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Why Martin Veasey Talent Solutions? We understand your requirements and ensure the highest calibre of candidates will be sourced for you.Why Martin Veasey Talent Solutions?

We understand your requirements and ensure the highest calibre of candidates will be sourced for you.Why Martin Veasey Talent Solutions? We understand your requirements and ensure the highest calibre of candidates will be sourced for you.Why Martin Veasey Talent Solutions? We understand your requirements and ensure the highest calibre of candidates will be sourced for you.Why Martin Veasey Talent Solutions?

We understand your requirements and ensure the highest calibre of candidates will be sourced for you.Why Martin Veasey Talent Solutions? We understand your requirements and ensure the highest calibre of candidates will be sourced for you.Why Martin Veasey Talent Solutions? We understand your requirements and ensure the highest calibre of candidates will be sourced for you.



The Importance of Exit Interviews in the Recruitment Process

The Importance of Exit Interviews in the Recruitment Process

  • September 27, 2023

What is an Exit Interview?  An exit interview is a conversation between an employee and their employer when they leave a job. This type of interview aims to get feedback from the departing employee on why they chose to go and what could have been done differently during their time at the company. This type of feedback can be invaluable in helping employers improve their recruitment process and make better decisions in the future.  Why Exit Interviews Matter  Exit interviews provide employers with valuable insights into how employees feel about their work experience and why they decided to leave. It can help employers identify gaps in their recruitment process, such as inadequate onboarding or lack of appropriate training and support. Gathering this information can help employers understand where there might be issues with retention so that steps can be taken to solve them before more employees decide to leave. Additionally, if done correctly, exit interviews can help employers maintain positive relationships with departing employees who may become potential customers or refer other qualified individuals for open positions in the future.  Crucial Feedback Exit interviews allow current and former employees to share their honest experiences with your organisation. This can include feedback on the entire recruitment process, from interview to onboarding, and any challenges they faced during their employment with you. This insight is invaluable in helping you understand how your team operates and gauge how successful each step of the hiring process is. In addition, this can help shape future recruitment campaigns and ensure candidates have a positive experience from the beginning. Employee Retention Another advantage of conducting exit interviews is that it helps identify areas for improvement in employee retention. By understanding why people choose to leave, HR directors are better equipped to analyse trends and pinpoint any common issues across multiple departments or job roles that might be causing dissatisfaction. This knowledge can help HR professionals create actionable solutions that will ultimately lead to improved employee satisfaction and lower turnover rates in the future. Company Culture Finally, while exit interviews provide insight into individual experiences within your company, they can also offer valuable clues about your overall culture. For example, if multiple employees mention similar issues or cite similar reasons for leaving, you know there's room for improvement when managing those aspects of your company culture (e.g. communication practices and work-life balance initiatives). This feedback is invaluable in helping you create a workplace where people feel valued, respected, and supported. In other words, one where employees are more likely to stay long-term. The Best Practices for Effective Exit Interviews  When conducting an exit interview, employers must create a comfortable and non-judgmental atmosphere, so employees feel comfortable sharing honest feedback. Employers should also strive to ensure that all employees are allowed to share their perspectives on why they're leaving and what could have been done differently during their time at the company.  Additionally, employers should follow up with departing employees after they have left by sending thank you notes or asking them if there is anything else they want to discuss regarding their experience at the company. Doing this can help maintain positive relationships and encourage departing employees to refer qualified individuals for open positions in the future. In Summary Exit interviews are a critical part of any successful recruitment process because they provide insight into how current employees view your company. In addition, they highlight what could have been done differently during their time employed. To make sure that you're getting accurate information from your exit interviews, it's vital for employers to create a comfortable environment where departing employees feel safe sharing honest feedback without fear of retribution.  By listening carefully to what departing employees have to say about their experience with your organisation and responding accordingly, you'll be able to attract top talent and retain them over time. A definite win-win scenario.  

