To attract and retain the best talent to your organisation requires more than competitive compensation and benefits. Workplace culture has emerged as the defining factor in establishing an organisation’s reputation as an employer of choice . At Pin Point Recruitment , we engage with both candidates and hiring managers across industries. Our insights confirm that organisations with clearly articulated, authentic, and well-lived cultures consistently outperform their peers in talent acquisition and retention. The Strategic Importance of Workplace Culture Modern professionals evaluate prospective employers through multiple lenses. They assess not only the roles and remuneration but also the values, behaviours, and environment they will encounter. Organisations that cultivate a positive, purpose-driven culture distinguish themselves in the market and attract candidates whose values align with their own. A strong workplace culture is no longer a peripheral concern; it is a strategic imperative that directly impacts productivity, engagement, and organisational reputation. Hallmarks of a High-Impact Culture Our experience indicates that organisations recognised as employers of choice share several cultural hallmarks: Purpose-Driven Mission Employees are drawn to organisations with a clearly defined mission and values. Purpose provides a framework for engagement and motivates individuals to contribute meaningfully to organisational objectives. Inclusive and Equitable Environment A culture that genuinely embraces diversity and fosters inclusion enhances collaboration, innovation, and trust. Organisations that prioritise equitable practices are more attractive to top-tier talent. Commitment to Professional Development Access to structured learning, career advancement opportunities, and mentorship demonstrates an organisation’s investment in its workforce. High-calibre professionals seek employers who actively support their long-term growth. Wellbeing and Flexibility Organisations that prioritise employee wellbeing through flexible work arrangements, mental health support, and balanced workloads demonstrate a culture that values people, not just performance metrics. Authentic Leadership Leadership behaviours define culture. Transparent, ethical, and empathetic leadership establishes trust, accountability, and a sense of psychological safety within the workforce. Culture as a Talent Differentiator Workplace culture functions as a powerful talent magnet. Organisations with strong, positive cultures benefit from higher employee engagement, increased referrals, and enhanced employer branding. Conversely, organisations with unclear or toxic cultures face significant challenges in attracting and retaining the calibre of professionals required to drive strategic objectives. The Role of Recruitment Partners As recruitment specialists, our mandate extends beyond skills matching. We assess cultural alignment and help organisations articulate their unique employee value proposition to the market. By highlighting authentic cultural strengths, we facilitate more meaningful connections between candidates and organisations, leading to improved retention and long-term workforce success. Conclusion Organisations that aspire to be recognised as employers of choice must prioritise culture as a core strategic asset. By fostering environments that are purpose-driven, inclusive, growth-oriented, and led with authenticity, organisations can secure a competitive advantage in attracting, engaging, and retaining the talent necessary to achieve sustained success. Get in touch with us to start your partnership with Pin Point Recruitment and start building a workplace culture that attracts employees with skills, passion and ambition.

As we move toward 2026, the automotive industry is entering a period of both challenge and opportunity. Skill shortages are creating pressure across the sector, sparking renewed focus on apprenticeships, upskilling initiatives, and long-term talent development. At the same time, wage pressures and rising pay for in-demand roles are reshaping how businesses attract and retain their people. Layered on top are wider economic factors that continue to influence growth, investment, and innovation across the industry. Read our newsletter where we explore these themes in more detail, providing a snapshot of the trends shaping the automotive workforce and practical insights for employers and professionals preparing for the road ahead.

