Unconscious bias could be costing your business six figures...
If you&rsquo;re hiring based on &lsquo;gut feelings&rsquo; or leaning on familiar names and backgrounds, you might be overlooking the best talent &ndash; and wasting big money in the process.
According to our team&rsquo;s bad hire calculator, unconscious bias could be costing average-sized organisations &pound;327,000 per year. That&rsquo;s a hefty sum, especially for industrial sectors like <a href="https://www.aspion.co.uk/our-specialisms/manufacturing/">manufacturing</a>, <a href="https://www.aspion.co.uk/our-specialisms/metals-engineering/">metals</a>, and <a href="https://www.aspion.co.uk/our-specialisms/transport-logistics/">logistics</a>, where hiring the wrong person can disrupt entire operations.
<img src="https://cdn.sourceflow.co.uk/zfoqi6i3q7ryeciqsciatjz935bt" alt="branded infographic with text, with white background, bold text in black, and a line in Aspion's signature green between the number on the top and the text on the bottom. the text reads: &pound;327K, the cost of unconscious bias" width="1414" height="940">
So, what can you do about it?
Let&rsquo;s explore what unconscious bias looks like, why it leads to bad hiring decisions, and how <a href="https://www.aspion.co.uk/news-insights/inclusive-recruitment-benefits-insights-and-top-tips/">inclusive hiring</a> can positively impact your bottom line.
<details class="mce-accordion" open="open">
<summary>What We'll Cover:&nbsp;</summary>
<ul>
<li class="MsoNormal">What Is Unconscious Bias in Hiring? </li>
<li class="MsoNormal">How Bias Leads to Bad Hiring Decisions. </li>
<li class="MsoNormal">The Business Case for Inclusive Hiring. </li>
<li class="MsoNormal">Identifying Bias in Your Hiring Process + Checklist. </li>
<li class="MsoNormal">Next Steps for Talent Managers.</li>
</ul>
<h2>What Is Unconscious Bias in Hiring?</h2>
Unconscious bias is the set of assumptions and preferences we&rsquo;re not even aware we have &ndash; those &lsquo;snap judgements&rsquo; that creep in before we&rsquo;ve had a chance to think.
In hiring, this means we could be dismissing highly qualified candidates or fast-tracking poor fits simply because we feel more comfortable with certain names, backgrounds, or communication styles.
<img src="https://cdn.sourceflow.co.uk/5tvj0v46luwgjyot866v1edkz28d" alt="a square white infographic with bold lettering in black and a green line in Aspion's signature green through the middle. the text reads: 48% of hiring managers admit bias affects candidate choice" width="1425" height="1156">
Source: <a href="https://www.zippia.com/employer/hiring-bias-statistics/">Zippia</a>.
In industrial sectors like manufacturing, metals, and logistics, this might look like overvaluing experience from a familiar company or assuming certain roles are best suited for men. Or perhaps a candidate&rsquo;s educational background or accent triggers a subconscious preference &ndash; even if they have all the right skills to excel.
By allowing these hidden biases to guide decisions, organisations miss out on fresh perspectives, valuable expertise and, ultimately, better performance.
<h3>Common Types of Unconscious Bias</h3>
Unconscious biases come in many forms, but here are the five that most commonly affect hiring:
<ul>
<li class="MsoNormal">Attribution Bias: We tend to blame external factors when we make mistakes, but see others&rsquo; errors as evidence of their character.</li>
<li class="MsoNormal">Halo Effect: When a single positive trait (e.g. prestigious experience or something you have in common) leads us to overlook potential weaknesses.</li>
<li class="MsoNormal">Horns Effect: The opposite of the halo effect; when one negative detail (like a gap in employment) overshadows a candidate&rsquo;s attributes.</li>
<li class="MsoNormal">Affinity Bias: When we gravitate toward people who remind us of ourselves, potentially excluding those with different perspectives.</li>
<li class="MsoNormal">Confirmation Bias: When we look for proof that our first impressions were correct, ignoring evidence that might contradict those initial assumptions.</li>
</ul>
<h2>How Bias Leads to Bad Hiring Decisions</h2>
When our subconscious preferences influence who we hire &ndash; or don&rsquo;t hire &ndash; our decisions become skewed. This often results in teams that lack diversity of thought, struggle to stay innovative, and higher turnover.
Here&rsquo;s how bias can derail your recruitment process:
</details>
<ul>
<li class="MsoNormal">False Positives: You might bring in someone who feels like a good fit for the wrong reasons &ndash; despite not having the right skills or attitude.</li>
<li class="MsoNormal">False Negatives: Conversely, talented candidates with unconventional CVs or unfamiliar accents and backgrounds may be overlooked, costing you the fresh perspectives and problem-solving approaches you need.</li>
<li class="MsoNormal">Mounting Costs: A bad hire can have a much wider impact &ndash; low morale, a drop in productivity, and additional recruitment spend when you realise they&rsquo;re not right for the role. &nbsp;</li>
<li class="MsoNormal">Compliance and Reputation Risks: If unconscious bias becomes a pattern, you could end up harming your employer brand.</li>
</ul>
<h2>The Business Case for Inclusive Hiring</h2>
Being intentional about hiring inclusively isn&rsquo;t just a &lsquo;nice-to-have&rsquo; &ndash; it&rsquo;s a genuine driver of performance, revenue, and employee engagement!
When you hire the right person rather than the comfortable choice, you gain fresh ideas, stronger engagement, and a healthier bottom line.
Here&rsquo;s why it matters:
<h3>Higher Performance and Profitability</h3>
<img src="https://cdn.sourceflow.co.uk/58m5l8015d7tb7tvm9lym83b27xv" alt="A banner graphic with three rounded squares in white on a black background. Each of the boxes has a statistic and lettering in bold black lettering with a line in Aspion's signature green underlining the statistic. The statistics are: 8X better business outcomes; 25% higher financial performance; 2.5 times higher cash flow per employee." width="1517" height="393">
<ul>
<li class="MsoNormal">Inclusive organisations are up to <a href="https://www2.deloitte.com/content/dam/insights/us/articles/4209_Diversity-and-inclusion-revolution/DI_Diversity-and-inclusion-revolution.pdf">eight times more likely</a> to achieve better business outcomes.</li>
<li class="MsoNormal">Gender diverse organisations can <a href="https://www.mckinsey.com/~/media/mckinsey/featured%20insights/diversity%20and%20inclusion/diversity%20wins%20how%20inclusion%20matters/diversity-wins-how-inclusion-matters-vf.pdf">outperform financially by up to 25%</a>, while ethnically diverse companies have been found to do so by up to 36%.</li>
<li class="MsoNormal">Diverse organisations can generate up to <a href="https://learning.linkedin.com/resources/learning-culture/diversity-workplace-statistics-dei-importance">2.5X higher cash flow</a> per employee.</li>
</ul>
<h3>Stronger Retention and Team Cohesion</h3>
<img src="https://cdn.sourceflow.co.uk/3v4ncb1os618dli3ui2kk6bdwgxv" alt="An square infographic on a white background with rounded corners, featuring a statistic and a line in Aspion's signature green underlining the number. The statistic is: 35% higher productivity." width="1424" height="1156">
<ul>
<li class="MsoNormal">Employees who can be themselves at work are more likely to <a href="https://www.hrmagazine.co.uk/content/comment/the-key-to-employee-happiness-enable-people-to-be-themselves/">stay longer</a>, reducing costly turnover.</li>
<li class="MsoNormal">Inclusive teams are over <a href="https://learning.linkedin.com/resources/learning-culture/diversity-workplace-statistics-dei-importance">35% more productive</a> &ndash; largely because people perform better when they&rsquo;re comfortable sharing ideas.</li>
<li class="MsoNormal">A culture that is actively inclusive of people of all backgrounds has been linked to <a href="https://www.forbes.com/sites/teresahopke/2023/09/29/the-overlooked-link-between-belonging--workplace-wellbeing/">greater wellbeing</a>, which directly impacts team morale and productivity.</li>
</ul>
<h3>Sharper Competitive Edge</h3>
<ul>
<li class="MsoNormal"><a href="https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse">Diverse perspectives</a> can uncover new efficiencies and opportunities, while helping teams spot problems and solutions much faster.</li>
<li class="MsoNormal">By removing unconscious bias and focusing on inclusive hiring, you&rsquo;ll tap into a wider talent pool and gain the fresh thinking required to stay ahead in competitive markets!</li>
</ul>
<h2>Identifying Bias in Your Hiring Process + Checklist</h2>
Unconscious bias can creep into hiring at multiple stages, from writing job descriptions to making final hiring decisions.
The good news is that, by regularly auditing your processes, you&rsquo;ll be better equipped to spot patterns that exclude qualified candidates.
Below are some key areas to watch out for:
<img src="https://cdn.sourceflow.co.uk/pix92kd64soiwatlc8h6bok7c110" alt="a black graphic with bold white writing and slim borders in aspion's signature green. the header reads 'identifying bias in hiring' and it lists four subheaders: Job ads and descriptions, application screening, job interviews, assessment and feedback" width="1425" height="803">
<h3>Job Ads and Descriptions</h3>
<ul>
<li class="MsoNormal">Are your requirements genuinely essential, or are you adding &lsquo;nice-to-haves&rsquo; that limit your talent pool?</li>
<li class="MsoNormal">Could any language unintentionally suggest the role is only suitable for a specific gender or background?</li>
</ul>
<h3>Application Screening</h3>
<ul>
<li class="MsoNormal">Are you filtering out candidates with unconventional CV formats or missing credentials &ndash; even if they have the right skills?</li>
<li class="MsoNormal">How much weight do you give to personal &lsquo;connections&rsquo; or familiar names?</li>
</ul>
<h3>Interviews&nbsp;</h3>
<ul>
<li class="MsoNormal">Do you have a structured, consistent set of questions, or does each interviewer rely on &lsquo;gut feel&rsquo;?</li>
<li class="MsoNormal">Could biases like accents, communication styles, or regional backgrounds be influencing who makes the cut?</li>
</ul>
<h3>Assessment and Feedback</h3>
<ul>
<li class="MsoNormal">Are your scoring criteria measurable and standardised?</li>
<li class="MsoNormal">Do you gather diverse viewpoints when evaluating candidates?</li>
</ul>
<h3>Your Inclusive Hiring Process Checklist [Downloadable]</h3>
Tick all the right boxes in your hiring audits with our free downloadable checklist.
Breaking down each stage of the recruitment process, it offers step-by-step tips for spotting and reducing bias &ndash; click below to download:
<a href="https://link.aspion.co.uk/identifying-bias"><img src="https://cdn.sourceflow.co.uk/g2z95zgozrjhd86l104h64ohrt0t" alt="a clickable banner graphic in black with text in white and Aspion's signature green, which reads: CLICK HERE TO DOWNLOAD YOUR Free identifying &amp; Mitigating bias checklist" width="1594" height="346"></a>
<h2>Next Steps for Talent Managers</h2>
Removing unconscious bias from the recruitment process won&rsquo;t happen overnight, but consistent efforts can drive lasting change.
Here are a few final takeaways to keep top of mind:
<ul>
<li class="MsoNormal">Review Your Processes: From job ads to final interviews, look for areas where bias can sneak in.</li>
<li class="MsoNormal">Set Clear Standards: Standardise your evaluations and document them, ensuring every candidate is assessed fairly.</li>
<li class="MsoNormal">Champion Inclusivity: Encourage open dialogue, training, and accountability within your hiring teams.</li>
<li class="MsoNormal">Stay Proactive: Continually measure your results, gather feedback from new hires, and adapt as you learn.</li>
</ul>
For expert inclusive hiring support and advice tailored to your organisation, our team at Aspion Search is ready to help.
Get in touch today and start building a recruitment strategy that brings the best talent on board &ndash; without bias.
<h3 class="MsoNormal">Frequently Asked Questions&nbsp;</h3>
Common questions about unconscious bias.
<details class="mce-accordion" open="open">
<summary>How Does Unconscious Bias Affect Recruitment Decisions?</summary>
Bias can influence who gets shortlisted, interviewed, or offered roles &ndash; often without employers realising. It can lead to &lsquo;safe&rsquo; hiring decisions that favour familiarity over potential, narrowing talent pools and unintentionally excluding skilled candidates who don&rsquo;t fit preconceived ideas of a 'good hire'.
</details>
<details class="mce-accordion" open="open">
<summary>How Can Unconscious Bias Impact Team Performance and Culture?</summary>
When bias shapes who&rsquo;s hired or promoted, it limits diversity of thought and experience. This can stifle innovation, lead to groupthink, and create environments where some staff feel overlooked or undervalued. Meanwhile, inclusive teams tend to be more engaged, creative, and productive.
</details>
<details class="mce-accordion" open="open">
<summary>Why Is Inclusive Language Important in Job Adverts?</summary>
The words you use can attract &ndash; or alienate &ndash; candidates. Overly gendered or jargon-heavy language can put off underrepresented applicants. Inclusive language widens your reach and signals a workplace where everyone has a fair chance, helping to level the playing field from the first touchpoint.
</details>
<details class="mce-accordion" open="open">
<summary>Can Unconscious Bias Affect Staff Retention and Progression?</summary>
Yes. If certain employees feel consistently overlooked for promotions, projects, or recognition, they may disengage or leave. Bias doesn&rsquo;t stop at hiring &ndash; it can quietly shape who thrives. Creating fair, transparent progression pathways helps retain diverse talent and build trust across teams.
</details>
<details class="mce-accordion" open="open">
<summary>How Can SMEs Improve Diversity Without Large Budgets?</summary>
Start with small, practical changes: review job adverts for bias, diversify interview panels, offer mentoring, and create safe spaces for feedback. Training and inclusive practices don&rsquo;t have to break the bank &ndash; what matters most is consistency, intention, and a genuine commitment to change.
</details>
<h3>Related Resources&nbsp;</h3>
<ul>
<li><a href="https://www.aspion.co.uk/news-insights/great-resignation-employer-brand-tips/">How to Beat the Great Resignation 2.0: Insights From 4 Hiring Experts</a>.&nbsp;</li>
<li><a href="https://www.aspion.co.uk/news-insights/inclusive-recruitment-benefits-insights-and-top-tips/">Inclusive Recruitment Benefits, Insights, and Top Tips</a>.&nbsp;</li>
<li><a href="https://www.aspion.co.uk/news-insights/5-candidate-expectations-hiring-managers-have-to-meet/">5 Candidate Expectations Hiring Managers Have to Meet</a>.&nbsp;</li>
</ul>

Unconscious bias in hiring could be costing your business &pound;327k a year. Discover how to spot and reduce bias to build more inclusive, successful teams.&nbsp;

The Hidden Cost of Unconscious Bias and What to Do About It 

Technology can be a talent magnet &ndash; but you&rsquo;re not using it right...
In industrial sectors like steel, manufacturing, and engineering, many employers continue to rely on tried-and-tested processes, overlooking a major opportunity to appeal to a new generation of skilled workers.
In this guide, we&rsquo;ll explore why embracing digital transformation is a must for industrial employers looking to secure high-calibre recruits &ndash; and we&rsquo;ll outline five practical strategies to help you stand out in a competitive market.
<details class="mce-accordion" open="open">
<summary>What We'll Cover:</summary>
<ul>
<li class="MsoNormal">Why Adapting to the Digital Age Is Essential. </li>
<li class="MsoNormal">5 Key Strategies to Attract Talent in the Digital Age. </li>
<li class="MsoNormal">Next Steps for Employers + 10-Step Checklist.</li>
</ul>
</details>
After all, if you want to attract the brightest minds of the future, it starts with modernising how you work and how you&rsquo;re perceived.
<h2>Why Adapting to the Digital Age Is Essential</h2>
As <a href="https://www.bmsteel.co.uk/">BM Steel</a> General Manager and innovative industry leader <a href="https://www.linkedin.com/in/greg-kirkby-99515b152/">Greg Kirky</a> points out: &lsquo;Companies reliant on outdated methods struggle to attract skilled workers who prioritise innovation and agility.&rsquo;
Today&rsquo;s up-and-coming talent expects modern, data-driven environments; they want to know that their future employer is investing in automation, analytics, and collaborative digital platforms.
But it&rsquo;s not just about adopting new tools for the sake of it. It&rsquo;s about championing sustainability, fostering a collaborative culture, and proving you&rsquo;re ready to evolve.
By integrating technologies like AI-driven supply chains, IoT-enabled production lines, and data-driven resource management, you&rsquo;ll bring big benefits to your business:
<img src="https://cdn.sourceflow.co.uk/24ukpmo307kjlzrm6f6sadz6ehot" alt="Aspion-branded graphic with bold, capitalised text on a black background and a vivid green border, listing five benefits of digital innovation: boost efficiency, reduce waste, improve decision-making, become more competitive, position yourself as a future-focused employer" width="1344" height="754">
<h3>Understanding Gen Z&rsquo;s Mindset</h3>
Gen Z, the latest &ndash; and soon to be largest &ndash; cohort in the workforce, has grown up immersed in technology. They&rsquo;re seeking flexible, purpose-driven roles where they can innovate, see tangible results, and make a real impact.
As Greg points out, &lsquo;These digital-native professionals seek employers leveraging data analytics, automation, and smart tools.&rsquo; In other words, Gen Z expects the workplace to mirror the tech-savvy world they&rsquo;ve always known.
They value transparent leadership, collaborative cultures, and companies that demonstrate a genuine commitment to sustainability and social responsibility. In fact, according to <a href="https://www.deloitte.com/global/en/issues/work/content/genz-millennialsurvey.html">research by Deloitte</a>, a majority of Gen Z professionals want to believe that they have the power to drive change in their organisation.&nbsp;
<img src="https://cdn.sourceflow.co.uk/3dppe60m5jhlwgdsjbtw5yw0q9bq" alt="inforgraphic on a white background with bold black text that says 61% want to drive change. there's a vivid, Aspion-green line between the number and the rest of the text" width="1216" height="911">
Source: <a href="https://www.deloitte.com/global/en/issues/work/content/genz-millennialsurvey.html">Deloitte</a>.
If employers can show they&rsquo;re proactive about technological innovation and personal development, they&rsquo;ll be far more likely to draw &ndash; and retain &ndash; the next generation of high-potential talent.
<h2>5 Strategies to Attract Talent in the Digital Age</h2>
In Greg&rsquo;s words, &lsquo;Competition is fierce, with industrial firms now vying against tech-driven sectors.&rsquo;
So, what can you do to make your company more appealing to forward-thinking talent?
Below are five strategies that blend tradition with modern innovation &ndash; helping you stand out in a marketplace where cutting-edge tech and collaborative cultures are increasingly non-negotiable.
<h3 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1;">1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Embrace Cutting-Edge Technologies and Showcase Innovation</h3>
Digital transformation is a signal to prospective hires that you&rsquo;re actively shaping the future of the industry.
<h4>What to Do</h4>
Forward-looking companies invest in AI, IoT, and automated processes to improve efficiency, reduce downtime, and create safer work environments &ndash; projecting a culture of ongoing innovation that resonates with tech-savvy talent.
Showcasing these advancements is equally crucial. So, offer virtual or on-site tours to spotlight modern equipment and share real-world success stories. Employee testimonials about using advanced tools also give potential new hires an insight into the challenges they&rsquo;ll help tackle, sparking interest in the impact they can make on your team.
<h3 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1;">2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Foster a Culture of Continuous Learning and Upskilling</h3>
Modern workforces &ndash; and particularly younger talent &ndash; prioritise employers who invest in professional development and long-term skill growth.
<h4>What to Do</h4>
Offer structured training programs, coaching, and clear advancement pathways to show that your company is committed to helping employees evolve alongside industry innovations.
Encouraging cross-functional projects, mentorships, and regular skill assessments keeps teams engaged and positions you as a forward-thinking employer. By supporting ongoing development, you not only strengthen individual careers but also future-proof your organisation in a rapidly shifting market.
<h3 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1;">3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Leverage Digital Collaboration</h3>
Greg tells us that &lsquo;Digitalisation thrives on collaboration within industries and beyond.&rsquo; But how can you leverage collaboration in a way that meaningfully drives innovation?
<h4>What to Do</h4>
Digital tools are key to bridging gaps between teams internally, encouraging transparent communication, and ensuring that knowledge flows freely. Meanwhile, two-way mentoring &ndash; pairing experienced professionals with newer, more digitally fluent hires &ndash; facilitates mutual learning and keeps everyone adaptable.
From an external point of view, Greg suggests that &lsquo;firms partner with tech companies to develop smart manufacturing solutions, work with research institutions on new materials, and optimise logistics with real-time tracking.&rsquo;
By creating a collaborative environment, you enable employees to share insights, refine processes, and help position your organisation as an industry leader.
<h3 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1;">4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Share Purpose-Driven Narratives</h3>
Many up-and-coming candidates are looking for a deeper &lsquo;why&rsquo; behind their work.
By illustrating how digitalisation contributes to sustainability, resource conservation, and overall social impact, you position your company as a community-focused innovation leader.
<h4>What to Do</h4>
Showcase tangible outcomes. This could include highlighting real data on how AI-driven maintenance reduces waste, or how connected sensors help cut energy consumption.
Share employee stories of how these technologies support meaningful projects, like lowering emissions or improving workplace safety. This approach reassures prospective hires that your business isn&rsquo;t just embracing innovation for profit, but also to make a positive difference in the industry and beyond.
<h3 style="margin-left: 36.0pt; text-indent: -18.0pt; mso-list: l0 level1 lfo1;">5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Boost Your Digital Employer Brand&nbsp;</h3>
An impactful employer brand can set you apart in today&rsquo;s hyper-competitive talent market &ndash; especially when it showcases your tech-driven culture.
<h4>What to Do</h4>
Share authentic, behind-the-scenes stories that highlight how you&rsquo;re embracing digitalisation, from AI-assisted production lines to collaborative digital platforms. You can do this through social channels, your website, and employee reviews.
Consider also celebrating employee achievements, demonstrating sustainability milestones, and showcasing real-world examples of how you&rsquo;re driving transformation in your sector.
By boosting your employer brand, you&rsquo;ll position yourself as an employer of choice to growth-minded, innovative candidates.
<h2>Next Steps for Employers &nbsp;</h2>
&lsquo;Industrial sectors must evolve to remain competitive. Companies embracing digital tools, sustainability, and collaboration will lead &ndash; not just in performance but in attracting and retaining top talent,&rsquo; says Greg.
&lsquo;The question is: Are you evolving fast enough to stay ahead?&rsquo;
From cutting-edge tech investments and collaborative cultures to purpose-driven branding, we&rsquo;ve explored the strategies industrial employers need to stand out in a fast-changing market.
<h3 class="MsoNormal">Your 10-Step Innovation &amp; Attraction Checklist&nbsp;</h3>
Ready to put these insights into action?
Download our 10-Step Innovation and Attraction Checklist &ndash; a practical guide to modernising your processes and engaging top-tier candidates:
<a href="https://link.aspion.co.uk/innovation-attraction-checklist"><img src="https://cdn.sourceflow.co.uk/1dd5bsqhuhj14b3n2gidkbvr7pck" alt="Clickable banner graphic in Aspion branding with wording: click here to download your free innovation and attraction checklist" width="1359" height="283"></a>
For more insights into how you can position your organisation as an employer of choice and attract the right talent for your organisation, get in touch today.
<span style="font-size: 12.0pt; line-height: 116%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-fareast-theme-font: minor-fareast; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: JA; mso-bidi-language: AR-SA;">Remember: innovation isn&rsquo;t just an advantage &ndash; it&rsquo;s your competitive edge in a tough talent market.
<h3 class="MsoNormal"><span style="font-size: 12.0pt; line-height: 116%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-fareast-theme-font: minor-fareast; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: JA; mso-bidi-language: AR-SA;">Frequently Asked Questions&nbsp;</h3>
<span style="font-size: 12.0pt; line-height: 116%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-fareast-theme-font: minor-fareast; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: JA; mso-bidi-language: AR-SA;">Still got questions? We've got you covered...&nbsp;
<details class="mce-accordion" open="open">
<summary>How Can Businesses Showcase Digital Innovation to Attract Talent?</summary>
Highlighting digital projects, new technologies, or modern working practices on your website and social media signals progressiveness to candidates. Sharing behind-the-scenes stories, employee input, and innovation wins helps position your business as forward-thinking <span style="font-size: 12.0pt; line-height: 116%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-fareast-theme-font: minor-fareast; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: JA; mso-bidi-language: AR-SA;">&ndash; and somewhere digital-savvy talent wants to be.
</details>
<details class="mce-accordion" open="open">
<summary>How Can SMEs Compete Digitally with Larger Employers?</summary>
SMEs can move faster and personalise more. Emphasise your adaptability, use cost-effective digital tools, and showcase a people-first culture. Candidates are often drawn to companies where digital transformation isn&rsquo;t bogged down in red tape but genuinely improves how teams work and grow.
</details>
<details class="mce-accordion" open="open">
<summary>What Role Does Leadership Play in Successful Digital Transformation?</summary>
Leaders set the tone. Digital transformation isn&rsquo;t just about tools <span style="font-size: 12.0pt; line-height: 116%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-fareast-theme-font: minor-fareast; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: JA; mso-bidi-language: AR-SA;">&ndash; it&rsquo;s a cultural shift. When senior teams model openness to change, invest in digital skills, and communicate clearly, it builds trust and momentum. Without leadership buy-in, transformation risks becoming a tick-box exercise.
</details>
<details class="mce-accordion" open="open">
<summary>How Does Digital Transformation Shape the Future of Work?</summary>
Digital transformation redefines how, where, and when we work. From hybrid roles to automated processes, it creates smarter, more flexible environments. Candidates increasingly expect digital fluency from employers <span style="font-size: 12.0pt; line-height: 116%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-fareast-theme-font: minor-fareast; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: JA; mso-bidi-language: AR-SA;">&ndash; not just tech for tech&rsquo;s sake, but meaningful innovation that makes work better.
</details>
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<summary>Can Investing in Digital Systems Improve Staff Engagement and Morale?</summary>
Yes! Digital systems that remove friction <span style="font-size: 12.0pt; line-height: 116%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-fareast-theme-font: minor-fareast; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: JA; mso-bidi-language: AR-SA;">&ndash; like clunky processes or lack of access <span style="font-size: 12.0pt; line-height: 116%; font-family: 'Aptos',sans-serif; mso-ascii-theme-font: minor-latin; mso-fareast-font-family: 'Times New Roman'; mso-fareast-theme-font: minor-fareast; mso-hansi-theme-font: minor-latin; mso-bidi-font-family: 'Times New Roman'; mso-bidi-theme-font: minor-bidi; mso-ansi-language: EN-GB; mso-fareast-language: JA; mso-bidi-language: AR-SA;">&ndash; free up time and reduce stress. When tech genuinely supports staff rather than hinders them, it improves day-to-day experience, signals investment in people, and boosts overall morale and retention.
</details>
<h3>Related Resources&nbsp;</h3>
<ul>
<li><a href="https://www.aspion.co.uk/news-insights/great-resignation-employer-brand-tips/">How to Beat the Great Resignation 2.0: Insights From 4 Hiring Experts</a>.&nbsp;</li>
<li><a href="https://www.aspion.co.uk/news-insights/two-way-mentoring-checklists/">Two-Way Mentoring: 7 Steps to Close Industrial Skills Gaps</a>.</li>
<li><a href="https://www.aspion.co.uk/news-insights/5-candidate-expectations-hiring-managers-have-to-meet/">5 Candidate Expectations Hiring Managers Have to Meet</a>.&nbsp;</li>
</ul>

5 essential strategies to attract and retain top industrial talent in the digital age. Future-proof your hiring with actionable insights.

5 Strategies to Attract Industrial Talent in the Digital Age 

Close skills gaps, improve retention, and grow faster in metals, manufacturing, and other industrial sector businesses with two-way mentoring.

