As one of Carbon60's wonderful Women in Leadership, Faye Jackson &ndash; Head of Specialist Markets &ndash; inspires people within her team and across our wider organisations every day.&nbsp;
In this blog, Faye shares her insight on what makes a great leader, her journey as a woman making her way in the world of work, and what females following in her footsteps can do to become a great leader in the future too.&nbsp;
<h2 class="MsoNormal">Can you share a bit about your career journey and what led you to your current role?</h2>
I&rsquo;ve been working in engineering recruitment now for over 20 years, and have so far been with Carbon60 for 13 of those years. &nbsp;
I started with the company as a Consultant and have worked my way up through the ranks to my current role of Head of Specialist Markets. Throughout my journey i've focused on being a '360' - someone who has wide ranging knowledge and the ability to offer expertise and guidance to candidates, clients and those who I work with every day. &nbsp;
<h2 class="MsoNormal">How did you develop a passion for the recruitment industry (and your specialised sector/s) and what keeps you engaged in these fields?</h2>
My parents were both software engineers, so when I started in recruitment that was an area that I gravitated towards naturally. But during my career so far, i've become interested in so many different areas and specialisms, due to the exposure to them and working so closely with people within different industries.&nbsp;
And what keeps me engaged is really enjoy working with people and seeing how we can change people&rsquo;s lives by supporting them with getting a new role that they really want.&nbsp;
<h2 class="MsoNormal">What part of your role excites you the most?</h2>
There are two things that excite me the most during my day-to-day...
One is getting out and seeing customers, speaking with them and seeing what they do and how they do it. It is a privilege to get to do that. The other is being able to offer someone a role they really want, and seeing what it means to them and the difference it can make to them. &nbsp;
<h2 class="MsoNormal">Who or what has been the most significant influence in your professional life and how has it helped shaped your career?</h2>
I'm very lucky to work with a team of people who inspire me every day. The management team in particular have always enabled to me to be the very best version of myself, and driven me to do the very best I can every single day.&nbsp;
<h2 class="MsoNormal">What drives and motivates you in your leadership role?</h2>
Seeing my team being successful really drives me, and I am so motivated to help them grow and move forward in their careers.
Recruitment can be a tough industry and environment, but it can be very rewarding too. Success enables people to really improve their lives i.e. buying houses, cars they want, nice holidays and achieving various goals.&nbsp; 
My success is to see them being successful. It means a lot. &nbsp;
<h2 class="MsoNormal">How do you balance the demands of your professional and personal life?</h2>
At home I am fortunate to have a very supportive husband who has always helped me achieve what i've wanted to achieve. And in my working life, I am lucky to be part of a company that allows me the flexibility to ensure that I am able to balance the pressures of work and home life. &nbsp;
<h2 class="MsoNormal">How do you inspire and influence your team and colleagues around you?</h2>
By doing what I am asking them to do. My role is a hands-on role still so I ensure that I am doing the same tasks that I am expecting and needing my team and colleagues to do. I think it is so important to ensure you are always leading by example.&nbsp;
<h2 class="MsoNormal">What advice would you give to women who aspire to leadership positions?</h2>
Simply... Go for it!&nbsp; 
Don&rsquo;t be put off if you feel that your industry is male dominated, if there is something you want to do and achieve, work hard, prove yourself and go and get it.
<h2 class="MsoNormal">What do you believe are the most important qualities for a successful leader?</h2>
Being clear in direction and about my expectations, and always being approachable, empathetic and available whenever someone needs me.&nbsp;
<h2 class="MsoNormal">2025&rsquo;s <a href="https://www.internationalwomensday.com/Theme#:~:text=LOGO%20USE%20COLLABORATIONS-,IWD%202025%20campaign%20theme%20is%20'Accelerate%20Action',March%208%20to%20help%20%23AccelerateAction.">International Women&rsquo;s Day theme</a> is '#AccelerateAction&rsquo;. What does this mean to you?</h2>
It is extremely important to not only continue to impart knowledge for future generations, which is something I strive to do, but to accelerate providing such knowledge, insight and guidance, and providing opportunities to talented, driven females.&nbsp;
<h2 class="MsoNormal">Can you share a memorable experience or achievement from your career that has significantly impacted your approach to leadership?</h2>
Being awarded Perm Consultant of the year 2 years in a row &ndash; this has enabled me to show others how it can be done.

We hear from Faye Jackson, Head of Specialist Markets at Carbon60, about inspirational Women in Leadership and her journey to becoming one.  

Women in Leadership at Carbon60: Faye Jackson's Story

There are some industries which have continued to grow every year, even through the COVID-19 pandemic. One of those industries is Renewable Energy. 
Here at Carbon60, as sector specialists we have seen the growth first-hand. There are a huge number of jobs to fill, covering everything from Engineering to Planning, Business Development to Digital.
Our sister company Lorien, who specialise in digital and technology recruitment, recently published a blog featuring one of our Principal Consultants Barry Jones, and their Director Chris Barton. We&rsquo;ll go over a few of their key talking points, and pinpoint some of the reasons why the Renewable Energy industry is booming.
&nbsp;
<h3>A fully futureproofed industry</h3>
One of the main learnings from Barry and Chris was on the impact the pandemic has had on both clients and candidates within Renewables. The general theme is one of progress and positivity.
Chris said: &ldquo;Renewable energy weathered the pandemic pretty well, overtaking fossil fuels as the largest source of UK electricity for a full year, and the result was quite a buoyant job market.&rdquo;
He added: &ldquo;On a personal level, I have definitely seen an increase in talent demand over the last year from renewable energy companies, but also from traditional energy providers looking to increase their footprint in renewables.&rdquo; 
Barry believes &ldquo;the pandemic has changed how candidates job hunt&rdquo;, and the future-focused nature of Renewables is one of the things that makes it so appealing.
&ldquo;Few industries have such a clear path for industry expansion laid out, and the chance to be a part of that movement is a key driver for candidates.
There&rsquo;s also a lot of career security in the renewables industry, given its focus on the future. I&rsquo;m seeing increasing volumes of candidates choosing to turn their hand to roles in renewables over more traditional engineering roles.&rdquo;
&nbsp;
<h3>Solving the biggest problem</h3>
Business owners always talk about USPs and the need to solve an existing problem. In Renewables, every business is playing a huge part in solving the biggest and most urgent problem out there &ndash; climate change. 
The necessity of taking steps to combat this is clear to everyone. A big part of the solution is producing clean energy, so as coal and gas power generation continue to be weaned off, renewable energy sources will take centre stage. 
Naturally, this means there are excellent long-term career prospects here. 
As Chris mentioned earlier, even traditional energy companies are looking to do their bit and increase their renewable footprint &ndash; so wherever you look, there are opportunities to be found.
&nbsp;
<h3>Providing people with purpose</h3>
The days of people being happy with just a salary and the promise of a good final pension are long gone. It&rsquo;s widely acknowledged that employees want more from a job, including a purpose and knowing they are doing something meaningful. 
This desire has gone up a notch since the pandemic. A global study by <a href="https://www.gartner.com/en/articles/employees-seek-personal-value-and-purpose-at-work-be-prepared-to-deliver">Gartner</a> saw 65% of respondents say the pandemic had made them rethink the place that work should have in their life, while 56% said they wanted to contribute more towards society. 
This is one of the biggest attractions of the Renewable Energy sector. Anybody working in this space is helping to fight climate change and build the future energy system of the world.
In the blog for Lorien, Barry said this was one of the reasons he&rsquo;s seen an increase in interest from jobseekers.
&ldquo;I think renewable energy has always been an interesting industry to be a part of, but over the pandemic people have renewed their values and really want to feel like they are contributing to something meaningful.&rdquo;
He summed it up best when saying: &ldquo;It&rsquo;s a very rewarding industry to join because you&rsquo;re creating a world for the next generation.&rdquo;
Ultimately, people working in Renewables are having a bigger impact on society than most industries. For purpose driven employees, this makes it ideal.
&nbsp;
<h3>Promoted by policy makers</h3>
It&rsquo;s understandable that after the instability of the last two years, jobseekers now want more certainty. They want to be at a company that can weather any storms, or in an industry that has a real future. Renewables definitely ticks these boxes.
There is no uncertainty in this industry &ndash; it&rsquo;s backed by governments and is at the heart of many policies. For example, the UK has set a Net Zero carbon emissions target by 2050, along with a pledge to produce all electricity in the country through clean energy sources by 2035.
This is all driving demand within the industry, and as Chris pointed out, gives a lot of bargaining power to candidates.
&ldquo;It&rsquo;s an interesting one, because on the one hand a lot of candidates are drawn to the sector, but on the other, demand is massively on the rise. As a result, salaries and rates in the industry are staying quite lucrative, which is another plus for candidates reconsidering their careers. It&rsquo;s not an industry where your value is going to decline, particularly because of the emphasis on specialism.&rdquo;
All of this means that Renewables is as close to a sure thing as you can get.
&nbsp;
<h3>Going global</h3>
Another consequence of the pandemic and people&rsquo;s re-evaluation of what they want, is the shift towards wanting to travel. This has always been there, but as the world becomes less restrictive and more &lsquo;borderless&rsquo;, employees want to explore further.
Now, we mentioned the problems that are being solved by renewable energy earlier, and these problems are global. That means the same applies to job opportunities. Here at Carbon60, we&rsquo;ve been placing candidates not just in the UK, but across Europe. Demand is high everywhere so it&rsquo;s no surprise that people who are looking to relocate are keeping an eye on Renewables.
There are also many vacancies, such as Lead or Senior Engineers, which require occasional travel to overseas sites. This is great for people who don&rsquo;t want to relocate completely.
&nbsp;
<h3>Varied and cutting-edge tech</h3>
For people who are excited by technology, the Renewable Energy industry hits the sweet spot. You have the chance to work with a range of tools that are at the forefront of the latest developments.
The sheer nature of the industry requires constant thinking outside of the box. Recent examples are floating solar panels or the building of gigafactories for battery storage. For people who are passionate about innovation, there aren&rsquo;t many better industries to be in &ndash; something Barry was keen to emphasise.
&ldquo;You&rsquo;re experimenting with new concepts, using the latest technology, and thinking outside the box. For people that are wanting to cut their teeth on the latest skills, you&rsquo;d be hard pressed to find a better industry.&rdquo;
&nbsp;
<h3>A breadth of roles</h3>
Variety also comes in the types of roles you could do. Renewable energy projects &ndash; for example those involving Wind, Solar Energy or Battery Storage &ndash; require people from a range of backgrounds. You could also find yourself working on a site, in a lab, in an office, or at sea, so there&rsquo;s something to suit most people. 
In addition, there are plenty of transferable skills which open doors for people that aren&rsquo;t in Renewables at the moment. Barry provided some examples in the blog for Lorien, saying:
&ldquo;You might be surprised by how transferable skills for renewable energy are. I typically work with clients for renewable energy jobs in project and programme management, site engineering, quality engineering, project development, construction management, civil/structural engineering, HSE, technical and design, and logistics. 
Experience in renewables will always be a selling point, but typically clients are looking for people with transferable skills in EPC (Engineering, Procurement and Construction), who will bring their experience and knowledge of the market with them.&rdquo;
We also wrote a blog specifically about transferable skills <a href="https://www.carbon60global.com/blog/transferable-skills-for-a-career-in-renewable-energy">here</a> &ndash; feel free to take a read!
&nbsp;
&nbsp;
With so much global investment, and many government commitments, Renewables is fast becoming the industrial revolution of our times.
And whether it&rsquo;s financial freedom, travel opportunities, or the chance to help change the world &ndash; there are several reasons why it&rsquo;s highly sought after by jobseekers.&nbsp; 
If it&rsquo;s an industry you like the sound of, we&rsquo;d love to have a chat and help you explore. Get in touch today!
&nbsp;

An industry that is growing year on year, and will continue to do so. Find out why now is a great time to join the Renewable Energy sector.

Why the Renewable Energy jobs market is red-hot

Trust. A word defined by the Cambridge English Dictionary as: "to believe that someone is good and honest and will not harm you, or that something is safe and reliable."
Most of us understand that trust forms the basis of personal relationships, but did you know that it's just as paramount when it comes to business and professional relationships too?
The most successful organisations across the globe are built on trust and that means developing strong, trusting relationships between not only your employees and colleagues, but external contacts as well. It's a fact that people buy from people they trust, so ensuring that your customers believe and have confidence in you is essential in ensuring your ongoing success.
In this article we'll explore the importance of building workplace trust and how forging trust in you and your company are crucial steps to ensuring you're smashing those all-important business objectives.
<h3>Trust me, I'm an engineer!</h3>
We've already mentioned how important trust is in any organisation, but it's perhaps especially important in industries such as engineering. From the perspective of employees, engineers often work in challenging or high-risk environments, meaning that having trust of your management and peers comes down to much more than simply feeling warm and fuzzy at work - it can in fact have serious implications when it comes to safety and wellbeing.&nbsp;
From the point of view of a client, the risks are similar, and your customers will want to know that their potentially high-risk, high-value project is in safe hands. Your primary route to convincing them of that is to ensure you gain their trust in both you and your abilities.
<h3>Meeting objectives through trust</h3>
There's no doubt that trust is a key component to business success. Statistics have shown time and time again that teams instilled with trust are higher performing. But why is this the case? And why is it so important that you're gaining trust in your workplace and amongst your teams?
Well firstly, let's consider&nbsp;morale and motivation. When team members trust their management, and to some extent their colleagues too, morale is naturally higher. Like it or not, employees are inherently inclined to mistrust managers, but where leaders are able to turn this preconception around and actually gain the trust of their staff, the result is an increase in both morale and motivation. Employees working for individuals they believe 'have their back' are automatically more efficient, hardworking and greater performing.
Decreased workplace stress&nbsp;is something that can be achieved through ensuring a culture of trust as well. This spans not only your management/leadership team, but peer-to-peer trust too. Employees want to know they can trust that your Board will demonstrate openness when communicating on things like change, profit and loss figures and their career progression.
And, where team members have trust in one another, there's less hostility and increased&nbsp;teamwork and collaboration&nbsp;- all factors that will greatly benefit your organisation, productivity and retention.&nbsp;
Next, let's look at&nbsp;loyalty and retention&nbsp;- equally important considerations when thinking about both your employees and customers.
It goes without saying that having sound relationships built on trust in place, will ensure that you're able to retain valuable customers and that they're returning to use you time and time again. A business' reputation depends heavily on trust - not only so that your customers know they can rely on you and your services, but so that you can in turn, rely on them to pay invoices, bring return business and recommend you to others.
Having robust customer relationships in place will also help you to build market-place credibility through gathering things like case studies and testimonials that demonstrate to others that you are a trustworthy and professional partner.
Focusing on the loyalty and retention of employees,&nbsp;all businesses strive to lower their staff turnover rates, and a major consideration in achieving excellent staff retention ratios is whether your people place trust in you as their line manager and employer. There's a well-known saying that 'employees don't leave bad companies, they leave bad managers', and this is never truer when thinking about the levels of trust that your employees are able to place in you and your leadership team.&nbsp;
Where trust isn't apparent, your people will feel uneasy, demotivated and are more likely to move to another organisation. Where trust is evident, employees will be more loyal, committed, productive and are much more likely to stay with your company for the long-term.
Closely linked with staff retention, trust should also be of significance when&nbsp;hiring.&nbsp;An individual's perception of you and your business will normally begin right from when they interview with you and you'll want to instill a sense of trust in order to attract new talent to your organisation.
And let's not forget things like&nbsp;remote working.&nbsp;Several recent surveys carried out on employee benefits have revealed that the most sought-after employee benefits are no longer necessarily linked to salaries and bonuses. Nowadays, and overtaking money-related benefits as employees' top priorities, are things like work/life balance and flexible/remote working options. But to successfully implement these kinds of opportunities into your workplace, there has to be a strong sense of trust between management and workers. Employees want to know they're trusted enough to carry out their work remotely, and managers of course want to be reassured that work will still be completed to a high standard under more flexible conditions. Once trusting relationships are built however, these more modern ways of working can function well in your organisation - and often result in a happier, more efficient workforce.
<h3>A culture of trust</h3>
There's no denying then, that building trust in the workplace is important, and it's obvious to see how gaining the trust of your colleagues and customers can play a vital role in helping you to achieve your critical business goals.
A key point to remember though? Building true trust into a relationship can be a very slow, steady process - but breaking that trust irreversibly can happen in an instant.
Make sure therefore, that trust is at the centre of your strategy for success and promoted throughout your business as an integral part of its culture.
<a href="https://calendly.com/chrispblackburn/the-importance-of-building-workplace-trust?back=1&amp;month=2020-05&amp;utm_source=carbon60&amp;utm_medium=blog&amp;utm_campaign=llmay20" target="_blank" rel="noopener noreferrer">&nbsp;</a>

Trust. A word defined by the Cambridge English Dictionary as: "to believe that someone is good and honest and will not harm you, or that something is safe and reliable."

Why is workplace trust so important?

Most people would assume that December would be the worst time of year to start thinking about a career change. Companies cease trading for the festive period, fewer people are in the office and budgets tend to be tight. But if a new job is at the top of your Christmas list this year, we&rsquo;re here to tell you why there&rsquo;s actually no better time to start looking.
<h2>More Time to Search for a New Role</h2>
A lot of businesses tend to cease trading around mid-end December which means more free time for you to clean up your CV and start that lengthy application process. You might also have annual leave you need to take before the end of the year, so why not use it to focus on your career development? As well, if your general workload starts to ease you can always spend that extended lunch scanning jobsites for the latest vacancies. Just remember to save your favourites and apply for them out of work when you&rsquo;re not distracted and can give them your full attention.&nbsp; &nbsp;
<h2>Less Competition</h2>
 Most people take the time out over Christmas to enjoy the festivities and spend time with family which naturally means less time is spent focusing on job hunting. It&rsquo;s always easier to stand out from the crowd and get ahead of the game by January when the rest of the talent pool are still &lsquo;umming and ahhing&rsquo; about their current jobs. Stay determined, be pro-active and be sure to keep up conversations throughout December. Recruiters are more likely to have a stronger rapport with a candidate that has kept in contact with them throughout this period than those who have been unresponsive.&nbsp; &nbsp;
<h2>Companies are still hiring</h2>
 Despite what you might think companies are still hiring and most companies will still trade throughout December. In fact, a lot of companies may have remaining budget that they need to spend by the end of the year. If this is the case, they could be looking to hire in December to ensure they are prepared for the New Year. Take advantage of this and remember, December can be a difficult month for recruiters who may be struggling to hit target so they&rsquo;ll be more than happy to help you find your next role.&nbsp;
<h2>More vacancies</h2>
 It&rsquo;s quite common that people leave their jobs at this time of year to spend more time with loved ones and to start a fresh in January. This inevitably opens up new opportunities for you. Companies will want to start out the new year with everything in place and with no loose ends which could mean hiring extra people is at the top of their to do lists.
<h2>Increase in networking opportunities</h2>
 Whether it&rsquo;s a Christmas party thrown by family and friends or a business function hosted by work or professional association, this means plenty of opportunities to let others know you&rsquo;re on the market for a new job or career change. Fellow party-goers may be feeling merry and could be willing to put you in touch with potential connections. If your friend works for a company where you&rsquo;d like to be employed, then why not see if you can attend their Christmas party with them &ndash; it&rsquo;s a great opportunity to make some solid connections and really sell yourself in a more informal environment.&nbsp; &nbsp;
<h2>Temp work opportunities</h2>
When you think of Christmas temp work don&rsquo;t automatically just think of retail. Many companies look for temporary staff to assist with end of year clean-ups and hectic tasks that current staff don&rsquo;t tend to have time for. It may not be exactly what you&rsquo;re looking for at present but at least it means you&rsquo;re available immediately when you do find your next perm role. It can also mean you&rsquo;re in the right place at the right time when the company is looking to take someone on permanently in the New Year so never overlook it as an option.&nbsp;
 &nbsp; So what are you waiting for, click <a href="https://www.carbon60global.com/jobs">here </a>to view our latest vacancies or <a href="https://www.carbon60global.com/contact-us">contact us</a> for help with any aspect of finding and landing your next great job.
&nbsp;

There's no better time than Christmas to start looking for that new role and getting ahead of the game...

Why Christmas is the best time to job hunt

Whether you&rsquo;re hoping to find the perfect first role, or already have years of career experience behind you and are looking for the next step on your journey, the job search, application and hiring process can be daunting.
Thanks to the ever-changing job market and variety of approaches that recruiters and employers take, it is difficult to know what to expect from each specific job hunt.
But whilst we can&rsquo;t predict how each process will go; it still pays to be as prepared as you can and to benefit from as much as insight and helpful information you can get.
Our handy guide below is a great place to start.
<h2>What to expect during your job search</h2>
<ul>
<li>It may take some time to find the right role:&nbsp;When you begin your job search, you&rsquo;ll likely have a specific role, and specific expectations, in mind. And that&rsquo;s fine. But finding the job that is ideally suited to what you&rsquo;re looking for will likely not be a quick and easy process &ndash; it may take a fair amount of searching and time to find roles that you want to apply for, sifting through the variety of job listings and advertisements you&rsquo;ll find.</li>
<li>Prepare for a rollercoaster ride: A job search can be frustrating. Not only is it a potentially time-consuming process, but it is also one that can create a seemingly endless list of hurdles to clear too. Expect to find jobs that, after further investigation, aren&rsquo;t quite as initially advertised; be prepared to find that your &lsquo;perfect role&rsquo; isn&rsquo;t in a location that suits you or doesn&rsquo;t offer pay and benefits that you deem fair, and to face strong competition in a very competitive market.</li>
<li>Expect an employer-driven environment: Whilst you&rsquo;re busy looking for your perfect role, remember that potential employers are out there looking for the perfect candidate too. So, job listings and processes may seem overly specific, demanding or even critical, as employers look to narrow and streamline their own search &ndash; this can be a little disheartening if you don&rsquo;t know to expect it.</li>
</ul>
Carbon60&rsquo;s Job Search Advice: Don&rsquo;t let potential hurdles such as these put you off &ndash; the right job, at the right time, offering all the right opportunities, pay and benefits, is out there for you! Yes, it may take some time to search for and find the perfect role, but it will be time well spent. It is better to be patient and thorough, than to rush into something.
And don&rsquo;t be disheartened by employer&rsquo;s approaches in the market &ndash; use it to your advantage to focus your search and prepare yourself to showcase what you could bring to a role when you apply for any.
<h2>What to expect during a job application</h2>
<ul>
<li>No two application processes are the same:&nbsp;Long gone are the days of popping into a business and handing over your CV to Reception and asking to be considered for any roles that may be available. Today most job applications are through websites or online portals. Unfortunately, whilst online job applications are usually simple and offer the convenience of allowing you apply from practically anywhere, there isn&rsquo;t a &lsquo;one size fits all&rsquo; approach, and the systems and software used by one employer will likely differ to that of the next. So, expect to see, use and experience several different formats when applying for different roles.</li>
<li>You&rsquo;ll likely need more than just your CV:&nbsp;The job market is extremely competitive, with the number of people looking for and applying for certain roles often hugely outweighing the number of roles available. As such, to help them decide who would be most suited to their available jobs, and the best fit for their company, employers will usually want and need to receive much more than a CV from applicants &ndash; additional, supporting documents and information they may require could include a cover letter, a portfolio of relevant work, reasons for applying for the role and what you value feel you could bring, and much more.</li>
<li>You may not always get a response: As mentioned, employers will be looking for the ideal candidate for the role they have available. And as it is very likely they will receive a vast number of applications; they must be selective in their approach when deciding who to take to the next step. This can take considerable, valuable time &ndash; time that they may not be able to afford to use on replying to every single applicant. As such, unsuccessful applicants may not hear back regarding their application.</li>
</ul>
Carbon60&rsquo;s Job Application Advice: It is important to ensure you&rsquo;re as prepared as possible for what applying for a job entails. So, before you start looking to submit any applications, make sure your CV is up to date, create a generic, easily to edit and adapt covering letter, and research the companies that you&rsquo;re potentially going to apply to, to gauge an idea of their expectations, culture and their processes.
Be prepared to change your CV and covering letter in accordance with what may be required and asked for during the application process, and to promote yourself and your skills most effectively.
And don&rsquo;t be disappointed or aggrieved if you don&rsquo;t hear back regarding any application &ndash; it&rsquo;s not your fault. And don&rsquo;t be afraid to contact anywhere you&rsquo;ve applied to, asking for an update or feedback.
<h2>What to expect from a job hiring process</h2>
<ul>
<li>Initial Contact:&nbsp;Given that <a href="https://standout-cv.com/pages/job-search-statistics-uk#job-interview-stats">&ldquo;The average time it takes from applying for a job to &lsquo;landing it&rsquo; takes 28 days&rdquo;</a>, you may find &ndash; despite how long the rest of the finding and applying for a job process can take &ndash; that the hiring phase may actually develop and progress quite quickly. Having narrowed down their search for candidates to those they wish to proceed with, employers will likely want to contact chosen applicants and arrange interviews and next steps quickly. So, if you&rsquo;re a shortlisted applicant, expect a phone call!</li>
<li>Interview: If you&rsquo;re contacted as a shortlisted applicant for a role, it is likely that this contact will be made to arrange a first interview. Again, there may be a quick turn around between initial contact and the interview stage. In some cases, you could be asked to attend multiple interviews, and complete tasks that will showcase your ability to be a success in the role. Post-pandemic, many employers have adopted remote, online-hosted interviews, though in-person interviews are still preferred by many. Either way, the experience will be very similar, and it is your chance to present yourself and your skills and make an impression.</li>
<li>Background Checks &amp; References: During the hiring process, the company you&rsquo;ve applied to will likely reach out to applicants&rsquo; provided references and conduct background checks, to ensure that any potential hire is the right fit, professionally and culturally, have any required qualifications for the role, and have the right to work. This is very common, and completely normal &ndash; so don&rsquo;t panic!</li>
<li>Job Offer: If you find the right role, get your application right and do a great job during the interview stage, you&rsquo;ll hopefully move on to the final and most exciting part of it all &ndash; being offered the job! In most instances, job offers will be made via phone or email, with a follow-up afterwards to discuss further details, such as salary, start date and more about the role and company.</li>
</ul>
Carbon60&rsquo;s Job Hiring Process Advice: Even before any initial contact between you and any company you&rsquo;ve applied for a role at, it pays to be interview ready &ndash; you never know when you&rsquo;ll be reached out to and asked to attend an interview! Of course, all interviews are different, but to help you prepare as best as possible for what could be to come, be sure to <a href="https://www.carbon60global.com/blog/how-to-succeed-at-a-job-interview">read through our handy guide</a>.
Make sure your reference contacts are up-to-date on your CV at initial application too, just in case the company does wish to get in touch with them to carry out their checks and find out more about you, and ensure that anyone you list as a reference will speak will of you, your skills and your employability.
And, if you do receive a job offer, don&rsquo;t be afraid to give your potential new employer a counteroffer or negotiate the salary or any other aspects of the offer to ensure the role suits you, as well as them, before you accept or reject.

Finding yourself a new job can be a daunting task, one that could be made tricky if you’re not fully prepared for what to expect. Therefore, it pays to be ready for what to expect from a job search, application and hiring process. 

What to expect from a job search, application and hiring process

Interviews can be a nerve-wracking experience but it&rsquo;s important that you come across as professional and don't say the wrong thing. No-one&rsquo;s perfect, and the interviewer will know that, but your challenge is to turn any negatives into positives to present the best version of yourself.
<h3>&ldquo;So&hellip;&rdquo; (See also: like, sorry, just, um)</h3>
Using 'so' and 'like' as filler words give the impression that you're unsure of yourself and haven&rsquo;t prepared sufficiently. If you need to pause, just pause, and use the time to think about what you're going to say next.
<h3>&ldquo;Bad.&rdquo; (See also: boring, hate, annoying)</h3>
Never use negative language in an interview, focus on the positives. Even if what you&rsquo;re describing turns out to be positive, using negative language sets a bad tone for the whole process.
<h3>&ldquo;Ugh, my previous company was just the WORST.&rdquo;</h3>
Don&rsquo;t badmouth your previous company. Try and focus on turning everything into a positive &ndash; if you had a bad experience with your last employer, try describing what you learnt from it, and how you managed the situation.
<h3>&ldquo;My last boss and I had a terrible relationship.&rdquo;</h3>
The interviewer has no way of knowing whether this was your fault or not, so it could reflect badly on you. Explaining it further could result in you digging yourself into a hole, so it's best to avoid the topic altogether.&nbsp;
<h3>&ldquo;I&rsquo;m so nervous.&rdquo;</h3>
Being nervous is a natural part of the interview process, and your interviewer will expect it, but there&rsquo;s no reason to actually tell them! You're a skilled and professional individual so focus on speaking positively and confidently.
<h3>&ldquo;My weaknesses are&hellip;&rdquo; (Unless the interviewer asks for them)</h3>
Don't be self-deprecating, always big yourself up. However, the interviewer may ask you what you think your weaknesses are, in which case tell them - everyone has flaws &ndash; and then describe what steps you&rsquo;re taking to improve.
<h3>&ldquo;I&rsquo;ll do anything!&rdquo; &nbsp;</h3>
The interviewer wants to hear how passionate and devoted you are to the role that you&rsquo;re there to discuss, not that you&rsquo;ll take any job going. When preparing for the role, think about all the skills you&rsquo;ve got that make you a good fit, and all of the things that you&rsquo;ll enjoy about the job if you get it.
<h3>&ldquo;I&rsquo;m sorry I don&rsquo;t have much experience.&rdquo;</h3>
Don&rsquo;t apologise for not having much experience &ndash; use it as an opportunity to explain how willing you are to learn, and how you&rsquo;re going to further your skills.
<h3>&ldquo;No.&rdquo;</h3>
Obviously you can answer questions using the word no, but when the interviewer asks if you have any questions, it&rsquo;s best to have some prepared. They don&rsquo;t have to be complicated, just things that you might want to know e.g. are there opportunities for progression?
<h3>&ldquo;It&rsquo;s on my CV.&rdquo;</h3>
Not only is this a rude response when asked about your skills or experience, it gives the impression that you&rsquo;re not willing to expand on anything you&rsquo;ve done, and that you&rsquo;re not particularly invested in the interview.
<h3>&ldquo;What's in it for me?&rdquo;</h3>
Don't talk about the salary or benefits in the early stages of the interview process, otherwise it might look like you're only after the money. If you need to confirm salary details, either contact the employer after the interview, or say something like &ldquo;was the salary estimation on the job advert correct?&rdquo;
<h3>&ldquo;F$%k.&rdquo; (See: any other swear word)</h3>
This should be a given, but keep your language clean, even if the interviewer swears. Right now you need to sound professional.
<h3>&ldquo;I don&rsquo;t know.&rdquo;</h3>
Even if you&rsquo;ve really got no idea what to answer with, don&rsquo;t say this. Say something like &ldquo;let me think&hellip;&rdquo; and use the time to really consider your answer. If you absolutely have nothing to say and have gone completely blank, just say: &ldquo;I&rsquo;m really not sure on this, but it&rsquo;s something I&rsquo;d love to learn more about, and I think this job gives me the opportunity to do that.&rdquo;
For further career guidance, CV help and more, email us at <a style="color: #ffffff;" href="mailto:enquiries@carbon60global.com">enquiries@carbon60global.com</a>, or browse our jobs here: <a style="color: #ffffff;" href="https://www.carbon60global.com/jobs">Find a new Job with Carbon60 today.</a>

Interviews can be a nerve-wracking experience but it's important that you come across as professional and don't say the wrong thing.

What NOT to say during an interview!

"We don't use agencies" you hear yourself saying for the fortieth time that week as you put down the phone to another recruitment agency.
We can probably hazard a guess as to why you don't use agencies:
<ul>
<li>You don't need to</li>
<li>They cost too much</li>
<li>They're ineffective</li>
<li>They're old-fashioned</li>
<li>They don't know your business</li>
</ul>
You know something? I'm sure in some cases, you're absolutely right. However before you write agencies off completely, read on to see the reasons it would benefit you to use a specialist technical recruitment agency such as Carbon60.
Get the best talent
According to <a href="https://business.linkedin.com/talent-solutions/blog/2014/03/active-vs-passive-candidates-the-latest-global-breakdown-revealed" target="_blank" rel="noopener noreferrer">LinkedIn</a>, only 12% of the workforce are actively looking for a new job, but 85% are open to hearing about new opportunities. This means that only a small minority are likely to be responsive to advertising, as the rest just aren't looking - peculiarly referred to as 'passive candidates' in recruitment circles. Agency recruiters don't sit around and wait for a quality candidate to walk through the door (or respond to an advert), they'll proactively target your competitors and scour the marketplace for people in similar positions, to see if anyone is interested in new opportunities.
A specialist agency either already has a database of excellent candidates, or if not then they know the best places to find them. As they live and breathe recruiting, they have more time to identify and reach out to passive candidates in a way that's probably just not possible for your recruitment team or hiring managers.
There are strong brands out there, yours may be one of them. But a candidate has greater access to the employment market through registering with a third party. Many who decide to start actively looking for a job are more likely to register with a specialist agency first. This increases significantly in the temporary workforce and specialist contractor marketplace.
More efficient
Most agencies are able to manage the whole process. Agencies can save you time sifting through countless CVs and provide you with only the best. For instance, Carbon60 can provide vetting, arrange interviews, relay feedback and negotiate the offer. In addition, due to the large pool of candidates, temporary roles can be filled at short notice. We can turn a month-long search into one that lasts only a few days, as our experts can understand your niche and find the right people quickly.
In small companies especially, employees' time is already stretched thin, therefore recruiting in-house doesn't make for a wise investment of resources, so reducing the in-house resource you use for recruitment saves not only your time, but money too.
As recruitment is their core function, agencies can invest more in recruiting tools, job-board credits and candidate management technology, automating where possible, resulting in both time and cost efficiencies.
Cost saving
Posting job adverts is expensive, so we cover that cost and not only post them on your behalf, but create awesome adverts for you too. A decent agency will always provide replacements or rebates if they provide someone that you're not happy with.
<blockquote>"Within our Engineering Technology division, we have a diamond guarantee that goes beyond recruitment standard practices. We are so confident that your new hires will be the right fit for your business, that if you're not happy with one of our candidates or the service we provide, you don't pay. In fact, we go further than that - if we place someone in a permanent position and they leave within the first 100 days, and we aren't able to re-fill it for you, we refund you 110%." - James Spurling, Associate Director, Carbon60.&nbsp;</blockquote>
Give us a try!
We hope those are enough compelling reasons to use a specialist recruitment agency if you don't already, and we would love to chat to you if you're looking to use our services in future.
Call us on 01329 227000 or email us at&nbsp;<a href="mailto:enquiries@carbon60global.com?subject=Specialist%20Recruitment">enquiries@carbon60global.com</a>

Hear us out - this is why you should use Carbon60.