The health and social care sector is facing a growing workforce shortage. To secure its future, attracting Gen Z — the digital-savvy, purpose-driven generation born between the mid-1990s and early 2010s — is essential. But doing so means rethinking traditional recruitment approaches. This post explores how organisations can better engage Gen Z and inspire them to build rewarding careers in health and social care. Highlight Purpose and Impact Gen Z is highly motivated by purpose-driven work. They want to make a difference, and health and social care naturally offers that opportunity. However, this message often gets lost in job descriptions or outdated recruitment campaigns. Tips to connect with purpose: Share real-life stories of how care workers improve lives. Use social media to showcase the human impact of the role. Emphasise that care is a career, not just a job – with a real influence on society. Offer Clear Career Progression One reason Gen Z may overlook health and social care is a perceived lack of advancement. This generation values growth, development, and clear pathways to success. What to provide: Transparent career ladders showing how roles evolve. Access to training, apprenticeships, and professional qualifications. Mentorship opportunities with experienced care professionals. Embrace Technology Gen Z is the first truly digital-native generation. They expect workplaces to reflect the technology they use in daily life. To stay relevant: Adopt digital tools for communication, training, and scheduling. Streamline administrative tasks with software to reduce burnout. Promote tech-enabled care innovations like telehealth or remote monitoring. Create a Flexible Work Environment Work-life balance is crucial to Gen Z. The sector is known for long hours and shift work, which can be off-putting. Offering flexibility where possible can make care roles more appealing. Ideas include: Part-time roles or job shares. Predictable rotas and advanced scheduling. Opportunities for remote working in administrative roles. Modernise Your Recruitment Channels Traditional job ads won’t reach Gen Z. They're on TikTok, Instagram, and YouTube. Recruitment strategies need to meet them where they are. What works: Use short-form video content to show a day in the life of a care worker. Leverage influencers or ambassadors within the sector. Build an engaging, mobile-optimised careers site. Prioritise Mental Health and Wellbeing Gen Z is more open about mental health than any previous generation. They expect employers to support wellbeing, especially in high-pressure roles like care. Support strategies: Promote open conversations around mental health. Offer counselling, wellbeing apps, and peer support groups. Train managers to spot signs of burnout and stress. Champion Diversity and Inclusion Gen Z values workplaces that reflect the diversity of the world they live in. They seek inclusive environments where everyone feels respected and heard. Actions to take: Actively recruit from diverse communities. Provide diversity training for all staff. Create safe spaces for underrepresented voices. Final Thoughts Attracting Gen Z to health and social care isn’t just about filling roles – it’s about future-proofing an entire sector. This generation is ready to make a difference, but they need to see a future where they’re valued, supported, and able to grow. By modernising recruitment, embracing digital tools, and promoting the real impact of care work, the sector can become a natural fit for Gen Z’s values and ambitions.

The health and social care sector is one of the most competitive talent markets today. With demand rising and staff shortages making headlines, employers are under pressure to find professionals who can deliver safe, effective, and compassionate care. From our work with providers across the UK, we see a clear trend: employers want more than qualifications. Success in this sector depends on a mix of technical expertise, interpersonal strengths, and adaptability. Here are the skills most in demand in health and social care — and why they matter. Compassion and Emotional Intelligence Care is ultimately about people. Employers consistently look for candidates who can build trust with service users, show empathy, and provide dignity in every interaction. Emotional intelligence — the ability to recognise and respond to others’ feelings — is becoming a key differentiator in recruitment. Resilience and Flexibility Health and social care environments are dynamic and often high-pressure. Professionals must cope with challenges such as staff shortages, complex caseloads, and emotionally demanding situations. Employers want people who remain calm, adaptable, and solution-focused when circumstances change. Effective Communication Skills From discussing care plans with families to accurately recording information, strong communication is non-negotiable. Employers value candidates who can tailor their approach to different audiences, whether it’s colleagues, service users, or external agencies. Clear communication reduces risk, improves outcomes, and strengthens teamwork. Technical and Clinical Competence While personal qualities are crucial, technical knowledge remains fundamental. Employers are seeking candidates who: Are confident using digital health records and technology Understand safeguarding and compliance requirements Maintain up-to-date training and certifications Those who continually invest in their professional development are in highest demand. Critical Thinking and Problem-Solving In fast-paced care environments, the ability to make quick, sound decisions is invaluable. Employers look for professionals who can assess situations objectively, prioritise effectively, and act in the best interest of service users under pressure.   Leadership and Teamwork With growing emphasis on integrated care, teamwork is more important than ever. Employers want staff who collaborate effectively and contribute to positive workplace culture. At the same time, there’s rising demand for leaders who can inspire teams, manage resources efficiently, and drive continuous improvement. Cultural Awareness and Inclusivity As the UK population becomes increasingly diverse, inclusivity in care delivery is a priority. Employers are actively seeking professionals who can respect cultural differences, provide personalised support, and ensure equality in service provision. What This Means for Employers and Job Seekers From a recruitment perspective, employers who recognise the value of both technical and soft skills are best positioned to attract high-quality candidates. Offering training opportunities, promoting workplace wellbeing, and highlighting career progression can help retain top talent. For job seekers, the message is clear: develop a balance of professional qualifications and people-focused skills . The strongest candidates are those who combine technical competence with compassion, resilience, and adaptability. Final Thoughts The skills shortage in health and social care is not going away any time soon. However, employers who align their recruitment strategies with the skills in highest demand can gain a competitive edge. As a recruitment agency, our role is to help organisations identify these needs, attract the right talent, and support candidates in finding roles where they can thrive.

