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Discover the top 4 challenges shaping aviation in 2025 - from cybersecurity threats and aircraft delivery delays to workforce shortages and environmental pressures - and explore how the industry is adapting for sustainable growth.

As the world races toward a net-zero future, the renewable energy sector isn’t just growing… it’s exploding . We’re seeing a huge wave of new jobs and a total reshaping of what the global workforce looks like. Whether it’s solar panels on rooftops, offshore wind farms, massive battery installations, or behind-the-scenes digital infrastructure, clean energy is now one of the most exciting and fast-moving industries out there. And the best part? It’s hiring like never before. In the UK alone, jobs in the low-carbon and renewable energy space jumped by 27% between 2020 and 2022. That’s over 272,000 people now working in the sector, growing five times faster than the average UK job market. To keep up with this momentum and hit BIG 2030 targe ts, energy giants like National Grid, SSE Transmission, and SP Energy Networks are calling for a “clean power army.” That means tens of thousands of new roles popping up across the country, from high-tech engineering to policy, operations, and beyond. But with this growth comes one big challenge: a serious need for talent with the right skills . Here are five must-have skill sets that’ll help you thrive in the renewable energy world of 2025: 1. Technical Engineering Know-How Roles in solar, wind, and energy storage rely heavily on both electrical and mechanical engineering . That means everything from designing and maintaining wind turbines to wiring systems or optimising large-scale battery installations. 2. Data Analytics & Energy System Modelling Behind every solar farm and wind turbine is a mountain of data being crunched to make things more efficient, cost-effective, and sustainable. That’s where data analysts and system modelers come in. Whether it’s forecasting power generation, simulating grid performance, or improving storage strategies, these skills are in hot demand. 3. Project Management & Agile Thinking Whether it’s building a new wind farm or upgrading a transmission line, you need people who can lead teams, hit deadlines, and stay flexible when the plan changes… which it will. Project managers with experience in specific methodologies are especially valuable. It’s not just about keeping things on track, it’s about knowing how to adapt fast in a high-stakes environment. 4. Grid Integration & Smart Grid Tech As we integrate more renewables into the energy mix, our power grids need to be smarter and more adaptable than ever. That’s where grid integration specialists come in. They help make sure all these new energy sources actually work together without overloading the system. Understanding smart grids, real-time monitoring, and digital control systems is key here. 5. Battery Energy Storage Systems (BESS) Expertise Renewables like wind and solar don’t always generate power when we need it, which is why energy storage is essential. BESS experts design, operate, and maintain the systems that store excess power and release it when demand spikes. This is one of the fastest-growing areas in energy, and it touches on everything from chemistry and electrical systems to grid regulations and safety compliance. The bottom line?  If you’ve got the right mix of technical know-how, are digitally savvy, and a strategic thinker, the renewable energy sector offers incredible career opportunities right now… and it’s only going to grow from here. The clean energy revolution isn’t coming. It’s already here. And the question is: are you ready to power it? Connect with our Specialist Power Generation team today here.

With the second quarter of 2025 now behind us, the momentum at V7 Recruitment continues to build. From exciting new projects to key team developments, Q2 has been packed with progress and opportunities. Here’s a quick look at some of the highlights from the past few months: Recruiter Awards Shortlists Q2 started off strong with V7 being shortlisted for not one, not two, but THREE award categories for the 2025 Recruiter Awards! We are shortlisted for the following categorie s:

What’s Happened So Far As we reach the midpoint of 2025, one thing is clear: candidates are redefining what they expect from employers. In a job market transformed by AI, global talent competition, and evolving work norms, today’s job seekers aren’t just chasing salaries. Instead, they’re prioritising flexibility, purpose, well-being, and opportunities to grow. Understanding these shifting expectations isn’t just a nice-to-have for employers; it’s the key to attracting and retaining top talent in an increasingly candidate-driven market. Here are some moments from 2025 recruitment trends so far: In the UK, 51% of business leaders say they’re prioritising AI investment instead of traditional hiring, following increased employer costs. 76% of employers globally report talent shortages—the highest on record. 