Always Create A Targeted CV

Right, let’s spruce up that CV with a bit of British flair, shall we? A jolly good guide to making your CV as bespoke as a Savile Row suit, with a tip of the hat to the career gurus at

  • The Keyword Caper: Nick those job description keywords and pepper them into your CV. It’s not cheeky; it’s clever!
  • The Chameleon’s Change-Up: Tailor your skills like you’re altering a fine tweed jacket. Make it fit the job you’re after.
  • Spotlight on Stage: Shine a light on relevant experiences. If the job’s in a tea shop, your HGV driving or office cleaning skills might not cut the mustard.
  • The Brevity Brigade: Keep it short and sweet. Your CV isn’t a Dickens novel, 2 pages is more than enough unless all of your work history is super relevant.
  • The Eagle-Eyed Editor: Scour for typos. Even the Queen’s English frowns upon spelling slip-ups, at worst, use a website like or just get a family friend to give it a quick once over.
  • The Personal Touch: Add a smidge of your own character. Show them there’s a chap or chapess behind the curriculum vitae.  You don’t want to appear boring and someone who is easy to forget.

Remember, a customised CV is like a cup of perfect coffee – just right. For more top-notch advice, pop over to They have more wisdom than a double-decker bus has seats!




(A Few) Reasons To Not Accept The Counteroffer

Changing jobs is something most of us will do at some point, it could be after a few years, perhaps an extended service or just because you hate your job, your boss, your colleagues or all of the above.

The funny thing is that the counteroffer almost always rears its head and whilst having that extra few quid can be temping and you start to think “better the devil you know” – you should always, stop, think twice (pipe down Celine Dion) and think about what going on.

Here are 5 points you might want to consider.

Sudden Love Syndrome

Ever noticed how your boss never realised your true worth until you threatened to leave? It’s like a crappy rom com where the bloke only realises he loves the girl when she’s boarding a plane to Paris. Don’t fall for this sudden outpouring of appreciation. Next thing you know, they will be holding a Bluetooth speaker outside your window.

Witness Protection Scheme, Office Edition

Accepted the counteroffer? Congratulations, you’ve just joined the office  version of the witness protection scheme. Now, every time you walk into a meeting, your colleagues will give you the ‘Oh, you’re still here?’ look. Enjoy your newfound undercover status!

The Magic Disappearing Pay Rise

That lovely pay raise they offered to keep you? Watch it perform a vanishing act at your next performance review. “Remember that massive pay rise we gave you last year? Yeah, that was actually your next five years’ worth of pay raises. Surprise!”

Trust Issues – Office Style

Once you’ve accepted a counteroffer, you’re like that character in a horror film who decided it was a good idea to investigate the spooky noise in the loft. Everyone knows you tried to leave, and now your loyalty will be questioned. Don’t be surprised if you’re not invited to Friday drinks, strategy meetings, even the Christmas party.

The Déjà Vu Job

Accepting a counteroffer often means staying in the same old role, with the same old responsibilities, but now with added pressure and scrutiny. It’s like choosing to rewatch a film you didn’t like the first time, hoping it will somehow be better the second time around. Spoiler alert: It’s not, it’s worse!

So, what are you saying, Saunders?

While counteroffers may be flattering, they are often just “Oh Shit” reactions from your boss. Remember, you wanted to leave for a reason. So, unless the counteroffer includes a Porsche (not electric) and an office with a sea-view, it might be best to stick to your original plan.

Enjoy your venture – you only live once, don’t live a life full of regret.

A Candidates Guide On How To (Successfully) Work With A Recruiter ,

Ah, the mystical creatures known as recruiters – those enigmatic beings who hold the keys to your dream job kingdom. Approaching them can sometimes feel like navigating through a jungle filled with hidden traps, confusing signals, and the occasional “We’ll keep your CV on file” abyss. Fear not, brave job seeker, for I present to you a whimsical guide on how to interact with recruiters and emerge victorious (or at least with your sanity intact).

