Helpful insights from our experts

FA production operative works within a factory. They work on a production line assembling goods to be sold at a later process. There is a vast range of manufacturing sectors where operatives are needed. Being a production operative is a great opportunity to learn new skills and become a dependable team member.

Do you need qualifications to become a production operative?
There are no strict qualifications for a production operative. Employers usually ask for GCSEs or equivalent. including English and maths, to show you have the skills to perform the tasks and work safely within a team. Some positions may require certain qualifications, but these are often in the more senior positions and not required for entry-level roles.

What skills do I need to become a production operative?
There is a vast range of sectors in which a production operatives may find themselves working. For example, the skills required for an operative to work painting and finishing parts for the aerospace sector are very different to those who work in food production, processing and packing food for the general market. Some of the most transferable skills a production operative needs are the following:

A willingness to learn
Assembly lines are busy and fast-paced work environments. The ability and willingness to learn new skills and ways of working will help you understand more about the production process and help progress your career.

Can work as part of a team
An assembly line is very rarely just one person. You will typically be working with a close team who have tight targets. The ability to work with people on a regular basis and help those in need is an invaluable skill to employers.

Attention to detail
When manufacturing goods, a high level of quality control can save your company time and lost revenue. By spotting issues with a product before it reaches the end of the line or, even worse, the customer, you can help improve your company’s reputation and yours.

The ability to work independently
Whilst being part of a wider team, the self-reliance to work on your task without the need for supervision can help set you apart from other candidates. Health and safety plays a huge role in the world of production.

Many positions are open to new starters and require no previous experience. Others require experience in similar areas. Contact your local RE Recruitment Office to know if you are the right fit.

How much does a production operative make?
The average salary for a production operative is around £9.70 – £10.50 per hour but can reach much higher for experienced operatives in specialised sectors.

To give you an idea of what to expect, here are some of the current salaries advertised with us: Tewkesbury £10.42 per hour, Toddington £24,000 per annum, Evesham £10 – £11.45 per hour and Telford – £12 per hour for night work.

A good rule of thumb is that the more technical the work, the better the pay. Machine operating requires more training and skill than a production worker and will be more paid.

What hours do production operatives work?
The hours are set and offer the ability to work full or part-time. Depending on their employer’s operating times. Some will work set hours every week, whilst others can work 12-hour days for four days and have four days off. Some factories have two shifts that work rotating shifts, for example, week 1- work 06:00 – 1400, week 2 – work 14:00 – 22:00.

Are there opportunities for progression?
Factories are busy places with many opportunities for you to progress in your current role or move into another area of the factory. Once you have built up some experience in your current role, you can apply for a supervisor role looking after a small team below you and making sure your team hits their targets safely and timely.

There are also a number of training opportunities for those who show willingness; and are perfect who want to upskill, such as those who want to become a machinist or learn to drive vehicles such as forklift trucks which can open possibilities and job growth.

If you are looking to take your first role as a production operative or take the next step in your career, look at our current roles and let us find the perfect role for you.

In the ever-changing business landscape, temporary employees often need to be hired. Whether it’s to meet an unexpected surge in demand or cover a permanent employee’s absence, enlisting the help of temporary staff can be a lifesaver. If you’re wondering how to hire temporary staff for the first time, you’ve come to the right place.

Understanding the Types of Temporary Employment
Before we delve into the hiring process, it’s essential to understand the types of temporary employment available. Each type of temporary employment has its own benefits and use cases, so it is important to understand which one is right for you.

Fixed Term Contracts
Fixed-term contracts are employment agreements with a definitive end date. They’re ideal for seasonal demands, specific projects, or maternity cover.

Seasonal Contracts
Seasonal contracts are often used during periods of seasonal demand, such as the holiday season for retail businesses or summer for tourism and hospitality sectors. They help businesses manage the increased workload during these peak periods.

Zero Hour Contracts
Zero hours contracts offer maximum flexibility. Employees are not guaranteed work, but can be called in when required. They’re perfect for businesses experiencing unpredictable demand.

Freelance Contracts
Freelance contracts are unlike the other contracts on our list. A freelancer is self-employed and, instead of signing an employment contract with the company, charges a fixed rate for services. This means that they can be easily brought in on a project-to-project basis. Freelancers usually have a number of years of experience and are experts in their field.

How to Hire Temporary Staff in 6 steps
Once you’ve identified the type of temp worker suitable for your needs, it’s time to move to the hiring process.

Step 1: Define Your Needs
Clearly identify your business needs. Is this a short-term hire or do you anticipate a longer-term requirement? What tasks will the temp staff be responsible for? Answering these questions will help you decide on the best course of action.

Step 2: Understand the market
The job market is constantly changing, and with inflation continuing to rise in early 2023, it is important to understand what a competitive salary is. The easiest way to understand what is expected of potential employees is to talk to those recently hired or working within the recruitment industry.

Step 3: Choose the Right Hiring Route
There are various routes to hire temporary employees. You could use a staffing agency, which is a fast and reliable way to hire quickly, especially if you’re looking for temp workers on short notice. Alternatively, you could opt for direct recruitment. This could save on some costs but requires more time and resources.

Step 4: Draft an Effective Job Description
Your job description clearly communicates the role, responsibilities, required skills, and duration of the contract. This is also an opportunity to advertise your business as an attractive workplace.

Step 5: Understand Legal Obligations
Remember, as an employer, you’re required to consider certain legal aspects such as tax and national insurance, ensuring the national minimum wage, and understanding the rights of your temporary staff.

Step 6: Onboarding
Once you hire temporary workers, make sure they feel welcomed and supported. Providing necessary training and clearly communicating their roles and responsibilities is a great proven way to motivate temporary staff.

