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2025 UK Job Market Trends: How to Secure the Best Opportunities

As a job seeker in 2025, navigating the evolving recruitment landscape means understanding the trends shaping the job market and knowing how to position yourself effectively. At First Base Employment, we’re here to empower  you with insights and opportunities to secure roles that align with your goals. Here’s what’s happening in the world of work and how you can stay ahead of the curve. 

1. The Evolution of Remote and Hybrid Work 

The demand for remote and hybrid work remains, especially in sectors like tech, marketing, and finance. These flexible models are reshaping work-life balance, but some companies are shifting their strategies. High-profile organisations, including IBM, are encouraging employees back into offices to foster collaboration, innovation, and culture. 

What does this mean for you as a candidate? 

• Demonstrate Flexibility: Be clear about your preferences for remote or hybrid work during interviews but remain open to discussing onsite collaboration when necessary. 

• Highlight Outcomes: Employers value results over time spent at a desk. Showcase achievements and productivity metrics in your CV and interviews. 

• Leverage Technology: Familiarise yourself with cloud-based platforms and collaboration tools—these skills are increasingly essential in hybrid environments. 

• Retain an open mind: If you are looking for a job role early in your career, do recognise the value in spending time alongside your peers to soak up the culture and learn. Learning from experienced colleagues and collaborating with them day to day will support your development in your new role. 

2. Balancing Pay, Flexibility, and Rising Costs 

As living costs rise, salary expectations are increasing, but don’t just consider the base salary. Employers look to offer packages that could include benefits like flexible schedules, wellness programmes, and paid family leave.  Not all employers are able to offer the highest salary due to size and the current performance of the business and factors such as location also play a part. 

How can you stay competitive as a job seeker? 

• Understand the total package: Evaluate the benefits beyond salary, such as mental health support, gym memberships, or training allowances. Could an employer that helps you develop and learn be the better option? Is free parking important to you, or are company socials your thing? 

• Show Your Value: Articulate how your skills and experience contribute to the organisation’s success to justify competitive pay. 

• Prioritise Fit: Look for employers whose benefits and values align with your needs, from flexibility to professional development. 

3. Growing Demand for Specialised Roles 

Certain sectors face a skills shortage, making expertise in high-demand areas a significant advantage. Key growth areas include: 

• Engineering & Advanced Manufacturing: Roles like aerospace engineers and CNC programmers are in demand. 

• Commercial: Finance, marketing, and HR positions remain critical for growth. 

• Industrial & General Manufacturing: Logistics and production roles are abundant. 

How to stand out in specialised fields: 

• Invest in Upskilling: Undertake certifications and training to enhance your technical skills.  

• Work with Recruiters: Partnering with agencies like First Base Employment gives you access to roles that align with your expertise. 

• Showcase Versatility: Demonstrate transferable skills and adaptability to meet industry demands. 

4. Upskilling and Professional Development 

Today’s candidates prioritise employers that invest in their growth. Companies offering training programmes and opportunities to master emerging technologies are increasingly attractive. 

What steps can you take? 

• Stay Current: Keep up with industry trends and emerging tools in your field. 

• Highlight Learning: Mention any recent courses or certifications on your CV. 

• Be Proactive: Seek out employers with strong professional development opportunities. 

5. Building Your Personal Brand 

Employers want candidates who reflect their values. Organisations are focusing on sustainability, diversity, and employee well-being to attract top talent. 

How to strengthen your personal brand: 

• Showcase Your Values: Highlight your commitment to collaboration, adaptability, and personal development in interviews. 

• Leverage Social Media: Build a professional online presence that aligns with your career aspirations. 

• Research Employers: Identify companies with cultures and missions that resonate with your personal values. 

Why Work with First Base Employment? 

Since 1997, First Base Employment has been connecting candidates with opportunities across the Commercial, Engineering, and Industrial sectors. We don’t just match skills to job descriptions—we ensure your values align with the company’s culture, setting you up for long-term success. 

How we support you: 

• Access to exclusive job opportunities. 

