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Author: David Cotton

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Could Employing Two Part-Timers Be the Key to Getting People Back into the Office?

As organisations continue to grapple with hybrid working, team building, training junior staff, and underutilised office space, a more flexible hiring model could be the solution: splitting one full-time role into two part-time positions. While not a new idea, it could play a meaningful role in achieving more consistent office attendance.

From an employer perspective, part-time roles open the door to a broader and more diverse talent pool, including parents, students, semi-retirees, and those seeking better work-life balance. These individuals are often more open to structured, in-office time if it fits around their specific commitments. The result? People in the office across the week, rather than the familiar “midweek spike.”

There’s also a practical upside. Two part-time employees bring different strengths to the same role, often complementing each other. With staggered schedules, there is natural continuity; when one person is away, the other can step in. Furthermore, if one person leaves, the problem is halved, key knowledge is retained, and you have an existing team member to help the new hire get up to speed.

The Financials: A Win-Win for Both Sides
The cost question and the numbers reveal benefits for both the employer’s bottom line and the candidate’s pocket.

1. The Employer Saving
Take a standard £30,000 role. As a single full-time hire, the Employer National Insurance (ER NI) is roughly £3,750. However, if you split that into two £15,000 roles, the ER NI drops to approximately £1,500 per person.

ER NI on £30k: £3,750
ER NI on 2 x £15k: £3,000
Annual Saving: £750 per full-time equivalent (FTE)

While £750 might seem modest, the impact scales quickly:

Across 10 roles, that’s £7,500 per year.
Across 20 roles, that’s £15,000 per year.

2. Candidate Attraction
The potential game-changer lies in candidate attraction. Because of how personal tax thresholds work, a part-time worker takes home significantly more per hour than a full-time worker on the same pro-rata salary.

Consider a 36-hour week at a £30,000 salary (£16.02 per hour):
Full-Time (£30k): With a typical tax and NI threshold of £12570 per year, they will pay tax and NI on 17,430, so take-home pay is roughly £13.41 per hour.Part-Time (£15k): Because they earn only slightly more than the threshold, their take-home pay jumps to £15.29 per hour.
The Result: The hiring client can attract a higher-level experience for the same budget. A candidate might accept a pro-rata salary of £30k for a part-time role because their actual “hourly take-home” is so much stronger.

So What’s the Real Value?
This approach helps organisations move away from “forcing” office attendance and instead design roles that naturally fit into people’s lives. By utilising the a part-time model, businesses gain:

Enhanced Talent: More experience and higher skill levels for the same spend.
Financial Efficiency: Reduced employer NI contributions.
Consistent Presence: A balanced office environment throughout the full week.
Built-in Resilience: Natural cover during holidays and reduced “key person” risk.

What are your thoughts? Could splitting roles help your team’s dynamic?

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Starbucks Scales Back AI Automation: A Win for Human Connection?

According to The Guardian, Starbucks has admitted that cutting shop staff in favour of automation has failed. The company is now planning to hire more baristas and roll back its push toward automation.

Is this a case of AI Automation being poorly implemented/used? Or is it early evidence that the human connection is simply irreplaceable?

Brian Niccol told investors: “Equipment doesn’t solve the customer experience that we need to provide, but rather staffing the stores and deploying with this technology behind it does.”

We are a people-based business, so we know where I stand.

We believe Society thrives on community!

We’re hard-wired for connections that can mentor, teach, help, and give us a sense of belonging.
Taking people out of roles where they bring empathy, knowledge, and presence doesn’t just reduce productivity! It erodes meaning and value in our work.

Where do you stand? Are we going down the wrong path?

What do you think the answer is?

Do you think Brian Niccol will turn Starbucks around? We think bringing people back to the front line is a good start!

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Headline from the FT from a month ago

Headline from the FT from a month ago -“Ministers are developing artificial intelligence tools to write CVs and covering letters for job seekers, as they seek to free up Jobcentre staff”

I can see the benefits, but for a bit of fun and to test what we might be seeing in the near future, I asked ChatGPT to create a CV for a fictional character, who might be under the guidance of the job centre.

