Recruiting the best recruitment agency

It can feel like a bit of a minefield when searching for an agency that you can trust to save you time and provide the right candidates to expand your team. Having a smooth-running team with the best talent is a goal every company strives for, and we can help you get there.

||        Agencies allow you to utilise your time wisely

We understand that your time is valuable. When a position within your team or on a project opens up, getting it filled sooner rather than later is important. Agencies allow you to utilise your time wisely, so it’s vital when interacting with recruitment agencies that they are knowledgeable and efficient in their practises in order to create a strong profile for your vacancy. If you’re permanently needing to be involved with repetitive phone calls or emails then it may start to feel as though you could have done it yourself. Highfields professional consultants don’t need their hand held through your search for a candidate. Once we have had a clear, in-depth discussion to understand the exact needs you and your company require, you can relax knowing that we have it handled. We’ll keep you up to date so you can be kept in the loop without feeling that your time is being unnecessarily wasted. Have a quick chat with us today on 01489 774 010 to see what we can do for you.

||           Any agency looking to succeed will aim to gain unrivalled expertise

Finding a well-informed agency can help make the processes significantly smoother, bringing a vast amount of knowledge and training to result in finding the right candidate for you. Recruitment is an extremely competitive industry, so any agency looking to succeed will aim to gain unrivalled expertise. Surface level understanding of the industry and its opportunities can lead to a slower response for agencies, making it all the more important for you to be confident in who is searching for your candidate. Our consultants are trained specifically within their sectors, with their passion and own interest providing insightful knowledge that general training may not cover. This expertise shows an attention to detail that we aim to reflect in every part of our interaction with you.

||           Acting with honesty and speaking truthfully makes it easier for clients and candidates to trust us

The competition is tough with a lot of recruitment agencies and only a certain number of positions, so understandably you are searching for the one that’ll work for you. Having trust in an agency to provide a candidate in good time and of high quality is essential. Finding the best skills to add to your team can be a crucial link to improving or maintaining the standard of your business, and a candidate falling below that can waste time and resources. With over 20,000 candidates placed into both permanent and contract roles, it’s safe to say that we have a good idea about what we’re doing. Integrity is one of our values here at Highfield because we believe it is one of the most important traits to demonstrate, and leads to stronger relationships with those we interact with. Acting with honesty and speaking truthfully makes it easier for clients and candidates to trust us. This is supported with high-end results as we deliver on our brand values and help you find leading talent and skills to join your team. 


It can be challenging to find an agency to fit your needs; one that portrays trust, knowledge, and values your time. We work hard to find the best talent and provide an invaluable experience at every step, so if you have a vacancy or you just want to hear what we have to offer, give us a call on 01489 774 010.

Managing the return to work for your employees

Many people’s expectations for the working environment have changed. With new methods showing the capability of remote working, it has become a favoured idea for those already in the workforce and the younger generation stepping into it. The coronavirus vaccine rollout is giving us a promising light at the end of the road, and businesses need to look towards the future as people begin returning to work. Working from home has impacted a vast amount of people and highlighted this new potential way forward as a way of working, breaking out from the rigid routines of daily offices. Coming to the end of the pandemic means there will be many people uncertain about returning to work and the idea of going back to the old ways can feel like a step backward. A combination of working in the office and at home will create more satisfied employees and increase productivity.  

People are asking for more flexibility now with the opportunities to work from home several times a week. As a company, it will be important to keep up with these new ways of working or someone else will; making it significantly harder to retain talent. A global survey of more than 9000 knowledge workers (roles including architects, engineers, scientists, and design thinkers) reveals the high percentage of people from countries such as the USA, UK, France, Japan, Germany, and Australia all wanting to have a hybrid work environment. This hybrid-style allows for the opportunity to work remotely at least 1 day a week and gives employees the chance to balance their time between the office and home. 72% said they prefer the combination of remote and office work, with the rest split fairly evenly between preference over fully returning to the office (12%) and exclusively working from home (13%).  

There have been many pros and cons discovered by this abrupt move to remote working and everyone has been affected differently. With only 3% of respondents saying they feel no benefit to working from home, we are left with a vast majority of people who have found parts of their working life far easier. Some of the most common benefits included no commuting, saving money, and improved work-life balance. Higher levels of satisfaction with remote working is felt overall as employees have reduced levels of stress and anxiety, plus a better work-life balance gives them more leisure time and opportunities with family.  

