Ask any technical or engineering business what their biggest recruitment challenge is and the answer probably won&rsquo;t surprise you. Finding good people is hard. (There. We&rsquo;ve said it).
&nbsp;
Across the sector, <a title="Engineering roles" href="https://www.gap-technical.com/employers-specialisms/engineering/?utm_source=chatgpt.com" target="_blank" rel="noopener">skilled professionals</a> are in demand. In some areas, there simply isn&rsquo;t enough specialist talent available, but some recruiters still talk as though there's an endless supply of suitable hires waiting to be placed.
&nbsp;
&ldquo;We&rsquo;ve got the candidates.&rdquo;&nbsp;
&ldquo;We can fill this quickly.&rdquo;&nbsp;
&ldquo;We have a huge database.&rdquo;
&nbsp;
Then reality kicks in. Weeks pass. The shortlist doesn't materialise. The role stays open. And the client is left wondering what on earth happened.
&nbsp;
Technical and engineering recruitment has changed. Businesses don&rsquo;t need another recruiter promising an easy fix in a complex market. They need someone who understands what&rsquo;s realistic and isn&rsquo;t afraid to say so. No fluff. No &ldquo;we have a magic solution&rdquo;. Just straight conversations with real people who understand the sector and won&rsquo;t pretend finding the right person is simple.
&nbsp;
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">So why are businesses still being let down? </h3>
The skills shortage is real, and <a title="Recruitment challenges" href="https://www.gap-technical.com/employers-news/the-challenges-behind-successful-technical-recruitment/" target="_blank" rel="noopener">finding someone</a> with the right technical or engineering experience isn't getting any easier. But some recruiters still treat hiring like a numbers game, even in a market where the right people are in short supply.
&nbsp;
Sending over a pile of CVs might look like progress, but activity isn&rsquo;t the same as getting results. A scattergun approach rarely works for specialist roles. Without understanding what the operation actually needs, it&rsquo;s just adding more noise to the process.
&nbsp;
Technical and engineering hiring needs more than a job advert and a database search. The best searches start with a conversation about the current landscape, not a promise about the outcome.
&nbsp;
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">What do gap technical do differently?</h3>
At gap technical, we&rsquo;d rather be upfront than make promises we can&rsquo;t keep. That means being honest when a role looks like it might be difficult to fill, discussing salary expectations, understanding how many suitable candidates are actually available, and questioning whether the brief reflects the reality of the market.
&nbsp;
Throwing more time at the same search probably won&rsquo;t uncover different results. Sometimes it takes a fresh look, asking whether every requirement is essential or whether there&rsquo;s room to think differently. The earlier those conversations happen, the more options businesses have.
&nbsp;
It also helps to have relationships already in place. Our consultants build relationships with technical and engineering professionals throughout the year, not just when a vacancy lands on their desk. So when clients need support, we&rsquo;re already speaking to relevant people rather than starting the search from scratch.
&nbsp;
<h3 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">Let&rsquo;s have a conversation</h3>
A difficult hire rarely becomes easier because everyone tiptoes around the elephant in the room. The earlier you talk about what&rsquo;s realistic, the more you can do about it.
&nbsp;
<a title="Get in touch" href="https://www.gap-technical.com/recruit-staff/" target="_blank" rel="noopener">Talk to gap technical</a> about your next engineering or technical recruitment challenge. We&rsquo;ll give you an honest view of what&rsquo;s achievable &ndash; and what isn&rsquo;t.

The engineering skills shortage isn’t going away. So what now?