Two-Way Mentoring: 7 Steps to Close Industrial Skills Gaps

Find out how the Greation Resignation 2.0 will impact industrial sectors in 2025 and learn actionable strategies to improve talent attraction, retention, and futureproof your business.&nbsp;

How to Beat the Great Resignation 2.0: Insights From 4 Hiring Experts 

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Logistics may be a thriving industry and great career path, but there are a few well-documented issues that we still need to tackle.
You see, like many other sectors, Logistics is trying to keep up in areas that are increasingly important to professionals across the UK. From&nbsp;<a href="https://aspion.co.uk/tag/mental-health/">mental health</a>&nbsp;to&nbsp;<a href="https://aspion.co.uk/tag/diversity/">diversity in Logistics</a>&nbsp;and everything in between, it&rsquo;s become more essential than ever for industry leaders to start conversations and drive change.
And that&rsquo;s exactly what they&rsquo;ve been doing &ndash; with the Rerouting Logistics podcast as their platform!
<h2>What is Rerouting Logistics?</h2>
Rerouting Logistics is a podcast by&nbsp;<a href="https://aspion.co.uk/tag/diversity/">Aspion Search</a>. Hosted by former Senior Traffic Commissioner&nbsp;<a href="https://beverleybell.co.uk/">Beverley Bell</a>, together we&rsquo;re on a mission to tackle issues in the world of&nbsp;<a href="https://aspion.co.uk/industries/transport-and-logistics-recruitment/">Transport &amp; Logistics</a>:
<ul>
<li>Diversity and&nbsp;<a href="https://aspion.co.uk/tag/women-in-logistics/">women in Logistics</a>.</li>
<li><a href="https://aspion.co.uk/tag/mental-health-in-logistics/">Driver mental health</a>.</li>
<li>Closing the&nbsp;<a href="https://aspion.co.uk/tag/age-gap/">Logistics age gap</a>.</li>
<li>Spreading the word about&nbsp;<a href="https://aspion.co.uk/jobs/">careers in Logistics</a>.</li>
<li>The future of the sector.</li>
</ul>
<h2>Featured podcast guests</h2>
In each Rerouting Logistics episode, Beverley Bell sits down with big industry names to drive key conversations forwards.
Here&rsquo;s what Beverley and her guests discussed in Series One:
<ul>
<li>Sharon Kindleysides (CEO of&nbsp;<a href="https://ciltuk.org.uk/">CILT</a>):&nbsp;women working in Logistics and the importance of Diversity &amp; Inclusion.</li>
<li>Richard James Smith (MD of the&nbsp;<a href="https://www.rha.uk.net/">Road Haulage Association</a>):&nbsp;mental health and whether taxpayer money should subsidise Transport &amp; Logistics.</li>
<li>Steven Granite (Chairman of&nbsp;<a href="https://www.abbeylogisticsgroup.com/">Abbey Logistics Group</a>):&nbsp;the age gap in Logistics, career opportunities, and running a successful business.</li>
<li>Leon Daniels&nbsp;(<a href="https://ciltuk.org.uk/About-Us/Institute-Structure/Governance">CILT</a>&nbsp;President):&nbsp;attracting the next generation and Britain&rsquo;s place as a world leader in Transport.</li>
<li>Clare Bottle (Chief Executive of the&nbsp;<a href="https://www.ukwa.org.uk/">UK Warehousing Association</a>):&nbsp;working in warehousing and the origins and obstacles of Women in Logistics.</li>
</ul>
Listen to Series One of Rerouting Logistics on the go with&nbsp;<a href="https://open.spotify.com/show/2IhxjJXgRa12u4LgpAOFV0?si=5a064c29c9f04601">Spotify</a>, or go to&nbsp;<a href="https://www.youtube.com/@reroutinglogistics">YouTube</a>&nbsp;to watch Beverley in conversation with her brilliant guests.
<h2>Will there be a second series?</h2>
Yes, a second series of Rerouting Logistics has been confirmed!
With a new angle on interviewees and starting essential conversations, Beverley Bell and the team at Aspion Search are planning a more provocative take on the popular podcast &ndash; so watch this space.
<h2>Keeping up with Rerouting Logistics</h2>
Unfortunately, that&rsquo;s all we can say right now&hellip;
But, to stay up to date on the latest Rerouting Logistics podcast news, make sure you follow the&nbsp;<a href="https://uk.linkedin.com/company/aspion">Aspion Search LinkedIn page</a>. You&rsquo;ll also get insider access to featured industry roles, the latest sector news, and specialist recruitment insights, direct from the&nbsp;<a href="https://aspion.co.uk/services/search-selection/">Search &amp; Selection</a>&nbsp;experts.
And, of course, if you have any questions about the support we can offer &ndash; whether you&rsquo;re looking for top talent or a new opportunity &ndash; don&rsquo;t hesitate to get in touch:
Call Us:&nbsp;0151 209 2050&nbsp;
Email Us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
Featured Image Credit: Thomas Canning
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Find out all about the podcast on a mission to change Logistics for the better&hellip;

All About Rerouting Logistics: a Podcast on a Mission

We&rsquo;ve all heard of&nbsp;<a href="https://ciltuk.org.uk/About-Us/Forums-Communities/Women-In-Logistics">Women in Logistics</a>&nbsp;(WiL) and the amazing work it does &ndash; but where did it start? And what obstacles has the organisation had to overcome along the way?
Let&rsquo;s take a deeper dive into its journey, here and in the&nbsp;<a href="https://open.spotify.com/show/2IhxjJXgRa12u4LgpAOFV0">latest episode</a>&nbsp;of&nbsp;<a href="https://www.youtube.com/@reroutinglogistics">Rerouting Logistics</a>:
<ul>
<li>What is the mission of Women in Logistics?</li>
<li>How did WiL get where it is today?</li>
<li>Rerouting Logistics: discussing diversity in Transport &amp; Logistics.</li>
</ul>
<h2>What is the mission of Women in Logistics?</h2>
For those of you who aren&rsquo;t as familiar with the work of WiL, its vision (according to Chair Ruth Waring) is to:
&ldquo;Improve the lives of&nbsp;<a href="https://aspion.co.uk/tag/women-in-logistics/">women in Logistics</a>&nbsp;in the UK and address gender imbalance, enabling the Logistics industry to benefit from female talent.&rdquo;
To make this vision a reality, WiL works to create opportunities that will &lsquo;support women working in the sector, and identify and address challenges to recruitment and retention&rsquo;. Here&rsquo;s how:
<ul>
<li>Connect:&nbsp;Provide networking and professional development events.</li>
<li>Engage:&nbsp;To provide a voice for women working in Logistics and to address, from a female perspective, key challenges the profession faces.</li>
<li>Inspire:&nbsp;Provide an inclusive and encouraging environment to nurture female talent within the sector.</li>
</ul>
Women in Logistics is part of&nbsp;<a href="https://ciltuk.org.uk/">The Chartered Institute for Logistics and Transport</a>, and was first established in 2008.
<h2>How did Women in Logistics get where it is today?</h2>
WiL was&nbsp;<a href="https://www.linkedin.com/in/ruthwaring/">Ruth Waring&rsquo;s</a>&nbsp;visionary idea. But, although it is now a thriving organisation with over 4,000 members, it started out as a small group on LinkedIn back in 2008. And, it wasn&rsquo;t until four months in that people the founders didn&rsquo;t know started to join!
From these humble beginnings to the influential organisation that it is today, WiL has gone on quite the journey. Still, it wasn&rsquo;t always smooth sailing.
Listen to Vice Chair&nbsp;<a href="https://www.linkedin.com/in/clarebottlefcilt/">Clare Bottle</a>&nbsp;talking about the idea that started it all &ndash; and the powerful voices that almost stopped it &ndash; in this preview of the latest Rerouting Logistics podcast episode:
<div class="wp-video">&lt;Insert video&gt;</div>
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&ldquo;If this is what you believe in, this could have legs&hellip;&rdquo;
The&nbsp;<a href="https://aspion.co.uk/tag/rerouting-logistics/">Rerouting Logistics podcast</a>&nbsp;is on a mission to tackle key issues in the world of Transport &amp; Logistics!
By&nbsp;<a href="https://aspion.co.uk/">Aspion Search</a>&nbsp;in partnership with former Senior Traffic Commissioner&nbsp;<a href="https://beverleybell.co.uk/">Beverley Bell</a>, the podcast covers: diversity in Logistics, women in Logistics, young people in Logistics, and the future of the sector.
Which episodes have you listened to?
Episode 5, &lsquo;Women in Warehousing and Sector Success&rsquo; with Clare Bottle:
<ul>
<li><a href="https://open.spotify.com/episode/4oQLH9Wb5E6vLZXc3DAduY?si=af73a97624d447bc">Spotify</a></li>
<li><a href="https://www.youtube.com/watch?v=9EmBLRUrSuE">YouTube</a></li>
</ul>
Episode 4, &lsquo;Diversity and the Logistics Age Gap&rsquo; with Leon Daniels:
<ul>
<li><a href="https://open.spotify.com/episode/2nXYcFPzSNgMbrxluFzLcv?si=wwHmGGk5R5mt8DPFLhByfg">Spotify</a></li>
<li><a href="https://www.youtube.com/watch?v=wOmuPRP6CV0">YouTube</a></li>
</ul>
Episode 3, &lsquo;Young People in Logistics&rsquo; with Steven Granite:
<ul>
<li><a href="https://open.spotify.com/episode/2AGxpgOwtNfxoHnqy8ySqO?si=h0O-8u4YSda3cWPLknhCkw">Spotify</a></li>
<li><a href="https://www.youtube.com/watch?v=CuB8w3CtbLU">YouTube</a></li>
</ul>
Episode 2, &lsquo;The Future of Transport &amp; Logistics&rsquo; with Richard James Smith:
<ul>
<li><a href="https://open.spotify.com/episode/0dQaIVMOIDTKSQOz2pu2OR?si=I4eNLXb3Tjq6SJHKctbUwg">Spotify</a></li>
<li><a href="https://www.youtube.com/watch?v=tKh2NgBjdUs">YouTube</a></li>
</ul>
Episode 1, &lsquo;Women in Logistics&rsquo; with Sharon Kindleysides:
<ul>
<li><a href="https://open.spotify.com/episode/3cJhKOQAL9iApzyb4oy9al?si=EwDtLy4FS_uQDw_DmmK_oQ">Spotify</a></li>
<li><a href="https://www.youtube.com/watch?v=Bp9E09_-Lc8">YouTube</a></li>
</ul>
Series 2 of Rerouting Logistics, coming soon&hellip;
</div>

How one of the most important organisations in&nbsp;<a href="https://aspion.co.uk/industries/transport-and-logistics-recruitment/">Transport &amp; Logistics</a>&nbsp;became what it is today&hellip;

The Origins (and Obstacles) of Women in Logistics

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It&rsquo;s an exciting time in the <a href="https://aspion.co.uk/about-us/">Aspion offices</a>&hellip;
This October, we finally unveiled our Liverpool recruitment office expansion! The expansion means our HQ has doubled in size, with dozens of new desk spaces available for new and aspiring recruiters.
So, if you&rsquo;re looking to level up or step into&nbsp;<a href="https://aspion.co.uk/about-us/careers/">a career in recruitment</a>, this could be your chance.
<h2>Stunning Liverpool city centre office</h2>
Now that our new space is officially open for business, the Aspion Liverpool Head Office includes some truly impressive touches.
As well as the original one-to-one meeting rooms, live target displays, and panoramic views of the River Mersey, the expansion includes:
<ul>
<li>A stunning new boardroom.</li>
<li>Our very own podcast studio.</li>
<li>Interactive presentation screens.</li>
<li>A second kitchen.</li>
<li>Improved breakout spaces and guest lounge.</li>
<li>Extra space for our office dogs!</li>
</ul>
And, of course, it wouldn&rsquo;t be an Aspion office without a dancefloor!
It was always a premium space with a focus on company culture. Now, after our Liverpool recruitment office expansion, it&rsquo;s even better set up for collaboration, motivation, and success.
<h2>New recruitment jobs in Liverpool</h2>
Are you based in or around Merseyside and on the lookout for your next opportunity?
Whether you&rsquo;re new to recruitment or you&rsquo;ve got years of experience under your belt, Aspion could be the opportunity you need to accelerate your career!
The benefits don&rsquo;t stop at the setting. At Aspion Search, support is always given, training is ongoing, and clear progression and promotional pathways ensure you&rsquo;ll consistently rise through the ranks.
Interested? We recruit within the following sectors:
<ul>
<li>Sales.</li>
<li>Metals.</li>
<li>Manufacturing.</li>
<li>Transport.</li>
<li>Logistics.</li>
<li>Drivers.</li>
</ul>
Why not come and see the office for yourself? Connect with&nbsp;<a href="https://www.linkedin.com/in/victoria-riley-0a4826b6/">Victoria Riley</a>&nbsp;on LinkedIn for more information, or give us a call today:
Call Us:&nbsp;0151 209 2050&nbsp;
Email Us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

What sort of office environment would help you thrive?

Liverpool’s New Recruitment Office Expansion Features Dogs, Dancefloors, and Podcast Studio

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Around <a href="https://www.mentalhealth.org.uk/explore-mental-health/statistics/mental-health-work-statistics">15% of Brits</a>&nbsp;experience mental health problems at work, and almost 13% of all sickness absence days from work are due to poor mental health.
Unless organisations get better at tackling mental health problems at work, this issue will cost time, money, and talent.
Here are 6 powerful things you can do to support employee mental health in the workplace&hellip;
<ol>
<li>Improve manager awareness and mental health signposting.</li>
<li>Introduce meaningful mental health &amp; wellbeing initiatives.</li>
<li>Schedule and stick to regular check-ins.</li>
<li>Invest in personal development coaching sessions.</li>
<li>Make Mental Health First Aid training a priority.</li>
<li>Support employees with self-help (in and out of work).</li>
</ol>
Want more insights?&nbsp;<a href="https://uk.linkedin.com/company/aspion">Get in touch</a>&nbsp;&ndash; employee wellbeing is something our specialist talent partners consult clients on regularly.
<h3>Making workplace mental health support a priority</h3>
As well as being the right thing to do, supporting employee mental health is a key part of any modern retention strategy.
Happy, focused employees who feel they can thrive in their working environment are more productive and get better results.
Unfortunately, right now, mental health support is not enough of a priority in a lot of workplaces. So, as a result&hellip;
<a href="https://www.mentalhealthatwork.org.uk/commitment/">41% of employees</a>&nbsp;who have experienced poor mental health in the last year have said that work was a contributing factor.
The cost to the employer is staggering. In fact, the cost of mental ill health to businesses has soared by 25% in the last three years. This has to do, in large part, with the number of UK employees that have left their jobs due to mental illness.
So, what can you do about it?
<h3>6 ways to prevent attrition through workplace mental health support</h3>
Top tips to make managing mental health in the workplace a priority in your organisation.
<h4>1. Improve manager awareness and mental health signposting</h4>
It&rsquo;s pretty much impossible to improve company culture if management aren&rsquo;t on board. So, start by raising awareness of mental health in the workplace with managers.
The best way to understand how mental health affects your employees? Ask them!
This should ideally be done anonymously, especially if the topic isn&rsquo;t much talked about in your office. You can find questionnaires online that will help you gauge what your employees are struggling with and how this relates to their work.
Once there is awareness, there can be effective signposting. Make sure managers are educated on the best resources available to employees who are struggling. This could include&hellip;
<ul>
<li>Local counselling and support services.</li>
<li>Online toolkits, like the ones you can find over on the Mental Health At Work.</li>
<li>Your office Mental Health First Aiders (more on this later).</li>
</ul>
<h4>2. Introduce meaningful mental health &amp; wellbeing initiatives</h4>
Mental health support at work shouldn&rsquo;t be purely reactive. Prevention is also so important!
An open, inclusive, and supportive company culture can make the working day a positive for employees. It stops issues like stress and burnout from becoming a serious problem. Or, if people are struggling, a positive working environment will encourage employees to speak to someone before things get too bad.
Just remember that it&rsquo;s all well and good talking about it. But, unless you actually introduce and (most importantly)&nbsp;encourage&nbsp;your company&rsquo;s wellness initiatives, they won&rsquo;t have the desired impact.
We&rsquo;ve tried and tested various wellbeing initiatives in our own offices. These are the ones that have made the most difference:
<h5>Walk and talk lunchtimes</h5>
If you&rsquo;re on site, organise regular weekly or monthly lunchtime walks. Anyone who wants to can sign up, and it gives people the opportunity to get away from their work and spend time together outside of the office.
<div id="attachment_20795" class="wp-caption alignnone">
<img class=" wp-image-25234" src="https://aspion.co.uk/wp-content/uploads/2023/01/Mental-health-at-work-initiatives-300x200.jpg" sizes="(max-width: 500px) 100vw, 500px" srcset="https://aspion.co.uk/wp-content/uploads/2023/01/Mental-health-at-work-initiatives-300x200.jpg 300w, https://aspion.co.uk/wp-content/uploads/2023/01/Mental-health-at-work-initiatives-1024x683.jpg 1024w, https://aspion.co.uk/wp-content/uploads/2023/01/Mental-health-at-work-initiatives-768x512.jpg 768w, https://aspion.co.uk/wp-content/uploads/2023/01/Mental-health-at-work-initiatives-1536x1024.jpg 1536w, https://aspion.co.uk/wp-content/uploads/2023/01/Mental-health-at-work-initiatives-2048x1365.jpg 2048w, https://aspion.co.uk/wp-content/uploads/2023/01/Mental-health-at-work-initiatives-280x187.jpg 280w, https://aspion.co.uk/wp-content/uploads/2023/01/Mental-health-at-work-initiatives-1320x880.jpg 1320w" alt="Mental health at work: introduce meaningful mental health and wellbeing initiatives." width="500" height="333">
</div>
<h5>Friday Successes</h5>
It&rsquo;s important to take the time to celebrate everyone&rsquo;s achievements and focus on the positives. We do this at the end of every Friday, when everyone in the team gets a drink (if they choose) and a chance to speak about the week&rsquo;s biggest successes.
<h5>Wellbeing apps</h5>
Do some research into health and wellbeing apps that would benefit your teams. Some offer healthcare benefits, some offer incentives for exercising, and others include mindset and mindfulness resources.
<h5>Wellness Wednesday</h5>
Every Wednesday, we give our employees an extra long lunchtime that they can use to socialise, exercise, take time away from their desks, and just generally get some &ldquo;me&rdquo; time.
Once you know what your teams want or need, it&rsquo;ll be easier to settle on and implement initiatives.
<h4>3. Schedule and stick to regular check-ins</h4>
It may be simple, but it&rsquo;s effective. Regular one-to-one sessions between employees and line managers will make it easier to spot worrying warning signs. So, introduce them, and make sure people stick to them.
Other benefits include making employees feel more appreciated, better alignment with projects and ways of working, and improved engagement.
This is particularly crucial if yours is a hybrid or home working model. It can be all too easy to leave your teams to their own devices. Not only is this bad for morale, but it also makes the working day an excellent breeding ground for loneliness and stress.
(Side note: just because you have scheduled catch-ups doesn&rsquo;t mean you can&rsquo;t touch base at other times. If someone doesn&rsquo;t look quite like themselves, or you&rsquo;re worried they&rsquo;re falling into harmful habits, ask for a confidential chat.)
<h4>4. Invest in personal development sessions</h4>
By investing in your employees&rsquo; personal development, you help to build their resiliency and confidence. This is easy to do at scale if you invite a professional speaker or coach to present to your team.
Work Kind, a purpose-driven provider of corporate speakers with inspiring real life stories, is here to help you make an impact on your employees.
<div id="attachment_20797" class="wp-caption alignnone"></div>
<div><img class="alignnone wp-image-26479" src="https://aspion.co.uk/wp-content/uploads/2023/01/Louise-Work-Kind-300x199.png" sizes="(max-width: 499px) 100vw, 499px" srcset="https://aspion.co.uk/wp-content/uploads/2023/01/Louise-Work-Kind-300x199.png 300w, https://aspion.co.uk/wp-content/uploads/2023/01/Louise-Work-Kind-1024x678.png 1024w, https://aspion.co.uk/wp-content/uploads/2023/01/Louise-Work-Kind-768x509.png 768w, https://aspion.co.uk/wp-content/uploads/2023/01/Louise-Work-Kind-1536x1017.png 1536w, https://aspion.co.uk/wp-content/uploads/2023/01/Louise-Work-Kind-280x185.png 280w, https://aspion.co.uk/wp-content/uploads/2023/01/Louise-Work-Kind-1320x874.png 1320w, https://aspion.co.uk/wp-content/uploads/2023/01/Louise-Work-Kind.png 1890w" alt="Work Kind, a purpose-driven provider of corporate speakers with inspiring real life stories, is here to help you make an impact on your employees." width="499" height="331"></div>
The Work Kind speakers specialise in topics such as mental health, workplace confidence and resilience, and overcoming adversity, along with a wide variety of other tough topics that workplaces need to tackle:
<ul>
<li>Diversity, equity, and inclusion.</li>
<li>Disability.</li>
<li>Neurodiversity.</li>
<li>Anti-racism.</li>
<li>Self-love.</li>
<li>Growth mindset.</li>
</ul>
Interested? Reach out to&nbsp;<a href="mailto:hello@work-kind.co.uk">hello@work-kind.co.uk</a>&nbsp;to find out more!
<h4>5. Make Mental Health First Aid training a priority</h4>
For companies committed to employee wellbeing at work,&nbsp;<a href="https://mhfaengland.org/">Mental Health First Aid</a>&nbsp;(MHFA) training is an extremely valuable thing.
Ideal for management, as well as any volunteers in your teams, Mental Health First Aid training teaches essential skills in:
<ul>
<li>Prevention.</li>
<li>Early intervention.</li>
<li>Signposting.</li>
</ul>
If you&rsquo;re unsure of how to create an effective mental health strategy, assist those who need it, or give appropriate support, then this is sure to benefit your teams. We certainly found our&nbsp;<a href="https://www.advocate-group.co.uk/2022/05/10/mental-health-awareness-week-why-mental-health-first-aid-mhfa-training-is-important-in-the-workplace/">Mental Health First Aid sessions</a>&nbsp;to be a positive, educational experience! And the gains have been felt throughout the business.
<div id="attachment_19913" class="wp-caption alignnone">
<img class=" wp-image-19913" src="https://www.advocate-group.co.uk/wp-content/uploads/2022/05/Soph-Laugh-1-300x169.png" sizes="(max-width: 300px) 100vw, 300px" srcset="https://www.advocate-group.co.uk/wp-content/uploads/2022/05/Soph-Laugh-1-300x169.png 300w, https://www.advocate-group.co.uk/wp-content/uploads/2022/05/Soph-Laugh-1-1024x576.png 1024w, https://www.advocate-group.co.uk/wp-content/uploads/2022/05/Soph-Laugh-1-768x432.png 768w, https://www.advocate-group.co.uk/wp-content/uploads/2022/05/Soph-Laugh-1-1536x864.png 1536w, https://www.advocate-group.co.uk/wp-content/uploads/2022/05/Soph-Laugh-1-2048x1152.png 2048w, https://www.advocate-group.co.uk/wp-content/uploads/2022/05/Soph-Laugh-1-280x158.png 280w, https://www.advocate-group.co.uk/wp-content/uploads/2022/05/Soph-Laugh-1-1430x805.png 1430w" alt="Mental health at work: make Mental Health First Aid (MHFA) training a priority" width="501" height="282" aria-describedby="caption-attachment-19913">
</div>
There are regular training sessions, both in-person and online, that your business can sign up to. Check the website to find upcoming sessions that suit you.
<h4>6. Support employees with self-help (in and out of work)</h4>
Not everyone is used to or comfortable with looking after themselves. So, it&rsquo;s up to you as an employer to offer guidance.
As well as improving the working environment, this sort of support can also help employees with their work/home balance. And you&rsquo;ll be glad to hear that there are plenty of ways to encourage self-care amongst your employees.
You could share:
<ul>
<li>Simple recipes to promote healthy eating.</li>
<li>Personal care tips.</li>
<li>Mindfulness exercises.</li>
<li>Mindset podcasts.</li>
<li>Personal development books.</li>
</ul>
Or, you could make a group and encourage your team to share what that they find useful!
Another powerful way to promote self-help is to communicate with your employees. If you&rsquo;ve noticed that someone doesn&rsquo;t look quite like themselves at the start of the week, ask them: &ldquo;are you doing anything at the weekend that&rsquo;s effecting your Monday?&rdquo;
<h3>Managing mental health in the workplace</h3>
When you make mental health in the workplace a priority, you make the day-to-day lives of employees better. And, as a direct result, you can improve productivity and quality of results. All of this translates directly to drastically reduced employee attrition.
96% of the people we place are still with that organisation 12 months later. So, we know a thing or two about employee retention.
Are you interested in offering Mental Health First Aid training to your teams?
Or are you searching for employees with the right culture fit and background for your business? Either way,&nbsp;<a href="/contact-us">get in touch&nbsp;</a>today!
And, if you or someone in your organisation needs help, check out the resources below:
<ul>
<li><a href="https://www.samaritans.org/">Samaritans</a>: 116 123 (Samaritans)</li>
<li><a href="https://www.mind.org.uk/">Mind</a>&nbsp;Infoline: 0300 123 3393 (Mind Infoline)</li>
<li><a href="https://www.anxietyuk.org.uk/">Anxiety UK</a></li>
<li><a href="https://www.depressionuk.org/">Depression UK</a></li>
<li><a href="https://www.bereavementadvice.org/">Bereavement Advice Centre</a></li>
</ul>
</div>

Is there more you could be doing to improve workplace mental health support in your organisation?&nbsp;&nbsp;

6 Ways to Boost Retention Through Workplace Mental Health Support

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Here&rsquo;s what you need to know:
<ul>
<li>The Make UK rankings.</li>
<li>Can the UK keep climbing?</li>
<li>The role of the North West.</li>
<li>Making the most of sector success.</li>
</ul>
<h2>The Make UK rankings</h2>
This year&rsquo;s annual&nbsp;<a href="https://www.makeuk.org/insights/reports/manufacturing-fact-card-report-2023">Manufacturing &ndash; The Facts</a>&nbsp;report by Make UK had some interesting findings.
For one thing, despite a whole raft of challenges facing&nbsp;<a href="https://aspion.co.uk/tag/manufacturing/">UK Manufacturing</a>, from economic uncertainty to ageing workforces, it&rsquo;s good news for the sector!
The UK remains comfortably in the top 10 of the largest manufacturing countries globally by value of output. In fact, we&rsquo;ve stepped up from ninth place in 2021 to eighth, thanks to our output having jumped significantly to &pound;224 billion.
The new rankings have put us above France for only the third time since 2002. At the top of the list, China sits head and shoulders above runners-up the USA and Japan.
<h2>Can the UK keep climbing?</h2>
There is definitely scope for the UK to continue on its upward trajectory.
According to Make UK, if the sector realises its potential, it could soon catch up to Italy&rsquo;s, currently seventh in the rankings.
Calls for the Government to commit to a&nbsp;<a href="https://naame.co.uk/uk-manufacturers-calls-for-government-to-set-a-15-gdp-target/">GDP target of 15%</a>&nbsp;for Manufacturing could make this a reality. Estimates suggest that this could boost the UK economy by &pound;142 billion.
<a href="https://www.makeuk.org/insights/publications/uk-manufacturing-the-facts-2023#/">Additional findings</a>&nbsp;on the UK Manufacturing sector also point to a positive future:
<ul>
<li>The sector contributes a GVA of &pound;224 billion.</li>
<li>The industry accounts for 49% of all UK exports.</li>
<li>the industry accounts for 16% of UK business investment.</li>
<li>In the UK, 2.6 million people are employed by the Manufacturing sector.</li>
</ul>
<h2>The role of the North West</h2>
The success of Manufacturing in the UK is largely down to a particular region. The North West is the UK&rsquo;s largest manufacturing area, and has been far several years now.
In the North West, Manufacturing is worth &pound;28.2 billion in output. This accounts for almost 15% of the area&rsquo;s total economic output.
And, not only that, but it&rsquo;s also responsible for 8% of regional employment, and 8.2% of total manufacturing employment in the UK.
With 314,000 people employed in Manufacturing within the North West, it&rsquo;s worth asking yourself whether you have access to the best talent for your business&hellip;
<h2>Making the most of sector success</h2>
High quality Manufacturing hires have the power to improve workplace performance, efficiency and output.
And how do we know? Because Manufacturing recruitment is what we do best!
At&nbsp;<a href="https://aspion.co.uk/">Aspion Search</a>, we have access to deep pools of local Manufacturing talent, which are updated daily &ndash; meaning we have the tools to find the best fit for your business, quickly and cost effectively.
Looking for top Manufacturing talent or a new opportunity in the North West? Let&rsquo;s talk:
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
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New analysis by Make UK reveals where our Manufacturing sector ranks after months of uncertainty&hellip;

Where Does UK Manufacturing Sit in the World Rankings?

Make sure you clear your calendar for the 11th and 12th September!
With a packed <a href="https://ukmetalsexpo.com/online-show-guide/">programme of sessions</a> from leading experts and innovators as well as unbeatable networking opportunities, the UK Metals Expo is an event you won&rsquo;t want to miss.
Here&rsquo;s your guide to the Metals industry&rsquo;s must-attend annual event:
<ul>
<li>What is the UK Metals Expo?</li>
<li>What&rsquo;s on at the expo?</li>
<li>Getting tickets to the expo.</li>
<li>Aspion Search at the UK Metals Expo 2024.</li>
</ul>
<h2>What is the UK Metals Expo?</h2>
Held annually at the&nbsp;<a href="https://www.thenec.co.uk/">NEC in Birmingham</a>, the UK Metals Expo is an event that brings everyone in the Metals industry together.
And, this year, the UK Metals Expo promises to be bigger and better than before!
That&rsquo;s why, following the immense success of last year&rsquo;s event, this year&rsquo;s will be held in a bigger space and welcome even more professionals from different areas of the industry.
Here&rsquo;s what you can expect from the&nbsp;<a href="https://ukmetalsexpo.com/">2024 UK Metals Expo</a>:
<ul>
<li>The opportunity to explore cutting-edge metal products and the latest in metal manufacturing.</li>
<li>The chance to source materials from leading metal stockholders and distributors.</li>
<li>Hundreds of incredible learning opportunities, from free-to-attend, CPD-accredited learning sessions to seminars with industry giants.</li>
<li>Incredible insights into the technology, machinery, tools, training, and services that are driving the sector forwards.</li>
<li>An unbeatable opportunity to network face-to-face with industry leaders &ndash; including&nbsp;<a href="https://aspion.co.uk/">Aspion Search</a>!</li>
</ul>
Planning to go? Then make sure you clear your calendar for the 11th&nbsp;and 12th&nbsp;September 2024.
<h2>What&rsquo;s on at the expo?</h2>
There will be four theatres, each of which will be home to a packed programme of insightful talks, workshops, and seminars:
<ol>
<li>The Big Issues</li>
<li>Sustainability and Circular Economy</li>
<li>Innovation and Technology</li>
<li>Supply Chain, Trade and Policy</li>
</ol>
Sessions announced for Day One include a&nbsp;<a href="https://ukmetalsexpo.com/session/keynote/">keynote speech</a>&nbsp;on transformation and sustainability by Rajesh Nair, CEO of&nbsp;<a href="https://www.tatasteeleurope.com/">Tata Steel UK</a>.
Other talks billed for Wednesday 11th&nbsp;September&hellip;
<ul>
<li>Does the UK Need an Industrial and Materials Strategy?</li>
<li>How Can the UK Metals Industry Decarbonise and Achieve Net Zero?</li>
<li>Mapping a Cleaner Future for Non-Ferrous and Light Metals.</li>
</ul>
On Day Two (Thursday 12th&nbsp;September), expect talks by more giants of the industry, covering topics such as:
<ul>
<li>Advancing Structural Steelwork Reuse.</li>
<li>Aluminium Manufacturing with Recycled Scrap.</li>
<li>Digital Legislation: Unpacking Product Passports for the Construction and Metals Industries.</li>
</ul>
The programme isn&rsquo;t fully finalised yet, so make sure to check back for more information closer to the time!
If last year&rsquo;s is anything to go by, we&rsquo;re in for a treat. With several seminar theatres running back-to-back sessions across both days, you&rsquo;re sure to gain valuable insights.
<h2>Getting tickets to the expo</h2>
Want to know the best bit? Attendance at the UK Metals Expo is completely free!
In other words, if you want to take advantage of this brilliant opportunity to get ahead of the curve and make great connections, it won&rsquo;t cost you a penny.
Simply fill in the&nbsp;<a href="https://register.visitcloud.com/survey/1uevflev0dk27/register">Visitor Registration form</a>&nbsp;on the expo&rsquo;s website to sign up and get full access to the event.
We&rsquo;ll see you there&hellip;
<h2>Aspion Search at the UK Metals Expo 2024</h2>
<img class="alignnone wp-image-26455" src="https://aspion.co.uk/wp-content/uploads/2023/08/Aspion-UK-Metals-Expo-2023-300x300.jpg" sizes="(max-width: 500px) 100vw, 500px" srcset="https://aspion.co.uk/wp-content/uploads/2023/08/Aspion-UK-Metals-Expo-2023-300x300.jpg 300w, https://aspion.co.uk/wp-content/uploads/2023/08/Aspion-UK-Metals-Expo-2023-150x150.jpg 150w, https://aspion.co.uk/wp-content/uploads/2023/08/Aspion-UK-Metals-Expo-2023-768x768.jpg 768w, https://aspion.co.uk/wp-content/uploads/2023/08/Aspion-UK-Metals-Expo-2023-187x187.jpg 187w, https://aspion.co.uk/wp-content/uploads/2023/08/Aspion-UK-Metals-Expo-2023-16x16.jpg 16w, https://aspion.co.uk/wp-content/uploads/2023/08/Aspion-UK-Metals-Expo-2023.jpg 1024w" alt="Four expert recruitment consultants from Aspion Search's team Metals stand around a table at the 2023 UK Metals Expo. " width="500" height="500">
Once again, Aspion&rsquo;s Team Metals will be available to talk across both days, offering expert insights on all things Metals recruitment, including:
<ul>
<li>Closing the age gap in the Metals talent market.</li>
<li>Improving diversity, equity and inclusion in Metals.</li>
<li>How our results-driven recruitment process could add value to organisations like yours.</li>
</ul>
So, whether you&rsquo;re expanding your teams, trying to improve your culture, or looking to bring more value to your company through how you hire, come to&nbsp;<a href="https://ukmetalsexpo.com/exhibitors/aspion-metals/">stand H4</a>&nbsp;and say hello!
And make sure to&nbsp;<a href="https://uk.linkedin.com/company/aspion">follow us on LinkedIn</a>&nbsp;for updates on the competitions we&rsquo;ll be running this year.
Any questions?
<a href="/contact-us">Get in touch today</a>&nbsp;&ndash; or drop someone from team Metals a message on LinkedIn today:
<ul>
<li><a href="https://www.linkedin.com/in/jasmine-williams1111/">Jasmine Williams</a>:&nbsp;Commercial Manager.</li>
<li><a href="https://www.linkedin.com/in/daniel-barnett-087a30100/">Daniel Barnett</a>:&nbsp;Executive Consultant.</li>
<li><a href="https://www.linkedin.com/in/tilita-knight-17a290281/">Tilita Knight</a>: Associate Consultant.</li>
</ul>

