If you want to
'get there',
you have to have a direction for your career - NOW!

As an engineer just stepping into the professional world, you might feel the pressure to figure everything out on the fly. But let’s pause for a moment. Imagine yourself 30 years down the line, looking back at your career. What do you want to see? Spinning gears of innovation, groundbreaking projects, or perhaps a legacy that inspires others? Whatever it is, you’ll want a plan in place.

Here’s a simple yet powerful approach: dedicate just five minutes each morning to map out your dreams and aspirations. Grab a notebook—it doesn’t have to be fancy, just something that feels personal. Each day, take a few moments to empty your mind. Jot down your worries, your goals, and what you really want from life. This is your time to be honest with yourself. Life can be unpredictable, and it’s okay if your plans shift along the way. However, having a direction is crucial. Think about it this way: if you don’t know where you want to go, how will you ever get there? Make it a habit.

At the end of January, take a look back at what you’ve written. You might be surprised at how your thoughts evolve over time, and you may even uncover patterns that reveal your true ambitions. Be respectful of yourself and your ambitions. Take this exercise seriously. The world is yours for the taking, so why not make a targeted plan? Perhaps you want to climb the corporate ladder or develop a cutting-edge technology. Whatever your goal, outline the steps that will get you there.

This isn’t just about work; it’s about life. How high do you want to grow? Think of the engineers who have changed the world, from designing sustainable buildings to innovating life-saving technologies. They didn’t get there by chance; they had a vision and took daily steps towards it. So, what are you waiting for? Start today. Grab that notebook and carve out five minutes each morning.

You’ll find that taking the time to respect yourself and your goals can lead you to an accomplished and fulfilling career. Your future self will thank you for it.

The seven areas of knowledge you must have to conduct interviews.

Equality Act 2010

This act protects individuals from discrimination based on protected characteristics, including:

Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race (including colour, nationality, ethnic or national origin)
Religion or belief
Sex
Sexual orientation

What You Should Say:

Focus on the candidate's skills, qualifications, experience, and how they relate to the job role.
Ask job-related questions like: “Can you describe a time when you successfully handled a challenging project?”

What Not to Say:

Do not ask about a candidate’s age, plans to start a family, marital status, or health unless directly relevant and justifiable for the role.
- Avoid: "How old are you?" or "Do you have any plans to have children?"
- Avoid: Questions about religious practices, as these can lead to claims of discrimination.

Disability Discrimination (under the Equality Act)

The law requires employers to make reasonable adjustments for candidates with disabilities, ensuring they are not disadvantaged during the interview process. Discrimination can occur directly (treating a disabled person unfairly) or indirectly (policies that disadvantage people with disabilities).

What You Should Say:

Ask if the candidate requires any reasonable adjustments to the interview process: “Do you need any adjustments for this interview or the workplace?”
Ensure all questions about ability focus on job-related requirements.

What Not to Say:

Do not ask specific questions about a candidate’s disability unless they are related to job duties and necessary for determining reasonable adjustments.
- Avoid: "What is the nature of your disability?"

Rehabilitation of Offenders Act 1974

Under this law, candidates with spent convictions (except in certain regulated roles, like working with children or vulnerable adults) are not required to disclose them, and employers are not allowed to ask about them.

What You Should Say:

You may ask if the candidate has any unspent criminal convictions if it's relevant to the role.
“For this role, are there any unspent criminal convictions we should be aware of?”

What Not to Say:

Do not ask about spent convictions unless the role is exempt (e.g., working in healthcare or education).

Immigration, Asylum and Nationality Act 2006

Employers must ensure candidates have the right to work in the UK. However, this must be done carefully to avoid discrimination based on race or nationality.

What You Should Say:

“If successful, we will need to verify your right to work in the UK.”
"Are you eligible to work in the UK?" (This is neutral and does not assume the candidate’s nationality.)

What Not to Say:

Avoid making assumptions about a candidate’s right to work based on appearance, accent, or name.
- Avoid: "Where are you originally from?" or "What is your nationality?"

General Data Protection Regulation (GDPR)

Under the GDPR, personal data collected during interviews must be processed lawfully, fairly, and transparently. Candidates should be informed about how their data will be used, stored, and protected.

