Scott Woodrow, Executive Director at Pure Resourcing Solutions, shares how recruitment has evolved from aggressive sales to a more human, quality-focused process that values personality, soft skills, and candidate support alongside formal qualifications. It highlights the challenges and opportunities AI creates for both recruiters and candidates, stressing the need for individuality, measurable achievements, and tailored applications in a highly competitive marketing job market. The conversation also emphasises networking, continuous upskilling, and honest communication about gaps or personal circumstances as key strategies for building resilient, future-proof careers.

 

Key points

  • Marketing roles are highly sensitive to economic cycles, with hiring expanding in good times and contracting in downturns, making the sector more volatile than many others.
  • The marketing skillset has fragmented and expanded, from a few generalist verticals to a complex mix of digital, analytics, systems, and AI-related capabilities, so marketers must position themselves clearly rather than as unfocused “generalists.”
  • AI can generate content, PR, and even websites, which leads some companies to rely on it more than they should; marketers need to differentiate themselves by injecting personality, context, and human insight into their CVs and work.
  • To stand out in applications, marketers should tailor CVs to each role, highlight 5–8 clearly measurable achievements (e.g., campaigns, budgets, and quantified impact on sales or performance), and avoid long, generic lists of acronyms.
  • Building a visible CV through LinkedIn, targeted networking with agency owners and sector leaders, and thoughtful connection requests can significantly improve access to marketing opportunities and demonstrate proactive, soft skills-driven professionalism.

 

Transcript

Transcripts are auto-generated.

 

Kiran Kapur, Host (00:01):
Hello and welcome. We are in the world of CVs, job applications and recruitments today. Both looking at it from a candidate point of view, I'm looking for a job and also for those of us that might be looking to recruit people. So I'm very pleased to welcome Scott Woodrow, who is the Executive Director at Pure Resourcing Solutions.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (00:21):
Hello, morning.

Kiran Kapur, Host (00:21):
Scott tells me that the Pure Resourcing Solutions handled something like 86,000 applications a year. And in 2024, there were about 900 companies that used Pure Resourcing Solutions. So it's fair to say, Scott, you see quite a wide variety of jobs and companies.

Scott Woodrow, Executive Director at Pure Resourcing (00:41):
Yeah, it's pretty good fun. We're lucky to be busy. Our business has been here for a long time. We've set up in Cambridge 22 years ago. But yeah, it's an ever-changing market.

Kiran Kapur, Host (00:54):
So I asked various people, both students and non-students, for suggestions of things to ask you. I have to say, one of the things I've always puzzled about is what did earth get someone into recruiting in the first place? How did you end up in recruitment?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (01:09):
It's a great question. It's not a calling. It's not necessarily a career path that people choose. I think back in my day, I'm going to sound very old, back in the day when I got into recruitment, often it was that you were looking for a job, you had a bit of personality, you could talk to people, you had a passion for working with individuals and a little bit of get-up-and-go. And do you know what, 20 or 30 years ago, it was a sales job, Kiran. Do you know what? It was more akin to bums on seats. The product was the candidate and your clients, you were selling your candidates into trying to find them jobs. So certainly when I got into recruitment, the way that people view the industry, it was quite aggressive sales. It's far more about quality and supporting people and helping them along the way with their career choices rather than just a bum on a seat somewhere.

(02:04):
So the recruitment industry as a whole, I think has changed for the better. Certainly my route into it, I walked into a Hayes office 25, 26 years ago looking for a job. And Joseph O'Sullivan, who still works for us now, was at Hayes and Joseph said, "You seem like a good guy. Why don't you come and work here?" So I think everybody's journey's different finding their place into recruitment, but I think a lot of people are attracted based on OTE salaries. And it's certainly an industry where if you find the right balance between commercial outlook and working in the right way with clients, and that you can switch your approach to providing really quality advice to candidates and building your network there, it's a great sector to be in, and it can remunerate really very well.