• Expert advice on crafting standout CVs and interview preparation. 

• Personalised support to help you achieve your career goals. 

Ready to Take the Next Step? 

If you’re looking for your next career move or want guidance navigating the job market, reach out to First Base Employment. We’re here to connect you with the right opportunities to grow your career. 

Search Jobs Today! 

2025 UK Hiring Trends: Top Insights Employers Need to Stay Competitive

The recruitment landscape in 2025 is full of both challenges and opportunities. At First Base Employment, we’re here to help you stay competitive and attract the best talent to your organisation. Here’s what’s shaping up in the job market and how you can respond. 

1. The Evolution of Remote and Hybrid Work 

Remote work is still going strong and hybrid models continue to attract our candidates with Tech, marketing, and finance sectors across the UK leading the way with these flexible approaches. 

But there’s a shift too – some companies are bringing teams back to the office, hoping to boost collaboration, innovation, and culture. Big names like IBM have made headlines by asking remote employees to return to office settings for exactly these reasons. 

If you’re thinking of a similar move, it’s crucial to find the right balance between flexibility and business needs. Here’s how: 

• Focus on Results: Shift from monitoring time spent at desks to measuring outcomes. This builds trust and keeps employees motivated. 

• Tailored Hybrid Models: Set collaboration days for face-to-face teamwork while keeping remote work an option. 

• Regular Check-Ins: Stay connected with remote workers through structured catch-ups to ensure alignment and support. 

• Invest in Tech: Cloud-based platforms can help maintain productivity and connection. 

• Cultural Flexibility: Recognise achievements no matter where your team is based and keep your values inclusive. 

2. Balancing Pay, Flexibility, and Rising Costs 

Salary expectations have risen as living costs rise. Many job seekers are pushing for pay that reflects their skills and economic realities. But it’s not just about salary anymore. 

Flexible working hours, wellness programmes, hybrid models, and paid family leave are becoming dealmakers. Companies that offer mental health support, gym memberships, and learning allowances are seen as more attractive employers. 

How to Manage Rising Costs and Employee Expectations: 

• Boost Benefits: Perks like extra leave and wellness initiatives can offset salary demands. 

• Flexible Work Models: Let employees split their time between office and home to reduce commuting costs and improve work-life balance. 

• Performance-Based Rewards: Tie remuneration to achievements to drive productivity. 

• Cost-Efficient Operations: Streamline processes and leverage technology to free up resources for employee investment. 

• Communicate Value Clearly: Make sure employees understand the full value of their benefits and development opportunities you can offer. 

3. Demand for Specialised Roles 

Some sectors are seeing a skills crunch, making it harder to fill key positions. High-demand roles include: 

• Engineering & Advanced Manufacturing: Aerospace engineers, CNC programmers, and skilled machinists are in demand. 

• Commercial: Finance, marketing, and HR roles remain critical for business growth. 

• Industrial & General Manufacturing: Logistics and production roles are plentiful. 

Partnering with a recruitment agency like First Base Employment gives you access to top talent and saves valuable time in the hiring process. 

4. Upskilling and Professional Development 

It’s not just about a paycheck anymore—candidates want to grow their skills too. Offering training programmes and industry certifications boosts both employee satisfaction and retention. 

In industries like engineering and IT, staying on top of emerging technologies can be the key to keeping your talent and staying ahead of competitors. 

5. Building a Strong Employer Brand 

Your reputation matters. Job seekers want to work for companies that reflect their values, with a focus on sustainability, diversity, and employee well-being. 

Showcase your culture in recruitment materials and throughout the hiring process. Highlight what makes your company stand out—whether it’s sustainability efforts, flexible work options, or career development opportunities and be sure that anyone involved in the interview process reflects the culture you portray.  

Why Partner with First Base Employment? 

Since 1997, we’ve been matching businesses in the Commercial, Engineering, and Industrial sectors with the best talent. We don’t just look at qualifications—we make sure candidates align with your values and culture. 

