David Cox

One of the biggest challenges in the defence industry is retaining top talent. With the increasing demand for skilled professionals, companies often find it difficult to keep their best employees engaged and motivated. This not only impacts project delivery but also increases recruitment costs and affects team morale. At Cirrus Selection, we understand the intricacies of employee retention in the defence sector. Our approach goes beyond just filling positions; we focus on matching the right talent with the right roles and ensuring a seamless integration into your company culture. We believe that understanding both the technical and personal needs of candidates is crucial to achieving long-term success. With extensive experience recruiting for major customers in the defence sector, our team is dedicated to providing tailored solutions that support retention. From identifying candidates who align with your company's values to offering strategic advice on creating an engaging work environment, Cirrus Selection is your partner in building a stable and motivated workforce. Feel free to share your thoughts and experiences in the comments below or visit us at cirrusselection.co.uk to learn more about how we can assist your organisation. #DefenceRecruitment #TalentRetention #EmployeeEngagement

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💥 Great Positions 💥 Job Title: Expeditor Position Overview: As an Expeditor, you will be responsible for maintaining and developing relationships with customers, ensuring their requests are understood and resolved efficiently. You will facilitate the flow of materials between various parties and departments, identify critical shortages or manufacturing delays, and streamline inter-departmental communication. This role requires flexibility and adaptability to meet the dynamic demands of the market. Key Responsibilities: Customer Relationship Management: Maintain and develop relationships with customers through meetings, telephone calls, and emails. Ensure customer requests are fully understood and resolved promptly and effectively. Manage customer issues efficiently and professionally, escalating to senior managers when necessary. System and Process Adherence: Follow departmental systems, processes, and procedures to ensure consistency and efficiency. Identify critical shortages or manufacturing delays and communicate this information to colleagues and customers promptly. Material Flow Facilitation: Facilitate the flow of materials between various parties and departments to ensure smooth operations. Act as a liaison between departments to streamline communication and resolve issues. Communication and Liaison: Streamline inter-departmental communication, often working as a key point of contact between all departments. Ensure all relevant information is shared accurately and efficiently among departments. Safety and Flexibility: Observe all safe working practices to maintain a safe working environment. Exhibit flexibility in job functions, potentially working in different departments and performing tasks outside the standard job description when required. Additional Expectations: Flexibility: All employees are expected to be flexible in their respective job functions. You may be asked to work in a different department and perform tasks outside of your standard job description, provided you have the necessary skills and training. Adaptability: This flexibility allows the business to react to market demands and provides all staff with the opportunity to experience various aspects of the company’s operations. Non-Exhaustive Duties: Please note that the list of duties is a generalization and not exhaustive. The company reserves the right to alter and amend these duties at any time. Requirements: Proven experience in a similar expediting or logistics role. Excellent communication skills, both verbal and written. Strong problem-solving skills and the ability to work under pressure. Proficiency in using computer systems and software, including Excel and Word. Keen attention to detail and strong organizational skills. Ability to work effectively as part of a team and independently. Good Salary Pension Free on site parking Send cv's to [email protected]

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In the UK Defence and Security sector, the demand for highly vetted professionals is surging. With a talent pool that's both niche and in high demand, finding the right candidates can feel like searching for a needle in a haystack. Here's where Electus Recruitment steps in: - Our extensive talent pool is your treasure trove. We've curated a network of professionals who not only meet the SC & DV clearance requirements but excel in their fields. - Precision search techniques are our forte. We don't just match skills; we align personalities and company cultures to ensure a perfect fit. In a market where: - 62% of UK Defence employers report difficulties in recruiting for skilled roles (Source: Make UK Defence) - The average time-to-hire for cleared positions can exceed 3 months Electus Recruitment offers a streamlined solution that reduces your time-to-hire and ensures you connect with the industry's best. Let's build your defence and security dream team together. 🛡️ Connect or follow for more insights into how we can power your recruitment strategy with precision and care. #DefenceRecruitment #SecurityClearance #TalentAcquisition Remember, the right hire isn't just about filling a vacancy; it's about securing the future of your organisation. Reach out to explore how we can support your mission. 🚀

In the UK Defence and Security sector, the demand for highly vetted professionals is surging. With a talent pool that's both niche and in high demand, finding the right candidates can feel like searching for a needle in a haystack. Here's where Electus Recruitment steps in: - Our extensive talent pool is your treasure trove. We've curated a network of professionals who not only meet the SC & DV clearance requirements but excel in their fields. - Precision search techniques are our forte. We don't just match skills; we align personalities and company cultures to ensure a perfect fit. In a market where: - 62% of UK Defence employers report difficulties in recruiting for skilled roles (Source: Make UK Defence) - The average time-to-hire for cleared positions can exceed 3 months Electus Recruitment offers a streamlined solution that reduces your time-to-hire and ensures you connect with the industry's best. Let's build your defence and security dream team together. 🛡️ Connect or follow for more insights into how we can power your recruitment strategy with precision and care: https://lnkd.in/ekwbqcwY #DefenceRecruitment #SecurityClearance #TalentAcquisition