We don't use agencies

There are many routes to consider on a career journey, with various avenues designed to provide you with the skills, knowledge and experience you need to find &ndash; and thrive in &ndash; the role and industry you want to work in.
Apprenticeships are one of these routes; a fantastic option for people who are looking to continue their learning and development, whilst gaining from the experiences &ndash; and benefits of &ndash; jumping into the world of working.
<h2>What Are Apprenticeships?</h2>
Apprenticeships are a type of structured, work-based training that combines on-the-job learning and theoretical studies with vital experiences of employment and working life.
They are designed to provide people with skills and knowledge needed to succeed in specific roles, industries and professions, and are typically offered in collaboration with companies, talent experts such as Carbon60, and education or training providers.
Often as part of their programme, an apprentice will work towards gaining specific qualifications, licences or certifications that will enable them to start and build a career as a specialist within their industry of choice.
As employers help to create apprenticeship programmes based on the needs of their industries, apprentices can join such programmes knowing that their learnings and experiences will be relevant to their long-term career goals.
<h2>How long do Apprenticeships last?</h2>
As outlined by the experts behind <a href="https://nationalapprenticeshipweek.co.uk/apprenticeships-2/">National Apprenticeship Week, a celebration of apprenticeships, apprentices and the impact they have on all industries</a>, apprenticeships will last for a minimum of 12 months.
However, the length of a specific apprenticeship will depend on the type of apprenticeship, the depth and detail of its programme and the level of education, certification or qualification that an apprenticeship is working toward.
<h2>Who are Apprenticeships open to?</h2>
In short, anyone! If you&rsquo;ve always thought that apprenticeships were only available to young people such as school, college or university leavers, you&rsquo;re not alone. Thankfully, however, this isn&rsquo;t the case.
Of course, apprenticeships are a fantastic option for students looking to breakthrough into employment. But even if you&rsquo;ve been employed before and are looking for a career change, an apprenticeship could provide you with the skills and opportunities you need.
At Carbon60, we&rsquo;ve even utilised the <a href="https://www.carbon60global.com/job-seekers/training-and-apprenticeships/forces-to-civilian-transition-programme-2024">power of apprenticeships to help veterans and ex-forces personnel navigate the often-difficult transition from military service back into civilian life</a>.
<h2>The Benefits of Apprenticeships</h2>
If you&rsquo;re not already sold on what apprenticeships can do for people, and the roles and industries that they are passionate about, here are just a few of the many benefits of them and the experiences they provide:
<h3>Hands-On Experience</h3>
One of the most significant advantages of apprenticeships is the opportunity to gain hands-on experience in a real-world setting. Apprentices work alongside experienced professionals, learning the practical aspects of their chosen field. This experience is invaluable and often gives apprentices a competitive edge in the job market.
<h3>Earn While You Learn</h3>
Unlike traditional education routes, apprenticeships allow individuals to earn a wage while they learn. This financial support can make it easier for apprentices to focus on their training without the burden of student debt.
<h3>Industry-Recognised Qualifications</h3>
Upon completion of an apprenticeship, individuals receive industry-recognized qualifications that demonstrate their skills and knowledge. These qualifications are highly regarded by employers and can open doors to various career opportunities.
<h3>Career Progression</h3>
Apprenticeships often lead to long-term employment with the training provider or other employers in the industry. Many apprentices are offered permanent positions upon completing their training, providing a clear pathway for career progression.
<h3>Personal and Professional Development</h3>
Apprenticeships not only develop technical skills but also enhance personal and professional attributes such as communication, teamwork, and problem-solving. These skills are essential for success in any career.
<h3>Networking Opportunities</h3>
During an apprenticeship, individuals have the chance to build a network of professional contacts. These connections can be valuable for future job opportunities and career advancement.
<h2>Apprenticeships with Carbon60</h2>
Carbon60 are honoured to partner with some global, industry-leading organisations to help create, support and recruit for apprenticeship programmes that not only help provide training and employment opportunities to the next generation of engineering and technical talent, but also shape the workforces that&rsquo;ll drive forward industries into an exciting and prosperous future.
<a href="https://www.carbon60global.com/job-seekers/training-and-apprenticeships/forces-to-civilian-transition-programme-2024">Click here to view our latest Training and Apprenticeship opportunities.</a>

Apprenticeships provide people of all ages, abilities and backgrounds an opportunity to discover and develop skills and knowledge, and benefit from real life, hands-on experiences, that’ll help them on their journey to an exciting new career. 

Understanding Apprenticeships and Their Benefits 

Leaving the Army doesn&rsquo;t need to feel like the end of the world. John Zampa-Howe worked for the Army for 25 years before deciding to take the leap into a new industry.
John, who is now a Carbon60 defence and technology specialist consultant, shared his initial thoughts on leaving the Army after 25 years; &ldquo;I just thought - What have I done?!&rdquo; Like most career soldiers, he was institutionalised and thoughts of discharging made him think of prison movies where a convict was being released after 25 years back into civilian life.&nbsp;
But John realised it wasn&rsquo;t nearly as daunting as he&rsquo;d initially feared.&nbsp; &ldquo;It is important to research a new industry, to minimise the risk of starting a new job you do not understand, with no training. Seizing an opportunity to start again can be a great experience,&rdquo; explains John. John offers some top pieces of advice for army personnel venturing into new careers, aimed to support those considering a transition to civilian life:
<h4>Maintain and Expand your Professional Network</h4>
&ldquo;Despite wanting to leave the Army, defence can still offer you security and stability while you seek out your next role. If you&rsquo;re unsure about making the final jump, Reserve Service can provide great networking opportunities.&rdquo;
<h4>Be Proactive</h4>
&ldquo;Start talking to people in the sectors and fields that interest you. Create a LinkedIn profile and start making connections with recruitment consultants and leaders in the industries you&rsquo;re considering. Carry out research on the type of career you want to pursue, and look into possible routes to your new dream role.&rdquo;
<h4>Prepare for Interviews</h4>
&ldquo;Practice makes perfect! Write down and rehearse your elevator pitch. Think about your successes, transferable skills, and personal attributes. Seek advice and feedback wherever possible. Rehearse with someone you&rsquo;re comfortable with and get them to ask you some difficult questions in anticipation of the big interviews you&rsquo;ve got lined up.&rdquo;
<h4>Resumes Matter</h4>
&ldquo;Research what good resumes look like and start building your CV in-line with the roles you&rsquo;re applying for. Ask contacts in your network to review your CV, and ask them to share theirs with you for inspiration and guidance. I asked my partner to read over my resume, and she tweaked the language away from &lsquo;Army speak&rsquo; so it was better suited to the roles I was applying for. Find a format that is clear and concise and tells the story of who you are through your career to date.&rdquo;
<h4>Employers Want Technical, Specific Experience&nbsp;</h4>
&ldquo;Many jobs require technical skills or expertise in addition to managerial experience. Getting to an interview on general managerial experience can be hard. Think about how you can utilise previous technical experience and skillsets, and where you can gain more experience that may be needed for your next career move.&rdquo;
<h4>Find Somewhere to Live</h4>
&ldquo;I found that after moving around every three years, an advantage that came with leaving the Army is you can choose where you live. Pick somewhere within your means that has a good employment rate, and convenient commuting options. Doing your homework and talking to people in the geographical areas you&rsquo;re interested in moving to is key.&rdquo;
<h4>Accept it&rsquo;s Going to be Vastly Different&nbsp;</h4>
&ldquo;If you&rsquo;ve done well in the high-pressure military environment, then you should be confident in your transferable abilities. You can use your high-level military leadership skills to excel at whatever you decide to pursue. I was a Sergeant Major in the Army and had spent a lot of time in Special Operations Command (SOCOMD) so I had a very strong leadership style and was used to working under pressure. Those conditioned skills helped me massively when I transitioned into a civilian role.&rdquo;
John&rsquo;s main tip for all defence personnel is to embrace change and new opportunities, and enjoy the ride - &ldquo;Leaving the military and finding a great new career is no more daunting than joining the military in the first place!&rdquo;

Leaving the Army doesn’t need to feel like the end of the world. John Zampa-Howe worked for the Army for 25 years before deciding to take the leap into a new industry.

Transitioning from Army to Civilian Job

The Renewable Energy sector continues to blossom, as the demand for clean energy grows. While technology plays a huge role in this, it&rsquo;s workers who are at the heart of the energy transition.
Take this stat for example. Even during the pandemic disrupted year of 2020, <a href="https://www.irena.org/newsroom/pressreleases/2021/Oct/Renewable-Energy-Jobs-Reach-12-Million-Globally" target="_blank" rel="noopener noreferrer">half a million jobs were added</a> in the Renewables sector, according to the International Renewable Energy Agency (IRENA). The same body also predicts that by the year 2050, total employment within Renewables will be up to 100 million.
With so many opportunities available, in an area which will continue to be a key global priority, it&rsquo;s a great time to make a career change. But what do you need to be aware of if you&rsquo;re transitioning to a career within Renewables, and what skills do you need?
Read on for some of our top tips.
<h3>Evaluate your industry experience</h3>
First things first, it&rsquo;s important to analyse your industry experience. Some industries are particularly useful in terms of giving you a head start within Renewables.
For example, if you work within Oil &amp; Gas &ndash; the other side of the energy coin &ndash; you&rsquo;ll find yourself in high demand, as many of the skills and processes you currently use are applicable to Renewables.
Similarly, if you have a background in Engineering, Procurement and Construction (EPC), you should have the ability to manage large-scale infrastructure projects &ndash; perfect for the Renewable Energy sector! Logistical experience is also great to have if you want to work on sites that are being built.
It&rsquo;s not just about the obvious industries though. Perhaps you&rsquo;re an engineer that works at sea. In that case, you could investigate roles related to wave energy, or within the offshore wind energy industry.
<h3>Analyse your transferable technical skills</h3>
No matter what field you work in, you are bound to have some transferable skills. What you need to do is identify what they are and then emphasise them throughout the job search &ndash; in your CV, cover letter and job interviews.
If you&rsquo;re already a civil, electrical or mechanical engineer in another area, then there&rsquo;s plenty for you to highlight. In Renewables, you&rsquo;ll generally be managing projects that involve Solar Energy or Battery Storage, but a lot of the technical and organisational skills you use in your current sector will still apply. Examples include being able to interpret drawings to a high standard and being at an advanced level with computer-aided design software.
Those who work within Construction or Project Management should also keep a close eye on vacancies within Renewables, as skills here are easily transferable. Examples include the ability to put together a Programme of Works (PoW), allocate resources and supervise sites.
Health and safety skills are also highly transferable from almost any industry. There will of course need to be some training specifically related to Renewables, but the general experience will stand you in good stead.
<h3>Showcase your soft skills</h3>
Those are all some of the technical skills. But you might find that your soft skills are easier to highlight. Some of the key ones required within Renewables are:
<ul style="list-style-type: disc;">
<li>Communication (written and verbal)</li>
<li>Problem solving</li>
<li>Attention to detail</li>
<li>Flexibility</li>
<li>An analytical mindset</li>
<li>The ability to absorb and then simplify complex information</li>
</ul>
If you feel you have most of these, then you will definitely be seen as an appealing candidate. Don&rsquo;t overlook or downplay them and just focus on the technical side of things.
You can also draw upon experiences you&rsquo;ve had away from the workplace. For example, if you spent time away looking after your children, talk about skills such as discipline and multi-tasking that you&rsquo;ve needed. If you&rsquo;ve travelled, you may have picked up international knowledge. This could prove to be quite useful &ndash; we actually work with a lot of businesses who either have or want to grow their global presence.
You should also emphasise any training courses you have done. This shows your passion and ambition to potential employers. For example, if you&rsquo;re a Project Manager, have you gained any certifications? The most popular ones are Prince2, Project Manager Professional (PMP) and Association for Project Management (APM). These will add real value to your CV.
<h3>Immerse yourself within Renewables</h3>
Research is the key to any job hunt, but even more so if transferring industries. Absorb as much knowledge as you can &ndash; download research reports, keep up with the latest news, join relevant groups and forums, and start networking.
Speak with recruiters who specialise within Renewables &ndash; these are people who know the industry in great depth. It&rsquo;s far better to use recruiters that are sector specialists when you&rsquo;re moving to a new industry, as their insight will give you the extra 10% you need to stand out.
Your research will also help you work out exactly what you want to do in Renewables. There are many different types of projects, such as offshore wind or battery storage ones. Different roles will also require different skills. If you&rsquo;re someone who prefers to be on-site every day, a Project Manager or Site Engineer role would be good, whereas a Quantity Surveyor role will see you spending more time at a desk crunching numbers.
Think about which location you want to work in as well. If you go down the Site Engineer route, it offers the opportunity to work on a site abroad. In fact, even if you choose to stay in the UK, there are many roles which require the Lead or Senior Engineers to travel to overseas sites occasionally. Ask yourself whether this is something you want, or whether you&rsquo;d prefer to stay local.
<h3>Use the right keywords on your CV</h3>
Many CVs go through an Applicant Tracking System (ATS) and are scanned for specific keywords. Therefore, it&rsquo;s important that your CV has the right ones on it, which are related to the Renewable Energy sector. Make sure they&rsquo;re not just stuffed in though &ndash; incorporate them in a natural way.
Transferable skills are always a great thing to have, particularly when there is economic uncertainty in some markets. The exciting thing about the Renewable Energy sector is that there is no uncertainty and no room for doubt &ndash; it&rsquo;s a fast-growing area which has the backing of policy makers. That means the job opportunities are there. It&rsquo;s down to you to put the work in and grasp them.

Are you looking to transition to a career within Renewables? Read our top tips on how to identify your transferable skills.

Transferable skills for a career in Renewable Energy

Demand for workers within the Renewable Energy sector is growing. You may be one of the many people interested in working within this area &ndash; whether it&rsquo;s as a Project Manager, Construction Manager, Site Engineer, or any of the other roles available.
Hopefully you&rsquo;ve found some of our previous advice around things like <a href="https://www.carbon60global.com/blog/top-cv-writing-tips-for-a-job-in-renewable-energy">CV writing</a> useful, and have got yourself an interview. At Carbon60, we&rsquo;ve been placing candidates within Renewables for over a decade, so I thought I&rsquo;d share some best practice for interviews. Take a look at the tips below, as well as the short video I&rsquo;ve recorded.
<div class="flex-video widescreen"><iframe src="https://www.youtube.com/embed/0zFaZ5yE0ho" width="640" height="360" frameborder="0"></iframe></div>
&nbsp;
<h3>Use prep time wisely</h3>
You&rsquo;re probably aware that preparation is the name of the game for any interview, and that certainly rings true within Renewables. Look at the company&rsquo;s website and familiarise yourself with their work. Pick a couple of specific projects they&rsquo;ve worked on to really drill down into. These can be referenced during the interview, which will impress the hiring manager.
Go over each element of the job description and work out how you&rsquo;re going to match yourself up to their requirements (more on this later). Use websites like Glassdoor to do a bit more research on the company, and even potential interview questions you could be asked. Don&rsquo;t be afraid to speak with your recruiter as well &ndash; this is exactly what they are there for.
There&rsquo;s one other key bit of advice for your preparation. What you want to do is spend the bulk of your time researching the company, the role and practising your answers to role-related questions. What you don&rsquo;t want to do is spend time preparing for questions like salary or length of contract (if applying for a contract role). Therefore, it&rsquo;s important you&rsquo;ve already gone through this discussion at the outset with your recruiter &ndash; they should be fully briefed on what you&rsquo;re looking for and should have made the client aware of this before they submitted you.
&nbsp;
<h3>Treat virtual interviews like a face-to-face</h3>
Generally, a lot of clients are doing interviews virtually and will probably continue to do so. The last couple of years has shown that this is the way forward &ndash; in terms of ease, speed, time and commuting costs. It&rsquo;s also better for the environment, which clients in Renewable Energy particularly like!
However, it&rsquo;s important not to slip into a comfort zone if your interview is virtual. Treat it in the same way you would a face-to-face, as I can guarantee you that the hiring manager will.
Be on time and dress professionally. This doesn&rsquo;t mean a three-piece suit, but equally, I wouldn&rsquo;t advise wearing the same tracksuit you&rsquo;ve just been out for a jog in either!
Ensure you&rsquo;ve done a tech check well beforehand, so things run smoothly. I would also pay attention to your background &ndash; you don&rsquo;t want things too busy or distracting.
Once the interview begins, do what you&rsquo;d do if you were in the same room as the interviewer. Make good eye contact, answer questions calmly, while also showing your passion for the role. Renewable Energy is such an exciting sector to work in &ndash; you get to work with incredible technology, whilst shaping the future energy systems. This should come across in your body language.
&nbsp;
<h3>Connect your experience to the job requirements</h3>
As mentioned, you should match your own skills and experience to what&rsquo;s on the job description. Highlight specific projects and achievements related to this. For example, you may be going for a Site Engineer role (whether it&rsquo;s Civil, Mechanical or Electrical). The likelihood is you&rsquo;ll be managing the site operations for a particular Renewable Energy project. Look back at your previous projects &ndash; was there an occasion where you identified significant energy saving opportunities? What impact did it have?
Similarly, this role will probably see you supervising a number of subcontractors. How many did you supervise previously, and how well did they eventually implement the construction drawings?
These are just some examples I am giving. The ultimate point is to link previous successes with the job you&rsquo;re interviewing for.
&nbsp;
<h3>Ask the right questions</h3>
Another way to show how keen you are is by asking questions yourself. This shows that you&rsquo;re not just going through the motions and are genuinely interested in the opportunity.
The obvious questions are about the role and the specific Renewables projects you&rsquo;ll be working on. But I also advise my candidates to dig a little deeper into the company itself. Ask your interviewer why they joined. What is it that made them move from their previous company to this one?
What do they enjoy most about working there? What&rsquo;s the culture like? These are the types of things you can&rsquo;t glean from a job advert &ndash; it&rsquo;s somebody&rsquo;s first-hand experience which is pretty priceless information.
Remember an interview is a two-way street. You&rsquo;re selling yourself, but they should also take the time to sell the benefits of working there. If you ask the right questions, then they&rsquo;ll be able to do exactly that.
As well as the positives, it&rsquo;s a good idea to find out about some of the challenges as well. Don&rsquo;t be afraid to ask the interviewer what these are or would be for you if you got the role. We all work at companies that, whilst we may love them, aren&rsquo;t always perfect. There will be challenges you face on a day-to-day or weekly basis and it&rsquo;s important you understand those.
Ask about progression opportunities. For example, if all went well over the next few years, where and how do they see you moving? Going back to the Site Engineer example from earlier &ndash; the next step up is Lead Engineer or Senior Site Engineer. Maybe you could ask about the people in those roles currently, and whether they were external hires or internal promotions? Don&rsquo;t push this too far, as you want to strike the right balance. Show ambition, but not arrogance.
&nbsp;
<h3>Finish with a flourish</h3>
You may also want to finish off with a question like:
&ldquo;Are there any concerns that I haven&rsquo;t addressed for you during this interview that I can address for you now?&rdquo;
This shows you&rsquo;re engaged and keen on the position, and also gives you the peace of mind that you&rsquo;ve got all of your key points across. There may have been something you prepared but forgot to mention &ndash; by asking this question, it could give you another opportunity if the interviewer brings it up.
I&rsquo;ll give you an example. One of my candidates went for a Project Manager role and had planned to showcase his knowledge of Solar PV, which he&rsquo;d enhanced through training courses he&rsquo;d been on. While he hadn&rsquo;t mentioned it during the interview, that final question led the interviewer to ask whether he was someone who could constantly keep up to date with the latest developments. This allowed him to talk about some of the courses he&rsquo;d done during his spare time.
It's bold, but it can be very effective.
&nbsp;
Getting to the interview stage means you&rsquo;ve already done well, as it&rsquo;s such a competitive field. Hopefully, these tips will help you during the next stage, and help you land a job in what is such an important sector worldwide.
&nbsp;
<h5>Looking for more of our expert career advice?&nbsp;</h5>
We have a wide range of advice, from writing your CV and Cover Letters to tips for your first week at a new job.&nbsp;
<a class="button-secondary" href="https://www.carbon60global.com/find-a-job/career-advice" target="_blank" rel="noopener noreferrer">Click here</a>

Advice on how to have a successful job interview, from our Renewables recruitment expert.

Top tips for your Renewable Energy job interview

The high demand for tech talent is a double-edged sword. While it&rsquo;s good to know there are plenty of employers who need your skills, it&rsquo;s also pretty hard to stand out from the countless other tech professionals on the market. Here&rsquo;s a selection of CV tips to help you project &ndash; and differentiate &ndash; yourself in the best possible way.
<h2 style="margin-bottom: 0.0001pt;">Start with a bang</h2>
Introduce your CV with a short and punchy profile that gives an overview of your skills, your experience and what you can bring to an employer. If you&rsquo;re a web designer, outline your design skills and how you use them to win business and satisfy customers. Research the most sought-after qualities in your field and reflect them in your profile.
<h2 style="margin-bottom: 0.0001pt;">&nbsp;Make it practical</h2>
A CV should be more than just a list of all the software, tools and programming languages you&rsquo;ve used in your career. You need to show how you apply your technical abilities practically and explain the changes you&rsquo;ve made to businesses.
<h2 style="margin-bottom: 0.0001pt;">&nbsp;Count on clarity</h2>
Make sure your CV is easy to digest and cleanly laid out, with a bullet-pointed core skills section and employment summary. Prospective employers need to be able to pick out the key information on a CV quickly and easily. This is especially important for a technical CV.
Write in plain English so that your CV makes sense to non-technical people. Assume the person reading your CV thinks that Java is an island of Indonesia.
<h2 style="margin-bottom: 0.0001pt;">Mention the metrics</h2>
Use statistics to show the impact you&rsquo;ve made in your previous roles. These could include the value of a project you were leading, the number of staff you managed, the number of users you supported and the amount of time you took to respond to queries.
<h2 style="margin-bottom: 0.0001pt;">Stay up-to-date</h2>
By the time you&rsquo;ve put a tech CV together, tech has probably changed. So make sure you update your CV regularly. It doesn&rsquo;t mean you&rsquo;re always looking to move &ndash; but it&rsquo;ll save you a lot of trouble when you do come to search for a new job. Keep up-to-date with the newest and most popular technologies and mention them on your CV.
<h2 style="margin-bottom: 0.0001pt;">Streamline your skills</h2>
Include only the technical skills that are important to the role you&rsquo;re applying for. Listing your entire technical repertoire will only obscure skills that are actually relevant and make your CV tough going for any hiring managers.
<h2 style="margin-bottom: 0.0001pt;">Transcend the tech</h2>
You need more than tech skills to thrive in an organisation. The biggest tech expert in the world won&rsquo;t be much use to an employer without the ability to interact with other human beings. List your wider skills, such as communication and leadership, to give employers a holistic view of the value you can bring to their company. For example, you might have experience of managing suppliers and gaining sign-off for software upgrades.
&nbsp;
Carbon60 has access to hundreds of outstanding tech roles with leading employers. 
<a href="../../../../../../jobs">Browse our jobs</a> or <a href="../../../../../../contact-us">get in touch</a>&nbsp;if you&rsquo;d like to talk to us about your career.

No matter what type of technology job you're looking for, our selection of top tips can help guide you when you're writing or updating your tech CV...

Top tips for a tech CV

According to new data recently released by Indeed, 1pm on a Monday is statistically the most popular time in the UK for employees to search for a new job.
Researchers analysed the searching patterns of millions of jobseekers in five European countries and found a clear trend with Monday seeing the highest search activity in all five nations.
Job hunting traffic peaks at 1pm on the first working day of the week in the UK and Ireland whilst earlier peaks take place in France and Belgium at 11am and from 12 noon in Germany.
Table: Peak day and time for job search by country.
France: Monday 11am Belgium: Monday 11am Germany: Monday 12pm Ireland: Monday 12pm UK: Monday 1pm
Mondays may see the highest spike in activity, however weekday evenings are also consistently popular for jobseekers looking for a new challenge, whilst seasonal variations also play a part in the types of roles employees are searching for.
Come the summer months, searches soar for travel-related and flexible roles, with the summer months typically seeing a five-fold increase in searches for jobs at the Edinburgh and Reading festivals, zero-hour contract jobs and immigration officer and cruise ship nurse roles.
Mariano Mamertino, EMEA economist at Indeed, said, &ldquo;The power of the internet has transformed the way all of us look for a new job. With just a few keystrokes or taps on our mobile device, we can view millions of vacancies whenever and wherever we want.
&ldquo;So it&rsquo;s striking that even with this freedom, one day is universally the most popular for people to look for a new role. This reveals perhaps the emotional side of looking for a new job. Just as the start of&nbsp;January is a very popular time for people to consider a job change, so too the start of the working week.
&ldquo;With the UK enjoying record levels of employment and the number of unemployed people per vacancy now at its lowest level for 15 years, competition among recruiters for the best talent is intense. So while the online jobs market is &lsquo;always on&rsquo;, we&rsquo;re seeing hiring companies be increasingly tactical in how and when they target potential recruits.&rdquo;
To find out more about our latest aviation, construction, defence, engineering and technology vacancies or to speak to one of our experienced consultants, contact us today www.carbon60global.com

According to new data recently released by Indeed, 1pm on a Monday is statistically the most popular time in the UK for employees to search for a new job...

Top times employees job hunt

There&rsquo;s no doubt that the Renewable Energy sector is one that&rsquo;s rapidly growing, and the career opportunities are plentiful. Over the years, jobs within Renewables have been steadily growing year-on-year, with 7.3 million back in 2012, and 12 million in 2020. With more urgency around climate change leading to an increased demand for clean energy, this is a fantastic sector to grow your career in.
At Carbon60, we&rsquo;ve been placing candidates in this sector for over a decade, at some of the biggest businesses across the world. I&rsquo;ve personally never seen such a huge demand for workers. At the same time, the level of competition has really increased. People recognise what an exciting area this is to work in and are keen to progress.
In this blog, I thought I&rsquo;d share some top tips &ndash; as well as common mistakes I see &ndash; when receiving CVs. Feel free to check out the short video below as well!
<div class="flex-video widescreen"><iframe src="https://www.youtube.com/embed/elzCjlGiKhA" width="640" height="360" frameborder="0"></iframe></div>
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<h3>Tailor your CV</h3>
I&rsquo;ll start with the most important tip I give to candidates. Always keep in mind that businesses aren&rsquo;t looking for someone who simply wants a job. They&rsquo;re looking for someone who wants to work for them.
That&rsquo;s why your CV should always be tailored. One of the biggest mistakes I see is candidates sending a clearly generic CV over &ndash; either to recruitment agencies or direct to clients. This shows a lack of care and a lack of real interest in the role. It also doesn&rsquo;t show how your skillset can benefit that particular business.
I&rsquo;m not necessarily suggesting that you do a mass rewrite. But you should certainly look at the core competencies and key duties that are on the job specification, and match these up on your CV. The same applies when mentioning your key achievements &ndash; relate it to what&rsquo;s on the job specification. For example, you might be applying for a Construction Manager or Project Manager role. Highlight previous successful projects that you&rsquo;ve delivered, with an emphasis on the end result and impact you had.
Remember, companies are advertising these jobs because they have a need or problem &ndash; so you need to position yourself as the solution.
&nbsp;
<h3>Keep it concise</h3>
I&rsquo;m often asked about the right length for a CV. My advice is to keep it to two pages, maybe three at a push. Believe it or not, I have received CVs in the past that are up to 10 pages long, and this doesn&rsquo;t help anybody. You want your CV to engage the hiring manager, and the moment they see a document which is too long, there&rsquo;s a chance that it actually won&rsquo;t be looked at properly.
You may have been working for quite a long time, and therefore wondering what parts of your career history you should and shouldn&rsquo;t include. &nbsp;I would say to go back to no more than ten years, as long as it keeps your CV within the 2-3 page limit. You can then add a line at the end saying that information on previous roles are available on request.
Also remember to keep the roles as relevant to the Renewable Energy sector as possible. For example, if you&rsquo;re applying for a Site Engineer role &ndash; be it Civil, Mechanical or Electrical &ndash; there&rsquo;s no need for you to put details of your retail assistant job when you were a teenager.
The slight exception to the rule above is if you don&rsquo;t have prior experience in the industry and are changing careers. Then you obviously do need to put down roles which aren&rsquo;t as relevant &ndash; but tailoring your CV becomes even more critical. For example, perhaps you&rsquo;ve spent a long time working in the finance world but want to move into engineering. You might then want to highlight your numerical and problem-solving skills, as well as your ability to analyse data, as these are things which are also required in engineering.
&nbsp;
<h3>Be honest</h3>
While your CV is a tool that helps you sell yourself, avoid exaggerating or making things up. Remember everything can be easily checked nowadays, so it&rsquo;s best to be honest about previous roles and qualifications.
Be clear on the details. Perhaps you&rsquo;ve done a practical training course of some sort? Make sure you correctly state the exact course you did, the certification you achieved, and the year you achieved it.
Honesty also means being open about gaps in your CV. If there&rsquo;s a short period of time where you were out of work &ndash; for example a couple of weeks or months &ndash; this isn&rsquo;t a major issue. But if it's a significant gap, don't be afraid to explain it.
You may also want to mention the skills you did pick up while you were out of employment. Many people think that workplaces and classrooms are the only place where you learn things, but this isn&rsquo;t true. For example, if you spent time away looking after your children, talk about skills such as discipline, organisation and multi-tasking that you&rsquo;ve needed. If you&rsquo;ve travelled, you may have picked up international knowledge. This could be quite useful for a business looking to increase their global presence.
&nbsp;
<h3>Crack the keywords</h3>
Many CVs go through an Applicant Tracking System (ATS) and are scanned for specific keywords. Therefore, it&rsquo;s important that keywords related to the industry and the role are mentioned in your CV. This doesn&rsquo;t mean stuffing them all in at random places though. Try to naturally incorporate them into the relevant sections. Here are some examples of general keywords I expect to find on CVs:
<ul>
<li style="margin: 0cm 0cm 0cm 18pt;">Battery energy storage systems</li>
<li style="margin: 0cm 0cm 0cm 18pt;">BESS</li>
<li style="margin: 0cm 0cm 0cm 18pt;">EPC</li>
<li style="margin: 0cm 0cm 0cm 18pt;">G99</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Grid connection</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Photovoltaic</li>
<li style="margin: 0cm 0cm 0cm 18pt;">PMP</li>
<li style="margin: 0cm 0cm 0cm 18pt;">PPA</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Renewable energy</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Renewables</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Solar PV</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Wind Turbine</li>
<li style="margin: 0cm 0cm 0cm 18pt;">WTG</li>
</ul>
&nbsp;
Keywords aren&rsquo;t just important because of the ATS either. When hiring managers are looking through CVs manually, they will always appreciate references to key skills or industry specific words, as it shows you are switched on and know the Renewable Energy sector.
&nbsp;
<h3>Focus on the formatting</h3>
You want to make things are as easy as possible for both the employers and/or the recruiters who are trying to help you. This means laying your CV out in a nice, clear manner, with lots of white spaces separating out the different sections. Avoid images, graphs and charts &ndash; while you may think they look nice, they don&rsquo;t usually add any value and can make your CV unnecessarily lengthy.
Try to save the file in a Word or Google document. This is because recruiters are often required to copy and paste them into a specific template, and a document makes this easier to do.
Start with a punchy summary or introduction. This should just be a short paragraph that gives an overview of your career, experience and ability in relation to the specific job.
When going through your previous roles, provide the start and end dates with both the month and the year clearly stated. Sometimes CVs just show the year and that doesn&rsquo;t always give the client enough information about the length of the roles, especially if you&rsquo;ve had a lot of short-term contract jobs.
Finally, ensure the spelling and grammar within your CV is all correct. If you&rsquo;re applying through a recruiter, we can correct any errors for you (although this still isn&rsquo;t a great first impression). If, however, you&rsquo;re applying directly to a client - this won&rsquo;t go through that proofing process so could cost you. The spellcheck function is a great asset to you in these circumstances!
&nbsp;
<h3>Conclusion</h3>
The market is competitive, but hopefully these tips can help you with any applications you&rsquo;re about to make within the Renewable Energy sector.&nbsp;
If you need help with starting your CV, we have put together a template that can give you the building blocks to write a great one!&nbsp;
<a class="button" href="~/link.aspx?_id=8FA435A7C57F47A2A0A68531122905F3&amp;_z=z">Click here to download</a>

Barry Jones, Principal Consultant in Renewables & Energy, has given his top industry advice for writing a great CV

Top CV writing tips for a job in Renewable Energy

There are many reasons why an employee may decide to quit their job. However, the majority of reasons people tend to leave are within the control of their employer. Here&rsquo;s the top 5 reasons people leave their jobs and how you can improve employee retention:
<h3>Pay&nbsp;</h3>
If you have a good relationship with your employee, offer a great benefits package and a highly competitive salary already, it is likely that any employee who moves for &pound;1,000 more a year probably didn&rsquo;t value the job too much in the first place. Rather than allowing your staff to run out of the door at the first wave of a higher pay cheque, ensure you offer them long-term growth and a clear career path where they can increase their salary at your company through internal promotions. If an employee isn&rsquo;t happy with their current salary, sit down with them and find out more about their expectations so you can both manage them accordingly.
<h3>Location </h3>
Unfortunately this may be the one reason which is actually out of your control. If your employee is struggling with the daily commute and/or relocates due to personal reasons then it may be best for both of you if they left. On the other hand, if you&rsquo;re a national/global wide organisation and have offices in various locations you may be able to offer them a transfer. An employee may have no choice but to leave their current position if the commute is getting too much for them but the offer of a transfer could be just the answer to keep them.
<h3>Non-flexible working&nbsp;</h3>
In this day and age most companies now offer flexible working so if you&rsquo;re not, maybe you should ask yourself, why? Flexible working is more than just working from home and can be anything from flexible hours to allowing employees to work from different locations. The potential benefits includes a more efficient and productive organisation, more motivated employees, better customer service and increased staff retention. This will also help attract new potential employees. Talk to your employees and find out what they would like to see in terms of flexible working.
<h3>Meaningless work </h3>
Everyone wants to feel like they are doing something which is making a difference in their line of work. They may not be feeding the hungry, rescuing abandoned animals or even curing illnesses, but employees need to feel a connection to their work. Tedious, transactional work can often leave employees feeling flat and demotivated so make sure you help employees see where and how their work contributes to the execution of deliverables that actually make a difference in the world, or at least the general functioning of your business. Try to keep their role varied and engaging.
<h3>Poor working environment </h3>
Trying to stay motivated and driven in a poor, lacklustre working environment is difficult and can bring down company morale whilst affecting employee&rsquo;s day-to-day performance. Does your organization appreciate its staff and treat them with respect? Do they have the equipment they need in order to perform accordingly? Do you invest in their well-being to ensure staff feel happy and believe your company is a great place to work? Employees appreciate transparency and approachable management so be aware that your company culture plays a huge part in keeping employees.&nbsp;
To discuss your recruitment needs further, why not Contact Us and speak to one of our specialist consultants.

Find out the most popular factors that cause people to start looking elsewhere...

Top 5 reasons people leave their jobs

The IR35 legislation has now been delayed for a year, until 6th April 2021, as a result of the uncertainty caused by the coronavirus pandemic. It's still important to prepare for IR35, so if you have any questions, please don't hesitate to contact us.
With the IR35 legislation reform coming to the private sector in April 2020, now is the perfect time to familiarise yourself with the preparations necessary for contractors who are operating via a Personal Service Company (PSC).
Here are three easy ways to make sure you are aware of how this might impact you:
<h3>How do I know whether I'll be affected by the change to legislation?</h3>
You will only be affected if you are working as a PSC, also known as a Limited Company Contractor.
Up until now it has been the contractor's responsibility to determine whether they fall inside or outside of the scope of IR35, but the change in legislation now means that the onus is on the company with which you are providing services ('client') to notify you.
Should you be notified that your role is inside IR35, you may want to change the way you operate from April 2020. If you are providing services through a recruitment agency, and they pay your company fees, it would be worth discussing your options with them.
It is also worth noting that IR35 only applies to medium and large companies who meet at least two of the following criteria:
<ul>
<li>An annual turnover of &pound;10.2 million or more</li>
<li>A balance sheet of &pound;5.1 million or more</li>
<li>Over 50 PAYE employees</li>
</ul>
You can find most of this information on Companies House <a href="https://www.gov.uk/government/organisations/companies-house" target="_blank" rel="noopener noreferrer">here</a>, but in any event you should confirm with the client.
<h3>I have been informed that my role is inside the IR35 legislation. What do I do now?&nbsp;</h3>
Firstly, don't panic! It might seem overwhelming, but it just means you need to make sure that the way you operate is compliant. Should you choose to remain as PSC, then the organisation paying your company feed will need to make appropriate deductions for employment taxes, and this is likely to result in a change in your contract. However, there are alternative methods of payment for you to consider.
By becoming a PAYE employee, either directly with the end client, with your agency or through an umbrella company, IR35 will no longer apply and you will become eligible for additional benefits as an employee.
<h3>What should I do if I'm not happy with the response from the company or my recruitment agency?&nbsp;</h3>
The client has a duty to carry out the assessment using reasonable care but if you do not agree with their findings you can challenge the decision and the client shall have 45 days to respond.
You can make your own assessment by using the CEST tool on the gov.uk website <a href="https://www.gov.uk/guidance/check-employment-status-for-tax">here</a>. Please note however that the client may stand by their original decision. When completing the tool, you will be asked to provide a range of information including:&nbsp;
<ul>
<li>Your responsibilities</li>
<li>Who decides what work you do</li>
<li>Who decides when, where and why the work is done</li>
<li>How you are paid, and if the contract includes benefits or reimbursements</li>
</ul>
HMRC has stated they will stand by the results of the CEST tool in the event of an investigation or legal dispute, provided that the tool has been used correctly.
IR35 may sound complicated, but getting advice from appropriate sources will help you through the transition period. This could be from your own tax advisor or the organisation that pays your company fees.
For more information, or if you have any questions, please don't hesitate to contact us <a href="https://www.carbon60global.com/contact-us">here</a>.