What are the benefits of using an agency?
A recruitment agency or Temp Agency are often the easiest and fastest way to find staff to fill your role. They have the experience, and knowledge to assess the role and find the right experienced workers. Many agencies will have a list of workers that are ready to start work at short notice and have gained work through the agency previously; these are called Agency Workers.

Agency Workers
Agency workers, often referred to as temp workers, are sourced from recruitment agencies. They are ideal for meeting short-notice needs and can be employed for varying lengths of time.

Agency workers often have a range of experience working within similar areas and can help you fill a place at short notice and can gain a better grasp of training and new situations

Considerations when Hiring Temporary Staff
Bringing in temporary staff can provide a wealth of benefits for your small business. It offers flexibility, cost-effectiveness, and the chance to evaluate potential permanent employees in a real-work environment.

However, it’s important to consider the balance between full-time and temporary staff to maintain harmony in your workforce. Additionally, be aware that temporary staff are entitled to certain benefits, such as annual leave, based on their work hours. Like all new hires, there are advantages and disadvantages to hiring temporary staff.

If you are ready to hire a new temporary member of staff or want to know more about the process, our team of experienced recruiters will be more than happy to guide you through the process. Contact our teams at 01242 505400 or email at hello@rerecruitment.com.

Recruitment is a crucial aspect of every successful business. Understanding why companies use recruitment as a tool for growth and maintaining a competitive edge can set you apart from your competitors.

But why do businesses recruit and why is investing in recruitment good for your business? Here we explain 7 reasons why every business should always be looking to perfect their external recruitment process.

1. Attract and Retain High-Quality Talent
Attracting the best talent requires businesses to work on their employer brand. Today being a good employer isn’t just about wages; it is about providing job satisfaction and an engaged work environment. This makes it easier to attract new hires, which improves your team and makes it easier to hire again and again.

As a business continues to improve its team, their business becomes more attractive to higher skilled and experienced workers, showing you’re not stuck with the same old system and that you are looking to improve and better yourselves constantly.

2. Improve morale and performance
A positive work environment and good team dynamics are essential for high employee morale and performance. When businesses focus on recruitment, they can positively impact by creating a supportive and productive atmosphere.

Focusing on the right skill sets and long-term goals during the hiring process can also improve overall performance.

3. Enhance Skills and Experience
Recruiting new talent helps bring new skills and perspectives into your organisation. Not only does this help fill potential gaps in your company’s knowledge, but encourages personal growth within the existing team.

New hires can help keep your business more competitive and adapt quickly to any future changes within your industry.

4. Reduce Staff Turnover
Replacing staff is a huge headache for many businesses; every time someone leaves, they take away invaluable experience. Employees leave for a number of reasons, their situations change, people retire, or they just want a new challenge.

By hiring the right people to improve your team, you can improve employee retention, helping to save you time and money in the long term.

5. Improves Business Growth
New hires not only bring a range of experiences to your workforce, but they can help build a higher profile for your business and attract new clients. Quality hires can bring gravitas to the company and allow you to advertise their experience and knowledge.

New hires can bring in new potential clients by sharing their news on their social media like LinkedIn. This enables you to get your name out to a new audience who might never have heard of you before or what you do.

6. Streamline the Recruitment Process
Like all things, the more you do something the easier it gets, and recruitment is no different. The more your company looks for and hires the best talent the easier it is to attract the best talent. This is where having the right processes in place and using the right recruitment partners can make all the difference.

Using a recruitment agency like RE Recruitment who understands your business and your goal can help save you hours of searching for the perfect candidate. Our vast network of candidates are vetted by us so that you can concentrate on your business and we can find you the perfect candidate.

7. Adapt to a Changing Job Market
The job market is constantly changing, and those who offer a flexible recruitment strategy will come out on top. Understanding what is expected by suitable candidates can give you the best chance at hiring the best candidates in the market. Our team can advise you on the challenges of recruiting in 2023 and help you stay one step ahead of your competitors when it comes to attracting the best talent.

We’re here when you need us
As you can see, recruitment is essential for your business’s success. Not only does good recruitment give you a strong and skilful workforce, but it can also help future-proof your company and improve its culture.

When you are ready to prioritise your recruitment, we have a team of highly experienced consultants who are eager to help. Our recruiters have experience helping companies just like yours to fill permanent positions and find temporary staff.

To discuss your needs and goals, call us on 01242 505 400 or fill submit your staffing requirement directly to us and we will work with you through the recruitment process from writing your job descriptions through to negotiating the job offer.

For today’s businesses, hiring temporary staff can help address fluctuating workloads, fill in for absent employees, or meet seasonal demands. However, weighing the advantages and disadvantages before deciding whether temporary employees are the right fit for your organisation is crucial.

Whenever you are looking to externally recruit, the process is usually time sensitive. Whether it’s a spike in demand for your services or product or filling a gap in your team to reduce any downturn in productivity. This time pressure can lead to decisions being rushed, so before you hire it’s important to understand the advantages and disadvantages of hiring temporary staff.

What are the advantages of hiring Temporary Staff?
1. Flexibility
Temporary workers can help businesses adjust to their workload and scale up or down as needed. This is especially important in industries that have sudden changes in demand, like retail, hospitality, and manufacturing. Using temporary staff can also be useful if you are trying something new and don’t want to commit to a permanent employee.

2. Meeting Seasonal Demand
Temporary workers can help meet increased demand during peak seasons without long-term commitments. Employing temporary staff allows companies to manage workload spikes efficiently, ensuring a smooth transition between high and low-demand periods. Not only is this true in the retail sector but also in agriculture and the food industries; as one of the only two suppliers for the UK’s seasonal worker visa scheme for the poultry sector, we know the importance of getting the right workers in place to match seasonal demand.