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👉 Looking for top talent in Defence, Aerospace, Nuclear, or Infrastructure? 🔗 Electus Recruitment Solutions: Expertise in Defence, Aerospace, Nuclear, and Infrastructure Proven track record of delivering high-caliber talent Comprehensive candidate vetting and rigorous selection processes Tailored recruitment strategies for each client At Electus Recruitment Solutions, our focus is on solving your hiring challenges efficiently and effectively. With years of experience in these critical sectors, we've successfully partnered with hundreds of companies to address their staffing needs, ensuring they have the right talent for their complex projects. Understanding the pain points of our clients—lack of qualified candidates, high turnover rates, and the need for specialised skills—is at the core of what we do. We alleviate your hiring headaches through a meticulous recruitment process that includes a deep-dive into your company culture, rigorous skill assessments, and comprehensive background checks. Here's how we can help: 1. **Extensive Industry Network:** We tap into an extensive network of highly skilled professionals specific to your industry. 2. **Specialised Screening:** Our multi-stage screening process ensures that only the best candidates progress, saving you valuable time. 3. **Customised Solutions:** Tailored recruitment strategies designed to fit your unique project demands and corporate values. 4. **Ongoing Support:** From initial consultation to post-placement follow-ups, we are with you every step of the way. 💬 Let's discuss how we can help you find the perfect fit for your team. Schedule a call or meeting with me today to explore customised solutions for your hiring needs. Click on our LinkedIn page for Jobs and News: https://lnkd.in/eWEaSYdx. #recruitment #hiring #defence #aerospace #electusrecruitmentsolutions

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🪙 Exploring Engineering Salaries across the UK and US Understanding the current average base salaries across these regions can provide crucial insights for both job seekers and employers. Here is a quick snapshot of the recent average base salaries across various Engineering positions. Please note that these figures may vary depending on region/state and the candidate's experience. Roles Covered: 🔧 Manufacturing Engineer ✏️ Design Engineer ⚙️ Process Engineer 🔬 Test Engineer 💡 Electrical Engineer 🚀 NPI Engineer Whether you're comparing opportunities or considering career moves, staying informed helps guide better decisions. Keep an eye out on my page as I will be focusing on providing more insights like this to help keep the industry informed of the latest salary trends! #MRSLGroup #Knowledge #AverageSalary

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As a recruitment specialist with over 20 years of experience, my recent market research in the UK Engineering industry has unveiled compelling insights for 2024, particularly within Defence, Aerospace, and Nuclear sectors. In this dynamic landscape, key trends are emerging that demand attention. UK Engineering is witnessing a surge in demand for skilled professionals, driven by advancements in autonomous systems, additive manufacturing, and sustainable energy solutions. The Defence sector is experiencing a fundamental shift towards digital security and cyber resilience, creating a demand for cyber experts and data analysts. In Aerospace, the focus is on eco-friendly technologies such as electric propulsion and sustainable aviation fuels, prompting a need for engineers with expertise in these areas. The Nuclear industry is embracing innovative reactor designs and decommissioning projects, leading to a demand for specialists in advanced materials and nuclear safety. Projections indicate a robust job growth of 7% in the engineering sector, with an emphasis on hiring talent equipped with digital skills and a strong ethical mindset. Salary trends are expected to rise by 5-7% across these sectors, reflecting the competitive nature of the market. However, challenges loom on the horizon. Talent shortages persist, exacerbated by Brexit's impact on immigration policies and regulations. Economic uncertainties and changing government directives also pose hurdles for companies navigating the recruitment landscape, necessitating agile strategies to attract and retain top talent. To navigate these challenges successfully, companies must invest in upskilling existing employees, form strategic partnerships with educational institutions, and adapt recruitment processes to align with evolving industry demands. These insights are derived from reputable sources such as the EngineeringUK 2024 Industry Report, CBI's UK Engineering Sector Outlook, and government data from the Office for National Statistics (ONS). For executives and stakeholders, understanding these trends and challenges is crucial for making informed decisions that drive sustainable growth and innovation. Stay updated on industry developments by following Electus Recruitment for Jobs and News. #UKEngineering #TechIndustry2024 #RecruitmentTrends

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How to Effectively Engage a Recruitment Consultancy: Senex Recruitment's Latest Career Advice Blog Looking to boost your job search 📈 in science, engineering, or #manufacturing? Senex Recruitment Ltd have just released a must-read 👀 blog on how to effectively engage with recruitment consultancies. Whether you're aiming for your next big role or just starting out in your career in #STEM, knowing how to work with recruiters can make all the difference. In this guide, you'll discover insider tips on how to get the best out of that first contact with Recruiters 👔 🔗 https://lnkd.in/eRn6DDqW #CareerTips #RecruitmentAdvice #JobSearch