Kiran Kapur, Host (02:55):
Choosing a job, finding a job is incredibly stressful. I think we underestimate sometimes how awful it can be. I know by the time I've read a whole load of job applications, they all want somebody that's enthusiastic and ready to take on challenges. I usually want to go and lie under a duvet because I'm just so exhausted and I haven't even applied yet. So I do think it's a stressful time. You talk a lot. I've seen you did a lovely LinkedIn post talking about don't worry about your grades. And everybody does worry about grades. But are you saying as a recruiter, grades don't really matter?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (03:32):
No, they do matter. It's all very subjective. There's lots of organisations that we work with, bigger corporate business, FTSE 100 organisations who still want top-performing high grades, red-brick uni backgrounds and so on. And there's a huge place for that. I think the balance that I was trying to get across certainly in that post, and I'm really passionate about, is that the decisions that you make when you're 15, 16, 17 will not dictate what happens for the rest of your life. And grades at the time, certainly my daughter's been studying her GCSEs, and there's a huge amount of pressure to perform. And it can be overwhelming in a period where most 16, 17-year-olds don't know what they want to do. Most of the most exciting 40 and 50-year-olds that I know still don't know what they want to do.

(04:26):
There's a lot of pressure there, but I think over time it's become less and less so that the grades are the decision that get you your foot in the door for the interview. I think as recruiters, we've got really positive influence to work with our clients. And when somebody doesn't quite have the academics to go with it, the skillset and the personality can be a far better indicator of talking to a client about seeing a candidate for interview because that's so important. Most people will negate skills and qualifications for the right person, the right individual, the right softer skills, in my experience, even up to executive hiring others. So there's lots of different factors that I think is tremendously difficult for young people at the moment. Their transition into work is very, very challenging. I've been very lucky to do some work with the Youth Charter over in Ipswich and the groups there are doing some amazing work in regards to upskilling and listening to youth voices and trying to work out from a corporate responsibility perspective, what we can do to help young people into work and Form The Future, do the same in Cambridge.

(05:39):
Phenomenal organisation, do amazing work locally, and it's a similar thing. But we did some work around the Milburn report that came out a couple of months ago, and that's scary in terms of a million young people being out of work. And I think the transition to work's a really tricky one.

Kiran Kapur, Host (05:59):
I think we're at a stage where let's start doing some hints and tips for people because yes, you and I both work with younger people at the beginning of their career, and I see the same struggle with people coming out of university. They've got a degree and they've got the grades, but are still not certain. As you say, the transition to work isn't there, as I see with the 16 and 18-year-olds that we also work with and higher up in the career. So let's talk about being in the beginning of your career. We'll come onto later career and later on. Where do I start? What do I do?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (06:33):
It's a really good point. My encouragement would be do everything that you can to get some experience, whether that's temporary interim, whether it's something on an internship, whether it's paid or unpaid, I do everything that you can to get some experience alongside, because there's no doubt your degree will set you in good stead. It certainly helps and good grades will help, as we mentioned, but getting some experiences is key. And if you're passionate about it, look at other sectors. Look at the not-for-profit sector, look where you can do some volunteering. And even if it's in an area that isn't particularly relevant to what you want to do, showing that you're in the world of work is really important from wherever it is because it gives you a basis of something to talk about at interview. Even if it's not related to what you want to do or what you're passionate about, you can talk about timekeeping, arriving on time, helping, supporting people, working hard, all of those softer skills areas that are so important to employers.

(07:35):
And then work your network. Do you know what? I think if you're involved in things outside of work with Walden Uni, ask people who they know. Early on, you still have a network of contacts. Talk to that network and then put yourself out there. Be brave.

Kiran Kapur, Host (07:50):
Yeah, I think we do ask a lot because we do ask people to be brave at a time of life when perhaps they're not feeling very brave or they're not very sure, they don't really know what's going on. And I suppose getting that experience does actually help you with the resilience and the bravery because the more you do, those little steps help you.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (08:08):
Absolutely right. I think it gives you confidence about meeting people. I think for younger generations, the whole mobile phone and digital piece and so on, and the development of interpersonal skills is really important. I think that comes from confidence, as you say. So it's a really tricky one. There are so many amazing free resources out there to help you prepare and to put together a CV and to prepare for an interview. And there's some easy techniques about those bits. But I'm a huge advocate of sports and how that helps young people develop different sets of skills as well. It is tremendously difficult though in the current market, I have to say.

