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​We recently caught up with Emily, a Recruitment Consultant within the Horticulture Industry, after completing her first year at MorePeople! From understanding the industry language to applying growing tips and tricks to her own garden, here's a look back at some of the takeaways that shaped Emily's first year.What's been your biggest growth moment so far?Learning to speak the horticultural language and developing a mental map of all the key players in our sector... and being able to keep up in conversations. When I first started, I felt like I’d never be able to hold my own; now I often feel like that scene of Charlie Day in It’s Always Sunny in Philadelphia in front of the crazy evidence wall. Has there been a role you have worked on that really surprised you? Was it not as you expected?Roles in seed breeding never fail to surprise me. I’ve had the opportunity to help candidates prepare project proposals for genotyping in parsnips previously, and while I can’t offer technical advice, I always find my eyes opened to the incredible amount of work that goes into producing our food. I feel very fortunate for the insights we can gain as honorary members of this industry.Has working in Horticulture recruitment changed your hobbies – are you a plant mum now? Or has it unearthed any unexpected personal growth?The month I started with MorePeople was also the month I was able to get to work on the garden in my new house so I think I was always destined to take the job home. I absolutely love picking up tips from different growers and applying them to my own plants, although I’m definitely still much more successful with veg than orchids. If you were a plant, what would you be and why?!Probably mint because I smell nice, but I’m incredibly invasive and like to know all of your secrets.What are you most looking forward to in year two?As we know, Horticulture is an incredibly seasonal business, and I’m really excited to be entering the summer with some more experience and connections this year! I plan to be out and about visiting as many people as possible and attending all of the trade shows that I can squeeze in. On that note if you are considering your career options or curious about the Horticulture market, drop me a message! I'd be more than happy to schedule a confidential chat about how I can help in your next adventure.Click here to contact Emily.📞01780 480 530📩 emily@morepeople.co.uk​

​Deciding whether to work with a recruiter or apply directly can significantly impact your job search experience. There are notable pros and cons to each, and below we try to outline what these are and what should be considered before you decide which route to take. ​Working with a Recruiter​Pros:Industry Expertise: A well-connected recruiter has real insight into company culture and performance, warts and all. A business is unlikely to advertise shortcomings and faults, and recruiters who’ve placed roles with this business and subsequently know people inside said business, can give you a sober and balanced snapshot of the truth, compared to the rose-tinted view a business may advertise – meaning you’re more likely to go for jobs that suit you personality and culture wise. Access to Hidden Opportunities: Many businesses use recruiters to fill roles they can’t advertise publicly, giving candidates exclusive access to jobs. Confidential role replacements or simply controlling their market reputation – there are various reasons why a business won’t want to openly advertise their positions. Working with a recruiter can give candidates access to a hidden market. Tailored Support: Not everyone needs this, but a surprising number do. It’s not a competency or seniority issue – some people just don’t make the best decisions during what’s an objectively emotive period and often shoot themselves in the foot or harm their chances of securing a role... I’ve seen this across the board from graduates all the way through to CEO’s. From someone who’s run over 400 recruitment processes, there are non-obvious dos and don’ts that can be the difference between securing a role or not. Networking Opportunities: It’s in our interest to give you access to our industry connections. Open doors to opportunities that otherwise would’ve remained closed. Take this with a pinch of salt, however, there needs to be trust in our relationship for us to leverage our reputation with our clients. If we get the impression we can’t, we’re unlikely to put our name on the line for you. ​Cons:Less Direct Control: Your recruiter acts as an intermediary, so you may not always have direct communication with the employer. This can be a drawback for those who like to feel in control. Having said that, an intermediary can help soften some of the more pointed interactions like salary negotiation. Limited Scope: If the recruiter specialises in certain areas, they may not have opportunities that align with all your career goals. The trend in our industry is to niche down as much as possible, so you’ll need to seek out the relevant recruiter for what you’re looking for. ​Applying Directly​Pros:Direct Relationship: Applying directly lets you establish immediate contact with employers and showcase your enthusiasm. This