Challenges are certainly felt as well. The top challenges with working from home included unstable Wi-Fi, feelings of loneliness or isolation, and keeping up with what others are working on. When it is no longer as simple as turning your chair around to someone and getting an immediate answer to your question, there needs to be a strong focus on communication. Not to mention the lack of bonding when it’s harder to discuss what everyone got up to over the weekend, or their exciting dinner plans when it’s over messages and emails. Maintaining and building working relationships with colleagues was a difficulty many people found, leading to a decreased sense of belonging, which was particularly prominent in new employees. Not everyone is able to work remotely either. People in jobs such as construction and engineering are required to be on site and in particular locations, making it harder to create a hybrid environment.  

A mixture of both benefits and challenges is affecting everyone uniquely, and there are steps you can take as an employer to make the transition back to work easier, as well as adapting to new expectations. Such as, keeping a hybrid approach that provides employees with flexibility. It’s not just beneficial to those returning to work, but can also increase productivity across the board to help your business thrive. As a company, it is key to plan exactly what will happen. There has been a lot of confusion and uncertainty throughout the pandemic and the working environment, so be clear in what you are doing, as well as what you want from the team. Having set dates and plans for when people return to work means that it is easy for employees to know where they need to be and when. It’s understandable that plans may change based on government advice or a shift in circumstances for people, so be sure to prepare for as much as you can and allow for flexibility in details. Phasing people back may be helpful in order to create a smoother transition, and don’t forget, it’s been a while since many of us interacted with someone face-to-face!  

It can’t really be emphasised enough, but communication is vital, whether that is informing people of changes to plans or to thank them for working through a time period that is new to us all. Guidelines and rules change often so be sure to know your own plan and communicate it clearly to employees. Remote working requires heavy attention on how much people are in contact with each other and there are so many ways of making it easier. Overall, it is important to have flexibility with your team and understand that returning to work for furloughed employees may be a more difficult transition.  

With almost three quarters of people from diverse countries having new expectations from the work environment, there are many benefits gained for both employees and businesses. To keep up with the competition, providing employees with flexible, hybrid working makes your business far more attractive to potential talent and retains the skills you already have. If you are looking for new members to grow your team, we can help! Give us a call to find out more and let us discover the best skills to keep your business moving forward. 

Every drop counts this World Water Day

A worldwide pandemic has put the necessity of clean water into the spotlight; a basic essential that is not accessible to 1 in 10 people worldwide. On March 22nd, this year’s World Water Day is as important as ever to highlight the value of water and its accessibility to people across the globe. Regular handwashing has been reiterated over the last year as a vital way to stop the spread of disease, yet 3 billion people don’t have handwashing facilities at home. That’s 2 in 5 people. A number far higher than it should be.  

Starting in 1981, WaterAid has been a life-changing charity for millions of people as they help to provide toilets and clean water sources for areas deprived of it. They have reached 27 million people with clean water around the world, with their three steps to tackle the water crisis – clean water, decent toilets, and good hygiene. By educating the people within the villages and towns to help them learn the skills required to maintain and build these facilities. WaterAid are able to build long-term solutions. People are able to gain knowledge, as well as being able to understand the importance of good hygiene and the value brought by decent toilets. This crucial step of education and support allows for strength to be built within communities, which provides growth for future generations.  

Learning the skills to create and fix toilets and handwashing facilities is critical for independence. Specialists with experience in the water industry play a key role in WaterAid’s tackle of the water crisis alongside many other charities and companies. Knowledge gained with these skills can not only help the health and hygiene of communities but also the stability and progression of their lives. With less time spent collecting and purifying water, children can go to school and women can go to work; improving the lives of families. A significant reduction in people suffering and dying from preventable diseases will be seen alongside these new opportunities for education and income. While charities like WaterAid and UN-Water are bringing these facilities to poorer communities, the water industry is prominent worldwide; therefore, skills are needed across the globe. Highfield has specialist consultants recruiting for this sector who are always searching for people looking to start or continue their careers.   

