Hiring for Soft Skills: Why They Matter & How to Find the Best Talent
As a business owner or hiring manager, you know that finding the right person for the job isn’t just about looking at a resume full of qualifications. Sure, hard skills whether it’s expertise in accounting, coding, or sales, are important. But it’s the soft skills that often make the biggest impact in the workplace. These are the traits that help employees collaborate, adapt, and thrive, and they’re increasingly what separate the best candidates from the rest.
Why Soft Skills Should Be a Top Priority When Hiring
Soft skills are the personal attributes that influence how someone works and interacts with others. In today’s fast-paced, ever-changing world, employees with strong soft skills are the ones who not only succeed but also drive positive outcomes for your business.
Here’s why soft skills matter so much:
Better Collaboration & Teamwork: The best teams are made up of people who know how to communicate openly, listen to others, and work together toward a common goal. Employees with strong soft skills foster an environment of trust and respect, which boosts overall productivity.
Adaptability in a Changing World: The business landscape is always shifting—new technologies, market trends, and unexpected challenges. Employees who are adaptable, open to change, and eager to learn are crucial for keeping your business agile and competitive.
Stronger Leadership & Decision-Making: Leadership is about making tough decisions, inspiring your team, and navigating challenges with confidence. Employees with strong problem-solving abilities and emotional intelligence are more likely to step up as leaders when needed.
Improved Customer & Client Relationships: Your employees are the face of your business. Those who can connect with clients, communicate effectively, and provide a positive experience will help build long-term relationships that lead to repeat business and referrals.
Top Soft Skills to Look for in Candidates
When it comes to hiring, it’s important to look beyond the technical qualifications and assess the soft skills that will help your employees thrive in the role. Here are some key traits to focus on:
Communication: Clear communication is critical in all aspects of business. Look for candidates who can explain their ideas, ask questions, and share feedback effectively.
Emotional Intelligence: Employees with high emotional intelligence can navigate workplace relationships with ease, manage stress, and respond to challenges calmly and effectively.
Time Management: Employees who can juggle multiple tasks, prioritise their workload, and meet deadlines without sacrificing quality will help drive your business forward.
Problem-Solving: Look for candidates who can think outside the box, approach challenges with creativity, and come up with practical solutions to problems.
Collaboration: Hiring team players who can work well with others—respecting different perspectives, contributing to group projects, and supporting colleagues—will help create a positive and efficient work environment.
How to Assess Soft Skills in Candidates
It’s not always easy to assess soft skills, but there are a few ways to get a good sense of a candidate’s abilities:
Behavioral Interview Questions: Ask candidates for examples of times they’ve worked on teams, solved problems, or adapted to change. This gives you insight into how they handle real-world situations.
Role-Playing or Exercises: Consider having candidates participate in role-playing exercises to see how they react in scenarios that require problem-solving, teamwork, or communication.
Cultural Fit: Assess whether candidates align with your company values and how their personality and work style might mesh with your team.
Wrapping It Up
While technical expertise is important, it’s the soft skills that help employees thrive, lead teams, adapt to change, and build lasting relationships with clients. When hiring, don’t just look for the right qualifications, look for the right soft skills that will help your employees succeed.
At First Base Employment, we get that finding the perfect candidate isn’t just about technical know-how. That’s why we focus on connecting businesses with candidates who bring a strong blend of both hard and soft skills. Need help finding your next great hire? Reach out to us and let’s work together to build the perfect team for your business.
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:
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.
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:
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.
As the job market shifts, so do the skills that top employers are hunting for. It’s no longer just about having the right qualifications—it’s about being adaptable, versatile, and ready for anything. To help you get ahead in 2024, here are the top five skills you should focus on developing.
1. Data Interpretation
Data is everywhere and companies need people who can actually make sense of it. If you can analyse and interpret data to uncover insights that drive smart business decisions, you’re golden. It’s not just about crunching numbers, but understanding the bigger picture and helping shape strategy.
2. Digital Literacy
Tech is moving fast, and being digitally literate is a must. Employers want people who are comfortable with all kinds of software, collaboration tools, and who have a basic grasp of cybersecurity to help protect company data. In short: the more tech-savvy you are, the better.
3. Adaptability and Resilience
The ability to roll with the punches and thrive through change is more valuable than ever. Companies want people who can stay positive and productive when things get tough, and who are quick to pick up new skills as the workplace evolves.
4. Emotional Intelligence (EI)
Understanding and managing emotions—both your own and others’—is key in any workplace. Strong emotional intelligence helps you communicate better, collaborate effectively, and build strong relationships with colleagues. In today’s team-focused environments, that’s a big win.