Recruitment has always been about people. But finding, attracting, and retaining the right engineering and <a href="https://www.gap-technical.com/employers-specialisms/engineering/?utm_source=chatgpt.com" target="_blank" rel="noopener">technical talent</a> &ndash; well, that&rsquo;s a little trickier.
From skills shortages and increasing competition for specialist talent, to the pressure of keeping operations running and projects on track, employers face challenges that require more than simply filling vacancies. They need a partner who understands their industry, their pain points, and the calibre of people they need to succeed. Enter: gap technical (that&rsquo;s us, by the way).
We believe a successful hiring process isn't measured by placements alone. It's about building lasting partnerships, connecting the right people with the right opportunities, and delivering long-term value for clients and candidates alike. Over the next 12 months, we're exploring the realities shaping engineering and technical recruitment and the approaches that help businesses attract, secure, and most importantly keep specialist talent.
&nbsp;
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">Great candidates don't wait around</h4>
The recruitment process doesn&rsquo;t start at interview. It starts with the first conversation. Your agency partner is often the first point of contact a candidate has with your business, which means the way they introduce the opportunity, respond to queries, and manage expectations can be the difference between keeping a candidate engaged and losing them to another opportunity entirely.
Think about the last time you were left waiting for a reply. No update. No explanation. Just... tumbleweed. It&rsquo;s frustrating, right? Candidates are no different. If they don't know what's happening, if feedback disappears into the void, or they're left chasing for an update, they'll naturally assume someone else has their act together. And they probably do.
There&rsquo;s no secret formula for a great candidate experience. It comes down to doing the things that matter: setting realistic expectations, keeping candidates informed, and a recruitment partner who follows through on what they&rsquo;ve promised.
Because candidates don't just remember the role they applied for. They remember how the process made them feel. And in a market where relationships matter, that experience can influence everything from accepting an offer to recommending your business to others.
&nbsp;
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">How gap technical supports a better candidate experience</h4>
If candidate experience matters, then every interaction matters. That&rsquo;s why <a href="https://www.gap-technical.com/who-we-are/" target="_blank" rel="noopener">our approach</a> focuses on more than just making a placement. We take the time to understand what candidates are looking for, what matters to them, and whether an opportunity is genuinely the right fit. That means:
<ul type="disc">
<li>Honest conversations from the outset</li>
<li>Clear communication at every touchpoint</li>
<li>Making sure candidates always know where they stand</li>
<li>Understanding the person behind the CV</li>
<li>Supporting candidates as they settle into their new role</li>
</ul>
Our role doesn&rsquo;t end when a candidate accepts an offer. We believe good recruitment should continue to add value beyond the point of placement, ensuring candidates feel supported and giving clients confidence that their new hire is set up for success.
&nbsp;
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">The proof is in the feedback</h4>
It&rsquo;s easy to talk about candidate experience. It&rsquo;s much harder to deliver it consistently.
The feedback we receive from engineering and technical professionals tells a consistent story. They value recruiters who keep them informed, explain what&rsquo;s happening, and follow through on what they&rsquo;ve promised. Those things might not sound revolutionary, but they do matter.
Because when candidates feel supported throughout the process, they&rsquo;re far more likely to recommend the recruiter, the employer, and the opportunity to others.
&nbsp;
<h4 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">Because every interaction counts</h4>
A successful hiring process is about more than filling a vacancy. It&rsquo;s about creating an experience that attracts the right people, keeps them engaged, and builds trust from the first conversation onwards.
In the technical sector, where skilled professionals often have more than one opportunity available, those moments can make all the difference. Want to make every candidate interaction count? <a href="https://www.gap-technical.com/employers-get-in-touch/" target="_blank" rel="noopener">Let&rsquo;s talk.</a>

