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​Recently, our Horticulture team, Sarah, Kieran, and Emily, stepped out of the office and hit the road for an exciting adventure. Over the course of seven days, they embarked on two action-packed trips, covering over 800 miles and 11 client visits! Immersing themselves in horticulture advancements, networking, building key relationships, and more, the team had a truly productive seven days and left with invaluable discoveries.From ornamentals to protected salads, soft fruits to vines, Sarah and her team had the privilege of meeting incredible growers whilst learning more about their operations. They could see first-hand where the magic happens, and this research provided them with even more industry knowledge, supporting them in placing the best possible candidates with the best possible clients! The team are always looking for new ways to stay up to date with Horticulture news, allowing them to continue supporting their clients.Key visits included Tangmere Airfield Nurseries, Double H Nurseries, Farplants, Fleurie Nursery, Orion Future Technologies, S&A Produce and Oakover Nurseries!With 22 hours of driving, two days spent in Chichester and another two in Kent, the journey was demanding but undoubtedly rewarding, leaving the team with fresh perspectives and strengthened relationships. In the ever-growing industry, where will the horticulture team visit next?Want to learn more about recruitment in the Horticulture sector? Get in touch with us, we'd love to hear from you!Sarah Want| Team Manager | Sarah@morepeople.co.uk​​​

If you’ve ever worked in retail, you know the routine: long hours, repetitive tasks, and dealing with customers who are sometimes less than patient…But what if there was a retail job that offered a more enjoyable environment, better work-life balance, and the chance to work with something truly rewarding? That’s where garden retail comes in. Working in a garden centre isn’t just about selling plants—it’s about being part of a growing, industry that connects people.Here’s why it’s worth considering over a traditional retail job.A garden centre is often filled with fresh air, natural light, and the calming presence of plants. Most retail jobs are set in busy shopping centres or big-box stores filled with artificial lighting, loud music, and endless aisles of products. Spending your day surrounded by greenery can be a huge mood booster compared to working in a crowded, stressful store.In regular retail, customers are often in a rush, focused on getting in and out as quickly as possible. But in garden retail, most customers are passionate about their plants and excited to learn more. Whether it’s helping someone pick out their first tomato plant or advising on the best flowers for a shady yard, the interactions feel more rewarding. You’re not just selling a product—you’re helping people create something beautiful!Garden retail has also evolved beyond just plants. Many garden centres now offer a wide range of products, including homewares, outdoor furniture, garden décor, and even fashion. Customers are often coming to a Garden Centre to a day out, they take their time and wonder around many of the products.This diversification means employees get to work with an exciting variety of products, from high-quality candles and kitchenware to outdoor lighting and seasonal decorations. If you enjoy home and lifestyle trends, garden retail offers the perfect blend of nature and design.Instead of just stocking shelves or scanning barcodes, garden retail gives you the chance to learn about plant care, soil types, pest management, and landscaping. This knowledge isn’t just useful for the job—it can be applied in your own life, whether you want to start a garden or simply take better care of your houseplants. Plus, many garden centres offer opportunities to attend workshops and further develop your expertise.If you hate the idea of standing behind a till all day, garden retail offers a more dynamic work experience. You’ll be moving around, lifting bags of soil, watering plants, arranging displays, and sometimes even working outside. It’s a job that keeps you on your feet and engaged, which can be far more enjoyable than standing in one spot for hours.Unlike the high-pressure environment of a department store or fast-paced food chain, garden centres often have a more laid-back feel. There’s less of a push for aggressive sales, and employees tend to share a genuine interest in gardening and outdoor living. It’s the kind of place where customers are more likely to appreciate your help.Many people assume that garden retail is just a seasonal job, but it isn’t! Whether it’s moving into management, specialising in horticulture, the skills and experience you gain can lead to a fulfilling long-term career. Plus, as sustainability and gardening become more popular, the demand for knowledgeable professionals within the industry is only growing.If you’re looking for a job that’s less stressful, more rewarding, and full of opportunities to learn and grow, garden retail is a brilliant option. It’s a chance to work in a pleasant environment, engage with passionate customers, and develop skills that can benefit you for years to come. So next time you’re looking for a new opportunity- have a think and consider working in garden retail—you might just find it’s the perfect fit for you!