can help assuage any doubts about your commitment to a role. Full Autonomy: You control every aspect of your application process, from tailoring your CV to negotiating terms. You’ll be the first person to know about any movement in your process, as long as the client is readily staying in communication with you. ​Cons:Time-Consuming: Searching for roles, customising applications, and managing follow-ups can be labour-intensive. Your conversion rate from applications to securing an offer can vary widely, but assume it’s low (sub 20%). Therefore, volume is your friend. You need to be in multiple processes and constantly have your finger on the pulse of the job market. Which is both time-consuming and emotionally draining. Limited Insights: Without insider knowledge, understanding company cultures and expectations can be challenging. There’s a degree of shooting in the dark unless you: intimately know that business, have past experience with them or have trusted contacts who have worked there previously. ​Both approaches have their merits. For a balanced strategy, consider combining both methods to maximise your opportunities. This conversation skews somewhat the further you get in your career, with the majority of senior roles recruited without advertisement. But for the start/middle of your career, if you can find a recruiter you know, trust and like, it can be a useful tool in your toolkit to accelerate career progression and find the best opportunities on the market for you. ​

Every Easter and Christmas, UK supermarkets compete in headline-grabbing price cuts on seasonal vegetables, slashing staples like carrots, parsnips, and potatoes to as little as 8p per bag. Asda, Aldi, and Lidl have all participated in what’s now an annual ritual of “veg wars,” designed to drive footfall and demonstrate value to shoppers.This Easter was no different. As reported by Fresh Produce Journal, retailers dropped the price of popular Easter veg to 8p again, with Asda offering 1kg of carrots, 500g of parsnips, and swedes at rock-bottom prices. “We want to help our customers enjoy the Easter celebrations, and by dropping the prices on key Easter veg, they can pick up everything they need for an Easter roast without worrying about the cost,” said Asda’s fresh produce buying manager Ade Adepitan.But behind the attractive prices lies a growing concern within the industry: what are these discounts doing to consumer expectations, and who’s absorbing the real cost?“It comes at a cost,” says one Lincolnshire grower in The Guardian, responding to similar promotions at Christmas. “The reality is that these campaigns erode the value of vegetables in the eyes of consumers and put massive pressure on growers.”Supermarkets often clarify that they bear the brunt of these promotional campaigns. An Asda spokesperson told The Grocer, “These promotions are funded by the supermarket as part of a wider investment in keeping costs low for families.” They are quick to assure that growers are not paid less and that farmgate prices remain unaffected.But that doesn’t tell the whole story. While the price paid per unit may not change, the ripple effect is hard to ignore. Producers operate in a market where perception shapes value. Regular 8p promotions shift what shoppers expect to pay for produce – and what they believe it's worth. When prices return to normal, it’s no surprise that demand can take a hit.The British Growers Association and the NFU have both warned about the long-term impacts of such pricing tactics. “These price cuts might not come directly out of farmers' pockets today, but they do set a dangerous precedent,” said NFU horticulture board chair Martin Emmett. “Margins in fresh produce are already razor-thin. When we devalue veg like this, it chips away at already fragile supply chains.”The statistics support this concern. According to The Guardian, the area of land dedicated to potato production in Great Britain has dropped 20% over the last five years. Growers are scaling back operations or leaving the sector altogether due to rising costs and unpredictable returns.Add to that the ongoing labour shortages, high input costs, extreme weather events, and increased compliance burdens, and it’s easy to see why many in the industry are anxious.Yes, these promotions bring shoppers through the doors, but at what cost to the long-term sustainability of the UK’s fresh produce sector? Supermarkets may frame it as a loss-leading investment, but unless that loss is truly internalised, someone else – most often the grower – ends up footing the bill indirectly.“The weekly shop is already a stressful task for many,” writes The Guardian. “But encouraging expectations of extreme discounts risks pushing suppliers further into the red – or out of the industry altogether.”If we want a future where British-grown veg continues to be available, we need pricing models that reflect the true cost of production, not just what looks good in seasonal marketing. Retailers, suppliers, and policymakers must collaborate to strike a balance between affordability for consumers and viability for those who grow our food.For a resilient supply chain, valuing the work that goes into produce needs to be paramount - because it’s not only about what veg costs today, but whether the supply chain behind it will still be standing tomorrow.I sit on the Operations desk here at MorePeople, and being fully immersed in the Food & Fresh Produce Industries, I frequently hear how trends and ploys are affecting those working in the industry. Want to discuss your next career move within the sector? Or looking to expand your team? Get in touch with me to find out how we can help!☎️ 01780 480 530📩 india@morepeople.co.ukContact me 