If your business is susceptible to seasonal demand, our blog on how to solve labour shortages in the UK with the help of seasonal workers is a great way to understand the benefits of hiring seasonal workers.

3. Lower Downtime
Hiring temporary staff can minimise downtime caused by employee absences or sudden departures. By quickly filling vacant positions, businesses can maintain productivity and avoid disruptions to their operations.

4. Managing Wage Bill
Temporary workers can be a cost-effective solution for businesses, as they typically receive fixed hourly rates without requiring benefits such as health insurance. This financial flexibility enables companies to manage their wage bill effectively, especially during uncertain economic times.

5. Access to Specialised Skills
Temporary staff can provide businesses with specialised skills for short-term projects or specific tasks. This expertise is invaluable when a company needs to execute a project quickly and doesn’t have in-house expertise. This also works if you do not need the skills regularly enough to justify hiring them as full-time employees.

Read our guide on hiring temporary staff for the first time.

What are the disadvantages of hiring temporary staff?
1. Competition for Hiring
Hiring temporary staff can be competitive, particularly in industries with high demand for skilled labour. However, RE Recruitment’s expertise in finding the right candidates ensures your business has access to top talent, even in competitive markets.

2. Unfilled vacancies
Unfilled positions can disrupt business operations, potentially leading to missed deadlines or reduced customer satisfaction. RE Recruitment’s efficient and timely placement services minimise these disruptions, helping businesses maintain their output.

3. No guarantee on the standard of work
Any hiring process runs the risk of introducing someone who is not the right fit for your company; this is the same with temporary staff. They might not have previously worked to your standards or may not be able to physically do the job required. RE Recruitment’s screening process increases the likelihood of a positive outcome, and are always on hand to help whilst our candidates are being hired.

4. Lack of Time for Training
With limited time for training, temporary employees may need help to adapt to new work environments, which can impact productivity. RE Recruitment supports businesses by providing pre-screened, skilled candidates. These candidates are ready to contribute from day one, reducing the time and resources required for onboarding.

5. Inconsistent Company Culture
Temporary employees may only partially integrate into a company’s culture, potentially leading to disengagement or reduced teamwork. RE Recruitment selects candidates who align with your company’s values and culture, fostering a positive working environment. We may even be able to provide the same employees, making it easier to embed your new hire into your team.

6. Time spent searching
Looking for people to fill temporary positions can be a drain on your time and resources. If you are continually looking to hire temporary workers throughout the year, you could benefit from an onsite recruitment solution.

RE Recruitment can help by providing you with your own in-house and dedicated consultant, or team of consultants, who specialises in hiring, interviewing and qualifying your candidates for you. You can discover more about the benefits of onsite recruitment in our linked blog to see if it’s the right fit for your business.

Partnering with a temporary staffing agency
At RE Recruitment, we specialise in matching businesses with qualified temporary staff who meet their specific requirements. By partnering with a temp agency like Re Recruitment, you can streamline the hiring process, save time and resources, and gain access to our vast pool of skilled candidates.

If you are looking to make a hire, whether it be a group of temporary staff members or seasonal cover, why not call us on 01242 505 400 for a free consultation?

Whether you’re looking to grow your team, or replacing a colleague, the thought of recruitment can be a daunting task for any manager. You’re already busy with your daily tasks and now have to find time to create a job description, filter through applications, and interview candidates. All while ensuring the rest of the team continues to operate.

Hiring due to an employee departure means balancing team morale while finding a new team member who will fit the team dynamic. But recruitment should be seen as an opportunity to bring new and fresh ideas into the company to help your team or business grow.

Some businesses prefer to promote team members into senior roles, which is what we refer to as internal recruitment. Whilst others will look to hire new talent by recruiting externally. There really is no right or wrong way to hire. Typically, the complexity or urgency of a vacancy will determine which route is best to take.

What are external and internal recruitment?
External Recruitment
The external recruitment process is the typical recruitment people think of. It involves hiring someone from your business and bringing them into your team. When you recruit externally, you can find fresh talent and new perspectives, which can be great for shaking things up and keeping your company dynamic.

Internal Recruitment
Internal recruitment means hiring someone already in your workforce. This could be transferring someone from another department, or promoting someone when you feel they are ready for more responsibility. It’s a fantastic way to reward hard work and dedication while making the most of the talent you already have on board.

What are the benefits of Internal Recruitment?
Like external recruitment there are benefits to recruiting from within your organisation.

Time saved hiring
Recruiting can be time consuming so often recruiting internally is the straightforward option. You already know the candidate, their skills and how they fit into your company culture. Whilst this is simpler, this provides another hole to fill by the promoted employee.

Rewards loyalty & improves morale
Everyone likes to be rewarded for their loyalty, and a promotion to a more senior position is largely the positive outcome for any employee.

But promoting internally can also harm the larger workforce. If a staff member is promoted over others with similar or more perceived experience, it can be seen as favouritism. This can lead to relationships breaking down between management and the workforce.

Retain staff knowledge
Each year an employee works for you, they gain invaluable knowledge about how your company works and your customer base. This knowledge may be lost if the employee were to leave.

Promoting staff can be a reward for their loyalty. It helps keep their knowledge within the business and gives them a platform to help spread their knowledge to other members.

Cost of recruitment
Internal recruitment saves you something that all businesses want more of, time and money. Promoting a team member means you can skip advertising, agency fees, lengthy interviews and the onboarding process.

What are the advantages of external recruitment?
Access a larger talent pool
When you opt for external recruitment, you can access a vast pool of potential candidates. By casting your net wider in the talent pool, you are increasing your chances of finding the perfect candidate.