It&rsquo;s nearly time for the 2024 UK Metals Expo! Here&rsquo;s all you need to know &ndash; including where to find Aspion&rsquo;s #TeamMetals&hellip;

Everything You Need to Know About UK Metals Expo 2024

Whether you&rsquo;re new to the world of work or looking to change career path, not knowing how to get your foot in the door can be frustrating to say the least.
It can feel almost impossible &ndash;&nbsp;how am I supposed to get a job with no experience, if I can&rsquo;t get experience without a job?
We&rsquo;ll talk you through what you need to do to land a great role and get started on a new career path. From foundational job search 101 tips to our recruiters&rsquo; cheat codes for success, here&rsquo;s what we&rsquo;ll cover:
<ul>
<li>Job search 101</li>
<li>Cheat codes to break the &lsquo;no job, no experience&rsquo; cycle</li>
<li>Where to look for jobs when you have no experience</li>
<li>How to stay motivated</li>
<li>Your action plan</li>
</ul>
<h2>Job search 101</h2>
Let&rsquo;s start with the basics &ndash; these tips will give you a great starting point and help you get yourself out there.
<img src="https://cdn.sourceflow.co.uk/u8j15odx05iad18mqlygsmtif1qe" alt="Job search 101" width="400" height="211">
<h3>1. Aim for entry-level roles</h3>
When you&rsquo;re stepping onto the first rung of the career ladder, you should be applying for entry-level roles.
Ideal if you&rsquo;re looking for your first job, these roles don&rsquo;t require you to have years of experience in-role. They&rsquo;ll also be more flexible if you have no relevant industry experience at all.
So, when you&rsquo;re looking for opportunities, be sure to include &lsquo;entry level&rsquo; and the role title in your&nbsp;<a href="https://aspion.co.uk/jobs/">job search query</a>.
Before you apply, we&rsquo;d recommend that you start by reading through entry-level job ads in your&nbsp;<a href="https://aspion.co.uk/industries/">desired industry</a>. Have a look and see where your gaps are, so you know what areas you&rsquo;ll need to cover in your application.
<h3>2. Think about your transferrable skills</h3>
You might think you don&rsquo;t have anything to shout about on job applications. But, actually, transferrable skills can come in all forms!
Transferrable skills are skills that can be applied to various different job types and industries.
These can include:
<ul>
<li>Teamwork:&nbsp;When have you worked well with people in the past, and achieved stronger outcomes as a result?</li>
<li>Communication:&nbsp;Think about times when you&rsquo;ve effectively shared information. How did clear communication help you achieve goals or resolve issues?</li>
<li>Problem-solving:&nbsp;When have you encountered a challenge and found a creative or effective solution?</li>
<li>Time management:&nbsp;Reflect on how you&rsquo;ve organised your time to meet deadlines or balance multiple tasks. What strategies did you use to prioritise and stay on track?</li>
<li>Organisation:&nbsp;Consider how you&rsquo;ve managed tasks, projects, or events. What methods did you use to keep things orderly and efficient?</li>
<li>Technology proficiency:&nbsp;Consider the tools, software, or systems you&rsquo;ve learned to use effectively. How has your ability to quickly pick up new technology contributed to your productivity or problem-solving?</li>
</ul>
These are all skills you can showcase in your cover letter and CV when you start applying for entry-level roles.
You might not have exact experience. But, by highlighting your transferrable skills, you&rsquo;ll demonstrate that you understand the demands of the role and are able to close any gaps.
<h3>3. Tailor your CV (or resume)</h3>
Just because you don&rsquo;t have experience doesn&rsquo;t mean you can&rsquo;t have a strong CV. So, take the time to make it stand out in other ways. Your effort and proactivity are sure to make it shine!
Start by creating a master resume or CV that includes all the skills and qualifications you have.
Ideally, your experience should fit on one side of A4 paper, so every point should be succinct.
You&rsquo;ll need to tailor your master CV for every application you send off. Wherever you can, find a way to make your skills and experience relevant to your target role or industry. It&rsquo;s important that employers can clearly see that you&rsquo;ll be a good fit for that particular role.
So, make sure to highlight those elements, remove any information that might make your application seem irrelevant, and try to mirror the language of the job ad where possible.
The more your application aligns with what they&rsquo;re looking for, the more likely it is to stand out!
<h3>4. Cover letter</h3>
A cover letter is a personalised document that accompanies your CV or resume when you apply for a job. Think of it as a potential employer&rsquo;s first impression of you. It should highlight your interest in the role and company, and why you think you&rsquo;d be a good fit.
While it might be tempting to gloss over your lack of experience in a cover letter, it&rsquo;s definitely better to be honest. So, acknowledge any experience or knowledge gaps, and explain how you&rsquo;ll overcome them.
<h2>Cheat codes for breaking the &lsquo;no job, no experience&rsquo; cycle</h2>
Wondering how to get experience without a job? Or how to stand out when you don&rsquo;t hit specific job requirements?
To give you an extra edge in the job application process, we&rsquo;ve brought together some top tips from leading recruiters.
<img src="https://cdn.sourceflow.co.uk/16rmn77h57jv8jyea6e626bejwkl" alt="No experience" width="400" height="267">
<h3>1. Online courses</h3>
&ldquo;Online platforms like LinkedIn learning will help you build up a toolkit of relevant industry skills&hellip;&rdquo;
It&rsquo;s easier than ever to get certified in skills relevant to your chosen industry or role.
Check out platforms like&nbsp;<a href="https://www.linkedin.com/learning/">LinkedIn Learning</a>, the&nbsp;<a href="https://www.open.ac.uk/">Open University</a>, and&nbsp;<a href="https://cpduk.co.uk/">CPD</a>&nbsp;for courses that will help you fill any knowledge gaps. You&rsquo;ll also find courses that will help you with different aspects of your job application.
Benefits include:
<ul>
<li>Access to courses taught by industry experts, with a focus on upskilling you professionally.</li>
<li>Certificates that you can publish to your LinkedIn page and reference in job applications.</li>
<li>Flexible, so you can do as many as you want in your own time.</li>
</ul>
While many upskilling platforms are paid, some (like LinkedIn Learning) offer a free trial period before you have to pay. That will give you plenty of time to upskill before you start sending off applications!
<h3>2. Online projects</h3>
&ldquo;Prove you have motivation, passion, and knowledge by starting an online project that you can talk about in your CV, cover letter and job interviews&hellip;&rdquo;
Starting an online project is a great way to build a portfolio that highlights your dedication, work ethic, and drive to succeed.
Great online project ideas include:
<ul>
<li>A regular&nbsp;<a href="https://aspion.co.uk/news/">blog</a>&nbsp;on an area of the industry you&rsquo;re particularly interested in.</li>
<li>A&nbsp;<a href="https://aspion.co.uk/tag/podcast/">podcast</a>, where you speak to people within the industry and get expert insights.</li>
<li>A web series or vlog related to the industry you want to work in.</li>
</ul>
The benefits of starting an online project can be huge. As well as helping you build an online presence and your own knowledge, it will also push you to develop additional skills that you can speak about to prospective employers.
In other words, an online project can also show potential employers that you are, for example, organised, collaborative, proactive, and an out-the-box-thinker.
<h3>3. Part-time work</h3>
&ldquo;A part-time job, even in another industry, can highlight important transferrable skills&hellip;&rdquo;
As we mentioned earlier, transferrable skills are essential &ndash; and so is knowing how to big up those skills in your job application and (fingers crossed!) a job interview. That&rsquo;s where a part-time job can come in handy!
Even if your part-time job is in an unrelated industry, it will give you valuable insights into the world of work. From customer service to tutoring, there are plenty of options available to you, and you could even consider freelancing.
By dedicating yourself to part-time work, you&rsquo;ll prove to your future employer that you can:
<ul>
<li>Manage your time.</li>
<li>Communicate effectively.</li>
<li>Adapt.</li>
<li>Problem solve.</li>
<li>Work well in a team.</li>
</ul>
Just make sure you know how to relate the skills you learn back to the industry you want to work in.
Remember that it&rsquo;s better to have unrelated experience that you can speak about with enthusiasm than no experience at all!
<h4>Interning and volunteering</h4>
&ldquo;Volunteer work is a good way to prove that you&rsquo;re motivated&hellip;&rdquo;
Another great way to build your skillset is to do volunteer work.
You could even ask to shadow someone who&rsquo;s currently in your ideal job or industry! That would really show off your initiative.
<h3>4.&nbsp;&nbsp;&nbsp;&nbsp; Applying to a job with no experience</h3>
&ldquo;Remember that you lose nothing by applying for a job when you don&rsquo;t have experience&hellip;&rdquo;
Now that you&rsquo;ve got more things to talk about on your CV and cover letter, it&rsquo;s time to start applying!
It can be daunting to apply for a job without specific experience. But, if you find a role you like the look of, here&rsquo;s what to do:
<ul>
<li>Don&rsquo;t worry! You lose nothing by just going for it and applying.</li>
<li>Make sure you talk up your new skills, industry knowledge, and passion in the application. Proactivity and a clear interest in the industry can go a long way.</li>
<li>Do plenty of research before the interview so you feel comfortable answering common interview questions, as well as questions about the business.</li>
<li>Be confident, but don&rsquo;t be afraid to say when you&rsquo;re unsure about something. Remember that it&rsquo;s important to be honest.</li>
<li>Make your drive and desire for the role clear from the start!</li>
</ul>
<h4>Where should you look for jobs when you have no experience?</h4>
If you&rsquo;re not sure where to look for exciting entry-level jobs opportunities, here are some good places to start:
<ul>
<li>Online job boards:&nbsp;Keep an eye on the latest roles in your industry across different job boards, including typical role requirements and desired skills.</li>
<li>LinkedIn:&nbsp;Follow big businesses and make connections in the sector to see what pops up. This is also a great way to stay up to date with relevant industry news that you can chat to an interviewer about.</li>
<li>Careers fairs:&nbsp;Have a look for job fairs in your area. They&rsquo;re the perfect opportunity to network, ask questions, and see what&rsquo;s out there!</li>
<li>Work with a recruiter:&nbsp;If the opportunity comes up, it can be beneficial to partner with a recruiter that understands your target industry, the entry-level job requirements, and has industry connections.</li>
</ul>
You can also check out the&nbsp;<a href="https://uk.linkedin.com/company/aspion">Aspion Search LinkedIn page</a>&nbsp;to find jobs which need no experience!
Just head to the Jobs tab and, under the dropdown that says &lsquo;Experience level&rsquo;, select &lsquo;Entry level&rsquo;. From there, you can apply to any that stand out.
If you&rsquo;re a good fit for the role, an Aspion Search recruitment specialist will help guide you through the interview and application process.
<h2>How to stay motivated</h2>
<img src="https://cdn.sourceflow.co.uk/0e0dpmo0vy9j67q2e56w0ql499gv" alt="Stay motivated" width="400" height="271">
Staying motivated during a job search can be challenging, but taking proactive steps can make a significant difference.
Consider making speculative applications. This means sending in an application to a company for a role you know they have in the business, but that they aren&rsquo;t currently hiring for.
While these might not always result in a job, they can lead to valuable work experience, strong references, and new connections. This initiative also demonstrates your motivation, passion, and drive &ndash; qualities that will make a great impression on employers.
If you don&rsquo;t receive the response you were hoping for, don&rsquo;t hesitate to ask for feedback. Remember, sometimes organisations require specific experience, so it&rsquo;s not always a reflection of your abilities.
Focus on what you can control, learn from each experience, and keep pushing forward!
<h2>Your action plan</h2>
When you find a job you want, it&rsquo;s important that you&rsquo;re as prepared as possible for the application process.
Thankfully, our&nbsp;<a href="https://aspion.co.uk/cheat-codes-get-an-entry-level-job/">free Cheat Codes series</a>&nbsp;is here to guide you through the process!
Here are the essential job application skills that the Cheat Codes eBooks cover:
<ul>
<li>Finding a Role that Aligns Professionally &amp; Personally.</li>
<li>Writing Great Cover Letters &amp; CVs.</li>
<li>Combatting the &lsquo;No Job, No Experience&rsquo; Cycle.</li>
<li>Personal Brand Online &amp; Offline.</li>
<li>Being Successful at the Interview Stage.</li>
<li>Utilising LinkedIn in Your Job Search.</li>
</ul>
<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">Request our eBooks for free</a>&nbsp;today, or&nbsp;<a href="https://uk.linkedin.com/company/aspion">message us on LinkedIn</a> to find out more.

Not sure how to get a job with no experience? With expert insights from leading recruiters, this guide is here to help you break the &lsquo;no job, no experience&rsquo; cycle.

How to Get a Job With No Experience: UK Recruiters’ Top Tips

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Are you looking for local professionals that can add lasting value to your organisation?
When you partner with the North West recruitment experts, you&rsquo;ll gain access to local talent and benefit from an in-depth recruitment process that boosts everything from your retention rates to your financial performance.
Find out more &ndash; here&rsquo;s everything you need to know before you decide on your next recruitment agency.
<h2>Who are the North West recruitment experts?</h2>
Based in Liverpool, Manchester, and London, but covering roles across North West England and beyond, Aspion Search are the go-to North West recruitment agency for organisations across a variety of industries.
Our recruitment consultants have extensive networks of local talent in our specialist sectors (more on this later), connecting them with great opportunities that match their skillsets and aspirations. With a proactive approach to finding you top local professionals, our temporary and permanent recruitment solutions are time-mapped and guarantee results.
We also pride ourselves on being&nbsp;Search &amp; Selection, Permanent, and Contract recruitment experts. In other words, we have a variety of proven recruitment solutions on offer which we can tailor to your specific needs.
<h2>Which areas does Aspion Search cover?</h2>
Aspion Search covers the whole of the North West:
<img class="alignnone wp-image-26611 " src="https://aspion.co.uk/wp-content/uploads/2024/06/Aspion-Search-covers-the-whole-of-the-North-West-300x143.jpg" sizes="(max-width: 837px) 100vw, 837px" srcset="https://aspion.co.uk/wp-content/uploads/2024/06/Aspion-Search-covers-the-whole-of-the-North-West-300x143.jpg 300w, https://aspion.co.uk/wp-content/uploads/2024/06/Aspion-Search-covers-the-whole-of-the-North-West-1024x489.jpg 1024w, https://aspion.co.uk/wp-content/uploads/2024/06/Aspion-Search-covers-the-whole-of-the-North-West-768x366.jpg 768w, https://aspion.co.uk/wp-content/uploads/2024/06/Aspion-Search-covers-the-whole-of-the-North-West-1536x733.jpg 1536w, https://aspion.co.uk/wp-content/uploads/2024/06/Aspion-Search-covers-the-whole-of-the-North-West-2048x977.jpg 2048w, https://aspion.co.uk/wp-content/uploads/2024/06/Aspion-Search-covers-the-whole-of-the-North-West-280x134.jpg 280w, https://aspion.co.uk/wp-content/uploads/2024/06/Aspion-Search-covers-the-whole-of-the-North-West-1320x630.jpg 1320w" alt="Panoramic aerial view of Manchester cityscape shot from Salford area." width="837" height="399">
<ul>
<li>Merseyside, including Liverpool, Knowsley, St Helens, Sefton, and the Wirral.</li>
<li>Greater Manchester, including the city of Manchester, the city of Salford, Bolton, Bury, Oldham, Rochdale, Stockport, Tameside, Trafford, and Wigan.</li>
<li>Lancashire, including the city of Lancaster, the city of Preston, West Lancashire, Blackpool, Blackburn with Darwen, Ribble Valley, South Ribble, Burnley, Chorley, Fylde, Wyre, Pendle, Rossendale, Hyndburn.</li>
<li>Cheshire, including Cheshire East, Cheshire West, Chester, Halton, and Warrington.</li>
<li>Cumbria, including Cumberland and Westmoreland &amp; Furness.</li>
</ul>
With years of experience connecting top talent with organisations of all sizes across the North West, we have built vast local networks &ndash; not to mention&nbsp;<a href="https://aspion.co.uk/case-studies/">great long-standing relationships</a>&nbsp;with our client partners!&nbsp;<a href="https://aspion.co.uk/contact/">Reach out</a>&nbsp;to request our most recent case studies and testimonials!
We also cover areas beyond the North West, with networks and partnerships that extend across the UK, Ireland, and beyond.
<h2>What sectors does Aspion Search cover?</h2>
Every Aspion recruitment consultant is a specialist in their market sector. So, when you work with us, you can rest assured you&rsquo;ll be partnered with a consultant that understands your market in depth.
<img class="alignnone wp-image-26612" src="https://aspion.co.uk/wp-content/uploads/2024/06/What-sectors-does-Aspion-Search-cover-300x199.jpg" sizes="(max-width: 810px) 100vw, 810px" srcset="https://aspion.co.uk/wp-content/uploads/2024/06/What-sectors-does-Aspion-Search-cover-300x199.jpg 300w, https://aspion.co.uk/wp-content/uploads/2024/06/What-sectors-does-Aspion-Search-cover-1024x680.jpg 1024w, https://aspion.co.uk/wp-content/uploads/2024/06/What-sectors-does-Aspion-Search-cover-768x510.jpg 768w, https://aspion.co.uk/wp-content/uploads/2024/06/What-sectors-does-Aspion-Search-cover-1536x1020.jpg 1536w, https://aspion.co.uk/wp-content/uploads/2024/06/What-sectors-does-Aspion-Search-cover-2048x1361.jpg 2048w, https://aspion.co.uk/wp-content/uploads/2024/06/What-sectors-does-Aspion-Search-cover-280x187.jpg 280w, https://aspion.co.uk/wp-content/uploads/2024/06/What-sectors-does-Aspion-Search-cover-1320x877.jpg 1320w" alt="Desert Storm arising in Suez Canal, Egypt. Container Ship in the fore ground." width="810" height="537">
Here are the markets we cover:
<ul>
<li>Manufacturing.</li>
<li>Metals &amp; Engineering.</li>
<li>Sales &amp; Marketing.</li>
<li>Transport &amp; Logistics.</li>
<li>Operations.</li>
<li>Supply Chain.</li>
<li>Business Services.</li>
<li>Finance &amp; Accounts.</li>
</ul>
To speak to a recruiter who specialises in your sector, please&nbsp;<a href="https://aspion.co.uk/contact/">get in touch today</a>&nbsp;and specify your market.
<h2>North West recruitment services</h2>
We offer a range of temporary and permanent recruitment solutions. So, we can tailor our processes to your organisation&rsquo;s specific requirements:
<ul>
<li>Search &amp; Selection:&nbsp;A proactive approach to recruitment, in which we actively seek out and engage only the best candidates for your roles &ndash; even if they&rsquo;re not actively looking for a role right now. This includes candidates who are &ldquo;inactive&rdquo; or &ldquo;passive&rdquo;, and therefore hidden to traditional recruitment agencies.</li>
<li>Permanent Recruitment:&nbsp;Filling vacancies with candidates who can add long-term value to your organisation, ensuring that each professional we put forward is a great match from a skillset, experience, and culture-fit perspective.</li>
<li>Temporary Recruitment:&nbsp;Our high-quality, short-term hiring solutions range from single-day stopgaps to maternity and other long-term cover. Thanks to our expansive networks of top industry talent, we&rsquo;re able to find great candidates for temporary roles quickly.</li>
<li>Contract Recruitment:&nbsp;Whatever your requirements and however long the contract, we can find professionals to fill your vacancies efficiently and cost-effectively.</li>
</ul>
<h2>Value-add recruitment</h2>
We don&rsquo;t just fill vacancies.
<img class="alignnone wp-image-26613" src="https://aspion.co.uk/wp-content/uploads/2024/06/Value-add-recruitment-300x200.jpg" sizes="(max-width: 810px) 100vw, 810px" srcset="https://aspion.co.uk/wp-content/uploads/2024/06/Value-add-recruitment-300x200.jpg 300w, https://aspion.co.uk/wp-content/uploads/2024/06/Value-add-recruitment-1024x683.jpg 1024w, https://aspion.co.uk/wp-content/uploads/2024/06/Value-add-recruitment-768x512.jpg 768w, https://aspion.co.uk/wp-content/uploads/2024/06/Value-add-recruitment-1536x1024.jpg 1536w, https://aspion.co.uk/wp-content/uploads/2024/06/Value-add-recruitment-2048x1365.jpg 2048w, https://aspion.co.uk/wp-content/uploads/2024/06/Value-add-recruitment-280x187.jpg 280w, https://aspion.co.uk/wp-content/uploads/2024/06/Value-add-recruitment-1320x880.jpg 1320w" alt="Concentrated african american male team leader leaning over table, explaining project details or discussing startup working results reports with group of millennial mixed race colleagues at office." width="810" height="540">
A partnership with Aspion Search means a quicker recruitment process, stronger results, and improved long-term business outcomes:
<ul>
<li>Retention Results:&nbsp;96% of the professionals we place stay with that organisation for at least 12 months.</li>
<li>Time-to-Hire:&nbsp;Our recruitment process takes an average of just 16 working days from brief to offer.</li>
<li>Accurate Shortlisting:&nbsp;We successfully maintain a 3:1 interview-to-placement ratio.</li>
<li>Cost Savings:&nbsp;With a more efficient hiring process, you can cut the short-, medium-, and long-term costs of hiring.</li>
</ul>
Plus, if you&rsquo;re aiming to make your recruitment process more inclusive, our diversity-trained consultants, anonymous shortlisting capabilities, and other digital application tools can help you remove both&nbsp;<a href="https://aspion.co.uk/what-is-inclusive-recruitment/">conscious and unconscious bias</a>.
Our&nbsp;<a href="https://aspion.co.uk/tag/diversity/">News Hub</a>&nbsp;has plenty of in-depth insights into inclusive recruitment, including key benefits and how-to guides.
For more information,&nbsp;<a href="/contact-us">get in touch today</a>&nbsp;to discuss diversity, equity and inclusion in your recruitment process.
<h3>Don&rsquo;t just take our word for it&hellip;</h3>
We&rsquo;re proud to partner with many brilliant businesses across North West England!
Here&rsquo;s what a HR Business Partner at&nbsp;<a href="https://www.kammac.com/">Kammac</a>&nbsp;had to say about our services:
&ldquo;I can confidently recommend Aspion Search as a recruitment partner. The combination of industry expertise, network and communication skills provides the team at Kammac with everything they need to make the right decision and recruit the very best every time&hellip;&nbsp;
&ldquo;Throughout the recruitment process, they have always kept us well-informed, ensuring a smooth and transparent experience.&nbsp;<a href="https://www.linkedin.com/in/john-wilson-cmilt-12177860/">John Wilson&rsquo;s</a>&nbsp;commitment to delivering results and his focus on building long-term partnerships is commendable.&rdquo;&nbsp;
</div>

Partner with one of the leading North West recruitment agencies! Helping you find the talent you need faster, more efficiently, and with stronger long-term results.&nbsp;

Work With the North West Recruitment Experts

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30% of the world&rsquo;s container trade passes through the Suez Canal in the Red Sea, making it one of the world&rsquo;s busiest shipping lanes.
But attacks from Houthi rebels mean that vessels destined for Europe are having to redirect. This means a detour of roughly 4,000 miles around the Cape of Good Hope in the southern tip of Africa.
The result? Significant delays and soaring costs.
Here&rsquo;s all you need to know about the crisis in the Red Sea, including the impact it&rsquo;s having and what you can do to minimise disruption within your organisation.
<h2>What is the Red Sea Shipping crisis?</h2>
It&rsquo;s been estimated that almost&nbsp;<a href="https://public.axsmarine.com/blog/nearly-300-less-ships-through-suez-canal-through-red-sea-crisis">300 commercial ships a week</a>&nbsp;are having to redirect their routes to avoid the Suez Canal.
This is a weekly drop in traffic of about 55%, according to data from AXSInsights.
The disruption comes as a result of targeted attacks, specifically on commercial vehicles. The Houthi militants carrying out the attacks claim to be targeting ships heading for Israel, as a response to ongoing conflicts in the Middle East.
By hijacking ships and using missiles and drones to target vessels, the rebels have turned a critical shipping lane into the most dangerous area in the Red Sea.
It&rsquo;s no surprise, then, that many operators are opting to divert away from the area.
<h2>What impact is the Red Sea Shipping crisis having?</h2>
To avoid the risk to vessels, cargo and crew, ships are having to travel thousands of extra miles.
As a result, each trip is taking an additional 10 to 12 days.
The additional fuel costs are predicted to be costing companies&nbsp;<a href="https://www.reuters.com/business/retail-consumer/red-sea-shipping-workarounds-add-costs-delays-suppliers-retailers-2023-12-28/">up to $1 million</a>&nbsp;more per journey. Then, there are substantial delivery delays that have to be accounted for, and for potentially high-value products.
But it&rsquo;s not just Shipping &ndash; the crisis in the Red Sea is having an impact across industries.
Manufacturing, Metals and Engineering organisations, for example, are all facing shortages of raw materials.
Essentially, for any organisation that relies on imports, there are big issues (and costs) to contend with.
<h2>How to deal with disruption</h2>
Understandably, this is a concerning time. Thankfully, there are things you can do.
If your organisation is impacted by the ongoing crisis in the Red Sea, it&rsquo;s important to put measures in place to reinforce your resilience.
The best way to do this? By ensuring your teams are as strong as they can possibly be.
Looking to take on and nurture talent with the experience to support your organisation through times of crisis? &nbsp;
Work with a recruitment agency that understands the demands and challenges of your industry, and has access to extensive talent pools of leading industry talent&hellip;
To find out more,&nbsp;<a href="https://aspion.co.uk/contact/">contact Aspion Search</a>&nbsp;today:
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

All you need to know about the Red Sea Shipping crisis &ndash; and what to do if it&rsquo;s affected you.

How Is the Red Sea Shipping Crisis Affecting Your Organisation?

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There are unique challenges to taking on top Manufacturing professionals.
The good news is that we can help!
Read all about the benefits of working with our Manufacturing recruitment experts (and meet the team!) below.
But first, some context&hellip;
<h2>The unique challenges of Manufacturing recruitment</h2>
You can&rsquo;t compromise on the quality of your Manufacturing hires.
It&rsquo;s important that your employees have a combination of technical proficiency, industry-specific expertise, and hands-on experience with complex machinery or processes. Advanced knowledge of automation, robotics and digitalisation might also be essential.
In a market like this, traditional recruitment techniques often don&rsquo;t get the best results.
Hoping that the right candidates find and apply for your roles wastes time and typically leads to organisations having to compromise on their requirements.
At Aspion Search, our&nbsp;<a href="https://aspion.co.uk/services/search-selection/">proven Search &amp; Selection process</a>&nbsp;can uncover Manufacturing candidates that meet your organisation&rsquo;s unique needs &ndash; even those who aren&rsquo;t actively looking for a new position!
<h2>3 benefits of working with the Manufacturing recruitment experts</h2>
Here&rsquo;s how our agile, forward-thinking, and insight-led recruitment strategy can improve your hiring process:
<h3>1. Win the war for Manufacturing talent</h3>
There&rsquo;s no denying that there&rsquo;s a war for talent in Manufacturing, due to factors including:
<ul>
<li>The ageing workforce.</li>
<li>Demanding experience and skillset requirements.</li>
<li>People&rsquo;s outdated views of the sector.</li>
</ul>
That&rsquo;s why a proactive approach to recruitment is essential for organisations that want to keep competitive.
We specialise in your sector, so we have direct access to an ever-growing pool of skilled industry talent. This includes skilled professionals who are actively looking for opportunities, passively interested candidates, and talent that&rsquo;s hidden to the rest of the market.
So, we can source candidates for your roles from 100% of the market. Then, we make proactive approaches to the ones most likely to be a good match.
<h3>2. Positioning you as an employer of choice</h3>
We don&rsquo;t just source and engage with top talent on your behalf; we also help to position you as an employer of choice.
Your positioning as an employer of choice is paramount to attracting value-add professionals that align with your long-term goals.
To help boost your employer brand, we work closely with you to determine the key sellables of the role &ndash; not just salary. This is particularly important for organisations that want to attract the next generation, who are often more purpose-driven.
Here are just some of the areas that we focus on to ensure you&rsquo;re positioned effectively in Manufacturing&rsquo;s competitive talent market:
<ul>
<li>Availability of progression opportunities.</li>
<li>The benefits package you offer.</li>
<li>Employee involvement in organisational decision-making.</li>
<li>Company mission and purpose.</li>
<li>Your investment in AI, robotics, and other future-focused tech.</li>
</ul>
<h3>3. Streamlined processes and cost savings</h3>
Our recruitment process is efficient, engaging and, most importantly, consistently successful.
Starting with a detailed role briefing to understand your organisation and opportunities, we work closely with you to ensure the shortlist we deliver aligns with your needs. This includes consistent communication touchpoints so you always know where the process is up to.
We then identify and directly approach the individuals in the market that best meet the brief.
This proactive approach (coupled with our in-depth market knowledge) is what allows us to deliver high-quality shortlists quickly.
The outcomes speak for themselves:
<ul>
<li>At Aspion Search, we get our shortlists right 97.5% of the time.</li>
<li>Our interview-to-placement ratio is 3:1.</li>
<li>Our clients achieve in excess of 96% retention in the 24 months following placement.</li>
<li>Our time-to-hire is just 16 days.</li>
</ul>
As a result, we can help your organisation save time and cut recruitment costs.
<h2>Meet Aspion&rsquo;s Manufacturing recruitment consultants</h2>
<img class="alignnone size-medium wp-image-26348" src="https://aspion.co.uk/wp-content/uploads/2024/02/aspion-Team-Manufacturing-282x300.jpg" sizes="(max-width: 282px) 100vw, 282px" srcset="https://aspion.co.uk/wp-content/uploads/2024/02/aspion-Team-Manufacturing-282x300.jpg 282w, https://aspion.co.uk/wp-content/uploads/2024/02/aspion-Team-Manufacturing-768x816.jpg 768w, https://aspion.co.uk/wp-content/uploads/2024/02/aspion-Team-Manufacturing-176x187.jpg 176w, https://aspion.co.uk/wp-content/uploads/2024/02/aspion-Team-Manufacturing-16x16.jpg 16w, https://aspion.co.uk/wp-content/uploads/2024/02/aspion-Team-Manufacturing.jpg 941w" alt="Aspion's team of Manufacturing recruitment consultants: Vinny Gorman, Tom Hill and Tom Fletcher " width="282" height="300">
Each member of team Manufacturing has their own specialist sector:
<ul>
<li><a href="https://www.linkedin.com/in/vinny-gorman-703415276/">Vinny Gorman</a>, Operations, Production &amp; Quality:&nbsp;Managers/Supervisors/Team Leaders, Quality Inspectors, Lab Assistants, Warehouse Managers, Maintenance Technicians, etc.</li>
<li><a href="https://www.linkedin.com/in/tom-hill-976b2a1b2/">Tom Hill</a>, Supply Chain:&nbsp;Supply Chain Managers, Procurement Managers, Junior &amp; Senior Buyers, Supply Chain Planners/Coordinators, etc.</li>
<li><a href="https://www.linkedin.com/in/tom-fletcher-5369a5ba/">Tom Fletcher</a>, Manufacturing Sales:&nbsp;Business Development Managers, Account Managers, Sales Engineers, Technical Sales, Sales Managers, etc.</li>
</ul>
Start a conversation today to find out more about what team Manufacturing can do for you!
<h2>Aspion Search: Manufacturing recruitment experts</h2>
Aspion Search is a Search &amp; Selection recruitment agency specialising in Manufacturing, Transport &amp; Logistics, Shipping, Sales, IT Sales, and Metals across multiple sectors throughout the UK and Europe.
Want to find out more?
Visit the&nbsp;<a href="https://uk.linkedin.com/company/aspion">Aspion Search LinkedIn page</a>&nbsp;or&nbsp;<a href="/contact-us">get in touch&nbsp;</a>today:
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