​1.What motivated you to join MorePeople 15 years ago as a recruitment consultant? I’d relocated from London and had half a dozen years in recruitment, and I’d developed a skillset for scaling recruitment teams. The opportunity was ripe at MorePeople, and it was clear that we’d mutually benefit from the knowledge I possessed. It felt like I could make a difference, and my personal and professional values matched those of Guy and Peter2. Did you ever imagine you’d become CEO when you first started? Without sounding conceited – yes. I think that you must believe if you want to make things happen. Let’s not forget, I’m only the CEO of a small (currently 😊) recruitment company, so it’s not like I’m a FTSE 100 CEO, but then again, I’m not at the end of my journey. I’ve had to stay patient and accept that there was a lot to learn – and there still is! I have found out that I love learning, and I will keep that up. Every day is a school day.3. What’s been the most significant change at MorePeople since you joined? There have been a lot of changes! I think that we’ve accepted and appreciated that we are a recruitment company. Obviously, we’ve always been a recruitment company, but I think that we have embraced more and more what this means, in terms of our offering to candidates and clients but also to our employees. Our new (well, it’s not so new anymore – we’ve been here three years) office is an example of this. It’s poles apart from the office we had for the first twelve years of my employment at MorePeople and the new space lives and breathes what we are all about – we’re proud of the environment and the people. It’s collaborative and inspiring. And fun, yet professional. It’s a hard balance to strike, but I think that we have got it right. I also really enjoyed project managing the development of this site.4. What core values have stayed consistent throughout your journey to CEO? Fairness, and a drive to seek improvement, constantly. On everything. And leading by example.5. What’s one piece of advice you would give to your younger self just starting out in recruitment? Work hard. Talk to a lot of people. Attend events and really marry the industry you work in.6. What has been the most rewarding moment of your career so far? Moving into this new office and seeing the company and the people who work here ‘come to life’ – it also led to some pretty quick growth. It seems such an obvious move looking back but at the time, I’ll admit, there were some nerves there.7. What challenges did you face moving from consultant to leadership roles? You’ve got to prove that you can add more value in a leadership role than you did when you were a consultant. It’s very black and white when you’re a consultant, but less so perhaps when you’re a leader. The proof that you’re adding value is tougher to see sometimes and your success is in some way down to the performance of the people you’re leading. The leadership role is nuanced and requires patience and empathy (traits that I have to consciously work on all the time!)8. What qualities do you think are essential for someone aspiring to move into leadership? Realistic optimism and level-headedness. You’ve got to be positive all the time (but realistically so). No one wants to work for a mood hoover or a lunatic who is up and down all the time. The team want to trust in a safe pair of hands at the helm and be inspired and believe that we’re on the right path.9. How has the recruitment industry changed since you joined MorePeople? Honestly, not as much as people think. It’s more competitive – there are a lot more agencies. But to be honest, I’m using a lot of the same systems I was 20 years ago (though they have had updates 😊). It’s always been about hard work, building relationships, being top of mind with clients and candidates and building useful knowledge and insight for the sector.10. What are you most proud of achieving as CEO? I think getting to a point where our founder(s) trust that I am on top of everything. Obviously, I benefit from a team of Directors who add tonnes of value, but I’ve earned the trust and respect (and therefore have permission) to make decisions on how to run the business day to day. It’s scary and mistakes get made (that’s how you learn), but broadly speaking, we’re doing great. I’m also proud of the fact that I don’t have impostor syndrome anymore. I’m a CEO. And perhaps others are better placed to comment, but I believe I’m good at it.11. What’s one thing about being CEO that you didn’t expect when you first took on the role? Maybe I didn’t expect this, or maybe I did. The job is never finished. All you do is move the bar higher. What used to be an aspirational target simply becomes the norm. You solve a lot of problems but then more crop up. I now realise that the goal (in life or as a