5. Creativity and Innovation
In a fast-moving, competitive market, thinking outside the box is crucial. Employers need creative problem-solvers who can bring fresh, innovative ideas to the table, whether it’s improving processes or developing new products. If you’re known for your out-of-the-box thinking, you’ll definitely stand out.
A bonus 6. We know we’ll get a backlash on this but companies want candidates who want to be in the office. Especially if you’re new in, if you’re not working alongside your peers to build relationships and learn, your prospects will be limited. Obviously, this excludes candidates who cannot physically from the office or those consulting for example. Give yourself every opportunity to thrive and be visible.
Wrapping It Up
Want to stay ahead of the game in 2024? Make sure you’re boosting your data skills, staying digitally savvy, and sharpening your adaptability. And don’t forget the power of emotional intelligence and creativity—they’ll help you stand out in any role. These are the skills that’ll keep you in demand no matter where you go.
The UK Salary Surge: Are We Heading for Unsustainable Heights?
I wanted to touch upon a topic that has been at the forefront of business leaders minds of late – the soaring salaries in the UK job market. While it’s undoubtedly an exciting time for many professionals, it’s essential to take a closer look at the reasons behind these substantial salary hikes and consider their sustainability.
Over the past few years, we’ve seen a significant increase in salaries across various industries in the UK. Tech, finance, sales, and many others have experienced substantial growth in basic compensation packages.
On the surface, this might seem like a win-win situation for job seekers and businesses alike. After all, who wouldn’t want to earn more?
However, it’s crucial to understand the dynamics driving this trend.
Several factors have contributed to the rise in salaries:
Talent Shortages: The UK, like many other countries, is facing a shortage of skilled professionals in various fields. Businesses are willing to pay a premium to attract and retain top talent in the face of fierce competition.
Remote Work: The COVID-19 pandemic accelerated the adoption of remote work, enabling companies to tap into a global talent pool. This has increased competition for skilled workers and, consequently, driven salaries up.
Inflation and Cost of Living: Rising inflation and the increasing cost of living in the UK have put pressure on businesses to offer higher salaries to maintain the standard of living for their employees.
Market Trends: Certain industries, such as technology and fintech, are experiencing rapid growth and increased investment, leading to higher demand for professionals and subsequently higher salaries.
While these factors explain the salary surge, we must also consider the potential downsides:
Unsustainability: Businesses offering large sums of money to attract talent may find it challenging to sustain these high salary levels over the medium term. This can lead to higher stress levels driven by the need to demand higher targets as well as financial instability.
Inequality: The salary gap between high-skilled professionals and others can widen, potentially exacerbating income inequality issues.
Skill Inflation: As salaries continue to rise, job roles that previously commanded a premium may become the norm, making it harder for businesses to distinguish between top performers and average employees.
Retaining Talent: While attracting talent with high salaries is one thing, retaining them can be another challenge. Professionals may jump ship for higher offers, leading to higher turnover rates.
The UK’s salary surge is a complex issue with both benefits and risks. We must carefully consider compensation strategies to ensure long-term sustainability and fair practice. Job seekers should also weigh the pros and cons of high salaries, considering factors like job satisfaction, work-life balance, and longevity of employment.
What are your thoughts on the current salary landscape in the UK? How do you see it evolving in the coming years? Your insights and experiences are invaluable in understanding this critical aspect of our professional lives.
What are the benefits of using our Industry Expertise?
At Team First Base, one of our core values is that of Industry Expertise, but what does that mean for the people we work with?
We took a deep dive into what our industry expertise means to our clients across each of the sectors we offer.
We have well-established networks and access to a specialised talent pool within our respective industries.
We have connections with passive candidates who may not be actively searching for new opportunities but possess the skills and experience sought by organisations. This access allows us to source highly qualified candidates that may not be readily available through traditional channels.
We can streamline the hiring process and save valuable time for organisations. Having a clear understanding of the required skill sets and qualifications enables us to efficiently screen and shortlist candidates. The industry knowledge we have gained from over 25 years in business, also helps in conducting targeted searches, reducing the time spent on sourcing and screening unqualified candidates.
We stay up-to-date with market trends, including changes in talent supply and demand, emerging skill sets, and remuneration benchmarks. We provide organisations with valuable insights into the current landscape, helping them make informed decisions regarding talent acquisition strategies, salary offers, and competitive positioning.
The team at First Base possess specialised knowledge and expertise in their respective fields. They are familiar with industry-specific recruitment best practices, including sourcing strategies, candidate assessment methods, and interview techniques. Leveraging this niche expertise, we can guide organisations in optimising their recruitment processes and ensuring a higher quality of candidate selection.
