Commercial

​As a recruiter specialising in the horticulture and garden products sector, I’ve seen my fair share of “no” from clients.One of the most common and frustrating objections I get is, “We need a salesperson, not a buyer,” after I’ve submitted a candidate with a background in buying for a sales-focused role. But here is my argument: buyers can make exceptional salespeople. And in many cases, they are exactly what your business needs.Here’s why it’s time to rethink how we view transferable skills between buying and sales, especially in the horticulture and garden retail sectors.1. Buyers Understand the Customer, Because They Are the CustomerBuyers know exactly what it's like to sit across the table from a salesperson. They’ve seen the good, the bad, and the irrelevant pitches. That means they know what messages resonate, what makes someone trustworthy and what turns a maybe into a yes. They’ve been on the receiving end of countless sales calls and presentations. So, when they step into a sales role themselves, they already understand what a buyer wants to hear, because they've lived it.2. They’re Natural NegotiatorsNegotiation is a core part of a buyer’s role. Pricing, delivery terms, volume deals, margins, and rebates. If someone has successfully managed supplier relationships, dealt with price increases, and fought for the best deal on behalf of their business, they’ve got the sales muscle you’re looking for. The only difference is which side of the table they’re on.3. Deep Industry Knowledge​Especially in horticulture, garden retail, and seasonal products, understanding the market is everything. Trends shift with the seasons, timing is critical, and relationships matter. A buyer already knows what sells and when. They have a solid understanding of what the end consumer expects and which products work across different channels and regions. This kind of embedded market insight can take years for someone from outside the industry to learn. A buyer brings it on day one.4. They Think Like the CustomerMany salespeople are trained to sell products. Buyers think in categories. That difference can be transformational when it comes to account management and long-term client partnerships. A buyer-turned-salesperson is more likely to approach clients with solutions, not just numbers. They’re strategic, not transactional.The biggest barrier for most clients is mindset, not skillset. Sales hiring has traditionally been shaped by titles and linear career paths. But as talent shortages grow and customer expectations evolve, businesses need to start hiring for potential and perspective, not just past job descriptions.When companies are open-minded enough to give a buyer a shot in a sales role, the results are often surprising. We see quicker ramp-up times due to industry familiarity, stronger customer relationships due to years of insight and empathy, and there is an already established trust from retailers who respect the buyer’s background.If you're struggling to find great sales talent in the garden and horticulture space, it may be time to look sideways in the supply chain, not backwards. Buyers bring strategic thinking, product expertise, and real-world customer insight and experience to the table. And when they make the leap to sales, they tend to do extremely well. So next time a recruiter (like me!) puts a buyer forward for a sales role, don't say no too fast. You might be looking at your next Sales Person of the Year. If you are in the market for salespeople or buyers, get in touch!Rae Goss | Senior Recruitment Consultant

Let me introduce myself as a 25-year-old marketing assistant who spends far too much time on TikTok. Yet all of this scrolling, combined with being immersed in a recruitment business operating within the food and drink industry, has got me thinking. What is it that makes food brands go viral?Whether it's ‘my eyes eat first’ or just the creative appreciation of food advertising, lunchtime strolls into Marks and Spencer have slowly formed an addiction to picking up trending items and giving them a review myself. It started over Easter with the launch of their themed hot cross buns and speckled egg cookies, with the retailer selling 142,000 packs of cookies over easter weekend. Whilst both of these sweet treats scored high on my ranking, we know it is more than good taste.Is this just good luck? Or smart branding?But what makes the food go viral before people have even tasted it? And how can brands consistently capture that kind of attention on social media? It starts with building the hype. A couple of weeks before the launch drop, we see sneak peeks from M&S bakery, using trending audio with coming soon clips. They leave us with just enough information to get excited and keep our eyes and noses out in the store. Consumers then learn about location drops, limited edition features and seasonal launches. “I don’t know how long they will be in store for!” “Every time I visit my local branch, they are not there!”. Soon enough, you’re faced with the lime green sticker saying, ‘We will be back soon!”… just enough teasing to make you return one more time. The pre-launch exposure on social media is a clever tactic. Consumers are already familiar with the packaging and appearance, we know what we are looking for and where to find it. M&S branches have already shown us on TikTok what section of the supermarket the item will be located in, all we need to do is find it.With over 1 billion active users, TikTok has become the number one influencer platform, successfully turning a desirable product into a must-have item. It has produced so much hype and demand that as soon as we see the item, we are ready to pounce. Having watched video after video about the viral food products, and learning about how it tastes, smells, and (if you are into ASMR, sounds), we’ve actually experienced the product through the eyes or screen of somebody else.Millions of likes and views are spread across food review videos, from What I Eat in a Day (WIEIAD) or wacky food combinations. It’s clever, by partnering with brands to promote certain products, food brands will target the most successful content creators to review their products, and influence others to see why it is a must-have.  Packaging as clickbaitPackaging design is a key component of viral trends, as we touched on earlier. But when you think about it, packaging is evolving to be “social first”. M&S hit the nail on the head with appealing to the influencer generation in terms of design. From hip typography and Gen Z language, to bold and playful packaging, they’ve tuned into their audience (arguably a shift from an older target audience to a younger one) and it is proving once again why every item from its food hall is desirable. It seems to be a recipe of strategic hype-building, FYP competition and a sprinkle of the fear of missing out (FOMO). We’ve learnt that products need to be influencer-ready before shelf-ready. Retailers are no longer just selling products; they are selling experiences that can go viral, or instantly flop. It’s a tough game. Getting the balance right is crucial, which is something that M&S have absolutely nailed. Product and content go hand in hand, and whilst taste is super important, it is the desire and psychological tricks, originating from social media platforms, that are the real revenue generators. Colin the Caterpillar and The Big Daddy may be taking a back seat, but for now, I’ll keep scrolling and running to the M&S food hall, every other day.  

