Today, companies are looking to get a better cultural fit with new members of both permanent and temporary staff, more so than ever in my 30 plus years’ in recruitment.

The pace of change in the last two years, undoubtedly driven by the pandemic and supported by improvements in technology, is far quicker and intense than it has ever been.

Of course, having the right skillset is vitally important, but it is just one factor to be considered in talent acquisition as the way we work, how we work, and who we want to work for, continues to evolve.

Companies are looking for candidates who share their values, their goals and are willing to embrace how they work, making them more likely to be a fully engaged member of the team, offering proactive solutions and going the extra mile.

And a cultural fit has to work both ways, with prospective employees also becoming more mindful about the sort of company they’d like to work for and be associated with.

These are real considerations that are built into G&P’ s recruitment process to deliver long term stability and career growth for candidates.

It’s fair to say that never have the opportunities for both sides been greater and more exciting.

Indeed, there’s much to be learnt from the pandemic with flexible working hours and working from home, arguably, the two biggest fundamental changes in the workplace in recent times.

Those entering the workforce for the first time know little difference and would, perhaps, be shocked by the rigid work patterns of a 9 to 5 based purely in the office.

Therefore, ensuring a candidate feels they play a key role in the company they work for, and are integral to its success, is a vital part of the recruitment process and will, ultimately, return the best results for the employer.

Through training and education partnerships, such as the one we already have with Wolverhampton College, G&P is seeing and hearing for itself the aspirations of tomorrow’s candidates, while also working to address the skills gap bought about by large scale electrification.

As with all our candidates, we get to know the person behind the face, ensuring they will hit the ground running from day one.

For instance, we have established our own internal assessment centres to conduct stringent skills tests and, as well as finding out how to get the best out of a candidate on a human level, are putting the science back into recruitment.

No matter the sector, whether it is automotive, aerospace, defence, marine, household goods or off-highway, G&P has the industry knowledge, and contacts, to deliver career growth for candidates, while ensuring the cultural fit matches for all parties.

Just as importantly, working closely with clients helps them with their resource planning and longer-term growth strategy, as well as addressing their short-term needs.

David Woakes

Head of Talent Acquisition and Recruitment  – Göbel & Partner Ltd