​In the UK's food manufacturing and fresh produce supply sectors, women have historically encountered significant barriers to advancement. Despite comprising a substantial portion of the workforce, their representation in leadership roles remains disproportionately low. This underrepresentation not only stifles diversity but also hinders the industry's potential for innovation and growth.Breaking the Glass Ceiling in Meat ProcessingThe meat industry, traditionally dominated by men, has seen a gradual yet impactful shift as women ascend to influential positions. Figures like Rachel Griffiths, Chief Commercial Officer at Pilgrim’s UK, and Penny Tomlinson, Managing Director of Fairfax Meadow Europe, exemplify this change. Their leadership challenges cemented norms and paves the way for a more inclusive future. However, these success stories are exceptions rather than the rule, highlighting the persistent gender disparities within the sector.According to a 2023 report by Meat Business Women, women accounted for only 33.5% of the sector's total workforce, a decline from 36% in 2020. The report also highlighted that only 14% of executive roles in the industry were occupied by women, illustrating the scale of the challenge in achieving gender balance.Advocacy and Networking: Catalysts for ChangeTo address these gaps organisations such as the Women in Food and Farming Network and Meat Business Women have emerged, offering platforms for mentorship, networking, and professional development. Meat Business Women, in particular, have been instrumental in driving gender balance within the meat and food supply industry. Through leadership development initiatives, industry-wide benchmarking, and strategic partnerships, the organisation aims to create a more equitable workplace for women at all levels.As a female recruiter specialising in the food and fresh produce sectors, I spend the majority of my time talking to men. While many are supportive of gender diversity, it’s clear that there’s still a long way to go in creating environments where women feel truly valued and have equal opportunities to progress. Seeing more women rise through the ranks isn’t just inspiring—it’s necessary for the industry's long-term success.Corporate Initiatives: A Step ForwardSome companies are proactively championing gender diversity. For instance, MWW, a prominent player in the fresh produce sector, has demonstrated a commitment to supporting women in leadership. By hosting women-led businesses from Kenya and Rwanda through the SheTrades Commonwealth+ Programme, MWW highlights the importance of global collaboration in empowering female entrepreneurs. Similarly, Tesco has partnered with Meat Business Women in a strategic effort to accelerate gender balance and inclusion across its meat and wider food supply chain, setting clear expectations for diversity among its suppliers.ConclusionWhile the UK’s food manufacturing and fresh produce supply sectors have witnessed commendable strides towards gender inclusivity, the journey is far from complete. The industry must move beyond token gestures and implement systemic changes that promote equity. By amplifying women's voices, fostering supportive networks, and holding organisations accountable, we can cultivate a more diverse and dynamic food industry that benefits all stakeholders.