67% of HR professionals identify skilled talent competition as their biggest challenge. 94% of employers see skills-based hiring as a better predictor of performance . So, let’s take a look candidates want when job hunting over the next 6 months… and what other recruitment trends from 2025 may form! 1. Flexibility Is Non-Negotiable As we enter the second half of 2025, one trend is clearer than ever: candidates don’t just want flexible work… they expect it! The world of work has shifted permanently since the pandemic. While some companies push for office returns, remote and hybrid options remain top priorities for job seekers evaluating employers. Global recruitment data shows most professionals, especially in tech, marketing, and finance, actively filter jobs for remote or hybrid roles. But flexibility isn’t only about where people work, it’s also about when. Candidates want schedules that fit their lives, whether adjusting hours for caregiving, education, or peak productivity. The companies winning talent in 2025 are those offering customisable schedules instead of rigid 9–5 hours recognising that flexibility drives engagement, loyalty, and productivity. Businesses resisting this shift face rising turnover, higher hiring costs, and struggles to appeal to today’s workforce. 2. Compensation Must Match Market Realities As economic pressures persist and living costs stay high, candidates expect compensation that reflects current market realities, not outdated pay structures. Employers who don’t keep up risk losing both potential hires and existing team members to companies that do. Salary transparency is now essential, with candidates demanding clear pay details in job ads before applying. After all, how likely are you to apply for a role that doesn’t mention salary? But salary alone isn’t enough to retain talent. Candidates are looking beyond standard benefits like health insurance or bonuses. They want holistic support, including mental health resources, fertility and family planning benefits, sabbaticals, and flexible wellness stipends. Companies tailoring benefits to employees’ evolving needs are more successful at attracting and keeping diverse, high-performing teams. 3. Candidates Want Growth—Not Just a Job In 2025, candidates are seeking employers who will invest in their growth. As skills requirements shift faster than ever, professionals know that continuous learning is key to staying relevant… so when it comes to looking for opportunities, learning and development is top of the list. Companies that stand out are those making upskilling and reskilling part of their core strategy. Whether it’s funding certifications, hosting in-house workshops, or giving employees time to learn new technologies, these investments send a clear message that they’re committed to your future. This not only helps retain top talent but also builds a more agile, resilient workforce equipped to handle evolving business needs. So, how do you stack up? As we head into the second half of 2025, employers have a clear choice… …adapt to what candidates want or risk falling behind. Flexibility, fair and transparent compensation, and real opportunities for growth aren’t perks, they’re expectations. Companies willing to meet these demands will not only attract the best talent but also build more engaged, loyal, and future-ready teams. The question for every employer now is simple: are you keeping pace with what today’s candidates actually need? Find out how V7 Recruitment can help you avoid a bad hire at www.v7recruitment.com .

Picture this… A construction firm lands a multi-million-pound commercial project and needs to bring in a new Project Manager - fast . They interview a candidate who speaks confidently about managing large teams, handling tight timelines, and coordinating stakeholders. His CV boasts experience with major contractors and impressive projects. He gets the job. But once on site, he can’t read basic drawings, misses subcontractor meetings, and casually suggests “just pushing the schedule back” when delays hit. Turns out, he’d never actually led a project from start to finish. He had mostly been an assistant PM, and on far smaller scopes than he claimed. The company let him go after just three weeks and scrambled to find a replacement. The result? Lost time, wasted money, and a hit to their reputation. The Lesson? A great CV and smooth interview can’t replace real competence. Your hiring process must go beyond surface-level confidence and identify proven capability. Unfortunately, stories like this aren’t rare. In this article, we break down the direct costs you can measure , the hidden ones you can’t , and how to avoid bad hires altogether . What is a Bad Hire? A bad hire is someone who, once brought into the business, proves to be a poor fit for the role, the team, or the company—due to a lack of skills, performance issues, or misaligned values. The result? A negative impact on morale, productivity, and profitability. According to the Recruitment & Employment Confederation (REC) : 4 in 