Did you know that over 4 million tonnes of good to eat surplus food goes to waste in the UK food industry every year? How can this still happen in 2024 when so many people face chronic food shortages and are struggling to afford to eat?
FareShare is the UK&rsquo;s longest running food redistribution charity. They take good food that would otherwise go to waste and get it to local charities who use it to support people in their communities. Their organisation has grown substantially over since the 1990&rsquo;s, as has their approach to how to tackle hunger and food waste &ndash; and they now partner with some of the major supermarkets, such as Tesco, Co-op, Asda and Sainsbury&rsquo;s. In addition, they work with central and local government bodies to fight hunger and tackle food waste.
True North Talent is recognised as a trusted supplier of recruitment services to the food manufacturing and FMCG industries. We therefore have a heightened awareness of food manufacturing, food distribution and supply chain. Our directors, Amy and Emma chose to work alongside Work for Good to support FareShare as their charity to make a positive impact on giving back to the community. Giving is more than just a financial transaction; it's a powerful expression of empathy and solidarity with those in need. We make a significant and meaningful impact in our specialist industry through our pledge to donate 200 meals to those in need for every placement we make.
We are proud to have already donated thousands of meals to this charity and look forward to continuing our partnership with them in the future.
When you make a charitable donation, you're not just giving money - you're contributing to a cycle of positive change. Your generosity inspires others, supports vital causes, and creates a world where kindness and compassion lead the way.
So, the next time you think about making a difference, remember that your charitable donation, no matter how big or small, whether through donating time or money, is a powerful tool for good.
Interested in learning how you can get involved? Contact our team today at <a href="mailto:hello@truenorthtalent.co.uk">hello@truenorthtalent.co.uk</a> &ndash; we&rsquo;d love the chance to collaborate and make a difference together, one placement at a time.

Tackling Food Waste

In the fast paced and highly regulated world of food manufacturing, companies often face challenges that require swift intervention. Whether it's navigating a crisis, executing critical projects, or driving operational improvements, an interim professional can be a game changer. Here's why&hellip;
 Expertise and Experience Interim professionals bring extensive industry knowledge and experience. They have a proven track record of managing complex operations and leading teams in challenging environments. This expertise is crucial for navigating the peaks and troughs.
 Strategic Leadership Interims help set the direction for the company, define goals, and develop plans to achieve them. Their strategic vision helps align operations with long-term business objectives, ensuring sustainable growth and competitiveness.
 Crisis Management and Problem Solving
Interims are often brought in during times of transition or crisis. Their ability to quickly assess situations, identify problems, and implement effective solutions is invaluable. Whether it's streamlining processes, addressing compliance issues, or managing a product recall, their skills in crisis management are essential.
 Project Execution Interim professionals are focused on delivering tangible results within a defined timeframe. Whether it&rsquo;s launching a new product, expanding a facility, or optimising supply chain operations, their goal-oriented approach ensures that critical projects are completed efficiently and successfully.
Change Management Interim managers excel at leading change initiatives. They can introduce and manage new processes, technologies, and practices, ensuring smooth transitions with minimal disruption. Their experience with change management helps in gaining buy-in from employees and stakeholders, facilitating a more cohesive and effective implementation.
Fresh Perspectives As external professionals, interims bring an unbiased perspective to the organisation. They can identify issues and opportunities that may be overlooked by internal staff. Their fresh viewpoints can lead to innovative solutions and improvements that drive the company forward.
Regulatory Compliance and Risk Management Given the stringent regulations in the food manufacturing industry, interims&rsquo; expertise in regulatory compliance and risk management is critical. They ensure that all operations adhere to industry standards and government regulations, mitigating risks and protecting the company&rsquo;s reputation.
Mentorship and Team Development Interims play a vital role in mentoring and developing existing teams. By sharing their knowledge and expertise, they help build internal capabilities, ensuring that the organisation can continue to thrive after their departure. Their ability to inspire and motivate teams contributes to a more skilled and engaged workforce. 
Tangible Results While hiring an interim might seem costly, their impact often leads to significant long-term savings. By addressing inefficiencies, improving processes, and avoiding potential pitfalls, interims can deliver substantial financial benefits that outweigh their fees.
Focused and Agile Interim professionals are typically focused on delivering results within a short period. Their ability to adapt quickly to the company&rsquo;s culture and operational environment allows them to hit the ground running, providing immediate value and achieving swift results.
&nbsp;
We only work with the very best interims If you&rsquo;re looking for support during a transition or crisis, or need help with a critical project contact us today to discuss how we can help and assist in hiring the right interim for your needs. amy@truenorthtalent.co.uk&nbsp; 07564 576300