​For years, pistachios have quietly held a place in premium confectionery. But today, this once under-the-radar ingredient has become a hot commodity — and it's all thanks to the viral power of TikTok and the unstoppable rise of "Dubai chocolate."If you’ve been keeping an eye on food trends, you’ll have seen the explosion of luxury, pistachio-laden chocolates coming out of Dubai. These indulgent creations — think chocolate slabs stuffed with pistachio cream, gold leaf, and jewel-like toppings — have captivated millions online. TikTok, Instagram, and other platforms have fuelled the frenzy, turning Dubai’s dessert scene into a global aspiration almost overnight.The result? Global demand for pistachios has surged, and supply chains are feeling the pressure. Prices for this already premium nut have skyrocketed, creating fresh challenges for UK chocolatiers, artisan bakers, and manufacturers who rely on pistachios to give their products a luxury edge.Suddenly, what was once a speciality ingredient used sparingly in nougats and gelato has become a mainstream must-have. Producers are scrambling to source enough high-quality pistachios to keep up with the trend, but at a significantly higher cost. And with a tightening supply, many are now questioning whether pistachio-centric products will remain commercially viable in their current form.This trend isn’t just about ingredient cost; it’s a reminder of how rapidly social media can transform consumer demand. What was niche yesterday can become essential tomorrow, and businesses must be agile enough to pivot, source, and innovate at speed.From a recruitment standpoint, we’re seeing growing demand for procurement specialists who can negotiate smartly in volatile markets, and for NPD (new product development) managers who can creatively adapt recipes and product ranges without losing consumer appeal. Businesses are also seeking marketing talent who can ride viral trends, but do so in a way that protects margins and supply chains.At MorePeople, we understand that keeping up with fast-moving trends like the Dubai chocolate craze isn't just about chasing the next big thing — it's about building resilient teams who can predict, adapt, and thrive.If you need help finding the right talent to navigate the sweet—but—increasingly tricky world of food innovation, get in touch. We’re here to help you stay ahead, whatever trend takes off next.

​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. ​

​What is it with everyone going crazy in December for groceries, including the retailers themselves? We all saw the 15p vegetables in Tesco, right?! At what point do retailers start giving it to customers free of charge just to get them in the door? Whether that tactic actually works and pulls in increased footfall/market share is, in my eyes, yet to be determined. I can’t help but feel sorry for the growers and producers who see their products devalued. Yes, they get increased volumes and presumably, for the most part, the same prices from the retailers. But the average consumer must question “Why aren’t they this price year round?” or “Are they overcharging us for the rest of the year?”The latest data from Kantar headlines, ‘Household spending reaches new high as shoppers splash out on premium lines and festive fizz’.It was found that household spending on take-home groceries hit a record high at Christmas at £460 on average and rose by 2.1% over the four weeks to 29 December compared with last year meaning supermarket sales surpassed £13 million during the 4 weeks of December.Kantar states that the average household made nearly 17 separate shopping trips this December – the busiest month for retailers since the pre-lockdown rush in March 2020! I thought I was the only one who ran around like a headless chicken and failed on several visits to do “the big Christmas shop” to get all of the things I forgot on the first failed attempts. Whilst this stat made me feel better about how disorganised I was, it also highlighted what a fantastic opportunity the holiday period is for retailers and suppliers to grab the attention of shoppers and win/keep their business. Category data shows the difference in generations, with those under 45s opting for a sausage roll, panettone, antipasti & party food while those over 45s accounted for the majority of Christmas Cake and fortified wine sales. “The seasonal biscuit, however, knows no bounds appealing across the generations”, how does this sit with your household & generation? There wasn’t a single biscuit consumed in the Edmondson-Matthews household over Christmas, so we must be in the minority there. Instead, we opted for a mixture of party food for the Christmas build-up and New Year and a traditional turkey roast with all the trimmings for the big day. NB I did want to cook a Beef Wellington as a main and avoid turkey but got overruled by my wife as the in-laws said the turkey was a must. If your Christmas dinner spans multiple generations and family members, as many do, I think the data has to be taken with a pinch of salt. Read the full report form Kantar here.If you’d be interested in chatting about your thoughts on the sector, Christmas delivery, prices, data or have a general natter, please get in touch at Tom@morepeople.co.uk