  1. The Initial Contact – The Courting Dance: Ah, the delicate art of making the first move. Do you send a carrier pigeon with your CV attached or craft a beautifully written email that showcases your skills without sounding desperate? Well, it turns out carrier pigeons are rarely accepted these days (though it would make for an interesting story), so opt for a well-crafted email. Pro tip: avoid starting with “To whom it may concern” – at least take the time to know who you are addressing.
  2. Phone Calls – The Verbal Tango: Congratulations, you’ve passed the initial screening! Now brace yourself for the phone call. Remember, this isn’t a casual chat with your pal; it’s a professional dance where you gracefully pirouette through your work history while simultaneously trying not to trip over your words. Avoid using phrases like “I’m a perfectionist” or “My biggest weakness is working too hard” unless you want eye rolls on the other end. Focus on what makes you the absolute perfect candidate for this role and why.
  3. Interviews – The Grand Performance: Ah, the pièce de résistance – the interview. You’ve made it this far; now it’s time to shine brighter than a disco ball in Blackpool Tower. Practice your anecdotes, perfect your handshake (even if it’s just with your dog for now), and remember confidence is key, but overconfidence might get you labelled as “knob head” in their notes.
  4. Follow-Ups – The Polite Persistence: You’ve wowed them with your knowledge of Excel shortcuts and your ability to stay calm under pressure (or at least you hope you have). Now, it’s time for the follow-up. A gentle reminder via email about your interest in the position is acceptable. However, camping outside their office with an Alexa speaker playing “Eye of the Tiger” might be a tad excessive.
  5. Rejection – The Zen Master’s Path: Alas, not every quest ends in victory. Sometimes, the reply you receive is a polite “Thank you for your interest, but…” Don’t take it personally; it’s not you, it’s… well, sometimes it is you, but let’s pretend it’s not. Take a deep breath, treat yourself to some ice cream, and remember this is just one castle in the kingdom. There are plenty more to storm!

Remember, dear job seeker, interacting with recruiters is an art form – a delicate balance of professionalism, charm, and a sprinkle of self-awareness. So, equip yourself with confidence, a touch of humour, and a resilient spirit, and venture forth into the wild world of job hunting. Who knows, your dream job might just be a recruiter’s call away. Now go forth and conquer (but please, leave the carrier pigeons at home).

#WeCanSolviT #GivingSomethingBack #AddingValue


Sorry But There Really Is No Such Thing As A Forklift Truck licence

The Myth of the Forklift Truck License in the UK

In workplaces across the United Kingdom, forklift trucks are indispensable vehicles used in various industries, However, there exists a common misconception that individuals need a “forklift truck license” to operate these machines legally. Contrary to popular belief, the UK does not have a specific forklift truck license. Instead, the regulations surrounding forklift operation involve comprehensive training and certification, leading to confusion and misunderstandings among many.

The idea of a forklift truck license often stems from the necessity of proper training and qualifications required to safely operate this heavy machinery. The Health and Safety at Work Act of 1974 in the UK places the responsibility on employers to ensure that their employees receive adequate training and are competent to operate workplace equipment safely. This includes forklift trucks, which fall under the Provision and Use of Work Equipment Regulations (PUWER) and the Lifting Operations and Lifting Equipment Regulations (LOLER).

The Health and Safety Executive (HSE) outlines the legal requirements for forklift operation, emphasizing the need for employers to provide suitable training that covers theoretical knowledge and practical skills. Operators should be familiar with the specific type of forklift they will be using and trained on the environment in which they’ll operate it.

Various accredited training providers across the UK offer courses designed to educate individuals on forklift truck operations. These courses are tailored to different types of forklifts, such as counterbalance, reach, and rough terrain, among others. They cover aspects like manoeuvring, load handling, safety protocols, and maintenance procedures.

Upon successful completion of the training, individuals receive a certificate or a statement of training that confirms their competence in operating a forklift. This certification serves as evidence of adequate training and proficiency, which employers can use to ensure compliance with legal requirements.

It’s important to note that while there isn’t a specific “forklift truck license,” having the appropriate training and certification is crucial. Employers often require proof of training before allowing employees to operate forklifts on-site. Failure to comply with these regulations can lead to severe consequences, including accidents, injuries, and legal liabilities for both employers and employees.

Moreover, continuous professional development is vital in maintaining a safe working environment. Refresher courses and ongoing training ensure that operators stay updated with the latest safety protocols and remain competent in their skills.


While the idea of a forklift truck license exists, the legal framework in the UK emphasizes the importance of proper training and competence rather than a standalone license. Training and certification are fundamental requirements to safely operate forklift trucks, ensuring workplace safety and compliance with regulations. By dispelling the misconception surrounding a forklift license, individuals and employers can focus on acquiring the necessary training to promote a secure and efficient working environment.

Remember, it’s not about possessing a license; it’s about having the knowledge, skills, and certification to operate a forklift safely and effectively in the workplace.


5 Things SolviT Recruitment DOESNT DO for our clients

SolviT Recruitment doesn’t do this – can your recruitment partner say the same?

After spending as long as I have within the world of recruitment, you start to realise that some recruiters are clearly better than others and bad habits start to become trends.  With that in mind, here are 5 things that SolviT Recruitment DO NOT DO. However, you might spot a few that strike a chord with you based on experience.

