Rhys Holdsworth

Helpful tip for those applying for vacancies I thought would be worth sharing , Had a candidate this week submit their cv for a role I was recruiting for, he highlighted a couple of points in yellow that exactly fit the requirements, Within 10 seconds I knew I had a great match , it is possible that I might not have seen these points as the cv was very detailed around 4 pages, and human eyes can miss info sometimes, but it gave me a hawk eye focus on what I was looking for, after this I interviewed them and referred to client that sameday with confidence, so pro tip - a bit of extra time spent reviewing the vacancy requirement’s and seeing how your cv fits the jd and highlighting these areas may get you noticed quicker, good luck out there, happy weekend all!

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Every so often I speak to an engineer who doesn’t think they need to explain anything. They’ll say “it’s all in the CV,” or “you won’t understand,” and shut the conversation down before it’s really started. I get it… some recruiters don’t ask the right questions. But when I’m asking about your work, I’m doing it for a reason. Because what’s written on your CV isn’t always what gets you the role. Hiring managers want more than a list of tools and responsibilities. They want to know how you think. What you contributed. What kind of environment you worked in. Whether you can communicate that clearly. My job is to bridge the gap between what’s written on paper and what the client actually needs to hear, and I can’t do that without a proper conversation. Whilst I am learning to code, I don’t need to be an engineer to ask the right questions. I need you to take the process seriously, and trust that I am too.

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Day Rate Landscape: Then vs Now ***Business Change & Transformation*** Remember 2017? Let me paint you a picture of how much the contracting world has transformed. THEN (2017): - Contractors were everywhere - Day rates were consistently high - Permanent roles felt "risky" - IR35 was just a whisper - Tech contractors ruled supreme - Abundance of long-term contracts - Relatively stable market - Low competition for roles NOW (2024): - Market feels like musical chairs - Day rates fluctuating wildly - More risk-averse hiring - IR35 completely reshaped everything - AI threatening traditional tech roles - Short-term, project-based work dominates - Massive skill reinvention required - Contractors need multiple specialisms - Higher competition for fewer roles - Remote work changed everything - Cybersecurity & transformation skills premium Survival Kit for Modern Contractors: - Be more adaptable than ever - Continuously upskill - Diversify your skill stack - Build strong personal brand - Network like your career depends on it - Be ready to pivot quickly The contractors who thrive now aren't just technical - they're strategic, adaptable, and relentless learners. Who else has felt these shifts? #ContractingLife #CareerEvolution #TechTrends

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RECRUITERS. I sometimes hear something like this. ‘I’m going to wait for the market to improve to launch my business/take the new job/so on and so on’ Big problem with this. The ‘market’ generally runs in cycles. So maybe 2 years ish of good times, 2 years ish of not so good times (admittedly this recent dip has been a little longer than that, but the previous two years were mentally good, so probably an anomaly) You wait for the market to improve - 3 months of improved activity to prove that to yourself? Then you resign. Start your new job/businesss. Take a while to ramp up and have to navigate your restrictive covenants. Another 6-12 months. So, by waiting for an improved market to take the leap, you are sacrificing 50% of a stellar market…. There is no perfect time to do the thing. It’s always the right time.

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 **80% of employees who accept a counteroffer end up leaving within 6 to 12 months!!!* In today’s competitive market, with budgets now finalised post-EOFY, we’ve seen a noticeable rise in counteroffers. Lately, we have seen several offers that have been declined because of them. Throughout our recruitment processes we’re always asking: "Would you expect a counteroffer?" "Would you accept one?" Almost always, the answer is, “No, money isn’t my MAIN driver” And when we unpack why they’re looking to leave, the reasons are usually thoughtful and honest: · "There is no career progression" · “I am looking for company culture” · “I don’t agree with the direction my current employer is going.” · “There’s no job security.” · “I feel a redundancy might be coming.” But, when that counter lands with a pay rise, it often changes the decision (even when money wasn’t meant to be the driver…) Here’s what the data tells us: - 80% of employees who accept a counteroffer end up leaving within 6 to 12 months. - 50% resume job hunting within just 60 days. SEEK’s Laws of Attraction show that work-life balance is the number one motivator. Compensation comes second. Factors like management style, organisational culture, job security, co-worker relationships, and career development rank lower, but, they’re often the most critical parts of a fulfilling role. Each to their own, but returning to a role with more money and none of the other issues resolved is often a short-term fix. A higher salary doesn’t make poor culture, and no progression easier to stomach. Nor will senior staff members change their management style!!! The days of the Willy Loman-style sales rep are gone. Only around 10 to 20% of counteroffers lead to a positive long-term outcome for both the employee and the employer. If you’ve received or extended a counteroffer, what was the outcome? Would you accept one again?

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Every day I get asked “How’s the market?” so I thought I’d share a few of my own thoughts on Supply Chain leadership roles across the North of England. 🙍‍♂️ There are more candidates than jobs! Clients are being quite particular on skillsets that they are bringing on board. 💲 Salaries are flat, I’m not seeing huge spikes like the post covid boom, just enough to run in line with inflation. 💻 There is more investment in to technology – planning tools in particular; so probably a good time to be a sales rep in ERP/APS! 📈 Things are picking up; a late Easter caused a wobble but all in all hiring sentiment remains positive. I’m keen to see what the remainder of 2025 brings, and what the impacts global factors like tariffs, etc could mean for Supply Chains here in the UK.

