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MorePeople 5 Questions
MorePeople 5 Questions - Gordon Flint
Gordon Flint spent 19 years as MD and Exec Chairman at Winchester Growers, which happened to be MorePeople's first client when we began 24 years ago!Gordon then started New Horizon Flowers 9 year ago, which is now one of the largest peony growers in the country.Here are Gordon's answers to our 5 Questions!What's the single biggest challenge facing our industry today?Climate change and its impact on crop production. In my lifetime the climate has changed dramatically with the rate of change appearing to gather pace in recent years. Are the recent extreme weather events, such as the current mild and wet winter, the new normal? What do you think the next big product/piece of tech will be?Robotics in crop production and processing. Bearing in mind my first answer, any robot needs to be able to cope with extreme weather conditions. I also feel that the robotics people need to be working much closer with geneticists. I see a lot of robots that mimic human action. Why not change the plant to make it much easier to harvest? Developments in technology in precision farming in its greater sense are having a huge impact on the way that we grow and harvest our crops and we are only at the beginning of the technology journey. What do you like most about our industry?I like the close connection with nature for example seeing wildlife in the fields, experiencing the changing seasons and the constant challenge that nature poses be it pests, diseases or the weather. What was your first ever job in our industry?Trainee adviser with ADAS, working in research and development. I couldn’t have gone on and developed my career without those years in ADAS. I was fortunate that at the time funds were more easily available and my Directors gave me free rein (or really didn’t know what I was doing!) What piece of advice would you like to give to your 21-year-old self?I wouldn’t change much but I would say get work/ life balance more in balance! Fortunately, I had a supportive family but now with Grandchildren, I realise how little time I spent with my children when they were young. Furthermore, I would say set up your own business earlier in your life than I did.
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Technical
IFST Food Innovation Forum
Yesterday Jordan, Harvey and Olivia attended the IFST Food Innovation Forum at The Excel in London, the first event held by the IFST that we have attended as Corporate Supporters. The morning included talks from Jack Bobo, Director of the Food Systems Institute at the University of Nottingham. Tom Hollands, Innovation & Technical Director of Raynor Foods and Geraldine Gilbert, Food Transition Lead UK & Europe, Forum for the Future. All three talks discussed the importance of innovation in the food sector for a better future. Tom Hollands gave examples about how Raynor Foods is already using innovation to reduce food waste whilst also reducing customer complaints. Jack Bobo's talk started with the question has innovation failed? He went on to discuss how far we've come in terms of innovation within agriculture and highlighted how diets have changed over the last half a decade and that health-related illnesses cost trillions of dollars globally to treat. He concluded that we must look holistically at what we eat and consume more foods that have a high yield percentage such as peas and beans to be able to feed the maximum amount of people with the smallest amount of land to stop deforestation and reduce world hunger. Geraldine Gilbert mirrored a lot of Jack Bobo's opinions in her session. She spoke about the 'bigger picture' and that we need to look at innovation for the food sector globally and not just in our own markets. In her opinion, climate change, nature collapse, inequality and poor diets, are why we need to innovate. After the morning session finished, there was the opportunity to network during lunch. We had some great conversations with people about the state of the current market, where the market is heading as well as giving some advice to students about CV skills and experience. The afternoon session was a panel session about 'Ingredients for an Innovation Ecosystem' and the panellists were Susan Arkley, Food Consultant and Lecturer, Foodier; Charles Banks, Director and Co-Founder, thefoodpeople; Charlotte Crowhurst, Owner and Patent Attorney, Potter Clarkson; Helen Taylor, Technical Director, ZERO2FIVE; Debbie Tully, Knowledge Transfer Manager, Innovate UK Business Connect. The team had a great day and enjoyed meeting people in the industry that without the network of the IFST we wouldn't have met! if you would like to find out more about how you can be a part of the IFST click here. If you would like to talk about vacancies within the industry or how the current job market looks, give our Technical team a call on 01780 480 530 or email info@morepeople.co.uk