The recruitment process can also help you consider broader skills, experiences, and backgrounds that your current workforce may be missing, which is great for the ever-changing digital world.

Gain fresh perspectives and ideas
Hiring externally brings fresh perspectives and ideas from people with experience in different industries or companies. These new viewpoints can drive innovation, improve processes, and stimulate creativity within your organisation. Hiring external talent is one of the fundamentals of continuous improvement.

Avoid internal conflicts
External recruitment can help sidestep potential conflicts or issues arising from promoting or transferring existing employees. This can prevent any feelings of resentment among team members. If you are advertising a vacancy you can still allow people from within your organisation to apply and interview for the role.

Add value to your brand
Bringing in top candidates outside your workforce is a great opportunity to shout about your brand; this works when dealing with existing and potential clients and makes you more attractive to future candidates who can see you as a place to go and make their mark.

Should you use a recruitment agency?
Before considering whether to use a recruiter, it’s important to understand the benefits of hiring a recruitment agency. Filling a job vacancy isn’t as simple as it used to be. Writing a job description and creating an ad is the minimum that needs to be done. This is where hiring a recruiter can take your search to the next level.

Using the right channels is more important than ever when finding potential candidates. Recruiters will go beyond the job boards to find relevant candidates across social media, social forums and personal networks.

Finding you the right candidate
Not every skilled worker is looking for a new job. An established recruitment agency has access to a network of high-quality job candidates who aren’t actively applying for jobs.

This can be because the candidate has approached the recruiters to apply for a listing or the recruiter has a previous relationship with the candidate from placing them in a role previously, which means that finding the right person can be faster than when going it alone.

Experts at recruitment
Recruiters are experts in finding candidates for open vacancies. As a hiring manager your job is your speciality, for a recruiter, this is what they do every day. They can help you write effective job descriptions, present you with qualified candidates, provide up to date market information such as potential recruitment challenges and advise on expected salaries.

Keep job openings discreet
Recruiters understand the need for discretion. If you are hiring a senior staff member and want a seamless transition without others knowing, using a recruiter can be the best option. They can feel out qualified candidates before revealing your company and help the whole process transition seamlessly, from the initial search to the interview process and finally making the job offer.

Benefit from dedicated support
If your company regularly hires throughout the year, having a skilled recruiter to turn to can really take the weight of responsibility off your shoulders.

A dedicated onsite recruitment solution affords businesses and hiring managers the ability to recruit effortlessly. By providing onsite support, your recruiter will become an extension of your business and develop a deeper understanding of your team and organisation. You can learn more about the benefits of onsite recruitment here.

Contact a recruiter at RE
For over 20 years RE Recruitment have helped businesses across the UK grow their teams. If you are looking for your next hire or need advice on attracting suitable candidates, our team are ready to help.

It is completely free to speak with a member of our team about a vacancy and if you would like to speak to one of trained recruiters please contact us today.

Whether taking your first steps on the job ladder or looking to change your career path, looking for a new role can be daunting. To help you with your search in 2023, we have created a quick guide to some of the most future and recession-proof jobs this year.

Changing industry or starting a new venture are pivotal moments in your career and should always be the result of careful consideration. Before opting for a career or industry change, it’s important to first reflect on your skills and personal development. Consider what your strengths and weaknesses are in your current role and the reason you are looking for a change. Are you motivated to do more, are you seeking a bigger challenge, or maybe you have become stagnant in your current career trajectory?

When moving jobs it’s easy to get caught up on developing new skills and qualifications, but what about the fundamental skills you need to succeed in any role? Here are 5 soft skills that can not only help you secure a new job, but help you progress into higher positions faster than those around you.

Personal skills to focus on in 2023
1) Effective Communication
Communication is key in any career, but despite what some people think, communication isn’t just about getting your point across; it is about listening as much as speaking. Taking on information quickly and efficiently whilst asking the right questions means you can get on with the job without second-guessing what was asked of you.

2) Self-reliance
For a business or recruiter, seeing that a candidate can be self-reliant is a huge plus. It doesn’t matter if you are remote working or as part of a team in a busy healthcare setting, taking your next step on the career ladder of your just getting started; having the confidence and self-motivation to do the job positively without the need for external help or drive can mean you are trusted for more significant responsibilities in the future and often fast-tracked for promotions over your peers.

3) Digital Literacy
Digital literacy for two people in two different sectors can mean two completely different things. Understanding what is essential for you and your profession is as integral as getting to know the software. Spending some time to find out what software is used in the industry and getting to know it can be why you are chosen for the position over another candidate.

If you are looking to progress, the type of software used by more senior staff members may be completely different to what you are used to. Being open to change can make the transition smoother when stepping up and taking on more responsibility.

4) Adaptability
In any job, issues will arise; it can be as simple as a team member ringing in sick on the day of the big presentation, your tech going down or an influx of patients during the night shift. However, if you can remain composed, think quickly, and adjust to the changing circumstances, you can become a valuable asset to any company.

5) Teamwork
The ability to work with a team, whether it be your immediate colleagues or those outside of your department, is integral to setting and achieving your goals. Having the emotional intelligence to understand the needs and goals of those around you will help you work closely and build stronger relationships.

A big part of teamwork is allowing others to lead in their field of expertise. Remembering that those in a senior position might not have the relevant experience required to take a leadership role in the current project is beneficial.

5 Future proof jobs to consider in 2023
Digital Marketers
As all businesses continue to grow and move online, the demand for skilled marketers only increases. Digital marketing has long been one of the most in-demand jobs for businesses focused on branding and/or growth.