Luan has officially been with MorePeople 13 years! Many of you know her for her expertise in Technical Recruitment, Luan answers 13 questions looking back over her 13 years of recruitment...​1. ​What’s been the biggest change in technical recruitment for the food industry over the past 13 years? Adaptability is key – The UK food / fresh produce sector faces constant shifts (regulations, consumer trends, supply chain issues), so hiring people who can evolve with this fast-paced industry is crucial. ​2. What’s one lesson I’ve learned that still guides me today? Life comes with its fair share of unpredictability. Some things are within your power to change, while others aren’t worth stressing over. Focusing on what you can influence usually leads to better decisions and less frustration. ​3. How has the industry evolved in terms of skills and qualifications needed? Experience can often outweigh formal education, especially in hands-on roles. The increasing demand for HACCP & Food Safety Qualifications aligns with the industry's growing focus on compliance and quality assurance. Retailer-specific requirements for customer-facing roles also highlight how tailored recruitment has become. ​4. What’s one piece of advice I’d give to someone just starting out in technical recruitment? Understand both the role and the industry inside out. Technical recruitment isn’t just about matching CVs to job descriptions—it requires a deep understanding of the skills, qualifications, and regulatory requirements specific to each role Building relationships with both clients and candidates helps bridge the gap between technical needs and cultural fit. ​5. What’s the most rewarding placement I’ve made, and why? Well as you can imagine I have done several placements over 13 years and it isn’t always about the fee (although that does help!) I think if people have been through a tough time for example being made redundant and are keen to find a role, it's always rewarding and they are so very grateful for the help and support you have given. ​6. How have candidate expectations changed over the years? Since COVID, candidates have become much more focused on hybrid and remote work options, and while these options were widely offered during the pandemic, it seems like many businesses are now reverting to office-based roles or removing hybrid work from contracts altogether. ​7. What role or project am I most proud of working on?I’m proud of all the roles I work, maybe the most challenging ones make me feel prouder, whether that’s down to the location or just a shortage of candidates in the current marketplace. ​8. What’s one challenge I’ve overcome that shaped my approach to recruitment?You are never going to fill 100% of the roles you work, they could go internally, be put on hold, have a direct applicant etc but as long as you have given it 110% you can’t do anymore. ​9. How has networking within the food industry evolved since I started?LinkedIn & Industry Platforms are used so much more now. More professionals and employers now connect via LinkedIn and sector-specific platforms, making online engagement just as important as in-person events. Virtual Events & Webinars: Since COVID-19, many industry conferences and networking events have moved partially or fully online, increasing accessibility but reducing face-to-face interactions. ​10. What trends do I predict will shape the next 13 years of recruitment? Looking ahead to the next 13 years, the shift toward experience and skills-based recruitment will accelerate, with more companies prioritising hands-on expertise over formal education. An ageing workforce, declining birth rates, and tighter immigration policies will all lead to skills shortages, especially in technical there is a lack of talent coming through. Companies may need to offer better incentives and invest in training more. ​11. What’s been the most surprising change in candidate demographics or skill sets? ​There has been a noticeable decline in candidates entering the food industry, as they feel it is long hours, shift work, cold environment and can be very stressful. ​12. What’s one thing that hasn’t changed at all in recruitment, despite industry evolution? One thing that hasn’t changed in recruitment, despite all the industry evolution, is the importance of human connection. No matter how much technology, AI, or data-driven processes have improved hiring, recruitment is still fundamentally about people hiring people. Employers want to connect with candidates who align with their company culture, and candidates want to feel valued, heard and understood. ​13. What motivates me to keep doing what I do after 13 years?After 13 years in recruitment within the food and fresh produce industry, my motivation comes from a combination of personal fulfilment, and the impact I have on both companies and candidates. Helping candidates find their ideal roles and assisting companies in securing top talent is a rewarding process. Over time, seeing the positive changes in people's careers and helping businesses grow through the right hires can fuel a sense of purpose, when candidates come back to you and are turned in clients because they enjoyed the process as a candidate. ​Want to catch up with Luan? Find her contact details here!