Along with the change in individual’s lives, UN-Water says ‘water is the primary medium through which we will feel the effects of climate change.’ With increased natural disasters like flooding and droughts, ‘water availability is becoming less predictable in many places.’ The devastation of these growing disasters threatens to destroy water points and sanitation facilities, alongside contaminating water sources. It is essential to provide assistance and education to communities as quickly as possible, using new designs and continuously developing technology to create efficient, sustainable methods.   

Looking closer to home, the Thames Tideway Tunnel is working on improving a 150-year-old sewer system that was built for a population less than half its current size and reducing its environmental impact. Currently, every year millions of tonnes of raw sewage spills, untreated, into the River Thames, impacting wildlife and the river environment. This new tunnel will capture the sewage before it goes into the river, allowing for it to be treated properly and no longer be ingested by wildlife and dirtying the water. Projects of various size like the Tideway Tunnel down to local maintenance are continuously looking for a range of roles.   

Water is a basic essential that many are without, or need help improving. If you’re looking to develop your skills, gain experience, or start a career in the industry then contact us. While the water crisis is being tackled across the world, you can get involved more locally too using the expert knowledge from our consultants to find out what jobs are available. Head to our website for a list of jobs currently active and to see what’s out there, or call us on 01489 774010.

What are the requirements to work at Hinkley Point C

Hinkley Point C has promised to create 25,000 jobs and the aspiration to create 1000 apprenticeship positions. These opportunities will include construction, piping engineers, commercial manager, ECI&I engineers, estimators, mechanical engineers, support roles, and others over the coming years.

Although there are 5 phases to Hinkley Point C, the 10-year project has been delayed due to the coronavirus pandemic and will be taking longer than first predicted. Now due to open in June 2026 instead of the planned 2025 – the end result will be providing opportunities for local, national, and international businesses. Many communities throughout the South West will also see ongoing benefits to their economy.  

Qualifications and experience can be a minefield when working out exactly what employers will look for, especially on a large-scale project such as Hinkley Point C. The requirements will depend on which phase of construction it is in. After approval from the British Government in September 2016, work has long since started on site, with the need for civil and structural engineers, project managers, and document controllers among the list of roles still being recruited. So, to help you figure out the minefield of employer needs, we’ve outlined the key information that should help you with your application…  


Employers for Hinkley are looking for candidates with a background in nuclear, or a professional who comes from a major infrastructure background. Quality assurance engineers and managers, planners, and quantity surveyors are amongst the 400+ job types available with the project. Depending on the role that you’re applying for, specific experience and requirements will obviously vary, but this industry experience is required by all contractors.  


Clearly, you must be competent in your job role and have the right attitude, resilience, and the desire to work as part of a team or in a leadership role. This will be assessed via checks of your CSCS card, and CCNSG Passport.  

Hinkley Point C recommends that you attend Bridgewater College for your CCNSG safety passport. They are an approved training provider whose tutors have all the relevant industry experience that you will need. To obtain a CCNSG Safety Passport, you will need to complete a two-day training course and pass a final test.  

Security clearance  

Most workers on the Hinkley Point C project require a security clearance, so there are minimum standards you must meet. Therefore, aspects such as your criminal record, financial past, family links, and references will be thoroughly checked in order for you to gain clearance. Without this clearance, for many roles, you will not be granted access to the site.   

Currently, in the second phase of construction, preparation for the third phase will be underway. Within that, specialised skills such as mechanical and electrical engineers will be required as they look for highly experienced workers to control and lead this next stage of Hinkley Point C. This new power plant uses 17% less uranium compared to older technology, meaning you’ll be a part of a more efficient and innovative future. It is also the first nuclear new build in the UK for 30 years. The project seeks candidates with new, fresh ideas due to the skills gap left because of an aging workforce and skills that have not been required for several decades. 

Highfield is a trusted recruitment supplier to the Hinkley Point C project. Further develop your skills and expertise with this opportunity and get involved in the construction of a power plant that will be producing 7% of Britain’s energy. If you are interested in working on the project, head over to our dedicated Hinkley Point C page and take a look at the latest available jobs.   

Alternatively, if you would like a confidential chat with one of our expert nuclear consultants, give us a call on 01489 774 010 today.  