Frankie “Four Fingers” McGeeInternational Logistics & Risk Mitigation Consultant
 London | Antwerp | New York
 +44 7700 123456 |  frankie.m@securemail.com |  LinkedIn: linkedin.com/in/frankie4f

Professional Profile

Results-driven logistics and asset transportation specialist with over 15 years of international experience managing high-value and sensitive shipments. Recognized for exceptional discretion, operational agility, and crisis management capabilities in fast-paced, high-risk environments. Proven expertise in end-to-end transport coordination, regulatory navigation, and risk minimization strategies. Adept at working with multinational teams and trusted by stakeholders across finance, private security, and discrete transport sectors.

Core Competencies

  • High-Value Asset Logistics
  • Cross-Border Transportation Compliance
  • Discreet Operations & Risk Management
  • Stakeholder Liaison & Crisis Handling
  • Secure Courier Protocols
  • Conflict Zone Navigation
  • Identity Management & Disguise Techniques (when required)
  • Situational Awareness & Improvisation

Professional Experience

Senior Logistics Consultant
Private Clients / Confidential Contracts (Europe, North America)
1992 – 2000

  • Coordinated secure, confidential transportation of high-value assets including gemstones, antiquities, and sensitive documents between Europe and North America.
  • Managed complex handoffs and transfers in high-security environments, often involving multiple intermediaries.
  • Developed alternative routing and identity protocols to mitigate risk and evade detection when handling sensitive materials.
  • Built and maintained trusted relationships with clients across various industries including private collectors, security firms, and financial brokers.

Specialist Risk Advisor
Independent Consultancy – Discreet Asset Management
1985 – 1992

  • Provided risk mitigation strategies for clients operating in volatile environments.
  • Advised on tactical logistics and emergency planning for high-net-worth individuals and organizations with complex security needs.
  • Oversaw real-time crisis interventions during asset transport disruptions and high-tension negotiations.
  • Implemented adaptive protocols in line with evolving global security standards and border compliance regulations.

Education

Certificate in Covert Logistics & Risk Mitigation
Private Academy | London, UK
1985 – 1987

Ongoing Professional Development

  • Conflict Zone Navigation (Field Experience)
  • Advanced Disguise & Situational Adaptability Training (Private Instruction)

Languages

  • English (Fluent)
  • Yiddish (Conversational)
  • Russian (Basic – operational use only)

Professional Affiliations

  • International Association of Covert Logistics (IACL) – Associate Member
  • Risk Management Society (RIMS) – Guest Contributor (Unofficial)

References

Available upon request or through secure verification channels.

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Recruitment, Targets and KPI’s but candidate experience is key

In the world of recruitment, targets and KPIs often dominate. Many companies focus on metrics like time-to-fill, cost-per-hire, and the number of applications received. While these figures have their place, one critical element is often overlooked – the candidate.

A positive candidate experience throughout the recruitment process isn’t just a “nice-to-have”—it’s a competitive advantage. In today’s digitally connected world, candidates have more options than ever, and how they feel during the hiring process can make or break their decision to join your company.

We are all familiar with the concept of first impressions matter, but the reality is every point in the process thereafter counts just a much! 

Empathy, understanding, fairness, transparency, consistency, and respect should be the foundation of every recruitment process. Yet, these essential qualities are often missing from both companies that hire directly and many recruiters.

And it doesn’t stop there. Consider how you handle:

  • What candidates see and read about your company online
  • The speed and efficiency of your processes
  • Clear communication and timely feedback
  • The experience of the many candidates you don’t hire – and what they might say about it

These factors are time-consuming, use a lot of internal resources, take up your time, and are non-negotiable if you want to attract the right people for your team.

At the end of the day, candidates are the future of your business. Don’t let exceptional people slip through the cracks by relying on the wrong recruitment methods or the wrong recruitment agency.

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the percentage of CV’s that contain AI

Yesterday I saw a post stating that 81% of social media posts now contain AI-generated phrases – which got me thinking about the percentage of CV’s that contain AI.
Depending on the survey I read, around 75% of CV’s in the UK are now AI-generated in some way. Amazingly this number is lower than in many other countries. But what’s even more striking is the trend of embellishing or outright lying on CVs.
I found an old survey dated 2018, from CV-Library that said that 54.8% of candidates admitted to lying on their CVs.
Again depending on the survey you read in 2024/25, that number has jumped to 63-70% with 90-96% of respondents saying their employer never discovered the lie.

I know you have to take stats on the internet with a pinch of salt but there seems to be a definitive trajectory which, is going in the wrong direction.