An experienced Digital Marketer will be responsible for driving traffic to a company’s website and filling the pipeline with leads for your sales/acquisition teams to convert. For e-commerce businesses the role of a digital marketer could be to promote a product, increase awareness or grow sales numbers and revenue.

The exciting thing about a career in marketing is the number of channels there are to specialise in. Most digital marketers will focusing on a handful of skills, however there are specialists who choose one or two disciplines to master. The most in demand skills within digital marketing are:

Paid Advertising
Social Media Marketing – Organic and Paid
Search engine Optimisation (SEO)
Email Marketing & Lead Generation
User Experience & Conversion Rate Optimisation
Content & Copywriting
A level of specialism in a specific channel can be required to get the best results and improve your career prospects. The entry barrier into digital marketing can be lower than other careers on the list, as no university degree is required. However, like most careers, a degree can often help open the door to certain organisations and in some cases will be necessary.

After gaining several years of experience within their field, many digital marketers opt to start freelancing or starting their own business or agency. The transition from employed to self employed is incredibly common for digital marketers thanks to the skills you can learn along the way.

Find a marketing job in our latest vacancies

Software Developer
Software developers are in high demand as technology continues to play an ever-increasing role in our daily lives. They are responsible for developing and maintaining software applications and systems, including mobile apps, web apps, and desktop applications.

Software developers must have strong programming skills and a deep understanding of programming languages like Java, Python, or C++. Often developers will work in teams, so clear communication skills and analytical thinking are required especially when it comes to troubleshooting issues and bug finding. Many developers specialise in a single language, but an understanding of more is more desirable. Developers focus on a specific area, such as mobile app development, and front-end or back-end developers, with the ability to change specialisms throughout their career.

Software developers may work for companies, startups, or as freelancers and have a wide range of opportunities in industries such as finance, healthcare, and entertainment. In today’s working environment, it is commonplace for many software developers to work partially or completely remotely.

View our latest Software developer jobs

Cyber Security
Cyber Security Analysts play a huge role in protecting sensitive information, systems and networks. Using various online tools, these security professionals identify and fix potential vulnerabilities in a company’s system.

As well as being proactive, cyber security analysts need to be reactive to any threats or unauthorised attempts at accessing online data. This creates opportunities

Cyber security analysts work in a variety of industries, including finance, healthcare, and government, and can specialise in areas such as network security, data protection, or incident response.

There are a number of ways to start a career in cyber security, from climbing the ranks at an entry-level IT role, like a network administrator, to obtaining a degree in Cyber Security, Software Engineering, Computer Science or anything IT related. This comprehensive guide from Coursera, is a great place to find out more about starting out in Cyber Security.

Our latest cyber job openings

Nurse Practitioners
There continues to be a strong call for medical professionals at all levels across the UK, with the skill shortages causing a potential healthcare crisis.

Nurse Practitioners are particularly in demand as the government looks to ease pressures on GPs (General Practitioners). Nurse Practitioners are nurses who have a number of years of experience as a qualified nurse and then have received a master’s degree through university. The role of Nurse Practitioners allows them to:

Prescribe medications, monitor their side effects, and identify potential drug interactions leading to health complications.
Provide accurate diagnoses and create personal treatment plans based on test results.
Treat acute illnesses while also managing and monitoring chronic conditions.
Work closely with patients to promote healthy lifestyles such as weight management to prevent future health problems.
There is a vast range of healthcare jobs available for both those with and without a university degree, so if you have what it takes to join the healthcare sector, why not visit our dedicated healthcare recruitment agency, Safehands Recruitment, to see a full list of health and social care jobs.

Data Scientist
With the rise of technology, many people are worried about losing their jobs to machines, but for data scientists, more machines means more opportunities. We recently covered how the popular AI tool ChatGPT can be utilised in recruitment and the same technology is already being adapted by dozens of industries with great levels of success.

As we progress into 2023 and new technologies become more mainstream, there will be a continued demand for data scientist work in this field, from crafting artificial intelligence and Machine Learning, to Data Analysis and Engineering.

The biggest barrier for data scientists of all levels is the challenge of keeping up with the ever-changing landscape of technology.

Ready for a career change?
Whether you are looking to take the next step in your career or see how your skills can help you on a new path, our team are here to help. Our blog is full of candidate advice articles from offering CV advice, salary guidance, interview tips and more.

If you need help with your job search or would like to speak to a recruiter, you can arrange a call with one of the team by contacting us or submitting your CV easily online for a consultant to call you back.

If your business has struggled to fill vacancies over the last 12 months, you’re far from alone. In a recent study by Remote, it was uncovered that over 90% of UK businesses are struggling to fill vacancies due in large to skill shortages in the UK job market.

In our recent blog, recruitment challenges in 2023 we discussed the impact of a candidate led market – a situation where there are more businesses looking to hire, than candidates looking for jobs. As an employer this means, not only trying to compete for new talent, but competing to keep the skilled workers you have within your business. So how can you fill vacancies when there are no applications and seemingly no candidates available for your opening? This is where partnering with a skilled recruitment consultant comes in.

Before signing up to any agency, it’s important to consider: what makes a good recruitment consultant?

What to look for from a recruiter?
Finding the right recruiter for your needs can be difficult, like using any new service; the best way to see if a recruiter is right for you is to talk to them. You can also look at an agencies history, such as how long they’ve been in business or what client’s they’ve supported. If an agency has been successfully run over a number of years or decades, there’s a good chance that the agency is creating strong partnerships with businesses like yours.

There are recruitment agencies that specialise within niche fields and others that cover an array of sectors and job roles, with a deeper understanding of entire sectors or markets, like our team at RE Recruitment.

By covering a wider range of job roles, our consultants are afforded more exposure to the recruitment processes of different industries. This exposure ultimately leads to growth in communication & negotiation skills which are crucial to becoming a well rounded recruiter.