Contractors, get ready for IR35 with our latest blog.

Three ways for contractors to prepare for IR35

I regularly speak to Training &amp; Engineering managers in leading MRO businesses and many of them are faced with the same challenges.&nbsp;
There is a chronic shortage of licensed engineers within the industry, which is resulting in more and more pressure on training departments to train up individuals to fill this void.
It makes sense. If you don't have them, train them. Yet in reality this training is expensive and takes staff away from the business and out of productive work in other roles.&nbsp;
That is where we need to look at this problem differently. There is apprenticeship funding available in the form of your apprenticeship levy, meaning you could make your costly aviation engineering training cost neutral. Now I know you want to know more.
The apprenticeship levy isn't just another tax for big businesses
When the apprenticeship levy was introduced in 2017 many corporate businesses saw it as an additional tax. It is true that all businesses with a wage bill over &pound;3m need to pay 0.5% into the apprenticeship levy, but this isn't a tax, it's an investment piece.&nbsp;
You can draw down from this pot to fund training and development for your workforce and, if it runs out, you only pay 5% of the training costs, with the rest funded by the government.
If an employer has not paid the levy and would like to train an apprentice, they need to co-invest. For new starters from 1st April 2019, the employer has to pay 5% of the cost of training and assessment for their apprentices. Government funding of 95% is provided to cover the remaining costs.
I thought apprenticeships were for 16-18-year-olds?
It's a common misconception that apprenticeships are reserved for school leavers as an entry to the world of work. Yet apprenticeships are available to everyone in your workplace, regardless of age or ability. It doesn't just have to be for new employees either. You can enroll your current staff on an apprenticeship at any time.
Over a third of employees at Carbon60 are enrolled in an apprenticeship, from Level 2 Business Administration to Level 5 CMI Management, aged from 18 to our oldest learner in their late 50s, and all funded by the apprenticeship levy.&nbsp;
You have 24 months to use it, or you'll lose it
Once money is added to your levy pot, it has a life span of just two years, so this really is a use-it-or-lose-it scenario.
But this shouldn't discourage you from accessing it, as you are adding to the levy every month with your payroll. So as &pound;1 expires it is likely another is being added and can continue to fund training.
I would encourage you to take the time to consider accessing your apprenticeship levy, so as not to lose out, and to ensure the funding is utilised to increase productivity and ultimately aid the growth of your business. Your estimated funds that are due to expire can also be viewed in your employer digital account.
Need more information on apprenticeship or how to unlock your levy? Book in a call with me to chat through your options.&nbsp;

Making the most of your Apprenticeship Levy could be a key part of your company's future. Find out more about what means for you. 

Three things you might not know about the apprenticeship levy

Close your eyes and picture an engineer. What are they wearing? What are they holding? Where are they? Are they a man or a woman? You've probably got a very specific image in your head, and we want to help change that. We're submitting a selection of photos to the Royal Academy of Engineering's (RAE) #ThisIsEngineering collection, that will help the engineering sector to increase the diversity of its visual representation.&nbsp;
A <a href="https://www.raeng.org.uk/news/news-releases/2019/november/ai-reveals-misrepresentation-of-engineers-online" target="_blank" rel="noopener">recent study</a>&nbsp;by the RAE analysed more than 1,100 images of engineers found online and using Artificial Intelligence (AI), generated images based on the analysis. Most of those images were of white men in hard hats - hardly an exhibition of the diversity that's present in the industry. You get the same results from Google Images, where 63% of the first page of images for 'engineer' contain men in hard hats. Based on this research the Academy, and over 100 companies including the BBC, Facebook, Google and EDF Energy have pledged to increase the public visibility of more representative images of engineers and engineering.
Engineering has been a male-dominated profession for centuries, and although women now make up 12.37% of the UK engineering workforce, they're still drastically under-represented.
<h3>What's it really like to be a woman working in STEM?</h3>
As a specialist recruitment company that works with engineering candidates every day, we wanted to get the female side of the story. We approached women in the engineering sector to hear their experiences about education, discrimination, mentoring and their working environment, and to take some photos of our own to submit to the RAE.
Paige Seaton works on an engineering shop floor, working on sensors that eventually make their way into aircraft, both commercial and military. She's in her 20s and worked in a factory, building diesel engines, before starting at her current role last year. We asked her some questions about working in an engineering environment.&nbsp;
<h3>What made you want to enter the engineering field?</h3>
I wanted to do something to prove that this isn't just a man's job.
<h3>What difficulties have you faced (if any) during your career?</h3>
None to date!
<h3>Have you experienced any sort of discrimination in the workplace?</h3>
There was a time when I was being given precious jobs by my line leader that were never given to men.
<h3>How was this dealt with and were you satisfied with the results?</h3>
I went to management to discuss this issue, and it was resolved.
<h3>Have you ever had a female mentor in the workplace, and how did it affect your career?</h3>
Yes I have. I was happier and got on better with her than my previous male managers. It was easier to speak to her about things, and I felt more comfortable going to her with problems I was facing, as I felt like she would be more understanding.
<h3>Can you share a positive experience from your career that has motivated you to keep moving forward?&nbsp;</h3>
Yes - I've been able to prove people wrong who thought I wasn't up to the job, and that feels great!
Paige has no formal engineering education and found her role through a family friend. She received two weeks of intense training, with written tests throughout to prove she understood the concepts. Her lack of engineering-specific education isn't surprising, considering the statistics around young girls and the subjects they study at school.
&nbsp;
<h3>STEM statistics for girls in secondary/further education</h3>
Nearly half of all girls would consider a job in engineering between the ages of 11-14, which is a really encouraging number. As they get older however, this number drops by 21% by the time they reach their A Levels. Comparably, boys have a similar drop-off rate, but the number is far higher to begin with, at around 70%. Only 25% of girls are still looking at a career in engineering at 16-18, even though the take-up of STEM GCSEs is similar between the two genders, and girls consistently outperform boys in STEM A Levels, including Maths, Further Maths, ICT, Technology and Design. Female engineering university students are also more likely to go on and get a First Class or Upper Second-Class degree, so what is happening between the ages of 14 and 16 to cause such a dramatic change of heart for these girls?&nbsp;
&nbsp;
<h3>Female role models</h3>
Only around 17% of STEM lecturers in UK universities are female. To become a professor, it can take 8 years or more of higher education, so by the time women are 30, they may have just started their careers in teaching. This is of course the case for men as well, but if the women in question have chosen to take a career break in their 20s in order to have children, this can result in a further delay. When young women are researching higher education, and they don't feel represented, they're more likely to be reluctant to apply for the courses.
If young women make it through their education, and then go on to look for roles in the sector, when only 12% of the engineering workforce is female, they may feel they will be unsupported when they start work, and when you don't see people like you, it's easy to assume that you don't belong. Men can be just as understanding as women of course, but they simply don't understand some of the pressures and difficulties that women can face in the workplace. Faye Jackson, a consultant at Carbon60 who specialises in engineering roles said:&nbsp;
"The lack of female role models in engineering workplaces makes it really difficult for women to see themselves working these roles. It can feel daunting when you've got no-one who understands the specific problems you might be facing, and it's easy to feel unsupported, which makes women reluctant to forge a career in this sector."
With the figure of 12% echoing in our minds, it seems unlikely that women starting engineering roles will have a female role model to guide and support them in such a male-dominated environment.&nbsp;
&nbsp;
<h3>What is being done to change this?&nbsp;</h3>
Althought 12% is double what it was in 2013, there is still more to be done. UNESCO have launched a campaign called Cracking the Code: Girls' and women's education in STEM, which aims to understand the drivers behind this situation, and try to reverse the trends. There are several levels that need to be addressed in order to make changes, which can be seen below in their visual.
By UNESCO - Cracking the code: Girls&rsquo; and women&rsquo;s education in science, technology, engineering and mathematics (STEM), CC BY-SA 3.0, <a href="https://commons.wikimedia.org/w/index.php?curid=69472784">https://commons.wikimedia.org/w/index.php?curid=69472784</a>
By attending to each of these, it's believed that girls will be armed with everything they need to be able to have a successful career in STEM. It's important that girls are allowed to see their options from a young age, enabling them to visualise a future career in STEM, and that responsibility falls to parents in the early years, and teachers during time spent at school.
For more information, click <a href="https://unesdoc.unesco.org/ark:/48223/pf0000253479" target="_blank" rel="noopener noreferrer">here</a> to read the full report by UNESCO.
To see the Royal Academy of Engineering's new #ThisIsEngineering image library, including the submission by Carbon60, click <a href="https://flickr.com/photos/thisisengineering/" target="_blank" rel="noopener noreferrer">here</a>.

Engineering is still a male dominated industry. However, the tides are turning and females are making more of a mark. Here we find out how. 

#ThisIsEngineering - What's it like to be a female engineer, and how can we increase their numbers?

One of the fastest growing sectors in recent years has been Facilities Management. This hasn&rsquo;t just come about because of the post-2020 focus on having COVID secure buildings either. Even before that, the push towards a better and cleaner environment meant there was a big spotlight on the FM sector.
Ensuring that buildings have a reduced &ndash; or even neutral &ndash; impact on the environment has started to drive more and more business activity. This in turn has ramped up the opportunities for jobseekers to take on a role in Sustainable Facilities Management.
Like all growing sectors though, there&rsquo;s a lot of competition amongst candidates for the best jobs. So how can you give yourself the best opportunity to get noticed?
It all starts with the CV. In this blog, we&rsquo;ve rounded up some of the best advice from our various FM consultants, to help you put together a winning CV.
<h3>Provide a hook within the first five seconds</h3>
Recruiters and hiring managers look at CVs all day long &ndash; so you need to get their attention early. Think of this as a classic elevator pitch. If you only had 30 seconds to speak to your recruiter, what would you say that would make them want to continue the conversation with you?
Use this information to write a short and punchy summary before you list your previous roles. This doesn&rsquo;t need to be any more than a paragraph, but should immediately highlight your best attributes, the type of experience you have, and what you&rsquo;re looking for. Try to avoid too many buzzwords and jargon &ndash; the purpose of this section is to introduce yourself as a person and get the recruiter to read on.
<h3>Provide depth and insight</h3>
When we talk about selling yourself, the best way is to talk about key responsibilities and achievements for each role you&rsquo;ve held, rather than just the title and day-to-day tasks. Don&rsquo;t copy and paste your current job description as this won&rsquo;t have anything about what you&rsquo;ve achieved. Job descriptions are essentially HR documents, so they won&rsquo;t be a 100% match for what you do, and certainly not in any great detail.
It's good to ask yourself a checklist of questions and answer these on your CV. Two of the most important ones are:
What type of clients have you worked with? Being a Facilities Manager in a prison or hospital is very different to having the same role for a blue chip company, so this needs to be clear.
How big were the sites you worked on? This incorporates the actual size of the building, as well as the number of people in your team and the value of the contract. Providing as much of this information as you can gives the recruiter a better idea of your profile, and helps them match you up to a relevant company. For example, if you&rsquo;ve been managing a team of 5 for a contract worth &pound;500,000 a year, they won&rsquo;t put you forward to manage a team of 200 on a &pound;15m contract, as that won&rsquo;t suit your current experience.
Other questions to include when writing your CV are:
How much did you help reduce emissions by? How much did turnover increase by and/or costs reduce by? What other targets did you meet? Did you manage both direct staff and contractors? Were there any additional responsibilities you took on, or secondments you did?
Also show additional knowledge and skills you&rsquo;ve picked up. For example, have you got any safety certifications such as ones from the Institution of Occupational Safety and Health (IOSH), or Chartered Institute of Environmental Health (CIEH)? Perhaps you&rsquo;ve done specific Facilities Management courses from somewhere like the IWFM? Highlight these very clearly in a dedicated qualifications section &ndash; these are far more important than what you got for your GCSEs!
Finally, any experience you&rsquo;ve had with automation, or new tech/sustainable solutions, should also be emphasised. Many clients who are recruiting have modern buildings and sites, so this is a valuable bit of information for them.
Providing this depth and insight allows your recruiter to match you up with the best possible role and company. The last thing you want is to be sent for interviews at places where you feel there&rsquo;ll be a poor fit.
<h3>Keep it short and sweet</h3>
You can write the best CV in the world, but it won&rsquo;t matter if you can&rsquo;t hold people&rsquo;s attention. That&rsquo;s why being concise is key. Try to keep your CV at a maximum of two pages &ndash; while still providing the depth and insight mentioned earlier.
Make sure that all the roles you list are relevant. If you&rsquo;re going for a Senior Facilities Management role, your experience in a coffee shop when you were 18 isn&rsquo;t what you want your recruiter to focus on, so don&rsquo;t include it.
Also avoid talking about roles older than 7-10 years. While it might be tempting to include ones that are still relevant to Facilities Management, these won&rsquo;t provide the best picture of your strengths and abilities here and now. If you have space, you can potentially just list the job title, company name and dates worked. You can then add a line at the end saying that more information on previous roles is available on request.
<h3>Create some variations</h3>
While cover letters often need tailoring for each application, doing this for your CV can be quite time consuming. A good method is to create a few variations for the different types of jobs you expect to apply for. Adapt the skills, responsibilities and achievements so they&rsquo;re relevant to each one. Do this for around 3 different roles &ndash; however, make sure you read lots of job descriptions for these roles first. That way, you&rsquo;ll know exactly what they&rsquo;re looking for.
<h3>Sweat the small stuff</h3>
Don&rsquo;t forget some of the basics of writing your CV. Sometimes candidates get caught up in everything to do with selling themselves and forget these.
For example, always include your name, contact details (phone number and email address) and location. You don&rsquo;t need to include your full address here &ndash; just the town will do so the person reading has an idea of commute times for you to any vacancies they have. If you&rsquo;re looking to relocate, then include the city you are moving to.
Recruiters often need to copy and paste CVs into a specific template, so make things easy by sending it as a Word or Google document, rather than something complex such as a PDF. Avoid images and graphs as well &ndash; if there&rsquo;s really something visual which you want to draw attention to, then save it in a Dropbox or Google Drive folder and just provide the link to it. Even then, this type of thing is better left for the cover letter.
Naming is also an important yet underrated thing to think about. You&rsquo;ll probably have updated your CV on a regular basis (it&rsquo;s always useful to go back and check the whole document with fresh eyes for flow and cohesion). Plus, as mentioned earlier, it&rsquo;s good to have different versions for different types of jobs.
All this means that it&rsquo;s important you send the correct one for each application, so be careful with naming. Label each CV with your full name, the job title, the month and the year. For example, it could be: John Smith_Sustainability Lead_October 2022
Finally, try to avoid using too many abbreviations. While the recruiters you&rsquo;re sending your CV to are likely to be experts in the industry, some may not know what every abbreviation means. In fact, many abbreviations are specific to individual companies, so won&rsquo;t mean anything to the rest of the industry. Plus, having too many of these can be a sign of a rushed CV &ndash; and this isn&rsquo;t the impression you want to give.
&nbsp;
If you&rsquo;re on the lookout for a Sustainable Facilities Management role, congratulations! As mentioned at the very start of this blog, it&rsquo;s an exciting place to be. Hopefully these tips help you get your CV in the best shape &ndash; and at the top of a recruiter&rsquo;s list.&nbsp;

In this blog, we’ve rounded up some of the best advice from our various FM consultants, to help you put together a winning CV.

The Recruiters Rule Book: Crafting a quality CV for sustainable facilities management roles

As we strive to make the world a more diverse and inclusive place for all, workplace inclusivity is of huge importance. Afterall, many people spend more time at work than they do anywhere else, so the experiences of working life have the power to positively or negatively impact employee performance and, most importantly, their mental health, happiness and life in general.
With this in mind, join us as we investigate how inclusive workplaces have been, and currently are, for LGBTQ+ people; the power of ensuring your workplace is LGBTQ+ inclusive; and top tips for ensuring a working environment is as inclusive for all as it can be. &nbsp;
<h2>Unlocking Potential: The Power of Making Workplaces LGBTQ+ Inclusive</h2>
It should go without saying that a more diverse, inclusive workplace (and workforce) is likely going to be a stronger, more skilled and experienced, and more productive. And, most importantly, people will feel like they are able to be &ndash; and blossom as &ndash; their most authentic selves, working in friendlier, happier, and more welcoming places to be.
However, with some organisations still behind the inclusivity curve, it is important to continue to promote the potential and power of making workplaces LGBTQ+ inclusive, and there are no better ways to promote it than through sharing the experiences of LGBTQ+ employees.
Below are just a few of the benefits of an LGBTQ+ inclusive workplace, <a href="https://www.stonewall.org.uk/about-us/news/8-lgbtq-people-describe-power-workplace-inclusion">according to a blog from Stonewall, who asked 8 LGBTQ+ people for their first-hand opinions and experiences</a>:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Great HR teams and procedures help employees inside and outside work
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Healthier working cultures make for more confident employees
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Employees can discover and celebrate their authentic selves
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Championing LGBTQ+ inclusion from the top down dramatically changes employees&rsquo; experiences
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Embedding LGBTQ+ inclusion transforms the entire culture of an organisation
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; LGBTQ+ employees bring unique perspectives across your work
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; LGBTQ+ inclusion means attracting and retaining excellent staff
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Inclusive workplaces give hope to isolated LGBTQ+ people
<h2>How LGBTQ+ Inclusive are Workplaces Currently?</h2>
Various pieces of research and articles offering insights into LGBTQ+ workplace inclusivity suggest that, whilst many employers are taking action to ensure the environment for their people is diverse and inclusive for all, there is still plenty of work to be done, with many LGBTQ+ workers citing negative bias and experiences, including &ndash; in the worst cases &ndash; discrimination, harassment and bullying.
Examples:
-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <a href="https://www.tuc.org.uk/research-analysis/reports/being-lgbt-work">The TUC&rsquo;s &lsquo;Being LGBT+ at Work&rsquo; study from June 2023</a> found that, whilst people have seen progress, &ldquo;homophobia and biphobia are by no means extinct in the workplace&rdquo;. Many respondents described, for example, &ldquo;discriminatory and bullying experiences such as being outed by colleagues or being persistently misgendered&rdquo;; and that workplace culture is &ldquo;slower to improve&rdquo; than workplace policies. It was also found that trans and non-binary stuff faced the most workplaces challenges, with progress of trans inclusion going backwards.
-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <a href="https://www.deloitte.com/global/en/issues/work/content/lgbt-at-work.html">Deloitte&rsquo;s Global 2023 LGBT+ Inclusion @ Work report</a> also found evidence of the challenges LGBTQ+ workers experience in the workplace, both directly and indirectly. It found that whilst six out of 10 respondents &ldquo;believe it is important to be able to be out at work about their sexual orientation&rdquo;, less than half felt comfortable being out with everyone in their workplace, and that a third of them would only be out with select colleagues. Many worried about being treated differently if they were out in their workplace, even citing fears for their personal safety.
-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Meanwhile, the <a href="https://www.cipd.org/uk/knowledge/reports/inclusion-perspectives-lgbt/">CIPD Inclusion at work: perspectives on LGBT+ working lives</a> research found that &ldquo;Forty percent of LGB+ workers and 55% of trans workers have experienced such conflict, compared with 29% of heterosexual, cisgender employees. In addition, a higher proportion of LGB+ workers (16%) feel psychologically unsafe in the workplace compared with heterosexual workers (10%), while for trans workers, this figure is even higher at 18%.&rdquo;
<h2>Top Tips for Creating a LGBTQ+ Inclusive Workplace</h2>
As previously mentioned, and as supported by some of the research and experiences discussed above, many employers and organisations have made, or are in the process of making, their workplace inclusive for all.
But they can&rsquo;t rest on their laurels. And those companies which are still lagging must be prepared and ready to make a change.
That&rsquo;s why expert guidance, advice and support is essential, and why tips and suggestions such as <a href="https://www.stonewall.org.uk/about-us/news/top-10-tips-lgbt-inclusion-workplace">Stonewall&rsquo;s Tips for LGBT Inclusion in the Workplace</a>, as listed below, are so important to not only learn about, but implement too. &nbsp;
1. Ensure that your policies are fully inclusive of LGBT people
2. Get people involved across your organisation
3. Reward those involved in your LGBT network group
4. Decide upon a clear strategy and tactics
5. Engage staff members who don&rsquo;t identify as LGBT
6. Ensure senior support
7. Speak to your staff
8. Understand your staff
9. Celebrate your successes

The workplace should be a diverse and inclusive environment for all; somewhere where every employee can feel safe, accepted, can perform to their very best, and always be their true, most authentic self. 

The Importance of LGBTQ+ Inclusive Workplaces

As we settle into the new year and look ahead to what&rsquo;s on the horizon in 2025, the UK is continuing to adjust to the change of government following Autumn 2024&rsquo;s general election and reacting to the new reforms, regulations and laws of the new Labour leadership.
Amongst the changes anticipated to make a significant impact in 2025 and beyond are in the realm of Employment Law, with a new Employment Rights Bill &ndash; unveiled on October 10th 2024 &ndash; and &lsquo;Make Work Pay&rsquo; strategy created to upgrade workers&rsquo; rights, make pay fairer for all and improve working conditions.
<a href="https://pages.impellam.com/hubfs/Employment%20Law%20Changes%20-%20Impellam%20and%20DWF.pdf">A report recently published by Impellam Group</a>, who hosted a webinar with industry experts from DWF &ndash; global integrated legal and business service providers &ndash; to discuss these new reforms, outlines the potential implications of Labour&rsquo;s approach to Employment Law.&nbsp;
<h2>Key Reforms and Their Implications</h2>
Impellam&rsquo;s report outlines 13 key reforms, changes and plans that were discussed with DWF&rsquo;s Employment Law Partner Jon Keeble and Employment Law Director Nigel Crebbin.
According to Keeble and Crebbin, given that many of the proposed changes are anticipated to be implemented between 2025 and 2027, it is vital to prepare at pace &ndash; taking stock, assessing risks and seeking assistance wherever required &ndash; whilst remaining calm, making informed decisions and adapting appropriately.&nbsp;
Ahead of their implementations, we have summarised the reforms, what to expect from them, and how employers can react below, based on the expert insights from Impellam and DWF.
<h3>Unfair Dismissal</h3>
This is one of the cornerstone reforms of Labour&rsquo;s new approach to Employment Law. They have proposed:
<ul>
<li>Removal of the Two-Year Qualifying Period - This will mean that employees will be protected from unfair dismissal from day one of their employment.</li>
<li>Consultation on Statutory Probation Periods - A nine-month probation period has been proposed to balance the assessment of new hires while providing immediate rights. During this period, the steps required for fair dismissal will be lighter than after probation.</li>
</ul>
In response to these proposals, employers need to consider whether their recruitment and onboarding processes are robust enough to minimise risk of unfair dismissal claims and review their progress reporting and improvement plans to make use of the &lsquo;lighter touch&rsquo; obligations.
<h3>Zero-Hour Contracts</h3>
The use of zero-hour contracts has soared in recent years, to the extent that many have considered their use as &lsquo;potentially exploitive&rsquo;. Labour says their proposals have been designed to reduce such exploitation:
<ul>
<li>Right to Guaranteed Hours - The reform will enable workers to convert zero-hour contracts to ones with guaranteed hours based on their average hours over a reference period. This seeks to provide more job security, whilst still allowing for working flexibility.</li>
<li>Reasonable Notice for Shift Changes - Employers will be required to provide reasonable notice for shift changes, however the definition of &ldquo;reasonable&rdquo; is still under consultation due to debate over what it means for individuals in different circumstances. This may also extend to agency workers.</li>
</ul>
Key considerations for employers include reviewing their current use of zero-hour contracts and how it may impact their employment model, and implementing robust procedures to ensure reasonable notice can be provided to shift workers.
<h3>Fire and Rehire Practices</h3>
Currently, there are few limitations on employers firing employees and then rehiring them under new conditions &ndash; and not rehiring those who refuse to agree to the new terms proposed. There simply needs to be sound reasons for dismissal, and fair reasonable procedures followed for terminating employment.
The new legislation will significantly restrict existing &lsquo;fire and rehire&rsquo; practices:
<ul>
<li>Statutory Code of Practice for Dismissal and Re-Engagement - A new statutory Code of Practice on Dismissal and Re-engagement came into force in July 2024. Employers must demonstrate that firing and rehiring was unavoidable, otherwise they could be liable for unfair dismissal. Forced contract changes will become rarer as a result, and employees will be engaged in negotiation to reach agreements on flexibility.</li>
</ul>
Employers will find that changing terms and conditions will become harder, and there will be increased risk when doing so. It is vital that they consider amending template contracts and clauses and leaning on employee engagement to get this right.
<h3>Collective Redundancy Consultation</h3>
Labour&rsquo;s new Employment Law Bill removes the current threshold that requires collective consultation with trade unions or employee representatives to take place only when 20 or more redundancies are proposed to take place over 90 days in a &lsquo;single establishment&rsquo;.
The reference to &lsquo;single establishment&rsquo; is to be removed, which will have a significant impact on large employers with multiple working premises in particular:
<ul>
<li>Removal of the Single Establishment Requirement - Collective consultation will apply across an entire organisation, not just single establishments, increasing the number of situations requiring consultation. The government is considering increasing the compensation cap for companies that fail to comply with collective redundancy consultation obligations from 90 to 180 days or removing it entirely.</li>
</ul>
This is one of the most important legislation updates for employers to be aware of, as it signals a major change to collective consultation law. Therefore, it is vital to take this into account when potentially restructuring.
<h3>Statutory Sick Pay (SSP)</h3>
The reforms have considered ways to make Statutory Sick Pay fairer, and more readily available, to all workers, regardless of employment status, contracts and terms which may have previously altered an employer&rsquo;s SSP entitlement.
<ul>
<li>Removal of Lower Earnings Limit - Under the new, more straightforward sick pay regulations and guidance, SSP will be available to all employees regardless of weekly earnings.</li>
<li>Immediate SSP Entitlement - Employees will be entitled to SSP from the first day of sickness absence, rather than from their fourth day of confirmed sickness.</li>
</ul>
In response, employers will need to review and update their policies and budget for potential increases in SSP payments. It may pay to consider ways to help reduce sickness in the workplace too, such as introducing initiatives to reduce stress and improve mental health. This has benefits beyond employee wellness too, potentially boosting EVP and customer retention.
<h3>Trade Unions</h3>
The introduction of the new bill will signal the end of certain legislations introduced during the terms of previous administrations, such as the &lsquo;Anti-Union Legislation&rsquo; and its associated Strikes (Minimum Service Levels) Act 2023.
Under Labour leadership, it&rsquo;s anticipated that there will be a step change regarding unions; plans are afoot to ensure they have a bigger role in employee rights and representation.
<ul>
<li>Increased Union Activity - The repeal of anti-union legislation will be supported by new requirements for employers to provide written statements of the right to join a union. Trade unions will also have mandatory access to workplaces upon submitting an &lsquo;access request&rsquo; and agreeing terms on what they can access, when and how often.</li>
</ul>
In response to growing union influence, employers should consider how they will respond to these access requests and set out policies to ensure compliance with the new obligations. It is also an opportunity to reconsider the role they want to have in the future in respect of working with unions.
<h3>Outsourcing</h3>
Changes made through the Procurement Act 2023 could lead to regulations being introduced which require that new contractual provisions are included in relevant public sector outsourcing contracts.
The aim is to avoid public sector suppliers having two-tier workforces, with different employment terms for employees who have transferred from the public sector and those employees who have not.
<ul>
<li>Equal Employment Terms - New regulations will require that employers ensure all employees, including those transferred from the public sector, have equally beneficial employment terms, not merely similar or &lsquo;better than before&rsquo;.</li>
</ul>
With this change likely to have significant cost implications for employers taking on public sector contracts, companies should start considering the potential for increased costs when taking on public sector workers.
<h2>Fair Work Agency</h2>
It is anticipated that, by 2026 at the latest, a new Fair Work Agency will be established and given the responsibility to ensure all employees are given fair, and equal rights and opportunities within the workplace, regardless of their role.
<ul>
<li>Establishment of a Fair Work Agency - This agency will protect employee rights and enforce compliance, particularly regarding holiday pay and sick pay. Procedures are likely to be similar to those applied to the national minimum wage enforcement, so fines and even prosecution could come into play too.</li>
</ul>
Whilst the introduction of the agency won&rsquo;t be immediate, employers should already start to consider and react to the potential increased risk of enforcement action and start to plan accordingly, reviewing how they comply to legislation and regulation. It is worth noting that the agency will have access to historical records too, so any actions before the agency is established could come back to haunt any company that has disputes outstanding.
<h2>Additional Family-Based Protections</h2>
The Labour government has outlined a commitment to providing additional &lsquo;family-based&rsquo; protections and types of leave that will be given when an employee is dealing with personal issues beyond illnesses. As such, the new reforms have included changes and additions including:
<ul type="disc">
<li>Bereavement Leave - There will be a new statutory right to bereavement leave beyond the current parental bereavement leave.</li>
<li>Paternity and Parental Leave - Similar to other employee rights, the right to paternity and parental leave will be given to all employees from day one of the employment.</li>
<li>Protections for Pregnant Women and New Mothers - Stronger protections from dismissal while pregnant or on maternity leave will be created, as well as for a period after returning to work (this is likely to be 6 months).</li>
</ul>
As is the case for many of these new legislations, employers must already start considering what actions they may need to take to ensure these new rights and protections are adhered to, reviewing and amending existing policies and procedures where appropriate.
<h2>Gender Pay Gap</h2>
Whilst work has been done to narrow the gender pay gap in recent years, Labour&rsquo;s new legislation and laws have put a spotlight on what else there is to do, and how much there is to do too.
There are already reporting requirements on gender pay gaps for organisations of over 250 employees, but employers will soon have to go further in their reporting and action taking.
<ul>
<li>Mandatory Action Plans - Employers will be required to develop and publish plans to reduce gender pay gaps within their business and wider industry. &nbsp;Additionally, they must strive to provide more support to women during the menopause.</li>
</ul>
These regulations will likely be implemented in 2026, but as they are vital to achieving more equitable and diverse workforces, it will pay for employers to consider actions as soon as possible. This includes developing and putting in place equality action plans; addressing gender pay gaps; and assessing how female employers are being supported.
<h2>Flexible Working</h2>
A renewed focus on flexible working will drive a motion to promote a better work-life balance for employees and make clearer the flexible working policies and processes of all employers, to ensure that both sides of the working relationship understand their needs and expectations.
<ul>
<li>Default Position&nbsp;- Flexible working will become the default, with employers required to show that refusals are reasonable. Without specific grounds to do otherwise, employers must permit an employee to work flexibly.</li>
</ul>
Policies and processes will need to define what is and is not reasonable refusal of flexible working, and employers must adhere to them &ndash; fairly and consistently. In preparation, employers need to take responsibility for considering what &lsquo;reasonable&rsquo; is and planning accordingly.
<h2>New Worker Protection Measures</h2>
There will be a continued emphasis on safeguarding employees from sexual harassment, with specific and more rigorous obligations on employers to help protect their people from harassment &ndash; including from third parties such as customers or passengers.
Employers will need to address any harassment and take action against it; failure to do so could result in a 25% increase in compensation for employees who successfully bring harassment claims.
<ul>
<li>Sexual Harassment -&nbsp;Employers must take reasonable steps to prevent sexual harassment; this includes conducting risk assessments and supporting affected employees. They must also demonstrate that they are doing everything reasonably possible to prevent harassment and act when promptly when incidents occur.</li>
</ul>
Whilst people-facing employees are most at risk of harassment, employers&rsquo; obligations apply to all employees, regardless of their role or working location. Safeguarding must be front and centre of all risk assessments, company-wide, and reviews of processes put in place to prevent &ndash; and react to &ndash; incidents must take place regularly and thoroughly.
<h2>Future Prospects and Consultations</h2>
In addition to these 13 key changes being implemented in the short to medium term, the Labour government has outlined further plans for employment law reform in the coming years, including:
<ul type="disc">
<li>Right to Switch Off - There will be regulations introduced to prohibit employers from contacting employees outside working hours, as part of a drive to create a better work-life balance for all.</li>
<li>Ethnicity and Disability Pay Gap Reporting - Mandatory reporting to address pay disparities will be introduced, with the aim of identifying ways of narrowing pay gaps.</li>
<li>Reform to Employment Status - Providing greater clarity on employment status and removing the intermediate category of &lsquo;worker&rsquo;.</li>
</ul>
<h2>In Summary</h2>
Labour&rsquo;s legislative changes signify a shift towards what will hopefully become more inclusive, equitable, and safe work environments.
Whilst these reforms aim to benefit employees, they have the potential to improve the way businesses operate and perform too and futureproof them as the working world &ndash; and the people within it &ndash; constantly change.
Now, and going forward into a brighter future, companies must stay informed and prepared to adapt their policies and practices to comply with the evolving landscape of employment law.
<a href="https://pages.impellam.com/hubfs/Employment%20Law%20Changes%20-%20Impellam%20and%20DWF.pdf">Click here to read Impellam's full report.</a>

Discussing the new Labour Government's key changes to Employment Law, Regulations and Reforms.