We can enhance your business branding and reputation. By working with us in partnership, we’ll support you in attracting top talent and building a positive experience. This can result in higher candidate engagement, increased employee retention, and improved perception among industry peers.
While there is a cost associated with engaging us, leveraging our industry expertise can result in cost savings in the long run. Efficient and effective candidate selection reduces the risk of hiring mistakes and turnover, which can be costly.
In summary, we offer the advantages of deep industry knowledge, access to specialised talent pools, efficiency and time savings, market insights, niche expertise and best practices, enhanced employer branding, and potential cost savings. These benefits can contribute to successful and targeted hiring, resulting in better-quality candidates and improved organisational outcomes.
If you would like to discuss how we can help, don’t hesitate to contact us on 01453 755330, info@first-base.co.uk or click here. Anything you discuss with us is completely confidential and there is no obligation to use our services.
Why are businesses struggling to find (the right) staff right now?
Hoping to have a choice in who you offer to?
It’s crazy out there right now – we know staff are moving very quickly and that decisions are being made seemingly by the minute. Counteroffers are rife, candidates are ghosting us or committing to a role, and then … purely not showing up.
There are so many reasons that we find ourselves in the situation whereby prospect candidates are like tumbleweed. Having spoken to hundreds of people this week, we thought it may be useful to share our findings on what has caused the scramble for the (right) staff, right now.
Some businesses have had to reassess and pivot. i.e.: if e-commerce is now a major focus, they will be recruiting for this skill set
Many organisations pruned a little too hard – a necessary business decision when sheer panic set in during March 2020. Although they now need to rebuild headcount and quickly
People’s health has suffered. Those that worked throughout the pandemic/were on furlough, whilst juggling schooling and childcare, may be seeing longer-term effects. People are tired and may be suffering from health-related issues due to Covid or mental health issues from loss or the fast pace of change. As a result, contract workers are in high demand
We’re seeing absenteeism increase and teams struggling to cover workloads when people are away from work
Tech talent is being sought as businesses have needed to review technology plans. Remote working has and will continue to be a thing and companies are seeking those with remote management experience. Experience in WFH and resilience is now even more important when hiring staff
Brexit, the EUSS and Covid-related restrictions mean that the workforce we relied upon for blue-collar work has been severely hit
The sudden upturn has meant a scramble for staff in order to keep up with demand – and businesses are keen to reap rewards now that they can
Demand has never been higher for talent with blue-collar workers and hospitality being one of the sectors hardest hit
We have many blogs that may be useful when you’re looking to bring new talent on board. Please have a read and watch this space for more information on just how you can attract the right people. If you’d like to discuss any of the above, check salary levels in the area or update us on the types of skills you’re looking for, please call 01453 755 330.
Coronavirus – Employers Liability and Obligations
With thanks to Darren Sherbourne, Employment Solicitor at Sherbourne Solicitors – current advice regarding employer’s liability and obligations relating to issues arising as a result of the spread of Coronavirus.
First of all, we should put this in perspective. The concern around Coronavirus is based on its ability to be passed on from person to person before symptoms show, not the severity of the virus itself. Mortality is so far estimated to be lower than 1%.
NHS medical advice currently remains the same as for ‘normal’ seasonal flu and colds – sneezing or coughing into a tissue and washing hands often.
THE LEGAL QUESTIONS
In the event that this outbreak becomes widespread in the UK, the following issues may be worth considering.
1. Do we as employer have a duty of care to employees to protect them from this virus?
All employers have a duty of care, but it is to take such steps as are reasonable in all of the circumstances. Large employers may have disaster recovery protocols already set out which involve home working for those that do not need to be at work. Small employers may consider issuing advice to employees, such as about washing hands and avoid coughing into the air.
2. Can the government force employers to close?
In extreme circumstances the answer is Yes, but there is absolutely no suggestion that this is envisaged.
3. Can employers force staff to stay away?
Yes, but in many circumstances the employer would have to pay staff if it insisted they stay away from work when they are not ill.
4. If I have two absent staff, one who is very good, and one who is not very good, can I pay one discretionary sick pay and not the other?
You can, but it’s a very risky thing to do and is not recommended.