  1. Purely rely on keywords on a CV: let’s address the elephant in the room now, super skilled engineering or top of their game vehicle mechanics write truly naff CV’s…there I had said it, but before you called me the full range of swear words from A – Z let me explain.  Candidates within these sectors speak with their hands, they live by trade tests or prove their metal with how they can weld or make a CNC machine dance.  These skills don’t translate into CVs, and we at SolviT Recruitment understand that which is why we never discount a candidate based on keywords NOT being on their CV – it’s amazing what you find out when you simply start asking questions. 
  2. Relying Solely on Technology: Chat GPT is good, but it should NOT be used to write job adverts, I mean come on, how lazy can you be? Recruiters charge a fortune for their service so creating a medium to attract candidates should be a well thought out, targeted process designed to stand out from the pack and make some noise – not a 45 second exercise where you ask some random AI to write you a job advert that most search engines have scripts in place to suppress content created by natural language processing systems (true fact).  A user of recruitment agencies could very easily do this themselves for free so why pay thousands for this shoddy service?
  3. Copy and paste a client’s job spec:  A major hate of mine however so many recruiters do this (if you don’t believe me, do a search on Indeed or CV-Library for the agency you use and the job title).  This is just extremely lazy, pointless, and poor. So many recruiters think it’s ok to get your job spec, copy and paste it into their favourite word processor, remove any reference to the company name before saving, pasting into their CRM or Job board, and crossing their fingers.  Don’t believe me? – do a free search on the major job boards and see for yourself.
  4. Overpromising or Misleading Candidates: Integrity is key. Good recruiters don’t exaggerate job roles, salary expectations, or company culture to win over candidates. They should provide accurate and transparent information to manage expectations.  No job is perfect, and we need to be able to explain a role right, so the benefits far outweigh the occasional negative of any job.
  5. Chuck less than average CV’s at a client purely to hit KPI’s: Recruiters should only be sending CVs of candidates who are above 80% right for the role.  The CV should be branded, with clear comments as to why the candidate is right along with highlighting the strengths (and weaknesses where applicable).  Just because the CV has a keyword on it such as CNC doesn’t make that person right unless the recruiter can clearly explain what the candidate has used, to what level, do they just operate or set, what language do they use, and can they program – is this starting to read familiar?

So, what am I say?

By steering clear of these practices, good recruiters can build stronger relationships, find the right talent, and contribute positively to their partner client’s growth.  Raising an invoice one month and then either crediting or arranging a free replacement next month is not the right way to build a relationship, positively affect a business or earn that all important trust.

If you want to work with a recruitment business that doesn’t do any of the above, can prove it and give you some real strategies showing how we will fill a role along with providing a timescale then you know what to you, but if you want me point you in the right direction then see below.

It starts and ends with your calling SolviT Recruitment on 01455 818999.




Why a use a specialist recruiter in todays market ?

Specialist recruiters play a key role in today’s job market, offering a tonne of advantages for both job seekers and prospective hiring managers.  Having specialised expertise and industry knowledge make them invaluable partners in the recruitment process. 

To add some substance to my statement above, here are some key reasons to offer some meat to the bones.

  1. Industry Knowledge : Specialist recruiters possess a deep understanding of specific industries or sectors. Whether it’s engineering, commercial, finance, or any other field, they are well-versed in the trends, and requirements unique to that industry. This expertise enables them to identify top talent efficiently and match candidates with the most suitable positions.
  2. Thorough Candidate Evaluation: Good Recruiters have honed their skills in assessing candidates beyond just their CV’s. They conduct comprehensive screenings, interviews, and reference checks, to ensure that candidates not only possess the necessary qualifications but also fit well within the company culture.
  3. Time and Resource Savings: For both employers and job seekers, utilising a specialist recruiter saves time and resources. Rather than scanning through endless  CV’s (some completely unrelated to the vacancy…I’m talking about you TotalJobs) recruiters streamline the process by presenting carefully vetted candidates to employers and matching job seekers with positions that align with their skills and career path.
  4. Tailored Approach: A specialist recruiter understands that each role and company is unique. They customise their approach according to the needs and preferences of both the employer and the candidate, ensuring a more personalised and targeted recruitment experience.  In short, a real specialist recruiter will not just do exactly what you, or your own HR could do in the hope that they will get lucky with the perfect candidate you could have found yourself…for free.
  5.  Long-term Relationships: Building and maintaining relationships is absolutely key to a specialist recruiter’s work. They focus on building long-term connections with both candidates and employers, earning trust and becoming a reliable resource for future staffing needs.

In conclusion …

The benefits of using a specialist recruiter extend beyond simply filling a job vacancy with a body.  They bring industry-specific insights and a tailored approach to recruitment, ultimately saving time, resources, and ensuring the best fit for both candidates and employers. 

Partnering with a specialist recruitment (like SolviT Recruitment) can really help you access the right candidates for your business rather than settling for second (or third) best options.