The UK’s print & packaging sector is dynamic, innovative, and vital across industries—from food and FMCG to pharma and e-commerce. But attracting and retaining talent remains a major challenge. With rising demand for sustainable materials, automation, supply chain resilience, and evolving consumer needs, businesses require skilled professionals who can drive efficiency, growth, and innovation. In our latest recruitment newsletter, we explore recruitment trends in the South East of England’s Print & Packaging industry—covering talent shortages, employer strategies, salary insights, and the regional hiring landscape.

The UK employment landscape is beginning to show cracks, with recent adjustments to National Insurance and the forthcoming Employee Rights Bill reshaping workforce dynamics. Businesses are finding workforce planning more complicated, making expert recruitment support increasingly valuable for compliance and talent strategy. Click below to read our latest snapshot.

As of August 2025, the warehousing and logistics recruitment landscape in South East England is experiencing notable shifts, influenced by various regional and national factors.  We now approach peak retail trading periods with the demand generated by huge shopping events like Black Friday, Cyber Monday and Christmas.  In our latest Recruitment Insights newsleter we uncover the surge in logistics and warehousing vacancies, the emphasis on flexible staffing and temporary staffing, along with national investments in new warehouse facilities and automation by international retailers.

Manroland  is a global manufacturer of printing presses and printing technology solutions , primarily serving the commercial, publishing, and packaging printing industries . We speak with Daniel Godbold, Managing Director at Manroland Sheetfed UK to find out his insights into the future of the print industry. 1. How does Manroland see automation and AI reshaping offset and digital printing in the next 5–10 years? Offset printing has always been the backbone of high-quality commercial and packaging print, and at Manroland, litho remains at the heart of our DNA. What is changing is not the essence of litho, but the intelligence built into it. With our ROLAND Evolution series, automation features such as Autoprint (one-touch makeready), InlineColorPilot 3.0 for automatic colour control, and InlineInspector 3.0 for defect detection are revolutionising how presses run. These systems mean faster job changes, reduced waste, and consistent, premium output with minimal operator intervention. Looking ahead, AI and data analytics will push this even further: predictive maintenance, self-optimising workflows, and remote monitoring will make presses that anticipate problems before they happen, ensuring maximum uptime and efficiency. In the wider industry, digital printing will continue to grow for ultra-short runs, versioning, and personalisation, where speed and flexibility are paramount. But the real transformation will be in how offset and digital complement each other. Automation and AI will bridge the two: intelligent workflow software will route jobs seamlessly, optimising between digital for agility and litho for scale, quality, and cost-efficiency. In the next decade, we see a print landscape where offset and digital no longer compete, but coexist, powered by automation, AI, and data to give printers the best of both worlds. What breakthroughs in press technology are you most excited about for improving productivity and reducing downtime? Every printer knows that setup times, plate changes, and stoppages are where profitability is won or lost. “Our Roland 700 Evolution Speed is a perfect example of where the industry is going. With speeds of up to 20,000 sheets per hour, simultaneous plate loading, and DirectDrive technology, we’re seeing makeready times cut by up to 60%. That’s not just speed, it’s resilience. What excites me is the holistic approach: presses that not only run faster but monitor themselves, integrate seamlessly into workflows, and can be upgraded modularly. For a printer, that means productivity you can rely on every day, not just when everything is perfect.” How is Manroland supporting printers in diversifying their services to remain competitive? Printers today are under pressure to do more than just print, they need to offer packaging, finishing, and specialty work to stand out. “Diversification is essential. That’s why our presses are designed to be versatile: handling substrates from ultra-light paper to heavy board, and integrating modules like inline coating, foiling, and UV curing. But technology is only half the story. Through ProServ 360°, we provide lifelong training, preventive maintenance, and workflow consultancy. Our engineers don’t just install machines, they work alongside customers to unlock new applications and help them enter markets like packaging and premium print. This combination of flexibility and service means our customers aren’t locked into one business model, they can evolve as the market evolves.” How prepared is the industry for generational change as younger professionals enter leadership in print businesses? Generational change is already reshaping print. This year at our Manroland World Tour event at Potts Print on 13 th  March, I spoke about urgent priorities of: moving faster from plastic packaging to paper- and board-based alternatives, ands bringing more young people into our industry. “Coffee shops and call centres are full of clever people with university degrees that haven’t considered print as an option. We need to bring young, hungry, clever staff into our businesses.” For instance, our Media and Marketing lead, Gitika Hariyan, joined us straight from university and has already been recognised with the BPIF Outstanding Achievement of the Year Award. She is a strong example of the creativity, energy, and ambition the next generation can bring into print. To build on this momentum, we are in the planning stages of launching the Manroland Excellence School of Training. This initiative will focus on raising awareness of careers in print and packaging, giving young professionals the technical skills, confidence, and vision to become the leaders of tomorrow. Combined with our long-standing promise of free training for life, it shows our deep commitment to developing people as much as technology.   In a world where consumer habits of past decades have left us with environmental challenges, it falls to the new generation not only to help put things right, but to do so in a way that still keeps consumers buying and economies thriving. The difference is that now we can achieve this with sustainable choices, from paper- and board-based packaging to vegetable-oil-based litho inks, creating a cleaner future without compromising growth. With the strength of German engineering, presses built to last but constantly evolving, and a clear investment in the next generation, I believe the industry is well prepared, provided we keep opening doors, champion sustainability, and show that print is not a trade of the past, but a career with real purpose and a bright future. Why would you encourage someone out of school or university to pursue a career in the print industry? “Because this is an industry where you can make a real impact. Print combines engineering, design, creativity, technology, sustainability and so much more! For someone like Gitika, joining straight out of university, the opportunity to shape communication, branding, and market positioning came quickly. For engineers, the challenge of mastering automation and precision technology is deeply rewarding. And for those with entrepreneurial spirit, print offers countless opportunities to create value in packaging, publishing, or speciality applications. It’s a career where creativity meets engineering, and where the results of your work are tangible and visible every day.” What skills and job roles are in demand in 2025? The future of print will be defined by a blend of technical expertise, digital fluency, leadership. On the technical side, there is growing demand for press engineers who can run highly automated litho systems, workflow managers who understand data-driven efficiency, and service technicians skilled in predictive maintenance, keeping downtime to an absolute minimum. At the same time, the industry increasingly needs sustainability specialists to help customers transition from plastics to paper and board, marketers and communicators who can showcase the power of print, and customer experience managers who can translate technical capabilities into real business value. What sets 2025 apart is that no single skill will be enough. The most in-demand people will be those who can bridge disciplines, engineers who understand data, communicators who grasp technology, and leaders who combine creativity with operational expertise. These hybrid skill sets are what will drive the next generation of print forward. If you had to describe the print industry in 2025 in one sentence, what would it be? “Print in 2025 is a high-tech, sustainable, and people-driven industry, where German-engineered presses powered by automation meet the creativity and ambition of a new generation.” Looking for a recruitment partner in the print industry? At Pin Point Recruitment , we understand that the print industry is evolving — faster turnaround times, advanced technology, and the demand for skilled talent have never been greater. That’s why we’ve positioned ourselves as a trusted recruitment partner  for print businesses across the UK. We know the print sector — from traditional press operations to cutting-edge digital and packaging technologies — ensuring we find candidates with the right technical skills. Whether you need temporary staff for a high-volume project or permanent hires for specialist roles, we build solutions around your business needs. Get in touch to find out more about how we can help to supply printing talent that delivers results. Kieran.ashton@pin-point.co.uk

