - In-depth knowledge of health and safety legislation and best practices. - Competence in hazard identification and risk control measures. - Ability to deliver engaging and informative safety coaching and training sessions. Qualifications and Experience: - Proven experience in health and safety within the construction or civil engineering industry. - Relevant qualifications in occupational health and safety (e.g., NEBOSH, IOSH). - Strong working knowledge of UK health and safety regulations. - Experience conducting accident investigations, risk assessments, and safety inspections. --- ### [MRF Line Op](https://cmdrecruitment.com/job/mrf-line-op-13340) **Published:** September 1, 2026 **Author:** Dan Barfoot **Content:** Line Operative – PM Shift Calne, Wiltshire £14.02 Per Hour Temporary / Ongoing (Immediate Start) Are you a reliable team player seeking an ongoing role in a fast-paced production environment? Join our client’s team in Calne immediately! Shift Details PM Shift: 13:30 – 22:00 Hrs The Role You will be assisting with the sorting and segregation of recyclable materials in a very busy production area. This requires working efficiently as part of a structured team to meet tight deadlines. General site cleaning and maintaining a tidy work area are also required. Key Requirements Must be experienced in a fast-paced environment. Effective team player committed to punctuality. Induction & PPE Basic Health & Safety and Manual Handling induction provided on the first day (first 30 minutes of shift). You must provide your own safety boots and wear full-length trousers (no shorts). --- ### [Estimator / QS](https://cmdrecruitment.com/job/estimator-qs-13368) **Published:** July 14, 2026 **Author:** Dan Barfoot **Content:** **Estimator/Quantity Surveyor** **Full time, permanent** **Salary Dependent On Experience** **Marlborough** Our client is looking for an experienced Estimator/Quantity Surveyor to join their team and work on various projects in Wiltshire, Oxfordshire, and Berkshire, valued between £200K and £2.5 million. The projects cover various sectors, including heritage works, retail, and industrial new builds and refurbishments. This is an exciting opportunity for an individual seeking a career move to a busy construction business with a solid and well-established pipeline of work and a good client base. **Your Responsibilities:** - Produce accurate and detailed estimates for projects. - Prepare tenders for new business. - Manage costs for each project. - Work under pressure and meet tight deadlines. - Demonstrate a commercial mindset. **Ideal Candidate Should Have:** - Experience in estimating within a contracting background. - Ability to work independently and as part of a team. - Excellent time management and prioritisation skills. - Strong written and verbal communication skills. - Attention to detail. - Experience presenting technical information. - Strong leadership skills. - Self-motivation to succeed individually and as part of a team. - Ability to create winning bids and tenders. --- ### [Full Stack Developer](https://cmdrecruitment.com/job/full-stack-developer-13291) **Published:** July 20, 2026 **Author:** Dan Barfoot **Content:** **Full Stack Developer** **Full Time & Permanent** **Melksham** **Up to £60,000 + Annual Bonus** *If you enjoy building solutions that connect physical systems with cutting-edge cloud technology, this is a role where you’ll genuinely see the impact of your work!* This role is the ‘glue’ between the company’s hardware and cloud intelligence, transforming raw telemetry into cost-saving insights and predictive maintenance through robust data engineering and modern software practices. The focus of this role is to integrate existing and open-source software and hardware to deliver these innovative services. This includes building and maintaining automated data pipelines, managing cloud infrastructure and creating digital applications using modern analytics and software engineering practices. **What We’re Looking For** - Minimum 2 years’ experience in Full Stack activities including but not limited to ingestion and storage of data, data manipulation, UI development and API development. - Experience in deploying to a cloud environment – preferably Azure – using a variety of services (IoT Hub, Azure Functions etc.) - Strong skills in Python and at least one other programming language (C++, JavaScript, .NET, etc.) - Excellent understanding of SQL, Bash, YAML, Docker, Git, and CI/CD Tools. - Comfortable with IoT Devices; showing the ability to understand and implement device and connectivity security and have experience in managing data from remote devices through connections to data stores. - Experience in identifying and deploying cyber security measures. - Competent in API testing and automated testing frameworks. - Excellent communication skills – both written and verbal – can articulate effectively with non-technical stakeholders. - Innovative problem solvers, who are good communicators, self-motivated and are excited and comfortable in dealing with uncertainty. **What’s In It For You** - First of all, a great company to work for! - Work on cutting-edge IoT and data-driven technology - Opportunity to shape and influence technical direction - Exposure to modern cloud platforms, tools and frameworks - A collaborative and supportive culture - The chance to work on projects that have tangible, real-world impact *Thanks for your application! Successful candidates will be contacted within 7 working days of their applications. Should you not hear from us within this time, please assume that your application was unsuccessful on this occasion.