The challenges behind successful technical recruitment

After months of amendments between the Commons and the House of Lords, the Employment Rights Bill has now become the Employment Rights Act following Royal Assent on 18th December 2025, formally adopting the UK Government&rsquo;s &ldquo;Make Work Pay&rdquo; reforms.
While many measures are subject to phased commencement and secondary legislation, the final shape of the reforms is now clear. Here&rsquo;s the latest on what&rsquo;s confirmed, what has changed since July, and what remains under consultation.
&nbsp;
<h2 style="text-align: justify;">What&rsquo;s happened since July?</h2>
Since our original briefing:
<ul style="text-align: justify;">
<li style="color: #242c52;">The Bill completed all Parliamentary stages.</li>
<li style="color: #242c52;">Amendments proposed in the House of Lords have now been resolved.</li>
<li style="color: #242c52;">The legislation secured Royal Assent on 18th December 2025.</li>
<li style="color: #242c52;">A formal implementation roadmap has been confirmed.</li>
</ul>
Some early provisions (unchanged from July) took effect immediately on Royal Assent, including:
<ul style="text-align: justify;">
<li style="color: #242c52;">Repeal of most of the Trade Union Act 2016.</li>
<li style="color: #242c52;">Repeal of the Strikes (Minimum Service Levels) Act 2023.</li>
<li style="color: #242c52;">Simplified industrial action ballet requirements.</li>
<li style="color: #242c52;">Protection from dismissal for taking part in lawful industrial action.</li>
</ul>
&nbsp;
<hr>
<h2 style="text-align: left;">Confirmed implementation roadmap and what it means for you</h2>
<div style="text-align: justify;">
<div>
<h3>April 2026</h3>
All confirmed and unchanged:
<ul>
<li style="color: #242c52;">Statutory sick pay (SSP) reform &ndash; removal of both the Lower Earnings Limit and the 3-day waiting period for SSP.</li>
<li style="color: #242c52;">Day-one rights for paternity leave and unpaid parental leave.</li>
<li style="color: #242c52;">Whistleblowing protections strengthened.</li>
<li style="color: #242c52;">Fair Work Agency to be established - a new statutory body for guidance, oversight, and enforcement: will be established in April 2026.</li>
<li style="color: #242c52;">Simplified trade union recognition process: confirmed and unchanged.</li>
<li style="color: #242c52;">Electronic and workplace balloting for unions introduced.</li>
<li style="color: #242c52;">Doubling of protective award for collective redundancy breaches.</li>
</ul>
<h3>October 2026</h3>
<div>
<div>
<div>
<ul>
<li style="color: #242c52;">Fire and rehire regulations introduced - new statutory restrictions on using dismissal and re-engagement to change terms.</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">
<ul>
<li style="color: #242c52;">Clarified: The Act confirmed fire and rehire remains lawful only as a last resort, with explicit requirement to demonstrate genuine business necessity, meaningful consultation, and exploration of alternatives.</li>
</ul>
</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">Tribunal time limits extended &ndash; exact timeframe to be confirmed.</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">
<ul>
<li style="color: #242c52;">Clarified: Extension confirmed, with exact duration to be set via secondary legislation.</li>
</ul>
</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">Workplace harassment reforms &ndash; a legal duty to take &ldquo;all reasonable steps&rdquo; to prevent harassment, and protection from harassment by third parties (e.g. clients or customers).</li>
<li style="color: #242c52;">Fair Pay Agreement body for the adult social care sector.</li>
<li style="color: #242c52;">Two-tier procurement code for public sector contracts.</li>
<li style="color: #242c52;">Tipping law tightened to ensure fair distribution.</li>
<li style="color: #242c52;">Union access and awareness rights &ndash; a duty to inform workers of union rights, strengthening union right of access, and new rights for union representatives.</li>
<li style="color: #242c52;">Extended protections for workers taking industrial action.</li>
</ul>
</div>
</div>
</div>
<h3>&nbsp;2027</h3>
<div>
<div>
<ul>
<li style="color: #242c52;">Ban on &ldquo;exploitative zero hours contracts&rdquo; (ZHCs) - includes right to request predictable hours which will extend to agency workers.</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">
<ul>
<li style="color: #242c52;">Changed: The ban is confirmed and guaranteed hours introduced, but there is a statutory duty on the government to consult on reference periods.</li>
</ul>
</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">
<ul>
<li style="color: #242c52;">New: Statutory consultation required before regulations can define temporary / seasonal needs and exemptions from guaranteed hours.</li>
</ul>
</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">Regulation of umbrella companies &ndash; a new framework to ensure transparency and fair practice.</li>
<li style="color: #242c52;">Day-one protection from unfair dismissal &ndash; applies from the start of employment, subject to probation rules.</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">
<ul>
<li style="color: #242c52;">Changed: day one protection removed &ndash; six month qualifying period applies universally, and the statutory cap on compensation has been removed.</li>
</ul>
</li>
</ul>
</div>
<div>
<ul>
<li style="color: #242c52;">Bereavement leave entitlement extended to all workers.</li>
<li style="color: #242c52;">Flexible working to become a day-one right.</li>
<li style="color: #242c52;">Gender pay gap and menopause action plans &ndash; introduced on a voluntary basis in April 2026, to become standard.</li>
<li style="color: #242c52;">Defined standards for anti-harassment measures.</li>
<li style="color: #242c52;">New legal protections for pregnant workers.</li>
<li style="color: #242c52;">Reforms to the industrial relations framework.</li>
<li style="color: #242c52;">Updates to collective redundancy thresholds.</li>
<li style="color: #242c52;">Blacklisting protections and enforcement.</li>
</ul>
</div>
</div>
</div>
<div>
<h2 style="text-align: left;">What&rsquo;s still under consultation?</h2>
Precise dates are not published, but the duty to consult is now statutory.
<ul>
<li style="color: #242c52;">Guaranteed hours consultation: expected during 2026, ahead of 2027 commencement.</li>
<li style="color: #242c52;">Seasonal / temporary need definitions: consultation required before regulations are made.</li>
<li style="color: #242c52;">Umbrella company framework and enforcement measures: consultation alongside tax enforcement measures.</li>
<li style="color: #242c52;">Codes of Practice (fire and rehire, harassment): draft versions expected before October 2026.</li>
</ul>
<h2>What you can do now</h2>
With Royal Assent secured and the overall roadmap confirmed it&rsquo;s time to shift from monitoring change to actively preparing for implementation. There&rsquo;s still some key details to be confirmed, but here&rsquo;s what you can be doing now:
<ul>
<li style="color: #242c52;">Review your current employment policies and practices, both internally and across temporary labour usage, in preparation for upcoming reforms.</li>
<li style="color: #242c52;">Assess workforce models, contracts, and HR processes in light of new and pending measures.</li>
<li style="color: #242c52;">Engage with supply partners, especially umbrella companies and staffing providers, to ensure compliance.</li>
<li style="color: #242c52;">Monitor secondary legislation and guidance as it&rsquo;s released (we can help with this one!).</li>
</ul>
</div>
</div>
<div style="text-align: justify;">
<div>
<div>&nbsp;</div>
</div>
</div>
<h2 class="MsoNormal" style="margin-bottom: 0cm; text-align: justify;">Let's navigate the change together</h2>
The Employment Rights Act represents the most significant update to UK employment law in a generation. While implementation is phased, clarity from Royal Assent allows businesses to start planning now. We&rsquo;re ready to help you understand the changes, review your policies, and prepare for compliance. Let us know if you&rsquo;d like support with:
<ul>
<li style="color: #242c52;">Sense checking your current employment contracts.</li>
<li style="color: #242c52;">Preparing policy updates.</li>
<li style="color: #242c52;">Exploring what the new rules might mean for your recruitment strategy.</li>
</ul>
We&rsquo;re ready to help. Your operational success is our priority <a style="color: #3598db;" href="https://www.gap-technical.com/employers-get-in-touch/">&ndash; let&rsquo;s talk.</a>