Kiran Kapur, Host (08:49):
Yeah. So you talk about hidden CVs. So what do you mean by that?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (08:55):
Do you know what? I think CVs are difficult in the world that we're living in now. Most of our consultants look at hundreds of them a day. AI is a wonderful thing, but now everybody's CV reads like it's a masterpiece. I think get yourself on LinkedIn, make sure, find a couple of referrals, have a look at what's on your social media. There's so much online now about people compared to. I think I'm thankful that it wasn't there when I was younger, if I'm honest with you, Kiran. But nowadays I think there's so much out there. So what I mean by hidden CV is making sure that you do everything that you can to make sure that your profile online represents you, that it's saying the right things, that you're doing the right things. But also something like LinkedIn, even at a level where you don't have a lot of professional experience, is still a great go-to place for you to be present.

(09:48):
And there's things that you can do there, even if you feel your profile and you don't have the experience and you're a little anxious about whether you put yourself out there on that type of platform. I think it's really important to do so.

Kiran Kapur, Host (09:58):
And I think you'd be surprised if you asked a link to somebody, particularly if you explain why. I don't like a sort of link with me, but if I get something, particularly if somebody early stage career, can I link with you because? The answer will usually be yes. And of course that opens you up into another network.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (10:17):
Absolutely right. And it's a great piece of advice. And I think rather than just sending off connection requests here, there and everywhere, I just target people within the sector and industry that I'm interested in. So certainly if I'd been studying marketing, if I was passionate about digital space, then I'd have a look at some of the guys locally and girls that own digital agencies and I'd reach out to some of them. And it's really important. Connecting with anybody that you don't know on LinkedIn, always add a little note and just explaining where you are. And certainly it can be a, hi, I've just graduated or I've just left school. I'm looking to build my network. I'm on the lookout for the right opportunity. It would be great to connect.

Kiran Kapur, Host (10:59):
We've all been there. We're all sympathetic or most of us are sympathetic. Okay. So one of the problems we've got now is that both from a recruiter and a candidate point of view is AI. So as a recruiter, I can get overwhelmed by applications because if I can get AI to create something that's sort of tailored to the job description, so would I. But as a result, as a recruiter, I could be absolutely overwhelmed by the number of CVs that I get. And as a candidate, I've got to write a CV that's going to get through the AI. So how do I do that?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (11:33):
Oh gosh, do you know what? It's an absolute minefield. I think we are finding that in some of the sectors that we recruit in, it's not unusual to get 300 or 350 applications. Your graduate intakes for the bigger companies nationwide will get tens of thousands of applications. I think the danger if you're using too much AI in your application letters and CVs is they all look very similar. So anything that you can do to be not too quirky, but still write something. And it's a great tip for marketing people. We have that discussion all the time. A lot of the PR and comms that are out there nowadays look, well, you can tell, can't you, in a lot of cases where it's been overly AI'd and it actually seems to lack some personality along the edges. So I'm huge advocate for using AI. It's phenomenal, but I would temper it a little bit to make sure that it comes across with some personality.

(12:28):
In terms of engaging in a hiring process, it's really tricky. Recruiters and the recruitment sector gets hammered daily on LinkedIn for not going back to people for not replying to applications. It is tremendously difficult if you are getting three or 400 applications for a job to tailor every piece of feedback. It's not possible in an industry where somebody looking for a job doesn't pay for that side of the service. It's a tricky one. We try very hard to make sure that everybody has a response, but it's difficult. What I do think is a good tip is by all means apply, apply through a portal, a job application online, but follow up. Find a person who's recruiting on LinkedIn, send them a connection request with a note. Try and call them. I still think there's a great piece in terms of showing some enthusiasm in your application by following up with a phone call.

(13:28):
And I know that's scary nowadays. I know it's so much done online, but if you can phone up and say, "Hi, listen, I saw the job posted online. I've applied. I wonder whether you had five minutes just to talk to me about it." Even at a senior level, really impressed when candidates call us to follow up on that. I think it's really important. So yeah, it's doing those extra bits around the edges. If I was in the jobs market at the moment, I certainly wouldn't just rely on an application through to a portal or a job ad to get me the interview.