* --- ### [Building Surveyor](https://cmdrecruitment.com/job/building-surveyor-13064) **Published:** July 21, 2026 **Author:** Dan Barfoot **Content:** **Building Surveyor** **Full Time & Permanent** **Near Bath** **Up to £60,000** *Are you an experienced Building Surveyor? Do you possess an RICS membership? Interested in joining an award winning and dynamic firm?* Our client is a a multi-disciplinary practice and they are now looking for a Chartered Building Surveyor to join their friendly team and contribute to the continued success. Key Responsibilities will include;- - Surveys such as stock condition, schedule of condition, pre-acquisition and measured surveys. - Survey and management of Dilapidations. - Prepare high level cost estimates associated with survey findings. - Prepare Listed Building Consents and asset management plans. - Consult with clients, coordinate surveys and produce reports in a timely manner. - Plan and oversee building works, maintenance, repairs, refurbishments and new builds. - Prepare specifications and preliminaries. - Prepare tender documentation, contracts and manage procurement processes. - Arrange and chair project meetings, take minutes and distribute as necessary. - Identify potential risks, conduct cost-benefit analyses and develop mitigation strategies. Candidate Specification;- - HNC or degree in Building Surveying or similar. - RICS Chartership. - Experience in cost estimation, contract management and building surveys. - Understanding of construction law and regulatory compliance. - Flexibility to travel to client sites as required. *Thanks for your application! Successful candidates will be contacted within 7 working days of their applications. Should you not hear from us within this time, please assume that your application was unfortunately unsuccessful.* --- ### [Production Operative BATH](https://cmdrecruitment.com/job/production-operative-bath-13327) **Published:** August 27, 2026 **Author:** Dan Barfoot **Content:** **Production Operative** **Location:** Midford, Bath **Pay Rate:** £15.14 per hour **Type:** Temp to Perm – following a successful probationary period **Hours:** Monday to Thursday 07:30–16:30, Friday 07:30–12:30 CMD Recruitment is recruiting on behalf of **Cross Manufacturing**, a world-leading manufacturer supplying precision-engineered components to the aerospace, automotive and industrial sectors. We are looking for **Production Operatives, Manufacturing Operatives and practical, mechanically minded individuals** who are looking to develop a long-term career within a skilled production environment. ### The Opportunity This is a **temp-to-perm position**, with the opportunity to potentially secure a permanent position with Cross Manufacturing following a successful probationary period. You will receive full training on the company’s products, processes and equipment, making this an excellent opportunity for someone with a strong practical background who is keen to develop their manufacturing skills. ### The Role You will be responsible for manufacturing high-quality precision components while maintaining strict quality and safety standards. **Duties include:** - Operating production machinery and manufacturing equipment - Manufacturing precision components to engineering specifications - Conducting quality inspections and visual checks - Using measuring equipment and production gauges - Completing production documentation accurately - Following standard operating procedures and health & safety requirements - Working to production targets while maintaining excellent quality standards ### We are looking for candidates with: - Previous experience within a manufacturing, production, engineering or other practical environment - Experience using machinery, tools or manufacturing equipment is advantageous - Strong attention to detail and a commitment to producing quality products - Ability to follow written work instructions and manufacturing processes - Good manual dexterity and practical skills - A reliable work ethic and excellent attendance record - A willingness to learn and develop within a precision manufacturing environment **Candidates with a practical or mechanical interest outside of work are also encouraged to apply.