IWD 2021, the women of Highfield talk career advice

International Women’s day is prominent for many people all over the world as it continues leading the pursuit of equality and celebrating the achievements of women everywhere. The battle to be seen and heard varies for women and it’s important that no matter who we are, we all help to call out inequality. This is why the theme for the day this year is #ChooseToChallenge in order to encourage everyone to challenge gender bias and lead to changes. ‘A challenged world is an alert world’ and we are each responsible to create an environment where equality is the norm. This begins with ensuring negative actions and behaviours are not overlooked, but are brought into the spotlight to be challenged and in turn work out a better and fairer solution. 

With many people willing to learn, it is easier to bring more awareness to inequality and help to further understand its consequences. Often, it may not be a deliberate attempt to create a gender gap, and so choosing to challenge these moments allows for it to be noticed and action taken. This provides a chance for equal opportunities to be presented to women, particularly in the workplace. We asked the women here at Highfield if they could share the best career advice they’ve received or learnt through their own experiences.  

“So, there are two things for me; 1. This was written on a little piece of paper and placed on my desk by a strong HR woman that I really respected whilst I was working in a large people business. It said “Tough times don’t last, tough people do” – aka get more resilient and know your self-worth. Whatever career path or choice you take – emotional resilience needs to be worked on and it’s an ongoing learning journey! Second is something I feel I have learnt along the way….; Having passion for what you do will never make work feel like work and it doesn’t matter what you do if you like the people you work with, the people matter.”

Kay Fadden, Performance and People Manager 

“My personal experience has been that out of mistakes and failures I have made throughout my career I have drawn on those experiences in future moments and turned failure in to success. The best lessons are learnt when we get it wrong.”

Zoe Lane, Manager 

“I’ve always told myself it’s all about mind set – believing you can achieve through dedication and hard work, as well as being lifelong learner. Never assume you are the cleverest person in the room.”

Zoe Towlson, Digital Marketing Executive 

“I think the main one is to embrace (and almost seek) failure, because you won’t always do everything right the first time, but embracing that notion means that you don’t fear trying new things. Everything is a learning process and we grow from our experiences – both the good ones and the bad ones – and those experiences are what ultimately make you better at your job. The quicker you figure out how not to do something, the quicker you find out how to do it perfectly. I think the saying goes “Fail early. Fail often. Fail forward.” 

Natasha, People Recruitment & Training Consultant 

• Keep pushing even when times are tough. 

• Never give up, tomorrows always a better day. 

• Stay true to your word, have the confidence to be who you are. 

Lizzie Stein, Recruitment Consultant  

“I would say that through my own experience I have learned that you can only do your best. Your work and career is effected by so many external factors that you cannot control everything. Work hard and to the best of your ability and you will be rewarded.”

Kirsty Lockyear, Principal Resourcing Consultant 

“Share knowledge. We all learn different things with different experiences and teaching can only help someone. I am forever asking questions from the people around me because it’s guaranteed that they know more than me about something, and on some days I will be the one teaching others. We’re not fighting against each other, we’re growing our knowledge, understanding, and support for one another. “

Hannah Kelly, Content Apprentice 

With positions ranging from management to apprentice, there is a wide collection of experience within the team, and each member brings their own set of unique skills and talent to the industry. 

Finding women in leadership roles can be a challenge, particularly for male dominated industries, but the representation is slowly improving. Since 2011, the proportion of women in senior management roles across the globe has increased by almost 10% and the aim is to see that continue rising. With support and action from everyone, there will no longer be a fight for equal opportunities for women, but instead the chance to provide our own skills and qualities to management positions. 

To see what you can get involved in today’s International Women’s day, head over to their website  

Nuclear Power – a green future or an environmental impact?

How green do you view nuclear power? In a survey of just under 2000 people, nearly half neither supported nor opposed nuclear energy with what they know about it, so we’re hoping to shed some light on the details and processes of the industry. While some view it as a dangerous and therefore unsafe process, we should fully understand the pros and cons before making an opinion.

Granted, when an accident happens then it has the potential to be far worse than many other renewable resources like solar panels and wind farms, however, there are vast preventative measures in place to avoid such events. Three Mile Island in 1979, Chernobyl in 1986 and most recently Fukushima in 2011 have all caused uncertainty regarding the use of nuclear power.

So how does the nuclear power generation process work?

  • The reaction is triggered

Small amounts of uranium are held in cylinders where neutrons are fired at in order to split the atoms and causing a chain reaction which generates heat.

  • Water is heated

The water passes through the reactor vessel where the chain reaction heats it to 300°C. To keep the water from evaporating a pressuriser applies around 155 times atmospheric pressure.