From sourcing candidates to guiding you through the interview process, we handle the recruitment heavy lifting so you can focus on your business. 

Need Help Filling a Vacancy? 

Ready to level up your recruitment strategy? Get in touch with us at First Base Employment. We’ll help you find the right talent to fuel your success.  

Submit a Job Today! 

Is Your Team Ready for the New Year? Here’s How We Can Help You Build It 

As the New Year approaches, it’s a perfect time to reflect, strategise, and prepare for the opportunities ahead. One key question to ask yourself is: Is my team ready to hit the ground running in January? If your answer is anything less than a confident “yes,” we’re here to help. 

Why Now Is the Time to Act 

The start of the year often brings fresh challenges and ambitious goals, making it essential to have the right people in the right roles. Whether you’re looking to fill skill gaps, expand your team, or enhance performance, starting early ensures you’re fully prepared when business ramps up. 

Recruitment can be a time-consuming process, but with the right partner, you can navigate it efficiently and effectively. By planning ahead, you’ll avoid the scramble of last-minute hires and set your business up for a successful year. 

How We Can Support You 

At First Base Employment we specialise in connecting businesses with exceptional talent. Here’s how we can help you: 

1. Strategic Workforce Planning 
   Our team works closely with you to understand your business goals and identify your workforce needs. Whether it’s temporary staff to cover a seasonal peak or permanent hires to support long-term growth, we’ve got you covered. 

2. Access to Top Talent 
   With an extensive network of skilled professionals across various industries, we can quickly find candidates who are not only qualified but also a great fit for your company culture. 

3. Streamlined Recruitment Process 
   From drafting job descriptions to screening candidates and arranging interviews, we handle the heavy lifting. This allows you to focus on running your business while we find the talent you need. 

4. Tailored Solutions 
   No two businesses are the same, which is why we offer bespoke recruitment strategies. Whether you need a single hire or an entire team, we’ll craft a solution that aligns with your unique needs. 

5. Post-Hire Support 
   Our support doesn’t end once the candidate starts. We offer onboarding assistance and check-ins to ensure a smooth transition and long-term success. 

Start the Year Strong 

Imagine starting the New Year with a team that’s motivated, skilled, and ready to achieve your business goals. By partnering with us, you’ll gain a recruitment ally dedicated to your success. 

Don’t let staffing challenges hold you back in 2025. Contact us today to discuss your hiring needs and discover how we can help you build a stronger, more resilient team. 

Building a Strong LinkedIn Profile to Attract Recruiters: Your Ultimate Guide

In today’s job market, a polished LinkedIn profile is more than just a nice-to-have—it’s a must-have. With over 900 million members worldwide, LinkedIn has become the go-to platform for recruiters seeking potential candidates. If your profile is set up correctly, it can be a powerful tool that puts you on the radar of recruiters and hiring managers. Here’s how to build a LinkedIn profile that attracts attention and maximizes your visibility and engagement.

1. Start with a Professional Profile Photo

Your profile photo is the first thing people see, so make it count. A professional, high-quality photo helps create a positive first impression and makes your profile more approachable.

Tips for Your Photo:
Use a clear, high-resolution image where you are dressed appropriately for your industry.
Choose a background that isn’t distracting.
Smile and look directly at the camera to project confidence and friendliness.
Pro Tip: Profiles with a professional photo receive up to 14 times more profile views than those without.

2. Create a Compelling Headline

Your LinkedIn headline is more than just a job title—it’s an opportunity to market yourself. Think of it as your personal tagline that sums up what you do and what you’re passionate about.

Tips for Your Headline:

Go beyond just listing your job title. Include a brief mention of your key skills or achievements.
Use keywords that are relevant to your industry to help recruiters find you.
Make it clear and concise (e.g., “Experienced Digital Marketer | SEO & PPC Expert | Content Strategy Specialist”).

3. Write an Engaging ‘About’ Section

The ‘About’ section is your chance to tell your professional story. This is where recruiters get to know your background, strengths, and what sets you apart.