** Formal engineering experience is not essential if you have a strong practical aptitude, good attention to detail and a genuine interest in mechanical or manufacturing work. Full training will be provided on Cross Manufacturing’s products and processes. However, previous experience in a manufacturing, production, engineering or practical environment would be advantageous. This is a precision manufacturing environment where attention to detail, quality and consistency are essential. It is not a general warehouse or picking and packing role. If you’re looking for a role where you can build your skills, gain valuable manufacturing experience and potentially secure a permanent position following a successful probationary period, we’d love to hear from you. --- ### [Mechanical Assembler](https://cmdrecruitment.com/job/mechanical-assembler-13298) **Published:** August 26, 2026 **Author:** Dan Barfoot **Content:** **Mechanical Assembly Operative** **Location:** Melksham **Pay:** £17.56 per hour (includes shift premium) **Job Type:** Ongoing Contract | Full-Time | SHIFT **Hours:** 06:00 – 14:00 Mon – Fri / 14:00 – 00:00 Mon – Thur. ***Rotating weekly* Immediate Start Available** We are recruiting for Mechanical Assembly Operatives to join a leading engineering and manufacturing company within the rail industry. This is a hands-on role based in a busy workshop environment, involving the assembly and build of brake calipers and associated components. The role requires practical skills, attention to detail, and the ability to work as part of a team while maintaining high standards of quality and safety. This position is ideal for candidates with experience in mechanical assembly, production, manufacturing, engineering, or other hands-on roles. Candidates with a strong work ethic and a willingness to learn are also encouraged to apply, as full training will be provided. **Key Duties:** - Building brake calipers and mechanical components - Using hand tools to dismantle and rebuild units - Working in a busy production workshop environment **Skills & Experience:** - Mechanical, assembly, or manufacturing experience preferred - Experience using hand tools (spanners, torque wrenches, etc.) - Ability to follow instructions and processes - Good attention to detail - Comfortable working in a dirty / noisy workshop environment - Confident using hand tools **This role would suit candidates with experience as:** - Mechanical Assembly Operative - Mechanical Fitter / Assembler - Vehicle Mechanic or Vehicle Technician - Motor Mechanic - Engineering Operative **Apply today** to be considered for an immediate start with a leading engineering manufacturer. Backgrounds considered: assembly operative, production operative, warehouse operative, mechanical fitter, vehicle mechanic, technician --- ### [Experienced Cabinet Maker ](https://cmdrecruitment.com/job/experienced-cabinet-maker-13203) **Published:** July 28, 2026 **Author:** Dan Barfoot **Content:** **Experienced Cabinet Maker** Marlborough, Wiltshire Full-Time, Permanent Salary up to £35,000 (dependent on experience) + Overtime pay Working Hours: Monday to Friday, 08:30 – 16:30 **Job Overview** I have been requested to support our client to recruit a skilled and detail-focused Cabinet Maker to join our client’s established workshop based in Marlborough. This is an excellent opportunity for an experienced craftsperson to work on bespoke, high-quality furniture and cabinetry in a collaborative and well-equipped environment. The ideal candidate will bring a passion for fine woodworking, strong attention to detail, and the ability to work independently or as part of a team. **Key Responsibilities.** - Manufacture and assemble custom-built cabinets and furniture pieces to client specifications. - Interpret and work from technical drawings, ensuring precision in all dimensions and finishes. - Select and prepare materials such as hardwoods, veneers, and decorative elements to ensure quality and consistency. - Operate a variety of woodworking tools and machinery safely and efficiently. - Maintain a clean and orderly workshop, ensuring tools and equipment are well looked after. - Carry out quality control checks on finished items, making refinements where necessary to achieve top standards. - Contribute to a safe working environment by adhering to health and safety practices. **Requirements** - Proven experience in cabinet making or fine woodworking, with a portfolio of completed work. - Strong understanding of woodworking methods, materials, and finishing techniques. - Ability to read and interpret detailed technical drawings and design plans. - High level of craftsmanship and attention to detail. - Excellent communication skills and a collaborative approach to work. - Self-motivated with a proactive and adaptable attitude toward challenges and deadlines. **This role offers a competitive salary, sociable working hours with overtime opportunities, and a chance to work on a variety of creative and bespoke projects in a dynamic environment.