Hiring Interim Professionals in the Food Manufacturing Sector

The STAR method is a structured technique used to answer behavioural interview questions. It stands for Situation, Task, Action, and Result. This approach allows the interviewee to provide clear, concise, and thoughtful answers based on real-life examples from their own experiences.
The STAR method is not just an interview response strategy; it&rsquo;s a structured approach that helps you present your experiences and skills in a way that leaves a lasting impression on your potential employer.
Here are some key aspects of the STAR method that further shows its importance:
<ul type="disc">
<li>Specificity: The STAR method encourages you to focus on specific situations rather than generalities. This allows interviewers to see exactly how you apply your skills in real-world scenarios.</li>
<li>Structure: By following the Situation, Task, Action, Result framework, you ensure your responses are organised and coherent. It also ensures you don&rsquo;t miss out on any critical details.</li>
<li>Relevance: With STAR, you can tailor your answers to demonstrate how your past experiences directly align with the job requirements.</li>
<li>Evidence-Based: Rather than simply stating that you have certain skills, the STAR method enables you to provide concrete examples.</li>
</ul>
Breaking down the components:
Situation: Set the scene
Task: Define your responsibilities
Action: Describe what steps you took
Result: Highlight the outcomes
<h4>Situation: Start by providing context.</h4>
What was the environment like? Was it a high-pressure sales team chasing ambitious targets, or an under-resourced Quality team struggling to meet business needs?
Perhaps it was a start-up business on the verge of significant expansion, or a well-established business navigating a challenging market downturn?
Next, identify any key players involved.
Were there colleagues who played pivotal roles? Or maybe external stakeholders like clients, suppliers, or regulatory bodies that influenced the situation?
Remember, details are crucial here but be careful not to get lost in them.
This isn&rsquo;t just about painting a picture of your past work environment. You&rsquo;re laying out the particular circumstances surrounding the challenge you faced. So clearly define what made this situation unique or difficult.
<h4>The &lsquo;Task&rsquo; component is where you&rsquo;ll outline your specific responsibilities in a given situation.</h4>
When detailing your task, clarity is crucial. You want the interviewer to understand exactly what was expected of you.
Start by describing any&nbsp;objectives&nbsp;or&nbsp;goals&nbsp;that were set for you at the outset. Were there targets or KPIs (Key Performance Indicators) that you had to meet? Did you have a deadline?
These details help paint a picture of the pressure or challenges involved in your task.
Next, consider any&nbsp;constraints&nbsp;or&nbsp;limitations&nbsp;that might have been present. For instance, did you have limited resources, such as time, budget, or manpower? Were there any particular rules or regulations that needed to be adhered to?
Also crucial in this section is demonstrating an understanding of&nbsp;who benefited&nbsp;from your tasks &ndash; whether it was clients, colleagues, stakeholders, or even broader.
By doing this, not only are you showing awareness of your role within a larger context but also emphasising its significance.
<h4>Action: Describing The Steps You Took</h4>
Taking action is the critical core of the STAR Method.
It&rsquo;s where you get to demonstrate your problem-solving skills, initiative, and ability to adapt in real-time situations.
Here&rsquo;s how you can effectively describe the steps you took:
<ol start="1" type="1">
<li>Be Specific: Avoid vague descriptions. Instead, delve into the exact steps you undertook to address the situation or task at hand. Did you organise a team meeting? Implement a new software system? Develop a marketing strategy? The more specific, the better.</li>
<li>Showcase Your Skills:&nbsp;This is your chance to highlight your unique abilities and strengths. Focus on actions that underline key competencies such as leadership, teamwork, creativity, resilience, or strategic thinking.</li>
<li>Include Collaborative Efforts:&nbsp;If your action involved others (e.g., colleagues, stakeholders), mention their involvement to show your ability to work effectively within a team.</li>
</ol>
<h4>Result: Highlighting The Outcomes Of Your Actions</h4>
<ul>
<li>In the STAR method, the Result is your shining moment, your chance to highlight the outcomes of your actions.</li>
<li>The key here is to quantify your success whenever possible. Numbers speak volumes in an interview setting.</li>
<li>Did you increase sales by 20%? Reduce customer complaints by 50%? Or perhaps you streamlined a process that saved 10 hours of work each week? These are powerful statements that can establish you as a problem-solver who gets results.</li>
<li>But what if your result wasn&rsquo;t quantifiable or didn&rsquo;t end in absolute success? That&rsquo;s okay too! What matters is that you show progress, learning, and growth.</li>
</ul>
Remember, not all results have to be earth-shattering successes. Sometimes, they&rsquo;re stepping stones towards bigger victories down the line.
Another point worth noting is that results should ideally tie back to the company&rsquo;s goals or values. This shows alignment with their mission and demonstrates how you could contribute if hired.
Good Luck!
If you need any help with this or want to discuss, please get in touch with one of the team who will be happy to talk through on 0161 399 1575.
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The STAR Interview Technique - a Guide