The Impact of the New Labour Government on Employment Law

There&rsquo;s no better way to launch our Spotlight series than with our Managing Director Paul Nolan, bringing over 26 years of experience within the recruitment and engineering space. It was a pleasure to be able to have this chat with Paul and learn more about the two sectors. So, we headed straight in&hellip;
<h3>What are your thoughts on the evolution of the recruitment industry?</h3>
I have been in the recruitment industry now for 26 years and during that time, the industry and sector has changed massively. I think it's fair to say that when I started it was a little bit like the Wild West, it wasn't regulated in any way.
Temporary workers didn't have anywhere near the same rights as they do now, so if I think about some of the fundamental changes over that period, national minimum wage was one of them, and the AWR requirements in terms of ensuring that temporary workers are paid the same as their full-time equivalents. We&rsquo;ve also had the introduction of pension for temporary workers and the whole recruitment industry has become a lot more regulated and really serves now as a vital part of the economy in terms of how I see it moving forwards.
Early technology has played a massive part in a way that the recruitment industry has changed, and I think that will continue to play a part in terms of automating some of our interactions with both our candidate base and our client base.
<h3>Where do you see the future of engineering going?</h3>
Engineering principally is the art of solving a problem. And engineering specifically has got a huge task ahead of it in combating what is probably the biggest worldwide crisis, which is climate change and that's broadly a result of the massive amount of CO2 that we pump into the atmosphere.
I think the airline industry will be a part of some of the big projects that will be worked on from an engineering basis and reducing the amount of fossil fuels that airlines use.
Clearly, the production of electricity through power stations is another one. We're seeing a massive evolution within the UK in terms of moving towards renewable energy.
So, I think in 2022 (if the statistics prove me right), there are a couple of days where we got up to well over 50% of our power being produced by renewable energy across the UK but that's clearly not the case on a global scale.
I also think that there will be a lot of engineering focus across the globe in terms of reengineering the way that countries produce power. I think transport, infrastructure and housing stock are all big engineering problems that people need to find solutions from for how we move around, how we live, how we insulate our houses, how we provide effective low emission transport both for public and obviously for the haulage industry itself, which still relies on big diesel engines chunking stuff up and down the motorways.
Overall, the problem is climate change and underneath that there are a number of siloed engineering projects that will need to be undertaken to support the global aim.
<h3>Would you say engineering is one of the fastest growing sectors right now?</h3>
It is, probably for that very reason. Engineering has transformed itself as 50 years ago it was a dirty business - tools, factories and oil.
Now obviously most of the engineering takes place behind a desk in terms of a laptop and a very cheap piece of software. And so, I think it's becoming more attractive for school leavers, and we have to continue to drive new talent into the engineering sector.
<h3>What advice would you give to someone starting out in the recruitment industry?</h3>
My advice for somebody starting in the recruitment industry is firstly to be to be patient, recruitment is a craft, and it takes some time to develop that craft.
However, it is still one of the few industry sectors in the country that you can enter with no formal qualification and potentially over time, if you learn your craft well, earn as much as a doctor or lawyer.
It&rsquo;s unique in that sector, so patience and listening is key. I was taught at a very early part of my recruitment career to listen twice as much as you speak. I think that's still serves anybody well entering the industry and doing the little things consistently and doing them well. That would be my main advice.
<h3>What about somebody that's looking to start a career in engineering?</h3>
I would say for someone looking at a career in engineering, you need to have a passion for something, and you need to have a passion for a problem.
Generally, whether that problem is transporting somebody from their home to an office or transporting somebody from Heathrow to New York, or changing the way we develop power, the engineering industry is vast and being clear on where your passion lies is key.
Developing solutions to problems within that sector I think is really, really important.
<h3>Moving into the more fun part, have you got a funny or interesting story that's happened in your career so far?</h3>
Gosh, fairly early on in my management career I picked up a contract with a logistics company in South Wales. In the first weekend, there was a bit of a spotlight on service and we wanted to ensure we had the right amount of staff but were also able to convey to future staff exactly what the job requirements were, working conditions etc.
I actually volunteered to do a night shift at the weekend in the warehouse. And just so I could convey to the teams exactly what was going on, I was absolutely hopeless. I had to be taken aside because I dropped the whole palette load of stuff.
It gets worse - I then went on my break and got caught smoking in the wrong place and got asked to exit the site.
I never actually told them that I was the manager of the recruitment agency that was supplying the service to them.
<h3>Have you got any amusing things that you have heard or seen in the external market?</h3>
Probably an amusing thing that happens more often than you think is that I get recruitment consultants contacting me, thinking that our business is a construction or engineering business and offering me candidates.
And the first thing I always do is reply to them and say, as I would tell any of my own consultants, it's worth doing a bit of research on the company that you're targeting before you send that email because it makes you look really silly if you don't.
I had one just last week offering me the construction professional that we had on our database.
<h3>Are there any iconic things that we have been involved in as a brand and business?</h3>
Over a period, I would say many.
I think about the Millennium Stadium in Cardiff when that was that was built, we had a huge team of guys on that in preparation for the 1999 Rugby World Cup in Cardiff.
We support some of the largest brands from an airline perspective in the UK. Virgin and British Airways in particular, and we've been involved in the HS2 project in terms of supplying engineers and the design phase of that.
We've also done underground stations, roads, schools, shopping centres, you name it, we've been involved in it.
One of the quite exciting projects that we have been involved in recently is for an organisation that's manufacturing component parts to reduce our reliance on microchips from China. The car industry in particular is being slowed up significantly over the last couple of years in terms of ability to get these particular parts. There's a big project going on in terms of building Europe's capability to build their own, and we&rsquo;ve placed over 300 permanent staff with that organisation over the last couple of years.
It was an insightful conversation to have with Carbon60&rsquo;s MD Paul Nolan, with some great stories and advice. But not only that, in a few more years Carbon60 will be celebrating an amazing half a century!

There’s no better way to launch our Spotlight series than with our Managing Director Paul Nolan, bringing over 26 years of experience within the recruitment and engineering space.

Spotlight on Paul Nolan: our MD and industry expert with over 26 years’ experience in the recruitment and engineering space

For the latest edition of Spotlight, we spent some time with Matt Roach, Client Relationship Manager at Carbon60, to learn about his role and his career so far; hear his thoughts on recruitment, engineering and client-recruiter relationships; and to get his advice for anyone looking to follow in his footsteps.
<h3 class="MsoNormal">Q. What is your current role? And what does that entail? </h3>
A. So my current role at Carbon60 is Client Relationship Manager, and I primarily focus on building relationships and creating business for our Engineering Division.
I actually haven&rsquo;t done any direct recruiting per se for a few years now; my job is to is to identify prospective clients and connect them with our teams, with the objective of winning the client&rsquo;s business and providing them with our services and the solutions they need.
Then, in conjunction with the delivery team, I also make sure that we deliver on what we&rsquo;ve promised, overseeing the project from a programme management perspective.
<h3 class="MsoNormal">Q. Tell me a little bit about your background and career so far. </h3>
A. I&rsquo;ve been in recruitment, working in various roles, for about 20 years now, with most of that spent in engineering recruitment.
When I first joined Carbon60 a few years ago, I was tasked with starting a new division centred on automation and controls, but soon moved into an Operations Management role. I&rsquo;d always leant toward the sales side of the role however, which is a big reason why I am in a more sales-focused position now.
I actually took on my current role just before the COVID pandemic, so there have been plenty of challenges and changes to navigate along the way, with the recruitment landscape constantly evolving. But it&rsquo;s these challenges that make my job so interesting, varied and rewarding.
<h3 class="MsoNormal">Q. What are your thoughts on recruitment at the moment? </h3>
A. The recruitment industry is starting to settle down a bit now, following a COVID boom of sorts. During the pandemic, demand for talent was high, markets were competitive. Oh, and so were salaries! As companies looked to rebuild workforces, offers were probably 20% higher than the pre-pandemic norm. Counteroffers were up considerably too.
Now though, in line with trends we see across all industries, markets have levelled a little. Cost of living is up, and so is the cost of business too. So, recruiter-client relationships are a bit more &lsquo;normal&rsquo; again now, with a return to a more aggressive approach to finding and hiring talent.
<h3 class="MsoNormal">Q. Is there anything in Engineering that particularly excites you right now? Are there any trends to look out for? </h3>
A. The way technology is influencing engineering right now is very exciting. Tech has always had a bit part to play in the sector of course, but new technologies seem to be infiltrating the space at a pace.
Artificial Intelligence is an obvious one. In my experience, I&rsquo;ve always found manufacturing and engineering companies to take an old school approach to the way they do things. But A.I is driving them towards a more automated approach. Workforces are embracing the power of A.I and the benefits of working with it, rather than against it.
I think it aligns with the demographic of today&rsquo;s workforces; many of the people who fill skill gaps in engineering have recently graduated, and have hands-on experience with the latest tech. What&rsquo;s more, existing workforces are being encouraged to upskill, learn how to use and benefit from such technologies.
<h3 class="MsoNormal">Q. What would you say makes a great client-recruiter relationship? </h3>
A. I think all relationships are built on trust and understanding of what&rsquo;s required and how we&rsquo;re going to achieve what is required.
Before COVID, recruitment was very transactional. Now it is much more solution based. So, recruiters work closely with clients, identify their requirements, and adapt their solutions accordingly. It is for the recruiter to deliver on what they offer, and for the client to trust in them to deliver.
It really is about collaborating and working together. It benefits both parties, and makes for a more successful project.
<h3 class="MsoNormal">Q. What advice would you give to any clients and/or recruiters? Any &lsquo;must do&rsquo;s&rsquo;? </h3>
A. Be prepared and ready to work harder than anyone else. The market is hard. For everyone. There aren&rsquo;t as many roles out there, not as many clients are recruiting. And it would be easy to make excuses. But those who don&rsquo;t and focus on making the most of any opportunities out there will be successful.
The key is to continue to harvest and build on existing relationships. They are your foundation. You can take key learnings from those and put them into future relationships and projects, to make yourself stand out in such a competitive space. I firmly believe in the power of repetition and repeating good habits. And hard work, of course! &nbsp;
<h3 class="MsoNormal">Q. Do you have any tips for anyone starting in recruitment? </h3>
A. Above all, have realistic expectations. Many companies will sell you the world, talking up earnings of six-figure salaries within a year. The reality is that such things are highly unlikely, especially in the current economic climate.
Be ready to start from the bottom and put the hard yards in to get to the top. Failures will perhaps trip you up along the way, but that&rsquo;s the same for everyone. And there is no shame in that.
I&rsquo;d suggest breaking your career beginnings into a 3-to-5-year cycle. If you&rsquo;re settled into your career within 3 years, and progressing by 5, you&rsquo;ll likely be in it for a long and prosperous period.
<h3 class="MsoNormal">Q. What about for anyone looking to start a career in &ndash; or find a new role in &ndash; engineering? </h3>
A. Technology is such a big part of engineering, so I think one of the most important things to do is to keep a finger on the pulse when it comes to innovations and trends. We&rsquo;ve already seen how important A.I has become, but in a few years &ndash; or even months &ndash; the next big thing might have come along, changing the game again.
So, it pays to be really well researched, well versed, and willing to invest time in constantly learning.
<h3 class="MsoNormal">Q. Finally, do you have any funny stories/experiences from your career so far that you could share? </h3>
A. Ah, yes. So, I won&rsquo;t mention any names, but a few years ago myself and a colleague were booked to attend an all-day event in Ireland. Everything was all sorted. Well, so it seemed. When we arrived at the airport to fly-out, it turned out that said nameless colleague had printed out the wrong boarding pass and couldn&rsquo;t get through security.
So off to Ireland I went. Alone. And then attended the 7-hour-long event. Alone. I met loads of stakeholders, having quite intense conversations all day long, answering questions and promoting our business. Once again, all alone.
Finally, absolutely shattered, I got to the hotel we were booked to stay in, only to find my colleague sitting comfortably at the bar, relaxed, and enjoying their second pint having got a later flight over.
Alright for some!

Hear from Matt Roach, Client Relationship Manager at Carbon60, as he offers insight into his career in recruitment, the future of the industry and much more. 

Spotlight on: Matt Roach – Client Relationship Manager at Carbon60

For this edition of our Spotlight blog series, we enjoyed a few moments with James Spurling &ndash; Carbon60&rsquo;s Operations Director &ndash; to find out a bit more about him, his career so far and his insightful views on the future of recruitment and the engineering industries&hellip;
<h3 class="MsoNormal">Tell us a little bit about yourself / career journey so far?</h3>
I started in the industry when I was 19 and have been in it ever since, having worked my way through the ranks from a trainee to Operations Director. I have only ever worked within the engineering and manufacturing sector, a sector that for me is forever changing and critical to the UK&rsquo;s economy.
<h3 class="MsoNormal">What are your thoughts on evolution of the recruitment industry?</h3>
The industry has evolved massively from when I started. Back then I used to send a cv via a fax machine! However, some things remain very much the same &ndash; for example, building good relationships will always be at the heart of everything we do internally as business and externally with our customers.
<h3 class="MsoNormal">Where do you see the future of the Engineering industry going?</h3>
I foresee than many more technological advancements will lead to new sectors emerging, so I think there are exciting times ahead.
<h3 class="MsoNormal">How do you think Covid affected the industry overall?</h3>
Working from home is now much more common, and this has changed recruitment dramatically, because traditionally it was an officed based industry. The ease and convenience of being able to meet online, via teams for example, has meant that there are fewer face-to-face interactions now. I will say that there are pros and cons to both!
<h3 class="MsoNormal">What would you say makes a successful engineer?&nbsp;</h3>
Knowledge, skills, and a willingness to constantly learn and develop are key. However, it is also very important for engineers to have an employer or mentor who will nurture their talent with coaching, training, and advice, to help them fulfil their potential.
<h3 class="MsoNormal">If you were to start from scratch in the recruitment sector, what would you tell yourself?</h3>
Be the best you can be at whatever you do, stick at it and don&rsquo;t take anything too personally!
<h3 class="MsoNormal">What advice would you give to someone starting out in the Engineering industry?</h3>
Find your passion and pursue it with everything you can.
<h3 class="MsoNormal">Now into the fun part. Have you got a funny or interesting story that's happened in your career so far?</h3>
I recently had the privilege of being taken around a racetrack at speed by an advanced driver who works for one of our clients. We are supporting them on a project, and this is one of the reasons why I love engineering you get to do things you would never do.&nbsp; I&rsquo;m not too proud so say that when he took his hands off the wheel at 100 mph, I was a tad uncomfortable!
He explained that when you go around the concave of a race track the vehicle will automatically stay in lane hence the hands can come off the steering wheel. Two days are never the same in recruitment that&rsquo;s for sure.

Join us as we find out more about the life and career of James Spurling, Carbon60's Operations Director, in this edition of our Spotlight series. 

Spotlight on James Spurling: Our Operations Director gives us an industry insight into the Recruitment and Engineering space!

Here are six key points to help you get started with your job search.

Six steps to take before you start your job search

The Renewable Energy sector is one which is highly popular for jobseekers. It&rsquo;s rapidly growing, with vacancies increasing from 7.3 million in 2012, to 12 million in 2020.
One of the key drivers for this has been the increase in discussions and policies around the environment. This has led to a huge demand for clean energy &ndash; both the volume and scale of renewable energy projects has gone up. Naturally, this has had a positive knock-on effect in terms of jobs.
In this article, we&rsquo;ll look at one of the most popular roles within Renewables &ndash; a Site Engineer. We&rsquo;ll break down what it entails, what you need to succeed and where it could lead.
<h3>What does a Site Engineer in Renewables do?</h3>
A Site Engineer role can cover a combination of Civil, Electrical and Mechanical engineering, often for projects that involve Solar Energy or Battery Storage. Your role will be to manage the on-site operations for the duration of a particular Renewable Energy project. These projects are generally based around the production of energy from renewable sources, for example wind or solar power.
The scope of the role can be quite wide &ndash; your input will be technical, organisational and supervisory.
In terms of where you work, most jobs will require a mix of office and on-site working. It&rsquo;s also not going to be an isolated job &ndash; there is lots of interaction with others. You&rsquo;ll work alongside other engineers to provide support, guidance and strategic advice, while there&rsquo;s also plenty of liaising with clients and operational departments.
&nbsp;
Some of your daily duties can involve
Surveying and inspecting sites Setting up sites for projects Combining renewable energy production with existing power systems Supervising subcontractors, ensuring the civil, electrical and mechanical construction drawings are being properly implemented Providing technical support and guidance to solve on-site problems Managing welfare and waste facilities (normally in conjunction with Site Managers) Feasibility studies and cost estimates Preparing daily, weekly and monthly progress reports
Finally, the starting salary for a Site Engineer within Renewables is generally around &pound;25,000, but those with experience can earn between &pound;30,000 - &pound;40,000. Once you get to a senior level (which we&rsquo;ll touch on below), you could earn closer to &pound;65,000. Many businesses also offer extras such as private healthcare, bonus schemes and relocation packages
<h3>What do I need to become a Site Engineer in Renewables?</h3>
We&rsquo;ll split this into a few sections.
In terms of qualifications, a Bachelor&rsquo;s degree in Mechanical Engineering, Electrical Engineering or Civil Engineering is a requirement for most jobs. Typically, any of these will be accepted, but be sure to check each job description as some require specific ones.
There are some soft skills which will stand you in good stead. We mentioned earlier that you&rsquo;ll be required to interact with many different people, so strong communication skills (written and verbal), along with the ability to negotiate and influence stakeholders are important. You also need to be detail oriented &ndash; the projects you&rsquo;ll be working on will be highly complex, where the smallest of things can have a big impact. Other important soft skills include:
Problem solving Organisation Flexibility An analytical mindset The ability to absorb complex information and simplify if needed
In terms of technical skills, science and maths are obvious ones, but it&rsquo;s essential to be good with computer-aided design software. AUTOCAD is one where experience can be a real advantage. You should also have the ability to interpret electrical, mechanical and civil drawings to a high standard.
It&rsquo;s important to have knowledge of key environmental legislation, as well as those specifically within Renewables, especially when it comes to battery storage and solar parks. It&rsquo;s a fast-moving industry, so you need to constantly read and keep up to date with new developments.
A driving licence is also quite useful, due to the amount of travel involved &ndash; particularly as the sites can be in remote areas, away from good public transport links.
Finally, you should keep in mind that a decent level of physical fitness will be required. When you&rsquo;re on site, you&rsquo;ll be expected to do a fair amount of walking, as well as things like climb ladders. To this end, make sure you also keep on top of Health &amp; Safety regulations.
<h3>What progression opportunities are there for me?</h3>
Once you're in your first role, you should aim to work towards a professional qualification. With some good practical experience, you can then register with the Engineering Council. This adds a bit of extra weight to your CV and helps you when looking to move upwards.
The next step up is jobs such as Lead Site Engineer and Senior Site Engineer. In these roles, you&rsquo;ll often find yourself as the main technical authority on projects from initial concept all the way through to completion. You will also have the responsibility of managing one or more Site Engineers. Many projects may be starting from scratch, so part of your role will include developing a larger team of Site Engineers.
If you&rsquo;ve shown flexibility, then your chances of a promotion will be quite good, including work abroad. In fact, even if you choose to stay in the UK, there are many roles which require the Lead or Senior Engineers to travel to overseas sites on an occasional basis.
Another option is to become a self-employed consultant, where you would provide specialist advice to organisations.
<h3>What more can you tell me about Renewables?</h3>
There&rsquo;s a couple of exciting things about working in Renewables.
One is the variety of technologies. As mentioned earlier, it&rsquo;s a growing industry, so you could be working with technology that is well established or new and cutting edge.
Secondly, you will be helping to build the future energy system, powered by clean energy. Over the coming decades, coal and gas power generation will continue to be weaned off and renewable energy sources will need to step up to the plate. With the UK having set a Net Zero carbon emissions target by 2050, the work you&rsquo;ll do within Renewables will be critical to achieving this.

Everything you need to know about a career as a Site Engineer

Site Engineer Job Description - Renewable Energy

As countless organisations have now proved, it is possible to adapt and undergo digital transformation to enable many roles, and even certain roles previously considered possible only in a face-to-face environment, to be successfully fulfilled from any location.
As remote working has become the norm for millions of workers in light of the pandemic, questions surrounding the relevance of geographical pay differences have unsurprisingly surfaced.
Where jobs can be realised from anywhere in the country, or even anywhere in the world, are differences in pay because of where you&rsquo;re based becoming as unethical as, for instance, gender pay differences?
It&rsquo;s these kinds of questions that led me to think about our own industry. As Operations Director for our Engineering business, I recognise that the majority of our workers have in fact been in the minority throughout the crisis &ndash; the nature of their roles means they haven&rsquo;t been able to work remotely at all. For many, it&rsquo;s been business as usual.
So, I wanted to explore, in an industry where remote working isn&rsquo;t ever likely to be an option for most - even amid a pandemic - should location ever have a bearing on engineering salaries?
&nbsp;
<h2>What are engineers earning?</h2>
Within our business, we regularly carry out salary surveys to identify any similarities and variances in pay rates across different categories. These include, but are not limited to location, years of experience, sectors, and disciplines.
We recently collated information to provide insight on four main disciplines: electrical maintenance engineers, mechanical design engineers, project engineers and quality engineers.
As may be expected, there were some slight variations in rates of pay between the different disciplines, with project engineers earning an average of &pound;2k-&pound;5k more than the other engineering specialisms. Electrical engineers appeared to receive salaries that were generally at the lower end of the four. But the most obvious and greatest inconsistencies in salary were due to the region in which the engineers were based.
Perhaps expectedly, and as is common across most sectors and industries, those based in London, regardless of their specialism, were enjoying the best rates of pay. In our business currently, we see higher salaries not just in London, but also on the South Coast. But however, there&rsquo;s an argument to suggest that these southern locations are generally where a lot of the required skillsets are based, and costs of living are higher in both.
Electrical maintenance engineers based in the Northwest further stood out as receiving some of the top salaries, as did quality engineers in the East of England.
Consistently displaying some of the lowest rates across all disciplines were those engineers in regions including the West Midlands, East Midlands, Wales, and the Southwest.
&nbsp;
<h2>What&rsquo;s the average cost of living in the UK?</h2>
Data released by the Office of National Statistics (ONS) for the financial year ending 2019, showed that the average cost of living in the UK was &pound;592 per week1 for a single person. (Stats do not include mortgage interest payments or council tax.) Whilst another source, Numbeo, calculates the average cost of living for a family of four as &pound;2,270.48 per month, again this is exclusive of rent.
Further research also carried out by the ONS on regional variances confirms that the highest costs of living relate to London. Prices in the capital are on average 7% higher3 than the rest of the UK for certain goods and services. This figure however does not relate to food and non-alcoholic beverages, where, according to the ONS, there is little difference in price between each of the country&rsquo;s regions.
Costs do vary significantly though when considering expenditure relating to recreation &amp; culture or restaurants &amp; hotels. The same piece of research highlights that those costs are on average 14.8% and 13% higher respectively when comparing the same goods and services against the remainder of the UK.
In contrast, Wales&rsquo; costs for recreation &amp; culture and restaurants &amp; hotels are revealed as being around 1.5% lower than the UK average3.
&nbsp;
<h2>Which regions have the most disposable income?</h2>
When looking at disposable income, the ONS illustrates in an additional report that regions such as the Northeast, Yorkshire and Wales have some of the lowest percentages of disposable income4.
Both East and West Midlands, along with the Northwest follow closely as having considerably less disposable income available to them than areas featuring highly on the list such as the Southwest and Scotland. And, even London, which despite offering relatively high rates of pay, and topping the list when it comes to the cost of living, manages to take first place for the most disposable income too.
&nbsp;
<h2>In conclusion</h2>
When considering data from the ONS and our own engineering salary survey, it appears that engineers in some locations could be losing out. Areas costing the most to live in, do normally offer the higher salaries, but the amounts of available disposable income do not always align.
In an era where remote working is at an all-time high for many industries, could we see the gap between salaries in differing regions closing? And should this aligning of pay rates also be applicable to the engineering industry, despite remote working not always being a viable option for many?
It&rsquo;s important to remember though, that the term &lsquo;engineering&rsquo; is broad. Working remotely is more commonly seen amongst engineers working in research, development, or sales, whereas service and repair professionals will always need to work &lsquo;on site&rsquo; and in person, regardless of their seniority.
What I&rsquo;m seeing in our business at the moment is three types of roles we&rsquo;re recruiting for &ndash; those relocating or looking for a career move, those who are office based and those who want to work in a hybrid role.
We recruit for each quite differently and asking if there&rsquo;s a need for a role to be office/site based has become a key part of the information gathering process for building an accurate job specification.
With this in mind, I&rsquo;d argue it&rsquo;s personal skills that are more pertinent to someone&rsquo;s salary, rather than the location in which they&rsquo;re based.
Should engineering salaries be the same regardless of geographical location? Or should an individual&rsquo;s skill set be the predominant factor in any salary differences? It&rsquo;s a hot topic in our industry currently, so let me know your thoughts.
&nbsp;
Sources&nbsp;
<ol>
<li><a href="https://www.ons.gov.uk/peoplepopulationandcommunity/personalandhouseholdfinances/expenditure/bulletins/familyspendingintheuk/april2018tomarch2019">https://www.ons.gov.uk/peoplepopulationandcommunity/personalandhouseholdfinances/expenditure/bulletins/familyspendingintheuk/april2018tomarch2019</a>
&nbsp;
</li>
<li><a href="https://www.numbeo.com/cost-of-living/country_result.jsp?country=United+Kingdom">https://www.numbeo.com/cost-of-living/country_result.jsp?country=United+Kingdom</a>
&nbsp;
</li>
<li><a href="https://www.ons.gov.uk/economy/inflationandpriceindices/articles/relativeregionalconsumerpricelevelsuk/2016">https://www.ons.gov.uk/economy/inflationandpriceindices/articles/relativeregionalconsumerpricelevelsuk/2016</a>
&nbsp;
</li>
<li><a href="https://www.ons.gov.uk/economy/regionalaccounts/grossdisposablehouseholdincome/bulletins/regionalgrossdisposablehouseholdincomegdhi/1997to2018">https://www.ons.gov.uk/economy/regionalaccounts/grossdisposablehouseholdincome/bulletins/regionalgrossdisposablehouseholdincomegdhi/1997to2018</a></li>
</ol>
&nbsp;
&nbsp;
&nbsp;

In an industry where remote working isn’t ever likely to be an option for most - even amid a pandemic - should location ever have a bearing on engineering salaries?

Should location affect engineering salaries?

We all spend most of our weeks at work, so a good relationship with colleagues is pretty important. However, it&rsquo;s likely that at some point in your career, you&rsquo;ll be working with someone who you just don&rsquo;t get on with. After all, workplaces are full of people from different backgrounds, viewpoints and ways of working. Every now and then, a conflict may arise with a colleague. 
But rather than letting the problem fester, it&rsquo;s important to deal with it. Unresolved conflict can be a big problem, both for the individuals and the people around them. It can affect both the wellbeing and performance levels of the individuals involved, and their wider teams may see reduced cooperation and collaboration. At a business level, this leads to a loss of productivity.
These are just some of the reasons you need to deal with any workplace conflicts you might have. If you&rsquo;re wondering how to do this, we&rsquo;ll talk you through some of the key steps and actions below. Read on!
<h2>Establish the source of the conflict</h2>
Working out how the conflict has arisen in the first place will help you understand the issue. If you know what the causes are, this could make things easier to tolerate or at least help you be more accommodating.
This means understanding the other person&rsquo;s motivations and looking at things from their perspective. Do they work in a different department, or have different business objectives? This could be a reason for differences in opinion.
Alternatively, is it a clash of working styles? For example, there could be a potential for conflict between someone that likes to work really methodically and somebody else who&rsquo;s more of a risk taker. Similarly, different teams have their own ways of managing workload &ndash; sometimes when people from these teams are working together, there could be a clash around this.
It&rsquo;s equally important to look at yourself. Do others see you as you see yourself? Look at your own behaviour and whether there are things you can do differently.
If the conflict is particularly serious &ndash; for example, discrimination &ndash; then you should get your manager and HR involved. But if it&rsquo;s the type of thing we referenced earlier, it&rsquo;s good to sort this out between yourselves, to begin with.
&nbsp;
<h2>Have an honest discussion &ndash; focused on actions</h2>
Arrange to speak to the other person in private. Be open about how you feel while keeping your manner polite and professional. Focus on actions &ndash; not personalities. This means saying things like &ldquo;when this happens&rdquo;, rather than &ldquo;when you do&rdquo;. This keeps the focus on the specific situations and stops it from looking like you&rsquo;re generalising about the person.
When talking about how a situation makes you feel, again emphasise the situation rather than the individual. It&rsquo;s easy to say something like &ldquo;I&rsquo;m angry at you because..&rdquo; &ndash; but a better and more accurate phrase would be &ldquo;When this happens, I feel angry&rdquo;.
&nbsp;
<h3>Practice&nbsp;active listening</h3>
There are two sides to every conflict, so make sure you listen to the other person as well. Pay full attention rather than getting ready to react or mentally preparing your answer. Active listening is a very useful technique here. This is when you wait for a person to finish speaking and then repeat or rephrase what was said to make sure you understand it. Not only does this show them that you&rsquo;re fully listening, but it also allows you to detect any signs of emotion from them which might be important.
&nbsp;
<h3>Phrase questions as enquiries, not accusations</h3>
Don&rsquo;t assume that someone&rsquo;s deliberately gone out to annoy or harm you. Sometimes they may not have realised what has gone on. If they have done something that&rsquo;s caused an issue for you, ask them why &ndash; but do so in a curious way, rather than as an accusation. This stops the situation from escalating.
In a similar vein, if your colleague says something that you find hurtful &ndash; take a breath and think before responding. While saying something hurtful back can be a natural impulse, this won&rsquo;t improve the situation.
&nbsp;
<h4>Show empathy</h4>
It&rsquo;s crucial that you don&rsquo;t make the conversation all about you. Give the other person plenty of time to tell you their thoughts, feelings and perspective. We mentioned earlier how you should think about their point of view when establishing the source of the conflict. Well, at this stage of the process they&rsquo;re literally telling you their point of view, so treat it with empathy. You wouldn&rsquo;t like it if they dismissed what you were telling them, so show them respect. Put yourself in their shoes, and if there&rsquo;s anything you can understand &ndash; for example why they did something &ndash; tell them. They&rsquo;ll appreciate your honesty and compassion.
&nbsp;
Agree on common ground
Once you&rsquo;ve listened to the other person, work out which of their points you agree and disagree with. Then see which of your points they agree and disagree with. Keep talking until you eventually come to an agreement on the areas of conflict. If there&rsquo;s something you believe you need to apologise for, then go ahead and do it then rather than waiting until later.
This will help you put together a plan of action, prioritising the most important parts of the conflict. Just as key is setting up future meetings, to see how both of you are feeling about the progress you&rsquo;re both making.
&nbsp;
<h4>Keep things confidential and positive</h4>
It&rsquo;s easy to moan about people behind their backs, but this won&rsquo;t have any benefit. And if they find out about it, it&rsquo;ll make your relationship even worse. Unless things deteriorate and you need to get your manager or HR involved, it&rsquo;s best to work through the conflict between you.
Don&rsquo;t let the situation affect your own attitude either, as this could impact your performance. Focus on the positive things that you like about your job and work on maintaining good relationships with your co-workers.

A good relationship with colleagues is pretty important so what can you do when conflict arises?

Seven steps for dealing with conflict

Kelly Morton shares her career journey to Impellam STEM Portfolio CEO
If you&rsquo;d asked me what I wanted to be when I was younger, I would have said a Vet. The youngest child, and only girl, from a working-class family in Liverpool, my ambitions were simply to succeed. While I&rsquo;m still on my journey, I wanted to share my career story in light of our recent partnership launch with social mobility charity In2scienceUK, and to show that no-one&rsquo;s journey to success is single-handed.&nbsp;
The Impellam STEM portfolio (Lorien, SRG and Carbon60) and In2scienceUK will be supporting young people from low socio-economic backgrounds to pursue a career in STEM through industry and research-based placements and skills workshops. Learn more about our partnership here. As you&rsquo;ll see from my story, that&rsquo;s an initiative that is very close to my heart.&nbsp; 
<h2>My career journey</h2>
I loved STEM subjects from an early age, I particularly had a passion for maths and chemistry. I never particularly enjoyed the academic side of leaning, and after leaving school I took a job as a laboratory assistant. The company sponsored me to complete my HNC at a local college one day a week, and I worked around the clock &ndash; one day at college, in the labs four days a week and working at B&amp;Q at the weekend. All to save up to buy a &pound;600 Mini so I could get around and be independent! Two years later I joined Solvay &ndash; a multinational chemical company &ndash; and worked my way up from Laboratory Technician to Research Chemist. Solvay sponsored me to attend university one day a week to do a degree in chemistry, something I&rsquo;m not sure I ever would have had the confidence to pursue for myself. I became the first generation in my family to go to university. After the business relocated to Belgium, I decided it was time for a change. I wanted to do something that involved people but was still close to science. And that&rsquo;s how I entered the recruitment industry!&nbsp; I started with a small independent recruitment company as a resourcer and left two years later after setting up a successful scientific recruitment division to join SRG.
From the beginning, I really believed in SRG&rsquo;s vision. SRG hires ex-scientists &ndash; people that know the industry and the market inside out &ndash; and trains them up into consultative recruitment roles. Because the people know and love the industry, it is really easy for them to identify the right opportunities for the right people.
I started as a Regional Manager, which petrified me as I didn&rsquo;t have much experience of managing large teams&hellip; but I kept saying to myself &lsquo;what doesn&rsquo;t break you will make you stronger&rsquo;.&nbsp; The team and I worked incredibly hard to put SRG Manchester on the map, I met some great people who helped me on my way, and I still have contact with these people today, although many have retired.&nbsp; A couple of years later I was promoted to Regional Director in the North, and then UK Director of Science and Engineering. I also had my son Joseph in that period which provided a fresh new challenge!&nbsp;
I was promoted to Managing Director of SRG in 2009. I remember thinking that I had my work cut out for me, we were muddling through a global recession and very few people were hiring. I made some structural changes and thankfully the market soon bounced back, enabling us to triple our revenue over three years.&nbsp; Then, 18 months or so ago, I was given the amazing opportunity to take on two additional STEM brands in Impellam &ndash; Lorien (technology and digital) and Carbon60 (engineering). I became the STEM Portfolio CEO and I&rsquo;ve loved every minute of it; I&rsquo;ve had the opportunity to work with some incredible people and I&rsquo;m really excited about our future.&nbsp; But I couldn&rsquo;t have done this alone.&nbsp; 
<h2>Thank you</h2>
I&rsquo;m very fortunate to have met people who believed in me throughout my career &ndash; sometimes more than I believed in myself. In particular, I&rsquo;m indebted to Peninsula Laboratories and Solvay for sponsoring me to complete my education. Without Solvay, I wouldn&rsquo;t have been able to afford to go to university. I&rsquo;ve also had the privilege of working with some incredible people. Dr Craig Jones, who I worked with at Solvay, deserves special mention because he was a fantastic mentor. He came from a similar working-class background to me, and he really took me under his wing.&nbsp;
Impellam Group has also been a great place for me to develop. Impellam Group has a strong leadership team that is full of powerful, inspiring women. In fact, just last year four of us made the notable SIA Power 150 &ndash; Women in Staffing list. This month we celebrated International Women&rsquo;s Day across the business, with guest speakers, panels, and networking.&nbsp;
My experience has underlined the value of role models. Recognition, representation, and sponsorship of people from underrepresented backgrounds helps us to see our possibilities &ndash; and I hope to be that for someone else one day too. 
<h2>Imposter syndrome</h2>
I&rsquo;m very open about the fact that I&rsquo;ve struggled with imposter syndrome throughout my career. Every role I&rsquo;ve ever taken, including this one, I&rsquo;ve felt sick with the idea that no-one would take me seriously. Self-belief can be quite difficult to achieve, especially if you&rsquo;re from a minority background where you can&rsquo;t see yourself in those upper echelons of business. My first role in the laboratory was male dominated and I was the only female project manager without a PhD. I used to feel like I couldn&rsquo;t do things because I wasn&rsquo;t rich, I didn&rsquo;t have a posh accent or an academic background. Imposter syndrome, if you let it get to you, can be crippling.
I&rsquo;ve learnt over the years that the best way to beat imposter syndrome is by being true to yourself. I know that sounds cheesy, but there honestly isn&rsquo;t any point being a fake version of yourself; it&rsquo;s exhausting. Imposter syndrome can also be valuable &ndash; it can give you grit and determination, but it can also ground you. Humility is a much-underestimated quality.
My advice to anyone reading this is that if I can do it, so can you.&nbsp; 
<h2>The STEM sector</h2>
I might have moved away from working directly in the STEM industry, but my heart never left the sector. STEM is such an exciting place to work &ndash; you can impact real-world problems like fighting cancer, tackling climate change, or connecting people across the world.&nbsp;
Crucially, it&rsquo;s a sector that is growing quickly and is hungry for talent. The IET is predicting a <a href="https://eandt.theiet.org/content/articles/2021/11/engineering-and-tech-giants-join-forces-to-stem-15bn-annual-skills-gap/" target="_blank" rel="noopener noreferrer">STEM skill shortage of 173,000 roles in the UK</a>, and that means more opportunities, better pay, and more flexibility for people that want to join the industry. In fact, a recent study from the Institute for Fiscal Studies found that some of the university courses with the highest mobility rates were in STEM.&nbsp;
So why not try it out? It might be your first step to a long, successful, and happy career.&nbsp; 
<h2>Conclusion</h2>
My career journey might not be the most conventional, but I have been very fortunate with the opportunities I have been given. I want to return that favour, and I hope we can do that with our new partnership with In2scienceUK. I am really looking forward to reading the stories that come from the next generation of STEM specialists.&nbsp;
Find out what it&rsquo;s like to work for Impellam STEM here.&nbsp;
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Kelly Morton’s career journey to Impellam STEM Portfolio CEO