Kiran Kapur, Host (14:01):
I also think sometimes just using a different word can. I mean, I always write on my CVs that I read voraciously. And I don't think I've ever been in an interview when that hasn't been picked up because there's always a point in an interview that you ask about people's hobbies and they go, "Oh, you read voraciously." And I've even had somebody who ask me what it meant, but that's fine because it catches the eye. No AI is going to come up with that one.

Scott Woodrow, Executive Director at Pure Resourcing (14:26):
No, I think it's a really good point. And again, it's bringing some individuality to your CV, and it's the same with your LinkedIn profile. Hobbies and interests on CVs is a whole different story. You have to be a little careful. We've seen lots of weird and wonderful stuff over the years in terms of that side of things. The one point I always make to applicants is an interview people will ask about your interests and hobbies if they're there. Please be prepared to talk about them because the classic is if you put that you're interested in cinema in France during the 1940s or whatever it might be, and you get caught out on that one, you could ruin a perfectly good interview in two to three minutes of just trying to show off on your CV.

Kiran Kapur, Host (15:13):
Definitely. What's the worst thing you've ever seen on a CV?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (15:16):
Oh gosh. Do you know what? I think AI is taking away the fun element of it, which is a bit of a shame, to be honest. We used to get lots of weird and wonderful stuff. A lot around. Traditionally, you always will see badly written CVs. And as a recruiter, it's always where it's quite important to talk to people because CVs, I think you mentioned during at the start, CVs are like job descriptions. They all melt into one after a certain period. So anything that you can do to stand out on those is important. It's all the old classics. Be careful of spelling and punctuation and grammar and layout. Don't write something that's 10 pages long because the average time that somebody's looking at a CV is normally less than a minute. It's certainly a minute and a half. So the first, the entrance to the CV, the intro and bits and pieces.

(16:07):
There's a lot of good advice online around the right way to structure a CV and a CV template. In terms of the worst things, it's always hobbies and where people haven't given much thought to it really. And there's a real danger in trying to bring humour to a CV. That's the thing that we've seen over the years. But yeah, I've seen lots of different stuff. I'm not sure that a lot of it's really appropriate for your podcast time, to be honest.

Kiran Kapur, Host (16:35):
So one of the questions I got, and I'm going to phrase it the way the student gave it to me, was what's the best way to give a recruiter the ick?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (16:41):
Oh gosh, that's a great question. Do you know what? I think over-familiarity is getting the balance right in that is really difficult. I think war and peace on CVs, as I said, is really difficult. I think most recruiters are tremendously busy in the current market. There's a lot going on. So anything that you can do to save them time to help with your application along the way is really warranted. As is the case dealing with people, we get a lot of time wasted. You get a lot of tyre kickers, for the want of a better phrase, who aren't really active in their job search, but want to keep an eye on what's out there. There's a lot of passive candidates. So I think just being honest and straight is really important. And then being clear about what you're looking for and what's important to you.

(17:35):
The difficulty that we often have when we're registering candidates is trying to read between the lines about what's really important. Other than the classic salary, location, sector is what are you really looking for? Because I think nowadays there's an expectation that people want different things. And I think my biggest encouragement would be just be really honest. Your recruiter's there to support you, particularly with a third party in between you and potential employment and tell us what you really want. And then prepare for your interviews. I think the other thing that's really very, very difficult is when you're representing people and candidates and they don't prepare as best as they can for interviews.

Kiran Kapur, Host (18:15):
I'm always stunned by people that can come to an interview with the Cambridge Marketing College and not know that we're in education. It's like the clue might just be in the name.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (18:25):
I think it's probably interview 101. What do you know about us?

(18:31):
Because you're looking for a degree of research and you don't need to have spent three or four days, but it's important that when you're turning up for interview, you're prepared properly. And that probably takes 45 minutes to an hour. You need to do a little bit of reading, get on the website, stalk the person that you're seeing appropriately for interview on LinkedIn and find out a bit about them and their personal interest, and then prepare some questions. Have a think about the things that you want to know about the organisation, about the individual. Most of us work for a person as much as the organisation. So if you're meeting your direct line manager, if you're seeing the person you're going to be working with, build some rapport, find out about them, ask them about where they got to where they are and show a bit of interest.

(19:16):
And then just little bits and pieces that happen along the way. Find out if there's parking, get there early. There's loads of really basic bits and pieces around good interviewing technique.