What You Should Say:

“We will be collecting and storing your personal data in accordance with GDPR regulations. This is how we handle your information…”
Ensure candidates are informed about data retention policies.

What Not to Say:

Do not misuse or mishandle personal data, and avoid collecting more information than is necessary for the recruitment process.

Trade Union and Labour Relations (Consolidation) Act 1992

This law protects candidates from discrimination based on trade union membership or activities.

What You Should Say:

Avoid discussion around trade union membership unless it's directly relevant to the role.

What Not to Say:

Avoid: “Are you a member of a trade union?” or "Do you participate in union activities?"

Human Rights Act 1998

This act gives people the right to privacy and freedom of thought, conscience, and religion. Employers should avoid infringing on these rights during interviews.

What You Should Say:

Keep questions strictly work-related. Focus on skills, qualifications, and job experience.

What Not to Say:

Do not ask personal questions regarding beliefs, political views, or private life unless absolutely necessary and legally justified.

Avoid: "What religion do you practice?" or "What are your political views?"

The Unexpected Power of Admitting Mistakes on Your CV

In the competitive world of job hunting, the pressure to present a flawless CV is immense. Most candidates meticulously curate their CVs to showcase their best achievements, often glossing over any missteps or failures. But what if we told you that admitting a mistake on your CV could actually work in your favour? It might sound counterintuitive, but there's a compelling case to be made for this approach.

The Psychology of Authenticity

When you admit a mistake on your CV, it humanises you. In a sea of seemingly perfect CVs, yours stands out as genuine and relatable. According to [psychological studies](https://www.psychologytoday.com/intl/blog/words-matter/201812/the-power-authenticity), authenticity can foster trust. An interviewer is more likely to trust the rest of your CV if you've been transparent about a past error. It sends a message: "I have nothing to hide."

Showcasing Your Growth

Mistakes are inevitable in any profession. What truly matters is how you respond to them. By including a mistake and detailing how you rectified it or what you learned from it, you're highlighting your problem-solving skills, adaptability, and commitment to growth. It's a testament to your resilience and ability to turn setbacks into learning opportunities.

Making an Impact

Neuroscience suggests that our brains are wired to remember anomalies. A CV that breaks the norm by admitting a mistake is likely to be more memorable. In the fast-paced world of recruitment, where hiring managers sift through hundreds of CVs, having a memorable CV can give you a significant edge.

Embracing Historical Wisdom

The ancient Japanese art of "Kintsugi" celebrates imperfections. Broken pottery is repaired with gold, emphasising the beauty in flaws and the history of the object. Similarly, your career journey, with all its ups and downs, is what makes you unique. Embracing this philosophy can set you apart in the modern job market.

We've seen firsthand how authenticity can open doors and create opportunities. So, the next time you update your CV, consider being brave and including a mistake. It might just be the game-changer you've been looking for.

The Evloution of Engineering Recruitment

In the dynamic world of engineering recruitment, staying ahead of the curve is paramount. Warwick Harding Recruitment, a renowned name in the sector, has been pioneering innovative recruitment strategies that cater to the unique needs of businesses and job seekers alike. Their approach is a testament to the evolution of recruitment in the digital age.

Warwick Harding showcases their diverse range of services. At the forefront is their *Contingent Recruitment* model. This strategy is based on the principle of "success-based payment." Businesses only pay once the role is successfully filled, ensuring that both parties are invested in finding the right match. However, as CEO Gary Larner points out, it's a bit of a gamble for recruiters, emphasising the dedication and effort they put into every search.

For businesses seeking a more involved partnership, Warwick Harding offers **Retained Project-Based Recruitment**. This model ensures a deeper, more thorough search, yielding top-tier candidates. With staged payments and a competitive fee structure, it's a win-win for all involved.

But the jewel in Warwick Harding's crown is their **Premium Monthly Retainer** program. Tailored for businesses with ongoing recruitment needs, this model offers unparalleled service quality at a fraction of the cost. The monthly structure allows for flexibility and ensures that both parties are consistently aligned in their goals.

In an era where the right talent can make or break a company, Warwick Harding's innovative approach is a beacon for businesses and candidates. Their commitment to excellence, transparency, and partnership is reshaping the landscape of engineering recruitment.