So what’s driving this?
Is AI making it easier to fabricate CV’s?
The cost of living pushing people to inflate their experience?
Is it peer pressure – to keep up with friends/next door?
A lack of access to affordable training to gain the necessary skills?
Is it desperation? Greed? Or something else?

Still fancy putting that advert out?
Having recruited for companies in Kent for 20 years (just kidding) it’s 19 years 230 days, you get to know the good, the bad, and those names that keep popping up.

You also learn how to ask the right questions in the right way to get to the truth.

That’s why every CV you receive from us isn’t just a match on paper – it’s been through a rigorous vetting process to uncover any hidden surprises.

Oh, and did I mention? We also offer a guarantee just in case.

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The Death of the Multi-CV Era: Who Really Benefits?

I spoke with a lady today and it got me thinking about the Death of the Multi-CV Era. She currently holds a dual role as an Executive Assistant (EA) and Assistant Project Manager (PM). She is very talented and ready to step fully into project management and run her own projects. The problem? There are no opportunities where she works, so she needs to look elsewhere. Fair enough.

A few years ago, she would have had a second CV that highlighted only her PM skills and experience. If she could present herself as a pure PM candidate on paper, I have no doubt she’d be landing interviews—and getting snapped up fast. But instead, she’s facing rejection after rejection. And I can see why.

Hiring managers will naturally gravitate toward candidates whose experience appears more directly aligned with their perceived needs. The EA element in her profile, instead of being seen as a valuable addition, is likely perceived as a dilution of her PM expertise.

Not long ago, super-talented people like her had multiple CVs, each emphasising a different skill set depending on the opportunity. These candidates were adaptable, very capable, and often brought unexpected value to their employers—sometimes skills and insights the company didn’t even realise they needed until they had them.

However, the shift from tailored CVs to a single LinkedIn profile has fundamentally changed job searching and hiring. Some argue this march toward a standardised talent pool is a good thing—but for whom?

The Old Way: Multiple CVs for Multiple Opportunities

  • Job seekers could easily tailor their CVs to highlight different skill sets for different roles.
  • Made it easier to emphasise transferable skills across industries.
  • Companies benefited from hiring versatile employees who could do more than just the job at hand.
  • Professionals had more control over their career trajectory, accelerating their growth.

The LinkedIn Effect: One Profile, One Story

  • Forces job seekers to present a single, all-encompassing professional identity.
  • Less flexibility—employers see the same version of you for every opportunity.
  • Encourages a linear career path.

What Companies Have Lost

  • Fewer of these multi-skilled, adaptable people are available (Or they are hidden behind a wall of standardised magnolia)
  • Less visibility into the full range of a candidate’s capabilities.
  • More “on-paper” hiring decisions, meaning strong candidates are overlooked.

What Companies Have Gained

  • Easier access to a standardized talent pool (though whether this is a good thing is debatable).
  • More consistency and transparency in hiring decisions.

What Job Seekers Have Lost

  • The ability to strategically shape their profile for different opportunities.
  • More difficulty in breaking into new industries without the relevant experience being front and centre.
  • Slower career progression due to a more rigid and linear job market.

What Job Seekers Have Gained

  • The ability to build a strong personal brand
  • Networking opportunities that a traditional CV could never provide.

The Verdict

Some will say that we have to adapt to this new hiring landscape. But I question whether this push toward standardisation is truly beneficial in the long run—for companies or job seekers. A system that favours neat, predictable career paths over diverse and adaptable talent might not serve us well in the future.

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This always surprises us….

As REC recruiter​s, we hear this countless times and this always surprises us: “I know someone who worked there, and they said it’s a terrible place to work.” It’s a sentiment that often leads candidates to dismiss opportunities based on secondhand stories. But this mindset could be holding you back or may mean that you miss out on a role that suits you.

Every Experience Is Unique

Work environments are complex. People’s experiences within the same company can vary dramatically based on their team, role, manager, or even their expectations. What didn’t work for someone else might be exactly what you’ve been searching for.

Perspective Matters

Sometimes, the person advising you had challenges that were more about them than the company itself. Maybe their skills didn’t align with the role, or they struggled with adapting to the culture. That doesn’t mean the company is a bad place to work—it just means it wasn’t the right fit for them. Maybe they are not as good as they say they are or want you to perceive them as. 

Companies Evolve

Organisations change. Leadership, policies, and culture can shift drastically over time. If the person you spoke to worked there years ago, their perspective may no longer reflect the current reality.