Hire top Manufacturing talent quickly and cost-effectively with the <a href="https://aspion.co.uk/industries/manufacturing-recruitment-4562/">Manufacturing recruitment</a>&nbsp;experts&hellip;

Why Work With the Manufacturing Recruitment Experts

Getting a&nbsp;<a href="https://aspion.co.uk/jobs/">great job</a>&nbsp;when you&rsquo;re just starting out can be daunting. Whether it&rsquo;s finding a role that aligns with your long-term goals, playing your cards right on LinkedIn, or breaking that &ldquo;no job, experience&rdquo; cycle, there&rsquo;s a lot to think about if you want to get your foot on the career ladder.
The good news is&hellip; You can&nbsp;<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">access Aspion Search&rsquo;s Cheat Codes eBooks series</a>! Created by recruitment experts for the employees of tomorrow.
Let&rsquo;s take a look at our top tips for overcoming common obstacles in this all-important job search, including our Cheat Codes eBooks for:
<ol>
<li>Finding A Role That Aligns Professionally &amp; Personally.</li>
<li>Writing Great Cover Letters &amp; CVs.</li>
<li>Combatting The &ldquo;No Job, No Experience&rdquo; Cycle.</li>
<li>Creating Your Personal Brand Online &amp; Offline.</li>
<li>Being Successful At Interview Stage.</li>
<li>Utilising LinkedIn In Your Job Search.</li>
</ol>
<h2>6 strategies to get an entry-level job you love</h2>
Our insights can help you get a leg up on the competition, whatever industry you want to get into&hellip;
<h3>1. Finding A Role That Aligns Professionally &amp; Personally</h3>
If you want a career that you&rsquo;re passionate about and feels like a good fit, then you&rsquo;re in luck! Nowadays, more companies than ever before are putting time and investment into their values and workplace culture.
So, what can you do to pin down a career that really feels like it makes sense for you?
Here&rsquo;s your action plan:
<ul>
<li>Solidify your key values:&nbsp;Align your job search with your values by listing the ones that are most important to you.</li>
<li>Read up on company values:&nbsp;Research is essential! Check out the social profiles, websites, and mission statements of potential employers to see if they share your values.</li>
<li>See what other employees have to say:&nbsp;Want to know what a potential employer is really like to work for? Find out by researching reviews from current and past employees.</li>
<li>Make the most of the interview:&nbsp;Interviewers are always impressed by people who ask carefully considered questions (more on this later). Take the opportunity to find out if you and your prospective employer are aligned.</li>
</ul>
Of course, we can&rsquo;t fit all the info you&rsquo;ll need here. So, for much more detail, practical advice and tips that will help you supercharge your entry-level job search,&nbsp;<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">request access</a>&nbsp;today or&nbsp;<a href="https://uk.linkedin.com/company/aspion">drop us a message</a>&nbsp;to get FREE access to our eBook,&nbsp;Cheat Codes for Finding A Role That Aligns Professionally &amp; Personally!
<h3>2. Writing Great Cover Letters &amp; CVs</h3>
Your cover letter can be the difference between landing a role and not being considered&hellip; and a CV is just as important.
If you want to know how to write great cover letters and CVs that will enhance your chances, this is what you need to know:
<ul>
<li>Tailor it:&nbsp;Make sure what you send is specific to the role you&rsquo;re applying for and shows your personality.</li>
<li>Highlight your strengths:&nbsp;Outline your key experience and any skills that match the role.</li>
<li>Keep it professional:&nbsp;Remember that your cover letter and CV are your chance to make a first impression, so it&rsquo;s important to keep it professional.</li>
<li>Check it:&nbsp;Whatever you do, don&rsquo;t forget to proofread and edit before you press send!</li>
</ul>
There&rsquo;s a whole lot more to be said about this &ndash; after all, it is a key component of any job search! So, for more information and top tips, you can&nbsp;<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">request access</a>&nbsp;today or&nbsp;<a href="https://uk.linkedin.com/company/aspion">message us</a>&nbsp;for FREE access to our eBook,&nbsp;Cheat Codes for Writing Great Cover Letters &amp; CVs.
<h3>3. Combatting The &ldquo;No Job, No Experience&rdquo; Cycle</h3>
When you can&rsquo;t get a job because you have no experience, but you can&rsquo;t get experience because you don&rsquo;t have a job! It can feel like an impossible cycle to break, but there are things you can do.
So, where should you look for jobs when you have no experience?
<ul>
<li>Online job boards:&nbsp;Keep an eye on the latest roles in your chosen industry across different job boards.</li>
<li>LinkedIn:&nbsp;Follow big names and exciting brands in the sector &ndash; this is also a great way to stay up to date with relevant industry news.</li>
<li>Careers fairs:&nbsp;Have a look for job fairs in your area &ndash; they&rsquo;re the perfect opportunity to network, ask questions, and see what&rsquo;s out there!</li>
<li>Work with a recruiter:&nbsp;Try partnering with a recruiter that understands your target industry, the entry-level requirements, and has industry connections.</li>
</ul>
For a more in-depth insights into the &ldquo;No Job, No Experience&rdquo; cycle and what you can do to break out of it,&nbsp;<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">request access</a>&nbsp;or&nbsp;<a href="https://uk.linkedin.com/company/aspion">drop us a message today</a>&nbsp;for FREE access to&nbsp;Cheat Codes for Combatting The &ldquo;No Job, No Experience&rdquo; cycle.
<h3>4. Creating Your Personal Brand Online &amp; Offline</h3>
Personal brand isn&rsquo;t just a buzzword &ndash; it&rsquo;s how you define and promote yourself to potential employers (and everyone else). In other words, if you&rsquo;re trying to get an entry-level job you love, personal brand is a powerful thing that&rsquo;s not to be overlooked.
Here&rsquo;s how good personal branding can support you in your job search:
<ul>
<li>Helps you control the narrative about yourself.</li>
<li>A great way to stand out from the competition.</li>
<li>Makes people in your industry more aware of your credibility.</li>
<li>Helps you create new opportunities and connections.</li>
<li>Minimise imposter syndrome.</li>
</ul>
If you want clear and concise steps that will help you create a strong personal brand both online and offline, then&nbsp;<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">request access</a>&nbsp;or&nbsp;<a href="https://uk.linkedin.com/company/aspion">message us today</a>! We&rsquo;ll give you FREE access to our eBook,&nbsp;Cheat Codes for Personal Brand Online &amp; Offline.
<h3>5. Being Successful At Interview Stage</h3>
Great news &ndash; you&rsquo;ve got in the room! Now how do you get the job?
Let&rsquo;s sum up the steps you&rsquo;ll need to be successful at the interview stage:
<ul>
<li>Preparation:&nbsp;You can never be too prepared! Make sure you&rsquo;ve done your research, you&rsquo;re organised and as focused as possible.</li>
<li>Presentation:&nbsp;Remember that how you present yourself and how comfortable you are will be key to success.</li>
<li>First impressions:&nbsp;Did you know 80% of communication is non-verbal? And that 80% of interviews are decided within the first 5 minutes? Make it count.</li>
<li>The interview:&nbsp;It&rsquo;s your time to shine! Put your best foot forward and communicate your unique &ldquo;selling points&rdquo;.</li>
<li>Closing:&nbsp;Had a great interview? Now it&rsquo;s time to leave them with a good impression. Show your interest, and let them know your intentions.</li>
<li>Post-interview:&nbsp;Make sure to continue the conversation after the interview &ndash; get in touch and show your interest!</li>
</ul>
There&rsquo;s a lot to say about the interview stage. So, for full details &ndash; including key advice that will help you seal the deal &ndash;&nbsp;<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">request access</a>&nbsp;or&nbsp;<a href="https://uk.linkedin.com/company/aspion">get in touch today</a>&nbsp;for FREE access to our eBook,&nbsp;Cheat Codes for Being Successful At Interview Stage.
<h3>6. Utilising LinkedIn In Your Job Search</h3>
A lot of people overlook LinkedIn in their job search, but it&rsquo;s an unbeatable way to search for well-matched opportunities and stand out when you apply.
Here are just some of the advantages of using LinkedIn to get an entry-level job &ndash; or any job, for that matter!
<ul>
<li>On LinkedIn, you have more control over how you represent yourself (which is great for your personal brand, too).</li>
<li>You can connect with potential employers who are actively looking for people with your skills.</li>
<li>You can highlight all different types of experience &ndash; even if you don&rsquo;t have specific industry experience yet.</li>
</ul>
In other words, LinkedIn can save you valuable time and make your job search a success.
Whether you&rsquo;re new to the world of LinkedIn or you want to make your profile the best it can be, check out our top recruiter tips! Just&nbsp;<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">request access</a>&nbsp;or&nbsp;<a href="https://uk.linkedin.com/company/aspion">message us today</a>&nbsp;to request our eBook,&nbsp;Cheat Codes for Utilising LinkedIn In Your Job Search.
<h2>Unlock the Cheat Codes series</h2>
In our Cheat Codes eBooks, we give you our best tips, tricks, and inside knowledge to coach you into the career you want.
So, to get an entry-level job that will set you up for long-term success, get in touch today! We&rsquo;ll give you free access to the whole series (or any specific eBook you fancy) and help you land a job you love.
Aspion Search is a Search &amp; Selection firm specialising in&nbsp;<a href="https://aspion.co.uk/tag/rerouting-logistics/">Transport &amp; Logistics</a>, Shipping, Sales, IT Sales, and Metals across multiple sectors throughout the UK and Europe.
For more information on the Cheat Codes eBook series or our specialist industries,&nbsp;<a href="https://mailchi.mp/27f55a05bc23/aspion-ebooks">request access</a>,&nbsp;<a href="https://uk.linkedin.com/company/aspion">message us on LinkedIn</a>, or get in touch today:
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>

Giving you the tools you need to get an entry-level job that will start you on your dream career path!

Cheat Codes eBooks: 6 Strategies to Get an Entry-Level Job You Love

There are plenty of big benefits to a career in road haulage. Still, you can rarely have the good without the bad and, unfortunately, that means that those miles of open road can become quite lonely for some.
So, what are we going to do about it? Let&rsquo;s start with taking a deep dive into the situation as it stands:
<ul>
<li>Haulage driver loneliness: the facts.</li>
<li>4 strategies to tackle haulage driver loneliness.</li>
<li>Your mental health as a haulier.</li>
<li>Raising industry awareness.</li>
</ul>
<h2>Haulage driver loneliness: the facts</h2>
We could talk for hours about the many great reasons to work in road haulage, from the amazing travel opportunities to good rates of pay and more independence. But that&rsquo;s not what this blog is about.
The fact of the matter is that the job requires drivers to spend a significant amount of time alone in their vehicles. Of course, everyone gets lonely from time to time. However, it&rsquo;s becoming increasingly clear that this limited social interaction is leading to periods of loneliness for drivers.
The good news? This improved awareness is just one of many signs that things are starting to improve within the sector.
Not only that, but there are also plenty of simple strategies you can implement to stave off loneliness in your own cab!
<h2>4 strategies to tackle haulage driver loneliness</h2>
Shake off symptoms of loneliness and&nbsp;<a href="https://aspion.co.uk/mental-health-at-work-employee-retention/">make your mental health a priority</a>&nbsp;when you&rsquo;re out on the road &ndash; here&rsquo;s how&hellip;
<h3>1. Create a routine of connection</h3>
If loneliness is a worry for you, there are practical steps you can take to ensure each day is improved by human connection.
This could be through getting social with other drivers at rest stops, either before you set off for the day or at larger stations along your route. Whether you head inside for some refreshment or step into their cabs for a chat, it&rsquo;s sure to give you a boost.
It&rsquo;s also important that you stay in touch with friends and family across long distances. Having a routine for communication can give you something to look forward to and help maintain emotional connections. So, plan regular phone calls into your week, and set aside time each day to send messages during designated breaks.
<h3>2. Join online driver communities</h3>
Another way of staving off loneliness is to join online communities. These could be driver-specific communities, or forums that provide a sense of escapism. Do some research to find out what&rsquo;s available.
Sharing experiences, advice, and stories can foster a sense of camaraderie and provide a much-needed avenue for interaction.
<h3>3. Audiobooks, podcasts, and talk radio</h3>
Keeping your mind more engaged is a great way to steer clear of the loneliness trap. So, why not try turning the hours on the road into something more productive?
Here are just a few of the options available to you:
<ul>
<li>Talk radio stations.</li>
<li><a href="https://open.spotify.com/show/2IhxjJXgRa12u4LgpAOFV0?si=4b45f5611ae04ca2&amp;nd=1">Interesting podcasts</a>.</li>
<li>Educational podcasts and learning programmes.</li>
</ul>
Give a few things a try and find what works for you! Not only will the above options help alleviate feelings of isolation, but they&rsquo;ll also make each journey more enjoyable.
<h3>4. Make the most of the journey</h3>
One of the best things about the job is that, as a haulier, you get the chance to see so many new places. But, as with many things in life, it can be all too easy to drive through without really taking things in.
Have you found yourself in the habit of simply passing through? Then start taking the opportunity to explore local attractions, parks, or points of interest during layovers! Even going somewhere local for lunch can be a great way to bring more interaction into your day.
<h2>Your mental health as a haulier</h2>
Whether or not you&rsquo;ve experienced loneliness as a driver, it&rsquo;s important to put your mental wellbeing first. There are lots of ways to do this, like prioritising a proper sleeping pattern, staying active wherever possible, and making healthy meal choices.
And, if you ever find yourself struggling, remember that seeking support is crucial. Here are some things you can do if you need support:
<ul>
<li>Ask&nbsp;your company&rsquo;s HR or management&nbsp;for available support programmes &ndash; more organisations recognise the need to offer mental health support than ever before.</li>
<li>Explore resources and&nbsp;<a href="https://www.mind.org.uk/information-support/guides-to-support-and-services/crisis-services/helplines-listening-services/">look into helplines</a>, either from mental health organisations or industry-specific bodies.</li>
<li>Talk to trusted&nbsp;colleagues, friends, and family, or look into&nbsp;<a href="https://www.nhs.uk/nhs-services/mental-health-services/">professional mental health services</a>&nbsp;for more structured support.</li>
</ul>
<h2>Raising industry awareness</h2>
It&rsquo;s been great to see more organisations talking about mental health in the Transport sector.
Do you want to join the conversation? Listen to Richard James Smith, MD of the&nbsp;<a href="https://www.rha.uk.net/">Road Haulage Association</a>, talking to former Senior Traffic Commissioner&nbsp;<a href="https://beverleybell.co.uk/">Beverley Bell</a>&nbsp;in&nbsp;<a href="https://youtu.be/tKh2NgBjdUs">episode two</a>&nbsp;of&nbsp;<a href="https://www.youtube.com/@reroutinglogistics">the Rerouting Logistics podcast</a>:
<div class="wp-video">&lt;Insert video&gt; 
&ldquo;Being stuck in a space that&rsquo;s smaller than a prison cell&hellip;&rdquo;
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Rerouting Logistics is the new podcast from Aspion Search, on a mission to tackle key issues in the world of Transport &amp; Logistics:
<ul>
<li>Mental health in Transport &amp; Logistics.</li>
<li>Diversity in Transport &amp; Logistics.</li>
<li>The Transport &amp; Logistics age gap.</li>
<li>The future of the sector.</li>
</ul>
Have you listened yet and have something to say?
<a href="https://uk.linkedin.com/company/aspion">Follow Aspion Search on LinkedIn</a>&nbsp;to get involved and stay up-to-date with all things&nbsp;<a href="https://open.spotify.com/show/2IhxjJXgRa12u4LgpAOFV0?si=4b45f5611ae04ca2&amp;nd=1">Rerouting Logistics.</a>
</div>
</div>

The top tips road hauliers need to steer clear of haulage driver loneliness. &nbsp;

Navigating Loneliness: 4 Strategies to Tackle Loneliness in Haulage

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Diverse representation isn&rsquo;t the be all and end all &ndash; attitudes still desperately need to change.
Let&rsquo;s take a look at the reality women leaders in the workplace face, and what we can do about it:
<ul>
<li>The challenges women in leadership face.</li>
<li>Beverley Bell&rsquo;s experiences as Senior Traffic Commissioner.</li>
<li>Tackling key industry issues: the Rerouting Logistics podcast.</li>
</ul>
<h2>The challenges women in leadership face</h2>
Whether it&rsquo;s the Transport &amp; Logistics industry or an entirely different sector, women are statistically more likely to face&nbsp;<a href="https://aspion.co.uk/5-tips-women-in-logistics/">barriers to success</a>&nbsp;that men wouldn&rsquo;t.
Thankfully, that hasn&rsquo;t stopped more women from making it to those top spots in organisations across the world. But, it does mean that there&rsquo;s a lot more work that needs to be done.
Here are just some of the obstacles women in leadership positions face:
<ul>
<li>Lack of mentorship and sponsorship:&nbsp;According to a report by&nbsp;<a href="https://www.catalyst.org/">Catalyst</a>, an organisation dedicated to advancing workplace diversity, women are less likely than men to have access to senior leaders who can provide sponsorship or mentoring opportunities.</li>
<li>Gender bias in performance evaluations:&nbsp;A study by the&nbsp;<a href="https://www.apa.org/pubs/journals/apl">Journal of Applied Psychology</a>&nbsp;found that women received lower performance ratings than men, at all levels, even when their actual performance was objectively the same.</li>
<li>Implicit bias:&nbsp;Research conducted at&nbsp;<a href="https://www.harvard.edu/">Harvard University</a>&nbsp;found that people are more likely to associate men with leadership more than women, which can have a knock-on effect on the opportunities they can access.</li>
<li>Workplace microaggressions:&nbsp;Women in leadership positions are more likely to experience mistreatment in the workplace, including undermining behaviours and exclusion, according to a study published in the&nbsp;<a href="https://www.sciencedirect.com/journal/journal-of-vocational-behavior">Journal of Vocational Behaviour</a>.</li>
</ul>
<h2>Beverley Bell&rsquo;s experiences as Senior Traffic Commissioner</h2>
Having spent 30 years working within the Commercial Vehicle Industry, Beverley Bell knows the sector better than most.
But, even working in a position at the very top of the industry, the former Senior Traffic Commissioner experienced more than her fair share of microaggressions.
&ldquo;They asked me to make the tea when I became Traffic Commissioner&hellip;&rdquo;
Listen to Beverley talk about the flack she had to face &ndash; and the ground she had to break as the UK&rsquo;s youngest and first-ever female Traffic Commissioner!
&lt;Insert video&gt;
Want to hear more? Find out how&hellip;
<h2>Tackling key industry issues: the Rerouting Logistics podcast</h2>
Hosted by Beverley Bell, the Rerouting Logistics podcast is here to confront key issues at the heart of the Transport &amp; Logistics industry &ndash; and the fourth episode is out now on&nbsp;<a href="https://lnkd.in/ewc2PEhG">Spotify</a>&nbsp;and&nbsp;<a href="https://lnkd.in/ebaZZaAY">YouTube</a>!
This time, she sat down with&nbsp;<a href="https://ciltuk.org.uk/">CILT UK</a>&nbsp;president&nbsp;<a href="https://www.leondaniels.co.uk/">Leon Daniels</a>&nbsp;to discuss:
<ul>
<li>The truth about diversity in the sector.</li>
<li>Attracting the next generation to Passenger Transport.</li>
<li>And how Britain is a world leader in transport innovation!</li>
</ul>
Have you listened and have something to say? Or are you looking forward to the next release?
Follow the&nbsp;<a href="https://uk.linkedin.com/company/aspion">Aspion Search LinkedIn</a> page to join the conversation and stay up-to-date with release dates, sneak previews and podcast snippets.
</div>

Women in leadership positions are more likely to be undermined, underestimated and belittled &ndash; which former Senior Traffic Commissioner&nbsp;<a href="https://beverleybell.co.uk/">Beverley Bell</a>&nbsp;knows only too well&hellip;

“Put the Kettle on, Traffic Commissioner!”

<ul>
<li>What is the UK Emissions Trading Scheme?</li>
<li>Why is Shipping being added to the ETS?</li>
<li>What do ETS changes mean for the UK Shipping industry?</li>
<li>The latest industry news.</li>
</ul>
<h2>What is the UK Emissions Trading Scheme?</h2>
The UK Emissions Trading Scheme (ETS) is not new. Announced in 2020 and launched in 2021, the scheme was introduced to replace the UK&rsquo;s participation in the EU ETS following Brexit.
It&rsquo;s managed by the UK ETS Authority, a joint body made up of the UK, Scottish, and Welsh governments, and the Department of Agriculture, Environment and Rural Affairs in Northern Ireland.
The goal,&nbsp;<a href="https://www.gov.uk/government/publications/participating-in-the-uk-ets/participating-in-the-uk-ets">according to the UK Government website</a>, is&hellip;
&ldquo;To increase the climate ambition of the UK&rsquo;s carbon pricing policy, while protecting the competitiveness of UK businesses.&rdquo;
In other words, the scheme incentivises decarbonisation, and does so by placing a cap on the amount of greenhouse gases certain high-carbon sectors can emit annually. To cover their annual greenhouse gas emissions, companies in relevant industries must buy or sell emissions allowances.
The industries already covered include Aviation and Power, with expansion to other sectors coming soon.
<h2>Why is Shipping being added to the ETS?</h2>
Marking another decisive step towards decarbonisation, the UK ETS Authority announced plans earlier this month (July 2023) to add Domestic Shipping to the Emissions Trading Scheme.
The hope is that the initiative will incentivise companies within the sector to not only reduce emissions, but also ramp up investment in green energy alternatives. This, in turn, will pave a faster route to&nbsp;<a href="https://aspion.co.uk/tag/net-zero/">net zero</a>&nbsp;for Shipping and Transport, which has already&nbsp;<a href="https://www.statista.com/statistics/1301397/greenhouse-gas-emissions-international-domestic-shipping-uk/">cut emissions by over 37%</a>&nbsp;since 1990.
It&rsquo;s certainly an important move for an industry that accounts for&nbsp;<a href="https://ec.europa.eu/research-and-innovation/en/horizon-magazine/emissions-free-sailing-full-steam-ahead-ocean-going-shipping">3% of greenhouse emissions globally</a>.
<h2>What do ETS changes mean for the UK Shipping industry?</h2>
UK Domestic Shipping will be included in the ETS from 2026. However, the scheme will only apply to large ships with a gross tonnage of 5,000.
The advanced announcement is intended to give organisations plenty of time to prepare for the changes. This, then, would be a good time to evaluate your company&rsquo;s approach to decarbonisation. Do you, for example, have professionals onboard with the relevant expertise to ensure a smooth transition to cleaner, more secure energy sources?
If not, we can help&hellip;
We specialise in&nbsp;<a href="https://aspion.co.uk/industries/transport-and-logistics-recruitment/">Transport, Logistics and Shipping talent acquisition</a>&nbsp;across multiple sectors throughout the UK and Europe. So, whether you&rsquo;re looking for top talent or a new opportunity in the Shipping sector, we can provide the advice or support you need &ndash;&nbsp;<a href="/contact-us">just give us a call</a>!
<h2>The latest industry news</h2>
We don&rsquo;t just recruit in our specialist sectors.
At Aspion Search, we&rsquo;re passionate about the industries we operate in and always have an eye out for important updates and industry trends. That&rsquo;s why we started&nbsp;Aspion Insider&hellip;
A round-up of the biggest news stories from across the Transport &amp; Logistics, Shipping, Sales and Metals markets (with featured job opportunities coming soon!),&nbsp;Aspion Insider&nbsp;is your first port of call for all the latest industry insights.
Interested?
<a href="https://l.linklyhq.com/l/1qW1e">Subscribe on LinkedIn</a>!

&ldquo;What do I need to know about changes to the UK Emissions Trading Scheme?&rdquo;

The UK Emissions Trading Scheme Explainer for Shipping

Any professional working in the Logistics sector already knows how dynamic and full of opportunity it is. Sadly, though, this message isn&rsquo;t spreading far enough and, as a result, there&rsquo;s a whole generation missing out.
One of the biggest problems facing Transport and Logistics right now is that there just aren&rsquo;t enough young people working in and coming to join the workforce. This is in spite of the career and monetary benefits a career in the industry can offer.
If you, like us, are concerned about what the future holds for the sector, then read on. We&rsquo;ve rounded up all you need to know about the current state of the Logistics age gap and, most importantly, ongoing solutions to the problem:
<ul>
<li>How many young people are in Logistics?</li>
<li>Why is there an age gap in Logistics?</li>
<li>Spreading the word about jobs in Logistics.</li>
<li>Rerouting Logistics: making a difference with Steven Granite and Beverley Bell.</li>
</ul>
<h2>How many young people are in Logistics?</h2>
The number of young people working in the Logistics sector is in rapid decline.
According to the&nbsp;<a href="https://www.rha.uk.net/">Road Haulage Association</a>&hellip;
<ul>
<li>The average age of road haulage drivers is 57.</li>
<li>81.1% of Transport managers are over 45.</li>
<li>Many Transport &amp; Logistics managers will reach retirement age by 2029.</li>
</ul>
In other words, the number of young people in the industry is massively outweighed &ndash; and numbers continue to fall.
<h2>Why is there an age gap in Logistics?</h2>
There&rsquo;s definitely a perception issue at play here.
Many of the young people who do know about Logistics see it as a sector for the older generation. And, the older the average age of the industry gets, the less appealing it&rsquo;ll become to young people. It&rsquo;s a frustrating Catch-22 that we need to tackle sooner rather than later.
But there&rsquo;s another, much bigger problem we have to address here too. You see, the fact of the matter is that many young people don&rsquo;t even know what Logistics&nbsp;is, let alone what a career in the sector might look like for them.
Logistics has long been an underappreciated sector. Now, that lack of appreciation is translating directly into undereducation about it.
And, without knowledge, it&rsquo;s not possible to create enough interest in the industry to fill the growing talent shortage.
<h2>Spreading the word about jobs in Logistics</h2>
Thankfully, big players in the industry are working hard to make a change.
In the latest episode of Rerouting Logistics, Chairman of the&nbsp;<a href="https://www.abbeylogisticsgroup.com/">Abbey Logistics Group</a>&nbsp;Steven Granite explains to&nbsp;<a href="https://beverleybell.co.uk/">Beverley Bell</a>&nbsp;how he&rsquo;s had to adapt his sessions in schools and colleges &ndash; because the students just didn&rsquo;t have an understanding of Logistics.
<div class="wp-video">&lt;Insert video&gt;</div>
<div class="wp-video">&nbsp;</div>
<div class="wp-video">
&ldquo;It&rsquo;s not the sector, it&rsquo;s the lack of understanding&hellip;&rdquo;
All it took was one person to spread the word for a whole roomful of young people to see the value in a Logistics career path!
So, just imagine what education on a wider scale could do for the sector. Clearly, conversation, awareness, and education really can make all the difference.
Hear more about what Steven and Beverley had to say &ndash; the full episode is out now on Spotify and YouTube:
<ul>
<li>Rerouting Logistics episode 3: Young People in Logistics with Steven Granite.&nbsp;</li>
</ul>
Spotify:&nbsp;<a href="https://lnkd.in/evwxvpxt">https://lnkd.in/evwxvpxt</a>
YouTube:&nbsp;<a href="https://lnkd.in/eBhAfsRs">https://lnkd.in/eBhAfsRs</a>
<h2>Rerouting Logistics with Beverley Bell</h2>
Conversations like Beverley and Steven&rsquo;s are essential for ensuring the success of the Logistics sector in the long run.
Interested in hearing more of these sorts of conversations?
Rerouting Logistics is the brand-new podcast by Aspion Search. Hosted by former Senior Traffic Commissioner Beverley Bell, together we&rsquo;re on a mission to tackle key issues in the world of&nbsp;<a href="https://aspion.co.uk/industries/transport-and-logistics-recruitment/">Transport &amp; Logistics</a>.
Check out our first two episodes now!
<ul>
<li>Rerouting Logistics episode 1: Women in Logistics with Sharon Kindleysides.</li>
</ul>
Spotify:&nbsp;<a href="https://lnkd.in/ey_-uqa8">https://lnkd.in/ey_-uqa8</a>
YouTube:&nbsp;<a href="https://lnkd.in/eSsggEaH">https://lnkd.in/eSsggEaH</a>
And read more about age, gender, and having to lie about being a mum as a&nbsp;<a href="https://l.linklyhq.com/l/1jZyU">woman in Logistics</a>!
<ul>
<li>Rerouting Logistics episode 2: The Future of Transport &amp; Logistics with Richard Smith.</li>
</ul>
Spotify:&nbsp;<a href="https://lnkd.in/eAg-sxJ6">https://lnkd.in/eAg-sxJ6</a>
YouTube:&nbsp;<a href="https://lnkd.in/eRwTb-Vx">https://lnkd.in/eRwTb-Vx</a>
And read more about&nbsp;<a href="https://l.linklyhq.com/l/1mQL7">overcoming the mental health crisis in Logistics</a>!
</div>

With a huge age gap opening up in the Logistics sector, the question key players across the industry are asking is: what can we do to get more young people in Logistics?&nbsp;

Why Don’t Young People Know About Jobs in Logistics?