  • Hot water is circulated

A pump circulates the water from the vessel to a steam generator.

  • Steam is created

The pressurised hot water flows through thousands of looped pipes. A second stream of water under much less pressure flows around the outside of the hot pipes, boiling it into steam.

  • Steam energy is converted into electrical energy

The steam passes through and spins a series of turbines at around 3000 rpm, converting the steams heat energy into mechanical energy. A shaft connects the turbines to a generator which uses an electromagnetic field to convert that into electrical energy.

  • Electrical energy is passed to the national grid

A transformer converts the electrical energy into a high voltage for the grid.

  • Electricity sent to homes

Using power lines to connect homes and business to the national grid.

  • The steam is cooled and recycled

Back at the reactor, the steam is passed over pipes of cold water pumped in from the sea, which cools the steam and condenses it back into water to be reused.

There is no dependency of natural weather in order to produce electricity unlike renewable sources such as wind and solar, meaning there is constant generation of power as opposed to the intermittent sun and wind. This consistency allows for homes to be uninterrupted and have easy access to electricity whenever needed. In 2016 nuclear power plants generated almost 20% of the United States electricity with an average capacity factor of 92.3%. This meant they operated at full power on 336 days of the year, with the other 29 days being taken off grid for maintenance. This is compared to the hydroelectric system in the US which produced power for 138 days a year, wind turbines for 127 days, and solar electricity for 92 days.

Showing clear benefits of reliable production alongside producing no greenhouse gas emissions during operations and throughout its life-cycle. Clean air surrounds nuclear power plants. It’s therefore considered a clean energy for its lack of CO2 creation, however, it is regarded as less environmentally friendly due to the nuclear waste created and out of fear of major accidents. We are stuck in an extreme balance where nuclear works incredibly well as a producer of energy with neutral carbon emissions but with the potential for negative environmental impact if things go wrong.  Having a big ‘what if’ hanging over the nuclear sector’s head makes it often hard to see the benefits, while it is certainly understandable that an accidental event could be just as environmentally damaging as using fossil fuels if not worse. However, there has been plenty of electricity produced safely without these negative impacts, with around 440 nuclear power stations active around the world. At Highfield, we believe the nuclear industry is a way forward and helps support people in creating jobs throughout the lifetime of each station. This is why we are a part of the Sizewell C Consortium. Helping to get 25,000 employment opportunities and support British businesses with the construction of the proposed Sizewell C.Head to our jobs page to see what positions are available in the nuclear sector.

There is obviously a risk to everything we do in life, like getting on a plane or driving a car, and nuclear power stations are no different. However, 44% of people in March 2020 agreed overall that nuclear power provides a reliable source of energy compared to 15% who disagreed. While it may not yet be the optimal resource with current designs, it can be a viable source to bridge the transition from fossil fuels to renewables. Around 10% of the world’s electricity -2657 TWh – is generated by nuclear power, including France getting around three-quarters of its electricity from nuclear energy. Nuclear power plants can have a bad reputation, often due to a lack of understanding and education, but if we can increase the interest and participation within the industry it could lead us to a greener future.

New designs and concepts are being investigated surrounding the nuclear industry, with thorium being considered as an alternative fuel due to being three times more abundant than uranium and creates less nuclear waste. Alternative reactors such as Molten Salt Reactors are seen as promising, especially combined with using thorium and using spent LWR (light-water reactor) fuel.

Being a part of this positive future and making breakthroughs in designs and builds could be something you’re interested in. Or maybe you’ve never considered it. Now is a better time than any to be a part of this process and we can happily help you find your way. Contact us to find your next opportunity in energy and nuclear.

Making changes for equality and inclusion within your business

2020 was tough to say the least, so what is 2021 going to bring for us now? There are a lot of challenges that we continue to face, and as a business, it is going to be tough to know where to start. With the growing skills gap and an entirely new generation entering our workforces, there can seem like a lot to figure out, and we’re here to help you take the steps you and your business needs. With our dedicated team, there are a lot of skills we can discover from all backgrounds that can fit you. Reaching into minority groups can open the skillset wide, filling the industry with talent that may otherwise go unnoticed.