CEO) is not to have no problems, the goal is to have good problems. The work is never done.12. How do you stay motivated and inspired after 15 years with the company? I think in chapters. It’s not the same job or the same company as it was when I started or even after I’d done five or ten years. And it won’t be the same job or company in five years’ time. Each chapter has its own unique feel, and life outside of work also dovetails with its chapters (kids, house moves, new interests, new friends, new fashions etc etc)13. What role does company culture play in MorePeople’s success, and how do you maintain it? It’s huge. Some elements need maintaining, a lot of elements evolve and plenty of new elements get created. Whilst keeping the inalienable core values, we must move with the times and adapt to keep engagement with the team and stay relevant to the clients and candidates. I am a sponge (perhaps some might say a great plagiarist) for new ideas. I love being inspired and then tweaking a new idea to give us an edge on the competition. Some new initiatives land better than others but that’s part of the fun, I guess.14. What’s your vision for the next 15 years of MorePeople? 15 years is a long time. We can achieve a lot in the next 5, never mind 15. I think that we’ll become absolutely fundamental in our sectors – you won’t be able to work in them without knowing that MorePeople is the recruiter of choice. I expect that we’ll have gone international with additional offices in the UK and overseas – same core markets, but there are a lot of clients and geographies we aren’t currently servicing. The career opportunities that we’ll create for our team will be massive. We’ll have more shareholders, loads more directors, tonnes of managers and a whole host of roles that don’t currently exist in our structure. It’s going to be mega to make it happen.15. If you could sum up your journey in three words, what would they be? Grateful for it 

​As an engineering recruiter, I hear a wide range of stories from people working across the sector—some smooth, some full of twists, and others that offer a fresh perspective on where the industry is heading.Anna’s journey into engineering is one of those stories. Soon to be starting as a Maintenance Engineer at a manufacturing company, we sat down to chat about her background, her experience as a woman in a traditionally male-dominated field, and what she thinks the industry can do to better support future talent.Her path into engineering wasn’t straightforward, but it’s exactly that lived experience that makes her story so valuable. Whether you’re just starting out or you're looking at how to bring more diversity to your team, there’s something in here worth paying attention to.From Farm Life to Fault-FindingAnna’s hands-on skills started early. Growing up on a farm gave her a natural love for practical work, with her dad working as an electrical engineer and her brother going into mechanical engineering—it was a career path that felt both familiar and exciting.“It was a good, solid career to go into. I had the passion, and I’d seen my dad and brother go down similar paths. It just made sense.”Like many engineers, her journey didn’t follow a textbook path. She began A-levels, realised they weren’t for her, and missed the enrolment window for her preferred apprenticeship. Anna ended up taking a business apprenticeship with an engineering firm but knew it wasn’t the right fit.“I wasn’t interested in business—I knew I wanted to be on the tools. I left after six months and moved on to Kimberly-Clark. That’s when things really started clicking into place.”Kimberly-ClarkAnna spoke really positively about her time at Kimberly-Clark. While her direct team was male-dominated, she saw women thriving in engineering roles across the site. More importantly, the business actively pushed for diversity. “They were genuinely supportive. If you were keen and willing, they gave you real responsibility. I felt pushed—in a good way.”Advice to Women in the IndustryI asked Anna what advice she’d give to other women coming into engineering, especially those starting apprenticeships. Her answer was spot on:“Some people still have the mindset that engineering is just for men—but times are changing. You’ve got to use that as fuel, not let it hold you back. Technology’s moved on too—it’s not about brute strength anymore. It’s about being smart, capable, and passionate.”While Anna feels the tide is turning, she believes companies need to keep challenging outdated views—especially from older generations still in the workplace.“Employers need to be proactive. It’s not enough to say you support diversity—you’ve got to show it in how people are treated, trained, and promoted.”Why Her Story MattersPlacing Anna in her new role felt like more than just ticking a box—it was helping someone continue a journey she’s worked hard to build. And for me, stories like Anna’s are a reminder of why championing inclusion in engineering is so important.She’s not an exception—she’s part of a new generation shaping the future of the industry.Are you an engineer ready for your next move—or an employer looking to build a more diverse team? Let’s talk. I’m always happy to chat, share insights, or help you take the next step.