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For any organisation, futureproofing should always be a priority. But, for organisations and divisions within the Manufacturing sector, several factors have served to make that much more difficult.
As the existing skills gap continues to widen, here at Aspion we&rsquo;ve found ourselves having more and more conversations with our client partners about what they can do about it. And, the good news is, there&rsquo;s a certain solution that organisations like yours can focus on internally, which has a proven success rate!
Let&rsquo;s walk you through everything we know:
<ul>
<li>Why is there a Manufacturing skills shortage?</li>
<li>How to close the Manufacturing skills shortage</li>
<li>Where do I start?</li>
</ul>
<h2>Why is there a Manufacturing skills shortage?</h2>
Manufacturing organisations and divisions up and down the UK are struggling to fill their own skills gaps, creating the widespread problem we have today. In fact, research carried out by&nbsp;<a href="https://www.makeuk.org/">Make UK</a>&nbsp;found that more than a third (36%) of Manufacturing vacancies are classed as hard-to-fill.
But how has it got to this point? We&rsquo;ve pulled together all the stats and facts you need to see:
<ul>
<li>Ageing workforce:&nbsp;According to&nbsp;<a href="https://www.engineeringuk.com/">EngineeringUK</a>, more than 50% of the UK&rsquo;s Manufacturing workforce is over the age of 40, including many approaching retirement age.</li>
<li>Lack of interest:&nbsp;Far fewer students are choosing Manufacturing-related subjects in recent years, according to the&nbsp;<a href="https://www.theiet.org/">Institution of Engineering and Technology</a>&nbsp;(IET).</li>
<li>Negative perception:&nbsp;The&nbsp;<a href="https://www.mta.org.uk/">Manufacturing Technologies Association</a>&nbsp;found that many young people have an outdated, negative perception of Manufacturing careers.</li>
<li>Educational gaps:&nbsp;According to the&nbsp;<a href="https://www.cbi.org.uk/">Confederation of British Industry</a>, technical and vocational education is in sharp decline in the UK.</li>
<li>Digitalisation:&nbsp;The Manufacturing industry is rapidly evolving with the introduction of automation, robotics, and digital technologies. Unfortunately, the workforce is struggling to keep pace.</li>
<li>Brexit:&nbsp;The&nbsp;<a href="https://www.ons.gov.uk/">Office for National Statistics</a>&nbsp;(ONS) has reported a decline in the number of EU nationals working in UK Manufacturing following Brexit.</li>
</ul>
Clearly, the sector is in a difficult spot. But there is something you can do to help protect your organisation &ndash; now and in the long run!
<h2>How to close the Manufacturing skills shortage</h2>
It&rsquo;s a talent-short market. This means smaller talent pools, fewer candidates with the right skillsets, and more competition. That&rsquo;s why improving diversity is essential.
You see, it&rsquo;s not just that the workforce is ageing, or unable to keep pace with the rapid rate of digitalisation. The fact is that the sector is also drastically lacking in diversity. A big push to diversify the professionals in your organisation and the talent pool available to you will go a long way in helping you bridge the Manufacturing skills gap.
As it stands, only 26% of the Manufacturing workforce are female, and 13% are from ethnic minority backgrounds.&nbsp;(<a href="https://www.google.com/search?q=is+manufacturing+diverse&amp;rlz=1C1GCEA_enGB1059GB1059&amp;oq=is+manufacturing+diverse&amp;aqs=chrome..69i57j69i64.10001j0j1&amp;sourceid=chrome&amp;ie=UTF-8">Made Smarter</a>)
And it&rsquo;s not just a short-term fix. Putting time and effort into your diversity initiatives will help to safeguard Manufacturing organisations like yours moving forwards. After all, the skills shortage shows no signs of righting itself any time soon.
<h3>Bonus: benefits of diversity for your business</h3>
The benefits of a diverse and inclusive workplace culture include:
<ul>
<li>Inclusive companies are 1.7 times more likely to be innovation leaders.</li>
<li>Sales revenue increases 15-fold among companies with high racial diversity.</li>
<li>Inclusive teams make better business decisions twice as fast.</li>
<li>Diverse companies re 1.8 times more likely to capture new markets.</li>
</ul>
Want more information? Get in touch today!
<h2>Where do I start?</h2>
When it comes to diversifying a traditionally white and male-dominated workforce, it can seem like a daunting task at first. So, it&rsquo;s natural to wonder about the best place to start.
From our experience, it really is as simple as starting at the very beginning!
Attracting, onboarding, and nurturing diverse talent will help you build a stronger team from the ground up. And, you&rsquo;ll be happy to hear, that that&rsquo;s one of the things that we do best!
We are Aspion Search, a Search &amp; Selection recruitment firm&nbsp;<a href="https://aspion.co.uk/industries/manufacturing-recruitment-4562/">specialising in Manufacturing</a>, Transport &amp; Logistics, Shipping, Sales, IT Sales, and Metals across multiple sectors across the UK and Europe.
Find out more about our truly inclusive recruitment process and our value-added approach &ndash; let&rsquo;s arrange a Teams call:
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

Digitalisation, an ageing workforce, and negative industry perception all contribute to the growing Manufacturing skills shortage. Here&rsquo;s one thing you can do to close the gap&hellip;

Close the Manufacturing Skills Gap With This One Simple Solution

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Inclusion is a hot topic at the moment &ndash; and for good reason!
But, despite a lot of organisations having good intentions when it comes to things like neurodiversity, we&rsquo;ve noticed that a lot of employers aren&rsquo;t sure how to go about it.
Our advice? Start with the recruitment process!
We are inclusive hiring experts. If you&rsquo;re trying to figure out how to boost neurodiversity inclusion in your recruitment process, then this guide is for you. Find out:
<ul>
<li>The benefits of neurodiversity in the workplace.</li>
<li>The neurodiversity employment gap.</li>
<li>6 steps to boost neurodiversity in your hiring process.</li>
<li>Inclusivity in your organisation.</li>
</ul>
<h2>The benefits of neurodiversity in the workplace</h2>
As well as helping to make your organisation more open and accepting, neurodiversity in the workplace and the hiring process can bring big benefits:
<ul>
<li>Enhanced problem-solving:&nbsp;Neurodiverse individuals can bring unique perspectives to workplaces, which can help with problem-solving, productivity, and innovation.</li>
<li>Diverse skillsets:&nbsp;Neurodivergent individuals often have specialised skillsets that will add value to your organisation. These may include data analysis, pattern recognition, or close attention to detail.</li>
<li>Improved company culture:&nbsp;Creating an inclusive company culture that values neurodiversity boosts overall employee morale and satisfaction, which can, in turn, lead to higher retention rates, increased loyalty, and a more positive working environment.</li>
</ul>
In other words, by embracing diversity from the very beginning, you give your organisation the opportunity to benefit from diverse skillsets, different problem-solving approaches, and out-of-the-box thinking.
Ultimately, this has the potential to drive productivity, enhance employee morale, and boost overall organisational success.
<h2>The neurodiversity employment gap</h2>
Despite these many advantages, the reality is that companies across the UK do not adequately support neurodiversity. And, in many cases, neurodiverse people face obstacles to employment that non-neurodiverse (or &lsquo;neurotypical&rsquo;) people would not.
Studies have shown that&nbsp;<a href="https://mydisabilityjobs.com/statistics/neurodiversity-in-the-workplace/">unemployment amongst neurodiverse adults</a>&nbsp;is at least as high as 30-40%. This is eight times the rate for neurotypical people.
So, what can we do about it?
<h2>6 steps to boost neurodiversity in your hiring process</h2>
Supporting neurodiversity in the workplace and your hiring process is all about creating a process that is more inclusive, accessible, and supportive of neurodivergent candidates. Here&rsquo;s how:
<h3>1. Educate yourself and your hiring team</h3>
Organisations can&rsquo;t be truly inclusive without education. So, it&rsquo;s important to invest time into improving company-wide knowledge and understanding of neurodiversity.
This might include learning about the specific neurodivergent conditions you might encounter, for example:
<ul>
<li>Autism spectrum disorder (ASD).</li>
<li>Attention deficit hyperactivity disorder (ADHD).</li>
<li>Dyslexia.</li>
<li>Dyspraxia.</li>
<li>Tourette syndrome.</li>
<li>Specific learning disabilities (SLD).</li>
<li>Sensory Processing Disorder (SPD).</li>
</ul>
Neurological differences like these can bring unique strengths, perspectives, and other advantages to your organisation.
But, for that to be the case, your hiring team will need to be educated on the strengths, challenges, and potential accommodations required for neurodiverse individuals. This will help foster a more inclusive, informed approach to hiring.
<h3>2. Review job descriptions</h3>
When it&rsquo;s not used in a thoughtful way, language has the power to make talented individuals feel excluded from your roles.
So, when you write job descriptions, ask yourself how inclusive they are. Have you used inclusive language throughout? Or is there a chance the language you&rsquo;ve used could discourage someone from applying, even if they have the required skillsets?
When it comes to neurodiversity inclusion, job descriptions should focus on things like skills and qualifications, rather than unnecessary criteria that could be exclusionary. But don&rsquo;t worry if this is something you&rsquo;re unsure about &ndash; we offer inclusive job ad writing as part of our service!
<h3>3. Diversify your recruitment channels</h3>
Often, organisations struggle to source diverse talent. But the good news is that there are ways to expand your recruitment efforts to reach neurodiverse talent pools.
This could include reaching out to organisations, job boards, or disability employment networks that specialise in supporting neurodiverse professionals in your sector. Or, it could involve engaging with 100% of the market from the get-go &ndash; which is what we do!
When we map relevant talent pools, we ensure no suitable candidate goes undiscovered. And, if the resulting shortlists are lacking in diversity, we work with you to widen the brief as much as possible.
<h3>4. Remove unconscious bias</h3>
Unfortunately, bias in the recruitment process is pretty common &ndash; even in organisations that care about inclusivity. This is because we all have ingrained biases that we&rsquo;re probably not even aware of. These&nbsp;<a href="https://aspion.co.uk/diversity-inclusion-workplace-tips/">unconscious biases</a>&nbsp;can lead to unintended outcomes if left unchecked.
That&rsquo;s where anonymous shortlisting comes in! An effective method for eliminating unconscious bias from the recruitment process, a fully anonymous shortlist highlights only key qualifications and skills.
This gives you the opportunity to assess candidates based solely on their competencies, passions and potential. Plus, it gives candidates more control over how they&rsquo;re represented, helping to make the overall recruitment process more inclusive.
For more information or advice on anonymous shortlisting,&nbsp;<a href="https://aspion.co.uk/contact/">get in touch</a>.
<h3>5. Offer clear feedback</h3>
Communication throughout the recruitment process is key. So, make sure that all communication with candidates is clear, concise, and accessible.
Then, after interviews or tasks, aim to offer constructive feedback to all candidates, focusing on their strengths and areas for improvement. This will help them understand how they can enhance their skills for future opportunities.
<h3>6. Create an inclusive workplace culture</h3>
Clearly, neurodiversity inclusion in the hiring process is critical. However, it won&rsquo;t mean much for neurodiverse talent if the workplace culture they enter into&nbsp;isn&rsquo;t&nbsp;inclusive. That&rsquo;s why diversity, equity, and inclusion initiatives are so important.
But what does a commitment to DE&amp;I mean?
Well, it can mean different things to different organisations, but things like education and communication are central to all successful initiatives.
When you commit yourself to neurodiversity inclusion (and inclusion more generally), it&rsquo;s something you can highlight in your employer branding, policies, and practices. This will help you attract neurodiverse talent and create an environment where they feel valued and supported.
<h2>Embracing neurodiversity in your workplace</h2>
If you want to make your organisation a more welcoming place for neurodiverse talent, we can help.
We understand the importance and benefits of diversity, equity, and inclusion for organisations like yours. This means we know exactly what it takes to develop and implement truly inclusive hiring practices.
Want to know more?
Get in touch today to find out how we can add value to your DEI initiatives:
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

Want to improve neurodiversity in the workplace? Start with the recruitment process.

6 Steps to Support Neurodiversity in Your Hiring Process

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Designed to cut border delays between Britain and Northern Ireland, the latest phase of the Windsor Framework was rolled out on Sunday 1st&nbsp;October.
Here&rsquo;s what you need to know about the new initiative and its reception so far:
<ul>
<li>What is the Windsor Framework?</li>
<li>The Windsor Framework&rsquo;s proposed trade routes.</li>
<li>What are people saying about the Windsor Framework?</li>
<li>Smoothing the transition.</li>
</ul>
<h2>What is the Windsor Framework?</h2>
The Windsor Framework is designed to address Northern Ireland import protocols following Brexit. It was announced in February 2023 and formally agreed by the UK&rsquo;s Foreign Secretary, James Cleverley, and Vice-President to the European Commission, Maro&scaron; &Scaron;efčovič, in March 2023.
The agreement is intended to tackle the practical problems created by the&nbsp;<a href="https://www.consilium.europa.eu/en/policies/eu-relations-with-the-united-kingdom/the-eu-uk-withdrawal-agreement/the-protocol-on-ireland-and-northern-ireland-explained/">Northern Ireland Protocol</a>. This piece of legislation helped to avoid a hard border on the island of Ireland, but essentially created one between Northern Ireland and the rest of the UK, causing problems with trade.
It was hoped that the Windsor Framework would facilitate simpler, smoother trade between Northern Ireland and England, Wales, and Scotland. Before its introduction, goods entering Northern Ireland from the rest of the UK had to be thoroughly checked at the border in the Irish Sea.
<h2>The Windsor Framework&rsquo;s proposed trade routes</h2>
To minimise bureaucracy at the borders between Northern Ireland and the rest of the UK, two trade routes have been introduced as part of the Windsor Framework:
<h3>Green lanes</h3>
Goods that are shipped to Northern Ireland from the rest of the UK will go via a green lane at Northern Irish ports. Here, only the bare minimum checks will be carried out, meaning minimal paperwork, less intensive search processes, and lower costs.
It is, however, only accessible to trusted traders.
<h3>Red lanes</h3>
The Republic of Ireland is still in the European Union, and so requires different trading checks. However, goods shipped into Ireland from Great Britain will still have to pass through Northern Ireland, which left the EU along with the rest of the UK.
So, these goods will go via a red lane, and existing customs procedures and document checks at the border will remain as they are.
<h2>What are people saying about the Windsor Framework?</h2>
Despite early-stage optimism and ongoing hope from some politicians, sentiment within the Logistics sector itself is less positive.
According to Nichola Mallon, Head of Trade and Devolved Policy at Logistics UK and former Northern Ireland Infrastructure Minister, the changes are a &ldquo;huge learning process&rdquo; that Logistics organisations are &ldquo;not fully ready&rdquo; for.
Similarly, Sarah Forsyth from Golden Acre Foods has said that the framework &ldquo;is certainly more complex than what we&rsquo;re doing at the moment&rdquo;.
Still, it&rsquo;s far from wholly negative.&nbsp;<a href="https://www.gov.uk/government/publications/financial-support-to-help-businesses-meet-labelling-requirements-under-the-windsor-framework-and-extension-of-movement-assistance-scheme">Support initiatives</a>&nbsp;have been announced by the government to the tune of &pound;50 million, to help businesses with the costs associated with producing new labels. There&rsquo;s also the&nbsp;<a href="https://www.gov.uk/government/publications/movement-assistance-scheme-get-help-with-moving-agrifood-goods-to-northern-ireland">Movement Assistance Scheme</a>, which cuts the fees associated with the inspections and paperwork required under the Winsor Framework.
<h2>Smoothing the transition</h2>
If you need more support to make your organisation&rsquo;s adoption of the Windsor Framework smoother, we can help.
Make sure you have professionals on board who can make the transition to smoother trade simpler.
Gain access to industry-leading talent that meets your needs &ndash; pick a recruitment partner with a finger on the pulse of the&nbsp;<a href="https://aspion.co.uk/industries/transport-and-logistics-recruitment/">Transport and Logistics sector</a>.
Contact us today:
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

The Windsor Framework&rsquo;s red and green lanes have finally come into force &ndash; but, so far, the response has been mixed.

What Is the Windsor Framework, and Why Is Logistics UK Worried?

Did you know that&nbsp;<a href="https://www.hse.gov.uk/statistics/industry/transportation.pdf">work-related stress, anxiety, and depression</a>&nbsp;are among the most common health conditions facing transport and logistics workers today?
Unfortunately, mental wellness is rarely associated with transport and logistics. But that&rsquo;s something that key figures in the industry are working hard to change. It&rsquo;s also something that you, whether you&rsquo;re an employer, manager, or colleague, can overcome in your organisation.
Want to know how? Here&rsquo;s everything you&rsquo;ll need to get started:
<ul>
<li>Does transport and logistics have a mental health problem?</li>
<li>Crucial conversations: the Rerouting Logistics podcast.</li>
<li>Tackling the mental health crisis in logistics.</li>
<li>Join the conversation.</li>
</ul>
<h2>Does logistics have a mental health problem?</h2>
There&rsquo;s no denying that there&rsquo;s a mental health problem in logistics.
Research from the&nbsp;<a href="https://www.matesinmind.org/what-we-do/sector-specific-support/transport-and-logistics">Health and Safety Executive</a>&nbsp;found that mental ill-health accounts for 44% of the industry&rsquo;s work-related health issues in the UK. Plus, in 2018/19, poor mental health was found to be responsible for 54% of all absentee days!
In a sector that employs approximately&nbsp;<a href="https://www.ncl.ac.uk/careers-occupations/business/logistics/#about">one in 12 UK workers</a>, there&rsquo;s no denying that this needs to change.
Not only are people&rsquo;s welfare and wellbeing at stake. The reality is that this issue is also preventing the industry from attracting and retaining leading talent &ndash; particularly from the younger generation.
<h2>Crucial conversations: the Rerouting Logistics podcast</h2>
Thankfully, this is a problem that influential people in our industry not only understand, but are actively working to change.
Richard James Smith, MD of the&nbsp;<a href="https://www.rha.uk.net/">Road Haulage Association</a>&nbsp;(RHA), is one such example. Speaking candidly to former Senior Traffic Commissioner Beverley Bell, Richard discussed typical roadblocks to mental health in logistics and transport:
&ldquo;Being stuck in a space that&rsquo;s smaller than a prison cell and sleeping in a space that&rsquo;s smaller than a prison cell, and then having facilities that are inadequate, so they can&rsquo;t go and relax properly&hellip;&rdquo;
<div class="wp-video">&lt;Insert video&gt; 
<h2>Managing mental health in logistics</h2>
One thing is clear: organisations within transport and logistics need to act now. Only by making a concerted effort to tackle the crisis can we protect the long-term health of the sector and its workers.
And the good news is that investing in the wellbeing of your employees is a good&nbsp;financial&nbsp;investment as well. In fact, according&nbsp;<a href="https://infrastructuremagazine.com.au/2020/10/26/healthy-heads-improving-mental-health-in-the-logistics-industry/">Infrastructure Magazine</a>&nbsp;in Australia, for every dollar invested into mental health in this sector, organisations can expect almost triple in return!
But where should you start?
Well, for employers looking to improve mental wellbeing in their own businesses, there are six powerful things they can do:
<ol>
<li>Improve manager awareness and mental health signposting.</li>
<li>Introduce meaningful mental health &amp; wellbeing initiatives.</li>
<li>Schedule and stick to regular check-ins.</li>
<li>Invest in personal development coaching sessions.</li>
<li>Make Mental Health First Aid training a priority.</li>
<li>Support employees with self-help (in and out of work).</li>
</ol>
Want to find out more about how these tips might work in your organisation? Our blog on&nbsp;<a href="https://l.linklyhq.com/l/1fqet">mental health and employee retention</a>&nbsp;will tell you everything you need to know.
Or, tune into the Rerouting Logistics podcast&hellip;
<h2>Join the conversation</h2>
The Rerouting Logistics podcast is a new podcast by Aspion Search, hosted by former Senior Traffic Commissioner Beverley Bell. We&rsquo;re on a joint mission to confront key issues in the world of Transport &amp; Logistics!
Join us for important conversations on topics like these:
<ul>
<li>Mental health in logistics.</li>
<li>Diversity in logistics.</li>
<li>Young people in logistics.</li>
<li>The future of the sector.</li>
<li>Logistics careers.</li>
</ul>
And much more!
These sorts of discussions are crucial if we&rsquo;re serious about overcoming ongoing issues within this vital industry.
Check out the second episode wherever you get your podcasts&hellip; And keep an eye on the&nbsp;<a href="https://uk.linkedin.com/company/aspion">Aspion Search LinkedIn</a>&nbsp;page to make sure you never miss an episode!
Spotify:&nbsp;<a href="https://lnkd.in/eAg-sxJ6">https://lnkd.in/eAg-sxJ6</a>
YouTube:&nbsp;<a href="https://lnkd.in/eRwTb-Vx">https://lnkd.in/eRwTb-Vx</a>
</div>

&ldquo;You&rsquo;re stuck in a space that&rsquo;s smaller than a prison cell&hellip;&rdquo;

Roadblocks to Wellbeing: Overcoming the Mental Health Crisis in Logistics

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Green jobs are booming in Britain right now.
According to&nbsp;<a href="https://www.pwc.co.uk/who-we-are/our-purpose/building-trust-in-the-climate-transition/supporting-a-fair-transition/green-jobs-barometer.html">research by PwC</a>, the number of green jobs on the market in the UK has almost trebled in the last 12 months. This means that the market is growing at roughly four times the rate of the overall UK employment market.
But, according to business leaders across Britain, the skills needed to fill these essential roles are not keeping pace with demand. As a result, the green skills gap is widening, and a green skills shortage is starting to seem inevitable.
Thankfully, there are ways to stop this oncoming skills shortage from hitting your organisation too hard. Let&rsquo;s look at four action points that have proved particularly impactful:
<ol>
<li>Offering training and development opportunities.</li>
<li>Investing in technology.</li>
<li>Building a diverse workforce.</li>
<li>Creating a positive company culture.</li>
</ol>
But first &ndash; what&rsquo;s the reality of the situation?
<h2>The green skills shortage in reality</h2>
Green skills (or the knowledge, abilities, and competencies required to work in jobs related to sustainability) are increasingly important to businesses of all types. With the&nbsp;<a href="https://www.gov.uk/government/publications/net-zero-strategy">UK&rsquo;s net zero target</a>&nbsp;set for 2050, now is the time for British companies to start accelerating their sustainability initiatives.
But, according to a recent&nbsp;<a href="https://www.themanufacturer.com/articles/green-jobs-boom-highlights-skills-shortage-in-workforce-research-reveals/">poll of British business leaders</a>, 57% are struggling to find professionals with the green skillsets their companies need.
Meanwhile, more than a quarter (27%) of employed adults aspire to a green role, whether to positively impact the planet or future-proof their careers. But, without the right skills in, say, resource management or environmental monitoring, many face obstacles they don&rsquo;t know how to overcome.
So, what can employers and managers do to upskill workers and plug growing gaps within their organisations?
<h2>Overcoming the green skills shortage</h2>
If you&rsquo;re concerned about how the greens skills shortage might impact your business, give the following four steps a go:
<h3>1. Offer training and development opportunities</h3>
Consider what training and development opportunities you can offer your existing workforce, including:
<ul>
<li>Investing in online or in-person courses for your employees.</li>
<li>Introducing on-the-job training programmes.</li>
<li>Inviting experts to deliver workshops and seminars.</li>
</ul>
In other words, provide your existing workforce with the opportunities they need to develop relevant green skills. It&rsquo;s sure to pay off for your business as the skills gap continues to widen.
<h3>2. Invest in technology</h3>
Additionally, it&rsquo;s a good idea to invest in up-to-date green technology. This might include, for example, automation and robotics, but will vary depending on the sector, specific job role, and task.
As well as maximising the efficiency of more manual green jobs, the right tech can also&nbsp;remove&nbsp;the need for manual labour in certain areas.
<h3>3. Build a diverse workforce</h3>
Another option is to reach out to underrepresented communities in your industry and provide opportunities for them to enter the green workforce.
For one thing, a diverse workforce will bring a wider variety of perspectives to the table, driving innovation. For another, it&rsquo;s a great way to build a more sustainability-savvy workforce from the ground up.
Not sure where to start? Try partnering with community organisations, offering incentives, or creating targeted training programmes that improve accessibility to green jobs in your sector.
<h3>4. Create a positive company culture</h3>
On a related note, studies consistently show that employees who feel engaged and supported in their work are more likely to push themselves, innovate, and come up with new ideas.
That&rsquo;s why, for any innovation initiative, it&rsquo;s essential that employers and managers create a positive company culture.
This is especially true when it comes to encouraging employees to take part in sustainability efforts. Not only will the right culture encourage employees to step into new skills themselves, but it will also foster a culture that attracts workers who are passionate about the environment already.
Of course, creating a positive company culture is easier said than done. But, it&rsquo;s a great long-term goal to have &ndash; and one that is sure to prove productive in a variety of areas.
<h2>Attract specialist sustainability talent with Aspion</h2>
Struggling to source and engage talent with specialist sustainability experience?
We can help&hellip; Aspion Search is a search and selection firm specialising in Transport &amp; Logistics, Shipping, Sales, IT Sales, and Metals across multiple sectors throughout the UK and Europe.
We are experts in your industry, so we know what it takes to attract industry-leading talent with the skillsets, experience, and culture fit that you need.
If you&rsquo;re on the lookout for talent with specialist sustainability experience, get in touch today!
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

Are you worried about the oncoming green skills shortage?

4 Tips to Overcome the Oncoming Green Skills Shortage

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But what candidates expect has changed drastically in recent years.
Success in recruitment is about much more than just finding someone with relevant experience. If you want the talent you take on to stay for the long run, add value to your business and innovate, then candidate expectations should be front of mind.
But what do candidates really want from employers? And how do candidate expectations differ in the modern job market?
Here are five musts that HR, hiring managers, and recruiters should be thinking about:
<ol>
<li>Clear progression plan.</li>
<li>Listening and implementing.</li>
<li>Working environment.</li>
<li>Authentic values.</li>
<li>Transparency and authenticity.</li>
</ol>
But, before we get into that, let&rsquo;s talk about why candidate expectations matter so much in the first place.
<h2>Why are candidate expectations important in recruitment?</h2>
When a candidate gets a role that meets their expectations, they are much more likely to be satisfied with the job and stay longer.
It&rsquo;s not hard to see why; when candidate expectations are met, there&rsquo;s more likely to be alignment between them and the organisation they took a chance on. This is critical if both you and your new employee are to get as much value as possible when they&rsquo;re in role.
You see, alignment and satisfaction don&rsquo;t just encourage things like productivity, collaboration, and motivation. They also go a long way in maximising employee retention.
And how do we know? Because,&nbsp;<a href="https://aspion.co.uk/about-us/">here at Aspion Search</a>, 96% of the professionals we place in new roles stay with that business for at least 24 months.
<h2>5 evolving candidate expectations in recruitment</h2>
It&rsquo;s important to note that candidate expectations do not stay the same. As times change and the working world tries to keep pace, what candidates want will shift as well.
So, while expectations do vary from person to person, there are some general trends that you should be aware of.
<h3>1. Clear progression plan</h3>
Given the increased financial strain so many are facing, it&rsquo;s more important than ever that working-age people know they can work their way up the ladder.
But it&rsquo;s not enough to simply promise a candidate that you can offer career development. After so many years of companies overpromising and then underdelivering, professionals have grown wary of such assurances.
But what does a clear progression plan look like?
Well, it can take many forms, depending on the structure of your organisation. But, ultimately, it comes down to setting out clear triggers for promotions and salary raises from the outset. For bonus points, you could also offer support for self-development that will help your employees hit their targets faster.
For companies that already have this in place, ask yourself: do we communicate our progression path clearly enough to candidates? And: could we do more to shout about it when we&rsquo;re trying to attract talent?
<h3>2. Listening and implementing</h3>
Generally speaking, people do not respond well to dismissive management styles. So, it&rsquo;s important to instil candidates with the confidence that their ideas will, in fact, be listened to.
Simply put, people want to know that they&rsquo;ll feel valued at work. As well as being good for employee satisfaction, motivation, and trust, this is also essential if you want your organisation to be truly innovative.
Unsure how to prove to candidates that your workplace really does value the ideas of its employees? Have examples on hand of employee ideas that were not just listened to but actually implemented.
<h3>3. Working environment</h3>
There&rsquo;s no getting away from the fact that more professionals than ever care about their working environment.
Between this and the fierce competition for talent happening across market sectors, there are plenty of reasons to prioritise the working environment in your talent attraction strategy. And this applies whether your workplace is an in-person office or fully remote.
Just keep in mind that afterthoughts or tokenistic gestures are becoming increasingly obvious to job hunters. So, don&rsquo;t try and pass off things like free tea and coffee as a big work perk.
Instead, focus on things that will encourage genuine team bonding and&nbsp;<a href="https://aspion.co.uk/mental-health-at-work-employee-retention/">improve mental health in the workplace</a>, for example:
<ul>
<li>Improving manager awareness and mental health signposting.</li>
<li>Introducing meaningful wellbeing initiatives.</li>
<li>Scheduling and sticking to regular check-ins.</li>
<li>Investing in personal development sessions.</li>
<li>Supporting employees with self-help.</li>
</ul>
Is there anything we&rsquo;ve missed off this list?
<h3>4.&nbsp; Authentic values</h3>
We live in an increasingly values-led world, and this has inevitably had an impact on hiring.
According to&nbsp;<a href="https://www.personneltoday.com/hr/reject-job-company-values-linkedin-research/">recent research by LinkedIn</a>:
<ul>
<li>58% of UK professionals would not work for a company that does not share their values.</li>
<li>Around 90% of younger professionals (i.e., Gen-Z and Millennials) would leave a job for another that better matches their values.</li>
<li>Work/life balance (62%), career progression (43%), and&nbsp;<a href="https://aspion.co.uk/diversity-inclusion-workplace-tips/">diversity, equity and inclusion</a>&nbsp;(37%) are the values that matter most to modern jobseekers.</li>
</ul>
With that in mind, it&rsquo;s worth taking the time to reflect on the values at the heart of your organisation. Do you put time, effort, and resources into strengthening these values? If you don&rsquo;t, now might be the time to start.
<h3>5. Transparency and honesty</h3>
This candidate expectation is harder to pin down because, if we&rsquo;re being honest, transparency needs to inform everything you do as an employer.
And there are big benefits up for grabs for employers that are transparent with employees and honest in their initiatives. So, if you want your working environment to be collaborative, your office communication to be open, your culture to be positive, and your reputation to be as attractive to top talent as possible, then make transparency and honesty a top priority.
It&rsquo;s something that candidates will be looking for throughout the hiring process, as well as on your website, social media pages, and in employee reviews.
<h2>How to manage and meet candidate expectations</h2>
Of course, it&rsquo;s not always easy to keep tabs on changing candidate expectations. It can be even harder to make the changes necessary to match expectations within your hiring process.
That&rsquo;s where we come in.
We are recruitment experts, specialising in Transport &amp; Logistics, Shipping, Sales, IT Sales, and Metals across multiple sectors throughout the UK and Europe. In other words: we understand your industry, and what it takes to attract leading talent in that sector.
Whether you want to supercharge your talent attraction or set up a non-committal process review, get in touch today:
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

The world of work is shifting. As a result, candidate expectations in recruitment have become more important than ever.

5 Candidate Expectations Hiring Managers Have to Meet

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<h2>Employment fraud definition</h2>
Employment fraud refers to any dishonest or deceptive activity related to the recruitment, hiring, or employment process that is intended to deceive or defraud job seekers, employees, or employers for financial gain or other illicit purposes.
Unfortunately, these scams are becoming increasingly common, so it&rsquo;s important to be vigilant.
<h2>How to spot a recruitment scam</h2>
At Aspion, we never send unsolicited WhatsApp or text messages to people we don&rsquo;t know.
If someone you don&rsquo;t recognise claims to represent Aspion, please let us know as soon as possible at&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>&nbsp;or&nbsp;<a href="https://aspion.co.uk/contact/">call your local Aspion Search office</a>.
Here are some other signs the message you&rsquo;ve received is a scam:
<ul>
<li>You weren&rsquo;t expecting the message.</li>
<li>You don&rsquo;t recognise the sender&rsquo;s name, number, or email address &ndash; crosscheck their contact information with our website and LinkedIn.</li>
<li>The email they give you is from a generic address, e.g., Gmail or Hotmail &ndash; our email addresses take the format of firstname.lastname@aspion.co.uk.</li>
<li>The job description is vague or poorly written.</li>
<li>The job description offers an unrealistic salary or benefits.</li>
<li>You are offered a job urgently, and without an interview.</li>
<li>You&rsquo;re asked to make an upfront payment or send personal details.</li>
<li>You are asked to follow a suspicious link.</li>
</ul>
Be cautious of offers that seem unrealistic, too generous, or come out of nowhere &ndash; they may be designed to lure job seekers into a scam.
Trust your instincts: if something doesn&rsquo;t seem right about the message,&nbsp;stop replying.
<h2>What to do if you&rsquo;re contacted by a scammer using the Aspion name</h2>
If you suspect a scammer is using Aspion information to obtain personal information or payment, please&nbsp;<a href="/contact-us">contact us</a>&nbsp;ASAP.
Here are some steps you can take if you think you might be talking to a scammer:
<ul>
<li>Screenshot their details and the conversation and&nbsp;<a href="https://www.actionfraud.police.uk/a-z-of-fraud/recruitment-scams">report the scam to Action Fraud</a>. Please also notify us at&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>.</li>
<li>If you have sent money or shared financial information, contact your bank immediately.</li>
<li>Report scam texts by&nbsp;<a href="https://www.ofcom.org.uk/phones-telecoms-and-internet/advice-for-consumers/scams/7726-reporting-scam-texts-and-calls">forwarding them to 7726</a>&nbsp;&ndash; a free service for reporting suspicious calls or texts.</li>
<li><a href="https://faq.whatsapp.com/1142481766359885/?cms_platform=android">Report scam WhatsApps</a>&nbsp;within the chat in the app.</li>
<li>Report scam emails by forwarding them to&nbsp;<a href="mailto:report@phishing.gov.uk">report@phishing.gov.uk</a>.</li>
</ul>
Remember:&nbsp;Aspion do not make first contact with jobseekers or request applications, sensitive information, or payments over text or instant messaging services.
<h2>Sources</h2>
Aspion Search &ndash; Contact Us:&nbsp;<a href="https://aspion.co.uk/contact/">https://aspion.co.uk/contact/</a>
Action Fraud &ndash; Recruitment Scams:&nbsp;<a href="https://www.actionfraud.police.uk/a-z-of-fraud/recruitment-scams">https://www.actionfraud.police.uk/a-z-of-fraud/recruitment-scams</a>
Ofcom &ndash; How to report scam texts and mobile calls:&nbsp;<a href="https://www.ofcom.org.uk/phones-telecoms-and-internet/advice-for-consumers/scams/7726-reporting-scam-texts-and-calls">https://www.ofcom.org.uk/phones-telecoms-and-internet/advice-for-consumers/scams/7726-reporting-scam-texts-and-calls</a>
WhatsApp &ndash; How to block and report contacts:&nbsp;<a href="https://faq.whatsapp.com/1142481766359885/?cms_platform=android">https://faq.whatsapp.com/1142481766359885/?cms_platform=android</a>
</div>

Scammers are unlawfully claiming to be Aspion recruiters and sending fake job ads over WhatsApp and text. This is employment fraud.