Employment Rights Act – Royal Assent Update

Budget 2025 – Workforce and Staffing Impact Brief

Calling all hiring managers! We&rsquo;re diving into a topic critical to your organisation's success: the hiring process. Bagging top-notch talent in today&rsquo;s cutthroat job market isn't always a walk in the park. Skilled, technical professionals are in high demand, and in the current market they&rsquo;ve got choices galore. In the relentless race for top-tier recruits, time is everything. And the longer the hiring process drags on, the more likely it is you will lose out on exceptional talent. Let&rsquo;s break down why:
&nbsp;
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Options for top talent
High calibre professionals often juggle multiple job offers. A dragged-out process might signal a lack of interest or indecisiveness, prompting candidates to grab another opportunity while you&rsquo;re still mulling over decisions.
&nbsp;
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Frustration and fatigue
Endless rounds of interviews tire candidates out. The more hoops they jump through, the less thrilled they become, often leading to them bowing out of the process, even if they were initially gung-ho about the role.
&nbsp;
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Negative buzz
In today's social media chatter, candidates discuss experience, and negative opinions can spread like wildfire. If candidates feel their time's been squandered, it reflects on your brand and might repel other top talent.
&nbsp;
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Competitive edge
Rivals might not drag their feet like you do. In a swift job market, being sluggish on hiring decisions puts you at a disadvantage, allowing others to scoop up top talent.
&nbsp;
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Losing steam
When you find a standout candidate, keep that momentum going strong. Delays can kill interest, leading candidates to accept other offers while they await your verdict.
&nbsp;
6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Diverse disadvantage
A lengthy process favours those who can afford to wait or explore multiple options simultaneously, disadvantaging promising candidates who can't endure prolonged recruitment.
&nbsp;
To steer clear of these pitfalls and secure top-notch talent with efficiency, here&rsquo;s the deal:
&nbsp;
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Streamline the process
Cut any unnecessary steps from your process. A well-structured, efficient process can help you make quicker decisions.
&nbsp;
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Set clear timelines
Lay it out for candidates upfront and stick as close to those timelines as possible, respecting their time and signalling your commitment to a prompt decision.
&nbsp;
&nbsp;
&nbsp;
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Tech smarts
Use tech to streamline admin tasks and communication, avoiding delays caused by paperwork or scheduling hassles.
&nbsp;
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Train interviewers
Equip your interviewers to make informed decisions pronto. Arm them with the tools they need to evaluate candidates efficiently.
&nbsp;
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Keep the chat flowing
Stay open and transparent. If you hit a snag, for whatever reason, keep candidates in the loop ASAP and apologise for any bumps in the road. Time's your best bet for locking in top-notch talent, so use it wisely!
&nbsp;