Whether you have worked with a recruiter before, or are considering a new agency, here are a few important skills to look out for when partnering with a recruitment consultant.

Strong negotiations skills
A skilled recruiter can effectively navigate discussions between you and candidates, especially regarding salaries and job offers. Their experience and emotional intelligence enables them to work towards outcomes that your organisation and hires are satisfied with.

Choosing a recruitment consultant with excellent negotiation skills can facilitate successful hires and foster positive long-term relationships with clients and candidates.

A Network of existing relationships
A successful recruitment consultant has years of experience building healthy relationships. They will often be the first person a client will go to when they are starting to look at a new hire, and the first person, a candidate, will message when thinking about changing roles. Finding someone who has a phonebook filled with the best candidates can save you time and headaches when you come to find your next hire.

If a recruiter already works with businesses similar to yours, there’s a good chance they already know the type of candidates you’re looking to hire. Remember, the best candidates are usually in jobs, so having a recruiter unlocks the door to candidates who aren’t actively applying to job ads.

An effective communicator
When you are looking for a recruitment consultant, it’s essential to find one with strong communication skills. A good consultant understands how to deal with people, they will engage professionally with potential candidates, building trust and rapport to assess their fit for roles better and your company culture.

A skilled recruiter will also help you communicate your requirements effectively to candidates looking for work. If your job descriptions are the same as every other live vacancy, candidates are left to form an opinion based on your brand and the package on offer.

An experienced recruiter will provide you and your candidates with constructive feedback, helping to refine your requirements and interview techniques. They will make sure that both you and the candidate are happy with the appointment. They can then provide feedback to unsuccessful candidates, and keeping the door open for any future approaches.

Taking the time to understanding your company culture
A good recruitment consultant will take the time to understand your day to day company culture and the kind of candidates that will thrive within it. By understanding your company’s values, work environment, and overall goals, they can better identify the candidates who would fit seamlessly into your team. This will result in a more successful hiring process and a higher retention rate of new employees.

Effective use of social media and online platforms
The recruitment industry has changed. In today’s fast-paced digital world, social media and online platforms play a crucial role in the recruitment process. A good recruitment consultant should be experienced in using various social media platforms and trying to build their own brand. In a market led by candidates, recruiters should aim to be the recruiter that candidates approach when the time is right for them to look for a new vacancy.

By building a brand on social media recruiters and agencies have better success in finding candidates, promoting vacancies, and engagement rates with potential applicants. This will enable them to cast a wider net, increasing the chances of finding the perfect candidate for your organisation.

Experience in your market
Many recruiters specialise in different sectors, so finding a consultant or agency with knowledge and experience in your field of expertise is essential. This simple rule makes finding the right recruiter much more straightforward and ensures they understand your needs before you approach them.

Your chosen recruiter can offer guidance on candidate expectations, typical career progression, and current market conditions, such as salary benchmarks and competition for talent. This understanding allows them to screen and shortlist candidates more effectively, ensuring that only the most suitable applicants are put forward.

Using an agency often means that it is easier to find these consultants. Whilst an agency may work in several industries, their in-house team consultants will each specialise in a sector. You can get the specialism you are looking for from the individual with the wider support of a larger company.

Ready to make your next hire?
As a recruitment agency with over 20 years experience, we have built relationships with businesses across the UK like yours. We have regional offices in Cheltenham, Hereford, Telford & Worcester, with teams ready to help you with your candidate search. If you have an open vacancy and would like some free advice with hiring please complete our vacancy requirement form and we will partner a specialist consultant to your business.

With the rise of Artificial Intelligence tools such as ChatGPT, the question on most recruiters minds is “how will AI affect my job?”. But for a good recruiter, AI isn’t something to be afraid of, it’s a set of tools that can help revolutionise the recruitment process like never before.

What is ChatGPT?
ChatGPT is the most famous and advanced AI content tool available at the moment. It can take complex questions and requests and produce human-like responses in real-time. ChatGPT has been developed by a company called OpenAi and was founded by a group of data scientists and tech entrepreneurs, the most famous being Elon Musk.

Even the most advanced machine learning systems have their limitations. For example, the current ChatGPT model (GPT-3 Language) was developed using data from 2021, so it has no recollection of any data or events from the past 12 months, so any data that it provides needs to be thoroughly checked by the user.

How do you use ChatGPT?
There is a completely free version of ChatGPT at openai.com, and as the name suggests, users interact with ChatGPT through a chat window. The user requests or asks questions in the form of ‘prompts’, and the AI uses natural language processing to extract the information requested and answers questions in such a natural way you think the answers are human written.

This powerful piece of software can perform many tasks, you can ask ChatGPT to create content writing for your blog, break down complex information into easily understood summaries, and even find bugs in a programming language. Its writing can be so convincing it even fooled a recruiter into putting it forward for a job interview.

How to utilise ChatGPT in recruitment?
There are multiple ways ChatGPT can be used as a tool to streamline the hiring process; the best thing about ChatGPT is that you can use it to suit you and your individual needs; Here are the top 5 ways it can change the way recruiters work:

Assisting in writing a job description
A great job description is the best chance of attracting the right candidates for any job, but making sure you are hitting all the important points whilst keeping it concise can be tricky; with ChatGPT, you can take a brief from a client and turn it into a Job Description within minutes. You can then edit the description, adding any missed information or changing the tone, helping to save time to get the job listed.

However, because Chat GPT uses information widely available on the web, it’s important to finesse what the machine outputs. This can be achieved by writing comprehensive prompts to act as briefs and correcting any robotic sounding content by injecting personality. After all, the role of any job description is to attract the right candidate for the job, so ensuring readability and accuracy are critical.