Scientist Recruiter CEO

Covid-19 brought lasting changes to the economy which touched just about every industry. Engineering is no exception and as we emerge post-pandemic, we&rsquo;ve been watching engineering recruitment activity with added interest.
That&rsquo;s why we&rsquo;re pleased to bring you this 2022 Salary Survey and report, with a particular focus on Site Engineers and Project Managers in the Renewables sector. We&rsquo;ve pulled together information from our database over the past six to twelve months to share market insights and uncover any trends.
If you&rsquo;re an engineer in Renewables looking to compare your own salary, or an employer looking to benchmark current and future Renewables roles, this report is for you.
&nbsp;
<h3>A positive outlook for Renewables Site Engineers and Project Managers</h3>
Firstly, let&rsquo;s look at the number of roles available for Site Engineers and Project Managers in the Renewables sector.
It&rsquo;s positive news for both when looking at job postings following the pandemic. For the past year we&rsquo;ve seen a remarkable increase in the number of live vacancies for Site Engineers and Project Managers. To date, for Site Engineers we&rsquo;ve recorded an increase of around 80% in the number of unique job postings, with a sharper surge occurring from February onwards.
For Project Managers, that percentage increase has been slightly lower, but still significant at around 70%. There have been no sizeable peaks for this group, but instead, a steady and gradual rise in the number of unique job ad postings month-on-month.&nbsp;
This suggests Site Engineers and Project Managers are in a strong position post-pandemic and likely reflects a period of recovery for industries requiring the support of engineering for their continued growth. Great news for engineering which appears to also be thriving.
When comparing the two specialisms with one another however, there is one that is head and shoulders above the other. The number of Renewables Site Engineer jobs per month has averaged 964 in the past twelve months, whereas for Project Managers, this figure stands at 7,078 live roles per month.
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<h3>Leading locations for Site Engineer and Project Manager roles</h3>
Looking at locations now, it&rsquo;s perhaps anticipated that the highest number of live Renewables vacancies over the past year have been in and around London. 35% of all Site Engineer roles and 49% of Project Management roles advertised have been London-based.
Demand is still high in other areas of the UK though, with Northern Powerhouse scenes including Birmingham, Manchester and Leeds featuring highly on our list of top UK cities for Renewables. Scotland and specifically Glasgow and Edinburgh are also currently popular locations for Site Engineers and Project Managers with a Renewables focus.
At the other end of the scale, Reading is cited as the area with the fewest Site Engineer jobs per month and Liverpool for Project Managers. That said, we&rsquo;ve still been recording average numbers of around 57 and 417 roles respectively per month for the past year. These are stats we&rsquo;ll continue to measure with interest for the rest of 2022.&nbsp;
&nbsp;
<h3>Top skills for Site Engineers and Project Managers</h3>
What skills are employers looking for in their Renewables engineering specialists? We were keen to understand what they are and whether there are similarities between the requirements for the two different roles.
Hard skills, as we may expect, differ between the two disciplines.
For Site Engineers, the most highly sought-after skill (36%) is Civil Engineering and for Project Managers, it&rsquo;s perhaps unsurprisingly, Project Management (42%). Risk Management/Analysis and Construction feature on both lists but beyond that, the hard skillsets for each are quite different. Site Engineers are preferred to have experience in Subcontracting, AutoCAD, Earthworks and Health &amp; Safety. Project Manager employees are looking for capabilities in Agile Methodology, Stakeholder Management, Finance and Change Management.
When it comes to soft skills though, job descriptions for Site Engineers and Project Managers in Renewables are much more aligned. The most requested soft skill for both is Management (20% for Site Engineers and 40% for Project Managers). And in second place for both roles is Communication (19% and 38% respectively).
Planning, Problem Solving and Operations are also all amongst the most common soft skills included in job ads for both functions.
&nbsp;
<h3>The average Site Engineer earns more than Project Managers</h3>
There&rsquo;s long been speculation about the roles of Site Engineers and Project Managers and which specialism offers the most income &ndash; Site Engineers providing invaluable specialist technical expertise and Project Managers having a more holistic view of engineering environments and operations.
Currently our data shows that Renewables Project Managers&rsquo; wages have been consistent since late 2021, except for a small increase of around &pound;2000 from February which has remained in place to date.
For Site Engineers in the Renewables space, wages have fluctuated more, experiencing a much sharper increase of &pound;10,000 between December 2021 and February 2022, which has steadily decreased again by &pound;4-5,000 as the year has progressed.
Currently our data shows that in the past six months Site Engineers in Renewables have on average been earning more than Project Managers. Project Managers&rsquo; wages have averaged <a>&pound;</a>51,840&nbsp;, however, this doesn&rsquo;t account for performance bonuses which are often between 5 &ndash; 30%, bumping up this figure considerably. For Site Engineers the average has been <a>&pound;59,136. </a>One thing to note is that this salary may not factor in costs of accommodation, food, transport etc. This does of course include the substantial spike seen in February which has bumped up the overall figures for Site Engineers. &nbsp;These are further statistics we&rsquo;ll be monitoring in the coming months to see whether this increase is a one-off occurrence or could indicate a longer term rise for Site Engineer professionals.
<hr>
Keen to know more? As an end-to-end talent acquisition specialist, Carbon60 is supporting countless clients and candidates with advice on the latest market intel and industry best practice. Remember to <a href="../../../../../../contact-us" target="_blank" rel="noopener noreferrer">get in touch</a> if you&rsquo;d like to discuss the findings of this survey or to better understand the latest developments in your specialist area of engineering.
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Our review of Site Engineer and Project Manager roles in 2022

Renewables Salary Survey and Report for 2022

People often say that looking for a new job feels like a job in itself. There&rsquo;s certainly a lot of work that goes into the process &ndash; preparing your CV, searching for the right roles, applying for them, and of course interviewing.
Once you get an offer at the end of it though, it can all feel worthwhile. There&rsquo;s also a great sense of pride and validation, knowing that an employer recognises your abilities.
However, the next step can sometimes feel as tricky as anything that&rsquo;s gone before it. It&rsquo;s not always a case of accepting an offer within minutes of receiving it. There&rsquo;s lots of things to think about, and in this blog we&rsquo;ll go through some of them.&nbsp;
<h3>Knowing if the job is right for you</h3>
This is usually the first question that will pop into your head. It&rsquo;s something that will probably have been bubbling away throughout the process, but comes to the forefront when you actually receive an offer.&nbsp;
Knowing the answer to this isn&rsquo;t always easy &ndash; every new job is a step into the unknown &ndash; but there are some things you can do to help you make the right decision.
Draw up a list of what you were looking for in your next job, and see how many boxes this role ticks. Key things to consider are:
<h3>Compensation</h3>
Analyse exactly what you&rsquo;ll be taking home after tax each month. There are some useful online tools that can help you with this, such as the ones offered by The Salary Calculator or MoneySavingExpert. It&rsquo;s important to not just look at the top line salary though. Pay attention to any benefits you&rsquo;re getting too, as these all contribute to your total reward package. Things like subsidised travel, shopping discounts or private medical insurance can have a massive impact on your life and finances.
<h3>Working hours</h3>
What hours or shift patterns does this job entail, and does that fit with your needs? Some jobs may have set hours, but require you to work outside of these on a regular basis. Check this and decide whether it works for you.
<h3>Location</h3>
Consider how far you would have to travel in order to get to your workplace, and whether this is reasonable for you.Is there a lot of additional travel involved, for things like client meetings or site visits? Also check what the company&rsquo;s level of flexibility is with regards to remote working. This is a hot topic right now, and many businesses are starting to offer hybrid or fully remote working models, where you can work from home for part of the week or even full-time. Of course, this depends on the nature of your work &ndash; if you&rsquo;re on a construction site for example, working from home won&rsquo;t be an option.
Either way, make sure you are happy with what is being offered and your work-life balance won&rsquo;t feel compromised.&nbsp;
<h3>Job duties</h3>
You should have gleaned this during the application process &ndash; both on the job advert and through the questions you asked in the interview. Note these down and ask yourself if you&rsquo;ll enjoy the tasks you&rsquo;ll do. Will the work stimulate you and will it add value to your CV?&nbsp;
Ideally you want to pick up some new skills and experience, as this will enhance your CV and help when looking for your next role &ndash; either within the same company or outside it. That leads us nicely onto the next thing to consider.
<h3>Career progression</h3>
This is something else you should have picked up during the interview, but don&rsquo;t be afraid to speak to the hiring manager again to clarify.&nbsp;
Are there opportunities for you to advance within the company? You don&rsquo;t want to be in a position where you feel like you&rsquo;ve outgrown your role in under a year. Look at how many people within the business &ndash; especially in your department &ndash; have moved up. This is a good way to gauge how committed the company is to the development of its employees.
<h3>Cultural fit</h3>
A key part of deciding whether a job is right for you is seeing how well their culture aligns with what you want. Do you prefer a corporate environment or something a little more casual? Do you like working in a team or are you more autonomous? Is socialising at work also important to you?&nbsp;
These are all things which will help you determine how good the cultural fit is. Look at reviews on sites such as Glassdoor for assistance. Remember, a job is a major part of anyone&rsquo;s life, so it&rsquo;s important you&rsquo;ll feel comfortable and happy in any new company.
<h3>Company values</h3>
On a related note, ask yourself how well aligned you are with what the company does. You should have answered this question before you even applied, but it&rsquo;s worth jotting down again at this stage as well. Do you believe in their product or service? Can you see yourself being a passionate advocate for them? If the answer is yes, then this is a major plus.
<h3>Negotiating a salary&nbsp;</h3>
Maybe most of your boxes have been ticked, but the offered salary is lower than expected.&nbsp;
The first point to remember is that if there&rsquo;s a massive discrepancy between the salary which was advertised and the one you&rsquo;re being offered, then this is a red flag. It may be an administrative error - perhaps the job advert had the wrong figure &ndash; but make sure you raise this with them. If they don&rsquo;t seem to have a good reason, then you&rsquo;d be well within your rights to walk away (more on this later).
However, in most cases, being offered a lower salary than you expecteddoesn&rsquo;t have to mean it&rsquo;s a firm no. Salary negotiations are quite common, but it&rsquo;s important that you do this in a professional way and can back up what you&rsquo;re saying.
Don&rsquo;t just ask for a higher salary &ndash; build a case. Conduct some research and see what the market rates for roles like yours are. Feel free to send over links to job adverts, and even download a salary trends report for the industry (recruitment agencies often publish these every year).&nbsp;
Highlight your strengths, skills, and experience to show why you deserve more.&nbsp;

Receiving a job offer isn't always a straightforward process, so we've put together our advice to help you navigate this step of your job hunt.

Receiving a job offer: what next?

We&rsquo;ve written before about the rapidly growing Renewable Energy sector and the opportunities it has created from a jobseeker point of view. This is the case across the globe, especially in light of various &lsquo;Net Zero&rsquo; government strategies.
In this blog, we&rsquo;re going to focus on the role of Project Managers, covering a combination of Civil, Electrical and Mechanical engineering.
As global specialists with over a decade&rsquo;s experience in Renewables, we&rsquo;ve placed a lot of Project Managers. And right now, it&rsquo;s an area where we are seeing more vacancies than ever. After all, the huge increase in demand for clean energy has meant there are countless initiatives and projects in place across the sector. Often, skilled Project managers are required for utility scale projects. These are large scale projects &ndash; typically involving solar energy or battery storage &ndash; which directly affect the power being fed into the grid.
So what does the role of Project Manager actually entail, and what do you need to succeed? Read on for answers to these questions and more.
<h3>What does a Project Manager in Renewables do?</h3>
As Project Manager, you will be overseeing Renewable Energy initiatives in their entirety, from inception to completion. This means planning and managing operations to ensure each phase of the project is done on time and within budget. A key part of this is allocating the right resources, to the right areas, at the right times.
You will probably hear the term Programme of Works (PoW) a fair bit. This is essentially a reference point for key stakeholders, laying out how work will be carried out and by what dates. As Project Manager, you will need to create these at a very detailed level and supervise the people in each phase to check they are not going out of scope.
A Project Manager&rsquo;s role is very contact heavy. You will be liaising with internal and external stakeholders &ndash; including running your own project team - and have the main responsibility of supervising contractors. In addition, you will be the point of contact for suppliers, vendors and even authorities.
Some of your daily duties can involve:
<ul>
<li>Conducting site investigations and feasibility studies</li>
<li>Preparing and managing the project budget</li>
<li>Developing and managing the project scope and timelines</li>
<li>Producing progress reports on a daily, weekly and monthly basis</li>
<li>Requesting and selecting proposals from subcontractors, including contract negotiations</li>
<li>Identifying potential project risks and solutions</li>
<li>Managing relationships with internal and external stakeholders</li>
<li>Creating a handover document for the Operations and Maintenance (O&amp;M) team &nbsp;</li>
</ul>
The typical salary for this role can range from &pound;55,000 - &pound;65,000 (dependant on experience). However, it&rsquo;s also common for those at a very senior level to earn around &pound;75,000.
<h3>What do I need to become a Project manager within Renewables?</h3>
As touched upon earlier, these are contact heavy roles which require lots of stakeholder liaising. That&rsquo;s why some soft skills are absolutely key, such as strong communication and leadership ability. You&rsquo;ll need to have excellent self-discipline and organisation skills, as the entire project will be based on important timelines &ndash; you are the one responsible for keeping everyone else on track. Also, the ability to make problem-solving decisions under time pressures is very useful and can give you the edge ahead of your fellow job seekers.
Qualifications wise, almost all roles will expect a Bachelor&rsquo;s degree in Mechanical Engineering, Electrical Engineering or Civil Engineering. Typically, any of these will be accepted, but be sure to check each job description as some require specific degrees. Companies may also look at your professional qualifications, which is something we&rsquo;ll touch on later.
You will also be expected to have 3-5 years&rsquo; experience, with a preference for those who have been involved in utility scale projects before. Don&rsquo;t be disheartened if you don&rsquo;t have this though &ndash; if you can demonstrate excellent knowledge of the Renewable Energy sector, particularly within solar energy and battery storage, then you&rsquo;ll still have a fighting chance.
As with many Project Manager jobs, you will be working with various online documents and presentations, so at least a working knowledge of Microsoft Office and Microsoft Project will help. Finally, an additional language (particularly a European one) can come in handy as many companies have overseas projects within their portfolio.
<h3>How can I progress?</h3>
While the obvious step up is a Senior Project Manager, it&rsquo;s important to look at the type of projects you are working towards. Sometimes you will find yourself working on larger and more complex ones, but your job title may not necessarily have the word &lsquo;Senior&rsquo; at the start!
Often, however, the next rung on the ladder is that of a Senior Project Manager. Other job titles to look at include Head of Projects and Director of Projects &ndash; these come with more experience.
Many people undertake professional Project Management qualifications while they are working. The two most popular options are Prince2 and Association for Project Management (APM). The former is more framework based and provides you with best practice methods, while the latter teaches you how to apply your skills in a strategic and commercial environment. Some people decide to do both, but either will add value to your CV. Together with practical, on-the-job experience, you will find it easier to gain those senior opportunities.
You may also wish to take specific qualifications related to procurement. As mentioned in an earlier section, you will be sourcing proposals from subcontractors and negotiating contracts. The knowledge you&rsquo;ll pick up from a procurement course alone could be invaluable, but an actual qualification adds another string to your bow.
As you progress, you could find yourself working either in a freelance capacity, or for an outsourcing firm where you are contracted out. These can see you working on short-term contracts at a substantial daily rate.
<h3>What&rsquo;s the future for Renewable Energy?</h3>
Whether it&rsquo;s government policies, climate activism, and even David Attenborough documentaries &ndash; the shift towards Renewable Energy has grown beyond expectations, and it will only get bigger. This means the projects and initiatives you could be working on will deliver a greater impact than ones in other industries.

Interested in a career as a Project Manager in Renewables? We've put together everything that you need to know.

Project Manager Job Description - Renewable Energy

With demand and job opportunities in the Renewable Energy sector rocketing, we thought it was time to shed some light on another one of the most popular vacancies we&rsquo;re recruiting for.
&nbsp;
In this blog, we&rsquo;re going to focus on the role of Project Development Managers. These are individuals who will generally be involved in large scale projects (otherwise known as utility scale projects) covering Solar Energy, Wind Energy or Battery Storage.
&nbsp;
But what exactly do they do, and what skills do they need? Here&rsquo;s everything you need to know!
&nbsp;
&nbsp;
<h3 style="background: white; margin: 0cm;">What does a Project Development Manager in Renewables do?</h3>
&nbsp;
The clue is ever so slightly in the job title!
&nbsp;
In a nutshell, you&rsquo;ll strategically manage the development of Renewable Energy projects and potential projects. It&rsquo;s a very important commercial role which involves a lot of planning, negotiating and due diligence.&nbsp;
&nbsp;
While the technical and engineering side of things is important, this is a broad role which will see you touch on things like sales, marketing, and finance.
&nbsp;
As a Project Development Manager, you must liaise with a raft of stakeholders &ndash; developers, service operators, suppliers, and local councils &mdash; Also work fairly closely with your own finance and legal teams.
&nbsp;
Some of your regular duties can involve:
&nbsp;
<ul>
<li style="margin: 0cm 0cm 0cm 18pt;">Financial and commercial modelling</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Contract analysis and due diligence</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Coordinating planning applications and Environmental Impact Assessments (EIAs)</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Procuring and negotiating lease agreements, development agreements and purchase agreements</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Ensuring the project delivery is following the correct internal protocol</li>
<li style="margin: 0cm 0cm 0cm 18pt;">Overseeing relationships with internal and external stakeholders</li>
</ul>
&nbsp;
The typical salary for this role can range from &pound;55,000-&pound;70,000, however, this is dependent on experience and also the size of the organisation you&rsquo;re joining. A lot of roles can be global in nature, depending on where the business is looking to operate, so international travel may be also part of your remit.
&nbsp;
&nbsp;
<h3 style="background: white; margin: 0cm;">What do I need to become a Project Development Manager within Renewables?</h3>
<h3 style="background: white; margin: 0cm;">&nbsp;</h3>
As mentioned earlier, this is a highly commercial role. Therefore you&rsquo;ll need strong commercial acumen and analytical skills. A big part of your job will be to think strategically &mdash; understanding the energy landscape, analysing where the opportunities are, and what factors could impact the success of a project.
&nbsp;
There will be lots of legal due diligence, and you&rsquo;re likely to be dealing with high value contracts. If you enjoy absorbing information and have strong attention to detail, this could be a great fit for you.
&nbsp;
In terms of technical skills, you&rsquo;ll need to be quite computer literate, while there&rsquo;ll also be a lot of financial modelling and budget management to do &mdash; so a good grasp of maths is key.
&nbsp;
Just as relevant are your soft skills, as the job requires you to liaise with many different stakeholders. The ability to negotiate and influence key decision makers are two of the most important things, while you also need to be flexible and a strong team player.
&nbsp;
Qualifications wise, almost all roles will expect a Bachelor&rsquo;s degree in a related field &mdash; for example, Engineering, Legal, Business, Planning, or Environmental. You may also find it handy to take a procurement course, as it will be an important part of your job. This could give your CV an extra element that sets you apart from the competition.
&nbsp;
Most companies will expect you to have around 5 years experience in Project Development Management, and any experience in land securing and permitting would be highly desirable.&nbsp;If the company you&rsquo;re applying for is a global one, prior experience working with a multinational company would be very helpful.&nbsp;
&nbsp;
Finally, we mentioned flexibility being an important soft skill, and this also applies in terms of travel. Many roles require occasional visits to overseas sites, so a willingness to travel would be another tick.
&nbsp;
&nbsp;
<h3 style="background: white; margin: 0cm;">How can I progress?</h3>
&nbsp;
As you&rsquo;ll need around 5 years&rsquo; experience, your initial entry point is likely to be as a Project Developer, where you will be focused more on the day-to-day operations. As you climb up the ladder to Project Development Manager (and then Senior Project Development Manager), your responsibilities will become more strategic, while also managing others.
&nbsp;
Ultimately you could end up as a Head of Project Development. At this stage, you&rsquo;ll still be identifying opportunities and conceptualising deals, but there will be a real focus on developing the company&rsquo;s market presence through C-suite networking and attending conferences.
&nbsp;
Another route could be to cross over into a Business Development Manager role. This is another highly commercial position and will see you oversee all aspects of a sales and project pipeline, while also managing a team of Business Development Representatives. If you enjoy the relationship building and selling side of things, then you may find this to your liking.
<h3 style="background: white; margin: 0cm;">&nbsp;</h3>
&nbsp;
<h3 style="background: white; margin: 0cm;">What else do I need to know?</h3>
&nbsp;
It&rsquo;s important to not confuse Project Development Managers with Project Managers.&nbsp;
The latter focus on the technical and day-to-day aspects of a project. On the other hand, Project Development Managers focus on the initial delivery of sites for development. It&rsquo;s a broader and more strategic role, so there will be less of an emphasis on day-to-day operations.
&nbsp;
Sometimes there are instances of the same person doing both roles; however, this is quite rare. It can be achieved when the person has exceptional skills and experience and even then it only works on smaller projects. For large-scale projects, which are more common in Renewables, the two functions are normally split.
&nbsp;
Finally, it&rsquo;s important to remember that a big part of your role as Project Development Manager will be to know about various rules and regulations. Examples include environmental laws and planning permissions, as well as legislation specific to the Renewable Energy industry. The latter can be quite fast-moving, so somebody who relishes the opportunity to learn and keep up with the latest developments will flourish.
&nbsp;
If you would like to see more of our Renewables career guidance you can view our career advice page<a href="https://www.carbon60global.com/find-a-job/career-advice"> here</a>.
&nbsp; 
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Interested in a career as a Project Development Manager in Renewables? We've put together everything that you need to know.

Project Development Manager Job Description - Renewable Energy

Bruno Wood is an Associate Director, and Head of Government Projects at Carbon60. Since leaving regular service in 2014, Bruno has been a Reserve for the 600 (City of London) Squadron in the Royal Auxiliary Air Force. As part of Carbon60&rsquo;s support of the Armed Forces, we take pride in employing current and ex-service members, and giving them the support that they need.
<h3>What does your role at Carbon60 involve?</h3>
&ldquo;In my role, I manage many projects that involve Defence activity. The business is a strong advocate of Defence and the benefits it can bring to our business more widely, whether it is engaging veterans or their families, helping service leavers to find careers or promoting Reserve opportunities for our workers. The benefits that Defence experience can bring to our business and the rich skills that Defence breeds in its people are always at the forefront of what we do.&rdquo;
<h3>What does Carbon60 do to support you and other members of the Armed Forces that they employ?</h3>
&ldquo;I have great support from my line manager to be given the flexibility in my role to fulfil my reservist duties without impacting on my work. The 10 additional paid days leave are of particular benefit as it lets me save my annual leave for my family, which is very important to allow me to balance my home life with work and reserve service.&rdquo;
Carbon60 are also part of the Armed Forces Covenant Employer Recognition Scheme. In 2016, we were awarded the Bronze Award, and we are now proud to be Silver Award holders. We have just submitted our application to gain Gold certification, and will find out the results later this year.
The Armed Forces Covenant requires employers to provide ongoing support and employment opportunities to Reservists, Cadet Force Adult Volunteers, Veterans, wounded, injured and sick personnel, as well as military families. In order to qualify for the Armed Forces Covenant, employers must be nominated by a current employee who has a military background or ongoing military commitments, so Bruno kindly volunteered:
&ldquo;As a reservist, the company provides me with a lot of flexibility to allow me to fulfil my military commitments when required. Carbon60 has been working with military bodies for over 30 years and as such they are very accommodating in their support of reservists and veterans who work for them but also still have commitments to the Armed Forces.&rdquo;
<h3>Navy Football Sponsorship</h3>
Carbon60 are proud to sponsor the Royal Navy Football Team 1st XI, who wear our logo on their shirts. Navy Football said this about our partnership:
&ldquo;To have Carbon60 commit themselves again to Navy Football is another indication of how our partnership has gone from strength to strength. The challenge from the President of the RNFA (Royal Navy Football Association) to take Navy Football from &lsquo;Good&rsquo; to &lsquo;Great&rsquo; can only be delivered with the help of our sponsors, and with Carbon60 once again on board, and more committed than ever, our footballers will get the support that they absolutely deserve.&rdquo;

Bruno Wood is an Associate Director, and Head of Government Projects at Carbon60. Since leaving regular service in 2014, Bruno has been a Reserve for the Royal Auxiliary Air Force. As part of Carbon60’s support of the Armed Forces, we take pride in employing current and ex-service members, and giving them the support that they need.

Profile: Squadron Leader Bruno Wood

<h3>Follow the instructions</h3>
First and foremost, check your email confirming the interview and do exactly what they&rsquo;ve asked. If they want to see your passport, don&rsquo;t just bring a photocopy. And if they&rsquo;ve asked for a presentation, prepare it well in advance and check how best to send it to them.
Don&rsquo;t fall at the first hurdle.
<h3>Test the route</h3>
Remarkably, recruiters suggest that thousands of candidates still regularly arrive late for interviews. Frankly, you won&rsquo;t have much chance if you&rsquo;re late.
Phoning well ahead might help, but avoid any problems by testing the route in advance and allow for delays. Besides, being early is a good thing &ndash; time for a coffee or to freshen up after the commute.
<h3>Research the business</h3>
Another problem interviewers regularly moan about is candidates&rsquo; lack of knowledge about their business. You don&rsquo;t need to spend a huge amount of time studying them, but you do need a solid understanding of what they do, their size, their values and their aims.
And the key is making sure you collect up-to-date information &ndash; following them on social media will help with that.
<h3>Be nice to everyone, not just the interviewer</h3>
Be polite and friendly with the receptionist and everyone you come across, because your interviewer may ask other people what they thought of you. Try to think of your interview beginning the second you arrive at their premises.
<h3>Think about your body language</h3>
Because candidates tend to focus on the questions they might be asked, it&rsquo;s easy to forget about what&rsquo;s being communicated physically.
Don&rsquo;t overthink it, but do try to remember the following:
<h3>Smile!</h3>
<ul>
<li>Eye contact is important, but it has to be natural &ndash; try not to stare</li>
<li>Sit upright &ndash; slouching conveys negative character traits</li>
<li>Don&rsquo;t fidget</li>
<li>Relax &ndash; the more relaxed you are, the better your answers will be.</li>
</ul>
<h3>Be enthusiastic</h3>
It&rsquo;s an obvious but essential point to make &ndash; enthusiasm makes a big difference. Your interviewer is passionate about their business, and passionate about the role on offer.
If you can&rsquo;t get excited about what they do and what they&rsquo;re offering, you&rsquo;ll struggle to make a lasting impression.
<h3>Don&rsquo;t plan too many answers</h3>
It&rsquo;s worth going over your skills and experience in your mind &ndash; how your ability has developed, and some of the key achievements in your career. But planning answers to specific questions is risky. It&rsquo;s impossible to know exactly what will be asked, and your answers will be difficult to memorise.
Too much rehearsal leads to stiff and nervous answers. Talk confidently and naturally, rather than as if you&rsquo;re recalling a script.

Occasionally, charisma alone can get you through an interview successfully. But for most of us, careful preparation is the key. This guide helps you to get the basics right...

Preparing for that all important job interview

The dawn of a new year signifies fresh beginnings &ndash; an opportunity to set new aspirations, goals, and objectives. In the recruitment sector, this period offers a chance for both companies and candidates to reflect on their ambitions for the coming year, anticipate changes in the dynamic job market, and strategise on how to adapt and thrive.
With this in mind, as we begin another year filled with potential transformations and advancements, we are delving into the key recruitment trends for 2025. These trends are poised to play a crucial role in shaping successful recruitment strategies and fostering productive, happy workforces for the year ahead and beyond.
<h2>Engaging Passive Candidates</h2>
In 2025, the quest for the right talent with the necessary skills, expertise, and experience must extend beyond traditional methods. Merely posting job ads and waiting for applications or contacting those with an 'Open to Work' status on LinkedIn may not suffice.
Actively engaging passive candidates &ndash; individuals who are currently employed or not actively seeking new roles &ndash; is expected to be one of the most effective ways to discover impactful talent.
Although targeting these individuals may be challenging and require creative strategies, the potential rewards for both employers and employees are significant. Companies can access top-tier talent, while these candidates might find exciting opportunities they hadn't previously considered, creating a win-win situation.
<h2>Being Transparent with Salaries</h2>
Competitive compensation has always been a key factor for top talent considering a job change.
In 2025, given the ongoing global economic challenges, salary transparency will likely become even more critical, especially for millennials and Gen Z, who may skip job listings that don't disclose salary information.
Employers and recruiters must adapt by considering being upfront about salary offerings, moving away from the outdated practice of withholding this information until the interview stage. This transparency helps companies attract the right talent and allows candidates to make informed decisions, fostering trust between organisations and job seekers.
<h2>The Impact of AI and Automation</h2>
Artificial Intelligence and automation are already transforming our daily lives and various industries, including recruitment.
The AI-driven revolution in talent acquisition is set to expand further in 2025. AI and automation tools offer numerous benefits, such as processing information quickly and aiding in informed decision-making. They are used for tasks such as scheduling, shortlisting, predicting candidate fit, and crafting resumes and cover letters.
However, it's crucial to use AI responsibly and transparently, as there are concerns about its overuse. Fair and honest use of AI will be essential in building strong relationships between employers and employees in an increasingly digital world.
<h2>Flexible Working and Work-Life Balance</h2>
In recent years, and especially since the COVID-19 pandemic, flexible working models and work-life balance have become significant factors for job seekers. This trend is expected to continue in 2025.
Remote and hybrid working models, which combine office-based and remote work, offer flexibility that many employees value. Being transparent about the availability of flexible working options can be a deciding factor for candidates considering a role.
While it may not suit all organisations, embracing hybrid and remote working can create supportive and productive work environments.
<h2>Addressing Skill Gaps with Skills&nbsp;</h2>
Skill gaps persist across industries and workforces, and addressing these gaps remains a priority.
While qualifications and awards listed on CVs have traditionally been important, the skills and traits a person possesses are what truly enable them to excel in their role. &nbsp;
In 2025, a skill-based approach to recruitment and talent development could be the way forward. This approach focuses on providing opportunities to candidates who may not have formal qualifications but possess the necessary skills or the potential to learn them.&nbsp;
Additionally, developing and promoting existing talent is crucial for building a stronger workforce, creating new opportunities, and narrowing skill gaps, while also positioning the organisation as a desirable place to work and grow.

As we embark on a new year, let's explore the leading recruitment trends for 2025 and how both companies and candidates can leverage them effectively.

Predicting 2025’s Top Recruitment Trends

For anyone leaving the Armed Forces, making the transition back into civilian life can be tricky to navigate. Even regular, day-to-day life can present challenges for ex-forces personnel, as they try to settle back into a less formulaic, regimented way of living.
For many, one of the biggest concerns about leaving the Army, Royal Air Force, Royal Navy or other forces is how they will be able to make the <a href="https://www.carbon60global.com/blog/transitioning-from-army-to-civilian-job">transition from military service into a civilian job</a>.
Thankfully, with companies driving forward the power of inclusivity and diversity and realising the skills and potential of those who&rsquo;ve left the armed forces, forging a new career journey is now much less daunting &ndash; especially in industries such as Engineering, in which the knowledge and experience gained during service could prove invaluable.
In fact, many ex-forces personnel may be perfect for a career in engineering. Read on to find out why.
<h2>Transferrable Skills</h2>
There are a variety of military service-gained skills that are ready made to help fill any potential skills gaps across engineering; naturally this makes ex-forces personnel ideal candidates for a variety of engineering roles.
Careers in the military go way deeper than the front line. Operations require everything from logistics to telecommunications, infrastructure support and rebuilding to mechanical support for aircraft, vehicles, weapons and systems, all of which require dedication and a broad spectrum of skills that are applied, adapted and developed throughout an individual&rsquo;s time in service.
What&rsquo;s more, these skills are often honed in very complex, testing and stressful situations and environments. So, you can add &lsquo;excellent under pressure&rsquo; to the list of transferrable skills too!
<h2>A Forward-Thinking, Problem-Solving Attitude</h2>
A problem-solving mentality isn&rsquo;t just a &lsquo;nice to have&rsquo; in the armed forces; it is a vital trait for all personnel to have, in the face of the &ndash; known, and unknown &ndash; challenges that are presented to them every day during service.
Whilst we hope most people won&rsquo;t be faced with possible &lsquo;life or death&rsquo; situations in the civilian world, being forward-thinking and having experience of challenging and solving problems &ndash; particularly under pressure &ndash; gives ex-forces personnel an edge when being considered for a new role or career.
An ability to overcome technical obstacles, manage resources effectively and efficiently, and quickly adapt to new situations and settings &ndash; traits typical of those who&rsquo;ve served in the military &ndash; are ideally suited to engineering roles, and are exactly the type of experiences recruiters and employers will look for.
<h2>Teamwork and Leadership</h2>
By employing ex-forces personnel, companies across engineering can benefit from the teamwork and leadership skills they will have learned and developed during their time in service, helping to shape the way that their teams operate and are led &ndash; immediately and into the future.
Veterans have excellent leadership skills, and a natural ability to &lsquo;take the reigns&rsquo; in high pressure situations as part of a team working towards a common goal. And, if and when required, they are ready-made leaders &ndash; with an understanding of what great leadership is and how to make a team, project or situation a successful one.
<h2>Ready for the Future</h2>
In an increasingly digitally driven landscapes, many roles in the military expose their personnel to a variety of equipment, systems and techniques that are yet to have been applied to civilian, &lsquo;real world&rsquo; applications, putting them at the forefront of learning about &ndash; and being trained to work with &ndash; the latest technologies.
This means that, when such technologies are filtered down into engineering and used by companies across the industry, there are no better people to be able to work in environments that are increasingly influenced by new, potentially disruptive tech than those who may already have experience of it or similar &ndash; ex-forces personnel, for example!
<h3>Expert Insight from Ian Drysdale, Operations Manager at Carbon60</h3>
Carbon60 have been avid supporters, sponsors, and partners of the military for many years, and are proud to help talented, ex-forces personnel craft new career paths upon their transition back into civilian life.
Ian Drysdale, Operations Manager at Carbon60 and a veteran with over 13 years of serving in the Royal Navy, has valuable experience of what to expect and do when looking to forget a new, post-service career, so we sat down with him to gain some insights and advice for anyone looking to kickstart life after the military. Here&rsquo;s what he had to say:
&ldquo;A big thing for many leaving the forces is that they don&rsquo;t know what to do. So, it is a good idea to try and build a clear picture of what career and roles your skills may apply to and, most importantly, what you would feel happy doing and can enjoy and develop in. 
Thankfully, companies across industries such as engineering are much more receptive to ex-forces personnel these days and have an understanding and awareness of the skills they have. But even so, I think it pays to come to a company like Carbon60 to find a suitable career &ndash; as we have the expertise, experience and connections to help people transition from service to civilian life. 
We can help people tailor their CVs to better showcase their skills and experience and highlight how relevant it is to any potential companies and roles available across wider industries; and help point them in the right direction as they begin their journey &ndash; being honest with them about what roles and industries may or may not be a right fit. 
Above all, I&rsquo;d say it is vital for any ex-forces personnel to get as much advice as they can, from people in the know. An important part of my job, which is something I love, is being able to share my experiences and knowledge with people, and help them take the right next steps, at the right time &ndash; not just in their career, but during everyday civilian life too.&rdquo;

Transitioning back into civilian life after serving in the Armed Forces presents many challenges, not least starting a new career. However, with the skills and experiences gained during service, ex-forces personnel could be just who the engineering industry are looking for. 