Kiran Kapur, Host (19:27):
Absolutely. And it can really impress the recruiter if you've said, oh, I did a test run. One of the questions I sometimes ask is, do you know how you're going to get to us because we're not necessarily central? And if the candidate comes back and get, "Oh yes, I did a trial run last week, so I know that the journey's really simple," that's actually quite impressive. That tells me you've actually bothered.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (19:48):
Very much so. And a pre-interview connection request on LinkedIn, really appropriate. Hi, looking forward to seeing you on Friday. Just thought it'd be a good chance to connect prior to meeting up. That's great. It just shows that little bit of extra effort along the way.

Kiran Kapur, Host (20:04):
What sort of trends are you seeing? I mean, I think one of the things that I'm sort of, what are you seeing that skills that people are lacking so that employers want, but perhaps people aren't bringing through?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (20:14):
Do you know what? It's really interesting. Marketing recruitment sector at the moment's a really tricky one. And there's a number of things or reasons for that is marketing traditionally is a little bit recession-vulnerable within organisations. Now what I mean by that is often a lot of organisations when they're going through a period that's not as buoyant in the economy might look at whether they're hiring into marketing as a spending area or not. So it traditionally is an area that ebbs and flows a little bit with the economy companies. When things are on the up, we'll be hiring into more into marketing. It's a similar story often with sales, although there's some slightly different indiscretions to that market. So you've got a little bit of uncertainty, certainly in the current hiring market from a marketing perspective. And then you've got a really ever-changing world of marketing skillset, and that one's really tricky.

(21:11):
We started recruiting marketing 15 or 20 years ago. Marketing was four or five, six maybe verticals across a marketing skillset. It wasn't too broad. There was probably a lot more generalist hiring than we see now. And that word I don't use in a derogatory way. I've been generalist in terms of broad skillset experience. Nowadays, marketing's really complex. It's an area that means lots of different things in different organisations. It's tremendously broad in skillset. We see job specs all the time, which are a list of every marketing acronym you've ever seen in your life. And you think, gosh, that's a team of people. It's probably not one individual. So we're working in a world where it's become so much more digital, so much more online. The marketing skillset is expanding all the time. There's a lot of more work in marketing analytics and systems. And then this disruptive world of AI, which for marketers is a real challenge because AI can write good content.

(22:22):
It can do good PR work. It can design you a website. There's a lot going on that I think in the short term it's created fluctuations in where the companies are hiring because they're relying a little bit more on AI, perhaps more than they should in actual fact. I think it's going to come back the other way, but we might just need to show some patience there. It's a tricky market. There's a lot going on. There's probably a lot more availability of candidates where there hasn't been previously. And the hiring variations for us month to month in the last 12 to 18 months have been very, very up and down. There are still some very, very good opportunities out there though. There's just more competition than ever for those opportunities.

Kiran Kapur, Host (23:08):
And do I stand out against the competition? And it is competition because I'm trying to get the job. Do I stand out by giving a range of skills that I've done or do I explain what I've managed to achieve? How do I make myself stand out?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (23:26):
Yeah, that's a great question. I think continuous development's really important. So anything that you can do to display that your upskilling is really, really key. I think there's always a danger, particularly on CVs of listing. SEO, PPC, PR, comms. And it becomes a very generalist CV. My best bit of advice for that is that often marketers will have broad generalist skill sets, very strong skill sets, is that the CV needs to be tailored to the job that you're applying to. And that's one thing where AI is brilliant. You can put in a job description and your CV and get it to pick out the right elements of experience and background that you might be able to focus on. I think what's really, really important is that when you're writing your intro on your CV to apply for a particular role that that's tailored, and then you're very clear about your five to eight key achievements, the things where you've.

(24:25):
And those should be highly measurable. It's not just a, I'm amazing at PPC. And that might be the case, but it has to offer context in terms of scale, size, what it did for the organisation. So achievements on a CV are really very, very relevant, but also need to be measured.