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Horticulture Industry Survey 2024
After the success of our Salary & Benefits Survey, we're excited to launch our 2024 Horticulture Industry Survey! The survey is open to anyone who works in any function within horticulture, not just those who handle plants. By sharing your experience and opinions, you'll help us understand what's important to you and bring to light some of the pain points of the sector! The survey is completely anonymised and shortly after the deadline on the 31st of May has passed, a full comprehensive report of the findings will be available for you to download for free! Click here to take the surveyIf you have any questions, please don't hesitate to contact me on 01780 480 530 or email me sarah@morepeople.co.uk
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GIMA Day Conference
Last Thursday I had the opportunity to attend the annual GIMA conference at the wonderful Horticultural House. This event brought together industry leaders, experts, horticultural enthusiasts, and at least one recruiter! The event was a melting pot of ideas, discussions, and revelations about the ever-evolving landscape of the garden industry. Below are the key takeaways from a very informative and engaging day. Market Update and Predictions for 2024 Dave Denny, Director of Research and Insights at the Horticultural Trades Association (HTA), kicked off the conference by sharing valuable insights into the garden retail market. Here’s what we learned: Market Growth: Despite challenges, the garden retail sector continues to grow. The demand for green spaces, sustainable living, and wellness drives this upward trajectory. Predictions: Dave highlighted trends such as a decrease in homeownership leading to a decrease in the younger generation spending money on outdoor plant. As we move forward, expect the importance of environmentally friendly Garden Centres to increase as well as the value of gardens and green spaces. The Current Financial State of Global Retail Makers Mark Whiteley, Director at credit insurance brokers, and Fiona O’Brian, from TMHCC (a global provider of trade credit insurance), dissected the financial health of the market. Key points included: Retail Environment: The industry faces economic uncertainties, but resilience prevails. Retailers must adapt to changing consumer behaviours and embrace digital transformation. Risk Management: Credit insurance plays a crucial role in safeguarding businesses against financial risks. Understanding creditworthiness and managing cash flow are vital. E-Commerce as a Sales Channel Jack Cooper, Commercial Director at RT7, emphasized that e-commerce cannot be ignored. His insights: Numbers Don’t Lie: E-commerce is a game-changer. Exclusive stats from Amazon reveal the growing influence of online sales in the gardening sector. Adapt or Perish: Retailers must optimize their online presence, enhance user experience, and leverage data-driven strategies. Sustainability and the Journey to Net Zero Mike Burks, Managing Director of The Gardens Group, shared his commitment to environmental and sustainability principles. His garden centres prioritize eco-friendly practices. Cost vs. Impact: Sustainability initiatives come at a cost. Businesses must strike a balance between environmental responsibility and financial viability. My Biggest Takeaways Generational Shift: The retiring generation leaves a void. Younger people, burdened by housing affordability, show less interest in gardening. Owning homes remains a prerequisite for gardening. Sustainability Struggles: While sustainability is a priority, practical implementation isn’t always cost-effective. Businesses grapple with finding eco-friendly solutions without compromising product quality.
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How are workforce dynamics changing in 2024?