Equality is one of the biggest issues raised today. With constant pursuits of inclusion and diversity within the workplace. Creating an equal environment is at the forefront of decisions and actions. There should always be this strive to create equal opportunities and improve the lives and workspaces of people. And we should always listen. Diversity and inclusion is at the top of the list for many businesses and organisation. Realising your representation of ethnic minorities and women within engineering and construction, and how that can be changed to develop a more equal playing field.

The construction sector in the UK has always struggled with the gender balance, with less than 1% of 800,000 construction and building trades workers being women. In 1984, WISE was established following the Finniston Report on the future of engineering in the UK as a way of combating the lack of women in these industries. The report highlighted the need for a wider talent pool of scientists and engineers; positions which women can fill. This has helped bring light to the issue and contributed to a range of campaigns, such as the WISE campaign, which raised the profile of women and girls pursuing STEM subjects. The Engineering Council collaborated with the Equal Opportunities Commission to create the Women Into Science and Engineering year- the WISE year. The main focus of this year was to educate young girls on the opportunities within engineering and construction; a strategy that could be key in reviving this increase in diversity.

There are Ten Steps created by WISE to help identify areas of improvement for your business. Each of these steps is designed to drive company performance and remove the hurdles that stand against creating a genuinely inclusive culture.

By making the industry more known and accessible to young girls, it can create an achievable environment and help reduce the stigma of girls choosing male-dominated subjects. With an increase of more than 600 girls completing STEM subjects at A-levels, there is a clear interest in it. Along with a strong drive from generation Z as they are entering the workforce, pushing the movement for equality and diversity, partnering with school will help educate this generation and give them direction into these industries that are trying to change their reputation.

There have been studies showing the challenges faced for women compared to ethnic minorities, however, there was always a running theme of discrimination. To shift the reputation of the construction industry to reflect the non-discriminatory environment that it can be will help create a huge change in attitude for women and minorities. Many may fear the workplace based on its challenging reputation which leads to discouragement in applying for job roles and therefore potentially leading to a huge loss of skills.

By opening the doors to diversity in the workplace, there will be the opportunity for a wider pool of talent and therefore help close the skills gap further. We can help attract these skills with our extensive knowledge and experience. Call us to discover what new candidates we can find for you.

Making equal opportunities to diverse groups provides many benefits for everyone involved. An inclusive platform allows for a range of new ideas, talent, and development as we push for innovative designs and processes. The interest in STEM subjects for girls is increasing every year and we can help keep that momentum with support for young girls and minorities and a shift in perspectives for engineering and construction. We always have our sights set on getting a diverse range of the best talents as we look for skills that anyone can put their minds to and work towards as a career. See who we can find for you on 01489 774 010.

Gen Z – do you have a recruitment strategy for them?

Each generation that is born, brings something completely different. Understanding and accepting this is important. Why? Because it tells us how we are growing and evolving, as well as predicting what might come next. New paradigms mean new strategies and with millennials as the globalization era, generation Z is the digital era. With many parts of life accessible via online methods, it would likely be a waste of effort and resources to force keeping old-fashioned ones.

It’s not just the ease of having online access to everything for this generation, but the environmental awareness that comes with it. Removing paper filing and records keeps companies more conscious on their waste impact, as well as the bonus of being able to access your business anywhere, at any time, by anyone you wish with the convenience of a shared online space.

Who is Generation Z?

Generation Z is roughly people who were born between 1996 to 2010. This age group is ranged between 11 to 25 years, meaning they are already in various workforce industries, and exactly why companies need to start thinking about their strategy for recruiting this generation – they have probably learnt to swipe before they can speak…

So, let’s go through some of the characteristics that Gen Z has:

Their social media habits differ from previous generations – even millennials. For example, on average, Gen Z uses their smartphones 15.4 hours per week—more than any other type of device.

They are the most diverse generation yet – They are very open to new ideas/concepts and have a strong sense of self-expression. Not something to be afraid of as an employer. This makes for a far more diverse range of new thoughts and practices that can be implemented by your business, opening up the potential to expand and appeal to future generations.

Not utilising platforms that have a far higher traffic than is achievable through paper CVs, could see you missing out on an opportunity to reach a vast number of potential candidates. These include social media site of which this generation are frequently connected to in one form or another.

