Meet the MD

Introducing Challender Recruitment's MD, Mark Challender.

When did Challender Recruitment first get started?

I started the business in 2015 after I helped to take control of the recruitment function at a major UK automotive group. I was working as a consultant and put lots of new methods into practice that helped them get more belief in the organisation. After that, I wanted to go it alone and help candidates one-on-one.

What inspired you to set up Challender Recruitment?

I wanted to offer the things that I saw were missing from conventional recruitment. I could see there was a niche for an agency with a deep understanding of automotive roles, what candidates are looking for and their worth in that marketplace. It was a big leap of faith for sure, and I made some mistakes like all business owners do, but I’m happy to say I learned a lot from those experiences. The big “aha moment” came when I had an epiphany with understanding what recruitment means to my clients. They want someone to take care of everything and deliver them someone that can change their business for the better.

What is different about working with Challender Recruitment?

What makes us different is honesty and transparency. I have a true investment in the relationship with my candidates and clients, and it’s my reputation on the line every time I talk to someone. You can always get hold of me, and I make strong agreements and stick to them.

What changes are you seeing in the automotive industry?

Right now demand is healthy, but supply is not. For a long time, automotive has been overly reliant on an ageing workforce who are understandably retiring, but the youth simply isn’t there coming through to replace them.

The best way to tackle the talent shortage is to tap into a passive marketplace. Adverts are becoming less relevant. Younger people are encouraged into university and dissuaded away from learning trades. Sometimes that pull of the suit and tie is enough! One thing I've seen is too many recruiters chasing too few candidates, which can create a negative effect and poor behaviour from candidates. You’ve always got to respect the process, even if you are in demand.

Where in the UK do you place the most job candidates?

Generally the edges of large towns and cities are where I place the most candidates. Believe it or not, central London is just as tricky as somewhere rural or isolated. It can take someone hours to travel 5 miles across London, but going into the middle of a town from the suburbs is much faster.

Why does Challender Recruitment focus on the automotive industry?

It’s a clearly defined industry and has a growing need for more people. And those are skilled people who can command a good wage. While I’ve never been on the tools myself, I have a deep understanding of what employers are looking for and can connect directly with the decision-makers. And it’s a very decisive industry! Things tend to happen quickly and the demand for skilled people rarely fluctuates — if anything, the industry needs more people than ever.

Which candidates are the hardest to find?

Whoever is in demand — that’s who’s hardest to find. Right now, it’s METs and panel beaters. They are the ones everyone is chasing. An aging workforce means good panel beaters are getting harder and harder to find. Younger people are often chasing the corporate dream and are told that getting behind a desk is the way to make the most money, but that’s not always true.

Which roles fill up the fastest??

It depends on the supply and demand, and how long it takes for someone to get up to speed. So customer service roles can fill up super fast because it doesn’t take too long to get good at the job. You can learn on the job in technical roles too, such as VDAs (vehicle damage assessors) Depending on where they are and their experience, good candidates can become highly skilled on the job in a couple of years. There’s always a certain element of luck and timing, and having someone in the right place at the right time.

Top tips for candidates

1. Update your CV! Make sure everything is up to date, and that you’re being specific about your job role and your previous experiences. The details matter.
2. Don’t be a tyre kicker. Even if you’re in demand, you’ve still got to commit. Be confident and understand your worth.?
3. Be available during the working day to go for an interview. Employers won’t wait for you after hours.
4. Try to stick jobs out. Employers can get nervous if they see a lot of your jobs have lasted under 18 months or a year.?
5. It’s all about trust, so don’t burn bridges. Even if you fell out with your previous boss, don’t say anything about them you wouldn’t say in front of them. Your reputation will get around.?
6. Got a new job? Don’t sell your tools. You never know when you might need them again.?

My typical working day...

My day is almost always candidate-focused. First of all, I look at all my passive sources, any advertising, and find out who’s in my inbox. Then I’ll spend time on LinkedIn getting involved in my network, looking for candidates, speaking to clients and making phone calls. No two days are the same, to be honest. I do what I need to do to deliver results for candidates and my clients — and the beauty of running my own business means I don’t have to meet corporate tick boxes or make exactly 100 calls every day. I get to decide what success looks like for me.

What brings me joy outside of work

I love gaming and play racing games as well as a few first-person shooters. I keep fit and run daily or do pilates, walking — all sorts of things. I love a good spy thriller or sci-fi box set too — anything with a good story.