At Pin Point Health & Social Care, we’ve always believed that the best care comes from the best people — and that means making sure our staff are fully trained, supported, and confident in the work they do. That’s why we’re so proud to share that we are now CPD (Continuous Professional Development) qualified. What Does That Mean? To put it simply, it shows our commitment to helping our staff grow their skills and knowledge, so they can keep delivering safe, compassionate, and high-quality care. From person-centred care planning and safeguarding to medication administration, moving and handling, and disability awareness, our training covers all the essentials (and more!) that make a real difference in everyday care.   For our clients, this means peace of mind that the staff we provide are not only experienced but also committed to continuous learning. For our amazing staff, it means ongoing opportunities to develop, progress, and feel supported in their careers.   At the heart of it, CPD is another way we’re keeping our promise: to provide care you can rely on, delivered by people who truly care. Find out more here: Pinpoint - Providers | The CPD Certification Service

Did you know that Pin Point Health and Social Care now offer NAPPI training?  NAPPI training refers to Non-Abusive Psychological and Physical Intervention training. It’s a structured program designed to help professionals—often in healthcare, social care, and education—safely manage challenging, aggressive, or potentially violent behaviours. The course is a mixture of textbook and practical learning and takes place over three days, delivered by our in-house trainer Colleen Stenhouse at our Gateshead head office. If you're a Support Worker or Client of ours looking to enrol on our next NAPPI course please contact us to register your interest.👇 compliance@pin-point.co.uk

