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I’ve worked/been a director at SELECT TALENT. previously Selective Resourcing Ltd for the last 8 years. In this time we've had: ⛔ Brexit ⚠ A global pandemic 🎈 High inflation ⚡ Energy crisis It's been an inventful time 😂 What have I learnt during this time for recruitment across our key sectors in rail and infrastructure? How ever much companies/governments want to eliminate the boom & bust, peeks and troughs - to a degree this is inevitable. External events are always going to happen and there might be times you are left with no choice but being reactive but where you can be proactive it's always going to be better! Rail has CP7 now confirmed so it's better to have plans in place if suddenly headcount could grow rather than acting reactively due to a certain contract win. So this might include: 🔹      Researching recruitment solutions as there are mutliple options out there that aren't just contingent recruitment (pay per placement) and may prove much more effective 🔹     Checking in on recruitment partners you've previously had good relationships with. They'll be a good source of how the market is and what might be needed when you need recruitment support 🔹      Ensure you know what makes you an attractive place to work. If you don't know or are assuming, speak with your team and make sure you can articulate this 🔹  When your ready to recruit, it's likely others will be too. CP7 wins in rail and associated supply chain will likely mean competition for staff. As always good recruitment will stand out so think about candidate journey, your recruitment attraction and how you are going to stand out!  Anything I've missed? Jo Hall #selecttalent #rail #railway #railindustry

The skills shortage and the rush to recruit has been a significant challenge in rail for many years now. NSAR’s Rail Workforce Survey, conducted in 2023, anticipates 12,000 people will be needed to work on the railways by 2028 as demand increases and experienced colleagues retire. This week, we speak to Raj Sinha, the Group Managing Director at SWGR – an infrastructure services provider that has continued to significantly adapt its operations over the last few years to not only attract new people into the industry, but also make sure that they remain safe and compliant too. Watch here:

Following our re-brand to SELECT TALENT. I've been talking to railbusinessdaily.com about the re-brand and what it offers rail and infrastructure businesses. I talk about how we are different, our rail sector specific knowledge and talent acquisition expertise gained whilst working for Network Rail and other businesses as a senior manager. The article link is in the comments below 👇 Thanks to Danny Longhorn and Sarah Hopton for all your support! #talentacquisition #recruitmentpartner #selecttalnt #rpo #railindustry Andy Hall

Possibly the best #rail and recruitment newsletter you can get* Now that's a big claim, so what will you get by signing up? - Info around rail events attended - Upcoming events and recruitment news that fits current rail requirements - News stories you may have missed Want to sign up? See links in comments *Well definitely of those sent at 9:00am on Tuesday 23rd April 2024 #selecttalent #ukrail #railindustry

🚅 This week our Head of Rail Sam Jaffe spoke about how the industry is facing a talent shortage. Salaries are no longer the top priority, candidates want employers whose values align with their own and who offer benefits that make a difference. 🔗 Read our full blog: https://bit.ly/3zDYQ8p 🔗 Take a look at our rail opportunities: https://bit.ly/4dyzNl5 #railrecruitment #rail #industryinsights

🌟Driving Diversity in Rail Recruitment This week from our interview with our Head of Rail, Sam Jaffe we spoke about how diversity drives innovation. At Cavendish, we’re embracing inclusive practices, from using gender-neutral language in job ads to spotlighting candidates with transferable skills from outside the sector. By showcasing real success stories of industry transitions, we’re proving that diverse perspectives aren’t just welcome—they’re essential to building the future of rail. 🚂 💡Read full blog here: https://bit.ly/3zDYQ8p 💡View our latest rail opportunities: https://bit.ly/4dyzNl5 #DiversityInRail #InclusiveRecruitment

“The Capacity Regulation represents a game changer. […] Managing this transition will be a major challenge, [but] RNE started early preparations.” – Elisabeth Hochhold. We are celebrating 20 years of #RailNetEurope (#RNE) and are excited to present you another exclusive interview featuring Elisabeth Hochhold, RNE’s Head of Legal Affairs, HR and Sales. In this interview, Elisabeth reflects on her experience at the European Commission, how she’s applying that expertise to benefit the rail sector, and why the Capacity Regulation is a game changer for both RNE and the entire rail industry. https://lnkd.in/dndkA38i #20yearsRNE #RNE #RailNetEurope #InterviewSeries

The latest survey conducted among rail business leaders reveals a concerning outlook, with nearly half anticipating a contraction within the industry in the upcoming year. In response to this anticipated downturn, rail businesses are gearing up to implement several key measures. These include a slowdown in recruitment activities, a shift in focus towards projects beyond the UK, and a pause or deceleration in expansion plans within the UK market. As the trend towards reduced permanent hiring continues, there has been a notable increase in the recruitment of interim executives, managers, and project professionals. This surge is evident in the uptake of both day rate contracts and fixed-term arrangements. The demand for interim resources is projected to surge further as we progress into 2025. Should you wish to discuss any interim recruitment requirements, do not hesitate to reach out to me at andrew.fisher@veredus.co.uk. Read more: [Annual Survey of Rail Business Leaders: Confidence in the Rail Supply Industry Still Low](https://lnkd.in/eDSfmHsw)

Struggling with bottlenecks in your staffing agency? Discover the top challenges: inefficient candidate sourcing, poor relationship management, inadequate data handling, manual processes, and lack of scalability. These issues can hinder your growth and client satisfaction. But there's hope! AER Temp’s technology can future-proof your business against emerging gig economy giants. Don't wait—transform your staffing operations today. Speak to us at AER Temp to secure your future! 🌟 https://lnkd.in/eZVrr6H8 #StaffingSolutions #FutureProofYourBusiness #AERTemp

The job market for construction professionals is evolving, and the right talent is harder than ever to find. Learn the recruitment strategies you’ll need to succeed in 2025’s competitive landscape. Check out our new newsletter. #TalentAcquisition #ConstructionIndustry #Workforce2025