How to Spot Recruitment Scams

<div class="itemBody kl-blog-post-body kl-blog-cols-1" itemprop="text">
In a world of rising prices, accelerating AI, and stalling economic growth, career security is more crucial than ever.
But there&rsquo;s no denying that many careers are not as secure as they used to be. The game has changed and, as such, job roles are shifting as certain skills become less relevant.
Can the same be said for sales?
<h2>Is sales a safe career choice?</h2>
As with any career path, there are risks and uncertainties associated with working in sales.
However, while sales can be a competitive field, it can also offer significant stability and job security.
And why? Well, for a number of reasons &ndash; ranging from sustained demand to the autonomy the industry affords you.
Of course, it&rsquo;s important to thoroughly research and assess the specific sales opportunities, industry, and company dynamics before making any career decision. The good news is that, as Sales recruitment experts, that&rsquo;s something&nbsp;<a href="https://aspion.co.uk/registering-with-a-search-partner-why-register-with-aspion/">we can help you</a>&nbsp;with.
<blockquote>
Aspion Search is a specialist search firm &ndash; we use proven processes to connect talent with potential to their next career opportunities. Find out more below&hellip;
</blockquote>
<h2>7 reasons why a career in sales is still secure</h2>
Despite rising job insecurity across several key sectors, sales continues to be a stable career choice for people willing to put in the work.
Here are seven reasons why:
<h3>1. Demand for sales skills</h3>
Sales skills are always in demand, regardless of the industry or the country&rsquo;s economic conditions. Just about every company needs sales professionals on their team, to sell their products or services, generate revenue, and drive business growth.
As a result, employment opportunities for sales professionals are varied, and include:
<ul>
<li>Business-to-business (B2B) or business-to-consumer (B2C).</li>
<li>Direct/field sales.</li>
<li>Fast-moving consumer goods (FMCG).</li>
<li>IT sales.</li>
<li>Advertising sales.</li>
<li>Advertising sales.</li>
</ul>
And that&rsquo;s just to name a few!
<h3>2. Transferrable skills</h3>
Not only are sales skills in demand, they&rsquo;re also extremely flexible and, by extension, highly versatile. So, sales professionals can apply their expertise to various sectors, and this allows them to find new opportunities even if they choose to switch industries.
<h3>3. Commissions and incentive structures</h3>
It&rsquo;s no secret that sales can be a lucrative business. Sales professionals typically start with good salaries, which they can then top up through commission and incentive structures.
According to Glassdoor, the&nbsp;<a href="https://www.glassdoor.co.uk/Salaries/london-sales-salary-SRCH_IL.0,6_IM1035_KO7,12.htm">average sales salary in London</a>&nbsp;is &pound;42,683, with additional cash compensation sitting at &pound;18,797.
As well as being a big perk, commission and big bonuses provide sales professionals with an opportunity to increase their earnings and create financial security. And, the more motivated you are, the more you can earn.
<h3>4. Career advancement opportunities</h3>
If you want a career with clear progression opportunities and long-term stability, sales could be the way forward!
An example career path might see you enter the industry as a Sales Development Representative (SDR). From there, you could progress to Account Executive, and then Senior Account Executive, Sales Manager, and Sales Director.
<h3>5. Relationship-based industry</h3>
The sales industry is all about building and maintaining mutually valuable relationships. For sales professionals who excel in building strong client and customer relationships, those long-term contacts will help to create a stable source of business and income over time.
<h3>6. Flexibility and autonomy</h3>
Many sales professionals have the flexibility to work remotely, set their own schedules, and manage their own territories. This sort of autonomy in terms of work schedule and location can go a long way towards providing a sense of job security.
Not to mention that, for many, flexibility means a better work/life balance.
<h3>7. Continuous learning and skill development</h3>
Sales is an industry that requires continuous learning and skill development to stay competitive.
As such, sales professionals who put in the work to improve their skills, stay updated with industry trends, and adapt to changing customer needs are more likely to remain relevant and secure in their roles.
In other words, it pays to be self-motivated in sales.
<h2>Starting your sales career.</h2>
Thinking about kickstarting a career in sales? Looking to take that next step in your journey?
We can help!
With years of experience of connecting skilled sales talent with leading organisations, we can find you a role that offers the security, salary, and advancement opportunities you&rsquo;re looking for &ndash; whether you have a background in sales or not.
Interested?&nbsp;<a href="/contact-us">Get in touch today</a>&nbsp;to start the process:
Call Us:&nbsp;0333 360 1100
Email: <a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

7 reasons to consider a career in sales&hellip;&nbsp;

Is a Career in Sales Really as Secure as We Thought?

The topic of gender diversity in the logistics sector has often been overlooked.
But, the reality is, whether it&rsquo;s a lack of representation in leadership positions or gender stereotypes and biases, women working in logistics face unique barriers to progression.
The good news is that pioneering figures in the sector are having important conversations and making a push for progress.
Read on to find out all about&hellip;
<ul>
<li>Obstacles to gender diversity in logistics.</li>
<li>Rerouting Logistics podcast: breaking down barriers with Beverley Bell.</li>
<li>Joining the conversation.</li>
</ul>
<h2>Obstacles to gender diversity in logistics</h2>
It&rsquo;s no secret that, like many other sectors, logistics has a diversity problem. But what are the top five issues facing women in the industry?
<h3>1. Low representation in the workforce</h3>
According to the&nbsp;<a href="https://ciltuk.org.uk/">Chartered Institute of Logistics and Transport</a>&nbsp;(CILT), women only make up around a fifth of the workforce. Most roles are, therefore, taken up by men.
This can make jobs in the sector unappealing or unwelcoming to women. Thankfully, that&rsquo;s all changing.
<h3>2. Underrepresented in leadership roles</h3>
The lack of gender diversity becomes more pronounced the higher up in the industry you get. To illustrate: women hold only 10% of executive roles and 17% of managerial roles in the logistics sector.
<h3>3. Limited career progression opportunities</h3>
Research by&nbsp;<a href="https://logistics.org.uk/">Logistics UK</a>&nbsp;has found that only 25% of women in logistics have access to a formal career development plan.
<h3>4. Pay disparity</h3>
On average, women in the UK logistics sector earn 14.5% less than their male counterparts, as reported by the&nbsp;<a href="https://www.ons.gov.uk/">Office for National Statistics</a>&nbsp;(ONS). This gender pay gap is significantly wider than the&nbsp;<a href="https://www.bbc.co.uk/news/business-65179430">average British gender pay gap</a>&nbsp;of 9.4%.
<h3>5. Recruitment challenges</h3>
Only one in four UK logistics companies actively recruit women. But, in failing to improve&nbsp;<a href="https://aspion.co.uk/5-tips-women-in-logistics/">gender diversity in logistics</a>, companies miss out on fresh perspectives and valuable insights.
<h2>Rerouting Logistics podcast: breaking down barriers with Beverley Bell</h2>
It&rsquo;s important to note that just because these barriers exist doesn&rsquo;t mean they can&rsquo;t be overcome.
Need proof?
Just look at former Senior Traffic Commissioner Beverley Bell!
&lt;Insert video&gt;
Beverley recently sat down with Sharon Kindleysides, the CEO of CILT, to discuss their incredible careers in the logistics industry.
Together, they tackled stigmas around sexism in the Logistics sector, the double standards mothers and older women often face, the importance of diversity and inclusion, and the big benefits of choosing a career in logistics.
<div class="wp-video">
Listen to Episode 1 of Rerouting Logistics on&nbsp;<a href="https://www.youtube.com/watch?v=Bp9E09_-Lc8">YouTube</a>&nbsp;or&nbsp;<a href="https://open.spotify.com/episode/3cJhKOQAL9iApzyb4oy9al">Spotify</a> now!
<div class="itemBody kl-blog-post-body kl-blog-cols-1" itemprop="text">
<h2>Join the conversation</h2>
The Rerouting Logistics podcast is a brand new podcast by Aspion Search, hosted by former Senior Traffic Commissioner Beverley Bell. We&rsquo;re on a joint mission to confront key issues in the world of Transport &amp; Logistics!
Join us for important conversations on key topics, including:
<ul>
<li>Diversity in logistics.</li>
<li>Women in logistics.</li>
<li>Young people in logistics.</li>
<li>The future of the sector.</li>
<li>Logistics careers.</li>
</ul>
And much more!
These sorts of discussions are crucial if we&rsquo;re serious about overcoming ongoing issues within this vital industry.
Watch or listen to the first episode wherever you get your podcasts&hellip; And keep an eye on the&nbsp;<a href="https://uk.linkedin.com/company/aspion">Aspion Search LinkedIn</a>&nbsp;page to make sure you never miss an episode!
YouTube:&nbsp;<a href="https://www.youtube.com/watch?v=Bp9E09_-Lc8">https://www.youtube.com/watch?v=Bp9E09_-Lc8</a>
Spotify:&nbsp;<a href="https://open.spotify.com/episode/3cJhKOQAL9iApzyb4oy9al">https://open.spotify.com/episode/3cJhKOQAL9iApzyb4oy9al</a>
&nbsp;
</div>
</div>

Did you know&hellip; In a sector that employs almost 3 million people within the UK, women make up just a fifth of the workforce?

Diversity in Logistics: Age, Gender, and Lying About Being a Mum

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If the sectors that rely on supply chain are to meet their own ambitious objectives, this has to change.
Looking for facts, figures, or ideas about how to reduce the carbon footprint of your supply chain function?
Here&rsquo;s everything you need to know:
<ul>
<li>What firms are failing to set supply chain emissions?</li>
<li>The impact of supply chain on greenhouse gas emissions.</li>
<li>6 steps to cut supply chain emissions.</li>
</ul>
<h2>What firms are failing to set supply chain emissions targets?</h2>
Almost all companies have supply chains, regardless of their industry or size.
And, of these, a whopping 89% have failed to set science-based targets for the reduction of greenhouse gas emissions.
This shocking finding comes from a recent report on&nbsp;<a href="https://www.tcs.com/what-we-do/services/cloud/microsoft/white-paper/supply-chain-decarbonization-missing-link-net-zero">supply chain decarbonisation</a>&nbsp;by Tata. The report looked into &ldquo;public data from a randomly selected set of 400 public companies with combined revenue of 10 trillion&rdquo; &ndash; and found the vast majority to be severely lacking.
The industries under the microscope included aerospace, automotive, telecom, life sciences, and travel.
Manufacturing, energy, retail, and consumer goods companies also featured, and emerged as most likely to publicise their emissions and sustainability initiatives. But, while transparency is important, much more needs to be done.
Supply chain contributes significantly to global greenhouse gas emissions. So, driving down pollution in this function must be made a priority.
<h2>The impact of supply chain on greenhouse gas emissions</h2>
It&rsquo;s true that the contribution of supply chain to greenhouse gas emissions does vary depending on the specific activities involved.
However, recent studies help us to see just how big of a problem supply chain poses to sustainability efforts.
Just eight supply chains are responsible for more than 50% of global emissions, according to the&nbsp;<a href="https://www.weforum.org/reports/net-zero-challenge-the-supply-chain-opportunity">World Economic Forum</a>. These consist of food, construction, fashion, fast-moving consumer goods, electronics, automotive, professional services, and freight.
And that&rsquo;s not all. Further research from the WEF has found that the emissions from global supply chains are growing at a faster rate than emissions from domestic operations.
So, not only does supply chain hold a large share of the responsibility for the current rate of pollution. It&rsquo;s also becoming an increasingly important part of the overall greenhouse gas emissions picture!
With that in mind, let&rsquo;s think about what we can do to change things.
<h2>6 steps to cut supply chain emissions</h2>
There is no one-size-fits-all when it comes to sustainability initiatives. As such, reducing greenhouse gas emissions in the supply chain will require a holistic approach.
Here are just some of the most impactful courses of action you could consider taking:
<ol>
<li>Optimise transportation.</li>
<li>Improve energy efficiency.</li>
<li>Reduce waste.</li>
<li>Source sustainably.</li>
<li>Collaborate with suppliers.</li>
<li>Implement a carbon management programme.</li>
</ol>
To guarantee success, it&rsquo;s crucial that you make your process a collaborative one. So, engagement with and commitments from suppliers, employees, and other stakeholders will be pivotal.
<h3>1. Optimise transportation</h3>
As one of the biggest contributors to greenhouse gas emissions in the supply chain, optimising transportation should be a priority.
Consider optimising transportation routes, reducing empty or partially filled trucks, and using more fuel-efficient modes of transport. You could also look into and consider investing in&nbsp;<a href="https://aspion.co.uk/logistics-efficiency-4-ways-to-cut-climate-impact/">carbon neutral transport programmes</a>.
<h3>2. Improve energy efficiency</h3>
Measures such as upgrading lighting and HVAC systems, using renewable energy sources, and implementing energy management systems can go a long way in reducing emissions in the supply chain.
<h3>3. Reduce waste</h3>
Reduce the waste generated in the supply chain by introducing waste reduction and recycling programmes. Other initiatives, include reducing packaging and finding ways to repurpose materials, will also make an impact.
<h3>4. Source sustainably</h3>
Find ways to source raw materials sustainably, for example by using recycled materials, or materials from certified sustainable sources.
<h3>5. Collaborate with suppliers</h3>
It&rsquo;s important that companies also take responsibility for their external stakeholders, and particularly their suppliers.
Work with your suppliers to set sustainability targets, or discuss more sustainable alternatives to current practices. Could your suppliers also adopt the suggestions above?
<h3>6. Implement a carbon management programme</h3>
Accountability is key to staying on track.
So, it&rsquo;s a good idea to develop a carbon management programme. That way, you can track and manage your emissions, measure your progress, and identify opportunities for emissions reductions throughout the supply chain.
<h2>Talent that understands sustainability</h2>
To help secure success in your initiatives, it&rsquo;s best to appoint a person or team to lead the way. That&rsquo;s where we come in.
Are you looking for talent to take your sustainability efforts to the next level?
Get in touch &ndash; we&rsquo;ll help you find experienced supply chain professionals with specialised sustainability experience:
Call Us:&nbsp;0333 360 1100
Email: <a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

Companies across the world are failing to set meaningful emissions targets for their supply chain functions.

The Firms Failing to Set Supply Chain Emissions Targets

Still, there&rsquo;s a lot that needs to be done if we want to make this sector truly diverse.
Do you want to improve gender diversity in your logistics organisation? You&rsquo;re in luck, because these five steps are key:
<ol>
<li>Make upskilling a priority.</li>
<li>Be transparent about progression.</li>
<li>Represent your business at careers fairs.</li>
<li>Get feedback from women in logistics.</li>
<li>Implement anonymous hiring.</li>
</ol>
However, as with most things to do with diversity, tackling the problem is not as simple as reading a few quick pointers. So, let&rsquo;s find out how to make the above tips work in practice.
<h2>Is logistics a male dominated industry?</h2>
Yes, logistics has historically been a male dominated industry. However, that is finally starting to change.
Globally, around&nbsp;<a href="https://dovetail.co.za/six-women-logistics-industry-know/">2% of the logistics workforce</a>&nbsp;is made up of women, while in the UK the number is significantly higher at 19%. More logistics companies are working to correct this imbalance.
<h2>Improving the gender imbalance for women in logistics</h2>
Here are five practical (and realistic) approaches that businesses across the sector can take to encourage more women to join their organisation.
<h3>1. Make upskilling a priority</h3>
You can&rsquo;t just focus on bringing women into the top positions.
Since logistics is such a heavily male-dominated industry, the fact is that more men than women have the skills and experience necessary to break through the glass ceiling. So, focusing your efforts at the top won&rsquo;t redress the imbalance across your company. It also won&rsquo;t help the women who are trying to break into or advance in the industry.
That&rsquo;s why it&rsquo;s so important to offer upskilling to women within your workforce &ndash; as well as those considering a career in logistics.
Consider, for example, introducing an apprenticeship scheme that prioritises women without industry experience.
You could also introduce training pathways for women within your business who want to advance. Such pathways would pave the way for, say, an entry-level co-ordinator or administrator to progress to management roles more quickly.
<h3>2. Be transparent about progression</h3>
The more transparent you are about the progression opportunities your organisation offers, the more attractive you&rsquo;ll be for inexperienced applicants. This is especially true for women, who will be well aware of the industry&rsquo;s gender imbalance.
There are several ways to do this. One way is to make your career pathways public, or share them internally.
But, if you&rsquo;re specifically trying to appeal to women who are interested in logistics, you could spotlight the career path of one of the brilliant women who&rsquo;s risen through the ranks in your business.
<h3>3. Represent your business at careers fairs</h3>
Of course, these tips are all well and good. But what if you&rsquo;re struggling to find female logistics talent in the first place?
A great way to reach prospective logistics professionals of all genders is to sign up for careers fairs.
This gives you the chance to talk directly to women who may be considering a career in logistics. It&rsquo;s also the perfect opportunity to highlight all that logistics has to offer to people who don&rsquo;t yet know much about the industry.
Remember that, to truly overcome a gender imbalance, it&rsquo;s best to meet people at the bottom of the career ladder.
<h3>4. Get feedback from women in logistics</h3>
If you&rsquo;re serious about improving the situation for women in logistics, turn to the women you currently have on staff. It&rsquo;s important that you find out:
<ul>
<li>What barriers they faced at the starts of their careers.</li>
<li>What initiatives could have helped them in their progression.</li>
<li>What sort of support they feel should be in place to help women in logistics advance.</li>
</ul>
Chances are that the women you speak to will have had significantly different journeys. But the obstacles they have faced throughout their careers are likely to have been similar. By finding these similarities, it will be far easier to find problem areas you can focus on within your diversity drive.
<h4>What if there are no women in my business?</h4>
Your business might not have any women on staff just yet, and that&rsquo;s okay!
However, it&rsquo;s still important that you hear directly from women in the industry &ndash; and the more perspectives, the better.
The good news is that there&rsquo;s an all-new podcast that delves deep into key industry issues, including women in logistics!&nbsp;Rerouting Logistics&nbsp;by Aspion Search features former Senior Traffic Commissioner and&nbsp;<a href="https://beverleybell.co.uk/">CEO Beverley Bell</a>&nbsp;in conversation with other big names in the sector. Together, they cover topics including:
<ul>
<li>Women in logistics.</li>
<li>Logistics diversity.</li>
<li>Young people in the industry.</li>
<li>And much more!</li>
</ul>
Check out this sneak peek of Beverley in conversation with Sharon Kindleysides,&nbsp;<a href="https://ciltuk.org.uk/">CEO of the CILT</a>:
&lt;Insert video&gt;
Out now on&nbsp;<a href="https://lnkd.in/ey_-uqa8">Spotify</a>&nbsp;and&nbsp;<a href="https://lnkd.in/eSsggEaH">YouTube</a>!
<div class="itemBody kl-blog-post-body kl-blog-cols-1" itemprop="text">
<h3>5. Implement anonymous hiring</h3>
It can be difficult to get diversity right if you don&rsquo;t do something about it from the start. That&rsquo;s why inclusive recruitment practices are so important.
With anonymous shortlisting, you can remove both&nbsp;<a href="https://aspion.co.uk/how-to-implement-diversity-inclusion-in-the-workplace/">conscious and unconscious bias</a>&nbsp;from your recruitment process. And, if that wasn&rsquo;t enough, you&rsquo;ll also gain access to much larger talent pools. This means you&rsquo;re more likely to find women with the right skillset and experience within this male dominated industry.
At Aspion Search, diversity is a top priority. Every one of our expert recruitment consultants receives specialist diversity and inclusion training. As a result, they&rsquo;re skilled at sourcing underrepresented talent and helping businesses like yours eliminate prejudice from the hiring process.
<h2>Improving gender diversity from the start</h2>
There&rsquo;s no quick fix to the gender imbalance in logistics. To improve the opportunities available to women in logistics, your business will need to take a holistic approach.
You have the power to make a significant change, not just in your organisation, but the industry as a whole. However, to do so, you&rsquo;ll need to assess and revise key business areas such as your opportunities for progression, business representation, and recruitment processes.
Let us help you with the latter! Our team of specialised logistics recruiters can give you access to deep pools of industry talent, and help you remove unconscious bias when making hiring decisions.
Get in touch today to find out how we can help you improve diversity in your business:
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

There are more women in logistics than ever before.

5 Realistic Tips to Improve Gender Diversity in Logistics

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If you&rsquo;re thinking of going for it, here&rsquo;s everything you need to know:
<ul>
<li>What are the Motor Transport Awards?</li>
<li>What are the award categories?</li>
<li>How do I enter?</li>
<li>When and where are the 2023 Motor Transport Awards?</li>
</ul>
<h2>What are the Motor Transport Awards?</h2>
Now in its 37th&nbsp;year, the Motor Transport Awards is the largest awards ceremony dedicated to celebrating Britain&rsquo;s transport industry. As prestigious as it is wide-ranging, the ceremony recognises the achievements of the remarkable, hardworking people and businesses within the sector.
It&rsquo;s been a difficult few years for businesses in Britain. But, as the&nbsp;<a href="https://www.mtawards.co.uk/mtawards23/en/page/home">award organisers</a>&nbsp;say:
&ldquo;The UK road freight transport and logistics industry is always up for a challenge and the Motor Transport Awards are all about recognising the achievements of the people and operators who continued to deliver the goods in 2022.&rdquo;
<h2>What are the award categories?</h2>
The awards are varied and free to enter. If you&rsquo;re thinking of putting yourself forward, check out the&nbsp;<a href="https://www.mtawards.co.uk/mtawards23/en/page/categories">Motor Transport Awards categories</a>&nbsp;below to find the best fit.
<h3>The Best Use of Technology Awards, in partnership with Hankook</h3>
&ldquo;This Award is for the best use of applied technology to solve a problem or improve service by a road transport fleet operator.&rdquo;
<h3>The Business Excellence Award, in partnership with Hireco</h3>
&ldquo;A fleet operator may be highly compliant and deliver great service but if it does not have a successful business model it won&rsquo;t be around for long. This award recognises the fleet operator with a proven record in delivering a sustainable financial performance.&rdquo;
<h3>The Clean Fleet Van of the Year Award, in partnership with Close Brothers Vehicle Hire</h3>
&ldquo;The end of sales of new diesel and petrol vans in 2030 means that in the next seven years low carbon or zero emissions van will have to step up and start delivering for fleet operators. This award is for the clean van that is already showing that alternative fuels are a viable proposition and not just green window dressing.&rdquo;
<h3>The Customer Care Award, in partnership with Pall-Ex Group</h3>
&ldquo;Unlike some other truck of the year awards which are chosen by journalists, the Motor Transport Fleet Truck of the Year is selected by a panel of operators with real world experience of running fleets. The award goes to the 44-tonne 6&times;2 tractor unit that best delivers what fleet operators want.&rdquo;
<h3>The Haulier of the Year Award, in partnership with MAN</h3>
&ldquo;The blue riband Award for UK HGV fleet operators running 11 or more trucks, the MT Haulier of the Year is the ultimate mark of excellence in road freight transport.&rdquo;
<h3>The Home Delivery Operator of the Year Award, in partnership with Palleyways</h3>
&ldquo;The rise and rise of online retail has meant a boom in home delivery and this Award is for the best operator in this fast-growing innovative sector.&rdquo;
<h3>The Innovation Award, in partnership with Goodyear</h3>
&ldquo;The road transport sector is going through unprecedented levels of change as it strives to deliver great service while cutting emissions, improving safety and addressing the skills shortage &ndash; all while turning a decent profit. This Award is for the most innovative new product or service that addresses any of these issues.&rdquo;
<h3>The Livery of the Year Award, in partnership with Tiger Trailers</h3>
&ldquo;Trucks are mobile billboards seen by millions of people every year and this Award is for the fleet operator who has come up with an eye-catching livery that both informs and entertains.&rdquo;
<h3>The Low Carbon Award, in partnership with Fraikin</h3>
&ldquo;Never has the issue of climate change and carbon emissions been higher on the agenda. This Award is for the fleet operator who can show real progress in cutting carbon emissions over the past 12 months.&rdquo;
<h3>The New Talent Development Award</h3>
&ldquo;This award is for the transport operator that has come up with successful methods to recruit, develop and retain the best new talent to meet the company&rsquo;s future business needs.&rdquo;
<h3>The Operational Development Award</h3>
&ldquo;The operations team of any fleet operator are often the unsung heroes who make the business tick. Balancing the need for the business to make money and deliver great service while remaining fully compliant is what is needed to win this Award.&rdquo;
<h3>The Partnership Award, in partnership with Palletline</h3>
&ldquo;The word &lsquo;partnership&rsquo; is often misused to describe a long-term contract &ndash; to win this Award a fleet operator must show they are in a successful and genuine partnership with a customer, another operator or a supplier to deliver measurable gains for all the partners.&rdquo;
<h3>The Safety in Operation Award, in partnership with TVS Interfleet</h3>
&ldquo;Making sure everyone in a fleet operation gets home in one piece every night should be the top priority for every business. This Award recognises excellence in a company-wide safety culture or a specific safety-related initiative.
<h3>The Service to Industry Award, in partnership with Aquarius</h3>
&ldquo;This is the only Motor Transport Award given to an individual and is for the person who has made an outstanding contribution to the road transport industry in the previous 12 months.&rdquo;
<h3>The Sustainable Transport Award, in partnership with Vertellus</h3>
&ldquo;Open to fleet operators of any type of commercial vehicle, this award is for companies that can show they have a clear strategy to ensure the business is environmentally, socially and financially sustainable.&rdquo;
<h3>The Team of the Year Award, in partnership with Hiab</h3>
&ldquo;Teamwork is the essence of a successful fleet operation and this Award recognises the best examples of pulling a group of people together &ndash; often from different departments, disciplines or companies &ndash; to solve a particular problem. Or it could be recognition for a particularly strong team that goes above and beyond every day to deliver strong results.&rdquo;
<h3>The Training Award</h3>
&ldquo;It is no coincidence that some of the UK&rsquo;s most successful companies show a real commitment to training and staff development. This Award is for the fleet operator who can demonstrate the true value of training other than apprenticeships within the organisation.&rdquo;
<h3>The Urban Operator of the Year Award</h3>
&ldquo;As the UK&rsquo;s towns and cities get more crowded the challenges of delivering goods and services in these urban environment get ever more complex. Clean air zones, safety of vulnerable road users and dealing with congestion and limited kerb space are just some of the challenges. This Award is for the fleet operator specialising in urban operations of any kind who can demonstrate excellence in difficult environment.&rdquo;
<h2>How do I enter?</h2>
If one (or more!) of these awards sounds like it would be a good fit for your business, its people or initiatives, it&rsquo;s simple enough to start the application process.
The process consists of an entry form and a 1,000-word PDF submission that fulfils the category criteria. This submission is your opportunity to really sell your business and highlight why it deserves to win!
Just make sure that you&rsquo;re clear on what the category requires from you and that you&rsquo;re eligible to enter. Any entries that don&rsquo;t tick all the required boxes may be rejected.
<h2>When and where are the 2023 Motor Transport Awards?</h2>
The 37th&nbsp;annual Motor Transport Awards are due to be held on the 6th&nbsp;September, 2023, in Grosvenor House Hotel in London.
So, clear your calendar! Your business might just be in the programme as one of the winners&hellip;
But, if not, don&rsquo;t worry. You can still book a table for yourself or your business, even if you don&rsquo;t end up entering. It&rsquo;s a great networking opportunity, and you&rsquo;ll enjoy entertainment, drinks, and a three-course dinner!
<h2>Become an award-winning transport and logistics business</h2>
The key to success in transport and logistics? Talent.
Give yourself a greater chance of performing at the highest level and innovating in your sector &ndash; despite challenging times &ndash; with industry-leading employees.
Are you looking for a specific type of person to take your business to the next level? With sophisticated search and selection processes and deep networks of exceptional&nbsp;<a href="https://aspion.co.uk/industries/transport-and-logistics-recruitment/">transport and logistics talent</a>, we can help you find them.
Get in touch today!
Call Us:&nbsp;0333 360 1100
Email: <a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
(Image credit: Motor Transport)
</div>

The deadline for entering the Motor Transport Awards 2023 is looming.