​In a recent survey, we discovered that 8 out of 10 HR professionals feel isolated in their roles, particularly those in standalone positions. With constant changes in Employment Law, it can be difficult to stay informed and connected. FREE Employment Law & HR Challenges SessionWe are delighted to be welcoming Jennie Beasley, founder of Freedom HR & Coaching who will be running a free training session on Employment Law & HR Challenges in the MorePeople offices.We hope this session will help support HR professionals in navigating these complexities and to help them feel united.The Session will be covering:·         Employment Law updates ·         The changes within the Employment Rights Bill·         HR support for standalone roles – How to put yourself first!Jennie is a HR professional with over two decades of experience, predominantly within the food industry. Throughout her career, she has held various senior HR roles from Head of HR to HR Business Partner. In her current capacity, Jennie specialises in coaching and mentoring HR leaders, particularly those operating in the food industry. Jennie will be joined by Oliver Tasker, Employment Law Specialist and Partner at Wilkin Chapman LLP. Oliver will be covering Employment Law updates and the changes within the Employment Rights Bill. Specialising exclusively in Employment Law, Oliver advises employers across a broad range of sectors. He also has extensive experience supporting senior executives and directors with workplace-related issues.Want to join?Date: Thursday 22nd MayTime: 9:30-12:30pmLocation: MorePeople Offices - Riverside Suite, Cherryholt House, Cherryholt Road, Stamford , PE9 2EPThis training is targeted at HR Managers & Senior HR Professionals. We have very limited spaces – register now!Email beth@morepeople.co.uk to secure your spot.Why should I attend?☑️Stay Up to Date – Get the latest insights on employment law changes, including key updates from the Employment Rights Bill.☑️Expert Knowledge – Learn from guests Jennie and Oliver who are experts in their field, providing practical advice.☑️Tackle HR Challenges – Gain strategies to navigate the unique challenges of standalone HR roles and reduce feelings of isolation.☑️Interact & Network – Engage in discussions, ask questions, and meet other managers facing similar challenges. ☑️It’s FREE! – Access expert training at no cost, ensuring you stay informed without impacting your budget.Join us for an informative and engaging session designed to keep you up-to-date, connected, and empowered in your HR role. 

The short-term let market has transformed the way we stay-cation, opening doors (literally) to incredible stays in the UK countryside, from cosy cottages to quirky converted barns. By offering travellers convenient, private short stays, it has created both opportunities and challenges for local communities. On the upside, in some cases, short-term lets have provided a lifeline for rural homeowners and small businesses. Renting out spare rooms or holiday properties is a (relatively) easy way to generate extra income in areas where jobs are often scarce. Visitors also spend money in the local economy - pubs, cafes, shops, and attractions - injecting much-needed revenue into the community.  Then there’s the boost to tourism. Lesser-known destinations are now on the map thanks to platforms promoting hidden gems, drawing more people off the beaten track (opinion is divided on whether this is always a positive thing!) These visitors often create a ripple effect, encouraging friends and family to explore these charming spots too. It’s argued that the market for short-term letting has increased the popularity of holidays in the UK, funnelling more money back into the UK economy instead of abroad. It’s generally a win-win for rural and wider-UK tourism. Short-term lets have also contributed to the preservation of our agricultural architectural heritage. Many farm buildings with historical or architectural significance, which might be considered ‘redundant’ in modern farming, have been converted into holiday accommodation, giving them a new lease of life. Without this relatively straightforward route to return on capital - often far outstripping standard ASTs or even outright sale - some could have fallen into disrepair. However, navigating strict planning regulations for such conversions can be a challenge for property owners, though the rewards of restoration are nearly always worth the effort. But not everything is rosy. Housing availability is a key concern; with more homes and newly converted buildings being used as short-term rentals, it has become harder for local families to find affordable housing, straining community ties. Similarly, the conversion of farm steadings into holiday homes takes them out of availability for agricultural use, creating hurdles for new entrants into farming. Young or aspiring farmers need affordable steadings, and smaller farms with slightly outdated facilities are often the perfect place to start. Losing these options poses a risk to the sustainability of the farming sector. Environmental concerns are also mounting. More visitors mean more strain on local resources and infrastructure, from water and waste systems to the erosion of natural landscapes. It is vital to ensure tourism does not harm the very countryside that draws people in. Finally, inconsistent regulations around short-term lets create confusion. While some councils embrace the sector, others are still trying to catch up. Clearer, fairer guidelines could help balance the benefits for property owners with the needs of local communities. The verdict? The short-term let market impact on the UK’s rural economy is a real mixed bag. On the one hand, it has brought in extra cash for locals, boosted tourism, and helped breathe new life into heritage buildings. On the other hand, it has driven up housing costs, put pressure on resources, and sometimes created challenges for the very communities it helps on other occasions. Striking the right balance is crucial, and that means open and honest conversations between communities, councils, and hosts. By working together, we can ensure short-term lets continue to support rural areas without taking away what makes them so special.​On that note, I am here to help with your rural recruitment needs...get in touch for a confidential chat!Max Johnsonmax@morepeople.co.uk01780 480 530