Missed Opportunities

By dismissing a role based on someone else’s opinion, you could miss out on a job that fits perfectly with your goals. A role with the potential to accelerate your career, teach you new skills, or introduce you to a good team might be passed over because of a single, potentially biased perspective.

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Medway City Estate: A Thriving Hub of Job Opportunities

Nestled in the heart of Kent, Medway City Estate stands as a beacon of business excellence and thriving job opportunities. This dynamic business park offers an exceptional working environment that attracts a diverse range of companies and talented people across multiple sectors.

Why Medway City Estate is a ​great ​​place to work!

Strategic Location
Situated just off the A289 and with excellent transport links, Medway City Estate provides unparalleled accessibility for businesses and employees. The estate’s proximity to major road networks and local amenities makes it an ideal location for companies and job hunters seeking convenience and connectivity.

Diverse Business Ecosystem
The estate boasts an impressive mix of businesses spanning various industries, including:

• Manufacturing and Engineering
• Logistics and Distribution
• Technology and Innovation
​• Construction• ​Professional Services
• Automotive Specialists
• Warehousing and Supply Chain Companies

Businesses on Medway City Estate benefit from:
– Modern infrastructure
– Flexible workspaces
– Collaborative business environment
– Robust local support networks

Why KHR Recruitment Specialists is Your Ultimate Recruitment Partner

For Companies:
KHR Recruitment Specialists offers tailored recruitment solutions specifically designed for businesses on Medway City Estate. Our deep understanding of the local job market ensures:
– Precise candidate matching
– Comprehensive talent acquisition strategies
– Extensive candidate database
– Sector-specific recruitment expertise

For Job Seekers:
We provide:
– Exclusive job opportunities within Medway City Estate
– Personalised career guidance
– Access to hidden job markets
– Professional interview preparation

The Perfect Synergy
Medway City Estate represents more than just a business park – it’s a dynamic ecosystem of opportunity. KHR Recruitment Specialists serves as the critical link between exceptional businesses and top-tier talent, ensuring both companies and professionals can thrive in this vibrant commercial landscape.

Whether you’re a business seeking top talent or a professional looking to advance your career, Medway City Estate – supported by KHR Recruitment Specialists – offers the perfect platform for success.

Contact KHR Recruitment Specialists today and unlock your professional potential in this remarkable business destination.

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Canterbury: A Vibrant Hub of Careers and Culture – Where History Meets Modern-Day Job Opportunities

Canterbury – A City of Rich History and Thriving Job Market
Canterbury is more than just a historic city; it’s a dynamic hub of job opportunities. From its ancient roots to its modern industries, Canterbury blends cultural heritage with an ever-evolving job market, making it a great place for ​people across diverse sectors.

The Historical Foundations of Canterbury’s Economy

For centuries, Canterbury has been a centre of economic activity. Dating back to Roman times, it served as a vital trading post. During the medieval era, the establishment of Canterbury Cathedral turned the city into a bustling hub for pilgrims, boosting industries like hospitality, textiles, and artisan crafts.

The city’s economic base expanded during the Industrial Revolution, introducing new sectors i​n manufacturing and printing. Today, Canterbury’s historical significance underpins its thriving modern economy.

The Modern Canterbury Job Market

Canterbury’s professional landscape is as diverse as it is vibrant. Key industries driving the local economy include:

  • Higher Education: Home to the University of Kent and Canterbury Christ Church University, the city is a centre for academic excellence and research.
  • Digital and Technology: A growing tech hub with opportunities in software development, IT services, and startups
  • Healthcare: A robust medical sector supported by local hospitals and healthcare providers
  • Tourism and Hospitality: Welcoming millions of visitors annually, Canterbury offers roles in hotels, dining, and travel services
  • Creative Industries: A hotspot for arts, design, and media
  • Professional Services: A wide range of career paths in legal, financial​ etc

Strategic Location and Connectivity

Located just an hour from London by train, Canterbury offers excellent transport links, making it ideal for professionals seeking access to the capital while enjoying a more affordable and relaxed lifestyle.

Unmatched Quality of Life

  • Lower living costs compared to London
  • Stunning historical architecture and green spaces
  • A strong sense of community and cultural vibrancy
  • Excellent ​opportunity for a work-life balance

Diverse Career Opportunities are available

From entry-level roles to executive positions, Canterbury’s job market caters to a wide range of professional goals.