** If you are passionate about furniture making and ready to bring your skills to a respected workshop, I encourage you to apply. If you are a skilled Cabinet Maker, I would like to invite you to apply by submitting your resume and portfolio to [dan\_pyle@cmdrecruitment.com](mailto:dan_pyle@cmdrecruitment.com) Please include a cover letter highlighting your relevant experience and why you would be a valuable addition to the team. --- ### [Working Foreman](https://cmdrecruitment.com/job/working-foreman-13366) **Published:** July 30, 2026 **Author:** Dan Barfoot **Content:** **Working Foreman** **Pewsey** **Salary DOE** Our client Acorn Builders is looking to recruit a Working Foreman to join their team in undertaking all aspects of site supervision and coordination of construction teams effectively enabling cost effective targets to be met. **The main duties will include:** - Coordinating tasks for the day including but not limited to creating schedules for workers, overseeing quality of the site, managing the budget and daily inspections of site in accordance with drawings. - Procurement of standard materials from approved suppliers and checking that materials, equipment, and labour are on site to meet with contract and programme requirements. - To monitor and produce good quality of work. - Ensuring that safety plans and method statements are adhered to onsite by all operatives and sub-contractors. - Ensure there is a safe system of work in the place for all sites and undertake activities on site are in line with health and safety procedures. - Create and maintain of all necessary paperwork required to ensure safe operations - Ensure all work site areas are prepared prior to commencement of work and cleared in a safe and correct manner. **Skills and Qualifications** - Site Supervisor experience - Be able to supervise a team. - Confident in taking information from drawings. - A good knowledge of Residential Developments - Must have a valid UK driving licence. --- ### [Estimator](https://cmdrecruitment.com/job/estimator-12781) **Published:** August 3, 2026 **Author:** Dan Barfoot **Content:** **Estimator** **Pewsey** **Salary TBC** **Full or Part Time Role** This is a fantastic opportunity for a skilled and experienced Estimator to join this busy construction firm. **About the role of Estimator** We are currently working with a leading construction business who is seeking a skilled and detail-oriented Estimator to join their succesful team. The ideal candidate will possess excellent analytical skills, and a proven ability to develop accurate and competitive cost estimates. **Key Responsibilities for an Estimator** - Analyse project plans, specifications, and requirements to prepare accurate cost estimates. - Collaborate with architects, engineers, and subcontractors to gather necessary information. - Research and source materials, equipment, and labour costs for the project. - Prepare and maintain detailed cost breakdowns and tender documentation. - Assist in value engineering to optimise project costs without compromising quality. - Monitor market trends to anticipate fluctuations in costs and availability. - Present estimates to senior management and clients with confidence and clarity. - Contribute to risk analysis and contingency planning for the project. **Key Requirements for an Estimator** - Proven experience as a Construction Estimator, preferably with projects of a similar scale and complexity. - Strong understanding of construction processes, materials, and cost factors. - Proficiency in estimation software and tools - Excellent numerical skills and attention to detail. - Strong communication and negotiation skills. --- ### [LaboConstruction Labourer](https://cmdrecruitment.com/job/laboconstruction-labourer-13367) **Published:** August 4, 2026 **Author:** Dan Barfoot **Content:** **Construction Labourer** **Near Newbury** We are seeking a motivated and reliable Construction Labourer to our clients busy team. This role involves supporting various aspects of construction projects, ensuring safety, efficiency, and quality standards are met. The ideal candidate will be eager to learn and possess a strong work ethic, with experience or interest in different trades within the construction industry. This position offers an excellent opportunity to develop skills across multiple disciplines while contributing to diverse building projects. **Duties** - Assist with the preparation and clean-up of construction sites, including loading and unloading materials. - Support skilled tradespeople such as roofers, plumbers, welders, electricians, carpenters, masons, and painters in their tasks. - Operate hand tools and power tools safely and effectively under supervision. - Assist with the installation of roofing, plumbing systems, electrical wiring, plastering, masonry work, and