Having worked in recruitment for almost 15 years, STEM Recruitment Consultant Mark Newland knows a thing or two about the competitive STEM job market.
We caught up with him to find out more about the world of recruitment, what he loves most about his job and any tips he has for candidates applying for roles.
What kind of roles or sectors do you specialise in?
Currently the majority of my clients are based with the Engineering and Tech space. The roles I recruit for range from graduate/entry level positions right up to boardroom level.
What made you choose to specialise in engineering recruitment?
By listening to clients, it quickly becomes apparent that employers are continuously facing complex challenges when it comes to hiring STEM talent. The STEM talent pool is competitive and extremely candidate driven. Being able to impact these challenges and provide our clients with direct solutions motivates me greatly.
What does an average day look like for you?
My desk is client driven, therefore the majority of my day is focused on sourcing and screening graduate talent for the clients I am working with. These clients are often companies I have built excellent relationships with over the years and have successfully assisted in the past.
What do you love most about your job?
I really love finding people jobs. But I also enjoy solving problems that clients encounter when struggling to get a role filled. No matter what level you are recruiting for, finding someone a job can be life changing for that person and the people closest to that person. It is arguably even more significant at graduate level, as in some small way you are helping them carve out the beginnings of a career.
In turn, bringing a new person into a client’s business can be the difference between the success or failure of a project, it can help open doors that may have previously been beyond their reach and ultimately have an impact on the growth of a business. Having that kind of influence is very rewarding.
What can candidates expect when they apply for a role you are managing?
When I source and screen candidates, they can expect to be introduced to at least one relevant and suitable role. As previously stated, my desk is client driven, so I don’t work by calling candidates and qualifying them to add to a database. If I am speaking to a candidate, it’s because I am working on a ‘live’ role that matches their skillset and I want to introduce them to that opportunity.
Do you have any hints or tips for candidates when they are applying for roles?
Make sure you provide details of your academic grades on your CV. Detail your degree classification, list final year modules, detail final year projects and/or dissertation. But the important tip I could give would be to not apply for everything and anything, be targeted in your approach to applications. You should be passionate about that particular role and company.