The Creative CEO’s Guide to Retaining Top Talent in 2023

The Creative CEO’s Guide to Retaining Top Talent in 2023

  • September 27, 2023

Set Clear Goals You need to communicate with each employee what their specific objectives are in their role and provide them with the training and support they need to succeed. This goes beyond just providing them with a job description. It means helping them create achievable goals and then managing them over time as conditions change or evolve.  Communicate Openly & Frequently    No one wants to feel like they’re being left out of the loop at work. Not only does it lead to confusion, but it also breeds resentment among employees who feel like their voices aren’t being heard. That’s why regular communication is vital. Everyone will feel valued and included in decision-making by taking time each week for open dialogue between managers and their teams. Additionally, sharing information about upcoming projects can make employees feel more connected with their work and help them see how they are making an impact.  Offer Benefits that Matter Employers often think they have to offer big incentives to retain their employees, but this isn’t always necessary. Instead, focus on providing benefits that matter most to your workforce, such as flexible hours or family leave options. These benefits don’t cost much money but can make a huge difference in how valued an employee feels by your organisation. Recognise Employees for Their Contributions It’s not enough just to pay top dollar; you also need to show appreciation for employees’ efforts in other ways. Take the time each week or month to recognise an employee who has gone above and beyond their job duties or impacted your company’s success. A little recognition goes a long way towards making people feel appreciated and more likely to stay with your organisation for the long haul. Promote from Within When available positions open up within your business, promote from within rather than looking outside the company for new hires. This shows current employees that dedication pays off, giving them the incentive to stay with the company longer-term rather than seeking employment elsewhere. Staff Development No one wants to be stuck in the same position forever, even if you pay them well. Providing opportunities for professional growth keeps employees engaged and motivated while also helping them hone their skills. This could mean anything from providing access to educational resources like online classes or workshops or offering chances for employees to work on special projects or cross-departmental initiatives within your organisation. Offer Flexible Work Schedules Offering flexible hours or remote work options allows employees more freedom of choice in their day-to-day lives while contributing productively at work. In addition, allowing this kind of flexibility makes people feel empowered and gives them another reason to stay with the company rather than seek opportunities elsewhere. Attract the Right People in the First Place  It’s not enough to simply hire someone—you need to make sure they’re the right fit for your company culture. If you don’t think new hires will be able to thrive in an environment where collaboration, communication, and innovation are encouraged, then it’s probably best not to bring them on board. An investment in the hiring process pays off in spades later on when you have a team of loyal employees who understand what makes your business unique.  To Sum Up Retaining top talent isn’t always easy, but keeping staff is far cheaper than replacing them. So it’s worth investing time and energy into creating an environment where employees feel valued and supported. That starts with you as a leader! Offering meaningful benefits, recognising contributions, and providing opportunities for growth will go a long way towards keeping top talent around longer at your company.  So get creative, get involved, and get out there. You’ll be glad you did!  

Candidate Marketing: 5 Tips to Land Your Dream Job

Candidate Marketing: 5 Tips to Land Your Dream Job

  • September 27, 2023

Create a CV/resume that stands out   Your resume is one of the most essential marketing tools you have. It should be attention-grabbing, well-written, and free of any errors.  Optimising your profile section on a CV is essential to making a good first impression. And the AIDA copywriting framework provides an ideal structure to ensure it has the necessary components to stand out.  It begins with Attention. Get the reader’s attention by doing something unexpected. “Do you need to streamline your supply chain performance and slash costs?” is much more intriguing than “I can improve your supply chain and reduce cost.” Interest is then developed by elaborating further on why you’re qualified for the position. Then, continuing the example, “I’ve a track record in optimising supply chains, reducing costs by 25%, and improving performance by 120%. And I can do the same for you.” Afterwards comes Desire: emphasising why the employer should choose you over other applicants. A useful way to achieve that is to think about the company’s problems and how you can solve them. For example, “A weak supply chain causes massive problems with customer service and can affect sales. Imagine your service teams enjoying coming to work and your sales teams selling a service with confidence and pride.” Lastly, Action urges employers to reach out or suggest the next steps for further consideration. Of course, it’s a little tricky in a CV/resumé to say something like “Contact me now!”. But you could do it subtly by saying, “I’d love to answer more of your questions about the benefits I can bring to your company.” Following the AIDA structure is a guaranteed way to get your CV noticed. Make sure your online presence is strong If you’re looking for a job, you should take advantage of LinkedIn. It’s the world’s leading business networking service, connecting professionals all over the globe and making it easy to find relevant job opportunities in your industry.  You can connect with recruiters and decision-makers at companies that you want to work for, use resources such as “skills endorsements” and “Recommendations” to build an online resume, join groups to stay up-to-date on industry trends and companies hiring in your field, take courses that bolster relevant skills you need for potential roles and so much more.  When used correctly, LinkedIn is a valuable tool to help expand your network reach and land the job of your dreams! Get involved in your industry Networking is one of the smartest ways to help yourself land a new job. Attending industry events and connecting with professionals can open up many opportunities for future work. While it might be intimidating to meet new people, building a good rapport with someone can get your resume in front of the right person and be the difference between getting an interview or not.  Taking advantage of these events means leaving room for possibilities and getting yourself out there. Doing a bit of research beforehand can go a long way. Learn about what these potential employers do and who they are, and seek ways to start conversations. All of these demonstrate an interest in the industry.  Do Your Research  One of the most important aspects of marketing yourself is doing your research. This means you should research the company you’re applying to and the role you’re applying for. For example, if you’re applying for a marketing position, it would be beneficial to research the company’s marketing strategy and see how you could fit it. Additionally, it’s essential to be up-to-date on industry news and trends so that you can speak confidently about your skills and experience.  Practice Makes Perfect  Finally, don’t forget to practise! Job interviews can be nerve-wracking, but they’ll be a lot less daunting if you take some time to prepare beforehand. Practice answering common interview questions with a friend or family member so that you can confidently go into your interview.  Summary The ability to market yourself well is essential to succeed in today’s job market. By following these tips, you can ensure that potential employers are interested in what you offer and are more likely to give you the job over other candidates. So get started today on creating a solid resume, boosting your online presence, and showcasing your skills and accomplishments. 