The nature of workforce dynamics has been continuously evolving, shaped by technological advancements, demographic shifts, economic changes, and evolving attitudes towards work. It’s important to understand the ever-changing nature of the workforce, and how it influences organisational performance. As a recruitment business, it’s our job to find the right candidates for your business that can fill the potential voids in these dynamics and this all forms a part of our strategies when filling your roles. Several key factors contribute to the changing landscape of workforce dynamics in 2024:1. Technological Advancements:Automation and AI: Automation and artificial intelligence are transforming the nature of work, automating routine tasks and augmenting human capabilities. This requires a workforce that is adaptable and possesses advanced technical skills. It’s not always about using AI in replacement of humans, but using it to make us more efficient humans!2. Remote Work and Flexibility:The advent of digital communication tools has facilitated remote work and flexible work arrangements. Organisations are increasingly embracing remote work options, leading to a more geographically dispersed and flexible workforce. More and more candidates expect flexibility now after the pandemic. You can read more on flexible working trends here3. Generational Diversity:A multi-generational workforce, consisting of Baby Boomers, Generation X, Millennials, and Generation Z, brings diverse perspectives, expectations, and work styles. Managing and leveraging this diversity is essential for fostering collaboration and innovation. You can read more on our take on this here 4. Gig Economy:The rise of the gig economy has led to a more transient and independent workforce. Many individuals are choosing freelancing or short-term contract work over traditional employment, impacting how organisations structure their teams.5. Focus on Well-being:o There is a growing emphasis on employee well-being, including mental health, work-life balance, and overall job satisfaction. Organisations are recognising the importance of creating supportive and healthy work environments.6. Skills Gap and Continuous Learning:Rapid technological advancements have led to a skills gap, where traditional skill sets may become obsolete. Continuous learning and upskilling have become crucial for employees to stay relevant in their roles and for organisations to remain competitive.7. Focus on Diversity, Equity, and Inclusion (DEI):There is a growing awareness of the importance of diversity, equity, and inclusion in the workplace. Organisations are actively working towards creating inclusive environments that value and leverage diverse perspectives.8. Rise of Purpose-Driven Work:Employees, especially younger generations, are placing a higher emphasis on working for organisations with a clear sense of purpose and values. Companies are aligning their missions with social and environmental responsibilities.Organisations that understand and adapt to these evolving dynamics are better positioned to attract and retain talent, foster innovation, and maintain a competitive edge in today's dynamic business environment.
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What are story circles and how can they help at interview
What are Story Circles and how do they relate to behavioural interview questions? Story circles help people answer behavioural interview questions. These questions require candidates to share situations they've been in and how they used their skills to obtain a positive outcome. These questions are asked to establish what motivates and drives candidates, how they think and act, and how they approach their work. The purpose is to determine if a candidate has the character traits required to align with the mission and values of the organisation – and therefore if they would complement the team, or not. What is the benefit of using a story circle? People approach job interviews in different ways, some prepare thoroughly, and others wing it. Being both over-prepared and under-prepared can cause unnecessary nerves if a question you didn't expect is thrown in. This leads people to rambling and not focusing on the result. This is where story circles can help. The aim is to create 7 or 8 story circles that can allow you to answer 50 or 60 different behavioural questions. But how is this done? 4 steps to creating your story circle. 1. Begin with practice questions.Start by thinking of a common behaviour-based question. If you can't think of any, Google is a good place to start. If you re-read the job description it might suggest what questions they might ask. For example, if the job description says something such as 'happy to work in a fast-paced environment' they might ask a question about a time when you encountered a task that needed a quick turnaround time. As a recruitment agency, we spend a lot of time looking at and writing job adverts, the job ad is almost like a cheat sheet for the interview! 2. Be a STARWe have recently discussed this method - read the blog here. Situation, Task, Action, Result. This is how you start to collate your story, make sure you have a clear structure with emphasis on the result. Context is important but the result is what the interviewer really wants to know about. 3. Actually create your story circle.Put pen to paper and think of a word or symbol that will jog your memory. After you're happy with your word or symbol, draw lines around your word or symbol and think about all the different types of behavioural-based questions this one story can answer. If it can't answer at least 4 different questions, you need to reword or get rid of it. When you have a story that you're confident can answer more than four questions, it's now time to flesh it out a bit. What is meant by this is to think about your story and what parts of it you can emphasize to answer different questions. Here’s an example: The interviewer asks 'Tell me a time when you improved a process or system, how did you go about this and what was the result?' If you were interviewing for a project manager role, you would focus your answer and emphasize the steps you took and how you laid out your plan. Alternatively, you could also use the same story for a leadership role but instead of focusing on the steps you would use your story to discuss the dynamics of the team and how you led people according to their strengths. 4. Write more stories But not so many that you can't remember them! Look at the job description for an upcoming job interview and see if you can figure out what they might ask.As a recruitment agency, candidate interview preparation is part of our service for candidates. If you're looking for your next opportunity in the food, fresh produce, horticultural or agricultural sectors please get in contact by calling 01780 480 530 or email info@morepeople.co.uk