10 hires are considered a poor fit 85% of employers admit to making at least one bad hire And surprisingly, nearly a third believe it had no financial impact The reality? It does. In fact, the REC found that: A single bad hire costs a business an average of £19,355. £9,730 in recruitment and training + £9,625 in lost productivity. The Direct Costs: What You Can See Recruitment Expense Job adverts, recruiter fees and interview time…it all adds up. When you hire the wrong person, you waste those investments and must spend them again to find a replacement. Onboarding and Training New hires require onboarding, training, and mentoring. These processes take time from managers and team members and often involve paid training programmes or materials. A bad hire means this investment delivers no return, and wasted resource. Salary and Benefits Even short-term hires cost thousands once you factor in pay, National Insurance, pension contributions, and other benefits. If they’re not delivering value, that’s money straight down the drain. Rehiring and Rework Replacing a bad hire means restarting the recruitment process and, often, correcting their mistakes. whether it’s fixing bad code, resolving client issues, or redoing flawed project work. That’s double the time and cost. The Indirect Costs: What You Don’t See… Until It’s Too Late Team Morale and Productivity One of the most overlooked consequences of a bad hire is the impact on team morale. When someone underperforms, misses deadlines, or creates tension, it places extra pressure on others to pick up the workload. Resentment builds, collaboration suffers, and the overall energy of the team declines. Damage To Reputation Whether it’s client-facing errors, communication issues, or missed commitments, a poor hire can quietly chip away at your company’s credibility. Clients notice inconsistencies in your working standards and will question your reliability. Internally, employees may lose faith in leadership’s judgment, especially if the hire’s issues go unaddressed. Cultural Breakdown Perhaps the most dangerous hidden cost is the slow breakdown of company culture. If a bad hire is negative, or simply not aligned with team values, they can dilute the standards you’ve worked hard to build. Worse, if tolerated too long, they set a new (lower) bar for behaviour and performance. Unlike salary or recruitment fees, indirect costs don’t show up on spreadsheets… but they leave a lasting mark. Over time, a single bad hire can ripple through an organisation, affecting morale, performance, reputation, and culture in ways that are hard to quantify. Hiring Is Expensive… and Hiring Wrong Is Priceless The true cost of a bad hire goes far beyond salary. While no hiring process is foolproof, partnering with a reputable recruitment agency can significantly reduce the risk. Agencies bring expertise in vetting candidates, assessing both skills and cultural fit, and streamlining the hiring process to avoid costly missteps. Find out how V7 Recruitment can help you avoid a bad hire at www.v7recruitment.com .

We’re absolutely thrilled to announce that we have been shortlisted for no less than five awards at this year’s Recruiter Awards ! Being recognised for our hard work in the industry is an honour in itself but being shortlisted for 5 awards is beyond incredible. This year, we’re in the running for: Recruitment Agency of the Year: 20-34 Employees Most Effective Back Office Operations Best Candidate Care This year we’ve pushed boundaries, embraced change and stayed committed to evolving, all whilst delivering the best service for our clients and candidates… …so it’s great to receive this recognition! Over the past year, V7 Recruitment has achieved remarkable milestones, reinforcing our growth, innovation and commitment to excellence in the recruitment industry; we’ve enhanced internal operations, improved client and candidate experiences and strengthened our company culture – all whilst preparing for global expansion. We’ve supported two Manchester-based charities to raise over £10,000 , grown our headcount by 66%, introduced a new sector – Power Generation – in both our Perm and Contract divisions, taken our high-performing employee abroad to reward their efforts and increased our turnover by 23%! Established in 2002, the Recruiter Awards is the UK’s biggest recruitment event of the year. The night is to recognise outstanding achievements by agencies and in-house recruiters as well as areas in recruitment marketing and technology. Managing Director and Founder, Steve Whiston, shared “I’m thrilled that V7 Recruitment is recognised with in the industry for the excellent work that we do and has been shortlisted for 3 awards. Having been shortlisted in 2024 also, but unfortunately unsuccessful in winning, we’ve worked really hard as a business over the last 12 months to enhance our services and offerings, strengthen our company culture and drive innovation – so it’s great to see this being acknowledged and appreciated. We’re hopeful for a great result on the awards evening”.