5 Reasons to Keep Recruiting During a Recession

5 Reasons to Keep Recruiting During a Recession

  • March 17, 2023

More Cost-Effective Believe it or not, recruiting during a recession can actually save you money. Think about it this way: when times are good, everyone is looking for jobs and competition for talent increases. This means that employers have to offer higher salaries and better perks just to stay competitive. With fewer people looking for work during a recession, you can recruit talented individuals without having to pay top dollar. And since more experienced workers tend to go into recession-proof industries like healthcare and technology, you’ll also benefit from their knowledge and expertise without breaking the bank. Accessing Inaccessible Talent Another benefit of recruiting during a recession is that you may have access to talent that wasn’t available before. For example, many highly-qualified individuals who lost their jobs due to downsizing or company closures may now be available for hire. This allows you to find quality employees who may otherwise be unavailable in times of economic prosperity. You can also benefit from the fact that some job seekers are willing to accept lower salaries than usual since there are fewer job opportunities available.  Grow Your Brand Awareness  Recruiting during challenging times allows your business to demonstrate resilience and strength—two qualities that potential partners, customers, and investors appreciate. Additionally, if you make sure your recruitment process runs smoothly, this will create positive associations with your brand and encourage people (both inside and outside of your organisation) to think positively about it going forward.  Boost Morale  Recruiting during a recession can be an incredibly strategic move that boosts morale in any business. Not only because it shows confidence to the rest of the market but also because it demonstrates that every employee is appreciated and valued. Hiring new people during difficult economic times directly communicates to current staff that their job is safe and secure, giving them an extra boost of reassurance even during uncertain times. In addition, having good morale boosts creativity, productivity and collaboration between employees, creating a work environment that fosters positivity and engagement. Grow your Business Finally, recruiting during a recession can help your business grow in ways you never imagined possible. By taking advantage of the lower costs associated with hiring new employees (or rehiring former ones) during this period, you’ll be able to free up funds for other projects such as marketing or product development. This allows your business to expand its reach and explore new markets while still keeping costs low—a win-win situation if ever there was one!  Summary When it comes down to it, there are plenty of benefits associated with recruiting during a recession—benefits far outweigh any potential risks involved with taking on new employees. From saving money on labour costs to accessing talent pools previously unavailable due to high demand, investing in recruitment efforts now can help your business succeed both now and in the future.  So what are you waiting for? Get out there and start hiring today! And if you need some help, contact our specialist recruitment team to help you build a pool of top talent.

Is the Four-Day Working Week Here to Stay?

Is the Four-Day Working Week Here to Stay?