Preparing a bank of interview questions
Whilst working across many different sectors and roles, it can be difficult to have the relevant questions on hand when it comes to screening applicants. To make it easier, you can load the client’s brief into ChatGPT and ask it to generate a series of questions. You can then adapt these questions to your own needs by using your own experience to focus on the most important aspects of the role.

Filtering applicants
Once you have taken your job description from ChatGPT, edited and posted it, you will hopefully be receiving hundreds of applicants’ CVs filling up your inbox. Thankfully ChatGPT can help with this as well; you can use ChatGPT to filter through the mass of CVs, making sure that the candidates have the relevant experience and qualifications, severely cutting down on the time it takes to assess a candidate.

Automating Candidate Feedback
As a busy recruiter, your focus is often on those high-value tasks and the needs of your clients. This means it is often impossible to give applicants the attention they want. With ChatGPT, you can generate unique email templates for an applicant, whether it is an update on the process or feedback on why they haven’t been selected. This is useful, especially in the early stages of the process, where applicant numbers are higher.

What are the Limitations of ChatGPT?
One of the biggest drawbacks of ChatGPT and other machine learning projects is consistency with the information produced, ask ChatGPT the same question phrased differently, and you may receive two conflicting answers. Also, as previously mentioned, the information it provides can be dated. As of 2023, the latest ChatGPT model was trained in 2021, so it does not know of any event since, for example, it does not know of the Queen’s passing in September 2022.

Like all ai development, the software is only as good as its programming, and with ChatGPT, there is an inherent bias built in, as OpenAi CEO Sam Altman acknowledged in his tweet earlier this year. It is something that they will be looking to write out of the code in future releases, but this has to be a watch out for anyone looking to use the software in a professional capacity:

Walk down any high street in the UK and chances are you’ll pass a number of shop windows advertising job vacancies. This is especially true when hiring seasonal staff in peak seasons, such as Christmas and summer holidays when staff shortages are at their highest. Call it a kickback from covid or a Brexit-backlash, but whatever’s happening out there, it’s leaving a huge gap in the UK’s labour market.

According to the Office for National Statistics, one of the key features of the UK’s labour market in 2022 was staff shortages. Seasonal demand was a particular problem, with 32% of employers (with more than 10 staff and privately owned) encountering labour shortages in December 2022. And it doesn’t look like that trend is going to change any time soon. That’s why the UK’s prime minister has pledged to get people back to the jobs market as a top priority for 2023.

But in the meantime, there are many strategies that employers can put in place to help solve labour shortage problems as RE Recruitment’s Head of On-site recruitment Mark Norton highlights below.

Why you should consider using seasonal employment to overcome labour shortages
One immediate solution to navigate the UK’s labour shortage is to explore seasonal workers as a recruitment solution. If you’re finding it difficult to recruit the numbers you need at peak season, Seasonal Recruitment Support could be the solution you need. This specialist service takes care of everything, from staff welfare, visas and accommodation to travel and transport, and all applicants undergo a thorough vetting process. Whether you’re recruiting in the food production sector, horticulture, warehousing, healthcare recruitment, or construction, seasonal workers can provide businesses with short-term or longer-term solutions to their labour shortages.

The advantages of using a seasonal worker recruitment solution
With the UK’s labour shortage at an all-time high, finding enough staff to meet your criteria at peak times is more difficult than ever. You need staff that are reliable, hard-working and willing to get the job done efficiently, leaving you free to focus on the running of your business at these busy times. That’s exactly what our seasonal recruitment support service can offer you.

Our Bucharest Recruitment Office, specialises in providing teams of seasonal workers for seasonal employment in the UK, and it couldn’t be simpler to get them on board. Here’s why you should consider a seasonal staff campaign for your business:

Eliminate any admin headaches
Our Bucharest office has been set up to offer a safe and stress-free route for seasonal workers to be employed in the UK. Our team manage the whole recruitment process for you, including all travel and visa requirements for workers, organising and providing comfortable, safe and audited accommodation, and managing the welfare of workers while they are in the UK. It really is a one-stop shop solution for businesses that need to hire staff to meet seasonal demand.

Hire a reliable and professional seasonal workforce
RE Recruitment employ seasoned professionals with experience of seasonal employment, meaning they are professional seasonal workers. Our workforce are well looked after, so staff retention is high, providing a talent pool of skills and experience that RE can pass on to UK businesses at peak times. We have a network of qualified seasonal workers who are committed to fixed placements, and are selected for their efficient and conscientious approach to work. That means you won’t have to worry about employees jumping ship or taking time off while they are with you!

Seasonal worker schemes are endorsed by the British Government
Following a competitive tender process, RE Recruitment were chosen as one of two suppliers for the UK’s seasonal worker visa scheme for the poultry sector. This means RE can sponsor a number of temporary migrant workers to apply for a seasonal visa. Applicants will be placed from October to December to cover the seasonal poultry labour shortage.

Saying no to modern slavery
One concern some companies may have about hiring seasonal workers from abroad is the risk of exploitation. RE Recruitment have a zero-tolerance approach to modern slavery and human trafficking. Staff are trained and workers are encouraged to speak out about any signs of exploitation and RE representatives are present at all stages of the recruitment process. We also hold a UK GLAA License (Gangmasters & Labour Abuse Authority) and are a ‘Stronger Together’ business partner, showing a public commitment to tackling hidden labour exploitation.

The seasonal worker recruitment practice is a tried and tested method that works
The hiring of seasonal workers can help to solve labour shortages in many industries including food production, horticulture and warehousing. RE Recruitment’s Seasonal Recruitment Service is so successful that many organisations come back year after year. That’s because the process we provide is a simple, one-stop service that represents a cost-effective way to increase productivity at busy times of the year.