The Two-Way Street of Job Interviews: Don't Make This Common Mistake

When embarking on the journey of job hunting, many candidates prepare themselves for a barrage of questions from potential employers. They rehearse answers, research the company, and dress to impress. However, a common mistake that many make is viewing the interview as a one-sided interrogation. In reality, an interview should be a two-way conversation.

Why is this so crucial? Firstly, while the company is assessing if you're a good fit for them, you should be doing the same. The interview is your chance to gauge the company's culture, values, and growth opportunities. By asking questions, you not only demonstrate your genuine interest in the position but also gather vital information to make an informed decision.

The next time you find yourself in the interview hot seat, remember it's not just about answering questions. Engage in a dialogue. Ask about the company's growth plans, the team dynamics, or the challenges they face. This approach will not only leave a lasting impression but also ensure that your next career move is a step in the right direction.

Remember, an interview is as much about you interviewing the company as it is them interviewing you. Don't sell yourself short by staying silent.

Blog and News

The Power of Storytelling in Job Interviews

In the modern job market, standing out is more crucial than ever. With countless qualified candidates vying for the same positions, how can you ensure that you leave a lasting impression on your interviewer? The answer lies in the ancient art of storytelling.

Gary Larner, the CEO of Warwick Harding Recruitment, recently shared a golden piece of advice on when answering questions during an interview, delve a level deeper by incorporating personal success stories or memorable experiences. Why? Because narratives are far more memorable than mere facts.

Humans are naturally wired for stories. According to [NooNeuro](https://www.nooneurouk.com), our brains are more engaged when listening to stories, allowing us to remember them better than dry, isolated pieces of information. This is because stories evoke emotions, and emotions are key to memory retention.

When you share a story from your professional journey that aligns with the job you're applying for, you're doing more than just answering a question. You're painting a vivid picture of your capabilities, showcasing your problem-solving skills, and most importantly, connecting with your interviewer on a human level.

For instance, instead of merely stating that you're good at teamwork, narrate an instance where your team overcame a significant challenge. This not only proves your point but also makes it relatable and memorable.

In conclusion, the next time you're prepping for an interview, think of it as a storytelling session. It's your chance to weave a narrative that positions you as the perfect fit for the role. Remember, facts tell, but stories sell.

Mastering the Art of Recruiting Engineers in Birmingham, UK

As the home to various prestigious universities and a hub of technological advancements, Birmingham is no stranger to a high demand for skilled engineers. While the city boasts a rich pool of talent, effectively recruiting engineers in Birmingham, UK, can still present its challenges.

Firstly, how do you recruit people in the UK, and specifically engineers? A proven method is through professional networking platforms like LinkedIn, where potential candidates can be found and engaged with directly. Additionally, engineering forums, local job boards, and Birmingham's university career centres also serve as great resources.

Yet, there's always room for improvement in the recruitment process. You can enhance your recruitment strategy in the UK by leveraging the power of recruitment agencies such as Warwick Harding, known for their extensive network and experience in the engineering sector. Organizing and participating in local career fairs, tech meetups, and other industry-related events can also raise your company’s profile among potential recruits.

But what about the field of engineering itself? Among the numerous disciplines, some stand out for their complexity and rigorous entry requirements. For instance, aerospace and chemical engineering are often considered among the hardest to get into, given the high level of technical skill, academic excellence, and practical experience required.

A common question among employers and industry pundits is, "Is there really a shortage of engineers?" While it may seem so due to the increasing demand for engineering skills, the issue often lies in the "skills gap" rather than a shortage of engineers per se. There are plenty of engineering graduates; however, the challenge is finding those with the specific skills and experience your company requires.

Attracting new engineers isn't as daunting as it may seem. To appeal to prospective engineering candidates, demonstrate a commitment to continuous learning and professional development. Offer competitive remuneration packages and benefits, a positive work culture, and opportunities for career advancement. Providing a platform for innovative thinking and creativity also makes your company more appealing to engineers.

The most sought-after engineering discipline tends to vary by industry and region. However, software engineering has been a consistently highly demanded discipline for its universal application across industries and ongoing digital transformation.

In the workplace, having a diverse and complementary team is crucial for project success. For engineers, this often includes team members from various backgrounds, such as project managers to coordinate tasks, data analysts for decision-making insights, and other engineering specialists for their technical expertise.