All You Need to Know to Win a Motor Transport Award

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With highly ambitious sustainability targets to hit, businesses are feeling the pressure to cut emissions and improve logistics efficiency.
Here are four solutions companies should consider if they want to cut their climate impact:
<ol>
<li>Reduce your product offering.</li>
<li>Revise your returns policy.</li>
<li>Invest in your distribution centres.</li>
<li>Invest in carbon neutral transport.</li>
</ol>
Want to find out more about what these options mean in practice? Or why transport, logistics, and consumer product companies need to act &ndash; sooner rather than later?
Then this is the blog for you!
<h2>Sustainability targets in transport &amp; logistics</h2>
For logistics to reach&nbsp;<a href="https://www.un.org/en/climatechange/net-zero-coalition">net zero by 2050</a>, some things need to change.
As it stands, logistics is responsible for up to 12% of global CO2 emissions, according to research carried out by the&nbsp;<a href="https://www.alanmckinnon.co.uk/uploaded/image/Net%20Zero%20Logistics%20%20(McKinnon%20KLU%20Future%20Insights%20Network%20talk%207-12-2022).pdf">K&uuml;hne Logistics University</a>. Road transport is particularly problematic.
To ensure your business plays its part in the push towards a truly sustainable logistics sector, a focus on logistics efficiency will be vital.
<h2>4 steps towards logistics efficiency</h2>
Different solutions will make sense for different companies.
So, take stock of your current operations and how environmentally friendly they are. From there, you can see which of the following logistics efficiency steps are likely to work best for your business.
<h3>1. Reduce your product offering</h3>
As well as streamlining your operations more generally, a more condensed product offering will mean fewer shipments and deliveries. This, in turn, means fewer polluting vehicles on the roads, railway tracks, and waters.
So, in a world where most companies seem to be expanding their product ranges, it&rsquo;s worth considering going the other way.
<h3>2. Revise your returns policy</h3>
Similar to the above. By offering free returns, you commit your business to using more vehicles, to fulfil both orders and returns.
As a value offering, free returns is quickly declining in popularity. This is a sure-fire way to improve your logistics efficiency. Additionally, many companies have scrapped their free returns policies as a way of taking the strain off their squeezed profit margins.
<h3>3. Invest in your distribution centres</h3>
Another way you can improve logistics efficiency is to invest in new distribution centres in different parts of the country. More distribution centres mean less need for long-distance transport because more orders will be fulfilled closer to customers&rsquo; homes.
<h3>4. Invest in carbon neutral transport</h3>
We aren&rsquo;t there yet with carbon neutral HGVs, but exciting moves are being made.
The&nbsp;<a href="https://aspion.co.uk/the-road-to-zero-emission-hgvs/">Zero Emission Road Freight</a>&nbsp;(ZERF) demonstrator programme is underway in the UK and is expected to yield innovative results, as is the European HGVZero initiative. Meanwhile,&nbsp;<a href="https://aspion.co.uk/electras-successful-hydrogen-powered-hgv-trial-for-sainsburys-comes-to-an-end/">Electra&rsquo;s hydrogen-powered HGV trial</a>&nbsp;for Sainsbury&rsquo;s was a significant step towards carbon neutral haulage.
It&rsquo;s a good idea to stay up to date with the latest news in this area. And, as progress continues, consider investing to keep your company at the cutting edge of carbon neutral transport.
<h2>How close are we to sustainable logistics?</h2>
The logistics industry will only hit its sustainability goals if individual companies play their part. Of course, though, it&rsquo;s not always easy knowing where to start.
Hopefully, these options will give you some useful food for thought.
However, the best way to strengthen your logistics efficiency? Take on talent with specialised sustainability experience.
At Aspion Search, we understand the changing demands on your industry and know how to position you as an employer of choice.
If you&rsquo;re looking to level up your teams, get in touch today:
Call Us:&nbsp;0333 360 1100
Email: <a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

The transport and logistics sector is a major global pollutant.

Logistics Efficiency: 4 Ways to Cut Climate Impact

Did you know that only&nbsp;<a href="https://www.cipd.org/uk/knowledge/reports/inclusion-work/">30% of UK employers</a>&nbsp;are completely committed to having an inclusive and diverse workforce? Unfortunately, despite being an increasingly important topic, many employers don&rsquo;t have the right foundations to implement inclusivity as effectively as they&rsquo;d like.
The good news is that inclusive recruitment is a great starting point for any inclusivity initiative.
To help you introduce inclusivity from the ground up, let&rsquo;s break&nbsp;down what inclusive recruitment is, why it matters, and how to make your organisation&rsquo;s own hiring practices more inclusive.
<ul>
<li>What is inclusive recruitment?</li>
<li>What is bias in recruitment?</li>
<li>The benefits of inclusive recruitment.</li>
<li>Making your hiring process more inclusive.</li>
</ul>
<h2>What is inclusive recruitment?</h2>
Inclusive recruitment is an approach to hiring that aims to attract candidates from diverse backgrounds. The process helps to promote equal opportunities for professionals from demographics that are typically underrepresented in particular industry sectors or job roles.
It involves designing recruitment processes and policies that minimise bias (more on this in a moment). In doing so, organisations get one massive step closer to fostering a truly diverse, inclusive, and representative workforce.
Is Diversity, Equity &amp; Inclusion in Transport &amp; Logistics important to you? Check out Rerouting Logistics, our brand new podcast on&nbsp;<a href="https://lnkd.in/eFPuQbqQ">Spotify</a>&nbsp;and&nbsp;<a href="https://lnkd.in/eTKkqkWT">YouTube</a>!
<h2>What is bias in recruitment?</h2>
Bias in recruitment refers to the often-unconscious prejudices or preferences that influence hiring decisions. These biases can be based on various factors, including a candidate&rsquo;s identity, age, background, or shared interests, and more often than not, they affect candidates from minority social groups.
Whether you&rsquo;re aware of them or not, biases within a recruitment process will naturally lead to unfair treatment of candidates.
That&rsquo;s why it&rsquo;s so important to identify and actively prevent these biases. Not only will doing so help you create a fairer, more equitable recruitment process, but it will also bring significant benefits to your business!
<h2>The benefits of inclusive recruitment</h2>
Here are just&nbsp;<a href="https://www.catalyst.org/research/why-diversity-and-inclusion-matter/">some of the advantages</a>&nbsp;your organisation could benefit from when it adopts a more inclusive approach to recruitment:
<ul>
<li>Deepen Your Talent Pools:&nbsp;By actively seeking out candidates from diverse backgrounds, you could gain access to much wider talent pools. So, you&rsquo;ll be more likely to come across people with the skillsets and creative approaches that your organisation needs.</li>
<li>Supercharge Your Decision-Making:&nbsp;Diverse teams make better decisions faster. And why? Because different perspectives mean there&rsquo;s more information on the table, helping to avoid blind spots and groupthink.</li>
<li>Boost Engagement and Retention:&nbsp;Inclusivity in the workplace creates a sense of belonging for employees, leading to higher job satisfaction and&nbsp;<a href="https://hbr.org/2018/12/to-retain-employees-focus-on-inclusion-not-just-diversity">reduced employee turnover rates</a>.</li>
<li>Encourage Innovation:&nbsp;More diverse teams encourage an environment of continuous learning, growth, and idea-sharing, putting them in a strong position to innovate and adapt to changing market conditions.</li>
<li>Up Your Money-Making Power:&nbsp;As a direct result, companies that focus on inclusivity in the recruitment process and beyond are more likely to outperform their competitors financially.</li>
</ul>
<h2>Making your hiring process more inclusive</h2>
It&rsquo;s one thing to understand the need for (and benefits of!) inclusive recruitment. But it&rsquo;s another thing entirely to implement it within your own organisation.
That&rsquo;s where we come in.
Our hiring processes have been designed with&nbsp;<a href="https://aspion.co.uk/diversity-inclusion-workplace-tips/">diversity, equity and inclusion</a>&nbsp;at their core, and we&rsquo;re passionate about helping organisations like yours become truly inclusive.
Here&rsquo;s what we offer our client partners as standard:
<ul>
<li>An in-depth briefing before we begin our search, to understand exactly what your organisation needs.</li>
<li>The best market mapping tools in the game.</li>
<li>The ability to uncover and engage talent that is typically underrepresented in your industry.</li>
<li>Pre-agreed touchpoints and consistent communication throughout, to ensure expectations are being met every step of the way.</li>
</ul>
Want to find out more about our proven inclusive recruitment process?
<a href="/contact-us">Let&rsquo;s talk</a>! Get in touch today to find out how a specialist recruitment partner could add value to your internal DE&amp;I initiatives:
Call us:&nbsp;0151 209 2050&nbsp;
Email us:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>

Is inclusive recruitment something you&rsquo;re looking to implement? Here&rsquo;s all you need to know, from the inclusive hiring experts.

Inclusive Recruitment Benefits, Insights, and Top Tips

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Are you concerned about proposed British Steel jobs cuts?&nbsp;If so, here&rsquo;s everything you need to know &ndash; including how to secure your future in the British steel industry&hellip;
<ul>
<li>How many British Steel jobs are getting cut?</li>
<li>Why are British Steel jobs getting cut?</li>
<li>When will British Steel jobs get cut?</li>
<li>How to safeguard your job security in the steel industry</li>
</ul>
<h2>How many British Steel jobs are getting cut?</h2>
Big players in the British steel industry are facing tough decisions. British Steel, one of Europe&rsquo;s leading steel manufacturers, is weighing up job cuts to significant numbers of the workforce.
The numbers differ between reports, with some saying that up to 1,200 jobs are at risk across the company&rsquo;s operations. That&rsquo;s more than a quarter of the current workforce, which stands at around 4,500 employees.
In Scunthorpe alone, up to 300 jobs are on the line as plans to close the plant&rsquo;s coke ovens move forwards. And, according to the union Unite, there&rsquo;s talk of reassessing another 900 across the business.
<h2>Why are British Steel jobs getting cut?</h2>
The British Steel jobs cuts come in the wake of &ldquo;unsatisfactory&rdquo; support packages from the government.
British Steel&rsquo;s parent company, Jingye, was recently offered &pound;300 million in support. So too was Indian-owned competitor company, Tata Steel. This at a time when the steel industry has to contend with soaring energy prices and production costs, as well as ambitious decarbonisation objectives.
Now, though, with hundreds of jobs on the line, even this supposedly insufficient sum is in doubt; the offer of support was contingent on Jingye guaranteeing job security for its workforce.
But the reality is that investment in British steel works is urgently needed. As it stands, global demand for steel is on the rise and, unlike every other G20 country, UK steel production is falling.
Funds are also needed to facilitate the transition to low-carbon, electric arc blast furnaces, which could cost billions.
Steel production currently accounts for 8% of global carbon emissions. If the industry is to achieve&nbsp;<a href="https://www.pesmedia.com/uk-steel-industry-12072022">95% emissions reduction from steelmaking</a>&nbsp;by 2050, investment will need to come sooner rather than later.
<h2>When will British Steel jobs get cut?</h2>
As it stands, there has not yet been a formal consultation on the proposed job cuts at British Steel, and a schedule has yet to be outlined.
According to Community, the union that supports British steelworkers, they are planning to fight the plan in its early stages.
Right now, though, all we know for sure is that the coming weeks and months will be critical. Many steelworkers will be anxiously waiting to hear whether their jobs are safe &ndash; and wondering what to do if not.
Thankfully, there are solutions for skilled steelworkers.
<h2>How to safeguard your job security in the steel industry</h2>
Steel is an essential industry, and one that plays a key part in the British economy.
In other words, the country needs a steel industry workforce, and will continue to far into the future. This is especially true as the sector looks to revolutionise its ways of working and keep up with its decarbonisation commitments.
Still, this is a concerning time for steelworkers across the country.
So, what steps can you take to safeguard your job security amidst British Steel jobs cuts?
Partner with a recruitment firm that knows your industry and recognises your value. At Aspion Metals, we&rsquo;re experienced in finding specialist steelworkers their ideal future role.
There&rsquo;s a reason we have one of the best retention rates in the industry. Of all the people we place in new roles, 96% are still with that company 12 months later.
Want to know more?
<a href="/contact-us">Get in touch&nbsp;</a>today to find out how we can find you your perfect fit for now and in the future:
Call us: 0333 360 1100&nbsp;
Email us: <a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

There&rsquo;s a lot of uncertainty around job cuts in the metals industry at the moment&hellip;

British Steel Jobs: How to Prepare for the Future in a Time of Uncertainty

In this blog, read all about the outcome of the trial and what it means for the haulage industry as a whole&hellip;&nbsp;&nbsp;
<h2 aria-level="2">Electra&rsquo;s 19-tonne zero-emissions truck&nbsp;&nbsp;</h2>
The trial saw&nbsp;<a href="https://www.advocate-group.co.uk/2023/01/19/sainsburys-steps-towards-net-zero-with-electra-hydrogen-hgv-trial/">Sainsbury&rsquo;s use Electra&rsquo;s 19-tonne, zero-emissions refrigerated truck</a>&nbsp;to transport produce to stores across the country over a three-month period.&nbsp;&nbsp;
Carrying out a typical daily return journey of 208 miles, from Sherburn-on-Elmet to Newcastle, the initiative was a success.&nbsp;&nbsp;
And what does this mean for the environment?&nbsp;&nbsp;
Each day,&nbsp;an estimated 314kg of CO2 was saved&nbsp;as a result of using Electra&rsquo;s EV in place of a diesel truck.&nbsp;&nbsp;
It also used only 65% of its total hydrogen capacity per trip. This puts the estimated daily range at 320 miles on just one fill-up. Plus, it demonstrates that hydrogen is a truly viable alternative to diesel for haulage fleets!&nbsp;
<h2 aria-level="2">Next steps for Sainsbury&rsquo;s&nbsp;&nbsp;</h2>
While Sainsbury&rsquo;s has no immediate plans to roll out these environmentally friendly HGVs, the results are not to be understated.&nbsp;&nbsp;
According to Sainsbury&rsquo;s head of engineering and compliance, Gary King:&nbsp;&nbsp;
&ldquo;Achieving zero carbon emissions for a regular haulage route is a significant initial step and will inform future decision making.&rdquo;&nbsp;&nbsp;
With that in mind, it&rsquo;s possible that zero-carbon supermarket delivery fleets might not be far off.&nbsp;&nbsp;
<h2 aria-level="2">Sustainability in the haulage sector&nbsp;&nbsp;</h2>
The UK is striving towards sustainability across sectors.&nbsp;&nbsp;
Given that&nbsp;<a href="https://aspion.co.uk/supply-chain-waste-is-costing-companies-billions/">16% of all UK emissions</a>&nbsp;are caused by Heavy Goods Vehicles, it&rsquo;s clear that the transport sector has a lot of work to do. And the last thing you want your organisation to do is fall behind.&nbsp;&nbsp;
With supermarkets across the board aiming for Net Zero by 2040 (in accordance with&nbsp;<a href="https://brc.org.uk/climate-roadmap/section-1-context/11-about-the-climate-action-roadmap/">a British Retail Consortium sustainability initiative</a>), your business will need to put innovation first if it&rsquo;s to be a haulier of choice moving forwards.&nbsp;&nbsp;
Work with a talent partner that understands the growing demands on your industry, and can position you as an employer of choice&nbsp;
<a href="/contact-us">Contact us today</a> to find out how we can help you overcome current challenges:&nbsp;
Call us: 0333 360 1100&nbsp;
Email: <a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>

The Electra eCargo Fuel Cell Electric Vehicle has successfully completed its three-month trial for British grocery giant Sainsbury&rsquo;s.

Electra’s Successful Hydrogen-Powered HGV Trial for Sainsbury’s Comes to an End

But what are freeports? What benefits&nbsp;is the move&nbsp;expected to bring? And why is it such a big thing for the city?&nbsp;&nbsp;
The approval of freeport status for Liverpool is expected to bring big gains to the city, the Port of Liverpool, the Merseyside area, and beyond.&nbsp;&nbsp;
Having been temporarily abolished in 2012, freeports have been reinstated in a selection of UK cities. The move was announced in the March 2021 budget, but it wasn&rsquo;t until 10th&nbsp;January 2023 that the government gave Liverpool final approval.&nbsp;&nbsp;
Liverpool joins the likes of the Port of Felixtowe and Harwich International Port, the Port of Plymouth, and ports at London Gateway and Tilbury in&nbsp;<a href="https://www.gov.uk/guidance/freeports">gaining its freeport status</a>.&nbsp;&nbsp;
There are currently eight freeports in total across the UK.&nbsp;&nbsp;
<h2 aria-level="2">What are freeports?&nbsp;&nbsp;</h2>
Freeports are regions within the UK which are granted special economic status. Within these designated areas, typical customs and tax rules do not apply.&nbsp;&nbsp;
Being the&nbsp;city with the largest transatlantic port in the country, this is an ideal trading situation for Liverpool.&nbsp;&nbsp;
As well as further international trade, the plan is expected to attract new business investment; companies or divisions which are based in the freeport region will enjoy a five-year freeze on tax and National Insurance.&nbsp;&nbsp;
One key condition? Businesses that benefit from these tax breaks must pledge to being zero emissions by 2030.&nbsp;&nbsp;
Spreading from Liverpool, across to the Wirral and over to Salford, the government anticipates that Liverpool Freeport&rsquo;s new status could bring a financial boost of &pound;850 million to local areas.&nbsp;&nbsp;
Starting with &pound;25 million of seed funding, the Levelling Up minister Dehenna Davison stated that freeports will:&nbsp;&nbsp;
&ldquo;Unlock local expertise and skills to boost key local industries, create jobs and grow our national economy.&rdquo;&nbsp;&nbsp;
This is also a great incentive for the city&rsquo;s existing talent to stay put. That&rsquo;s why Liverpool Freeport is working with schools and universities to support education in sectors that are expected to benefit.&nbsp;&nbsp;
<h2 aria-level="2">Liverpool&rsquo;s freeport status&nbsp;&nbsp;</h2>
This is not the first time Liverpool has had freeport status.&nbsp;&nbsp;
In fact, up until 2012 (when the UK was part of the European Union) there were several freeports across the country. However, there was a difficulty in securing funding, which had to be approved by Brussels.&nbsp;&nbsp;
This has to do with the fact that freeport status promises to attract international trade that may have otherwise gone to another EU country.&nbsp;&nbsp;
Now, however, with investment in Britain&rsquo;s hands&nbsp;&ndash;&nbsp;the future of the project looks bright.&nbsp;&nbsp;
And there are other opportunities&nbsp;<a href="https://liverpoollep.org/freeport/">Liverpool Freeport&rsquo;s status</a>&nbsp;promises, including&hellip;&nbsp;&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" data-list-defn-props="{&quot;335551671&quot;:100,&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="100" data-aria-level="1">Increase trade through the Port of Liverpool.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" data-list-defn-props="{&quot;335551671&quot;:100,&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="100" data-aria-level="1">Drive employment growth.&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" data-list-defn-props="{&quot;335551671&quot;:100,&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="100" data-aria-level="1">Be a central tool in attracting inward investment.&nbsp;&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" data-list-defn-props="{&quot;335551671&quot;:100,&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="100" data-aria-level="1">Regenerate areas of deprivation.&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" data-list-defn-props="{&quot;335551671&quot;:100,&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="100" data-aria-level="1">Support the enablement of national and local ambitions for Net Zero.&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="3" data-list-defn-props="{&quot;335551671&quot;:100,&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Symbol&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;&quot;,&quot;469777815&quot;:&quot;hybridMultilevel&quot;}" aria-setsize="-1" data-aria-posinset="100" data-aria-level="1">Make a significant contribution in rebalancing UK freight and logistics.&nbsp;&nbsp;</li>
</ul>
<h2 aria-level="2">The benefits of freeports for your Manufacturing and Shipping &amp; Logistics business&nbsp;</h2>
Thanks to Liverpool&rsquo;s freeport status, Manufacturing and Shipping &amp; Logistics businesses in particular can look forward to fewer costs, increased investment, and more top talent.&nbsp;&nbsp;
If your business is on a growth mission and looking to attract the best talent &ndash; we can help!&nbsp;
We pride ourselves on sourcing quality candidates with the right skillset, experience, and culture fit for your business. Our expert talent consultants are specialists in your sector and have the best digital recruitment solutions at their disposal.&nbsp;&nbsp;
<a href="/contact-us">Get in touch today</a>  to find out what we can do to source the talent that you need:&nbsp;
Call us: 0333 360 1100&nbsp;
Email: <a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>

The government has granted Liverpool Freeport final approval.&nbsp;

Liverpool Freeport to Deliver Economic Growth

Persistent droughts have the potential to cause big issues.
There are plenty of ways in which climate change impacts the trade industry. Droughts drying up some of the world&rsquo;s key waterways is a big one.
<h2>What does the research say?</h2>
You might have noticed that, in recent years, spells of hot, dry weather have been increasingly intense. According to recent research, climate change made these longer, more severe periods of drought at least 20 times more likely.
As with climate change in general, this shift has wide-ranging implications &ndash; not least the impact on the global economy.
In a report published in November by&nbsp;<a href="https://www.weforum.org/agenda/2022/11/drought-trade-rivers-supply-chain/">the World Economic Forum</a>, they highlight that droughts are almost 30% more frequent than they were in 2020. As a direct result, the economic impact of droughts has jumped by an immense 63%.
Given that key waterways have experienced serious bottlenecks because of lower-than-average water levels, this is hardly surprising.
<h2>Drought and global trade</h2>
This year, several rivers including the Rhine, Yangtze, and Mississippi were compromised by drought.
Water levels in the Yangtze River Basin, for example, were 60% lower than average in August. This sort of severe drop puts 3 billion tonnes&rsquo; worth of annual cargo at serious risk.
Over in Europe, the consequences are already being felt. The river Rhine, which sees more than 300 million tonnes of goods pass through its waters every year, was majorly impacted by a drought so dire that it was the worst Europe had seen in 500 years. At one point, it reached levels so low that some ships were forced to sail with just 25% of planned cargo.
Elsewhere, in the United States, some routes of the Mississippi River were closed off completely in October. While a dredging mission eventually cleared the backlog of more than 2,000 vessels, the cost impact was $20 billion.
The threat this problem poses to global trade and the bottom lines of businesses is clear to see. So, it&rsquo;s important that organisations do what they can to insulate themselves from the fallout.
<h2>Making global trade more sustainable</h2>
The best solution is also the long-term solution: implement meaningful sustainability policies and put them into action.
Want to help secure the future of global trade?
Then it&rsquo;s essential that organisations like yours assess their commitments to environmentalism. As such, attracting talent with specialist sustainability knowledge and experience is key.
Work with a talent partner that understands the needs of your industry, and your business.
<a href="/contact-us">Get in touch today</a>&nbsp;to find out what we can do to source the talent that you need:
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>

90% of global trade is conducted across the world&rsquo;s waterways.

How Are Droughts Impacting Global Trade?

Why are fuel prices so high? And how can businesses best prepare themselves?
When the war in Ukraine broke out, fuel prices skyrocketed. While they have since come down, they are still far higher than they were even a year and a half ago.
Back in March 2021,&nbsp;<a href="https://news.sky.com/story/ukraine-war-fuel-prices-hit-new-uk-records-with-diesel-averaging-1-61-amid-warnings-of-worse-to-come-12559818">petrol was priced</a>&nbsp;at an average of 124.32p per litre, and diesel 127.25p. By the end of November 2022,&nbsp;<a href="https://www.rac.co.uk/drive/advice/fuel-watch/">average UK fuel prices</a>&nbsp;were upwards of 161p and 185p per litre.
And it&rsquo;s not just fuel prices that have crept up. British businesses and consumers have had to contend with soaring costs in all other areas of their lives as inflation has continued to climb. Food inflation is particularly gruelling, having hit a record high of 12.4% in November.
However, when it comes to the logistics sector, it&rsquo;s fuel costs that are causing the most problems. And, with changes to fuel duty rumoured to be on the way, there&rsquo;s every chance fuel prices could rise again soon&hellip;
<h2>Is fuel duty going up?</h2>
While the current Chancellor of the Exchequer, Jeremy Hunt, has stated that a rise in fuel duty is not government policy, it has been proposed.
The change would see fuel duty go up by 23% in April 2023, or about 12p per litre. This would amount to &ldquo;the largest rise in the fuel duty rate in history,&rdquo; according to the Office for Budget Responsibility, and would be the first time fuel duty has risen in cash terms since 2011.
It&rsquo;s a move that would reportedly raise an additional &pound;5.7 billion in taxes. But, at a time when budgets are so constrained as it is, it could have disastrous consequences for motorists, and particularly professional drivers. This, in turn, has the ability to rock the British economy.
<h2>The fallout from high fuel prices</h2>
Reportedly, the Treasury will make a final decision on the fuel duty rise in time for the Spring Budget. But there are calls from those in the UK logistics industry to make the matter clear sooner rather than later.
Profit margins have already narrowed significantly for logistics businesses in this past year. So, any rise in fuel duty (especially one of this scale) would inevitably have a major impact on operating costs.
If that were to happen, it would be far more difficult to shield consumers from the increased price of transporting goods to supermarkets and other venues across the country.
Companies are already doing what they can to minimise cost increases at the point of purchase. Some have cut whole product lines, or reduced trading hours. Still, there&rsquo;s only so much organisations can do about eyewatering price hikes.
<h3>Maintaining profit margins in the logistics sector</h3>
Businesses are innovating in an attempt to keep profit margins as wide as possible. Hopefully, these measures will help to insulate them from the brunt of further fuel price rises.
Some, for example, are investing heavily in renewables and&nbsp;<a href="https://aspion.co.uk/the-road-to-zero-emission-hgvs/">zero-emission HGVs</a>&nbsp;to keep energy costs down. Already, businesses are seeing results. And, given the UK transport sector&rsquo;s ambitious sustainability targets, this sort of investment is sure to bring long-term benefits too.
Meanwhile, a spokesperson for the Road Haulage Association has announced that they are calling on ministers to introduce &ldquo;a minimum 15 pence per litre fuel duty rebate.&rdquo;
The hope is that such a move could ease the pressure enough to keep the industry moving smoothly.
<h2>Mitigating the consequences of rising fuel prices</h2>
Another thing you can do to manage ongoing financial difficulties?
Ensure you have talent on your team that adds value.
At a time like this, it&rsquo;s more important than ever to ensure that the talent you have in your teams, from HGV drivers to supply chain managers, is skilled, experienced, and innovative. Only talented people can come up with the solutions your business needs.
<a href="/contact-us">Get in touch today</a>&nbsp;to brief us on a role:
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>

Although fuel prices have come down from their peak, the cost of fuel is still causing concern for those in logistics and elsewhere in the UK.

Why Are Fuel Prices So High? And How Can Logistics Businesses Best Prepare Themselves?

Big industries, like fast-moving consumer goods, have a big part to play in helping the manufacturing sector reduce&nbsp;its carbon footprint.
Manufacturing is a key driver of the UK economy. However, it is a sector that relies on processes that contribute heavily to the country&rsquo;s carbon output.
The good news is that, since 1990, the manufacturing industry&rsquo;s carbon emissions have dropped by 57%. Still, this is a long way off complete carbon neutrality.
But consumer habits are increasingly being swayed by what is and isn&rsquo;t eco-friendly. So, what are consumer products brands doing to make their manufacturing processes greener?
<h2>Sustainability in consumer goods manufacturing</h2>
Thankfully, global consumer products brands continue to innovate.
For example, in a first for its sector, spirits brand Absolut Vodka is introducing technology that&rsquo;s set to&nbsp;<a href="https://www.themanufacturer.com/articles/absolut-vodka-and-ardagh-group-co-invest-in-hydrogen-fired-glass-furnace-in-a-global-spirits-industry-first/">slash manufacturing emissions by 20%</a>.
The brand has agreed a deal with its long-time partner Ardagh Glass Packaging that will see Absolut begin using a green hydrogen-fired furnace in its glass production.
The manufacturer will introduce the technology in the latter half of 2023. Powered using renewably sourced electricity, the move will change how all of Absolut&rsquo;s glass bottles are produced across its international markets. As such, it represents a major step towards the brand&rsquo;s goal of going completely carbon neutral by 2030.
Hopefully, the success of this move will catalyse wider-scale change in consumer goods manufacturing.
This will be both necessary and highly beneficial.
<h2>The necessity: net zero manufacturing</h2>
The goal, ultimately, is for a completely carbon neutral Britain by 2050.
And there are several sizeable targets the UK manufacturing industry legally has to hit on its road to get there itself. These include reducing greenhouse gas emissions by 68% by 2030 and 78% by 2035, in comparison to 1990 levels.
The progress made so far has been down to three main factors: energy efficiency improvements, fuel switching, and structural changes. To continue making progress, the industry will need assistance from other sectors.
Looking ahead, it will be important for key players in high-output industries to be proactive in their approach. There is simply no way for manufacturing to hit its goals without action from the brands they produce for.
That&rsquo;s where big consumer products brands come in.
In leading the way, they can show smaller outfits that it is possible to make meaningful strides towards decarbonising manufacturing while remaining profitable.
<h2>The benefit: net zero profit margin</h2>
The fact of the matter is that a strong decarbonisation strategy can add significant value to consumer goods businesses.
You see, strong sustainability initiatives are becoming increasingly important for winning customers. More than ever, shoppers are choosing what products to buy based on brands&rsquo; commitments to sustainability.
According to a recent survey, consumers of all ages are willing to&nbsp;<a href="https://www.firstinsight.com/white-papers-posts/the-sustainability-disconnect-between-consumers-and-retail-executives">pay at least 10% more for sustainable products</a>. This is particularly true of Generation X &ndash; 90% of whom will readily spend more money to minimise their environmental impact.
As such,&nbsp;<a href="https://www.kantar.com/inspiration/fmcg/sustainability-could-bring-382-billion-to-fmcg-brands">a survey by Kantar</a>&nbsp;in 2020 found that so-called &ldquo;Eco-Active&rdquo; consumers were worth an immense $382 billion globally &ndash; and that number is likely to have risen since.
In other words,&nbsp;a carbon neutral manufacturing process could have a significantly positive impact on your business&rsquo;s profit margins.
<h2>Moving towards net zero</h2>
Sustainability is more important than it has ever been &ndash; and it will only get more important as time goes on.
To ensure future success, from both a marketability and an environmental perspective, consumer goods brands will need to assess their eco strategy at every stage of the product lifecycle. This includes the highly polluting manufacturing process.
Work with a talent partner that understands your needs.
Our consultants are experts at engaging and attracting consumer goods talent with specialist sustainability knowledge. Stay ahead of the curve &ndash;&nbsp;<a href="/contact-us">get in touch today</a>:
<div class="itemBody kl-blog-post-body kl-blog-cols-1">
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

UK manufacturing emissions have more than halved over the last 30 years, but the sector is a long way off net zero&hellip;

How Are Consumer Goods Firms Making Manufacturing More Sustainable?

Find out how to minimise waste in your supply chain and save money as a result&hellip;
Sectors across the board have been hit by the cost-of-living crisis &ndash; supply chain is no exception.
Inflation continues to affect every stage of the product lifecycle, and at an unprecedented rate. And it&rsquo;s not just the higher costs that are the problem.
According to director of Retail Minds and a former buyer at Asda: &ldquo;What has also never happened before is not just the scale, the speed with which it hits the supply chain.&rdquo; To put it another way, businesses are having to contend with rising costs that hit so suddenly there&rsquo;s no real time to shield their supply chains from the blow.
Resultantly, supply chain managers are scrambling to find ways to keep costs down. Reducing unnecessary wastage will be crucial for ensuring the process is as cost-effective as possible.
<h2>What causes supply chain waste?</h2>
Supply chain waste is costing businesses USD $163 billion, or GBP &pound;142.5 billion. This is the result of several factors
For example, in the food industry, an average of 7% of all inventory is wasted globally. This is largely due to products not being stored properly, spending too long on shelves, or being damaged in transit.
To put it into context, this amounts to USD $53.9 billion (or GBP &pound;46.6 billion) of supply chain waste per year.
While the value of supply chain waste is not as high in other sectors, it&rsquo;s still a major issue. Just look at the automotive industry.
In this instance, 4.7% of all inventory is wasted due to factors such as tires being stored past their shelf life, parts being shipped to incorrect locations, and suppliers diverging from transport standards. That&rsquo;s $13.9 billion (GBP &pound;12.3 billion) worth of wastage for reasons that are, in large part, preventable.
Of course, as well as costing companies extortionate amounts, the sheer volume of waste doesn&rsquo;t look good from a sustainability point of view either.
<h2>Want to minimise waste in your business?</h2>
Investing in more efficient, sophisticated technology and processes can help to reduce supply chain waste. In the long run, this is an investment that will be well worth making.
However, you cannot effectively tackle supply chain waste without addressing the role that human error plays. Issues like accidental damage, inadequate storage, and storing products past their shelf life can largely be avoided in your business. All it takes is having the right people in the right places.
So, when it comes to minimising waste in your supply chain, it comes down to who you have on your teams.
<h3>Superior supply chain talent</h3>
Driven individuals with specialist skills and relevant supply chain experience are far less likely to make costly, avoidable errors.
But finding these people &ndash; and then trying to narrow them down based on how they&rsquo;ll fit with your company&rsquo;s culture &ndash; is not an easy task. That&rsquo;s why businesses turn to us.
As specialist supply chain recruitment consultants, we&rsquo;re experts in sourcing talent that can add long-term value, rather than create loss.
Why risk taking on people who can&rsquo;t or won&rsquo;t improve your processes?
<a href="/contact-us">Get in touch today</a>&nbsp;to find out what a partnership with us could do for your business:
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>

In this time of economic uncertainty, cost-efficient operations are more important than ever. But a recent survey has found that&nbsp;<a href="https://rfid.averydennison.com/content/dam/rfid/en/news-and-insights/insights/white-papers/supply-chain-waste-report-the-missing-billions.pdf?utm_campaign=supply-chain-waste-report-22&amp;utm_medium=email&amp;_hsmi=232120142&amp;_hsenc=p2ANqtz--M7G7caUN30hsp7m2fS9RcN0n1gvC1DMPenLMp99gv_K09h7CW1ep2fhYsopH27XwnlzDUskdSKK3V-wfe3_tYhg5_TbNpZ6-u9oE3dXxMTX3rd7M&amp;utm_content=232120142&amp;utm_source=hs_automation">8% of all supply chain inventory</a>&nbsp;is wasted each year.