Life after the Military: Why Ex-Forces Personnel are Perfect for Engineering Careers 

The IR35 legislation has now been delayed for a year, until 6th April 2021, as a result of the uncertainty caused by the coronavirus pandemic. It's still important to prepare for IR35, so if you have any questions, please don't hesitate to contact us.
IR35 or &lsquo;off-payroll working rules&rsquo; became law in 2000 where it was introduced to crack down on freelance contractors that could take advantage of the tax benefits but were still considered an employee, aka &lsquo;disguised employees&rsquo;. This was to ensure they paid a similar amount of income tax and NI as if they were employed. Following the updates to this legislation in April 2017 in the public sector with mixed feedback many believe it is a case of 'when' and not 'if' this will impact the private sector too.&nbsp;
<h2>Why is it changing?</h2>
Due to limited policing of the legislation, it didn&rsquo;t quite have the desired effect and the HMRC&rsquo;s tax receipts fell short of expectation. On the 6th April 2017 the way this legislation was enforced was changed, initially to those working within the public sector. This meant the employer would now be responsible for working out whether any of their contract workers were deemed employees, to operate inside IR35 and deduct the relevant tax. Public sector businesses were now faced with penalties for non-compliance, which now forced them to pay closer attention to the potential hundreds of contractors on their books.
<h2>How was the changes in the public sector received?</h2>
Contractors responded differently to the changes, but it essentially came down to three scenarios:
<ol>
<li>Contractor accepts contract at a lower rate &ndash; Not good for contractor</li>
<li>Contractor increases rate to cover loss of earnings to tax &ndash; Not good for client</li>
<li>Contractor declines new contracts and leaves public sector &ndash; Not good for either</li>
</ol>
From an HMRC standpoint, the results were positive, but from a public sector business point of view, they witnessed talent leaving in droves and projects being delayed.
According to research by the CIPD, 51% of public sector hiring managers had lost skilled contractors as a direct result of the changes to IR35 regulations and 52% had witnessed cost rises, delays and project cancellations.
This is now coming to the private sector and will likely happen in April 2019. There is talk however that the autumn budget on the 29th October may confirm differently, especially with Brexit looming on the horizon.
<h2>How will IR35 affect me as a private sector employer?</h2>
According to the HMRC, the cost of non-compliance in the private sector is high and projected to increase further from &pound;700 million in 2017/18 to &pound;1.2 billion in 2022/23. They estimate only 10% of contractors that should be deemed inside IR35 are currently compliant.
Therefore, it is thought that IR35 will be introduced into the private sector in an attempt to curb this, by putting the onus on the employer. However we are still unsure when this will be introduced or what it might look like, so all eyes are on the Autumn Statement on the 29th of October to more information on this. Expert opinion right now is that this could be April 2019 / April 2020 or beyond but it is thought that this is a case of "when" and no longer "if".
Depending on how many contractors you have will depend on how this will affect you when introduced. If you use contractors as part of your workforce you may be affected in various ways such as:
<ul>
<li>Skill shortages: Contractor talent leaving the company because it&rsquo;s no longer as lucrative, leaving holes in the talent pool.</li>
<li>Increased costs: To keep contractors you may be forced to pay them more to cancel out the extra tax they now have to pay. These increased costs can add up over time and cause projects to go over budget.</li>
</ul>
In terms of how contractors are likely to react, it&rsquo;ll likely be similar to how they did before by either taking it on the chin and paying more tax, inflating their contract rate to cover any tax increase, or even leaving the contracting game altogether and becoming a permanent employee.
There are already uncertainties about how things will change once the UK leaves the EU, let alone with IR35 hitting the private sector and adding to the concerns. Some of the Brexit-related concerns such as lack of overseas talent might be exacerbated by IR35 as the number of candidates from the EU is already dwindling. Many believe a more sensible move would be to wait until Brexit has happened before bringing in new legislation for thousands of companies in the UK.
Helen Lawrence, Carbon60&rsquo;s Compliance &amp; Business Improvement Manager adds:
<blockquote>"No one has all the answers, which is why we&rsquo;re collaborating with Crawford Temple, an expert of provider compliance in the temporary market. He will be hosting our exclusive &lsquo;IR35: Preparing for Change&rsquo; seminar.&rdquo;</blockquote>
Together with Temple, who is CEO of PRISM and Managing Director of Professional Passport, we will explore the IR35 legislation, how it will impact the wider workforce and what you can do to protect your business at this free event. We&rsquo;ll also discuss the implications of the private sector rollout to look at how the legislation could impact the wider economy and change the labour landscape."
&nbsp;
&nbsp;

IR35 isn't a new legislation but with the way this is being policed changing. It is important that every private sector employer understands how to prepare for this shift to protect their business.

How will IR35 affect private sector employers

Employers and recruiters look at a CV for an average of 8 seconds, so yours must stand out to be noticed. Here we have put together a list of 11 easy to follow hints and tips to help you make the perfect first impression.
<h2>1. First things first: Get the basics right</h2>
When making a start on your CV, try not to overthink or overcomplicate the process. Begin with the beautiful basics; so that includes adding important information such as your name and contact details, so that they're easily accessible when someone's trying to contact you.
Include your first and last name, job title or profession if you&rsquo;re currently employed, email address, phone number (that you can be reached on easily), and your town &amp; country of residence. There's no need to include your full address, or a title that says "CV", "Curriculum Vitae" or "resume".
<h2>2. Make it personal</h2>
Add a short personal statement or a covering letter (sometimes these are requested separately as part of an application process) that explains why you're interested in the job, and what aspects of your personality and skillset you think would fit with the employer's culture.
It is so important to research the company you&rsquo;re applying to, and tailoring your CV to each application you send. There isn&rsquo;t a &lsquo;one size fits all&rsquo; approach &ndash; recruiters will see right through it.
Pick out requirements from the job advert that you're confident you can match and tailor your personal statement to compliment them. Recruiters and employers will appreciate the extra effort.
<h2>3. Employment history</h2>
Include details of current and previous employment, with the most recent at the top. Include the company name, your job title, the dates you were there, and a simple description of your responsibilities.
We suggest not going into too much detail here; save some insight back to discuss in more length during your interview, when you can really delve into your experience and what you can offer. But of course do make sure you mention things that are as relevant as possible to the job you're applying for.
<h2>4. Fill those gaps</h2>
If there are gaps in your employment history, don't hide them. You're better off including them and explaining them, rather than hiding them and having to lie on your CV. Try to think of things you did during that time, other than job-hunting. Did you learn a new skill or gain a qualification? Or perhaps you spent some time travelling, gaining new experiences or volunteering? I
t is likely that you weren&rsquo;t just lazing around during your time of unemployment, so don&rsquo;t let anyone assume that you were!
<h2>5. Skills and Qualifications</h2>
Write a skills section that is relevant to the role you're applying for. Remember that it may be worth making alterations to your CV for each application you send, to ensure that it perfectly matches the job description and the culture of the place you&rsquo;re applying at. Also, search the job title you're applying for online to see what skills are desirable, and if you've got any of those, add them in.
When it comes to your qualifications, what you include depends on what level you've reached. If you've got a bachelor's degree, a masters and a PhD, then you probably don't need to include your GCSE results. But if you've got A Levels or an apprenticeship, then including your GCSEs might still be relevant as supporting qualifications. It's a judgement call and if in doubt, more is more in these circumstances.
<h2>6. Tell the truth and back it up</h2>
This is pretty simple: don&rsquo;t lie on your CV. Even if you think you can get away with it, you don&rsquo;t want to take the chance. When you&rsquo;re asked about your CV in the interview and you&rsquo;re either trying to avoid certain points or, much worse, double down on a few fibs you&rsquo;ve told, the interviewer will see right through it.
And even if you don&rsquo;t get caught out, get through the interview and get the job, it&rsquo;s worth remembering that you&rsquo;ll likely trip up once you start your new role, which won&rsquo;t be a good look.
If you&rsquo;ve lied about a previous employer or gap in employment and your new boss finds out while you&rsquo;re still in your probationary period, the likelihood is you&rsquo;ll be out of the door.
It&rsquo;s all very well saying you increased sales in your last role, provided great customer service, or carried out a task successfully, but numbers will help back up your claims. You increased sales by 70%. You had 92% customer satisfaction. You carried out this task in one week rather than two. Back. It. Up.
<h2>7. Keep it short(ish)</h2>
It&rsquo;s best to keep your CV to two pages or under, but it&rsquo;s important not to just squeeze stuff in. If you&rsquo;ve got so many relevant skills, qualifications and previous jobs that you can&rsquo;t fit them all in, then go to three pages. On the other hand, overloading your CV with information can dilute the details and points you really want to get across. It&rsquo;s a tricky balancing act.
Relevant is the most important word here &ndash; be brutal and only keep things in that the employer will actually care about.
<h2>8. Check, check and check again</h2>
Employers and recruiters get so many CVs that any with errors will be likely be assigned to the &lsquo;no pile&rsquo; immediately, simply because it shows a lack of care and attention.
If you can&rsquo;t be bothered to spell-check your CV (even when the computer does it for you), then why should a recruiter be bothered to consider your application? It doesn&rsquo;t show a level of care and attention either, and these are vital traits for any employee.
Make sure you sense-check, too. Does your CV flow well and make sense? And, if you can, get someone else to check it, so that you can get an outside perspective.
<h2>9. Make it look good!</h2>
With so many CVs to read, employers and recruiters will want something that displays its information in an attractive, easy-to-read format.
So use a simple font, and include paragraphs, short sentences and bullet points, with plenty of white space around each text element to make it easy to read. Don&rsquo;t go OTT, though.
Microsoft Word gives you all sorts of options from WordArt and borders, to colourful text and ClipArt, but you want to keep it simple. Having one simple colour scheme throughout is fine, but no bright or clashing colours. Images aren&rsquo;t necessary and just take up space.
<h2>10. Keywords are key</h2>
Including the job titles you&rsquo;re interested in and buzzwords related to them makes your CV pop up when those words are searched for on search engines and job boards. If you&rsquo;re not sure what to include, search your job title on Google and see what related terms come up.
This might seem like a lot of things to think about, especially if you&rsquo;re changing your CV for each job you&rsquo;re applying for, but if you&rsquo;re serious about getting the perfect job for you, it&rsquo;ll be worth it. Plus, once you&rsquo;ve got a perfect format in terms of look and layout, you can just change the details when necessary and save the new version.
<h2>11. Keep it up to date</h2>
Every time you leave a job, achieve a new qualification or gain a skill, get it on your CV as soon as possible that when it comes to applying for jobs in the future, you're all set with the best possible version of your CV.
If you&rsquo;re looking for more help and advice about applying for jobs, you can contact us <a href="~/link.aspx?_id=41A0870BBA104687B23323B701F21120&amp;_z=z">here</a>.

Learn how to write a solid CV and nab that dream job...

How to write a solid CV

Interviews are daunting so we've put together some advice to help you prepare.

How to succeed at a job interview

Our top advice on how to write your resignation and navigating your notice period.

How to resign from a job in 2023

Whatever your reason for leaving, it&rsquo;s always important to resign in a calm, calculated and diplomatic manner regardless of how stressed or excited you are.
When looking for a new job, you may have noticed what a small world it is and how everyone seems to know each other. Don&rsquo;t use your resignation as a means to get even or vent your anger as you don&rsquo;t know who knows who and what implications this could have on your future career.
Here are a few tips on how to resign with your reputation and dignity intact.
<h3>Be clear about why you&rsquo;re leaving </h3>
It is hard to know how your employers will react and it could show you a different side to someone you may think you know very well.
Make sure you are clear about why you&rsquo;re leaving. If your employers are surprised, angry or emotional, calmly explain your reasons for leaving.
<h3>Be positive</h3>
When you resign, be positive and emphasize the things you have enjoyed whilst working for them. This could also help get a positive reference from them as well.
<h3>Be professional in your resignation letter</h3>
Make sure your letter is clear, grammatically correct, and includes the following:
<ul>
<li>Name</li>
<li>Date</li>
<li>The name of the person it&rsquo;s addressed to</li>
<li>When your notice is effective from</li>
<li>Highlight any other information you may want to raise such as holiday entitlement</li>
<li>Your signature&nbsp;</li>
</ul>
<h3>Be open and honest, not underhanded</h3>
You will achieve far more respect by telling your boss face-to-face of your intentions to leave rather than slyly dropping your notice into your boss&rsquo; office just before you head home.
<h3>Be diplomatic about your notice period</h3>
Your notice period and remaining holiday will need to be discussed. You may have an idea of what this should be, and that may differ from what your employer says.
Don&rsquo;t be pushed into anything you&rsquo;re unhappy with and check what HR says is correct. You don&rsquo;t want to leave on a sour note so make sure you are not being unreasonable with your requests.
<h3>Be prepared for a counter-offer</h3>
Is money the reason for you leaving? If your current employer were to match your offer, what would you do? What can the new job offer you that your current employers can't?
Also, think about what impact accepting a counter-offer will have. Your current employers may view you differently as a result of this process, and your relationship may change.

Read our guide to find out how best to resign with your reputation and dignity intact...

How to resign

There are probably many emotions you&rsquo;ll be going through as your prepare to start a new job. Excitement, anticipation and nervousness are all very common, but you should also feel a sense of pride. This is the culmination of a journey that has seen you put in a lot of hard work &ndash; from starting the job search to researching to interviewing and even navigating that tricky notice period at your old workplace.
One common theme during all of those stages would have been the preparation you put in beforehand. Very few things will have been done off the cuff. It makes sense to apply that same approach to your first week at work.
But how should you prepare and what exactly should you prepare for? Allow us to help, with a few top tips.
&nbsp;
<h3>Get as familiar as possible before Day one</h3>
You probably know a fair bit about the company from the job application process, but the days leading up to your start date should be seen in the same way as the days leading up to your interviews. Do your research by looking through their website, social media posts and staff handbook if you&rsquo;ve been provided with one. Also look again at the job description and any notes you took during the interviews, to prepare yourself for the actual duties you&rsquo;ll be doing. 
Finally, it&rsquo;s worth reaching out to your manager &ndash; firstly to just let them know how much you&rsquo;re looking forward to starting, but also to ask them if there&rsquo;s anything you need to know beforehand. Don&rsquo;t feel shy &ndash; even if you&rsquo;re unsure about the dress code, just ask and they should be happy to let you know. 
&nbsp;
<h3>Introduce yourself with authority</h3>
Your opening week is likely to be jam-packed with introductory meetings. These could be a mix of in-person and virtual, but in both scenarios, you should present yourself with a quiet authority. Nobody expects you to be an expert on the company, and if you&rsquo;re switching careers, then they&rsquo;ll recognise that this is an even bigger change. At the same time, they&rsquo;ll expect you to be confident in your abilities and what you&rsquo;ve been hired to do. Introduce yourself, your background and what you&rsquo;ll be doing. Practice this beforehand if possible. Don&rsquo;t be afraid to show some personality as well &ndash; colleagues will be keen to see how well you&rsquo;ll fit in.
&nbsp;
<h3>Be a sponge</h3>
Of course, it&rsquo;s not just about you. Use these introductory meetings to ask as many questions as possible. Show that you&rsquo;re curious and actively want to improve your knowledge. There are no silly questions, so don&rsquo;t be nervous about this. Before each meeting, jot down what you want to ask. This could revolve around how the person you&rsquo;re meeting will be working with you, or even more specific questions around ways of working. With the vast majority of colleagues, you will probably have a rough idea of what they do through their job title &ndash; so prepare questions that branch out from this. For example, if you&rsquo;re meeting with the Social Media Manager, you may want to ask questions such as: &ldquo;Do you use any specific scheduling software for your posts?&rdquo;
You&rsquo;ll probably undergo lots of different types of training &ndash; some will be on the job, whereas others may require you to do a course online. You&rsquo;ll also have to do a lot of reading, for example, induction guides, products brochures or recent press releases. Be a sponge and absorb everything. Take plenty of notes during each meeting and training session and review at the end of the day.
 
<h3>Get into good habits</h3>
A new job normally means a new routine, so try and establish one as quickly as possible. Try a few different routes to work during your first week and find one that works best. Don&rsquo;t just try and arrive on time either &ndash; be 10-15 minutes early each day. This shows how seriously you&rsquo;re taking this job. As time goes on, you may be able to relax a bit, but in that crucial opening week, you want to give the right perception.
Ideally, you will have been given a tour of the workplace, but if you haven&rsquo;t, feel free to ask someone for one. Familiarise yourself with key amenities such as restrooms and the staff kitchen or canteen. It&rsquo;s also worth checking out the local lunch spots.
&nbsp;
<h3>Crack the company culture</h3>
We mentioned the importance of showing your personality earlier. Aim to leave a positive and friendly impression on everybody you meet, whether you&rsquo;ll be working closely with them or not. Cultural fit is a huge factor nowadays, and while you may have an idea of company culture from your research and interview, nothing is as good as actually sampling it. 
Spend some time understanding the company dynamic. Normally, your email account will have been set up a while before you start, so any messages that go to your team, department or the whole office will be there. Take a look at these and see if you can get some clues about how the business operates. The faster you can work this out, the smoother the first few months will be.
Some companies will partner you up with a buddy or mentor, but if this isn&rsquo;t the case, try to use someone as a sounding board. They should be able to give you tips that will help you navigate the company. If you feel nervous about approaching someone you don&rsquo;t know that well, you can always use the person you sit next to or someone in your immediate team.
 
<h3>Nail down your targets&hellip;</h3>
Find out what your manager expects from you in your opening six months. Are there specific things you&rsquo;ll be working on, or judged by? Try to get these down in writing, so you know exactly where to concentrate the majority of your efforts. You can also use these as a guide to jotting down some internal goals for yourself. Try to make these realistic &ndash; remember you are new to the company &ndash; but if you feel like you can achieve something, then go for it.
&nbsp;
<h3 style="background: white;">...While taking an interest in the bigger picture</h3>
While your immediate concern will be around your day-to-day activities, you should also show how keen you are about the bigger picture things. What are the company&rsquo;s KPIs for the year? What products are on the roadmap for development? Ask these types of questions to your manager, or any relevant people. It shows that you have a thirst for knowledge and want to help the business achieve its goals, as opposed to just ticking along with your work.
 
<h3>Plan your time carefully</h3>
Along with meeting different people, there&rsquo;ll be lots of administrative things for you to sort out in your first week. For example, you could be creating accounts for software to use, setting up your profile on various internal systems and filling out different forms for HR. Try to set aside a dedicated slot each day for all of these tasks, to ensure nothing slips.
At the same time, ensure you manage your time in a way that allows you to relax properly at the end of each day. The first week can be a tiring experience &ndash; even if you&rsquo;ll be sitting at a desk most of the day, your brain will be working overtime as you try to take in all the new information. It&rsquo;s a good idea to not arrange any social events for that first week, so you can recharge your batteries after work. And at the end of your working week, treat yourself to an extra-long lie-in the following morning!
&nbsp;
Ultimately, the reason you&rsquo;ve got to this stage is that the company and your hiring manager liked you. If you keep that in mind at all times, it should help ease any nerves you have. In addition, by going the extra mile &ndash; in terms of your work and fitting into the company culture &ndash; you can ensure that the first week sets you up for success in the medium and long term.

Your first week at a new job can be daunting so we've put together some of our best advice.

How to manage your first week at a new job

April marks Stress Awareness Month and in the current climate, as we all adapt to significant changes in our working and personal lives, there's perhaps not better time to discuss this increasingly important topic.
Stress Awareness Month is an annual initiative that's been in place since 1992. It sees healthcare professionals join forces to increase understanding of this important subject.
Stress awareness is now a key focus for the majority of organisations across the globe, because the likelihood is that some element of pressure from time to time is inevitable within any role.
At Carbon60, we believe that the health and wellbeing of our contractors, candidates, customers and employees is paramount. So, whilst it would be impossible to eliminate all elements of pressure at work, we wanted to share our top tips on managing workplace stress.
<h3>The statistics</h3>
A 2019 <a href="https://www.hse.gov.uk/statistics/causdis/stress.pdf" target="_blank" rel="noopener noreferrer">report published by the Health and Safety Exective (HSE)</a> revealed that an estimated 12.8 million working days are lost each year in the UK due to work-related stress, depression or anxiety. It further showed that in 2018/2019 stress, depression and anxiety accounted for 44% of all work-related ill-health cases.
It also uncovered that employees working at larger organisations were more likely to experience stress and whilst females had a greater likelihood of encountering workplace stress, figures for men weren't that far behind.
It's clear that in today's fast-paced world of work, stress is a very real issue.
<h3>Stress in engineering</h3>
Whilst the HSE's report cited the highest volume of cases of stress within occupations such as public administration, sales and health &amp; social care, the figures spanned just about every industry. Technical and skilled trades were certainly not exempt and showed that significant numbers of professionals within these areas were also missing time from work due to stress.
Looking specifically at engineering, it's a career offering excellent prospects and is often described as one of the most exciting, innovative and rewarding jobs. But it's also sometimes one of the most challenging - and this is where stress can creep in.
Factors such as tight project deadlines and long working hours are frequent concerns for engineers, along with technical challenges and the need to regularly multitask. Long commutes can be an issue - engineers often have to travel to where their large-scale project is based. Lots of responsibility can occasionally feel overwhelming and the intellectual brainpower needed to be an engineer can sometimes lead to burnout.
<h3>Managing stress</h3>
Whilst it would be unrealistic to suggest that we can remove all elements of stress from your role, the good news is that there are lots of ways of managing your stress. Here are just a few:&nbsp;
1. Identify what's causing your stress
It may seem obvious, but the first step of managing your stress or anxiety is to understand where it's coming from. As we identified earlier, there are a number of reasons why engineers can feel workplace pressure, so take some time to think about what could be causing yours. Is it a lack of support? Is it unrealistic deadlines? Or are you experiencing burnout because of long hours?
There are no 'silly' reasons for feeling stressed, so understand the root of yours to ensure you can take the necessary steps to eliminate it.
2. Speak out
Many people, and particularly men, have historically felt some stigma attached to stress. But as the stats showed us earlier, workplace stress is extremely common and it's important that you talk openly about your feelings. Be open with your colleagues, management and/or HR department. Be armed with facts about what's causing you to feel stressed. Often being frank about things such as unrealistic deadlines or a lack of support, can lead to practical solutions being put in place that will improve the situation, whereas keeping problems bottled up will only heighten your stress levels.
3.&nbsp;Get organised
Engineering projects can be vast. Divide your tasks into smaller bite-sized steps, create a to-do list and tick things off once they're complete. Enormous assignments can come with a lot of responsibility and feel overwhelming, but by breaking them down into lots of smaller projects, you'll be less likely to miss something crucial. You'll also see progress being made and recognise your achievements every day.
4. Focus on your health
'Healthy body, healthy mind': it really is more than just a cliche. Whilst at work remember to drink plenty of water - good hydration is key for physical and mental health. And remember to take a lunch break, even on the busiest of days. A physical break away from your working environment means you're more likely to return to your tasks refreshed, relieving feelings of stress and improving productivity for the remainder of the day.
Outside of work, aim to exercise a few times a week. Not only is this great for your physical and mental wellbeing, it'll improve your sleep too. Health professionals recommend getting seven to eight hours' sleep each night. If you struggle with sleep, try going to bed an hour before you plan on actually sleeping, switch off all electronic devices and instead read a book or listen to some calming music to help you wind down.
5. Challenge negative thoughts
Well all get them. It's human nature. But trying to make a conscious effort to turn negative thoughts into positive, really does help with our mental health. Whatever the cause of your stress, take a deep breath and try to find some perspective. Take your role one day at a time, instead of looking too far ahead. Often, we unrealistically build things up to feel much worse in our own minds than they actually are in reality.
6. Create some 'you' time
We all get busy, inside and outside of work, but one of the best stress-busters is to simply set some time aside for you. Make sure you switch off from work once you get home. Don't be tempted to constantly check work emails or make unnecessary calls outside of hours. Try relaxation techniques such as mindfulness, meditation or yoga, but if they aren't for you just allow yourself some time out to listen to music, read a book or go for a run. It's amazing what a difference some 'you' time can make, even after the most hectic of days at work.
7. Remember why you love engineering
You chose your career for a reason, and whilst it can come with challenges, don't forget the positives. Engineering careers give people a sense of purpose and allow you to make a real difference in the world. Reminding yourself of that regularly will help when things get tough.
Why not take some time to re-energise and refocus by assessing your own stress levels? Remember, if you're feeling particularly stressed, to take advantage of the whole host of help that's now available. Carbon60 proudly supports the mental health charity Mind whose <a href="https://www.mind.org.uk/" target="_blank" rel="noopener noreferrer">website</a> is a fantastic source of information on this topic.
From online resources, to professional counselling services and simply chatting to a loved one, it's important to reach out to others. No-one needs to face stress alone.

April marks Stress Awareness Month 2020, and due to the current climate, there's no better time to discuss this increasingly important topic.

How to Manage Stress at Work

When you focus on improving yourself, you&rsquo;ll be ready to jump on any opportunity that comes your way. Becoming a more employable prospect brings a lot of benefits, and increases your sense of self-worth. You never know when you may need to find a new job or sell yourself to your current employer for a promotion. Here are some proactive ways you can make yourself more employable by taking action and learning some practical, effective skills.
<h2>Broaden your social network</h2>
LinkedIn is the world&rsquo;s largest professional network, and remains the best platform to promote yourself and advertise your skills as a professional. Potential employers and recruitment consultants regularly seek out candidates with evidenced experience that demonstrates they&rsquo;re worth investing in. Although social media has many productive advantages, it can also have consequences if not used carefully. Content can be found by your employer within minutes, and can potentially jeopardise potential professional opportunities.
<h2>Keep your CV updated</h2>
A good quality, updated CV will considerably boost your chances of securing an interview. It is vital to make sure your CV is formatted in a neat, organised, and consistent way, and has a list of your successful achievements and responsibilities to show why your set of skills make you the perfect candidate over your competition. On average an employer takes only 8 - 10 seconds to screen a CV before deciding on whether or not you are suitable for the interview. First impressions are crucial, and your CV provides you with the opportunity to make a great first professional impression.
<h2>Volunteer</h2>
There are a huge range of skills that can be developed by volunteering, which can help you stand out from the crowd. Volunteering for a worthy cause can help to develop your skills in team work problem solving, and leadership. Volunteering offers the chance to give back to your community, and with our passion and involvement, it can add depth to your CV and demonstrate your passion and commitment to personal development. Volunteering not only expands your network, it helps you build confidence, and gives you experience and can improve your career prospects.
<h2>Dress to impress</h2>
A recent study, conducted by the Wall Street Journal, pointed to the fact that wearing the appropriate clothes for your industry can affect the way people perceive you and even how you&rsquo;re able to think abstractly. It is vital to dress as you want to be seen: professional, successful, and the kind of person the company wants to represent it. There&rsquo;s a &lsquo;feel good&rsquo; factor associated with dressing well, too. Dressing professionally can make you feel better about yourself and can give you more confidence.
<h2>Push yourself out of your comfort zone</h2>
Our comfort zones provide safe mental places of familiarity and security. When we step outside of our comfort zones, we are open to the increased risk of stress and anxiety. Although this can be discomforting, it can also have positive results. Challenging yourself can push you to perform at your peak - as psychologists have demonstrated, we rise to the occasion when we find ourselves in these situations, as trying new things can make you more creative and you can be seen as suitably fit to employers.
<h2>Believe in yourself</h2>
The difference whether you succeed or not in your career comes down partly to believing in yourself. If you hardly believe you are capable of doing something, you will never give your full effort. A strong belief in yourself has many advantages including: recognition of your ability to accomplish goals, a feeling of being uplifted and more satisfied with life, treating yourself kindly and being more motivated. If you practice these strategies, you will discover the comfort of knowing you can do anything you choose to when you believe in yourself.
<h3>Learn a new skill</h3>
When you&rsquo;re looking for work, having extra skills can make all the difference. Improving your current skills is a beneficial way to use your time and increase your chances of finding employment. If you receive the right training it helps you build new skills, boots your confidence and will help you stand out from other candidates. Employers are usually impressed if an individual has taken the initiative to develop a new skill. It is important to push yourself out of your comfort zone and try new things to increase productivity and creativity.
 Having the confidence to seek out new opportunities and develop your professional skillset will make you more employable, and lead you towards what you want to achieve in your career. An investment in yourself is a worthy investment in your life, and in your future.

Proactive ways you can make yourself more employable, and lead you towards what you want to achieve in your career.

How To Make Yourself More Employable

If you&rsquo;ve ever come out of an interview secretly hoping you don&rsquo;t get the job, the location might have been okay, the money might have been competitive, but something didn&rsquo;t feel quite right, then there&rsquo;s nothing wrong with that.&nbsp; After all, recruitment is a two-way process. Employees need to feel they&rsquo;re in the right place to develop and improve their skills just as employers are grateful to find the right new person for their organisation.&nbsp; So do your homework into whether you&rsquo;ll feel suited to working at the company. When you spend so much time there, it&rsquo;s important to feel comfortable.
<h3>Peruse their online presence</h3>
Don&rsquo;t just research the company&rsquo;s history or recent news. Look at their &lsquo;work for us&rsquo; page and social media channels to get an idea of the character and culture of the company. Social media will show how they want to project themselves to candidates. It will reveal the company&rsquo;s human side.
<h3>Have a look around</h3>
The interviewer might well offer to show you around after your meeting but feel free to ask them for a tour anyway. Seeing where you might be working will not only give you a picture of what it will be like to work there but the office layout, atmosphere and dress code will also reveal more about the culture.
<h3>Interview the interviewer</h3>
Ask the interviewers to describe the company culture and what they like about working there. Don&rsquo;t be afraid to ask how often the team socialise together. Find out what training&rsquo;s available and whether there&rsquo;s a potential path of progression within the role. It&rsquo;s also important to find out what the company&rsquo;s plans are and more specifically, whether the team is growing. If you&rsquo;re coming into a team that is expanding all the time, the signs are pretty good. If you&rsquo;re likely to be working on your own with little likelihood of any help being brought in any time soon, maybe the job isn&rsquo;t for you.
<h3>Look at the benefits</h3>
The benefits on offer at a company (you can find these out on the website or in the interview) can really give you an idea of what it will be like to work there. Although flexible working is now relatively commonplace, some companies offer more flexibility than others. Working from home or dress-down days &ndash; as well as unexpected or uncommon benefits &ndash; might be indicative of a modern and relaxed working culture.
<h3>Speak to past employees</h3>
Ask around your contacts to see if you know anyone who&rsquo;s worked for the company. Past employees can often give quite a candid insight into the internal workings of a company. If anything concerns you, be sure to ask the right questions in the interview to make sure any problems have been addressed.
<h3>Speak to a recruitment consultant</h3>
Recruitment consultants will have a very good idea of what it&rsquo;s like at a company. Although you might expect them to gloss over any negatives of working there, it&rsquo;s important for their relationships and reputation in the market that they&rsquo;re straight with you. And if they want to do business with the company again, they need to provide people who are suited to the role. If you&rsquo;d like to know more, or if you need any support finding your next job, please&nbsp;<a href="https://www.carbon60global.com/contact-us">Contact Us</a>

Recruitment is a two-way process and employees need to feel they’re in the right place to develop and improve their skills just as employers are grateful to find the right person for their organisation...

How to make sure a job is right for you

We all know how frustrating job hunting can be. Sifting through countless ads to find a role you can do is difficult enough, but finding a role you actually want to do can sometimes feel like an impossible task.
Say you do manage to find your dream job but your CV does not quite match up to the employer&rsquo;s spec &ndash; is there any point in taking time out of your day to apply, or should you just forget about it and move on?
The good news is you don&rsquo;t have to let dream jobs pass just because your working history isn&rsquo;t identical to the wording on the advert. There are many ways to better your chances of getting to the next step in your career simply by making some changes to the way you apply.
<h3>Be positive but realistic</h3>
It&rsquo;s important to approach this type of situation with a can-do attitude. Successful job hunting always requires an element of confidence, but when you&rsquo;re going for a position you&rsquo;re not entirely qualified for you need to prove how the job is an inevitable step in your career &ndash; It&rsquo;s just a matter of finding the right opportunity. Explain how invested you are in achieving your goals with examples from your working history. That being said, you will also need to be realistic and honest about the shortfalls in your<a href="~/link.aspx?_id=84EBC59FA113435BACDDAA4624E6D78A&amp;_z=z"> CV</a>. You should openly acknowledge the fact that you&rsquo;re not the ideal candidate and there may be other people better suited to the role on paper, but you should follow this up with the reasons why you&rsquo;d be a sound investment in the long-term. If additional qualifications are required, show your willingness to learn. If experience is what&rsquo;s missing from your CV, show the research you&rsquo;ve done and how you cope with this in your day-to-day tasks. Perhaps you would even be willing to accept a smaller salary or reduced benefits package as a compromise.
<h3>Two words: &lsquo;transferrable skills&rsquo;</h3>
These are two important words to focus on if you want to increase your chances of getting a job that may be a little out of reach. Typically, during the j<a href="~/link.aspx?_id=84EBC59FA113435BACDDAA4624E6D78A&amp;_z=z">ob application process</a> you will equate any required qualifications and experiences in the job description with real-life examples from your career, but if you don&rsquo;t have any direct examples you can reinterpret your experiences as transferrable skills. Show your prospective employer what you can do and how this can be beneficial for the role. For example, if the role requires management experience but you don&rsquo;t have any, list the qualities of a good manager and give examples of times you have demonstrated these skills.
<h3>Show your passion</h3>
If this job really is your dream job, show it. Show how excited you are about the things you want to do. Show how everything you&rsquo;ve achieved so far in your career has led up to that role. Show that your Connecting talent, carbon60global.com improving business hobbies and interests complement this next stage in your life. Allow yourself to talk animatedly, for your prospective employer will want to see how invested you are and how hard you&rsquo;ll be willing work.
<h3>Research</h3>
Finally, find out everything you can about the role and the company you want to be part of. What you lack in experience should be made up for in personal drive, enthusiasm and self-sufficiency. These are the kind of traits that any hiring manager should want for their company, so help them to recognise your worth.
If you&rsquo;re looking for your dream role or the next step in your career, our consultants at Carbon60 want to help you find it! Simply contact us today to hear about the <a href="~/link.aspx?_id=9B8E55D4258B4013A2D3A119F57984B6&amp;_z=z">latest engineering roles.</a>&nbsp;
<a class="button-secondary" href="~/link.aspx?_id=41A0870BBA104687B23323B701F21120&amp;_z=z">Contact Us</a>

What to do if you find your dream job but you don't match the requirements on the job description.