fabrication tasks. - Follow schematics and technical drawings to aid in construction activities. - Support the setup of scaffolding and temporary structures as required. - Maintain a clean and organised work environment to promote safety standards. - Adhere to health and safety regulations at all times during operations. **Qualifications** - Prior experience or training in construction-related fields such as roofing, plumbing, welding, electrical work, plastering, masonry or carpentry is advantageous but not essential; willingness to learn is key. - Knowledge of hand tools and power tools used in construction environments. - Ability to follow technical schematics and instructions accurately. - Good physical fitness with the ability to perform manual labour for extended periods. - Strong organisational skills and attention to detail. - Commitment to safety procedures and protocols on-site. --- ### [Estimator](https://cmdrecruitment.com/job/estimator-13365) **Published:** June 12, 2026 **Author:** Dan Barfoot **Content:** **Estimator** **Pewsey** **Salary TBC** **Full or Part Time Role** This is a fantastic opportunity for a skilled and experienced Estimator to join this busy construction firm. **About the role of Estimator** We are currently working with a leading construction business who is seeking a skilled and detail-oriented Estimator to join their succesful team. The ideal candidate will possess excellent analytical skills, and a proven ability to develop accurate and competitive cost estimates. **Key Responsibilities for an Estimator** - Analyse project plans, specifications, and requirements to prepare accurate cost estimates. - Collaborate with architects, engineers, and subcontractors to gather necessary information. - Research and source materials, equipment, and labour costs for the project. - Prepare and maintain detailed cost breakdowns and tender documentation. - Assist in value engineering to optimise project costs without compromising quality. - Monitor market trends to anticipate fluctuations in costs and availability. - Present estimates to senior management and clients with confidence and clarity. - Contribute to risk analysis and contingency planning for the project. **Key Requirements for an Estimator** - Proven experience as a Construction Estimator, preferably with projects of a similar scale and complexity. - Strong understanding of construction processes, materials, and cost factors. - Proficiency in estimation software and tools - Excellent numerical skills and attention to detail. - Strong communication and negotiation skills. --- ## Team Member ### [Beth Thomas](https://cmdrecruitment.com/post_type_team/beth-thomas) **Published:** September 14, 2022 **Author:** Dan Barfoot --- ### [Sarah Webb](https://cmdrecruitment.com/post_type_team/sarah-webb) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Sophie Noyes](https://cmdrecruitment.com/post_type_team/sophie-ward) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Hannah Shell](https://cmdrecruitment.com/post_type_team/hannah-chiffers) **Published:** October 13, 2020 **Author:** tdbdev --- ### [Jess Manterfield](https://cmdrecruitment.com/post_type_team/jess-manterfield) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Lisa Lane](https://cmdrecruitment.com/post_type_team/lisa-lane) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Jenni Reynolds](https://cmdrecruitment.com/post_type_team/jenni-reynolds) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Andrea Young](https://cmdrecruitment.com/post_type_team/andrea-young) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Lucy Morris](https://cmdrecruitment.com/post_type_team/lucy-morris) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Dan Pyle](https://cmdrecruitment.com/post_type_team/dan-pyle) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Joe Lacey](https://cmdrecruitment.com/post_type_team/joe-lacey) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Karen Towse](https://cmdrecruitment.com/post_type_team/karen-towse) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Mark Buscombe](https://cmdrecruitment.com/post_type_team/mark-buscombe) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Jose Garcia-Brennan](https://cmdrecruitment.com/post_type_team/jose-garcia-brennan) **Published:** January 15, 2021 **Author:** tdbdev --- ### [Dan Barfoot](https://cmdrecruitment.com/post_type_team/dan-barfoot) **Published:** October 13, 2020 **Author:** tdbdev --- ### [Tim Barfoot](https://cmdrecruitment.com/post_type_team/tim-barfoot) **Published:** October 13, 2020 **Author:** tdbdev --- ## Categories ### [Uncategorized](https://cmdrecruitment.com/category/uncategorized) --- ### [Interviews](https://cmdrecruitment.com/category/interviews) --- ### [Advice](https://cmdrecruitment.com/category/advice) --- ### [new-jobs](https://cmdrecruitment.com/category/new-jobs) --- ### [Latest Jobs](https://cmdrecruitment.com/category/latest-jobs) ---