Organisational culture plays a huge part in ensuring employee satisfaction, productivity, and retention. Businesses must prioritise creating environments where employees feel valued, supported, and empowered. Here's why people may leave due to culture and what you can do to prevent it:
&nbsp;
Lack of Belonging: When employees feel disconnected from their team or company culture, it can lead to a sense of isolation. Building a sense of belonging starts with inclusive practices, transparent communication, and ensuring a supportive atmosphere where everyone's voice is heard and respected.
&nbsp;
Toxic Work Environment: Toxic cultures breed negativity, bringing down morale and damaging mental well-being. Stop this by promoting a zero-tolerance policy for toxic behaviours, investing in being available for all your employees, and having a culture of empathy and kindness.
&nbsp;
Limited Growth Opportunities: Employees seek opportunities for professional development and advancement. Ensure regular performance reviews, provide constructive feedback, and offer ways for development and career progression to keep employees engaged and invested in their growth within the organisation.
&nbsp;
Mismatched Values: Misalignment between personal values and company values can lead to disengagement. Ensure transparent communication about values, encourage discussions, and incorporate values into day-to-day operations to reinforce their importance. 5 Work-Life Balance: Burnout resulting from excessive workload or unrealistic expectations can drive employees away. Promote work-life balance initiatives, encourage time off, and have a culture that respects boundaries to prevent burnout and promote overall well-being.
&nbsp;
If you want to discuss your company culture and need advice, please give me a call on 07899 686690.

How to prevent people leaving jobs due to culture

HelloFresh vs Gousto&hellip;
I&rsquo;m a sucker for a good discount code, and I&rsquo;ve seen numerous influencers posting codes lately about HelloFresh and Gousto so I thought I&rsquo;d give them a try.
Although recipe boxes have been around awhile now, I&rsquo;m totally new to trying them.
There&rsquo;s a few pros and cons I&rsquo;ve noticed so far.
<h5>Pros</h5>
<ul>
<li>As someone who despises doing the weekly food shop, it&rsquo;s a bit of a no brainer for me! It saves a lot of time and effort.</li>
<li>It&rsquo;s prevented me from picking up endless amounts of unnecessary snacks and special buys I really don&rsquo;t need!</li>
<li>The ingredients are all pre portioned so there&rsquo;s very little to no food waste.</li>
<li>You could add extra items to the checkout to pair with the meals.</li>
<li>All nutritional information is displayed so you know exactly what each portion contains.</li>
<li>The instructions are easy to follow and the photos are really helpful.</li>
</ul>
<h5>&nbsp;</h5>
<h5>Cons</h5>
<ul>
<li>With HelloFresh, I had to pay before I could choose my recipes. A bit of a gamble &ndash; what if there weren&rsquo;t any we liked?</li>
<li>A LOT of the recipes with HelloFresh were upgradable and an extra cost, so choice was limited.</li>
<li>Higher cost than our usual weekly food shop.</li>
<li>A lot of plastic packaging.</li>
</ul>
I&rsquo;ve also previously tried Pasta Evangelists and these meals were a big hit in our house! Restaurant quality meals and the sauces come premade so super quick to cook (although I didn&rsquo;t get that feeling of achievement you get when you cook a meal from scratch as it was already done for me).
Would I have them again? Yes, I probably would.
I&rsquo;ve recently been recommended Mindful Chef and Grubby so they&rsquo;re next on my list to try first though.
What are your thoughts on recipe boxes? Do you have any recommendations?