How to land your dream job

Life doesn&rsquo;t get any less challenging, does it? For many, finding the balance between work, family, and everything else gets tricker, with so much to do and seemingly so little time to do it.
Finding that balance and making the most of your time is more of a skill than you may realise, however with the right approach to time management it is possible to find a way to do what you need &ndash; and, importantly, want &ndash; to do, whilst remaining relaxed, focused and able to thrive.
To help you on your way, here are a few easy-to-follow tips for managing your time better and more effectively.
<h2>1. Prioritise Your Time</h2>
With lots to do, and so little time to do it, it is vital you prioritise your time in accordance with what you need to get done and when by.
A great way to do this is to utilise the &lsquo;ABC Method&rsquo;, to prioritise your tasks and time in order of importance and what matters to you most on a particular day.
The &lsquo;A&rsquo; tasks are your most important, the ones that are &lsquo;must-do&rsquo; and should be focused on first; &lsquo;B&rsquo; tasks are secondary tasks, slightly less important and should only be turned to once &lsquo;A&rsquo; tasks are taken care of; and &lsquo;C&rsquo; tasks are those that are &lsquo;nice to do&rsquo; but can wait to be completed if time is better used elsewhere.
Seems simple, doesn&rsquo;t it? Sometimes a simple approach is best!
<h2>2. Be on Time!</h2>
Again, this may seem simple and obvious, but you can&rsquo;t expect to make the most of your time if you don&rsquo;t afford yourself all the time you have available to you.
Being on time, or early, if possible, to whatever you need to do, or wherever you need to be, puts you on the front foot from the off. This will not only give you more time to complete your tasks, but also help you feel more relaxed. What&rsquo;s more, it&rsquo;ll show those around you that you care and are reliable too.
<h2>3. Make Plans and Follow Them</h2>
Planning each and every day, where possible, and following the plans you make is one of the easiest &ndash; yet most powerful &ndash; time management tips you can follow.
Having structure to your day, and the tasks and goals you&rsquo;ve assigned yourself, allows you to not only control your schedule, but keep yourself on track too. Perhaps you&rsquo;ll find that you&rsquo;re better at doing certain things in the morning; so, it makes sense to try and fit them in before lunch. And then your afternoon is free to do other things on your list. Whatever works for you &ndash; it may take some trial and error.
Once you&rsquo;ve found your way to make plans that suit, always try your best to follow them. It&rsquo;ll soon become natural, helping you to manage your time overall in the process.
<h2>4.Utilise Time Management Tools</h2>
Long gone are the days of having to plan our time in a diary or notebook &ndash; though there is still plenty to be said about the benefits of writing things down!
With us all living in a digitally-dominated age, time management and planning has been made easy thanks to the variety of time management and productivity tools &ndash; from outlook calendars to handy mobile apps.
We recommend utilising task and time management tools to keep track of what needs doing and when, and to centralise the elements you need to complete your tasks effectively and efficiently. If and when possible, look to take advantage of automation tools too &ndash; if you can allow software to take care of certain tasks, you&rsquo;ll have a few less things to worry about and more time to focus on yourself and what&rsquo;s most important.
<h2>5. Say &lsquo;No&rsquo; Sometimes!</h2>
Naturally we don&rsquo;t like to disappoint people or feel like we&rsquo;re letting them down. As a result, we often feel like we should &ndash; or even must &ndash; say yes to anything and everything we&rsquo;re asked to do. But in the interest of managing your time most effectively, we&rsquo;re sorry but that simply isn&rsquo;t an option!
Sometimes you simply have to say &lsquo;no&rsquo;. And there is absolutely nothing wrong with doing so. It can be tricky at first, but mastering the art of politely saying no or turning something down allows you to take control of what you do and control how you use your time, focusing on what you know you need or want to do, not what others want you to.
<h2>6. Avoid Multitasking</h2>
Multitasking. It has long been discussed as a vital skill that everyone should look to master; the thought behind it being that if you can manage multiple tasks at once, you&rsquo;ll complete multiple tasks all at once.
Sadly, it&rsquo;s not that simple. Managing time effectively and multitasking don&rsquo;t actually go hand-in-hand too well. By definition, multitasking means that you&rsquo;re giving your attention to a number of things, and not just focusing on one task at a time and giving it the attention it deserves. This can of course lead to mistakes; mistakes that may require more time to correct.
Giving one task your full attention at a time is often a much better approach; not only in the interest of time management, but to also complete tasks on time, and to the best of your ability.
<h2>7. Be Kind to Yourself and Take a Break</h2>
Think working flat out is the best way to get things done and make the most of your time? Think again.
We all like to think that we are capable of anything, but burnout is a real thing and can have a big impact on you, how you manage your time and, most importantly, your mental and physical health.
An exhausted person isn&rsquo;t a productive person, and it important to give yourself a break. This could be as simple as getting away from your working environment for a little while and taking a short walk for some fresh air; or, even better, treating yourself to some time away if possible. It is a much better use of your time than burning yourself out.
<hr>
If you want to learn more tips and tricks on how to love what you do and excel in your career, check out our career advice blogs. You'll find helpful insights on topics such as job search, resume writing, interview skills, career development, and more. Whether you're looking for a new job, a career change, or a promotion, our blogs can help you achieve your goals and enjoy your work.<ins cite="mailto:Elle%20Bradbury" datetime="2024-06-12T10:43"></ins><ins cite="mailto:Elle%20Bradbury" datetime="2024-06-12T10:45"></ins>
<a href="https://www.carbon60global.com/blog/tag/career-advice"><ins cite="mailto:Elle%20Bradbury" datetime="2024-06-12T10:45">Career Advice</ins></a>

Effective time management can be the key to finding the perfect balance across all aspects of work, family, life and much more. With these handy tips, we’re here to help you make the most of your time.

How to Improve Time Management: 7 Top Tips

Your CV is a physical manifestation of your qualifications, lifelong experiences and career highlights. It is the very first impression companies will have of you if you decide to look for a new role, so it&rsquo;s important to ensure the document you create is a true reflection of your seniority.
Primarily, the emphasis of your CV should be on quality, not quantity. &nbsp;Although you will have picked up numerous skills over the years, it&rsquo;s vital to only show the most relevant information. That paper-round you had as a kid may have helped to mould you into the person you are today, but will your interviewer want to read about it?
Your CV should only be a maximum of two pages. When describing your working history, only detail your most recent and relevant roles. Older roles, even if they are within the same industry as the position you are applying for, should be summarised as succinctly as possible &ndash; one or two lines at most.
When creating a presentation your audience wants to hear cold, hard facts. Evidence. Quantifiable results. Think of your CV as a presentation about you and provide as much data as you can to demonstrate the impact you have had on the companies you have worked for. Think of it this way: would you rather hire someone who said they had boosted sales, or someone who said they had boosted sales by 85% in 6 months?
Ultimately a CV is an advertisement for your abilities to a company, so think of yourself as a brand. What are your unique qualities that make you better than the competition? What message are you trying to get across? Why would someone want to invest their money and time into you? If someone were to invest in you, what exactly would they get? Add as much personality with as little words as you can by using specific turns of phrase and having an ambitious, confident tone of voice.
Now that the fundamental information is on paper, it&rsquo;s time to think about your executive summary. This should only be about four or five bullet points, but they are your main selling points. Don&rsquo;t repeat what is already on your CV or use meaningless corporate buzzwords. Be concise, interesting and memorable.
Finally, it&rsquo;s time to make your CV look great. The layout is just as important as the content for functional as well as aesthetic purposes. Your interviewer may want to scan through it initially to see if you have specific qualifications that are relevant to the job before they have a proper read through, but if they aren&rsquo;t able to differentiate one section from another they may not bother trawling through the rest of it. Think about it from your audience&rsquo;s perspective: they will have seen many, many CVs in order to find the perfect candidate. Their ideal CV will be easy to read and striking. Use a minimalist, functional layout. There are plenty of templates on the internet that you can look through to get ideas from if you&rsquo;re unsure.
Now that your CV is a worthy reflection of your senior executive role, you&rsquo;re ready to apply for some exciting new opportunities. To find out the latest roles available at Carbon60, <a href="../../../../../../jobs">click here.</a>

Looking for the next step in your career? Make sure your CV says you're ready to up your game...

How to execute the perfect senior executive CV

As we pointed out in our previous blog, trust can take some time to develop, but in contrast, it can take just one small action to instantly break it.
Building trust in a working environment is an ongoing process - not an immediate fix - and can take a considerable amount of time and effort. But, it's an essential component of any strategy as with trust in place your people will be more engaged, happy and productive, and your customers more satisfied and loyal.
Trust is built through an individual's or organisation's actions, as opposed to words, so here we'll explore exactly how you can demonstrate on a daily basis that you and/or your business are trustworthy.
<h3>Trustworthy traits of great leaders and successful companies</h3>
Being a successful leader relies on gaining (and maintaining) the trust of your employees and colleagues. Similarly, having a successful business relies on achieving the trust of your customers.
Employees in particular are sometimes predisposed to distrusting, or at least being suspicious of management, so it should be the aim of every leader to firstly be aware of this and secondly, work to abolish any distrust that does exist.
But how do you do this? Well, it doesn't have to be complex.
Building trust between you and your staff, or indeed your business and your customer, is all about building strong relationships. It's about being a manager who's friendly, approachable, supportive and who genuinely cares about the wellbeing and development of their staff. When it comes to customers, the theory is similar, and relationship building based upon a genuine interest in your customers' own objectives and experience with you, is key. That's because a large part of being trusted relates to being liked.
Earlier, we talked about trust coming down to actions, not words, and this is especially true in the workplace. A good manager should always follow through on their promises, remembering to be open, honest and transparent wherever possible with employees. Meanwhile customers will expect the same level of openness and authenticity when it comes to using your services.
And lastly, confidence is key! You need both your employees and customers to feel confident in you as a manager, or in your offerings as a partner.
Below we share our practical tips for building relationships, demonstrating openness and authenticity, and instilling confidence, all fundamental traits for building and maintaining trust.
<h3>Steps to building workplace trust</h3>
1. Be human
Just because you're in a professional environment doesn't mean that you can't be friendly. Asking about people's days, what they did at the weekend or their lives outside of work will provide you with the basis for a strong, trusting relationship. It comes back to our point about being likeable - people trust people (or companies) that they like. Consider working on relationships, where possible, outside of your workplace. A simple meeting over coffee or lunch can make employees, colleagues and customers feel more comfortable and relaxed in your company, meaning the ability to build trust with them is much easier.
2.&nbsp; Empower people
Making people feel empowered will significantly help in your quest to build trust. This point possibly applies to your employees more, but there's no harm in looking further into how you could empower your customers too.
For staff, feeling empowered often means allowing and encouraging autonomy. Let people plan their own days, taking on responsibility for their own tasks. You can support by laying out achievable objectives, development plans and career paths. Once people know that you're supportive of them, and that you trust them to complete their work autonomously, the feeling of trust is reciprocated, and employees are much more loyal.
3. Reward/celebrate success
Linked closely to our previous point, it's important for managers to instil trust through recognising and rewarding success. This doesn't always have to be in the form of costly employee bonuses but can be achieved through smaller weekly incentives/competitions, or by simply buying in lunch occasionally!
The same should be remembered for customers. If things are going well, whilst you'll want to avoid situations that could be construed as bribery, remembering to recognise joint successes or milestones in your working relationship are fundamental in building a trusting and lasting relationship.
4. Communicate openly
Open and transparent communications are a must when it comes to creating trust between two parties. There's no right or wrong way to communicate with your employees and customers but choose a strategy that fits your business and culture and however you decide to best communicate, do so consistently.
Silence from management or a partner causes concerns and suspicion - people wonder what you're hiding from them and start to fill in the gaps themselves. Ensure that you, as a line manager, are regularly communicating with your people, but also work with those at the top to make sure that larger announcements or updates are communicated directly by them.
Communicate with your people and customers regularly to enforce a feeling of openness and transparency. Always follow through on your promises. And probably most importantly, make sure you communicate even bad news. People need to understand that you'll tell them everything - warts and all - to fully trust in you/your organisation.
5. Take time to listen
Communication works both ways - don't get hung up on strategising how you will share your news/updates only. Make sure you're allowing your employees and customers to have a voice too and provide a comfortable, safe forum in which they can voice their opinions and/or concerns. This is crucial step in building trust in any situation.&nbsp;
6. Know where you're going
Do you have a clear vision, mission and values in place? If not, working to define them is central. It's difficult to instil trust in companies where a shared vision/goal doesn't exist.
Through outlining a collective vision, mission and values, employees will feel confident about where they and the organisation is headed, and trust that those in charge are able to lead them there.
For customers, it's no different. And if your values, vision and mission happen to be similar, or align with their own, trust between you is only strengthened even further.
7. Ensure trust is company-wide
Although this point can be slightly harder to enforce, it's helpful to understand that for an organisation to be truly successful, trust must be company-wise. Work with your Board and colleagues to make sure that activities and behaviours that instil trust are happening across all departments and within all teams. Whilst it's great if you've been able to build trust within your own team, it's fruitless if that trust ends with your own direct reports, or with just one client. Work, therefore, with your HR, training and culture teams to ensure that your ultimate goal is a consistent approach to gaining trust across your entire organisation.
<h3>A note on rebuilding trust</h3>
As we've identified, building trust is not always easy. Many of us will know from personal relationship that trust's often hard to gain and the same applies to professional relationships too.
Trust can be broken in an instant, typically when promises aren't followed through with action, or breakdowns in communication occur. It can take a lot of time and effort to regain broken trust, so our recommendation is always to ensure that you do all you can to maintain trust.
But mistakes do happen and if you find yourself in a situation where you're having to rebuild trust, start by admitting your mistake and explain clearly how you intend to rectify it. Be accountable and take responsibility. You'll gain more respect (and in turn, more trust) through doing so. Follow this up by revisiting and actioning the points above and in time people's trust in you should be restored.

Trust can take some time to develop, but in contrast it can take just one small action to instantly break it.

How to Build & Regain Trust at Work

It&rsquo;s the question every jobseeker dreads when heading into that all-important job interview &ndash; &ldquo;So, tell me a little bit about yourself?&rdquo; A question so common nowadays that it is often neglected during our interview prep yet is arguably the most important question which will set the tone for the remainder of the interview. The answer you give will ultimately decide whether or not the company chooses to hire you, so just remember the two simple rules: don&rsquo;t tell your life story and only tell pertinent info.&nbsp; Follow our guide below on what to discuss to make sure you blow them away and increase your chances of landing the job:
&nbsp;
<h2>1) Professional achievements</h2>
Don&rsquo;t recite your CV, waffle regarding your experience or mention achievements unrelated to the position. Instead, plan out at least three professional achievements before the interview that relate to the position and practice, practice, practice! Successful projects you have managed within your current position, honours or awards you have received at work and/or exceeding your sales targets are all great starting points.&nbsp; 
<h2>2) Skills &amp; qualifications&nbsp;</h2>
Refrain from lying or mentioning irrelevant skills and qualifications you possess but instead try to focus on those which are relevant to the position you are applying for. Focus on at least 2-4 skills, i.e. computer software packages, possessing a CSCS card, or great leadership skills and explain how you obtained these and how they are transferable. 
<h2>3) Professional goals</h2>
Although this may feel like a pretty informal question, hold off from telling the interviewer your life goals, i.e. raising kids, competing in the world&rsquo;s strongest man competition. Try mentioning goals that the company can help you achieve and demonstrate that you want to build a stable and prosperous career. Never give off the impression you have no long-term goals or mention ones unachievable in their company. Demonstrate forward thinking.&nbsp;
&nbsp;
<h2>4) Reasons for your interest in their company</h2>
Make sure you mention what you love about the company, its values, how you feel they can help you achieve your career goals and indicate you can see a long, healthy career with them. Mentioning that it is only a five minute commute from your new pad or that you're only interested in the pay packet is a big no-no! Following these simple Do&rsquo;s and Don&rsquo;ts will ensure your interview gets off to a flying start and hopefully help you bag the job. If you&rsquo;d like to know more, or if you need any support finding your next job, please&nbsp;<a href="https://www.carbon60global.com/contact-us">Contact Us</a>

Follow our guide on what to discuss to make sure you blow them away and increase your chances of landing the job...

How to answer Tell Me About Yourself in an interview

As the world works towards creating a safer, more efficient, and less damaging future for the planet, wind power has become one of the fastest growing and most important renewable energy sectors.&nbsp;
Offshore wind in particular is, <a href="https://www.ukri.org/news-and-events/responding-to-climate-change/topical-stories/harnessing-offshore-wind/#:~:text=The%20UK%20is%20presently%20the,powering%20over%207.5%20million%20homes.">driven by Government objectives to ensure every home across the nation is powered by wind energy by 2030</a>, at the forefront of the UK&rsquo;s renewable energy goals. In fact, the UK already is the global leader in offshore wind energy, with more capacity installed than any other country, and plans for continued development and growth across the sector. 
And as the offshore wind sector grows, so will the demand for talented individuals who can design, build, and maintain the offshore wind farms needed to achieve UK and global environmental goals, leading to exciting offshore wind career opportunities. 
Read on to find out more about the types of roles available in offshore wind, a few reasons why you might want to consider a career in offshore wind, and &ndash; if you do &ndash; some tips on how to get started. 
<h2 class="MsoNormal">Examples of Offshore Wind jobs </h2>
Designing, building, maintaining, and operating a single offshore wind farm, its parts, and systems &ndash; never mind the number of farms planned to be created in UK waters and worldwide &ndash; requires a large scale, long-lifespan project driven by a large scale, widely-skilled workforce. Which is why, perhaps, it is no surprise that <a href="https://spectra.mhi.com/why-offshore-wind-creates-so-many-jobs">half of the wind energy jobs in the UK are for offshore wind</a>. 
On a wider scale, the <a href="https://www.utilities-me.com/power/15816-gwec-offshore-wind-will-surge-to-over-234-gw-by-2030-led-by-asia-pacific">Global Wind Energy Council predicts that at least 900,000 jobs will be created within the industry worldwide</a> in the coming years, including short and long-term specialist roles such as:
<ul>
<li class="MsoNormal">Site Managers and Supervisors</li>
<li class="MsoNormal">Project Engineers</li>
<li class="MsoNormal">Quality Control and Assurance Specialists</li>
<li class="MsoNormal">Electrical Technicians</li>
<li class="MsoNormal">Oceanographers</li>
<li class="MsoNormal">Geophysicists</li>
<li class="MsoNormal">Technical Trainers</li>
</ul>
<h2 class="MsoNormal">Why consider a career in Offshore Wind?&nbsp;</h2>
There are many reasons why you &ndash; whether you&rsquo;re looking to start an engineering career or simply change industry &ndash; might want to consider offshore wind as the industry for you.
Here are just a few of those reasons, to help you be sure of offshore: 
<ul>
<li class="MsoNormal">Renewable energy, especially offshore wind, is experiencing continued, rapid, and large-scale growth, as the world moves towards a more sustainable, safer future for the planet. This creates a greater demand for talent, more role availability, and a high level of job security. </li>
<li class="MsoNormal">Many roles are high-skill, high-responsibility and often offer high salaries and excellent benefits to ensure the very best, most talented people are attracted to the offshore sector. </li>
<li class="MsoNormal">There are offshore wind farms being built and operated around the world. So, if it is a dream of yours to travel and work somewhere beyond British borders and waters, you&rsquo;ll likely find an opportunity elsewhere that suits. </li>
<li class="MsoNormal">You&rsquo;ll be working in a role and industry that&rsquo;s making a wide-reaching impact on the planet and everyone &ndash; and everything &ndash; living on it, promoting a sense of pride and satisfaction that you&rsquo;re doing something that&rsquo;s making a difference to current and future generations. </li>
<li class="MsoNormal">You may already have skills, experience and expertise that can easily <a href="https://www.carbon60global.com/blog/transferable-skills-for-a-career-in-renewable-energy">be transferred into a career in renewable energy and offshore wind</a>, putting you in high demand and in a great position to negotiate with potential employers.</li>
</ul>
<h2 class="MsoNormal">How to begin your Offshore Wind career</h2>
As we&rsquo;ve explored, there are plenty of job and career opportunities in offshore wind, demand for talent is high and the benefits of working in the industry can be very appealing. 
However, it is still important to make sure you&rsquo;re ready to take the step into an offshore wind career, to ensure you find and get the role that&rsquo;s right for you. 
So, to help you prepare, we have pulled together a few tips to help you begin your career in offshore wind: 
<h3 class="MsoNormal">Identify the specific area of offshore wind you want to work in </h3>
Do you want to work in offshore wind farm design or installation? Or perhaps do you feel you&rsquo;d be better suited to operations or maintenance? What specific area or role would be suited to your skill set, experience and the direction you wish to take your career? 
These are just a few of the factors you need to consider before you start looking and applying for offshore wind jobs. It may even come down to what specific company you feel would be perfect for you. 
<h3 class="MsoNormal">Consider upgrading your skill set, qualifications and certifications</h3>
There may potentially be plenty of jobs available in offshore wind, but it is still a very competitive market, with a likely a high number of applicants looking for a career in the industry too. Plus, companies and employers will always be looking for that perfect candidate. 
Therefore, it pays to upgrade skills, get the proper certifications, and build relevant experience to get a foot in the door at offshore wind&rsquo;s top companies &ndash; even if you&rsquo;ve existing, transferrable skills and expertise. 
<h3 class="MsoNormal">Think about your availability now and in the future</h3>
Many roles on offshore wind farms are based on specific working schedules. For example, some roles are rolling, shift-based positions &ndash; i.e a worker will be expected to work two weeks on site, then have two weeks off and so on. Additionally, some roles may only be temporary, or require relocation altogether. 
When thinking about a career in offshore wind, it is important to consider whether the working patterns and potential unpredictability suit your lifestyle and availability, both now and into the future. If so, and it does for many people, it&rsquo;ll give you a greater chance of being successful in any applications. 
<h3 class="MsoNormal">Be &lsquo;application and interview ready&rsquo; </h3>
It may sound obvious, and it really should go without saying, but when looking to secure yourself a role in offshore wind &ndash; as with any job or career search &ndash; it is vital to ensure that you are ready to represent yourself, your skills and what you bring to the table in the very best way possible. 
This involves doing your research on the industry, the roles and companies within it; carefully reading through the specs and requirements of any roles you apply for, to make sure you have any required qualifications and certifications; looking into current projects going on within offshore wind and specific projects the company you&rsquo;re applying at are involved in; and, of course, <a href="https://www.carbon60global.com/blog/top-cv-writing-tips-for-a-job-in-renewable-energy">ensuring that your CV is up-to-date and up-to-scratch</a> and <a href="https://www.carbon60global.com/blog/top-tips-for-your-renewable-energy-job-interview">preparing yourself to nail any interviews you&rsquo;re invited to attend</a>.

As Offshore Wind experiences continued, rapid and large-scale growth, the sector is presenting exciting career opportunities aplenty. If you're looking to take such an opportunity, be sure to take a look at our handy guide to starting a career in offshore wind.

How to: A guide to starting your career in Offshore Wind

Company culture defines an organisation. It helps to shape values, behaviour and the overall working environment, while it can also affect how employees interact, make decisions, and achieve their targets. Below we take a look at the foundations of workplace culture, and why they are so important.
<h2>Workplace culture is built on several foundations</h2>
A vital element is behaviour, This defines how employees in the workplace interact with each other, clients and stakeholders, and includes work ethics, communication styles and building relationships with various colleagues and clients.
Another aspect is leadership. Those in managerial positions play a critical role in setting the tone for workplace cultures, with their actions and decisions and how they interact with colleagues. Their managerial style also plays a part in how the company is viewed internally, as well as externally..
Values and beliefs act as guiding principles which many companies iterate throughout your employment period. These values and beliefs are in place to ensure all employees have the same drive and ethics in the working environment.
Traditions and incentives can also have an important role in creating a workplace culture that helps keep employees motivated. The traditions can consist of monthly or weekly team calls/updates to keep everyone in the loop of what is happening around the business and having targets to achieve which can lead to incentives or awards.
<h2>So why do the elements above matter?</h2>
Clear communication and promoting a company&rsquo;s values and mission allows employees to understand what is expected from them and keep them on track of the main overall goal. This is where leadership plays a vital role as they actively promote the desired culture.
Having traditions and incentives not only keeps employees motivated too, but it keeps them involved and continuously helps to evolve the workplace culture. Certain traditions can help staff feel valued and shows recognition for their hard work.
Providing training and development opportunities that align with the culture fit helps employees to grow and excel in their positions.
<h2>Workplace culture conclusion</h2>
Workplace culture plays a vital role in shaping a company&rsquo;s future and the employees involvement in helping grow the company. It influences everything from employee satisfaction to business success. Businesses that invest and take time in creating a positive and inclusive culture are better set to thrive.&nbsp; Remember, culture isn&rsquo;t just a term used to define a business, it&rsquo;s the soul of the company and what sets you out from the rest in the marketplace.

Company culture defines an organisation. It helps to shape values, behaviour and the overall working environment, while it can also affect how employees interact, make decisions, and achieve their targets.   Below we take a look at the foundations of workplace culture, and why they are so important.

How Does Culture Play a Role in the Workplace

<h3 style="color: #000000;"><span data-sheets-root="1" data-sheets-value="{&quot;1&quot;:2,&quot;2&quot;:&quot;Is there an AI that helps in interviews?&quot;}" data-sheets-userformat="{&quot;2&quot;:14849,&quot;3&quot;:{&quot;1&quot;:0},&quot;12&quot;:0,&quot;14&quot;:{&quot;1&quot;:2,&quot;2&quot;:2105636},&quot;15&quot;:&quot;\&quot;Google Sans\&quot;, arial, sans-serif&quot;,&quot;16&quot;:12}">Is there an AI that helps in interviews?</h3>
Preparing for interviews can be a daunting experience. It requires thorough research, preparation, and the ability to present yourself confidently whether that be through a screen or in person. In today&rsquo;s digital focussed world, the development of technology has opened up new ways to help prepare for interviews effectively. One powerful tool which has made its way round social media is ChatGPT, an advanced language tool which has many uses and, in this case, can aid in your interview preparation process, provide insights and help you secure your dream job.
<h3 style="color: #000000;">Practise interview questions:</h3>
The tool can simulate real interview questions by generating questions based on your field, experience level and specific job role. ChatGPT can also provide you with more tailored questions related to the job description given by selecting out key phrases and terms. Engaging in dialogue with the model allows you to practise formulating impactful and concise responses which will further gain your confidence in answering specific interview questions.
<h3 style="color: #000000;">Feedback and review:</h3>
ChatGPT and its interactive nature allows you to formulate an interview style dialogue where you are able to gain valuable feedback and advice on how to improve your responses or make them clearer. The model which is continuously being improved and updated, can also evaluate your answers on criteria such as clarity, structure, relevance and provide constructive criticism. This helps you to be able to select your strengths and weaknesses, enabling you to focus on improvement areas.
Another feature ChatGPT can be very useful for is helping you to model your answers and structure them in a professional manner.
The tool allows you to simply copy and paste the job description to provide potential interview questions for the specific job role which will then be listed. Incorporating this AI tool into your interview preparation can be a game changer and level up your skills especially as many interviews are now made virtually. By utilising this platform to learn, refine and practice, it will allow you to boost your confidence and enhance your confidence, and become a strong candidate for the role.

A highly proficient AI tool, ChatGPT, can be very impactful in the use of Interview preparation.

How AI can help you prepare for your interview

Through our research&nbsp;into global aviation salaries, in association with <a href="http://www.aviationjobsearch.com/uk" target="_blank" rel="noopener noreferrer">Aviation Job Search</a>, we found that there is an extremely strong link between age and wage &ndash; the more experience gained in the aviation industry, the greater the salary offering. There is also an apparent link between age, salary and geographical location.
Aviation professionals aged under 25 years old are getting paid, on average, 90% more in the UK than they would do if they were performing the same roles in Central or South America. However, the UK aviation industry offers salaries below the global average for people aged 20 &ndash; 54 years old. But aviation professionals aged 55 years old and above receive above average salaries in the UK.&nbsp;
Aviation professionals aged over 65 years old will find the best salaries in Europe, receiving an average of &pound;71,269. Europe is the also the place to be for those with less than one year&rsquo;s aviation industry experience; they can earn an average of &pound;45,000, compared to people with the same amount of experience in the Middle East, who will only receive average salaries of &pound;14,040.
Compared to Europe, Asia offers the lowest salaries to aviation professionals aged over 65, with the average salary standing at just &pound;35,000. The variations in global salaries shows why relocation is a genuine consideration amongst 95% of respondents across all age groups, as better salaries may await across geographical borders.&nbsp;
66% of respondents would be happy to move abroad for their next role, where they can seek better wages for their experience and age brackets. Only 5% of respondents claimed they would not consider a geographical career move, but the majority of this group are willing to move within 50 miles of their current locations.
Our research findings indicate the immense level of commitment and dedication amongst aviation professionals, whilst showcasing the mobile nature of the global aviation industry.&nbsp;

In association with AviationJobSearch.com

Global Aviation Salary Survey 2018

Skills shortages and the competition for talent are just some of the key challenges that the construction and engineering industries across the UK face this year. Major demands from significant infrastructure projects across the country make the war for talent especially lively across the construction and engineering recruitment team at Carbon60.&nbsp; Our construction and engineering area managers, and our specialist market analyst each share their industry expertise and insights on what the year ahead holds for construction and engineering businesses, and the industries at large. To effectively address and overcome industry challenges in the year ahead, the Carbon60 construction and engineering experts will continue to support our customers closely as the market evolves, while providing our candidates and contractors with the best service across the UK.
&nbsp;
<ul>
<li>Adam Knight,&nbsp;Market Analyst&nbsp;</li>
</ul>
As of April this year, companies in the UK with more than 250 staff will be required to report average gender pay gaps, providing greater transparency across many industries, including construction and engineering. The latest official figures from the ONS show that the median hourly pay for women is 18.4% lower than men.&nbsp; We are looking positively forward from the current construction and engineering industry climate. Due to the strong pipeline of construction work in the UK and a skills shortage within the industry, I&rsquo;m confident that construction and engineering professionals will be able to find new roles. Our REC accreditation, in-line with our dedication to provide candidates with the best service, offers confidence and trust in our ability to place professionals quickly into the best new roles.&nbsp;
&nbsp;
<ul>
<li>Ian Howarth, Area Manager (Scotland)&nbsp;</li>
</ul>
Trade shortages are by far the single biggest issue that we&rsquo;ll be assisting construction and engineering businesses with in Scotland this year. On top of these shortages, the civils market within construction and engineering is in decline in Scotland, and as a business we don&rsquo;t expect to see an uplift until the second half of this year. Babcock&rsquo;s contract at Rosyth Shipyard has now finished, which has left around 500 people out of work. Many of these professionals have been at the site for over two years and are moving on with limited qualifications. As a recruitment business, we are seeing companies like O&amp;G opening up job vacancies as their professionals retrain and move into new disciplines. These people are creating new gaps in the UK construction and engineering market.&nbsp;
&nbsp;
<ul>
<li>Andy Greig, Area Manager (North West)&nbsp;</li>
</ul>
Competition for talent will be a continuing theme for the construction and engineering worlds in 2018. There will be major challenges posed by increasing demand from planned and ongoing infrastructure projects in the UK and the reducing pool of competent, qualified blue and white collar workers.&nbsp;
Candidate engagement, relationship management and nurturing talent are key for us in addressing commitment and encouraging attendance rates to interviews amongst candidates. White collar candidates have seen a significant rise in salaries, and their expectations have naturally risen with them. As a result of increasing salaries, our clients are finding that personnel costs are now significantly higher.
&nbsp;
<ul>
<li>Dan Smith, Area Manager (South)&nbsp;</li>
</ul>
Modern slavery continues to be an issue within the construction and engineering industries in the UK. As a compliant business, we protect candidate welfare by examining third party supply chains to ensure transparent payment options are offered to all candidates.&nbsp; The skills shortage in the engineering and construction markets will also prove problematic for employers across the UK. To address this skills shortage, businesses could benefit from investments in the Apprenticeships Levy. The time pressures of construction, infrastructure and engineering projects is one hurdle to hiring young talent. As construction and engineering recruitment specialists, my team will be looking at ways that they can encourage clients to hire apprentices and offer young professionals new opportunities.
&nbsp;
<ul>
<li>Alex Downard, Operations Director (Construction and Engineering)&nbsp;</li>
</ul>
The uptake of investment in the apprenticeship levy amongst construction and engineering organisations may improve as the rules around it are opened up more.&nbsp; 2018 will be a challenging year as political instability continues to affect construction confidence across the UK, with all the major bodies forecasting stability or stagnation rather than significant growth. In line with geopolitical events, unemployment is likely to continue to fall, coupled with a drop in migrant labour from Europe due to Brexit instability. Temp rates may therefore rise as supply potentially gets tighter. Despite general industry stagnation, there is predicted growth in the infrastructure and commercial structure across the North West and North East of the UK. It&rsquo;s anticipated that the TransPennine Express project will offset the decline in the industrial and medical sectors of construction and engineering. Key projects, such as Hinckley Point, HS2, and the new Heathrow Airport runway, will be vital in ensuring the market reaches even the small growth levels forecast.
&nbsp;
<ul>
<li>James Spurling,&nbsp;Area Manager (South Coast)&nbsp;</li>
</ul>
There&rsquo;s an ongoing need for the recruitment industry to evolve alongside advancing automation technology. The increase in automated platforms across recruitment, particularly in-line with our engineering and technology specialty areas, is a key consideration for us this year. There&rsquo;s a possibility that government sector contractors will move into the private sector due to the IR35. The legislation, aimed at combating tax avoidance, was introduced in 2000. Finally, with major infrastructure projects due this year &ndash; including HS2, Hinckley Point, and the new runway at Heathrow &ndash; we as a business are addressing how these major types of construction and engineering projects in the UK will affect our ability to supply effectively.
&nbsp;
<ul>
<li>Huw Williams, Regional Manager (Wales)</li>
</ul>
There&rsquo;s an impressive pipeline of major construction and engineering projects in the UK this year, including Swansea&rsquo;s tidal lagoon (2,000 jobs for just one of the four planned projects), the Swansea city centre development (estimated to be worth over &pound;1.2 billion), Newport M4 relief road (&pound;136 million), both South Wales University developments, and the Hinckley Point C project (which will create over 20,000 jobs). Due to a skills shortage in the country at the moment, there are expected to be major challenges around sourcing and retaining skilled construction and engineering workers.&nbsp; To address this skills shortage, our focus as a specialist recruitment company must remain on the candidate attraction process, and the overall candidate experience. We have seen unparalleled levels of loyalty from agency operatives who have worked with us for many years through 2017. We continue to invest in individuals through training to widen the scope of opportunities in our specialist construction and engineering fields. This year, it&rsquo;s our aim to continue to add client and candidate value, and retain relationships with clients who are likeminded. We strive to foster and develop relationships based on our commitment to quality, compliance, and working in close partnership with customers.&nbsp; We&rsquo;ve made huge inroads into the facilities management market, which is a market that is set to continue growing throughout 2018. This has been helped by the relationships we&rsquo;ve built across Impellam Group. We expect our white collar and permanent engineering disciplines to see further growth. Talk of the end of careers as we know them may be exaggerated, but it&rsquo;s essential we recognise that expectations of working patterns are changing. Those who operate within the gig economy enjoy the flexibility and attractive remuneration, and we are increasingly seeing the effects on the white collar construction and facilities management sectors. While business results and cultural behaviours are key, the days of working in the office 7-7 are being challenged across our partners&rsquo; businesses, and within our own. Greater working flexibility, and in some cases remote working, presents different landscapes that we must endeavour to embrace. To find out more about the big issues facing construction and engineering industries in 2018 and beyond, or to talk to us about your recruitment needs, <a href="https://www.carbon60global.com/contact-us">please contact us.</a>
&nbsp;

Carbon60's construction and engineering experts share their insights and forecast what the industry has in store for 2018.

Construction and Engineering - What To Expect in 2018

As we continue to navigate the effects of the UK coronavirus outbreak, there's perhaps no better time to recognise the efforts of our British Armed Forces. Along with thousands of other key workers across our country, our military specialists have offered invaluable support to help in the midst of a crisis.
These unsung heroes have contributed in countless ways; from setting up our Nightingale hospitals, testing centres and delivering PPE, to supporting ambulance services and distributing food parcels to the most vulnerable in our society. Around twenty thousand members of our regular and reservist forces from across the army, navy and air force, have played (and continue to play) a crucial role in assisting the UK through the COVID-19 pandemic, undoubtedly one of the largest challenges our country has ever faced.
Armed Forces Day is an annual event held each June to recognise and celebrate our military and its personnel. This year, Armed Forces Day is due to be held on Saturday 27th June and whilst celebrations may be a different to usual - the official event planned to be hosted this year by Scarborough Borough Council has had to be cancelled because of coronavirus - there are still plenty of ways to show your support to the selfless men and women who dedicate their lives to serving our country.
<h3>Carbon60's commitment to our Armed Forces</h3>
Carbon60 has always been avid supporters of our military service men and women. Over the years we've employed and championed a number of our employees who have had military involvement, whether that be as veterans, reservists, spouses of serving members, or adult cadet volunteers.
We're proud to have worked our way through the ranks (pardon the pun!) of the MOD's Employer Recognition Scheme (ERS), having achieved firstly bronze, then silver and most recently gold in acknowledgement of our support for employees with military engagement.
To achieve this prestigious award Carbon60 was able to consistently demonstrate commitment, support and the fair treatment of our employees with links to the Armed Forces. We have programmes in place to help ex-military personnel into new engineering roles and careers, actively promoting opportunities that would be suitable for those with service backgrounds. We also have mentoring programmes for the spouses and families of those currently serving with the army, navy, or air force, designed to help them navigate the challenges associated with military life, such as remote postings and childcare issues.
And above all, we really take the time to appreciate and celebrate our employees with military involvement. These are individuals who not only demonstrate real dedication, commitment and 'get up and go', but who are also often able to bring with them a wealth of military experiences, skills and knowledge that then strengthens our own engineering and recruitment business too.&nbsp;
<h3>How to show your support</h3>
As previously mentioned, the UK's official Armed Forces Day will look a little different this year but there are still plenty of ways for you to get involved.
The celebrations will begin with the raising of the Armed Forces Day flag on Monday 22nd June. The flag will be hoisted onto buildings and famous landmarks across the UK, so look out for any flags that may be flying near you.
Because people will be unable to congregate to celebrate this year, the official <a href="https://www.armedforcesday.org.uk/">Armed Forces Day website</a>&nbsp;has an entire section dedicated to getting people involved remotely. There are downloadable banners, flags and logos that you can use either in your workplace or at home to join in with the celebrations.&nbsp;
You can also get involved on social media through posting your own messages of thanks to our military personnel, or by sharing photos and/or videos of yourself, your teams or your family saluting them.
Whatever you're doing this month, we hope you'll take some time out to join us in supporting those who dedicate their lives to supporting all of us. Let's show our appreciation for the valuable contribution of all those who make up our British Armed Forces, on Armed Forces Day 2020.&nbsp;

As we continue to navigate the effects of the UK coronavirus outbreak, there's perhaps no better time to recognise the efforts of our British Armed Forces.