Tips for Writing Your Summary:

Start with a strong hook to capture interest.
Highlight your key skills, achievements, and career goals.
Keep it conversational but professional, and avoid jargon.
Use bullet points or short paragraphs to enhance readability.

Example: “With over 5 years of experience in digital marketing, I specialise in driving successful SEO and PPC campaigns. My passion for analytics and creative content strategy has helped brands increase web traffic by up to 50%. I’m now looking to bring my skills to a forward-thinking agency or in-house team.”

4. Showcase Your Experience and Achievements

When listing your work experience, go beyond job duties and emphasize what you accomplished in each role. Recruiters are interested in the impact you made, not just what you were responsible for.

Tips for Listing Experience:

Use bullet points to describe key achievements in each role.
Quantify your accomplishments (e.g., “Increased sales by 20% in six months”).
Include relevant keywords to boost your profile’s visibility.

5. Highlight Your Skills and Endorsements

LinkedIn allows you to list up to 50 skills, so make the most of this feature. The skills section is crucial as it’s often used in search filters by recruiters.

Tips for Optimizing Skills:

List your core skills and ensure they match the keywords that recruiters in your field would search for.
Regularly update your skills to keep them relevant.
Ask colleagues, former managers, or clients to endorse your skills.
Pro Tip: The more endorsements a skill has, the more credible it appears to recruiters.

6. Request Recommendations

Recommendations from former colleagues or managers can strengthen your profile by providing social proof of your capabilities.

Tips for Getting Recommendations:

Reach out to previous managers, team members, or clients with a polite request.
Offer to write a recommendation for them in return—it’s a two-way street.
Aim for recommendations that highlight different strengths or experiences to give recruiters a fuller picture of your skills.

7. Leverage LinkedIn’s Job Search Features

LinkedIn has built-in tools that can make job searching more efficient. Set your profile to show recruiters that you’re open to opportunities and use job alerts to stay updated.

Tips for Using LinkedIn’s Job Features:

Turn on the “Open to Work” setting to let recruiters know you’re available.
Use job filters to customize your search by location, company size, or remote opportunities.
Follow companies you’re interested in to stay informed about job postings and company news.

8. Network and Engage Regularly

LinkedIn is more than just a digital CV—it’s a networking platform. Building a strong network can enhance your visibility and attract more opportunities.

Tips for Networking:

Connect with colleagues, industry peers, and recruiters in your field.
Personalise your connection requests by including a brief message about why you want to connect.
Engage with your network by liking, sharing, and commenting on relevant posts.
Pro Tip: Sharing your own insights, articles, or experiences can boost your visibility and position you as a thought leader in your industry.

A strong LinkedIn profile is a powerful tool that can open doors to new career opportunities and help you stand out in a competitive job market. By following these tips, you’ll not only attract the attention of recruiters but also build a professional brand that showcases your unique strengths and value. Remember, maintaining your profile and staying active on the platform is key—consistency pays off.

Why Recruitment Agencies Are the Key to Unlocking Hard-to-Fill Roles and Building High-Performing Teams

Recruiting top talent can be a complex and time-consuming process, especially when it comes to specialised, senior, or niche positions. Add the challenge of assembling an entirely new team to meet peaks in production, and the task becomes even more daunting. Finding candidates who meet your specific requirements while aligning with your company culture requires more than a job posting—it demands expertise, resources, and a deep understanding of the talent market.

This is where recruitment agencies come in as your strategic partner. Here’s how they can transform your hiring process, not just for individual hard-to-fill roles but also for scaling up quickly with a new team.

1. Access to Hidden Talent Pools
Recruitment agencies leverage their extensive networks, built over years, to connect you with a wide range of candidates—including passive talent who aren’t actively job hunting but are open to the right opportunity. These hidden talent pools often remain out of reach through traditional hiring methods like job boards.

Example: Need an entire team of experienced production specialists to meet a surge in demand? A recruitment agency can quickly identify and connect you with skilled professionals, ensuring you’re ready to hit production targets.