Nailing down top talent: Speeding up the hiring game

Hey there industry leaders! In today's tech-driven world, AI in recruitment has gained major traction. It promises efficiency, speed, and even claims to minimise bias in selecting candidates. However, while it's got its perks, solely leaning on AI in recruitment may cost you some top-tier opportunities and the personal touch candidates desire. Let&rsquo;s dive into why keeping that human element in the recruitment process is indispensable.
&nbsp;
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Missing uniqueness and diversity
AI looks for patterns and keywords in CVs. It&rsquo;s a great tool, but it might bypass exceptional candidates who don&rsquo;t fit the standard mould. Outstanding talents often bring fresh perspectives, unique skills, and experiences that algorithms might overlook.
&nbsp;
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Ignoring soft skills and culture
AI's data crunching might struggle to assess adaptability, leadership, or cultural fit. After all, it's the human touch that has the ability to nail these attributes. Over-reliance might lead to missing out on the right fit for your company.
&nbsp;
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Exclusion of diverse candidates
Algorithms, if not calibrated well, can inadvertently favour certain backgrounds, choking diversity. This can hinder your organisation's ability to innovate and adapt in a fast-changing world.
&nbsp;
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Impersonal atmosphere
Recruitment is about more than checkboxes. Solely AI-managed processes can feel distant and robotic. Personal interaction is key to making candidates feel valued.
&nbsp;
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Missing the diamonds in the rough
Hidden gems might not sparkle on paper. Human recruiters excel in spotting hidden potential that AI might miss.
&nbsp;
6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Flexibility in change
AI might struggle to adapt swiftly to shifting requirements. Human recruiters pivot quickly, ensuring your team remains dynamic.
&nbsp;
AI rocks, no doubt, but relying solely on it may mean missed opportunities, less diversity, and a lack of personal touch. The human factor in recruitment&mdash;evaluating soft skills, culture fit, and championing uniqueness&mdash;is crucial.
&nbsp;
At gap technical, we swear by the empathy, intuition, and personal touch our team offers. Our approach blends tech efficiency with human insight - we&rsquo;re certainly not swapping our team for AI anytime soon. If you want to snag top talent while keeping it personal and inclusive, give us a shout. We're here to help you land the talent your team truly deserves.
&nbsp;
&nbsp;
&nbsp;
&nbsp;