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🚀 What skills do employers in the European aerospace sector value most in candidates? As we step into 2025, the European aerospace sector continues to soar, demanding a unique blend of skills from its workforce. From my experience, employers are increasingly looking for candidates who possess a mix of technical prowess and soft skills. Technical expertise remains paramount. Proficiency in areas such as aerodynamics, avionics, and propulsion systems is highly valued. Additionally, familiarity with emerging technologies like AI and machine learning can set candidates apart. Employers are also keen on those who have hands-on experience with simulation software and CAD tools, as these are integral to modern aerospace design and testing. However, technical skills alone aren't enough. Employers are placing a significant emphasis on soft skills such as problem-solving, teamwork, and adaptability. In a sector where innovation is key, the ability to think critically and work collaboratively across multidisciplinary teams is crucial. Communication skills, both written and verbal, are also essential, as they ensure that complex technical information is conveyed clearly and effectively. In summary, a successful candidate in the European aerospace sector is one who combines technical knowledge with strong interpersonal skills. This blend not only enhances individual performance but also drives the collective success of the team and the organisation. 🌍✈️ #AerospaceSkills #EuropeanJobs #CareerGrowth

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Easy to submit and worth contributing.

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Curious about the future of talent in the UK aerospace and defence sector? Check out how Talent Solutions is leading the way in addressing industry needs.

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🚀 Brexit's Impact on Engineering Recruitment in UK Manufacturing 🚀 Since the Brexit transition, the UK's manufacturing sector has faced significant challenges, particularly in engineering recruitment. The talent pool has shrunk, making it harder for companies to find skilled engineers. This shift has forced many businesses to rethink their recruitment strategies. One major impact has been the decline in EU nationals applying for engineering roles. With stricter immigration policies, many potential candidates from Europe are now looking elsewhere. This has led to increased competition for local talent, driving up salaries and recruitment costs. Companies are now investing more in training and development to bridge the skills gap. On the positive side, Brexit has also spurred innovation. UK manufacturers are increasingly adopting automation and digital technologies to compensate for the labour shortage. This shift is creating new opportunities for engineers with expertise in these areas. 🔹 Key changes observed: - Reduced EU talent pool - Increased recruitment costs - Greater focus on local training - Rise in automation and digital tech adoption Navigating these changes requires adaptability and forward-thinking. By embracing new technologies and investing in local talent, the UK's manufacturing sector can turn these challenges into opportunities. #BrexitImpact #EngineeringRecruitment #UKManufacturing

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Great Opportunities

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As a recruitment specialist with extensive experience in the UK engineering industry, I have conducted thorough market research for 2024, focusing on Defence, Aerospace, and Nuclear sectors. Here's a detailed report summarizing key trends and factors crucial for consideration: Overview of the Industry Landscape: The UK engineering industry in 2024 is witnessing a digital transformation, with a significant emphasis on advanced technologies such as AI, robotics, and IoT. According to the EngineeringUK report (source: engineeringuk.com), the sector is projected to grow by 12% in the next five years, creating a demand for skilled professionals across all levels. Emerging Technologies and Markets: Emerging technologies like quantum computing and sustainable energy solutions are shaping the industry landscape. The Aerospace sector is gravitating towards electric propulsion systems, while Defence is investing in cyber defence capabilities. Nuclear energy sees a push towards small modular reactors (SMRs) (source: gov.uk/nuclearenergy). Key Hiring Trends: Job growth in these sectors is expected to outpace the national average, with Aerospace projected to lead in employment opportunities. Salaries are also on an upward trajectory, with a focus on attracting and retaining top talent. The demand for skills in cybersecurity, data analytics, and systems engineering is particularly high (source: ons.gov.uk/labourmarket). Challenges and Pitfalls: Companies should be mindful of talent shortages, especially in niche roles like AI specialists and cybersecurity experts. Changing government regulations post-Brexit and economic uncertainties may affect recruitment strategies. Diversity and inclusion initiatives will be paramount, aligning with societal demands and talent preferences. Conclusion: In conclusion, the UK engineering industry in 2024 presents ample growth opportunities, driven by technological advancements and evolving market needs. By staying abreast of these trends and challenges, companies can navigate the hiring landscape effectively and secure top talent. #UKEngineering #TalentTrends #TechIndustry2024