5. When do absent staff have to be paid?
The following scenarios normally result in the following obligations:
a) The employee follows government advice because symptoms are present and stays off work. This seems to us to be sick leave. The employer may want to relax the need for a doctor’s certificate for the two week duration but SSP would be payable, and any contractual sick pay.
b) The employee stays off work because they have travelled to Italy (for example) in the last week, but is not showing symptoms. The employer would be free to choose to pay sick pay, but it’s not really sick leave so there is no obligation. As government guidance stands, the employer could insist on the employee attending work, but we cannot see why an employer would want to do that.
c) The employer sends an employee home when they are showing no symptoms, because they have travelled to an affected area, then full pay must be paid.
d) The employer sends an employee home who is showing symptoms, and who has travelled to an affected area recently, then this would be sick leave and should be treated accordingly.
e) The employer is unable to provide work to employees because parts have not arrived from China (for example), then this would be a situation where, if the employer had a “Lay off” clause in their contract, they could temporarily send the staff home. If there is no “Lay off” clause, then lay off might also be achieved by agreement with staff, or by having a rolling period during which a small number of staff must take some of their annual holiday. 20% of the workforce for a week at a time achieves a 20% reduction in the workforce for 5 weeks. It could also be a redundancy situation.
f) There is a lack of work due to the public or customers staying at home. It’s the same as (e) above.
g) You have an employee who is unable to return from holiday due to quarantine. This is strictly speaking the employee’s problem, and the employer is not under an obligation to pay for the period of absence.
h) An employee cannot attend work due to childcare as a nursery or school has closed. Again this is the employee’s problem and not the employers. There is an obligation to allow a short period for parents or carers to find alternative care arrangements, but this is unpaid. Note however that continued absence for this reason might in normal circumstances justify dismissal, if a widespread outbreak occurs we suspect the tribunals would be hard on employers who chose to dismiss employees in these circumstances.
GENERAL ADVICE
I. Provide hand sanitiser and remind staff of the importance of hygiene.
II. Consider telling mildly symptomatic staff to stay at home. This is a double edged sword for employers and should be considered carefully. Many clients tell us that if they give such advice, they have staff who may see it as an opportunity for holiday. This should be balanced with the risks to health in a widespread outbreak of staff struggling into work when unwell. If you have 100 staff, statistically, one may die if all contract the virus.
III. Consider disaster recovery measures, such as providing staff with the ability to work from home if appropriate.
IV. Consider risk assessing staff, particularly those with pre-existing medical conditions such as chronic asthma or heart disease for example.
V. Consider increasing the frequency of work place cleaning.
IMPORTANT REMINDERS
· The UK is not yet in the grip of an epidemic and may not ever be so.
· The vast majority of those infected recover fully.
· Employers should remember the message they give to staff as well as what they can avoid paying to those who are absent
· Staff should be treated consistently.
· Employers should remember that this may become an opportunity to show staff what a good employer you are.
If you would like further legal advice you can contact Darren on 01242 250039 or for advice on how this might affect recruitment contact Tricia Hay on 01453 755330
Any business that has depended on recruiting from overseas should make sure that they familiarise themselves with the governments new immigration points-based system.
The Home Secretary has announced that a new scheme will take effect from January 2021 that will assign points for specific skills, qualifications, salaries or professions. Visas will only be awarded for those who gain enough points. In the announcement the Home Secretary made clear the government’s intention to end the reliance on what she described as “cheap, low skilled labour coming in from overseas”.
The new single global system will treat EU and non-EU citizens equally. It will give top priority to those with the highest skills and the greatest talents, including scientists, engineers and academics.
The global talent scheme will also be opened up to EU citizens which will allow highly-skilled scientists and researchers to come to the UK without a job offer.
Minimum salary threshold
The points threshold will be carefully set to attract the talent the UK needs. Skilled workers will need to meet a number of relevant criteria, including specific skills and the ability to speak English, to be able to work in the UK. All applicants will be required to have a job offer and, in line with the Migration Advisory Committee’s (MAC) recommendations, the minimum salary threshold will be set at £25,600.
Those looking to live and work in the UK will now need to be qualified up to A level or equivalent, rather than degree level under the current system. There will be no specific route for low-skilled workers. It is estimated 70% of the existing EU workforce would not meet the requirements of the skilled worker route, which will help to bring overall numbers down in future.
Student visa routes will also be points-based and be opened up to EU citizens, ensuring talent from around the globe has access to the UK’s world-class universities. Those wishing to study in the UK will need to demonstrate that they have an offer from an approved educational institution, that they can support themselves financially and that they speak English.
EU citizens and other non-visa nationals will not require a visa to enter the UK when visiting the UK for up to 6 months. However, the use of national identity cards will be phased out for travel to the UK and the Home Office will set out our plans in due course. Those EU citizens resident in the UK by 31 December 2020 can still apply to settle in the UK through the EU Settlement Scheme until June 2021.
If you would like to find out more about how the new points-based immigration scheme might affect your business and future recruitment needs, contract Tricia Hay at First Base on 01453 755330 or tricia.hay@first-base.co.uk.