Balancing tech and the human factor: Maximising your recruitment potential

We often talk about job seekers sharpening their skills for the big interview, but hold up &ndash; what about the folks on the other side of the table? That&rsquo;s right, we're shining a light on why it's absolutely crucial for hiring managers to rock the art of interviewing. And whilst it might be a skill anyone can learn, we want to let you know all about Google&rsquo;s Interview Warm-up programme, a handy resource that can significantly elevate your hiring prowess.
&nbsp;
Whilst it's aimed at job seekers &ndash; we happen to think hiring managers can benefit from it too. Let&rsquo;s have a look at why it could be a game-changer for your business.
&nbsp;
Crafting questions is trickier than it appears.
It can be a stressful task to craft interview questions &ndash; even for the most experienced recruiters. Google pooled together a range of questions covering different topics that you might consider adding to your question bank.
&nbsp;
Of course, certain companies follow a rigid interview structure with predetermined questions and if your company has a set plan, it's best to stick to it. However, if that's not the case, they could be a beneficial kickstart for you, or they might even offer a bit of inspo to jazz up your current questions.
&nbsp;
It's a handy tool to evaluate candidate responses.
When a candidate tackles a question, Interview Warmup gives a simple rundown to show if they&rsquo;re hitting the key points or going round in circles. It can also can suggest topics for discussion to give candidates fresh ideas if their mind has gone blank (we&rsquo;ve all been there, right?!)
&nbsp;
This in turn can benefit recruiters and hiring managers, because knowing what you're looking for helps you help the candidate. Keep in mind, if someone doesn't stand out at interview, it doesn't mean they won't excel in the role. You can guide them to give you the answers you need to figure out if they can really handle the job.
&nbsp;
It doesn&rsquo;t replace actual practice or real advice from the pros
Bear this in mind &ndash; whilst it&rsquo;s a handy little tool, and can assist both candidates and hiring managers in getting ready for an interview, it's not the whole shebang for honing your interview skills. That said, it's a great starting point&mdash;especially if it's been a while since you've done an interview. Why not check it out?
&nbsp;
Check it out here: <a class="fui-Link ___10kug0w f3rmtva f1ewtqcl fyind8e f1k6fduh f1w7gpdv fk6fouc fjoy568 figsok6 f1hu3pq6 f11qmguv f19f4twv f1tyq0we f1g0x7ka fhxju0i f1qch9an f1cnd47f fqv5qza f1vmzxwi f1o700av f13mvf36 f1cmlufx f9n3di6 f1ids18y f1tx3yz7 f1deo86v f1eh06m1 f1iescvh fhgqx19 f1olyrje f1p93eir f1nev41a f1h8hb77 f1lqvz6u f10aw75t fsle3fq f17ae5zn" title="https://grow.google/certificates/interview-warmup/" href="https://grow.google/certificates/interview-warmup/" target="_blank" rel="noreferrer noopener" aria-label="Link https://grow.google/certificates/interview-warmup/">https://grow.google/certificates/interview-warmup/</a>

Google’s Interview Warm Up: A hiring manager’s secret weapon

Our locations


                Operating from one of our three regional branches across England, our consultants are on hand to offer tailored support and local knowledge for all your recruitment needs.
                

<h2>Benefits</h2>
So, the core values sound like a good fit for you &ndash; but what else is on offer?
<ul>
<li>25 days holidays plus bank holidays</li>
<li>An additional day off on your birthday</li>
<li>Industry-leading bonus scheme</li>
<li>Private medical and dental insurance (after qualifying period)</li>
<li>Cycle to work scheme</li>
<li>Annual company awards event</li>
<li>Health Assured Employee Assistance Programme for confidential support when you need it</li>
<li>Enhanced maternity, paternity and adoption pay</li>
<li>A paid charity day to support a cause that matters to you</li>
<li>Flexible bank holidays and lifestyle leave to better suit your schedule</li>
</ul>
What are you waiting for? We&rsquo;d love to hear from you.

join gap technical

As gap technical grows, so does our need for top talent.Happy employees stay in their job four times longer than unhappy employees on average – which makes sense, doesn’t it? We’re determined to build an engaged team, and that’s why we work so hard to build a working environment that’s a supportive, fun place to grow. And we know it works - in 2023 we received our 3-star accreditation by Best Companies to Work for, achieved through "outstanding" commitment to workplace engagement.We think that experience is great, but attitude is better. We’re always interested in talking to people who identify with our core values; innovative - Consultative, Accountable, Real and Ethical. Sound like you? Then check out our current vacancies. And if there’s nothing there that is a good match right now then please don’t hesitate to get in touch about future opportunities, we’d love to hear from you.

&nbsp;We think that experience is great, but attitude is better. We’re always interested in talking to people who identify with our core values; innovative - Consultative, Accountable, Real and Ethical. Sound like you? Then check out our current vacancies. And if there’s nothing there that is a good match right now then please don’t hesitate to get in touch about future opportunities, we’d love to hear from you.&nbsp;Join the gap family!

Join the gap technical family

Jobseekers / gap technical careers

Get a callback and we'll help you find your next role

Get in touch

View job category

Employers

Read

Employers / News and insights

gap technical hubs Choose your region to find the contact details of your local gap technical branch or get in touch through our enquiry form below<h5> </h5>

Hello, and welcome to gap technical!How do we introduce you to all things gap technical without sounding like it’s all about us? It’s not - it’s about what we can do for you, but we understand why you might want to know a bit more about the kind of business we are when deciding if we’re the right fit for you.So if it’s a quick overview you’re looking for then we’ve made it easy – we’ve put it all in a video! Give us a minute or two and you’ll understand more about where it all began, and how we’ve expanded our team and specialisms to support your technical requirements.