Supply Chain Waste Is Costing Companies Billions

Here&rsquo;s why 2,000 manufacturers are due to attend&hellip;
The digital transformation will define the future of the manufacturing industry. This means different skills, new technologies, and a total reassessment of current ways of working.
At a time when manufacturing is faced with a variety of difficult economic factors, the prospect of such large-scale change is daunting. That&rsquo;s why British manufacturers and technology specialists are heading to Liverpool for this year&rsquo;s Smart Factory Expo, where they&rsquo;ll get to experience the future of the sector first-hand.
<h2>What can visitors expect from Smart Factory Expo?</h2>
For the seventh year, the expo will act as a hub of inspiration and technological innovation. According to the organisers&hellip;
&ldquo;Smart Factory Expo brings together all the technologies enabling the digital manufacturing revolution under one roof &ndash; creating a carefully-curated shop window for manufacturers at all stages of their digital journey.&rdquo;&nbsp;&nbsp;
Here, manufacturers looking to accelerate their digital strategy can see demonstrations of the latest in automation, robotics, and AI technology and gain insights from expert speakers covering topics that range from cyber security to diversity in tech.
Meanwhile, for businessowners and representatives who aren&rsquo;t as far along in their journey, the Smart Factory Expo will offer an invaluable look at possible next steps.
The Exhibition Centre Liverpool event space will feature five distinct Visitor Zones, where an exciting array of exhibitors will showcase their cutting-edge digital solutions. These exhibition spaces offer an unparalleled opportunity to find out more about the technology that&rsquo;s shaping the industry today.
Within each Zone, there will be a content theatre showing free-to-attend presentations that run throughout both days. You can check out the full itinerary on the&nbsp;<a href="https://app.digital-manufacturing-week.com/expo/agenda/dayOne">Smart Factory Expo website</a>.
Right at the heart of the expo, the Made Smarter Innovation Alley will be brimming with emerging technologies that are set to define the future of the industry. And, elsewhere, the Innovation Village offers visitors the chance to interact with technology they could very well be using in their own factories soon!
<h2>Other Digital Manufacturing Week 2022 events</h2>
Running alongside the Smart Factory Expo will be the SME Growth Summit and the Manufacturing Leaders&rsquo; Summit. For manufacturing organisations with a turnover of up to &pound;100mn and over &pound;100mn respectively, the events will focus on&hellip;
&ldquo;World-class content based on case studies and delivered by best-in-class manufacturing speakers from around the globe.&rdquo;
Offering great opportunities for strategic planning and networking with peers, both events will help businessowners business plan effectively and build resiliency for the challenges ahead.
Plus, ticketholders to either event will get free access to the Smart Factory Expo! So, there&rsquo;s no need to miss out.
<h2>Are you going to this year&rsquo;s Smart Factory Expo?</h2>
Tickets are still available for this year&rsquo;s Smart Factory Expo, the SME Growth Summit, and the Manufacturing Leaders&rsquo; Summit. Given the challenges manufacturing businesses have faced so far this year (and the challenges that are sure to be up ahead), they are well worth attending.
Struggling to source talent that can help you with your digital transformation?
<a href="/contact-us">Get in touch today</a>&nbsp;to speak to one of our specialist Search &amp; Selection consultants &ndash; we&rsquo;re experts in the attraction, engagement, and provision of tech-savvy manufacturing talent.
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
(Image credit:&nbsp;Manufacturing &amp; Engineering Magazine)

Part of Digital Manufacturing Week 2022, the Smart Factory Expo lands in Exhibition Centre Liverpool on 16th&nbsp;and 17th&nbsp;November.

Smart Factory Expo 2022: Manufacturers Flock to Liverpool for Digital Transformation Insights

<div class="itemBody kl-blog-post-body kl-blog-cols-1" itemprop="text">
Last month, a bill that would see digital trade documents being made as legally valid as their paper counterparts had its first reading in parliament.
Some of the documents due to be digitised include bills of exchange, bills of lading, and ship&rsquo;s delivery orders.
As it stands, these documents legally must be paper based. Now, though, the&nbsp;<a href="https://www.gov.uk/government/news/paperless-trade-for-uk-businesses-to-boost-growth">Electronic Trade Documents Bill</a>&nbsp;will finally end the sector&rsquo;s reliance on paper documentation. But crucially, businesses will not be forced to make the switch.
<h2>The benefits of paperless trade</h2>
While British businesses will not be made to do so, there are plenty of benefits that will make switching worth their while.
For one thing, the use of digital trade documents will significantly cut processing times, from up to 10 days to mere seconds. In doing so, it will also reduce administration costs, errors, and delays.
Productivity stands to drastically improve as a result. According to research carried out by The International Chamber of Commerce, it is estimated that small and medium-sized businesses could see a 13% increase in international business as a result of the changes.
And there are advantages for the UK trade sector as a whole! In fact, it looks like the move could save the industry billions&hellip;
As an example, even at a 50% adoption rate, the introduction of electronic bills of lading is expected to save the shipping industry as much as &pound;3.6m a year. And that&rsquo;s just one of several documents that are due to change.
If that wasn&rsquo;t enough, it&rsquo;s also set to be a great thing for sustainability. By substantially reducing the 28.5bn paper trading documents that are printed and transported across the world every day, the logistics sector could cut its global carbon emissions by 12%.
<h2>What is paperless trade?</h2>
Up until now, due to old British law, paperless, non-physical trade documents were unfeasible. The Electronic Trade Documents Bill is all set to change that.
However, the digital documents aim to mirror some key features of their paper predecessors.
For example, only one person (or parties acting jointly) can have control over the documents at any one time. So, a previous owner would no longer have the power to make changes once the document has been transferred.
This will help to ensure security, increase accountability, and minimise fraud. Blockchain and distributed ledger technology will provide additional security.
<h2>Introducing paperless trading</h2>
This move is due to give British business a boost of &pound;1.14bn over a 10-year period.
Ensure your business takes full advantage of the switch by hiring people with the knowledge and skillset to adopt early.
Reach out today for a discussion about your talent needs:
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

Under new plans to introduce paperless trade, British businesses could save more than &pound;1bn during the next decade&hellip;

The Electronic Trade Documents Bill: Paperless Trade Is on the Horizon

In just three years, he has&hellip;
<ul>
<li>Been promoted to Divisional Manager.</li>
<li>Built a team &ndash; and is on his way to getting a third person promoted in that team!</li>
<li>Billed his two best ever years in recruitment.</li>
<li>Been involved with a lot of key management decisions across the business, with the support and leadership of our director Glen Walsh.</li>
</ul>
He sat down with Aiden Wynn, Aspion&rsquo;s content writer, to talk about his career journey so far.
<h2>John&rsquo;s journey with Aspion</h2>
Aiden:
Did you work in recruitment before joining Aspion?
John:
I&rsquo;d only ever worked for one other company in recruitment, which was the role prior to this, and I was there for six years. So, for me to make the decision to move, it had to be to the right place.
Aiden:
What made you decide to take the leap and join the business?
John:
Well, one of the big motivators for me was who I would be working with, the leadership&rsquo;s management style and the company&rsquo;s direction. And I thought I&rsquo;d found that with another job offer &ndash; until I met with Glen.
The office back when I joined was smaller, but even then, I could see Glen&rsquo;s passion and the innovativeness of the business, and it was all backed up by the technology that we use. It was just miles ahead of anything I&rsquo;d ever seen before.
I knew I was capable of more and I wanted to be pushed. I could see that Glen and the business would get that out of me and more&hellip;
Aiden:
And have they?
John:
Definitely! Within three years, I&rsquo;ve been promoted and I&rsquo;ve built a team here. I&rsquo;d wanted to be challenged and progress in my career, and the results speak for themselves &ndash; in my first two years at Aspion, I&rsquo;d already out-billed what I had done in my previous role!
<blockquote>
Here, the culture is that you&rsquo;re not micromanaged. You&rsquo;ve got the skillset and you&rsquo;re employed because of that skillset, as well as your track record. You get the feeling that you&rsquo;ve got autonomy and control. There are no barriers in your way&hellip;&nbsp;&nbsp;
</blockquote>
Aiden:
So, how did that come about, starting a division and building your own team?
John:
When I started at Aspion, we didn&rsquo;t have a Transport &amp; Logistics division, so it was just me.
One day, Glen sat me down and said: &ldquo;Is there a market within the driving and logistics sectors?&rdquo;
When I said yes, he asked me to draw up a business plan and, when I did, he was all for starting the division!&nbsp;Glen really invested in me and the division, and I got the results and billed, so he knew it was working.
So, from the start, I wasn&rsquo;t just being pushed from a personal billings perspective &ndash; I was also being developed into the management side. Now, we&rsquo;ve got five people on the team and we continue to grow.
Aiden:
Do you feel as though you&rsquo;ve had plenty of freedom since starting the new division?
John:
Yeah, definitely. Here, the culture is that you&rsquo;re not micromanaged. You&rsquo;ve got the skillset and you&rsquo;re employed because of that skillset, as well as your track record. You get the feeling that you&rsquo;ve got autonomy and control. There are no barriers in your way &ndash; Glen wants that out of you.
At the same time, there are all these great systems and processes in place that are miles ahead of anything I&rsquo;ve seen before that, by following, you can become successful. So it&rsquo;s a win-win formula.
<blockquote>
I&rsquo;ve got achievements from both a personal and career perspective &ndash; they evolved hand in hand.
</blockquote>
Aiden:
How do you see your team progressing from here?
John:
The vision for the team is for us to grow so that we can cover more locations.
In shipping, for example, one person covers Felixstowe, one&rsquo;s Manchester, one&rsquo;s Liverpool&hellip; But there are seven or eight major ports in the UK. Effectively, that means there&rsquo;s a team of eight minimum that can be within that. So, there are a lot of opportunities to grow.
From there, I want each of the guys in the team to go on and become managers. My goal is to develop them so they can go on and manage their own teams, effectively a shipping team, a transport team, and so on&hellip;
Aiden:
Amazing. Just one more question &ndash; what would you say has been your biggest achievement working here?
John:
So, I&rsquo;ve got achievements from both a personal and career perspective &ndash; they kind of evolved hand in hand.
The career achievement, obviously, was that I was promoted to divisional manager. I&rsquo;ve also built a team, and I&rsquo;ve got two people promoted within that team and one that&rsquo;s about to be promoted.
Plus, I billed my two best ever years in recruitment. My best ever billing prior to working here was &pound;143K, but then in my first year here it was &pound;193K. And, this year, I&rsquo;m already at &pound;230K.
Then, from a personal perspective, because of this job, I&rsquo;ve been able to get myself two houses since I&rsquo;ve been here. So, when I started out, the company paid for a mortgage advisor as one of the benefits, and I got a mortgage. And since then, I&rsquo;ve upgraded the house. So, I&rsquo;m on my second house, which, again, the company helped me get through an upgraded mortgage advisor.
And, I&rsquo;ve had a kid!
Aiden:
Congratulations! And thanks so much for your time.
<h2>Working with Aspion</h2>
Want to know what a career with Aspion could look like for you?
<a href="/contact-us">Get in touch today</a>!

Our Transport &amp; Logistics Divisional Manager, John Wilson, has achieved a lot in his time with Aspion.

An Interview With… Aspion’s Divisional Manager

So far, it&rsquo;s not been popular&hellip;
As part of the post-Brexit trade arrangements, HMRC has switched from the Customs Handling of Import and Export Freight (CHIEF) IT system to a new system: the&nbsp;<a href="https://www.gov.uk/government/collections/customs-declaration-service">Customs Declaration Service</a>&nbsp;(CDS).
Just as CHIEF was, the CDS is essential to the process of importing goods to the UK. In short, the system is used to generate the paperwork needed to make an import declaration.
From 31st&nbsp;March 2023, traders will have to use CDS to make export declarations as well.
<h2>The CDS deadline</h2>
The original date for traders to migrate from CHIEF to CDS was 30th&nbsp;September, but a lack of support and IT issues meant that many were unable to. As a result, HMRC granted an extension to affected companies, allowing them to continue using CHIEF until the new deadline of 30th&nbsp;October.
However, the new deadline has been and gone, and some still haven&rsquo;t made the switch.
The British International Freight Association (BIFA) has stated that all traders who hadn&rsquo;t been able to at the end of September should now be fully migrated.&nbsp;<a href="https://theloadstar.com/uk-traders-left-unsupported-as-another-customs-switch-deadline-passes/">According to BIFA</a>, further extensions have only been granted in &ldquo;exceptional circumstances&rdquo;.
Still, companies appear to be putting it off. It seems that traders are resistant to making the switch to CDS due to the plethora of difficulties that have been reported so far with the system.
<h2>Problems with Customs Declaration Service</h2>
So, what exactly are the problems with CDS? Technological issues are a big one.
On Tuesday 1st&nbsp;November &ndash; just one day after the extended deadline &ndash; some CDS users were unable to access the paperwork they needed to bring goods into the country. This led to trucks being held up at customs depots and companies incurring additional charges to minimise delays.
The result, unsurprisingly, was significant disruption and widespread discontent.
On top of that, there are issues that some see as in-built flaws with the system. For example, users need to provide a lot more information to complete a declaration through CDS than they did with CHIEF. Also, the CDS has brought with it a complete overhaul of customs declaration codes (CDCs). All this adds up to unnecessary administrative confusion.
Given that traders were promised a smooth trading process in a post-Brexit Britain, as well as an end to excessive bureaucracy, many are unhappy.
<h2>Partner with experts in the logistics sector</h2>
When taking on top Transport &amp; Logistics talent, it&rsquo;s important to partner with a team that understands your industry.
Contact us today to partner with Search &amp; Selection experts with in-depth industry insights:
Call us:&nbsp;0333 360 1100
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There&rsquo;s a new customs procedure in place for UK importers.

CDS: New Post-Brexit Customs System Causing Havoc for UK Importers

So, what opportunities are available in this fast-growing sector? &nbsp;
This year, tech roles have come to make up&nbsp;<a href="https://technation.io/people-and-skills-report-2022/">14% of all job roles in the UK</a>, according to research carried out by Tech Nation and YouGov. This is up from 11% in 2019, and highlights an important shift in an economy that is working to keep pace with the digital transformation.
<h2>What tech skills are in demand?</h2>
Topping the list of the most in-demand skills in tech is data, the need for which grew an immense 1006% between 2019 and 2021.
It&rsquo;s not hard to see why. The skillful collection and use of data is essential to improving performance, efficiency, and service delivery across industry sectors, including IT, sales, and transport and logistics.
Data is just one of many tech skills that are in high demand in the UK &ndash; check out the&nbsp;<a href="https://technation.io/people-and-skills-report-2022/#tech-job-vacancies">top 10 in-demand tech skills</a>&nbsp;below:
<ol>
<li>Data.</li>
<li>Management.</li>
<li>Engineering.</li>
<li>Security.</li>
<li>Clients.</li>
<li>Communication</li>
<li>Business management.</li>
<li>Software development.</li>
<li>Unit testing.</li>
<li>Project management.</li>
</ol>
In line with this rise in demand, the gap between salaries offered in tech and non-tech sectors is widening. As it stands, the average salary for a tech role sits comfortably above the &pound;60k line. Meanwhile, average non-tech salaries are closer to &pound;35k.
With any rise in demand comes an increase in opportunities. However, there are problems that need to be tackled.
<h2>The UK tech skills shortage</h2>
At the moment, the demand for entry level tech roles is significantly outweighed by the number of candidates looking for work. At the same time, senior level roles outweigh the number of people with the necessary skills.
This suggests that not enough people are getting the experience they need to progress to the top jobs. And that people hoping to break into the sector are missing out on the opportunity to gain vital experience in-role.
With demand for tech skills continuing to grow at an explosive pace, this sort of experience will become increasingly invaluable in the coming years.
As such, investment in up-skilling people at all levels will be key to ensuring the UK continues to lead the way in the digital transformation.
<h2>Tech education in schools</h2>
A great way to fill the widening experience gap? Education.
The&nbsp;<a href="https://www.gov.uk/government/publications/introduction-of-t-levels/introduction-of-t-levels">introduction of T Levels</a>&nbsp;and their associated industry placements has the potential to make a huge difference. Giving young people the opportunity to up-skill and gain in-role experience before they enter the workforce, T Levels are available in an array of key digital skills.
These include digital production, design, and development; digital business services; and digital support and services.
Other options, including things like onsite construction, development for manufacturing, and management and administration, are also available for young people looking to gain a vocational, technical education.
But, as it stands, there are barriers currently preventing T Levels from reaching their full potential &ndash; namely, a lack of awareness and inadequate financial support. Resultantly, only&nbsp;<a href="https://www.themanufacturer.com/articles/t-levels-have-potential-to-deliver-much-needed-technical-talent/">one in 10 employers currently hosts a T Level placement</a>.
Given that as many as 43,500 placements need to be provided by 2025, additional support will be needed to encourage firms to incorporate T Levels in their digital transformation strategy&hellip;
That&rsquo;s why&nbsp;<a href="https://www.engineeringuk.com/news-views/t-levels-have-potential-to-deliver-much-needed-homegrown-technical-talent-if-government-addresses-challenges-faced-by-employers/">Make UK and EngineeringUK</a>&nbsp;are calling on the UK Government to:
<ul>
<li>Restore the &pound;1,000 incentive for SMEs to make it easier for employers to offer a T Level placement.</li>
<li>Work with sector bodies and organisations to run an awareness raising campaign to get more employers on board.</li>
<li>Develop clear progression maps that demonstrate how T Levels work within the current education landscape.</li>
<li>Establish a T Level industry placement taskforce to support the delivery of placements and be ambassadors for the wider T Level programme.</li>
</ul>
So, watch this space. Hopefully, the future of T Levels is bright and can help to bridge the UK&rsquo;s widening digital skills gap.
<h2>Building top tech teams</h2>
Did you know&hellip; four in five manufacturing firms are planning to&nbsp;<a href="https://www.themanufacturer.com/articles/manufacturers-accelerating-digital-investments-in-productivity-drive-make-uk-infor-survey/">boost their digital investment</a>&nbsp;over the next two years. And it&rsquo;s not just manufacturing that&rsquo;s moving with the times.
However, the skills shortage is creating problems across industry sectors.
Is your business struggling to source the tech talent it needs?
Whether you&rsquo;re looking for an entry-level needle in a haystack or lacking candidates for a high-level position, we can help.
Get in touch today &ndash; our Search &amp; Selection recruitment experts understand the needs of your industry and how to find people with the right skills, experience, and culture fit for your business.
Call us:&nbsp;0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>

Tech skills are among the most in-demand in Britain.

The Future of Tech: New Opportunities and the Digital Transformation

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Workers at the country&rsquo;s fourth largest port are striking over&nbsp;<a href="https://www.peelports.com/news-articles/unite-the-union-confirms-september-strike-action-at-port-of-liverpool-containers-division">pay disputes with Peel Ports</a>, the body that owns the Port of Liverpool.
Having begun on Monday 24th&nbsp;October, this is one of several similar strikes held since August in response to the continuing cost-of-living crisis. However, this one is expected to make a bigger impact for one key reason &ndash; this is peak pre-Christmas shipping season&hellip;
Around 600 workers are involved in the action, which has been&nbsp;<a href="https://www.unitetheunion.org/news-events/news/2022/october/liverpool-port-dispute-escalates-as-two-more-weeks-of-strike-announced/">organised by the union Unite</a>, in response to failed pay negotiations.
This is causing major delays for container hauliers, and at a critical time&hellip;
<h2>What do the Port of Liverpool strikes mean for container hauliers?</h2>
Carrier schedules have been severely disrupted, creating trouble for hauliers.
<a href="https://www.drewry.co.uk/maritime-research-opinion-browser/ports-face-more-disruption-from-strike-action-as-cost-of-living-crisis-bites">Analysis by Drewry</a>, a maritime and shipping research and consultancy firm, suggests average wait times could reach four days, if previous strike action is anything to go by. By the looks of it, the cargo most impacted is apparel.
Compounded by industrial action earlier this year in the Ports of Liverpool, Felixstowe and Hamburg, the recent strikes are expected to have consequences that continue throughout Q4. And it&rsquo;s not just local and national supply chains that are affected.
It will likely take global logistics networks a while to recover from the fallout.
In a port that, in 2021, exported &pound;9.99bn and imported &pound;7.67bn worth of trade, the impact of these ongoing disputes is sure to be costly and continue for quite some time&hellip;
<h2>Logistics partnership</h2>
We have our fingers on the pulse of the transport and logistics sector&hellip;
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Call us:&nbsp;0333 360 1100
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</div>

Two weeks of strike action at the Port of Liverpool are causing disruption in the run-up to Christmas&hellip;

Port of Liverpool Strikes: What Do They Mean for Container Hauliers?

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Our sector is on a mission to cut carbon. Sustainability is key for the future of the transport industry, and the planet.
But&nbsp;<a href="https://bettertransport.org.uk/better-transport/">a quarter of all carbon emissions</a>&nbsp;in the UK come from transport, making ours&nbsp;<a href="https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1051408/2020-final-greenhouse-gas-emissions-statistical-release.pdf">the UK&rsquo;s highest emitting sector</a>. And,&nbsp;<a href="https://www.nationalgrid.com/responsibility/environment/decarbonising-transport/heavy-goods-vehicles">according to the National Grid</a>,&nbsp;16% of these emissions are caused by Heavy Goods Vehicles.
One thing&rsquo;s for sure &ndash; if the UK is committed to reaching net zero emissions by 2050, there are some big changes to be made.
The good news? Last year, the Government made a pledge that all new HGVs in Britain would be&nbsp;<a href="https://www.gov.uk/government/news/uk-confirms-pledge-for-zero-emission-hgvs-by-2040-and-unveils-new-chargepoint-design">zero emission by 2040</a>.
So, how are things progressing towards zero emission HGVs?
<h2>What&rsquo;s happening in the UK</h2>
Progress is faster in some areas than others.
The longer-term outlook is looking good, with the UK Government working to ensure that the very best technology for zero emission HGVs becomes the industry standard. Back in May, &pound;200m of funding was announced for a three-year&nbsp;<a href="https://apply-for-innovation-funding.service.gov.uk/competition/1239/overview/a3dde705-ea27-43be-963f-c6b0012d554c">Zero Emission Road Freight (ZERF) demonstrator programme</a>&hellip;
Applications for a share of &pound;140m of this funding closed earlier in October. Successful applicants will work with the Department for Transport to demonstrate innovations across three strands:
<ul>
<li>Zero emission road freight battery electric truck demonstration.</li>
<li>Zero emission road freight hydrogen fuel cell truck demonstration.</li>
<li>Zero emission road freight battery and hydrogen demonstration.</li>
</ul>
According to former Transport Minister Trudy Harrison MP:&nbsp;&ldquo;The demonstrations will help the UK&rsquo;s freight sector reduce its reliance on fossil fuels by finding which zero emission technologies are best suited to the heaviest road vehicles in the UK.&rdquo;
This is heartening to hear &ndash; especially since, as a rule, the heavier a vehicle is, the more difficult it is to make carbon neutral.
On the flipside, progress is slow in the here and now.&nbsp;<a href="https://motortransport.co.uk/blog/2022/05/23/switch-to-electric-on-hold-new-research-reveals/">A survey carried out by Microlise</a>&nbsp;in May found that no UK hauliers had plans to introduce electric or zero emission HGVs in the next 12 months.
Thankfully, bigger companies with the resources to make a change are leading by example.&nbsp; Amazon, for instance, unveiled its first fleet of&nbsp;<a href="https://www.aboutamazon.eu/news/sustainability/amazon-unveils-first-ever-fully-electric-heavy-goods-vehicles-in-its-uk-fleet">fully electric HGVs in the UK</a>&nbsp;&ndash; a follow-up to their Europe-wide distribution of&nbsp;<a href="https://www.aboutamazon.eu/news/sustainability/100-million-packages-europe">more than 3,000 electric vehicles</a>.
Hopefully, the advances being made today are enough to keep the industry on-track.
<h2>Europe: the HGVZero initiative</h2>
It&rsquo;s not just the UK that&rsquo;s dedicated to sustainability in the transport sector.
In Europe, collaborators including Tesco, Coca-Cola and Eddie Stobart have&nbsp;<a href="https://innovationgateway.com/hgvzero">launched an initiative called HGVZero</a>. The initiative is being overseen by Innovation Gateway, who introduced the&nbsp;<a href="https://innovationgateway.com/evzero">EVZero scheme in the UK</a>&nbsp;earlier in the year.
HGVZero aims to map both charging and refueling infrastructures across Europe to spot gaps, identify challenges, and co-develop solutions, ultimately helping us on the way to zero emission HGVs.
Organisastions that want to join can do so on the&nbsp;<a href="https://innovationgateway.com/hgvzero#register-interest">Innovation Gateway website</a>. The benefits of doing so include:
<ul>
<li>The design and development of shared mechanisms and processes.</li>
<li>Access to industry-leading expertise.</li>
<li>Collaborative solution design and joint projects.</li>
<li>Co-investment and shared assets.</li>
</ul>
&ldquo;Being a part of this collaborative action group will enable us to knowledge share and invest our resources wisely to maximise success in both short- and long-term HGV projects whilst collectively improving future HGV strategy&rdquo;&nbsp;&ndash; Ellen Young, Director Procurement &amp; GB Lead for Coca-Cola Europacific Partners.
<h2>Keeping pace with sustainability initiatives</h2>
Innovation and expertise are essential in organisations looking to keep pace with current and pending sustainability initiatives.
Work with a recruiter who understands your industry and its needs&hellip;
<a href="/contact-us">Contact us today</a>&nbsp;to find out how we can help you overcome current challenges:
Call us: 0333 360 1100
Email:&nbsp;<a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>
</div>

The transport sector has ambitious sustainability targets to hit.

The Road to Zero-Emission HGVs

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What are you doing to differentiate yourself from competitors?&nbsp;&nbsp;
Do you communicate your benefits package in the best way possible?&nbsp;
How has your benefits package contributed to retaining talent?&nbsp;&nbsp;
Did you know that&nbsp;<a href="https://grouprisk.org.uk/2020/10/22/only-57-of-employers-believe-their-workforce-is-aware-of-all-their-benefits-and-understands-them">35% of employees</a>&nbsp;in the UK believe their company doesn&rsquo;t communicate benefits? But a competitive benefits package can help with everything from enticing prospective employees to motivating existing ones.&nbsp;&nbsp;
You see, when it comes to attracting talent, emphasis is often placed primarily on high salaries. While that does work to initially attract individuals, overall employee fulfilment should always be front of mind. That way, you can attract and incentivise talent, while also engaging, retaining and increasing morale.&nbsp;&nbsp;
The benefits you offer don&rsquo;t need to be at huge expense to your business. The key is to offer flexible options and give your employees choice. Remember that no two people are the same so, as a business leader, it&rsquo;s up to you to demonstrate that you understand their varied needs.&nbsp;&nbsp;
Some of the most popular employee benefits include: &nbsp;
<ul>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Flexible working hours. &nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Remote working options. &nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">Private healthcare.&nbsp;&nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Generous holiday allowance.&nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">On-the-job training and mentorship. &nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">Company cars.&nbsp;&nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">Additional days off, including wellbeing days or volunteer and charity days. &nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">Cycle-to-work schemes, discounted gym memberships and other wellness initiatives. &nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="3" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">Free drinks and healthy food. &nbsp;</li>
</ul>
You might think it goes without saying that companies should communicate these benefits company-wide. Sadly, it&rsquo;s often not prioritised. But, if you don&rsquo;t shout out about them, you don&rsquo;t do justice to your business or your employees.&nbsp;&nbsp;
Another common problem is that a lot of people across the UK aren&rsquo;t all that happy with their company&rsquo;s benefits package. In fact, a study by CIPD found that only&nbsp;<a href="https://www.cipd.co.uk/Images/UK-working-lives-2_tcm18-40225.pdf">41% of employees</a>&nbsp;are fully satisfied with what their employer offers.&nbsp;By not offering enough, your benefits could be directly affecting employee wellbeing.&nbsp;&nbsp;
<h2 aria-level="2">Employee benefits and mental health&nbsp;&nbsp;</h2>
Besides morale and motivation, one of the biggest advantages of a competitive benefits package is that it boosts&nbsp;<a href="https://aspion.co.uk/mental-health-awareness-week-why-mhfa-training-is-important-in-the-workplace/">employee mental health</a>. With around&nbsp;<a href="https://www.mentalhealth.org.uk/explore-mental-health/mental-health-statistics/mental-health-work-statistics%20-%20%E2%80%981%20in%206.8">15% of employees</a>&nbsp;experiencing mental health problems in the workplace, it really is essential that you make mental wellness an area of priority.&nbsp;&nbsp;
The&nbsp;<a href="https://www.who.int/teams/mental-health-and-substance-use/promotion-prevention/mental-health-in-the-workplace">World Health Organization</a>&nbsp;outlines a few things that you can do to create a healthy workplace that promotes employee wellbeing:&nbsp;&nbsp;
<ul>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Understand the workplace environment and adapt it to promote better mental health for different employees.&nbsp;&nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Understand the needs of your employees and the opportunities available to them.&nbsp;&nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Signpost sources of support so people know where to go for help.&nbsp;&nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Offer programmes for career development.&nbsp;&nbsp;</li>
<li data-leveltext="●" data-font="Noto Sans Symbols" data-listid="1" data-list-defn-props="{&quot;335552541&quot;:1,&quot;335559684&quot;:-2,&quot;335559685&quot;:720,&quot;335559991&quot;:360,&quot;469769226&quot;:&quot;Noto Sans Symbols&quot;,&quot;469769242&quot;:[8226],&quot;469777803&quot;:&quot;left&quot;,&quot;469777804&quot;:&quot;●&quot;,&quot;469777815&quot;:&quot;multilevel&quot;}" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Recognise and reward employee contributions.&nbsp;&nbsp;</li>
</ul>
A comprehensive, competitive employee benefits package will help to keep mental wellbeing at the heart of what you do. As well as the obvious advantages for your teams, WHO highlights that businesses that do so are also likely to&nbsp;&lsquo;reduce absenteeism, increase productivity and benefit from associated economic gains&rsquo;. In other words, it&rsquo;s a win-win.&nbsp;&nbsp;
Want to position yourself as an employer of choice? Want advice on market expectations? Arrange a Teams call with one of our talent experts!&nbsp;&nbsp;
Call us: 0151 209 2050&nbsp;
Email us: <a href="mailto:info@aspion.co.uk">info@aspion.co.uk</a>&nbsp;
</div>

Ask yourself&hellip; Why would a happily employed person want to join your business?&nbsp;&nbsp;