A new and bizarre workplace trend is emerging… Career Catfishing. Have you heard of it? Experienced it before? Or maybe, you’ve catfished yourself? The term Career Catfishing is defined as: Candidates accepting a job offer, even going as far as signing a contract, but never showing up for the job on their first day. With the trend growing in popularity, it’s shaking up the traditional recruitment norms. In fact, in a recent study, 34% of Gen Z employees admitted to ‘Career Catfishing’, 24% of Millennials also did, as well as 7% of Boomers. The ‘Career Catfishing’ trend is being led largely by the fact that the younger generation are finding the process of securing a new role exhausting. With it being highlighted that candidates need to sub mit 27 job applications in order to land just 1 job interview , 71% of Gen Z job seekers are frustrated by the lack of feedback they receive when applying for roles; this is one of the many reasons contributing to this trend gaining popularity. Additionally, 65% stated that they are irritated by the length of the application process and are annoyed by being ghosted by employers. Factors like these mean that when candidates do finally hear from employers regarding their applications, their feelings towards the role may have changed. Although these statistics might just look like another example of younger workers being unprofessional or unwilling to follow traditional workplace norms, in reality, they highlight a system that fails to engage them meaningfully. CEO and Co-Founder of KickResume, Pete Duris, recently stated in an interview that the reason for Career Catfishing may be that applicants may have spotted red flags during the recruitment process, leading to them accepting a better job offer elsewhere. And for a generation generally known for being scared to pick up the phone, calling a recruiter or hiring manager to tell them that they won’t be accepting the job anymore can be a daunting task that they’d rather not do. What Does This Trend Mean Movements like Career Catfishing demonstrate the growing change in workplace priorities. Preferences such as flexibility, mental well-being, and work-life balance are top of the list for many, so when job searchers don’t find this, they aren’t afraid to disengage and career catfish. However, repeat offenders of Career Catfishing will feel the repercussions of their actions. Being unreliable in committing, poor communication, and lack of honesty can damage a candidate’s professional reputation, making finding a job much harder in the future. How To Combat Career Catfishing Recruiting and onboarding the right people is a timely and costly process. Career Catfishing not only adds to these costs but also puts a huge strain on recruiters’ relationships with businesses. As we’ve established, the trend is largely caused by changing workplace preferences and the younger workforce growing size, so here are a few things to consider to combat the trend: Communication is key. Staying in touch with new hires right up until they start is important; a long gap between the job offer and their start date can lead to a lot of change in those weeks. Clear Job Descriptions. Setting expectations as to what the job entails, requirements from the successful candidate and benefits they’ll receive is crucial for engaging candidates – from initially attracting talent, securing a new hire, to having them start and staying! Streamline the Hiring Process. Reducing the hiring timeline can keep candidates engaged and stop them from looking around for ‘better alternatives’. Keen to discover more ways to combat career catfishing? Our Consultants have plenty more.

AI is Rewriting the Rules of Hiring The longer a role is left unfilled, naturally, it causes more pressure to build up on already lean teams. Traditional hiring methods are proving to be slow and clunky as technology evolves. Gone are the days of it being sufficient to just post a job online, wait for relevant candidates to apply and schedule interviews. As AI progresses and gets smarter, it’s transforming the hiring funnel and making talent acquisition fast, transparent and grounded in real data. Some of the biggest companies out there are benefiting from the use of AI right now. Unilever has adopted AI-driven video interviews into their hiring processes to help support speedy and insightful decision-making; The video picks up facial expressions, tone of voice and keyword usage which otherwise may be missed. AI is unquestionably going to become a staple tool for recruitment consultants to speed up their administrative tasks. However, it’s important to be aware and ensure a human approach is still taken when hiring. AI Is Creating Copycat CVs: A New Hiring Dilemma Recruiters and Hiring Managers are thriving off the capabilities that AI is providing them to execute their tasks efficiently. But they’re not alone in using this technology when it comes to