Celebrating Armed Forces Day 2020

Here are a few of our top tips to keep in mind when applying for a job

Career Advice: Top tips for a successful job application

Many veterans believe there are few career options to turn to post service, however this is not the case. Many employers view Ex forces personnel and veterans as valuable candidates given their skills and experience.
There are many routes Ex forces and Veterans can take into a new career post service, to make the transitioning process to a civilian lifestyle easier. Follow this career advice guide for some important steps to find the right career path.
<h2>Assessing Your Strengths</h2>
The most important step for Ex Forces personnel and Veterans to take is to assess themselves and identify their own strengths. Applying for a new job can be tricky, especially in competitive markets, however by reviewing interests, strengths, skills, experiences and qualifications, it is easier to identify which job sector suits them and their lifestyle most. Once this has been identified, their prior skills and experience within the military will stand out to employers.
<h2>Interviewing</h2>
The interview is a pivotal stage of any job application. Therefore, being prepared to answer each interview question and display their skills and qualifications is essential to any interviewee. As part of this, it is important to ensure their CV is up to date and to do extensive research on the company they&rsquo;ve applied to, the industry it is in, and what it is about them that interests them most and has attracted them to apply for the role.
<h2>Networking</h2>
A critical step for Ex Forces personnel and Veterans to take when carrying out their job search is to build relationships and showcase their skills to as many people as possible. This includes targeting the right audience to expand their search. A tactical approach would be to broaden their LinkedIn profile by joining Ex Military groups and connecting with friends and family in industries they&rsquo;re interested in. Networking is vital for expanding their opportunities and learning from other candidates in similar roles and situations.
<h2>Resources</h2>
Finally, utilising useful resources to help broaden a job search can prove vital for Ex forces and Veterans to find a career post service. Useful resources include the <a href="https://www.gov.uk/government/news/more-support-for-service-leavers-transitioning-to-civilian-life">Government Website</a>, where all available jobs and careers for Ex forces and veterans are listed, encouraging an easier transition into civilian life as well as support for veterans and their families.
<h2>Suitable Jobs for Ex-Forces and Veterans</h2>
Overall, there are many job opportunities for Ex forces and Veterans to transition in to. However, it is essential that they understand their own skills and interests and which industries and roles would be suited to them.
Suitable jobs, careers and industries for Ex Forces and Veteran and their skillsets Include:
<ul>
<li class="w-100 nav-item">Civil &amp; Infrastructure</li>
<li class="w-100 nav-item">Construction</li>
<li class="w-100 nav-item">Facilities Management</li>
<li class="w-100 nav-item">Industrial</li>
<li class="w-100 nav-item">Mechanical &amp; Electrical</li>
<li class="w-100 nav-item">Automation Engineering &amp; Installations</li>
<li class="w-100 nav-item">Engineering Technology</li>
<li>Aviation</li>
</ul>
Jobs for Ex Forces and Veterans are not limited to this list; however, this gives a general overview of the opportunities available for them to transition into their civilian career.

There are many jobs in which Ex Forces personnel and Veterans can have a successful civilian career. Here are a few tips for finding the perfect role.

Career Advice for Ex Forces and Veterans: Jobs for Life after Service

No matter where you are in your career, it&rsquo;s likely that thoughts about &lsquo;what&rsquo;s next?&rsquo; will pop into your mind occasionally &ndash; or often, depending on your role and whether you feel it is right for you.
You might be wondering if you&rsquo;re making the most of your talent and potential, or even being enabled to do so. Perhaps you feel the company and working environment you&rsquo;re in isn&rsquo;t best suited to you. Or maybe you simply think you&rsquo;re not being rewarded well enough for your effort and performance.
It is entirely normal to consider whether you&rsquo;re in the right role, or career in general. If you are, it might be time to consider your career development options, and how to pursue them.
<h2>What are Career Development Opportunities?</h2>
Career development opportunities are exactly as the name suggests &ndash; opportunities to develop and further your career. It is that simple.
These opportunities are your route to reaching new heights in your respective role and career, or perhaps even discovering a new job or career that you can thrive in.
The focus of career development is to enable personal and professional growth, drive the learning of new skills and knowledge, and provide valuable new experiences.
In most cases, career development opportunities are provided and taken with specific end goals in mind; these are often chances to take on more senior roles and responsibilities, which in turn could lead to a better salary.
<h2>Why is Career Development Important?</h2>
Unless you&rsquo;re entirely happy in your role and career, and believe you will be for the foreseeable future, it is vital to consider your career development and any opportunities that could enable you to grow and further yourself.
Doing so could introduce you to new roles, industries and areas of professional interest that you may not have considered previously; potentially opening up alternative career paths better suited to your future goals.
Within your existing career, it could make all the difference if you&rsquo;re feeling like you need a push. Developing yourself personally and professionally and working towards new milestones is a great motivator.
What&rsquo;s more, the potential achievements &ndash; whether they&rsquo;re new qualifications, a new role or a better salary &ndash; can provide a wonderful sense of accomplishment too.
Ultimately, the decision to take advantage of career development opportunities will be driven by an individual&rsquo;s specific aspirations and motivations. But regardless of what your aims and future goals are, it is important to understand the importance of career development and what it could potentially provide.
<h2>Tips for Career Development</h2>
Wondering how to kickstart your career development, or perhaps take it to the next level? Here are a few handy tips to help you on your way.
<h3>Assess your past, present and future</h3>
As you look ahead to where your career may take you, and what development you may need to get there, it is important to assess where you&rsquo;ve been, where you are now, and where you would like to go.
Do you feel like you&rsquo;ve made the most out of your past experiences and opportunities? Are you getting enough from your current role and/or career? Are you being given the chances to take advantage of the development you need, personally and professionally, to better yourself and your career?
These are the sorts of questions you should consider when planning your potential career development path, and the goals at the end of it&hellip;
<h3>Make goals and go for them</h3>
Having realistic goals to aim for will enable you to focus your career development and home in on what you want to achieve &ndash; personally and professionally. Think short term and long term; what would you like to achieve in a few months, and how will that help you get to where you want to be in a few years&rsquo; time perhaps?
Plot your route, considering what training and learning you&rsquo;ll need along the way, how long it will take to progress, and who you&rsquo;ll need to help you succeed.
A great way to do this is through developing your own SMART goals &ndash; ensuring they are Specific, Measurable, Achievable, Relevant and Time-based. This will give you structure, allow you to keep track of your progress easily, focus on specific tasks and goals, and distinguish between short and long term aims. Aiming for and achieving these goals can be a powerful motivator too.
<h3>Build and use your network</h3>
Whether you&rsquo;re fortunate enough to have clarity on where you would like your career and career development to take you, or are unsure and need some direction, networking has so many potential benefits.
Building a network of people who are already working in the roles or industries you&rsquo;re looking to find down the line, as well as those who have previously journeyed along a similar career development path, can provide you access to vital insights into which steps you could or should take to achieve your goals.
Perhaps think about reaching out to those already within your current company, or maybe even reach out on professional networking sites such as LinkedIn to people in your desired industry. Or, if you&rsquo;re in the early stages of your career, consider speaking to your lecturers or people you may have had work experience with. Their experience, and the knowledge they&rsquo;ve gained from it, can help you to shape your career development and where it could lead.
<h3>Stay curious and keep learning</h3>
You know what they say&hellip; every day is a school day!
Whilst this is usually a casual, passing comment, when it comes to career development it actually bears some weight. One of the most important aspects of developing your career is to never stand still; always be prepared to take on new experiences, gather as much insight and guidance from people around you as possible and, when you can, take advantage of any learning opportunities you are given.
Even people who have had long, distinguished careers in specific fields don&rsquo;t know everything; things change daily, affecting how industries &ndash; and people&rsquo;s roles within them &ndash; operate.
So, stay on your toes, stay curious and make sure you&rsquo;re always willing to learn. Knowledge is power and it will take you as far as you want it to.
<h3>Utilise internal opportunities with current employer</h3>
If you&rsquo;re already in employment, it&rsquo;s likely that your current employer has a variety of educational tools, resources and learning and development opportunities available. If so, be sure to make the most of them &ndash; even if your current role may not align with where you&rsquo;d like to end up in your career down the line.
Easily accessible training and development tools can be hard to come by, so it pays to use them whenever possible. They could help you gain management and leadership skills; build your knowledge of certain topics; and provide an understanding of what future development opportunities could offer too.
And, if you are already in a role and career that matches your future aspirations, they could be the key to continuing your growth and helping you take the next step on your career ladder within your current company.
<h3>Be organised</h3>
Whilst the end goal of your career development plan might always remain the same, what happens between when you start your journey and then could change&hellip; a lot! There is potential for lots of elements to be in play, from what you would like to achieve within certain timeframes to how you&rsquo;re going to track your success.
Therefore, being organised is vital.
Keep track of your goals, what you&rsquo;ve achieved so far and what&rsquo;s next. Think about what&rsquo;s on the horizon, in the coming days, weeks and months and how they will impact the coming years. Create schedules and plan ahead, considering where you want to be and by when. It can really make a difference, in the short and long term.

The career development journey can be tricky to navigate. So, to ensure you stay in the right direction on your path to the perfect role and career for you, it is vital to make the right moves, at the right time. 

Carbon60's Tips for your Career Development

Carbon60 are delighted to announce that we have been awarded an Employer Recognition Scheme (ERS) Gold Award. Considered the highest badge of honour available, Carbon60 is proud to be recognised alongside 99 other businesses who have achieved this award in 2019, including Amazon UK, Bovis Homes, GE &amp; Rolls Royce.
The ERS aims to recognise employers who operate within the Armed Forces Covenant and share the promise to ensure those who serve, who have served in Armed Forces, and their families, are treated fairly.
Building on our Silver Award, which we achieved in 2018, Carbon60 have developed our support across everything from dedicated HR policies for Reservists and support for families of those serving, to our Connect Mentoring programme and regularly attending Career Transition Partnership events; support for our armed services is at the heart of what we do at Carbon60.
<h4>Managing Director, Paul Nolan:</h4>
"We are all extremely proud to receive this award. Having worked in partnership with the MOD for many years we understand the importance of providing equal opportunities to those who are leaving, or still serving in our armed forces and their families. It is thanks to the hard work of everyone at Carbon60 who demonstrate this every day with the support they provide to the wider forces and ex-forces community.
<h4>Bruno Wood, Head of Government Projects here at Carbon60, and Squadron Leader, adds:</h4>
"I'm absolutely delighted and deeply honoured that Carbon60 have been recognised with the Gold Awad. Our commitment to the Armed Forces is at the heart of our business and this award demonstrates our commitment and shared values. Armed Forces veterans and Reserves bring such rich skills to any business and this award truly demonstrates that Carbon60 recognises that."
We are looking forward to attending the ceremony at the National Army Museum on 12th November 2019 to be presented with the award.

Carbon60 recognised with MOD Gold Award

This year, in the first year of what we hope to be a long partnership with The University of Birmingham, we have been working with UOB MSc student, Yunqi, to provide work experience, developing their industry experience and shaping their future of work.
Yunqi has been working closely with the team at Carbon60 to deliver a market and website analysis of our three STEM brands; Carbon60, Lorien and SRG.
We asked Yunqi, how she found the experience.
<h3>In three words or less, describe your experience working with Carbon60, Lorien and SRG?</h3>
An enjoyable and rewarding project experience.
<h3>What have you learned from this experience?</h3>
I have learned to combine the theoretical knowledge of the marketing profession that I learned in school with practice.&nbsp; In particular, the website content analysis, through the reality of the indicator data, market data and comparison with competitors, more intuitive analysis of the strengths and weaknesses of the three brand websites and delivering targeted recommendations based on my findings.
<h3>To you, what was the most important part of this learning experience?</h3>
As this is my first project experience, I think the important part is that it has shown me how marketing knowledge can be applied in practice and how to deal with some of the current problems in the market.
<h3>What challenges did you encounter during this experience? How did you respond?</h3>
In the beginning, when I received the assignment, I didn't know how to analyse the website more comprehensively and systematically, and I was unfamiliar with the company's information. So, I asked Elle, the Digital Marketing Manager, at every meeting and she helped me a lot!
<h3>Do you feel like this experience has given you the opportunity to see what it is like to work in the industry? If so, please explain why.</h3>
Through this experience, I have become more familiar with the nature of work in the industry. This experience has given me a better understanding of what the day-to-day aspects of a marketing job entail.
<h3>What is, in your opinion, the most important takeaway from this experience?</h3>
This experience gave me the opportunity to distinguish between my school life and grasp what work life would look like in the future. I have gained valuable skills from combining my theoretical knowledge with practical work, which I can now take with me to future experiences.
<h3>Is there anything else you&rsquo;d like to add?</h3>
This was a very enjoyable and fulfilling project experience, and I hope that all three brands continue to do great work in the future!

This year, in the first year of what we hope to be a long partnership with The University of Birmingham, we have been working with UOB MSc student, Yunqi, to provide work experience, developing their industry experience and shaping their future of work.

Carbon60 partners with The University of Birmingham to provide work experience for MSc students and kick-start their career

Impellam Group is an accredited apprenticeship partner, so we are regularly inspected by Ofsted to ensure the quality of our training.
Carbon60, who drive apprenticeships as part of Impellam Group, is proud to announce that we have recently passed our first monitoring visit from Ofsted with flying colours.
<h3>What is a monitoring visit?&nbsp;</h3>
Every directly-funded training provider will receive a Monitoring Visit within the first 2/3 years to ensure that they quality of the training delivered meets the national expected standard.
These visits look at three key areas:
<ul>
<li>Leadership and management of the apprenticeship programme.</li>
<li>Quality of training.</li>
<li>Effective safeguarding measures.</li>
</ul>
Each of these areas are individually scored on a three-part scale. This measures the 'progress' we are making to give the best possible learning outcomes to everyone enrolled on our apprenticeships.
<h3>Our results</h3>
We are thrilled to have achieved the top score in each of these areas which recognises the significant progress that directly delivers a 'beneficial impact on learners'.
This recognises the hard work and commitment we put into everyone you have chosen to enrol with us, to give us the best possible learning outcomes to empower these learners to build better businesses.
You can read the full report <a href="https://reports.ofsted.gov.uk/provider/33/2510899" target="_blank" rel="noopener noreferrer">here.</a>
Richard George, Director of Curriculum at Impellam, says:&nbsp;
 "We are extremely pleased and proud of our most recent Ofsted monitoring visit report, it is a testament to our incredible learners and strong partnerships that we have built within our provision.
It also provides transparent and in-depth recognition of the dedicated learner-centred colleagues who we have driving all aspects of our on-boarding and delivery."
Second-year Aircraft Mechanic apprentice, Joel Greene, was offered a job with a leading British airline after the collapse of their previous employer. Carbon60 partnered with our client in order for Joel to pick up his apprenticeship where he left off. He said:
"The Carbon60 team are incredibly professional and approachable in everything they do. Communication is excellent, they are always happy to speak, even outside of work hours when required.
I am really thankful that having lost my job when my previous company ceased trading, I was able to find a job so quickly and continue to work on my apprenticeship. Carbon60 continuously stretch and challenge me in order for me to excel in the role through the training they deliver"
Congratulations to all of our learners, employers and stakeholders who have achieved this high-level recognition at this stage of our journey together as your trusted apprenticeship partner.
Although apprenticeships are not new in the world of education, there's still a lot of uncertainty around who can do them, what benefit they have and how they work.&nbsp;

We passed our first Ofsted monitoring visit with flying colours!

Carbon60 apprenticeships score top marks with Ofsted

Social media is unavoidable these days, and whether you agree with it or not, it's best to have some sort of presence online, as employers often search for you online before interview. Follow our hints and tips below to make sure your social media accounts are up to scratch.
<h3>Privacy settings</h3>
On your more personal accounts (Facebook, Twitter, Instagram), it's best to keep them private, so that you don't need to worry about what you post. Why? If a prospective employer sees something they don't like, they might discard your application or retract your job offer. Also, if your current employer sees something offensive, it can be used as a reason to start a disciplinary process or even fire you, depending on how bad it is. If you want to keep your personal social media accounts public, then you'll need to be careful about what you post, which leads us to our next point.
<h3>Watch what you post, especially on LinkedIn</h3>
LinkedIn is a professional platform, so it's important that you keep it PG. If you're already employed, you're representing your company online, so it's your responsibility to be professional. Here are some things to avoid:&nbsp;
<ul>
<li>Politics. No matter your opinion, what side you're on, or how right you think you are, it's best to leave it alone. It opens you up to arguments on a public platform, and could put potential employers off you if your political views are polar opposites.</li>
<li>Anything sexist, racist, homophobic etc. This might seem obvious to some of you, but these posts (especially sexist ones) are more common that you might think on LinkedIn. If there's even the smallest red flag when you're writing a post, don't post it.</li>
<li>Negative/controversial. Try not to be too negative on LinkedIn. If it's an article that's relevant to your industry and will start a positive conversation, go for it, but if you're posting for the sake of it, it's really not necessary.</li>
<li>Religion. This is the same story as politics - LinkedIn isn't the place for religious discussions.</li>
<li>Personal posts. Not to sound too harsh, but no one in your LinkedIn network wants to see pictures of your baby, and too many personal details can easily be used against you.</li>
<li>Burning bridges. Had a bad experience with an ex-employer or colleague? Don't air your dirty laundry online where prospective employers can see it, as it will almost definitely put them off you.</li>
<li>Lying. Don't lie on LinkedIn. It sounds simple, but the temptation is always there to embellish the truth to make yourself more employable, and it's just not worth it. If you get found out during interviews, you've ruined your chances completely.</li>
</ul>
<h3>Social media bios</h3>
If you're job-hunting and your social media accounts are going to be public, make sure your bios reflect you in the right way. Only include useful information that you would want employers to see, and don't write anything offensive.
<h3>Have a LinkedIn profile</h3>
Having a LinkedIn profile is really important, whether you're job-hunting or not. It's where you can list all the skills, achievements and experience in one place, and easily update it whenever necessary. it also means that any prospective employer can find the information about you before inviting you to interview or hiring you, so it needs to contain the right information to give the best impression. Here's what you might want to include:
<ul>
<li>A list of skills that are relevant to the job you have or the job you're looking for.</li>
<li>Once you've got a list of skills, ask people to endorse you. This is a perk of LinkedIn where current or ex-employers can endorse you for the skills you've claimed to have. It's a good idea to message people you've met and then connected with on LinkedIn, and ask them to endorse you, rather than just messaging random people. Another good way to do this is to endorse other people, and they might just return the favour!</li>
<li>Upload anything you can that provides evidence for your skills and experience. If you've worked on a project that you're really proud of, try to upload a digital version.</li>
<li>Update your details whenever it's necessary. If you're making a lot of changes in one go, turn off 'activity broadcast' in your settings so that it doesn't appear on people's timelines.&nbsp;</li>
<li>Proof-read everything carefully. Your LinkedIn profile is basically an online CV, and having spelling &amp; grammar mistakes on it is a huge faux pas. A prospective employer might see your LinkedIn profile before they see your CV, so it could be their first impression of you.</li>
</ul>
<h3>Be as active as possible</h3>
Using social media professionally is all about the content you share and the conversations you have. Make sure you're active on at least a weekly basis, sharing relevant posts, starting conversations and congratulating colleagues and connections on their achievements. Being this active shows dedication to growing your professional network, and if you're job-hunting, prospective employers will appreciate the effort you've gone to.
&nbsp;
If you need any more help and advice, or are looking for a new role, <a href="https://www.carbon60global.com/contact-us">get in touch</a> today.

Your social media profiles can create opportunities, but if not managed carefully, they can be damaging too. This guide provides simple tips on making them work in your favour...

Building a professional social media presence

&ldquo;Thank you for your interest, but you have been unsuccessful on this occasion.&rdquo; &ndash; When you&rsquo;re hoping to take on a new role, especially one that you&rsquo;re really excited about the potential of, this is a sentence that is always awful to read.
The job market is always highly competitive and hearing that you&rsquo;re not being considered for a job you&rsquo;ve applied for can make you feel depressed, angry, and exhausted.
When in these unfortunate moments, maintaining a positive mindset can help you transform these setbacks into stepping stones to landing your ideal role. Join us as we explore different strategies to bounce back from job rejections and learn from the experiences along the way.
&nbsp;
<h2 class="MsoNormal">Feedback</h2>
Receiving a job rejection can be tough, however it is important that you utilise the opportunity to ask for feedback.
Gaining feedback allows you to get an insight into the parts of the application process you can work on in the future. Learn from these points and perhaps adapt your approach for future interviews and job applications.&nbsp; 
Identify any patterns and turn constructive criticism into an opportunity for growth!
&nbsp;
<h2 class="MsoNormal">Acknowledge and accept emotions</h2>
If you&rsquo;ve applied for several roles, you&rsquo;ll likely receive a few rejections too. And that&rsquo;s perfectly normal. However, this can take a toll on your mental health over time.
Therefore, it is essential to acknowledge and accept the emotions you may feel. Allow yourself a short moment to feel disappointed and channel this energy into improving your application and interview skills. Do not let the rejection define your worth or abilities!
&nbsp;
<h2 class="MsoNormal">Expand your network</h2>
Networking is a powerful tool, especially during the job search process.
Attending industry events, connecting with professionals on LinkedIn or simply conversing with people in your desired position is a great way to &lsquo;get yourself out there&rsquo; and learn more about the job and industry you&rsquo;re interested in. This will not only potentially open new doors to some amazing opportunities but can also provide you with valuable insights and advice.
<h3 class="MsoNormal">&nbsp;</h3>
<h2 class="MsoNormal">Upskill and development</h2>
Invest some of your free time into self-development by utilising free courses online and advancing your skills and knowledge to keep on top of industry trends.
During your job search, try to make some time to gain certifications which may be required for, or at least very desirable for, your dream position.
By demonstrating commitment and continuous self-development, you&rsquo;re highlighting your dedication to personal and professional growth to any potential new employers.
<h3 class="MsoNormal">&nbsp;</h3>
<h2 class="MsoNormal">Stay persistent and positive</h2>
Searching and completing application forms each day can be draining. To avoid mental fatigue, it is good to set some sort of routine, by setting aside a set time each day to search for and apply for jobs.&nbsp; Keep applying for positions that align to your skills and goals and don&rsquo;t be discouraged by rejection. Stay persistent, say focused and the right role will come.
Bouncing back from job rejections is a testament to your resilience and determination. Utilise the lessons learnt and adapt your strategy. Keep moving forward with a positive mindset and remember to allow time for yourself to acknowledge your feelings during the process and not to supress them. More importantly, remember another rejection is one step closer to the right opportunity!

“Thank you for your interest, but you have been unsuccessful on this occasion.” – When you’re hoping to take on a new role, especially one that you’re really excited about the potential of, this  this is a sentence that’s always awful to read.

Bouncing back from job rejections: Turning setbacks into success

For most of us, rejection is something that has to be dealt with when job-hunting, and it&rsquo;s especially challenging after interviews. This guide provides a few simple tips on how to react positively to the setbacks.
<h3>Ask for feedback, and learn from it</h3>
Ask for detailed feedback from the employer and/or recruiter.
This is a positive step in itself &ndash; it shows you want to learn and take your career seriously. Then, use the feedback constructively; adjust your CV, or make notes about how your interview technique could be improved.
<h3>Reconsider your aims</h3>
It may be that you were right for the role, but competition was just especially high. That&rsquo;s common, and nothing to worry about.
But in some instances, not getting a response means that you&rsquo;re not quite aiming for the right role. Reconsider your skills, experience, and the sector you&rsquo;re looking at. Do you have exactly what they require?
If not, don&rsquo;t panic. Narrow your search to job specifications you match precisely.
<h3>Fix the holes in your CV</h3>
If the roles you want necessitate something you don&rsquo;t have, see if you can acquire this missing skill or qualification.
Sometimes, landing your dream job demands you to go the extra mile. If you invest in training to secure specific skills needed for certain jobs, your prospective employer will be impressed by your initiative and determination.
<h3>Stay positive</h3>
It sounds obvious, but in interviews in particular, your positivity is vital, whatever the role.
If you can&rsquo;t get over a previous rejection, you might appear a little defensive or negative at your next interview. You need to find a way of wiping the slate clean &ndash; the next job is the only one that matters.
<h3>Do something fun</h3>
The best way of bouncing back from something negative is to immediately do something you enjoy.
So, in the immediate aftermath of a rejection, socialize with friends or do something you love. Fill yourself with positive energy, which you can then use to renew your job search.
For help with any aspect of finding and landing your next great job, call us on +44 (0) 1329 227 000

For most of us, rejection is something that has to be dealt with when job-hunting, and it’s especially challenging after interviews. This guide provides a few simple tips on how to react positively to the setbacks...

Bouncing back from a job rejection

Automation, robots and artificial intelligence (AI) receive a lot of bad press. Whether it be the less informed, media hyperbole or out of context comments from world-renowned physicists. The mere mention of this relatively new technology tends to bring with it negative connotations founded in science fiction.
The fact is it may be necessary to displace certain jobs in favour of an automated process to benefit everyone in the long term. Looking at this in a positive light gives us the opportunity to upskill our human workers to get them to work in more interesting, fulfilling roles. Knowledge based roles that perhaps involve more creativity or social interaction or a higher level of purpose.
Although experts say that over a third of jobs are at risk from automation, and despite the job losses in certain sectors - primarily within the manufacturing and retail world - there have been many jobs created, with over 1 million in healthcare alone. Add to this the fusion of industrial production and the connected world that is not only improving the manufacturing process, but is creating more jobs.
The concern about job losses may seem irrational when looking at the bigger picture as one of the main issues companies are facing are skill shortages, especially within STEM (Science, Technology, Engineering and Mathematics) businesses. There&rsquo;s no danger of a shortage of jobs, quite the opposite in fact. The majority of companies have found it difficult to recruit staff with the required skills in the last 12 months alone and only expect the skill shortages to worsen.
AI and automation can be a positive change that we need to think of as a useful collaboration tool rather than the enemy.
We cannot avoid the fact that technology will see robots get more sophisticated and displace certain jobs. However, its rise will also create many new work opportunities and leave many that are difficult to automate untouched.
<a href="-/media/7b2262d9761d43b289b0b44129cb956f.ashx" target="_blank" rel="noopener">To read the full report &lsquo;Automation for the people&rsquo; click here&nbsp;</a>

A summary of how an automatic future would affect the world.

Automatic Future

<h2>What is AI?</h2>
Artificial Intelligence (AI) can help create intelligent machines that work, react, and learn on their own like humans. We are not quite at the stage of true artificial intelligence yet, but there are pseudo-forms of AI, which we currently use to can make our lives easier and more productive such as digital assistants, self-driving vehicles and even number-plate recognition.
There are four distinctive types of Artificial Intelligence: Reactive, Limited Memory, Theory of Mind and Self-Aware and we have provided a brief description for each:
&nbsp;
<h2>Reactive AI</h2>
Reactive machines are the most basic variety out of the four. They react to current scenarios, rather than rely on data they have been taught. They have no concept of the world around them, only the specific tasks they are assigned. They behave exactly the same way every time they encounter the same situation. An example of this is IBM&rsquo;s Beep Blue, which beat Kasparov at chess. Aside from robots playing chess, (which is impressive in itself) they don&rsquo;t have any other interactions with the world and will respond identically each time.
&nbsp;
<h2>Limited Memory AI</h2>
Limited Memory looks at past information along with pre-programmed representations of the world. This technology is used in some autonomous cars, where they observe their surroundings such as other cars, road markings and traffic lights, continuously collecting data. The idea being the car will avoid hazards and stop when it needs to. However, although the technology is constantly improving, it is not considered fast enough to react to unpredictable hazards such as pedestrians and cyclists to be fully trusted.
&nbsp;
<h2>Theory of Mind AI</h2>
Theory of Mind is an advanced kind of AI that interprets not only the world around it but the people too. This AI has a strong understanding of how people and other things in a certain environment can alter behaviours. &nbsp;Being able to recognise people&rsquo;s emotions, and predicting how they might behave. C-3P0 or R2-D2 from Star Wars are (fictional) examples of this. Analysts believe that if theory of mind progresses enough, it could be used to assist elderly or disabled people with everyday tasks.
&nbsp;
<h2>Self-Aware AI</h2>
Self-awareness is the most advanced type of Artificial Intelligence and an extension of &lsquo;Theory of Mind&rsquo;. &nbsp;It is where a machine can make decisions based on its own feelings and can recognise the emotions of humans and react accordingly. This level of AI is still in its infancy because AI researchers need not only to be able to fully understand consciousness, but replicate it in a machine. It is difficult to know how close we are to a fully self-aware, Westworld-like, human replica that is indistinguishable from a real person. While AI scientists strive to create self-aware machines, they are firstly focusing their efforts on understanding the memory and teaching machines the ability to make decisions on experience, the way humans tend to learn and improve.
Those are how the four main types of AI differ, each have advantages and disadvantages but useful in their own ways. As with anything to do with technology, AI will improve in unimaginable ways and enhance our lives. These are exciting times to be living and we&rsquo;re looking forward to seeing what happens next.
&nbsp;

Artificial Intelligence (AI) can help create intelligent machines that work, react, and learn on their own like humans.

Artificial Intelligence

For people of all ages, interests, abilities and backgrounds, Apprenticeships can provide a fantastic route into an exciting and fulfilling career. They provide people vital skills, knowledge, qualifications and hands-on experience required to not only find a role within their chosen industry or area of interest but thrive within it too.
At Carbon60 we have &ndash; for several decades &ndash; had the privilege of working with talented individuals and global, industry-leading organisations, and connecting them through apprenticeship programmes that provide incredible training, development and employment opportunities, and help to create stronger workforces for the future.
To highlight the power and potential of such partnerships, we asked Aishath Naufa Ahmed &ndash; a Graduate Aircraft Engineer at STS Aviation &ndash; to tell us about their journey and experience.
<h2>So Aishath, tell us about your journey so far</h2>
&ldquo;My name is Aishath Naufa Ahmed, and I am a Graduate Aircraft Engineer at STS Aviation Services in Birmingham.
&ldquo;I have wanted to work in the aviation industry in some way since I was young; when I was 8, I remember wanting to grow up and become a Cabin Crew member or something like that, but eventually I was drawn to Aircraft Engineering.
&ldquo;Unfortunately, in the Maldives &ndash; where I was born and raised &ndash; opportunities to enter the industry are rare, especially for females. Thankfully things a different in the UK!
&ldquo;Despite studying hard throughout my early education, I gained disappointing O-level results. But that didn&rsquo;t stop me! I enrolled in a BTEC Level 3 Diploma in Engineering and graduated with distinction. However, universities only accepted the Level 3 Extended Diploma, which wasn't available at the time, leaving me devastated.
&ldquo;With support from my principal the course got registered in the Maldives, and I completed the BTEC Level 3 Extended Diploma in Engineering with additional modules. I was the first person in the Maldives to graduate with triple distinction, opening this pathway to others &ndash; something I am extremely proud.
&ldquo;After moving to the UK, I later earned a First Class BSc (Hons) in Aircraft Engineering and Maintenance Systems from the University of South Wales, completing 12 EASA and 12 CAA modules. These qualifications are crucial for obtaining the license of a licensed aircraft engineer.
&ldquo;Breaking into aviation can be challenging for anyone, but I did initially find it very difficult. When I first applied for jobs, having an international passport became a concern, as most companies were not hiring international students. That&rsquo;s why I looked for alternative avenues.&rdquo;
<h2>Can you give us some insight into your apprenticeship experience?</h2>
&ldquo;Knowing that it would be more difficult for me to find my own way into an aviation career, I decided to look for help and guidance on what options were available to me. It was at this point that I connected with Carbon60.
&ldquo;Thanks to Carbon60 and their wonderful team, including Chris Blackburn and Gayle Wallace, I was able to apply for a programme with STS Aviation, who partner with Carbon60 to provide aviation career opportunities to people just like me.
&ldquo;The process with Carbon60 and STS, who accept applications from people with international passports, was seamless, from the selection process through to the interview and assessment day phases, and I was provided with all the help I needed to prepare throughout.
&ldquo;Since joining the programme, my day-to-day work has been rewarding, allowing me to handle various tasks, gain exposure, and log my CAP 741 logbook hours. I enjoy working with different people all over the world, hearing about their paths to this field, and receiving their advice and guidance as I progress in my career. The highlight is seeing aircraft in and out of the hangar every day. Although I&rsquo;ve only been in the industry for 4 months and am yet to face any major challenges, I know I will be ready for any that arise and will always be supported to take them on.
&ldquo;In addition to my work, I am participating in the "Women in Leadership" programme with Carbon60 and Raise the Bar. This course has helped me reflect on and build my leadership skills and develop strategies for navigating my career in a what has historically been a male-dominated field.
&ldquo;I am passionate about empowering women and encouraging them to pursue careers in aviation and engineering, fields that are often underrepresented by females. Through this programme, I hope to inspire more women to explore these opportunities and break barriers in industries like ours."
<h2>What advice would you give anyone on a similar path?</h2>
&ldquo;Never put a limit on your opportunities and what you can achieve. I truly believe with will and determination, nothing is impossible and EVERYTHING is possible. I like to think I am an example of that.
&ldquo;Don&rsquo;t be afraid to get out of your comfort zone, and reach out for help, support and guidance. I highly recommend utilising the expertise of those in the industry you want to establish a career in. I am so glad that my journey so far has led me to connecting with Carbon60 and STS Aviation &ndash; both companies, and their amazing people, have provided immense support and always helped me resolve any problems I&rsquo;ve faced.
&ldquo;I live by a famous quote from Henry Ford, who said &ldquo;When everything seems to be going against you, remember that aircraft take off against the wind, not with it.&rdquo;
&ldquo;If you&rsquo;re reading this, I hope you take those words on board too. And take some inspiration from my story so far. Keep working hard and the results will follow!&rdquo;
<h2>Training and Apprenticeships with Carbon60</h2>
Carbon60 have partnered with industry-leading organisations to provide training and apprenticeship programmes to future engineering and technical talent who&rsquo;ll drive the success of some of the world&rsquo;s most important and impactful industries for years to come.
<a href="https://www.carbon60global.com/job-seekers/training-and-apprenticeships/forces-to-civilian-transition-programme-2024">Click here to view our latest Training and Apprenticeship opportunities.</a>

Early Careers initiatives, such as apprenticeships and graduate programmes, can create a route into a dream career, as Aishath Naufa Ahmed – a Graduate Aircraft Engineer at STS Aviation – explains here. 

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