  • March 17, 2023

Benefits of a Four-Day Week A four-day working week poses a lot of potential benefits, not just for employees but businesses as well.  Employers trusting their employees to give their best for just four days could inspire workers to go the extra mile with their attitude and commitment, opening up avenues of creativity and innovation that tight deadlines or excessive workloads can often stifle.  Likewise, employees may feel more supported by employers who understand that balance is important for a productive workforce, which could result in greater loyalty and job satisfaction. It can be an excellent way to balance work and life commitments, increasing morale, motivation and overall job satisfaction. A four-day week could also help with productivity, as people have more time and energy to devote to their jobs. And it could foster trust between employers and employees as it shows an investment in the mental wellbeing of staff — something that is sure to build strong relationships. But with any major change like this, there are always pitfalls to look out for. So here is what you need to know if you're considering introducing a four-day working week.  Ensure You Have Buy-In from Leadership and Staff  Changing an organisation's workweek to include a four-day week can be a great way to make employees more productive and engaged.  But first, understand how it could benefit both the staff and leadership. The key is to explain what tangible outcomes this 'change of pace' will bring to the workplace and understand any areas of resistance that managers or staff may have. Be prepared with compelling evidence of the positive impacts this could have; otherwise, those in charge may not be willing to commit.  Once you have that buy-in, everyone should understand your expectations from them for the four-day workweek model to actually be successful. Create Clear Guidelines for Employees  A four-day workweek can be an effective way to create a better work-life balance for your employees and help bring joy back into the workplace, but it's essential to make sure that guidelines are in place so that everyone is still working at their best.  That means clear expectations and rules around hours during the day, how and when meetings occur, deadlines that need to be met, taking appropriate breaks throughout the day, how vacation days will work, etc. This can help ensure everyone performs at their peak under this new system.  Managers should provide regular feedback on performance - especially in a short-term system such as a four-day week - to ensure expectations are met for both parties. Be Flexible  Implementing a four-day workweek is an attractive solution for many businesses and their teams, but keeping your options open is essential. You should always remain flexible as circumstances and conditions often change quickly and require a different approach.  It's important to be aware of potential road bumps or tweaks you may need to make along the way for the new system to succeed over the long term. Staying prepared with backup protocols and ideas can help ensure everything runs smoothly, no matter the challenges. Summary  Ultimately, whether implementing a four-day workweek will be beneficial for your business will depend on its size and financial situation. Also, how much value you place on employee wellbeing and engagement levels within your company. If you can make this system changeover without compromising productivity or efficiency within your business, it might be worth giving it a go!  However, you must weigh up both the pros and cons before deciding about shortening your working week. A four-day workweek can be an excellent way for businesses to increase productivity while providing employees with more flexibility and a better work/life balance. But there are certain pitfalls to avoid if you want your plan to be successful. With those elements in place, you can rest assured knowing your team will reap all the benefits of shorter working weeks with no unnecessary hiccups. Martin Veasey Talent Solutions are specialists in recruiting professional and senior-level staff with experience in every type of working pattern. Contact our team to discuss your requirements in more detail.  

Professional Working at Home

Productivity Paranoia: How to Assess Performance when Hybrid Working

  • March 17, 2023

Outcome-Based Measurements Traditionally, managers have been used to measuring productivity by tracking inputs such as hours worked or the number of tasks completed. However, with remote working, this isn’t always viable as it doesn’t accurately depict how well employees perform their roles. Rather than focusing on the hours logged by an employee, why not use outcome-based measurements? For example, stop tracking how much time an employee spends on a task. Instead, focus on what they achieve as outcomes. This is especially helpful when assessing remote workers since this method eliminates the need for direct supervision and monitoring. Outcome-based measurements also help incentivise long-term productivity instead of short-term quick fixes, making them a great way to measure productivity from afar. Focus On Communication Communication is vital for any successful business relationship, especially for managing teams remotely. Make sure you set up regular check-ins with your team. That way, everyone can discuss progress on projects and address any concerns or issues that arise. Regular communication will also allow you to provide feedback quickly, which can help keep morale high even when working remotely.  Also, besides the regular check-ins, ask employees to reflect on their own performance and set individual goals for themselves. This will help them stay focused on their work and give them a sense of ownership of their results. In turn, this will help them stay motivated and engaged. Plus, it will help you understand how each person is performing. They’re best placed to self-assess their performance more accurately than if you only provided feedback through check-ins or one-off conversations.  Encourage Accountability Many people thrive in environments where there is mutual accountability among colleagues. So creating such an environment within your team can help boost morale, productivity, and collaboration between staff. You can encourage accountability by setting goals for the entire team or individual members. Then host regular “standup” meetings where each member shares updates on their progress towards those goals with the rest of the group. These strategies help ensure everyone feels like part of a unified team, even though they work remotely. Summary Working remotely has its challenges. But it doesn’t have to mean sacrificing performance standards or invading employee privacy to ensure things are running smoothly.  Managers can maintain productivity levels in remote teams by establishing clear expectations. Next, they should create an open line of communication between employees and managers. Finally, they can encourage accountability among colleagues through goal setting and “standup” meetings. And they can do it without compromising their trustworthiness or honesty with intrusive tactics such as time-tracking software or keyboard-logging apps. Remember, new ways of working require new ways of managing. So, it’s up to business leaders to use their skills to develop a unique style that fits with this new normal. Need some help recruiting staff with knowledge and experience of managing hybrid working? Contact our team to discuss your options.  