hiring. With the average job-seeker in the UK needing to make an astonishing 27 job applications in order to secure just one job interview, AI is helping talent to apply for more roles at speed through generating tailored CV’s and Cover Letters. Although this is highly beneficial candidates, the use of this technology is not going unnoticed by employers. Repetitive sentences and phrases – generated by Ai – is being used across candidate CV’s. For example: “My skills align with your organisation’s objectives and goals” is being noted as the opening line across cover letters produced by AI AI can undoubtedly produce tailored documents at speed, but without inserting enough accurate information to begin with, candidates must be careful not to distort the truth. What are your thoughts on using AI as a candidate? Job Hunting Heats Up The UK job market has experienced its most significant surge in job seekers since 2020, driven by a combination of rising redundancies and a decline in job vacancies. However, stability does appear to returning as the overall number of active job postings in February 2025 was 1,550,191, an increase of 0.1% from the number of postings in January 2025. The Recruitment and Employment Confederation stated: “Firms have been working hard to find growth in the face of rising costs since the Budget, and it is reassuring that some are now feeling more ready to hire.” After the struggles felt industry-wide over the last 4 years, the volume of job postings show that the market is getting healthier despite wider challenges. “Growing stability of demand will reassure recruiters and policymakers, given the challenging outlook for business on National Insurance hikes, wage increases, global political shifts and the uncertainty about the future impact of the Employment Rights Bill”. Has This Gone Too Far? Focused on prioritising a candidate’s skillset over their formal qualifications, skills-based hiring has become favourable with hiring managers over the last few years; especially as individuals more frequently choose a different career path to the stereotypical University route. This approach aims to identify the best fit for a role by evaluating a candidate’s practical skills… showcasing their potential to succeed. Tasks during the interview process are usually centred around demonstrating practical skills and discussing real-life scenarios. However, a viral Reddit thread recently sparked a debate over unusual trends happening. Hidden interview tasks. The thread revealed that managers have been using secret hiring tests to determine whether a candidate is suitable for the job. The task sparking heated conversation in the thread – The ‘Water’ Test . Essentially, this hidden task involves: “Interviewers will put a jug of water with a cup out to see if anyone would drink it while being interviewed. Apparently, you can tell a lot about a person from the way they refuse the offer of the water or by drinking it too fast. Those who drink at a ‘normal pace’ during the interview are seen as being ‘confident in the workplace'”. What are your thoughts on Secret Tasks like this during interviews? Do you think it’s fair to be judged on how competent you are for a job based on how you drink offered water? Let us know in the comments! The art of good business is being a good middleman  V7 Recruitment are the go-to recruiter for every organisation and individual operating in our core sectors providing high quality services, trust and professionalism. Find out more about our recruitment solutions and talk to one of our consultants today.

The first quarter of 2025 may be over, but the year – and the team here at V7 – are just getting started. Since our last update at the end of the year, some big changes have happened at V7 Recruitment. So, let’s take a look at a few key highlights: Expansion Into The Middle East In early February, we announced one of the most exciting milestones in V7’s journey to date. Building on five years of consistent success, careful market analysis, and a commitment to strategic growth, we officially shared with our clients, candidates, and wider network that V7 is now registered to operate in the Middle East. While our team has already begun supporting a major aviation project virtually from our Manchester office, we’re thrilled to confirm that a dedicated group of experienced Recruitment Consultants will be on the ground later this year – operating from our brand-new V7 office in the United Arab Emirates. As our Managing Director , Steven , describes, “𝘘𝘶𝘪𝘵𝘦 𝘢 𝘭𝘰𝘵 𝘰𝘧 𝘰𝘶𝘳 𝘤𝘭𝘪𝘦𝘯𝘵𝘴 𝘢𝘳𝘦 𝘢𝘭𝘳𝘦𝘢𝘥𝘺 𝘪𝘯 𝘵𝘩𝘦 𝘔𝘪𝘥𝘥𝘭𝘦 𝘌𝘢𝘴𝘵 𝘢𝘯𝘥 𝘋𝘶𝘣𝘢𝘪 𝘮𝘢𝘳𝘬𝘦𝘵𝘴, 𝘴𝘰 𝘵𝘩𝘪𝘴 𝘪𝘴 𝘢 𝘳𝘦𝘢𝘭𝘭𝘺 𝘦𝘹𝘤𝘪𝘵𝘪𝘯𝘨 𝘵𝘪𝘮𝘦 𝘧𝘰𝘳 𝘶𝘴, 𝘰𝘶𝘳 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴 𝘢𝘯𝘥 𝘤𝘭𝘪𝘦𝘯𝘵𝘴, 𝘪𝘯 𝘸𝘩𝘪𝘤𝘩 𝘸𝘦 𝘤𝘢𝘯 𝘩𝘦𝘭𝘱 𝘴𝘦𝘳𝘷𝘪𝘤𝘦 𝘵𝘩𝘦𝘪𝘳 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴𝘦𝘴 𝘸𝘪𝘵𝘩 𝘴𝘰𝘮𝘦 𝘳𝘦𝘢𝘭𝘭𝘺 𝘨𝘳𝘦𝘢𝘵 𝘵𝘢𝘭𝘦𝘯𝘵” To watch our full announcement video and find out more information, click here.