Blogs by tag - Technical

On 25th March, Guy Moreton and I had the privilege of attending the Modern Slavery Intelligence Network (MSIN) Conference at Tesco's Head Office. MSIN is a pioneering non-profit collaboration within the UK’s food and agriculture sector. By collaborating and sharing ideas, MSIN members generate fresh insights and help to protect those most vulnerable to labour exploitation. The day was both eye-opening and thought-provoking, with discussions focused on the root causes of modern slavery, how it can be identified in businesses and supply chains, and the practical actions organisations can take to combat it. We also explored the role of AI and digital solutions in identifying and preventing exploitation in the sector. A standout moment was learning about the incredible work of Bright Future Co-op, which supports survivors in rebuilding their lives by helping them back into employment. Bright Future Co-operative has pioneered initiatives that provide survivors of modern slavery with not only immediate employment opportunities but also long-term support and integration. By partnering with ethical employers, Bright Future is helping survivors rebuild their lives and break the cycle of exploitation, ensuring they have the stability to thrive in a fairer food industry.Modern Slavery in the UK Food Industry: Causes, Identification and SolutionsModern slavery is a pervasive issue in the UK food industry, affecting workers across farming, fishing, food processing, and hospitality. The root causes of exploitation are complex but largely stem from the following factors:1. Low wages & the demand for cheap food: Exploration can occur from pressures to keep food prices low, particularly in supermarkets, to encourage cost-cutting practices. It provides an area for vulnerability and more susceptible to exploitation.2. Dependence on seasonal and migrant labour: The UK food industry, especially in areas like fruit picking and fishing, relies heavily on seasonal labour. The likes of temporary contracts, cash-in-hand payments or limited rights could encourage exploitation. 3. Hidden exploitation in supply chains: Modern slavery can occur deep within business supply chains, hidden from consumers and even some retailers. If faced with long hours, poor pay or coercive conditions, the fear of job loss may prevent them from reporting exploitation. Practical actions and strategies for businessesTo combat modern slavery effectively, we learnt that businesses in the UK food industry must take decisive action. 1. Strengthen Recruitment & Employment Practices. This can be done by ensuring contracts are fully understood, salaries are paid fairly and adhered to legal minimums with direct payment to the workers only. You can conduct check-ins to assess any signs of uncertainty and create a safe space environment, enabling them to feel safe about reporting exploitation, should they have to.2. Improve Supply Chain Transparency. Ensure all parties involved in the supply chain are officially recorded within the business, whilst ensuring all staff adhere to ethical practices. 3. Utilise AI. Tools such as data and predictive analytics can be used to monitor the risk factors and areas of concern before the exploitation occurs. It can be used as a preventive tool to proactively prevent the exploitation of workers. Modern slavery in the UK food industry is a deeply rooted issue, but businesses can make a real difference by adopting the right strategies. Strengthening recruitment practices, increasing supply chain transparency and harnessing the power of AI are essential steps in tackling exploitation. Furthermore, collaboration between businesses, governments, and ethical organisations is critical to ensure that every worker in the food industry is treated with dignity and respect.MSIN are looking for additional members to join this critical fight to protect vulnerable workers. If your business wants to be part of a movement that can truly change lives, please contact claire.donovan@msin.org.uk for more details.

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!