​Mintel has released the article “Unwrapped: Eco-Friendly Innovation is the Way Forward in Food and Drink Packaging” and has provided great insight to us as recruitment specialists within the food & fresh produce industry. Consumer behaviours, industry trends and legislative changes all make a huge impact on us and the clients we work with. From plant-based forks to potato starch bottles, see below what we have learnt from Mintel’s article.What are consumers worried about?Pressure has never been higher on the food and drink industry in terms of sustainable packaging. In the UK, 7 in 10 consumers worry that food packaging waste will end up in the environment. Whilst reducing plastic packaging seems like the most obvious fix, it does provide protective qualities to the produce and in turn extends shelf life and protects the products. Consumers want to support eco-friendly practices and many have stated that a rating scale showing environmental impact would influence their purchasing decisions.What is being done?With the UK Government’s Resources and Waste Strategy, we should see a reduction in packaging waste and a reboot in recycling. We have seen leading supermarkets such as ASDA successfully implement refill stations, whilst other high street supermarkets are incorporating cardboard packaging. What does the future look like?Inevitably as the cost of living increases, sustainability then begins to take a backseat for emerging trends in food packaging. A recent study in the US has shown that more than 6 in 10 shoppers prioritise price over environmental worries. However, younger buyers between 18-and 34 are more likely to prioritise sustainability.What is trending?A Swedish design studio, TomorrowMachine has collaborated with Eckes-Granini to create juice bottles made from potato starch that can be dissolved in warm water! Nestlé’s Maggi has launched a limited-edition plant-based fork in India that is completely edible! Convenient and sustainable!You can read the full article from Mintel here.

​Best Interview advice I could give from guiding over 300 candidates through interviews over the past three years...1. Make them articulate the ‘best-case’ scenario for this hire. It forces them to frame in their minds exactly what they want from this, whilst subconsciously associating YOU with that outcome. An example like the one below works well:“All being well, and I was successful in this process, what would you need to see from me over the next 12 months that would make you think this was a good hire.” 2. An interview is 50% convincing them you’re competent enough to do the job and 50% professional speed-dating. With most roles, there’s usually more than one person with the skill-set they need - they’ll end up hiring the person they like the most. If they don’t like you / feel indifferent towards you, they’re unlikely to want to spend 40+ hours a week with you. A simple LinkedIn / social media search can give you insight on what they enjoy outside of work. Find a way to organically bring this into the conversation and let them talk about it. Do this and you immediately move to the top of the list of people they’d want to work with. 3. You must prep. Extensively. No matter how senior you are, how competent you may be in the day-to-day, if you can’t SELL yourself, you’re unlikely to get the job. People rarely rise to the occasion at interview, too often they fall to their lowest level of preparation. You’ll be put on the spot to articulate the value you can add in concise, data-driven and memorable statements. You’re unlikely to instil confidence in a total stranger that you’re as competent as you know you are, if you can’t deliver these statements on-demand, with fluidity and without pause. Role-play with a friend, spouse or recruiter if you must, an interview is part performance, part organic interaction. I’ve met very few (including senior leadership) who can do this on demand. I’ve met too many, who underperform compared to their competency, simply from lack of preparation. 4. Show up early!! Early is on-time, on-time is late. Stuck in traffic? Understandable! But you should’ve left earlier. TEAMS glitching and being slow to load? It happens! But you should’ve joined earlier. No-one will empathise more than me that things happen and life can get in the way…but the easiest way to mitigate surprises is being early. This is the 1st impression you’re making with a stranger. No matter how great you interview, showing up late can be hard to recover from… 5. Strike the balance between giving enough detail and not waffling. A good tip is to keep a timer next to your screen. If you catch yourself talking for more than 3 minutes, bring your point to a close and ask them a question. Interviews should be a back-and-forth dialogue. If they’re talking at you or you at them, for too long, it becomes tiresome and dull – avoid this at all costs!! 6. If you can convince yourself this will be enjoyable...you might actually enjoy it. There's a reason they've decided to give their time to meet you, so take that for what it is and go in with confidence and positivity. This type of energy is palpable, and there's a greater chance your interview will be memorable which will go further than you think in progressing you to a final stage, then hopefully, an offer!