Millennials were the ones that saw the birth of social media – however generation Z are the ones who came out of the womb using it. Statistics show that:

They spend an average of 15.4 hours a week on a smartphone

78% of people between the age group of 18 – 24 years use Snapchat

71% of people between the age group of 18 – 24 years use Instagram

95% of people between the age group of 18 – 24 years use YouTube

Gen Z people using Facebook dropped by 20% between 2015 to 2018. During the same duration, usage of snapchat and Instagram increased by 28% and 20% respectively.

While a few millennials used LinkedIn, statistics show how hardly any of Gen Z use the platform.

Why is recruiting Gen Z Different?

Recruitment generally speaking, is a combination of marketing and sales. You want to attract candidates and convert them into successful hires. When finding the right candidate, you look for the most relevant skill set.

Millennials go straight to job boards such as Indeed & CV library, making it easy for companies to post on these sites and follow up with emails to get the candidates attention. But… things are starting to change now. It shows that generation Z have a briefer attention span, preferring visual mediums, rather than text driven content. With how easy it is to have an abundance of information at your fingertips, it is no wonder that companies might be finding it harder to stand out in the sea of adverts, announcements, and articles.

Generation Z love for content to be right in front of them, which is why they like in-app notifications, push notifications and social media over email.

What changes can we make in recruitment for Generation Z?

Recruitment is very traditional – they rely on email, job boards and telephoning people. So how can we up our game? Here are a few strategies we could be using to recruit Gen Z:

Get a company YouTube Channel – remember they are a visual generation. Everyone’s time is valuable so avoiding big walls of text can be far less of a deterrent. On the channel, show the behind the scenes and the companies’ achievements, appealing to a more relaxed work environment.

Facebook Advertisement – Using ads that will crop up across all social media channels is a great way to recruit candidates. Also makes the process a lot quicker. Facebook can target certain audiences with the interests and skills that you want.

Make your website interactive – put on your website as many videos you can, over big lengthy text. Don’t forget as well, the longer someone stays on you website the higher your SEO will rank.

SMS text marketing – instead of emails, send follow up messages through text. This is the mobile generation after all.


Now that we have observed how generation Z use social media and technology, we can see how different they are… even from the generation just before! They look at the world differently, and that’s because they can see the world from just a touch of a button. So, get those visuals in place because with generation Z, if they can’t see you, they won’t use you.

How Hinkley Point C will benefit the UK’s Job & Energy Industry

With such a large construction project, HPC will be the provider of 25,000 jobs as well as socio-economic benefits with a target of £130 million investment for the local community; keeping HPC a great supporter of the UK workforce and residents. All of this provided in just the construction phase alone. Once the power station is complete, Hinkley Point C is estimated to produce 26TWh every year in its predicted 60 year lifetime which is enough to power 6 million households. For those looking for work or experience within the nuclear or construction industry or if you’re just a curious person wanting to learn more about cleaner energy, Hinkley Point power stations are a good start and can provide potential opportunities.

The country needs energy, that’s the simple fact of it all. With such a high demand, there has to be preparations for the future and relying on fossil fuels will only get us so many years. This requirement of energy is only going to increase with the early decommissioning of Hinkley Point B, meaning a replacement will be needed sooner rather than later. Construction having already started on Hinkley Point C shows the action already being taken to keep energy production growing and providing around 7% of Great Britain’s expected electricity demand in the 2020s.

Although there may be concern with the costs of HPC rising by almost £2.9 billion more than the original estimate, however, EDF Energy’s strategy director, Paul Spence said “The important point for me to make is that those costs are not costs that hit the consumer, they are costs that come to us as shareholders in the project.” Meaning that while there may be some delays and adjustments to funding, it is still a construction that is designed to benefit the energy sector, economy, and importantly the workers.

£1.1 billion in contracts have already been given to companies in the North and Midlands, allowing British businesses and workers to gain knowledge and experience with high-quality nuclear construction. We have been helping search for a wide range of skills and experience to fill these positions throughout the construction period, looking from specialists to those who have barely begun on their journeys, creating opportunities to progress and develop. Having already placed planners, supply chain managers & EC&I engineers with more roles and positions yet to fill, we have helped get many people secure work on this project up to this point and continue the search for more. No matter the skills or experience, see what one of our expert consultants can do for you on 01489 774 010.