As a Recruitment Consultant within the Rural Sector, I spend a great deal of time discussing certain barriers and challenges that our clients may be facing. Recently, I have been speaking with Poultry Farmers, and the same topic is brought up without hesitation…bird flu. It is clearly having a major impact, so I thought it was a good time to collate together how bird flu is affecting the food and agriculture sector and subsequently how recruitment is moulding to the unique needs of the poultry industry.The Current Picture in the UKBird flu or Avian Influenza has been dominating headlines for good reason. The virus has continued to affect both wild and domestic bird populations. More recently, it has even been detected in other species. In March 2025, The Guardian reported the world’s first known case of bird flu in sheep, and just a month earlier, four seals were found dead from the virus along the Norfolk coast. The boundaries of this disease are evidently shifting.Back in November 2024, the UK government confirmed the presence of the H5N5 strain in commercial poultry, triggering culling and the creation of protection zones. The following February, the country faced a grim milestone — seabird populations in some areas had dropped by as much as 75% due to the virus. This sharp decline underscored just how deeply bird flu is affecting wildlife, farming, and biodiversity.The Current Biosecurity Landscape (as of April 2025)To combat the ongoing threat, the UK government has implemented several wide-reaching biosecurity measures:Avian Influenza Prevention Zone (AIPZ): The entire UK is under this zone, requiring strict biosecurity protocols for all bird keepers.Mandatory Housing Measures: Certain regions (including Norfolk, Lincolnshire, Yorkshire, and more) require all kept birds to be housed indoors to prevent wild bird contact.Enhanced Biosecurity Protocols: These include rodent control, disinfection procedures, using protective clothing and equipment, and limiting access to bird areas.DEFRA continues to advise vigilance, urging bird keepers to monitor for symptoms and report any concerns immediately. Despite the low public health risk, authorities are closely monitoring the situation in case of virus mutations that could increase human transmission risk.Operational and Economic Consequences on Businesses:The outbreak of bird flu has resulted in hundreds of thousands of birds being culled, affecting both egg and meat supply. This, in turn, has increased consumer prices and catalysed supply chain disruption. Housing orders, pest control, and additional protective equipment have created a real financial burden, especially for smaller producers. Additionally, export restrictions and insurance difficulties have already added pressure on stretched operations. Not to mention labour and welfare issues…staff shortages, mental strain, and animal welfare concerns are increasingly common as birds are kept indoors for extended periods of time.Vaccination: Is It the Future?Vaccination is a hot topic right now, with countries like France, China, and the Netherlands making strides in mass poultry vaccination strategies. Notably, the Dutch government began a pilot vaccination program in March 2025 following the promising field trial results, which showed that vaccinated birds remained disease-free and did not transmit the virus.Still, there are caveats: vaccination can complicate surveillance efforts and affect export eligibility, so countries like the UK and U.S. are proceeding cautiously.What Does This Mean for Recruitment?All of this change — from disease control to vaccination strategy — is having a real impact on recruitment within the poultry industry. We are seeing candidates who are skilled in Biosecurity, managing disease risk, adhering to safety protocols and implementing prevention strategies are highly sought after. Moreover, professionals who display a range of operational flexibility are also in demand. With the uncertainty of bird flu, Farm Managers are looking to hire those who are open to flexibility and not scared of change. In particular, changes in regulation or environment, like shifting from the outdoor to indoor housing of animals during outbreaks is key. With instances of bird-to-human transmission, such as the confirmed case of H5N1 in a UK poultry worker in January 2025, there's a growing emphasis on training, PPE use, and occupational health policies. Candidates must be aware of this and be willing to undertake efficient training.Unfortunately, the negative implications of outbreaks and culls can lead to temporary layoffs or a reduced hiring demand. As the situation continues to evolve, so too does the type of talent the industry needs. It's more important than ever for employers to hire not just for experience, but for resilience, awareness, and adaptability. On that note, if you do need assistance in hiring talent who will be equipped for what the future may hold, please reach out to me! ​Rachel Richardson | Rural Recruitment Consultantrachel@morepeople.co.uk07701 387 732Contact meGet to know me