The automotive industry has been a driving force of innovation for over a century. From the invention of the assembly line to the development of electric and autonomous vehicles, it continues to evolve — offering exciting opportunities for people at every stage of their careers. If you’re considering your next career move, here are some of the top benefits of working in this dynamic sector. 1. A Diverse Range of Roles The automotive industry isn’t just about building cars. It offers roles in: Manufacturing & Production  – hands-on roles building vehicles and components. Engineering & Design  – developing new technologies and improving performance. Logistics & Supply Chain  – ensuring materials and parts arrive where they’re needed. Sales & Marketing  – connecting customers with the right vehicles. Aftermarket Services  – maintenance, repair, and customisation. Whatever your skills or interests, there’s likely a role to match. 2. Opportunities for Career Growth This is a sector where you can start in an entry-level role and work your way up. Many employers offer: On-the-job training Apprenticeships Professional development courses Clear progression pathways Hard work and initiative are recognised, so there’s plenty of scope to advance. 3. Competitive Pay and Benefits Automotive roles often come with competitive salaries and shift premiums for production work. Many employers also offer: Pension schemes Overtime opportunities Employee discounts on vehicles and parts Healthcare plans Paid leave and holiday shutdowns 4. Cutting-Edge Technology From robotics in manufacturing to AI-assisted design, the automotive sector is at the forefront of technological change. Working here means getting hands-on experience with tools, systems, and innovations that shape the future of transportation. 5. Global Impact & Job Security The automotive industry is a cornerstone of the global economy. Vehicles are essential for business, trade, and everyday life — meaning demand remains strong. As companies move toward greener and more sustainable solutions, there’s also a growing focus on creating long-term, secure careers. 6. Teamwork & Job Satisfaction Automotive work is often team-based, fostering strong collaboration skills and workplace camaraderie. There’s a unique satisfaction in seeing the finished product — whether it’s a fully assembled vehicle or a perfectly engineered part — knowing you played a role in bringing it to life. 7. Supporting Sustainability Goals The shift towards electric vehicles, hybrid technology, and sustainable manufacturing means you can be part of creating a cleaner, greener future. It’s an opportunity to align your career with environmental values. Final Thoughts Working in the automotive industry offers more than just a job — it’s a chance to be part of an ever-evolving sector that blends tradition with innovation. Whether you’re starting out or looking for a career change, this field can provide stability, growth, and the satisfaction of contributing to an industry that moves the world forward.

There’s a quiet moment many of us encounter at some point in our careers. It doesn’t come with fireworks or fanfare. It often starts with a lingering thought, a question that repeats itself during your commute or over your third cup of coffee: “Maybe... it’s time to look for a new job.” If you're reading this, chances are you've already heard that voice. Here’s the thing: that “maybe” deserves your attention. 1. The Burnout Is Real You used to feel energized. Now, your mornings are heavier. Your tasks blur together. You feel like you're constantly playing catch-up—but without the satisfaction of crossing the finish line. Burnout isn’t just about being tired. It’s emotional exhaustion, detachment, and a growing sense that your work no longer matters. If this feels familiar, it’s a sign your role might be taking more than it gives. 2. Growth Has Slowed—or Stopped Jobs should challenge us, help us grow, and offer opportunities to expand our skills. If you’ve been doing the same things, with no new learning, no mentorship, and no clear path forward, you might be stuck in a career holding pattern. Staying stagnant too long isn’t just frustrating—it can quietly dull your edge. 3. You're Not Aligned with the Mission Anymore Maybe the company has changed. Or maybe you  have. Values evolve, leadership shifts, and cultures can morph into something you no longer recognize—or support. If the organisation’s direction feels out of sync with your own principles or purpose, it may be time to reevaluate your fit. 4. You're Only Staying Because It’s “Safe” Comfort zones are seductive. They promise security, routine, and predictability. But they can also keep you from pursuing something better. If the only reason you're staying is fear of the unknown, that might be a red flag. Security is important, but so is fulfilment. 5. You're Daydreaming—Constantly If your mind keeps wandering to other careers, companies, or side projects, that’s not just a distraction. It’s information. Your subconscious might be telling you something your conscious mind is trying to ignore. Listen to it. So, What Now? Deciding to explore new opportunities doesn’t mean being reckless. It means being honest—with yourself. Start small. Update your CV . Reach out to former colleagues. Explore industries you’ve been curious about. Apply, even if it scares you. Sometimes, “maybe” is all the permission you need to start looking. Because what starts as a whisper might be the start of your next great chapter. Visit our vacancies page to apply for a new role today.