As a part of the £130 million investment in the community there will be support for education, local training, and infrastructure improvement, showing a backing for the surrounding area alongside the support for the country as a whole. The inspire program is a part of this concept, encouraging young people into science, technology, engineering, and maths with the creation of meaningful opportunities and engagement with students. There is often so much focus on attending university and doing well in certain curriculums in school, but many people have untapped skills within STEM subjects where they may normally struggle to find the support and are now being advised and guided into a wider range of opportunities within the construction and nuclear sector. Helping to create a new generation within cleaner energy and renewable futures.

Hinkley Point C is a replacement of current nuclear power stations already in the area, taking over the role of the soon-to-be decommissioned Hinkley Point B and continuing to provide support and opportunities to people from school age to experienced engineers and specialists. Careful funding has been placed into the hands of British workers with the creation of jobs throughout the life of the power station. We are already filling positions and working hard to get more people placed within the site and roles required to build this nuclear power station, whether that is someone looking to continue their skills within the sector or start fresh.

Contact Highfield Professional solutions and speak to a consultant 01489 774 010

‘Build the future’ in this years’ National Apprenticeship week 

National Apprenticeships week for 2021 starts on Monday 8th February and hosts a wide range of events and activities for you to get involved with. Whether you are stepping out of school or looking for something different, apprenticeships offer the chance to learn skills and trades while still earning an income. Knowing where to go in a life can be difficult at any stage so there is no discrimination against those looking to experience the benefits an apprenticeship can provide.   

For uncertain parents, carers, students, and workers this year’s National Apprenticeship week will bring together great groups of past apprentices, employers, and training providers to discuss any questions you may have. With a collection of virtual talks and presentations, there are plenty of opportunities to raise concerns or queries about working in various positions. Even if you’re just a little foggy on some details, we are all together to bring awareness and guidance.   

Apprenticeships provide an opportunity to earn while you learn; working in a role where you get to be hands-on alongside your education. It creates a balanced environment of work and learning to allow for apprentices to develop at their own pace and use experience on the job to help them. For those looking to change career or try out an industry that they are unqualified in, apprenticeships allow for the chance to gain knowledge and qualifications without having to go back to full time education or lose out on earnings. Guidance and mentoring are major aspects of an apprenticeship, so you will never be going through your journey blindly. They are there to help lead people through a potentially unfamiliar industry, using their expertise to guide the way. 

Highfield want to create opportunities to anyone keen to learn, providing various apprenticeships and trainee roles like my own position as Content Apprentice. I left University with a degree in film production and the certainty that no matter what roll I took on, it had to be creative. Less than a year later, the pandemic hit and pretty much shut down the film industry, bringing about a vast amount of uncertainty for these creative roles. However, I saw this as an opportunity. With so many people at home, the digital presence for businesses become paramount. While I had my knowledge and skills for film, I wanted to understand more around content and marketing. Content creation is such a huge part of modern-day society and I only knew a small part of it. Within this role, I will be able to experience far more skills whilst still having the opportunity to utilise my degree; all in an environment that respects the fact I am learning. This has meant I can develop without pressure or worry about being overwhelmed by my inexperience within this sector. 

Many businesses are supporting and providing these opportunities and that figure keeps growing. With far more opportunities available, be sure to check what your apprenticeship contains to be certain you’re getting a legitimate experience. There should be: 

  • A recognised qualification 
  • Communication with a college or training centre 
  • Agreed minimum pay rate 

Apprenticeships are beneficial not just to potential apprentices but also to businesses. They open up the workforce, broadening the skills and allow for a younger generation to be targeted in educating about otherwise lesser-known job roles. Hands on experience is often missed out on, so creating experiences and awareness will help appeal to many who are looking for future careers. National Apprenticeship week hopes to do this via interactive activities and talks, expanding its reach over the years to bring information and attention regarding the benefits and opportunities within apprenticeships. 

Don’t forget to get involved in all the virtual talks and presentations happening this year. We may not be able to get together in person, but we can still reach out to anyone with questions or queries about getting into an apprenticeship. Grab a place in any of the live talks from the STEM hub taking place throughout the week. Even if you don’t know much about the career opportunities in STEM subjects, admission is completely free, and you may discover a passion you never knew you had! 

You can visit our jobs page HERE.

Want to work here? Follow us on Instagram @highfieldrec or check out our Work For Us Page.

Highfield are a Certified Carbon Neutral Business