2. Industry Expertise and Market Insights
Agencies specialise in understanding industry trends and market dynamics. They know which skills are in demand, what competitors are offering, and how to position your roles to attract the best talent. Their insights are invaluable for crafting competitive job descriptions and hiring strategies.

Pro Tip: An agency can help refine your hiring criteria, balancing market realities with your needs, to expand the candidate pool without sacrificing quality.

3. Efficient Screening and Selection
Sorting through resumes and conducting preliminary interviews can drain internal resources. Recruitment agencies handle this for you, applying predefined screening processes to evaluate qualifications, soft skills, and cultural fit. Only the most qualified candidates make it to your shortlist.

Benefit: This saves your HR team valuable time, allowing them to focus on high-impact activities like interviewing top candidates.

4. Speed and Scalability
When time is of the essence—whether for an urgent hire or a sudden need to scale up a team—agencies deliver. Their expertise and established networks enable them to move quickly, presenting qualified candidates in a fraction of the time it might take an in-house team.

Fact: According to the Chartered Institute of Personnel and Development (CIPD), filling specialised roles can take up to 50% longer without external support. Recruitment agencies can cut this timeline significantly.

5. Minimising Hiring Risks
Every hire carries inherent risks, from mismatched expectations to early resignations. Many agencies offer guarantees, such as replacing a candidate if they leave within a specified period, reducing your exposure to hiring risks.

Tip: Look for agencies that provide post-placement support to ensure a seamless onboarding experience and long-term success for both parties.

6. Streamlined Team Building for Peak Production
When your business faces a production surge, recruiting multiple skilled professionals quickly is critical. Agencies excel at assembling cohesive teams, sourcing individuals whose skills and personalities complement each other and align with your company culture.

Example: From engineers to supervisors, a recruitment agency can help you staff an entire production line or project team, enabling you to meet demand spikes with confidence.

7. Expert Negotiation and Offer Management
Navigating salary expectations and benefits negotiations can be tricky. Recruitment professionals bridge the gap between your organization and the candidate, facilitating transparent, productive discussions and minimizing the chances of rejected offers.

Benefit: Their experience ensures a smooth process, helping you secure the talent you need without delays or miscommunication.

Recruitment agencies are more than just hiring partners—they are enablers of growth and efficiency. Whether you’re filling a hard-to-recruit position or building an entire team to tackle a new project, their expertise, industry connections, and streamlined processes make them indispensable.

Ready to find the right candidates—or your next high-performing team? Partner with First Base Employment today and gain access to the hidden talent pool that can propel your business forward.

Top 5 In-Demand Skills Employers Want in 2024

Why Diversity and Inclusion is Important in Today’s Society

Why Diversity and Inclusion Should Be at the Heart of Your Hiring Strategy

Introduction

In today’s world, hiring a diverse and inclusive team isn’t just about doing the right thing—it’s a smart business move. Companies that embrace diversity and inclusion (D&I) tend to be more innovative, productive, and better at understanding and meeting the needs of their customers. Here’s why D&I should play a key role in shaping how you hire.

1. Sparks Innovation and Creativity

When you bring together people with different backgrounds and experiences, you get fresh ideas and perspectives. This diversity leads to more creative problem-solving and innovative solutions that a less diverse team might miss. We find that differences in opinion (and the readiness to bring them to the table massively helps our team to remain open minded and hence more creative).

2. Attracts Top Talent

Job seekers, especially younger generations like millennials and Gen Z, want to work for companies that value inclusion. By showing a commitment to diversity, you can attract talented candidates who want to work for a company that aligns with their values.

3. Boosts Employee Engagement and Retention

Inclusive environments don’t just draw in new talent—they help keep your current employees happy too. When people feel like they’re part of a team where their contributions matter, they’re more engaged and loyal, which means less turnover of staff.

4. Reaches a Wider Market

A diverse team is better equipped to understand and connect with a wide range of customers. When your workforce reflects the diversity of your audience, you can create products and services that appeal to more people, giving your business a competitive edge.