HelloFresh vs Gousto…

When partnering with a Recruiter, what are the key things you should be looking for to make sure you can make the most out of the relationship and the outcomes?
<ol>
<li>A consultant should know your business inside and out. Have they taken the time to get to know you, your team and your business?&nbsp;How can they represent your business if they don't know anything about it?</li>
<li>Are they just advertising your role on job boards, or are they using their own database, searching job boards, headhunting via LinkedIn? How do they source?</li>
<li>Do they provide regular updates and analytics? This could include lists of who they have contacted and where they are up to with each candidate.</li>
<li>Is your relationship a "partnership" or a means to an end? There should be transparency from both sides, a relationship built on trust and honesty.</li>
<li>Are they a true specialist in recruting for your industry and role type? You wouldn't hire a carpenter to fit your boiler...</li>
<li>Are they telling you what you want to hear? If they aren't challenging you, they won't challenge your candidates.</li>
</ol>
 Being able to have an honest and transparent partnership with our clients is the most important aspect of our business. All these aspects we pride ourselves on at True North Talent.
We'd love to tell you more about how we can support. Hit the contact us button, fill in your details and we'll be in touch!

What to look for when partnering with a recruiter?

In the ever-evolving world of food and drink manufacturing recruitment, digital tools have their place, but nothing beats the power of a face-to-face meeting. Here's why:
Trust Matters: In-person meetings build trust and authenticity, showing our commitment to clients.
Deeper Connections: They allow us to understand clients' unique needs, nurturing stronger relationships.
Non-Verbal Insights: Body language and expressions provide vital cues for better communication.
Industry Knowledge: It's an opportunity to share insights, keeping us at the forefront of industry trends.
Collaboration: Complex problems are best solved collaboratively, and face-to-face meetings facilitate this.
Memorable Impressions: In-person interactions leave lasting impressions, setting us apart.
While technology undoubtedly streamlines processes, face-to-face connections are the secret sauce in our industry's recipe for success.
We are out and about again today and are excited to keep nurturing these face to face connections in food and drink manufacturing.
&nbsp;

Why Face to Face Meetings work

The UK food manufacturing industry faces some key challenges in 2024:
<ul>
<li>Supply Chain Resilience: Adapting to global challenges and ensuring resilient supply chains.</li>
<li>Sustainability Focus: Meeting rising customer demands for eco-friendly practices and reducing waste.</li>
<li>Digital Transformation: Embracing Industry 4.0 for enhanced efficiency through automation and data analytics</li>
<li>Talent Attraction and Retention: Addressing the skills gap to attract and retain the best talent.</li>
<li>Regulatory Complexity: Navigating new and intricate regulations, especially post-Brexit, for sustained compliance.</li>
</ul>
We are here to support and advise from a talent attraction perspective so please do get in touch - 0161 399 1575 ☎

Key Food Industry Challenges for 2024

Why effective onboarding is more important than ever: A successful onboarding strategy will reduce attrition and increase employee engagement, both of which impact your bottom line. 💷 Investing time and resources in a thorough onboarding process goes beyond paperwork; it sets the stage for success on all fronts. 🌐 ➡ Accelerated Integration: A well-structured onboarding process ensures new employees quickly acclimatise to the industry's unique nuances, boosting their confidence and productivity. ➡ Cultural Alignment: Creating a sense of belonging is key. Proper onboarding not only imparts knowledge but also facilitates connection to the company culture, making for more engaged and committed team members. ➡ Retention Boost: Employees who undergo comprehensive onboarding are more likely to stay for the long haul. Investing in their success from day one fosters loyalty and reduces turnover. ➡ Productivity Increase: Efficient onboarding minimises the learning curve, enabling candidates to hit the ground running. This not only benefits individual performance but positively impacts team efficiency. Creating a culture of happy, engaged, and inspired employees starts with their onboarding experience. Unfortunately we do still see companies who focus on the first couple of weeks only, and then wonder why their retention rates are low! 🤝 If you are looking to expand your teams &ndash; please get in touch with us to see how we can help.