​​​​Name: James Price-WilkinsRole: Consultant, CommercialJoined MorePeople: March 2024​​​​1. Describe your job in three words: Rewarding, Dynamic, Competitive 2. What’s the coolest thing you’re working on right now? Learning a brand-new sector. 3. Which famous person would you love to meet? Conor McGregor 4. Favourite drink? Summer = Vodka Lemonade, Winter = Guinness 5. Best holiday destination so far? Morocco 6. What are you currently reading? Ali: A Life – Jonathan Eig 7. Current favourite song? Can’t tell me nothing - Kanye West 8. If you weren’t a recruiter, what would you be? Bored 9. If you had to watch only one tv show over and over forever, which one would it be? Game of Thrones… but ignore the last season. 10. What’s your biggest claim to fame? World record for a charity run 11. Where were you born? Doncaster 12. What’s your proudest moment? Saving someone’s life when working as a lifeguard. 13. Dogs or Cats? Dogs 14. Which football team do you support? Arsenal 15. What skill do you wish you possess? Able to play any instrument. 16. What’s your guilty pleasure? Wham! 17. What did you want to be when you were a kid? Palaeontologist… until my mum told me it wouldn’t be like Jurassic Park 18. What three things are you taking to a deserted island? Sun cream, Sunglasses, Crate of beer 19. Do you have any phobias? Heights 20. Where are you next going on holiday? Cyprus 21. What’s your least favourite household chore? Dusting 22. Describe MorePeople in three words: Always Delivering Quality 23. What do you love most about your sector? How willing people are to provide guidance and knowledge to those less in the know. 24. Who inspires you? My Mum 25. What is the worst job you ever had? Plumbers’ assistant... a month working with toilets was enough for me!

​“I have transferable skills,” said every candidate, ever. Ok, but there are transferable skills, and there are transferable skills. A candidate might have excellent communication and time management that will serve them well in any role, but I’m going to need some serious convincing to agree that experience in shoe sales is going to be relevant to selling grass seed! The problem as a recruiter is trying to strike a balance between the lack of good candidates available in the market right now, and the narrow briefs we’re given from clients. ​So, how do we do that? ​Expand the client briefIt’s not unusual to deal with a client who is looking for someone with a very specific employment history. They might say, “We need someone who knows top fruit and has experience with Tesco or Sainsbury’s.” Obviously, this is going to rule out a lot of candidates, some of whom might be the perfect fit. We see some great candidates and CVs but struggle to utilise them because their category isn’t 100% aligned with the hiring manager's brief. ​We often challenge clients and ask them to hire based on values and personality if a candidate has many transferrable skills and experience to consider. Expanding the client brief to a point they’re still comfortable with can mean they get matched with a candidate they didn’t know they were looking for, and that’s when recruiter magic happens. In practice, this might mean exploring the option of candidates with a chilled ready meal history for a client hiring for a fresh produce role. These are exactly the kind of transferable skills I can work with. ​Conduct thorough candidate researchThe market is short, and we aren’t bringing enough people into the sector across all levels. It has been that way since I started with MorePeople and the market doesn’t seem to be changing anytime soon. So, does that mean we should try to make use of every potential candidate who comes our way? To put it simply: No. ​Given the areas of the food supply chain we cover, we are never going to be able to help everyone who approaches us with more generic transferrable skills. We are very particular in the areas we cover, and that makes it difficult to find quality candidates. It’s the exact reason that our clients need us, and the same reason that we’re as successful as we are. It’s also the reason why this job can be tough, and the same reason it can be very rewarding. ​Background research should be a pre-requisite for any potential candidate we look at. This means delving past the basics of their CV and getting into the finer details of their experience. Sometimes, this means we’re talking to a candidate who’s currently a root vegetable buyer for Sainsbury’s, and our discussions reveal they actually started as a commercial manager at a fruit supplier. Bingo, there’s your fruit expert with experience in supplying a big supermarket. Sometimes, our candidate research reveals they don’t have the type of transferable skills we can use. And that’s ok too. It just means we’re one step closer to finding the right person for the job. ​The Takeaway?When looking at transferable skills, flexibility can be applied, but only within reason. I don’t want to buy my apples from someone who knows more about leather, and neither should you. A recruiter can help find this flexibility through our background research, and work with the client to see where the brief can also flex to find this perfect fit.