5. Strengthens Your Company’s Reputation

Companies committed to diversity and inclusion enjoy a stronger, more positive reputation. This not only helps attract customers but also investors and partners who value corporate social responsibility.

Making diversity and inclusion a core part of your hiring strategy isn’t just a trend—it’s essential for growth, innovation, and long-term success. By building a diverse and inclusive team, you’re setting your company up to thrive in a rapidly changing world.

Top Interview Mistakes to Avoid (And How to Fix Them)

Top Interview Mistakes to Avoid (And How to Fix Them)

Job interviews can be nerve-wracking, and even the most experienced candidates can make mistakes. But don’t worry—small slip-ups happen, and the good news is they’re avoidable! Here’s a look at some of the most common interview mistakes and how you can avoid them to make a great impression.

1. Not Prepping Enough

One big mistake is walking into an interview without doing your homework. Interviewers can tell when you’re unprepared, and it doesn’t leave the best impression. To avoid this, spend some time learning about the company—check out their mission, values, and recent news. Go over the job description and think about how your skills match up. Being prepared not only shows you’re serious but also makes it easier to answer questions confidently.

☑  At First Base we recommend you do a trial run of the route prior to the interview if face-to-face. It gives us great comfort that someone has found the location and planned their route (to avoid heavy traffic) beforehand and means they will likely arrive on time and be less flustered.

2. Dressing Inappropriately

First impressions matter, and how you dress plays a big part in that. Whether you’re overdressed or too casual, it can send the wrong signal. If you’re unsure about the dress code, it’s safer to be slightly more formal. Looking polished shows that you respect both the interview and the opportunity.

3. Negative Body Language

It’s not just about what you say—how you carry yourself speaks volumes. Slouching, crossed arms, or avoiding eye contact can come off as disinterested. Instead, sit up straight, make eye contact, and give a firm handshake. A smile and good posture can help you appear more confident and engaged.

4. Not Clearly Communicating Your Value

Sometimes it’s tough to explain exactly why you’re the best fit for the job. Instead of giving vague answers, prepare examples that highlight your skills and achievements. The STAR method (Situation, Task, Action, Result) can help structure your responses so they’re clear and to the point. This makes it easier for interviewers to see your value.  If you need support on this speak to one of our friendly team.

5. Skipping the Questions

Interviews are a two-way street. If you don’t ask questions, it might seem like you’re not that interested. Come prepared with thoughtful questions about the company culture, team, or growth opportunities. This shows you’re genuinely engaged and eager to learn more about the role and the company.

6. Speaking Negatively About Past Jobs

Talking badly about previous employers or co-workers is a big no-no. It can make you seem negative or difficult to work with. Even if your last job wasn’t great, focus on what you learned from the experience. Staying positive shows professionalism and maturity.

7. Oversharing or Going Off-Topic

It’s easy to start rambling when you’re nervous but try to stay focused. Oversharing or going off on unrelated tangents can hurt your chances. Practice answering common interview questions ahead of time to help you stay on track and keep your answers relevant.

8. Being Unclear

Be upfront –  whether it’s around your availability for a start date, holidays you have booked, salary expectations, or work hours. Vague or inconsistent answers can cause confusion. Being clear and honest helps avoid misunderstandings and shows you’re professional.

9. Not Following Up

After the interview, don’t forget to follow up! Sending a thank-you email within 24 hours shows your appreciation and keeps you top of mind. It shows the interviewer that you remain interested in the role and allows you to ask anything you may have missed.

Avoiding these common interview mistakes can make a huge difference in landing the job. The key is to prepare—know the company, practice your answers, and be mindful of your body language and communication. With a little confidence and professionalism, you’ll leave a lasting impression. Good luck!