Meet The Team

Martin Veasey, BSc (Hons) MCIPD MBPsS

Managing Director

Martin is a graduate in Behavioural Science from the University of Aston, specialising in occupational psychology. He has an extensive supply chain and executive recruitment background spanning over 30 years. He is a Member of the Chartered Institute of Personnel and Development and of the British Psychological Society. A highly experienced search and selection consultant, Martin has successfully filled many senior and specialist UK and international assignments including the recruitment of complete teams. Specialist areas are senior executive & board appointments, supply chain, logistics, purchasing, engineering, retail, human resources, sales, marketing, finance and operations, environmental, sustainability, HSE, plant management and other specialist and technical roles in the UK and internationally. Following a 10-year career as a HR Manager within the automotive logistics sector, Martin established himself as one of the foremost recruiters within supply chain and logistics. His expertise within this sector has led to recognition within the generalist UK and international search and selection market. Martin is qualified to administer and evaluate psychometric tests and assessments to level A & B (British Psychological Society).

Roheela Khan MSc, BA (Hons), AssocCIPD

Recruitment Operations Director

Roheela is a graduate in Labour Studies with French from the University of Warwick. Her studies included supply chain and operations management.  An Associate of the Chartered Institute of Personnel and Development. Roheela also holds a Post Graduate Certificate in Career and Talent Management from CIPD / University of Surrey and a MSc in Human Resources and Business from the University of Aston. Roheela is qualified to administer and evaluate psychometric tests and assessments to level A & B (British Psychological Society) including SHL OPQ, 16PF, Trait and Talent Q. Currently she is working towards her ILM level 7 in Executive Coaching & Leadership Development Roheela has more than 25 years of experience in her recruitment career focussing on senior executive appointments within supply chain, logistics, purchasing, engineering, sales and marketing, strategic planning, retail, FMCG, pharmaceutical/life sciences and manufacturing throughout the UK, Europe and internationally.  Her recruitment experience includes extensive recruitment of complete site teams both local in country nationals and ex pats. Roheela has a special interest in talent and leadership development including executive coaching.



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Intrigued? Let’s talk

To find out how our tried, tested and trusted insight and innovation can deliver you the brightest sales and marketing talent call
01905 381320 or email

Meeting Roheela for the first time is both reassuring and enjoyable, you are immediately put at ease. Roheela is personal, comprehensive, and detailed in understanding you as an individual and thorough with the detail of the opportunity. Roheela has a vast knowledge of many industries and has a significant professional client base, however, you will be made to feel like you and the potential opportunity are Roheela’s only interests.

Roheela is gifted in bringing the details of your resume to life and really understanding you as an individual and how you have developed and your real capabilities.

Time is taken to understand the blend of your skills, the requirements of the business and how to pair cultures, skill and create succession for individual and business.

Roheela can make the global 3PL industry feel like a small town. The understanding of each business, international market, their past progress, and future plans is what makes Roheela, and Martin Veasey Talent Solutions stand out from any others.

The most valuable outcome from Roheela and Martin Veasey Talent Solutions is you will feel like it’s a partnership in every way and they are there to support you in your career direction and growth. The experience is truly engaging and it’s a journey not transactional.

Taking on the role as a Director/Senior Executive within third party contract logistics in Asia was my first permanent Expat placement. Roheela supported me and provided me with every necessary detail form the outset. I am four years in this post and Roheela has engaged with me regularly throughout the journey. Always checking that myself and my employer are getting the best out of each other, this is very reassuring and again simply comes down to the personal and professional engagement of Roheela.

I would highly recommend Roheela to any professional colleague or business. If you want to understand what good looks like and have a premium and attentive experience, you will find Roheela, and Martin Veasey Talent Solutions are unrivalled as a business.

Senior Executive Director – Contract Logistics APAC

International Supply Chain & Logistics

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