When businesses come to market to hire experienced design and technical professionals, they are often faced with a surprisingly small and highly competitive talent pool.
The challenge is not always that suitable people do not exist. More often, those professionals are already employed, located in the “wrong” geography, or understandably cautious about making a move. As a result, the same individuals are approached repeatedly by multiple employers, which can quickly lead to candidate fatigue.
At ARV Solutions, the focus is on helping clients understand the reality of the market before they commit to hiring. This includes providing a clear view of where the talent sits, who is most likely to move, when they might move, and what timescales and expectations are genuinely realistic.
Annie Parker, Head of Design & Technical at ARV Solutions, explains:
“What makes the biggest difference isn’t rushing a hire or lowering expectations. It’s about how the role is defined and how the hiring process is approached. Being clear about what’s essential versus what can be trained is often where employers unlock far more potential.”
Rethinking the Hiring Approach
Through working closely with offsite manufacturers and construction businesses, ARV Solutions consistently sees better outcomes when employers take a more considered and human approach to recruitment.
- Being explicit about core, non-negotiable skills versus those that can be developed
- Having honest conversations early in the process with both candidates and stakeholders
- Being open to hybrid working arrangements or relocation support
- Keeping interview processes streamlined, realistic, and respectful of candidates’ time
According to Annie Parker:
“Small changes in flexibility or clarity can significantly widen the talent pool. It’s not about compromising standards, but about recognising how experienced designers actually work and live.”
When Trying Harder Isn’t the Answer
In a tight market, the instinct is often to push harder—advertise more, interview faster, or compete aggressively on salary. However, this isn’t always the most effective strategy.
Sometimes, the better solution is to try differently. This might mean adjusting the brief slightly, widening the net to adjacent skill sets, or considering interim or contract options to relieve short-term pressure while maintaining long-term quality.
“There are situations where an interim designer or technical lead can stabilise a project and buy time,” says Annie. “That breathing space often leads to better permanent hires down the line.”
Looking ahead, the most sustainable way to ease the ongoing skills shortage is by investing in trainees and developing them properly within the industry. Building internal capability takes time, but it remains one of the most effective long-term solutions.
That said, when an experienced hire is needed, clarity is critical. Knowing where the market stands, what is achievable, and how to position a role effectively can make the difference between a prolonged vacancy and a successful hire.
ARV Solutions continues to support clients by offering market insight, honest advice, and a pragmatic approach to recruitment—helping businesses make informed decisions rather than reactive ones. As well as 22 years of market experience specialising in Offsite/MMC, Construction and Manufacturing, 60% of our placements are found from our extensive database and not through Indeed!
For those looking for a sense-check on the market, or simply a confidential conversation about their hiring challenges, ARV Solutions welcomes the discussion.
If you would like to receive Annie’s design newsletter – full of insight and market intelligence – drop her an email at annie.parker@arvsolutions.co.uk