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🚀 The Ultimate Question: Industry-Specific Experience vs. Transferable Skills? 🌟 The aerospace sector is renowned for its high standards and stringent requirements. But what holds more weight in recruitment - industry-specific experience or transferable skills? 🤔 On one hand, industry-specific experience ensures a deep understanding of aerospace regulations, technologies, and procedures. This can reduce onboarding time and increase immediate productivity. On the other hand, transferable skills like problem-solving, leadership, and effective communication are invaluable. They ensure adaptability and innovation, especially in an industry that's constantly evolving. From my perspective, the ideal candidate balances both. A background in aerospace engineering is undeniably advantageous, but don't underestimate the power of a diverse skill set. For instance, professionals from automotive or IT sectors often bring fresh perspectives that can drive cutting-edge advancements in aerospace technology. Curious to hear your thoughts! What do you think is more crucial: industry-specific experience or transferable skills? Let's discuss! 💬 #AerospaceRecruitment #CareerGrowth #TransferableSkills

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Even if you don’t work in #ukmanufacturing, you cannot deny the impact the sector has on the UK economy. Please take a moment to 𝘀𝗶𝗴𝗻 𝘁𝗵𝗲 𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 below so that our country can secure a dedicated minister for a sector that is far more modern and technologically advanced than you might think, ‘and’ will pay our children/future generations well above the median wage! 𝗧𝗛𝗘 𝗧𝗥𝗨𝗘 𝗜𝗠𝗣𝗔𝗖𝗧 𝗢𝗙 𝗨𝗞 𝗠𝗔𝗡𝗨𝗙𝗔𝗖𝗧𝗨𝗥𝗜𝗡𝗚 ✅ Accounts for £518 billion of UK GDP ✅ Supports 7.3million jobs ✅ Accounts for 35% of all UK goods and services exports ✅ Drives 47% of total UK business R&D investment ✅ Median wage 11% above national average This represents a 𝘁𝗼𝘁𝗮𝗹 𝗚𝗗𝗣 𝗼𝗳 𝗮𝗹𝗺𝗼𝘀𝘁 𝟮𝟯%….. far bigger than the direct contribution of 8% usually quoted by economists. Please do help and click the link, it only takes one extra confirmation e-mail click and you’ll have helped make a difference to the UK engineering and manufacturing sector. 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗹𝗶𝗻𝗸: https://lnkd.in/exu55ePf #shoutaboutukmfg #ukmfg #petition #recruitment

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This is very well put. I’ve been on both sides of the fence (agency and corporate recruiter). The most successful I’ve been and seen others been are when they treat the agencies they leverage as true strategic partners and talk through an efficient way to divide and conquer. The best corporate recruiters understand opportunity cost. They know their bandwidth and understand that revenue lost for not filling a role in a timely manner can, at times, outweigh the cost to go externally for support.

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RECRUITERS DO NOT MEET CANDIDATES I am hearing, more often, that Recruiters are not meeting candidates in person as part of the matching and shortlisting process. This became a big thing in March 2020, with good reason. It now appears to be an acceptable part of how many Agencies operate. I get it in some markets, but not in luxury retail recruitment !! I firmly believe, in our sector, it is essential to meet all candidates, to gain insight into their attributes, build rapport and obtain commitment. We hear about candidates “ghosting” Recruiters. No surprises, there is no relationship and no commitment from either party. It shouldn’t have surprised me to hear today, that a competitor of ours does not interview temporary workers face to face. A brief video call and ready to start work with a client, representing the client in a customer facing role! So, the question is “what service is the client actually paying for?” If your business utilises temporary staff in the luxury retail sector, and you want candidates that have been effectively interviewed and approved to represent your brand, contact Amber Spinthiras on 020 8237 8900 or e mail her at [email protected]

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For me, there are only really two types of recruiter ... 'Sideline' recruiters and 'Embedded' recruiters. Sideline recruiters - generally on the outside, looking in. Will refer to themselves as ‘specialist’ but are too transactional in their approach to build a network of any substance. Will often make short-term decisions due to fear of missing targets and will ultimately burn bridges. Embedded recruiters - you guessed it - are embedded within their industries. Part of the ecosystem. Their knowledge of their market goes way being able to recite the ‘science’, 'the tech' or 'the leading companies'. It’s knowing whose hiring and why/when/how they hire. Having your finger on the pulse with long-term partnerships prioritized above all else. Both types of recruiter are able to make placements and score fees. I know this first-hand as I regretfully started my own recruitment career way more 'sideline' than 'embedded'. It's these experiences that have helped shape the way we approach recruitment at Metric. So much so that we made 'Partnerships' a company value and doubled down on training everyone in the business to be fully embedded within their industry. Laser focused on building a meaningful network and long-term relationships. Tenure within your industry certainly helps. However, where we really stand out, is our track record of developing $600K - $1M+ billers in their very first full year in recruitment. Something that is completely unheard of in our industry. Why am I telling you this? We are actively hiring across our Metric Bio and Metric Geo brands. Sophie Whiteley is leading our experienced hiring - so if you want to join the standout recruitment business globally - make sure you're connected with her! #execsearch

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