Preparing to hire a number of staff for the seasonal period?
If you are interested in finding out how seasonal workers could help fill a labour shortage in your company, we would love to help. By submitting a staff requirement on our site you can share the details of your hiring requirements for one of our recruitment teams to get back to you.

Alternatively, why not contact us directly by calling 01242 505 400 and asking for our seasonal worker team?

How to answer career change interview questions
Making the decision to switch careers can be daunting, but it doesn’t mean you shouldn’t try. In fact, according to RE Recruitment’s Training and Onboard Manager, Lucy Dowie, there’s never been a better time to set out on a new career path.

“In a highly competitive labour market, employers are having to consider jobseekers they may not have previously considered, so this may be the perfect time for those people wanting to change careers,” she says.

Maybe you’re looking for a better work environment, an increase in salary or you finally want to go after your dream job: whatever the reason behind your career change, all you’ve got to do now is persuade the interviewer that you’re the right person for the role! Thankfully, Lucy has shared her top 10 career change interview questions and answers below, so that you can impress the hiring manager, whatever the industry.

Why are you looking to leave your current industry?
Understandably, this is going to be one of the first questions an interviewer asks. They want to find out more about you and whether you are worth their investment. Rather than talking about all the negatives of your previous job, take this as an opportunity to set out your long-term career goals and explain why a career change will help you achieve these. And be honest, says Lucy: “My general advice would be that for anyone changing career, they need to be able to discuss what has prompted the decision, what challenges they foresee and how they will overcome these. They should talk about how their skills and experience can be of use in a new industry and what they want to get out of the career change.”

What skills from your current or previous roles do you feel are most transferable to our business?
Even if you don’t have the specific skills and experience required, it’s likely that you do have several transferable skills. Perhaps you’re good with people, a whizz with words or brilliant at budgets – these skills are needed in every industry. And in today’s job market, they are very desirable. “Clients are more willing to look at transferable skills in the current market as it stands,” says RE Recruitment’s Head of Professional Services, Hayley Morris. “Career-changers need to be confident in giving examples of how these are transferable to a new industry.” If you need help identifying your transferable skills, then head to RE Recruitment’s candidate advice page for specialist one-to-one support.

What education or training have you undertaken to prepare you for this career change?
If you haven’t already, it’s a good idea to undertake some sort of training or gain a qualification that relates to your new field of work. This might be an online course, a volunteering role or even some unpaid work experience. As well as highlighting that you can use your initiative, it shows a potential employer that you are serious about making a long-term career change.

What appealed to you about your previous role that you no longer want?
There are many reasons why a dream role might not have worked out in the past. Maybe you thought you wanted the freedom to work from home but it turned out that you missed the buzz of the office. Perhaps you wanted the salary of a managerial position but then realised you missed doing the actual work itself. There are no right or wrong answers to this interview question, it’s about framing your response in a positive way.

Talk me through all your considerations when changing sector
If you’re changing careers then it’s understandable that you are going to have some concerns, and the interviewer expects this. Whether that’s a gap in your knowledge, a worry about learning new systems or getting to grips with new technology, these are all very real considerations. They can also be easily overcome – you might not know as much as other people, but you’re willing to take on extra training; you might not be tech-savvy, but you’re a fast learner. Being able to see solutions is a desirable quality in an employee and shows that you’ve thought long and hard about the implications of making this career change.

What will you miss about your previous role?
Before applying for a new position, you will be given a detailed job description. This is your chance to see exactly what the new role entails. Maybe there will be elements of your previous job you will miss but there should also be elements in your new role that excite you and which you are looking forward to taking on. Focus on the positives rather than the negatives.

Why should we hire you over someone with experience in our field?
If you’re looking to change careers then it’s unlikely you will have much experience in your new field. But you do have other skills and experiences that are just as valuable. Being a good listener, being able to communicate with others, being good at time management – it’s these ‘soft skills’ that are now equally desirable to employers in all industries. As Lucy at RE Recruitment says: “Employers may need to consider what skills or behaviours are essential and look for these outside their own sector whilst understanding how a new set of skills and experiences can be of benefit to their organisation.”

What do you see as the biggest challenge in changing career?
There are always challenges when changing jobs, even more so if you’re changing careers as well. Go into the interview prepared – research the company so you can answer this question with specific rather than generic information. For example, you might lack knowledge or experience in your new career, but explain that you are excited about the in-house training or on-the-job mentoring that the company offers.

Tell me about a time when you have had to overcome a significant challenge or adapt your personal style?
This has to be the most dreaded career change interview question! But before you panic, take a moment to think about what the interviewer actually wants to hear. They don’t necessarily want to know all the ins and outs about how you passed your driving test on the third attempt, they want to hear how the experience shaped you and how you might grow as an employee. Are you adaptable, can you take on things that challenge you, can you bounce back when things become difficult? These are the behaviours that interest potential new employers.

Do you have any interests outside of work that you feel are relevant to this career change?
The answer to this interview question requires you to think laterally. Have you undertaken any previous work experience or do you do any voluntary work where there may be transferable skills? What about those ‘soft skills’ – maybe you like playing sport which shows good teamwork, perhaps you like cooking which demonstrates creativity, or maybe you enjoy reading which suggests an ability to focus? You’re giving the interviewer a 360-degree view of you as a person, helping them to determine whether you are a good fit for the company or not.

Ready to consider a career change?
We know that making the decision to change careers is not something people do lightly. RE Recruitment has a team of specialists who can support you every step of the way while helping you to find your next role. Whether you’re looking for full-time, part-time, temporary or professional work, register your CV now to start your new career job search!