KHR Recruitment Specialists: Connecting Talent with Opportunity

At KHR Recruitment Specialists we are your trusted partner in navigating Canterbury’s flourishing job market.

For Employers:

  • Access to a vast talent pool
  • Bespoke recruitment strategies and solutions
  • In-depth knowledge of the local industries and their trends
  • Streamlined candidate screening
  • Tailored solutions to meet your business needs

For Job Seekers:

  • Comprehensive job listings in Canterbury and beyond
  • Expert career coaching and personalized job matching
  • Assistance with interview preparation
  • Access to exclusive, hidden job opportunities

Why KHR Recruitment Specialists?

  • Local Expertise: In-depth knowledge of Canterbury’s industries and economy.
  • Personalized Service: A bespoke approach to recruitment tailored to your unique needs.
  • Extensive Network: Connections across multiple sectors.
  • Proven Success: A strong track record of successful placements and satisfied clients.

The Future of Work in Canterbury

As Canterbury continues to grow with investments in technology, infrastructure, and sustainable development, the city remains a beacon o​f job opportunities.

KHR Recruitment Specialists is proud to play a pivotal role in connecting skilled professionals with Canterbury’s most exciting opportunities.

Explore Your Potential in Canterbury Today

Whether you’re a business seeking top-tier talent or a professional looking to advance your career, Canterbury offers the perfect blend of opportunity, culture, and community.

Contact KHR Recruitment Specialists today and unlock the potential of Canterbury’s vibrant job market.

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Rochester: A Historic Industrial Job Market and Modern Employment Hub

Rochester, nestled in the heart of Kent, boasts a remarkable industrial heritage that has shaped its employment landscape for centuries. From its medieval roots to its contemporary professional environment, the city offers a fascinating journey through time for job seekers and businesses alike.

Historical Industrial Foundations

Rochester’s employment story begins with its strategic location along the River Medway, which transformed the city into a crucial industrial centre during the Victorian era. Industries such as shipbuilding, brewing, paper manufacturing, and engineering laid the foundation for Rochester’s economic growth.

Key Historical Industries:

  • Agricultural machinery and steam rollers
  • Paper manufacturing at local mills
  • Textile production
  • Brewing
  • Aircraft manufacturing

The Industrial Revolution’s Impact

During the Industrial Revolution, Rochester became a hub for technological innovation. Workshops and factories in the city attracted skilled workers from across the United Kingdom, earning a reputation for high-quality craftsmanship and industrial expertise.

Modern Employment Landscape

Today, Rochester has transitioned from its industrial roots into a diverse and dynamic employment market. The city now hosts a wide array of industries, including:

  • Technology companies
  • Professional services
  • Creative industries
  • Healthcare organisations
  • Digital marketing agencies
  • Advanced manufacturing firms
  • Logistics companies
  • FMCG firms

Why Rochester is an Exceptional Place to Work

Strategic Location:

  • Excellent transport links to London and the rest of Kent

Diverse Employment Opportunities:

  • Multiple sectors offering varied career paths

Quality of Work/Life Balance:

  • Beautiful historical surroundings
  • Lower living costs compared to London
  • Strong community spirit
  • Excellent work-life balance

KHR Recruitment Specialists: Your Gateway to Rochester’s Job Market

For both employers and job seekers, KHR Recruitment Specialists is the leading recruitment partner in Rochester. With deep local knowledge and an extensive professional network, KHR offers tailored solutions to meet your needs.

For Employers:

  • Targeted candidate sourcing
  • Comprehensive recruitment solutions
  • Insights into local job market dynamics
  • Expertise across multiple industry sectors

For Job Seekers:

  • Personalised career guidance
  • Access to exclusive job opportunities
  • Professional CV development
  • Interview preparation support

Why Choose KHR Recruitment?

  • Local expertise
  • Proven track record
  • Personalised approach
  • Comprehensive understanding of Rochester’s job market

Rochester represents a perfect blend of history and opportunity. Its rich heritage and vibrant professional landscape make it an attractive destination for businesses and individuals alike.

For those navigating Rochester’s job market, KHR Recruitment Specialists provide the guidance and support needed to thrive. Whether you’re an employer seeking top talent or a job seeker pursuing your dream career, KHR is here to help.

Discover your potential in Rochester today with KHR Recruitment Specialists.