Effective Onboarding

Our Values &ndash; Relationships Matter ✅ Why is Building Relationships so important? 👥 After over 20 years in recruitment it is more apparent to me than ever that building and keeping strong relationships is vital. This is why this is one of our core values at True North. 🤝 We invest time in fostering relationships built on trust and knowledge. When we invest time in understanding our candidates and clients on a personal level, we gain a deeper understanding of their needs. This insight goes beyond just CV&rsquo;s, and this leads to more precise and beneficial partnerships. 🤝 The strength of our network is crucial to our success. Building relationships isn't just a one-time effort; it's an ongoing process. In recruitment, without trust there is no partnership. By consistently demonstrating reliability, transparency, and genuine care, we build trust. 🤝 Candidates remember the experience more than the transaction. A positive recruitment experience, rooted in a strong relationship, not only fills positions but also leaves a lasting impression that can contribute to a positive employer brand. Whilst building our brand we are ensuring that people are at the core of what we do. Success in recruitment isn't just measured by placements; it's measured by the meaningful connections we create along the way.&nbsp;

Our Values - Relationships Matter

Interview Advice 🎙 Your CV gets you the interview, but your personality (and the prep you do) gets you the job. Time and again we have seen great candidates make the same mistakes. Here are five things to always keep front of mind: 1.&nbsp;Do you have a panel of people interviewing? Be sure to connect with them all, and not just the one speaking to you. 2.&nbsp;Remember it&rsquo;s a two-way thing. This interview is for you to find out about the company and the role, as well as for the employer to discover whether you are the right fit for the job. Prepare at least three questions before you arrive to show your interest, and don&rsquo;t just ask about salary and benefits. 3.&nbsp;Demonstrate genuine passion but don&rsquo;t overdo it. Fake enthusiasm gets spotted a mile off. 4.&nbsp;Be cautious of passive words that sound flaky &ndash; actually, literally, maybe, honestly etc. Use clear, concise language that expresses confidence and reliability. 5.&nbsp;Be yourself, but don&rsquo;t get too personal. Whilst some interviewers love to get under your skin, some may be uncomfortable discussing personal subjects that are best kept to your private life. We are always on hand to run through practice interviews and give you tips and advice through every stage. 📓

Interview Tips and Advice

There&rsquo;s many reasons interims can be a cost effective solution. Here&rsquo;s just a few: 💷No pension, holiday pay, sick pay, benefits, company car, NI etc ⌛ No long term commitment. Expertise without the burden of ongoing employment costs. 💼 Time is money, the onboarding process for onboarding a permanent employee can be time consuming and expensive. Interim professionals with their wealth of experience, require minimal onboarding. 🏢 Often brought in to address specific challenges or spearhead projects. You&rsquo;re paying for the expertise and results without having to take someone away from their day to day. 👷&zwj;♂️ Scale your workforce up or down as needed, therefore not overcommitting to resource during slower periods and wasting money. We could go on&hellip; Investing in the right interim not only saves costs, but often proves to be a strategic investment that pays dividends over time. A strong interim won&rsquo;t just be there to fill a role, but leave lasting results that contribute to your bottom line. Not only meeting your immediate needs, but in the long run, paying for themselves. Get in touch with Amy for more information on 07564 576300 📱&nbsp;

Interim vs Full-time employees - The Cost Effective Solution

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We donate 200 meals for every placement we make.&nbsp;
FareShare is a charity network established in 1994, which aims at relieving food poverty and reducing food waste in the United Kingdom. It does this by obtaining good quality surplus food from the food industry that would otherwise have gone to waste and sending it to frontline charities and community groups across the UK.
</div>
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Work For Good is a fundraising platform for business donations to charity. We work alongside them to support&nbsp;FareShare, helping to make a positive social impact that our clients and candidates feel great about. Working with True North Talent means you get to give back to your community at the same time.&nbsp;
</div>
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That&rsquo;s why, for every placement we make, we pledge to donate 200 meals to those in need. By joining forces with vital charity partners, we make a significant and meaningful impact in our specialist industries.&nbsp;
</div>
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We know that success should be shared and that together, we can make a difference. Through our dedication to providing outstanding talent solutions, we hope to contribute to a brighter future for our communities.&nbsp;
</div>
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Together, we can help to give back, one placement and one meal at a time. Contact us today to learn more about our giving back initiatives.&nbsp;
</div>

What to look for when partnering with a recruiter?.

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Tackling Food Waste

Hiring Interim Professionals in the Food Manufacturing Sector

The STAR Interview Technique - a Guide

How to prevent people leaving jobs due to culture