Kiran Kapur, Host (24:46):
I've seen elsewhere where you've written where you've said you need to say, "I've done X, which did Y, which achieved said?" I think I've got that correct.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (24:54):
It's exactly that. It's a sort of a, "My skillset is this. These are the things that we did. This is the way it was measured, and the outcome for the organisation was this." So it's when you're reading through achievements, and again, that doesn't need to be long-winded. I would think that an example might be, "I was working for this business and they were looking to increase product sales by 20%. We did a ad campaign and PPC campaign spending half a million pounds over a six-month period, which achieved X, Y, and Z, and ultimately grew sales in that area by 300% over the same board.

Kiran Kapur, Host (25:34):
That'd be nice.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (25:35):
So yes, indeed. Yeah. Yeah, only if it was that easy. But yeah, I think it's really important to put some detail in there.

Kiran Kapur, Host (25:43):
So that's sort of selling my hard skills. So how do I sell my soft skills? You've mentioned soft skills several times, and I agree with you. I think it's one of the things one notices most as an interviewer. If somebody comes in, smiles and shakes my hands, actually that really impresses me because not many people will do that. But I've got to interview at that stage. We're not even at an interview stage. So what do I do with my soft skills? How do I show them?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (26:06):
Yeah, it's a really great question because you could write a softer skillset on your CV, kind, outgoing, positive, energetic, all the classic keyword bits, and it's really difficult. I think what you need to do is build those elements of what you believe your softer skills are into your CV as a constant. I don't think it's a section. It's ensuring that you know what your values are. You know what your personality is? And not to oversell it because it can all become very gushy without a doubt. But to get the balance right is really important. And I think you just bring in those keywords as you go through. I saw a really interesting CV yesterday with somebody that had put their psychometrics, Myers-Briggs assessment at the end of their CV. And do you know what? I really like that because it's not an opinion on some of these softer skills.

(26:58):
It's an evaluation set of their softer skills. And I thought that was really clever actually.

Kiran Kapur, Host (27:05):
So my final question is, I know I see a lot of people that feel they've got a handicap in some way. There's a gap on their CV because perhaps they have caring duties. Maybe they've got a neurodiversity, maybe something went hideously wrong and they dropped out of university. We see that a lot. How do I overcome those? What do I do? Do I hide them? Am I open about them?

Scott Woodrow, Executive Director at Pure Resourcing Solutions (27:32):
My encouragement would be to be as open as possible about them. Putting them on a CV is really difficult to get wording right and to explain the journey. So often if I'm worried about that, I think you have to do whatever you feel is right. Interview is often a really good time to discuss it because like everything else, an email, a CV, anything in writing could be read in different ways. Discussing it with a person in person often for a difficult subject is good advice. So if it's something that you're really worried about, I think discussing an interview is really appropriate rather than necessarily feeling that you're disclosing too much on your CV if it's making you feel uncomfortable. And I think, do you know what? If you meet an individual, if you meet a company and they're not sympathetic to your scenario, then that's not the right business for you anyway.

(28:20):
I'd move on to the next because most people find the right place. And if you don't, then look for something else.

Kiran Kapur, Host (28:27):
I think that's very solid advice. And yes, it probably depends what it is you feel your handicap is because you can turn it around. I am dyslexic. However, I have managed to achieve this is very impressive.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (28:41):
Without a doubt. And do you know what most people have, and as they go through their career, you'll have a bad move. You'll have a period where you might've taken some time out from mental health this year. You might've had some time out for elderly relatives. The adage that I always like is everybody's got something going on that you don't realise. And then in actual fact, most people are really good about it. And I find that businesses that we're working with and organisation in the East of England, there's some amazing businesses locally that will do everything that they can and diversity of applications. Going back 20 years ago, that's something that wasn't discussed. It never came up. Now diversity in every area is really important for organisations and the benefit of that is huge. We know that. So it's an important part in our processes and we work really hard to make sure that there's no unconscious bias in the areas when we're shortlisting across the board.

(29:41):
And I think organisations are doing good work in that area too.

Kiran Kapur, Host (29:45):
Scott Woodrow, Executive Director of Pure Resourcing Solutions. If anyone could have said that recruiters are human, I think you have demonstrated that. And thank you so much for all those hints and tips on how to tackle a CV and look at a job description.

Scott Woodrow, Executive Director at Pure Resourcing Solutions (30:00):
Not at all. Yeah, thank you very much for having me. Really appreciate it.