Keep Calm and Ace That Interview: Top Tips

Are you feeling nervous about your next interview? Feeling those butterflies fluttering in your stomach? Don’t worry; you’re not alone. We’ve all been there. But don’t worry we got you! With a few tricks up your sleeve, you can tame those nerves and show up to your interview like a new person. Here are some top tips to help you calm those nerves and nail that interview:

• Prepare, Prepare, Prepare: The best way to ease those nerves is to be as prepared as possible. Research the company, practice common interview questions, and know your resume inside and out. The more you know, the more confident you’ll feel walking into that interview room.
• Practice Deep Breathing: When those nerves start to kick in, take a moment to focus on your breath. Deep breathing can help calm your mind and relax your body. Try taking slow, deep breaths in through your nose and out through your mouth. It’s amazing how much a few deep breaths can help.
• Visualise Success: Picture yourself acing the interview and landing the job of your dreams. Visualising success can help boost your confidence and calm your nerves. Imagine yourself answering questions with ease, making a great impression, and walking out of that interview feeling like a winner.
• Focus on the Positive: Instead of worrying on what could go wrong, focus on the positive aspects of the interview. Remind yourself of your qualifications, skills, and accomplishments. Think about all the reasons why you’re the perfect fit for the job. Positive thinking can go a long way in calming those nerves.
• Practice Power Poses: Strike a power pose before your interview to boost your confidence and reduce stress. Stand tall, shoulders back, and arms outstretched like a superhero for a couple of minutes. It may sound silly, but research shows that power posing can increase confidence and decrease anxiety.
• Arrive Early: Give yourself plenty of time to get to the interview location, so you’re not rushed or stressed out. Arriving early will give you a chance to relax, gather your thoughts, and mentally prepare for the interview ahead.
• Remember, It’s Just a Conversation: Instead of thinking of the interview as a test, think of it as a conversation between two people. Remember that the interviewer wants to get to know you and see if you’re a good fit for the company. Relax, be yourself, and let your personality shine through.

So, there you have it! With these tips in your back pocket, you’ll be ready to tackle that interview with confidence and ease. Remember, it’s normal to feel nervous, but don’t let those nerves hold you back. You’ve got this!

How to Identify an Excellent CV

When we see an excellent (and relevant) CV it smacks us in the face and we are motivated to meet the candidate quick smart. Sometimes we can overlook poor spelling and the lack of identifiable experience*, in lieu of the skills needed.

A 100% match in the skills we are looking for is often the utopia, however, there are also other traits we may need to establish to distinguish whether a further conversation or an interview would be the next step.  Read below to delve further into what a great candidate cv looks like and how to ascertain what your next move should be.

A strong CV will include contact details, a succinct personal profile, the candidate’s employment history in chronological order, a list of relevant skills, and their qualifications; education, and training plus an idea of their interests outside of work.

Part of the process when reviewing CVs is giving yourself time to get underneath the skin of the cv and look to see if the reasons behind a candidate’s decision to leave their present position (and what they’re looking for next) is clear.

Reading between the lines to understand the candidates’ potential, their ability to grow, and how well they’d fit into your company culture is just as important as the skillset being offered.

A helpful checklist when reviewing cv’s initially is:

• Is their personal profile and work history relevant to the job role you’re offering?
• Is their spelling and grammar up to scratch, will it align with the skills needed for the job role?
• Have they included contact details and used spell check?
• Are any gaps in employment explained?

A deeper delve might be the overall impression* you can glean from the cv:

• Does their cv showcase a positive attitude to learning and self-development?
• Are they open to continuing to learn / be coached?
• Do they have an optimistic outlook generally (does the cv highlight a can-do attitude)?
• Do the individuals outside interests show a commitment to teamwork (if this is important)?
• Does the cv provide any hints on their work ethic?
• Does the individual have the right set up to work based from home if necessary?

In order to widen the talent pool, it’s important in today’s market to delve deeper. If the skills you’re recruiting for are not 100% apparent, but the right attitude is jumping out of the page at you, it just might be that this is your person.

If you need recruitment support, get in touch with us today!  You can contact us via email, phone, or using the chat feature on our website.

*Identifying the right individual starts with a clearly defined job and person spec.