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𝗪𝗵𝘆 𝗣𝗲𝗿𝗺𝗮𝗻𝗲𝗻𝘁 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗶𝘀 𝘁𝗵𝗲 𝗦𝗺𝗮𝗿𝘁𝗲𝗿 𝗖𝗵𝗼𝗶𝗰𝗲 𝗳𝗼𝗿 𝗨𝗞 𝗠𝗮𝗻𝘂𝗳𝗮𝗰𝘁𝘂𝗿𝗶𝗻𝗴 👷‍♂️ In the fast paced world of UK manufacturing, businesses often face a critical decision: hire permanent staff or rely on temporary workers? Let's explore the long-term benefits of permanent recruitment ⬇️ ✅ 𝗦𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 & 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 - Manufacturing thrives on consistency. Permanent employees are more engaged, committed and aligned with company goals. Reducing costly turnover and retraining. ✅ 𝗦𝗸𝗶𝗹𝗹𝘀 & 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 - Skilled workers are essential for efficiency and quality. Investing in permanent staff ensure that expertise stays in-house. ✅ 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 & 𝗠𝗼𝗿𝗮𝗹𝗲 - A strong workforce isn't just about skills - it's about teamwork. Permanent employees contribute to a positive company culture. ✅ 𝗖𝗼𝘀𝘁-𝗘𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗻𝗲𝘀𝘀 - While temp staff may seem like a quick fix, high turnover, retraining and agency fees add up. Permanent recruitment reduces these hidden costs and provides a better return on investment. ✅ 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗚𝗿𝗼𝘄𝘁𝗵 & 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻- A committed team drives innovation. Permanent employees bring new ideas, improve processes and support long-term growth. For UK manufacturers looking to stay competitive, investing in a strong, permanent workforce is the key to long-term success. 💡Do you agree? Let’s discuss! 👇 #manufacturing #ukmanufacturing #madeinbritain #temporaryorpermanent #permanentjobs #workforcerecruitment

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𝗠𝗔𝗝𝗢𝗥 𝗦𝗞𝗜𝗟𝗟𝗦 𝗦𝗛𝗢𝗥𝗧𝗔𝗚𝗘 𝗜𝗡 𝗧𝗛𝗘 𝗕𝗢𝗗𝗬𝗦𝗛𝗢𝗣?? 🚨 👉 Apprenticeships are down 12% since before Covid. 👉 Some training routes (like MET) have dropped by over 30%. 👉 Less than 10% of the workforce is under 30, and less than 10% are women. 👉 By 2030, we’ll need 76,000 more EV-ready technicians in the UK. 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗲𝗮𝗻? Longer repair times ⏳ Rising costs 💷 Difficulty finding the right people 👷‍♂️👷‍♀️ Added pressure on already stretched repair centres 🚗💥 𝗧𝗵𝗲 𝗴𝗼𝗼𝗱 𝗻𝗲𝘄𝘀? ✅ Skilled bodyshop professionals are more in demand than ever. ✅ Forward-thinking employers are investing in training & apprenticeships. ✅ There are real opportunities for people entering the trade right now. 𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸? 𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲𝗱 𝘁𝗼 𝗿𝗲𝗰𝗿𝘂𝗶𝘁 𝗼𝗿 𝘁𝗿𝗮𝗶𝗻 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗯𝗼𝗱𝘆𝘀𝗵𝗼𝗽? 💬 #AutomotiveRecruitment #BodyshopJobs #AccidentRepair #PanelBeaters #PaintSprayers #METTechnicians #EVRepair #SkillsGap #Recruitment #AutomotiveIndustry

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Hiring manager: "If he's so good, why was he let go?" Me: 'his department was axed, it wasn’t his performance" (This hiring bias is costing you great engineers) “30% of our engineers are gone.” That’s what a supplier told me last week. And it’s not because they weren’t good. In fact, they were exceptional. But they fell victim to the R-word I keep hearing lately:  REDUNDANCY. It’s hitting the automotive supply chain hard. One of my clients had to lay off 30% of their engineering team. Not due to performance, but because five major automakers slashed orders to the bare minimum simultaneously. Now, a wave of top engineering talent is flooding the job market. But here’s what drives me crazy: Some hiring managers see “made redundant” on a resume and,  Immediately think “damaged goods.” That’s COMPLETE NONSENSE. Last month, I placed an incredible design engineer cut during downsizing.  The client was sceptical: “If he’s so good, why was he let go?” I pushed back: “His entire department was eliminated, it had nothing to do with performance.” They reluctantly interviewed him. Two weeks later, the engineering director called: “Jason, this guy is transforming our processes already. We would have missed him if we’d stuck to our usual filters.” There’s a MAJOR advantage for companies willing to look past the redundancy label. While others hesitate, smart firms are scooping up battle-tested talent ready to deliver immediately. Are you smart enough to see the opportunity? Or will you let your competitors grab all the talent?

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