This is our business mindset, constantly striving to redefine the standard of excellence in everything we do, always looking for opportunities for improvement across our core values.

The best interests of all of our people are at the heart of all we do; we’re not “yes” people, we want to offer our expertise, even if it means a difficult conversation.

We uphold a culture of responsibility, defining and agreeing expectations, and being held accountable against them.

We are not faceless; we’re people who work on a national basis across a range of sectors, all towards a common goal. Let’s have real conversations about needs and how we can help.

We offer peace of mind through ethical and compliant practices, for clients, candidates, and employees.

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support drivers through their initial and ongoing periodic training. You can find out more <a href="/employers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

Recruit staff let us help you fill your next role

<h5>Vision</h5>To become the first-choice recruitment partner by developing a brand that our customers, candidates, and employees are proud to be associated with.We want to be people’s first choice in an industry where there’s a lot of choice – it’s how our growth ambitions will be achieved.

<h5>Mission</h5>Through real people providing real solutions, our customers and candidates experience a true recruitment partnership. As a national provider with local presence, we are proud to deliver ethical and flexible employment solutions, accredited training, and people development.Yes, we’ve got bigger over the years, but that doesn’t mean we’ve lost that ‘local’ feel – we respect and nurture every relationship.

This is a 404 error, which means you've clicked on a bad link or entered an invalid URL.

jobseekers

Find out more

Job description

If this role is permanent, gap technical is operating as the employment agency. If this job is a temporary role, gap technical is operating as the employment business. gap technical is committed to the selection, recruitment and development of the best people, basing judgements solely on suitability for the job. Whilst we endeavour to respond to all applications individually, due to high volumes, this is not always possible. Thank you for your interest in this role and we look forward to working with you in the future. By applying for the above position and providing your personal data to us you understand that your data will be processed in line with our <a href="/privacy-policies/">Privacy Policy</a>

Job search

Let’s explain what our core values will mean to you

It’s right there in the job title, ‘Consultant’. We want to understand precisely what you’re looking for as you make your next career move; your expectations around a benefits package, preferred shifts and location, and the type of company culture that will be the right fit. Only by consulting with you can we find you that perfect match.

If we say we’ll do it, then we’ll do it. Got a query about a role or hiring company? If we don’t already know the answer we’ll find out and come straight back to you. Expecting feedback on your application or interview? We’ll agree a timeframe with you, and that’s exactly when you can expect to hear from us.

We want to get to know you so we can support you personally. We’re friendly (if we say so ourselves) and responsive, and that’s why we know we can build a real partnership with you. We get it, looking for a new job can be daunting. So, let’s have open and honest conversations at every stage of the process so we get it right first time.

We have lots of compliance processes in place to safeguard the welfare of our workers, but it’s more than that - we promise to always be totally transparent. You’ll know every detail of any placement on offer before you agree to it, and if it’s not for you there’ll be no pressure from us.

<h2>Talk to us about Driver CPC training</h2>We’re a fully qualified driving school able to support you through your initial and ongoing periodic training. You can find out more <a href="/job-seekers-specialisms/cpc-training/" rel="noopener noreferrer" target="_blank">here</a>.

<h2>Want to know why people trust us to match them with their perfect role? It’s because we care.&nbsp;</h2>We’re ‘people’ people through and through, so you can be confident that you and your needs are the focus of your journey with us – it’s embedded in our core values.

Jobseekers

gap technical hubsChoose your region to find the contact details of your local gap technical branch or get in touch through our enquiry form below<h5> </h5>

Jobseekers  /  Job categories

More information

Sourcing temporary or temp-to-perm staff?

Looking for a permanent addition to the team?

1 or 100, temp or perm – we’ve got a pricing solution to fit your needs.With access to circa 22 million candidates (yes – really!) through our industry leading technology and job board partnerships, our specialists will support you throughout the full recruitment lifecycle, all the while giving you peace of mind thanks to our aftercare service and perm placement refund schedule.We’ll build a solution around your specific resourcing requirements, and guarantee that all of our recruitment campaigns will offer:<h6> </h6>

Choose a team that cares about what you needHire the people you need for temporary, interim and permanent roles in engineering, science, trades, quality and IT. Fill out the form to tell our team your requirements and we'll be in touch within 24 hours.