Finally, for those looking to upskill or shift your HR into searching for engineers, online platforms like Udemy offer a variety of courses across all marketing and automation you can use to find and attract candidates directly to you, saving on the cost of external agencies and these skills can also be used for your marketing.

While recruiting engineers in Birmingham, UK, may present its unique challenges, with the right strategies in place, you can effectively tap into this talent-rich pool. It's about understanding the needs and aspirations of engineers, showcasing your company as a desirable place to work, and fostering an environment where engineers can grow professionally.

Your talent pool just halved!

In recent months, the sharp increase in petrol prices has led to a significant reduction in the distance that people are willing to commute. As petrol prices continue to rise, many individuals are opting for alternative employment opportunities closer to their homes.

For many years, commuting has been a way of life for many individuals who are willing to travel long distances to work or pursue other activities. However, with the recent surge in petrol prices, the cost of commuting has become a significant financial burden for many people.

As a result, they are rethinking their daily travel habits and exploring other options.Another trend is the rise of remote work, which allows individuals to work from home or other locations rather than commuting to an office every day. As more companies offer flexible work arrangements, many employees are choosing to work from home, reducing their need for daily travel.

The reduction in the distance people are willing to commute has significant implications for many industries as this means that your talent pool has shrunk by over 50%! This trend is likely to continue as petrol prices remain high, and industries must adapt to the changing needs of their employees.

New Partnership with Birmingham Automation Experts

Warwick Harding Recruitment, a leading recruitment agency in the UK, has recently joined forces with a booming automation machine manufacturer in Birmingham to help them grow and attract skilled people to the next stage of their development cycle. This partnership marks a significant milestone in the growth of both companies and highlights the importance of collaboration in the ever-changing business landscape.

The automation machine manufacturer, which specializes in producing state-of-the-art automated machinery, has been experiencing rapid growth over the past few years. With an expanding customer base and an increasing demand for its products, the company recognized the need to scale up its workforce and attract top talent to help them continue its growth trajectory.

That's where Warwick Harding Recruitment comes in. With their years of experience in recruitment and their extensive network of candidates, the agency is uniquely positioned to help the automation machine manufacturer find the talent they need to take their business to the next level. The two companies are working together to identify, attract, and hire skilled professionals with the expertise necessary to drive the automation machine manufacturer's growth and success.

This partnership between Warwick Harding Recruitment and the automation machine manufacturer is a prime example of how collaboration can help businesses succeed in today's fast-paced, ever-changing business environment. By working together, the two companies are leveraging their respective strengths to achieve a common goal – to grow and expand the automation machine manufacturer's workforce and capabilities.

In addition to the benefits for the automation machine manufacturer, this partnership also provides benefits for job seekers in the engineering and manufacturing fields. With the increased demand for skilled workers in these industries, the partnership between Warwick Harding Recruitment and the automation machine manufacturer creates new opportunities for professionals looking to advance their careers and take on new challenges.

New Partnership with leading Automated Door Manufacturer

Warwick Harding has been asked to find skilled engineers for an automated door manufacturer. This is an exciting opportunity for both the recruitment agency and the manufacturer as they work together to identify and attract top talent to drive the manufacturer's growth and success.

The automated door is a highly competitive industry, and often struggles to find skilled Engineers to install and service these vital pieces of automated solutions for Commercial and Industry.

This manufacturer specializes in the production of high-quality, state-of-the-art doors that are used in a variety of applications. As the company continues to grow, they recognize the need to expand its workforce with skilled engineers who can help them continue its upward trajectory.

That's where Warwick Harding Recruitment comes in. With their years of experience in the recruitment industry and their extensive network of qualified candidates, we are uniquely positioned to help find the right talent for their needs quickly.

The search for skilled engineers is crucial for the automated door manufacturer, as they need highly specialized professionals who can install, maintain and implement the advanced technology used in their doors.

For job seekers in the engineering field, this partnership between Warwick Harding Recruitment and the automated door manufacturer provides an exciting opportunity to work with a leading manufacturer in an innovative and growing industry. With a focus on finding the right fit for both the manufacturer and the candidate, job seekers can feel confident that they will be matched with positions that align with their skills, experience, and career goals.