How veterans can help close the UK rail skills gap

How do you know when it’s time to change jobs?

For many people out there, there’s something about January that makes work feel harder than it should. The energy dips, the weather doesn’t help, and suddenly the Sunday scaries feel louder than usual. With Blue Monday landing in the middle of the month, it’s easy to blame the calendar. But if that dread has been building for a while, it might not be the day at all. It might be the realisation that you’ve fallen out of love with your job. Is Blue Monday real? Blue Monday is often described as the most depressing day of the year, usually falling in mid-to-late January. It isn’t officially backed by science, but it’s become a cultural shorthand for something many people genuinely experience: low motivation and mood, and a sense that work is harder to face than usual. And that’s the important part. Regardless if the label is real or not, the feelings can be. If you’ve been feeling like that lately, it’s worth asking a slightly different question: is it Blue Monday, or have you fallen out of love with your job? Dealing with Sunday scaries (and why they’re worth paying attention to) Not every Monday needs to feel exciting. But when the thought of the week ahead leaves you with the Sunday scaries and consistently brings tension or unease, it’s worth paying attention to what that feeling is trying to tell you. It can look like: Your mood dipping halfway through Sunday A tight chest feeling when you think about your inbox Being snappy, restless, or distracted at home Struggling to sleep because your brain won’t switch off Feeling like you’re already behind before the week has started The Sunday scaries aren’t always a sign you need to quit your job, and experiencing any of these doesn’t mean something is “wrong” with you. It means something in your working life may need attention. Recognising that is often the first step towards positive change. How to know when you need a new job If January has made you feel a little more flat than usual, it can be difficult to tell what’s temporary and what’s deeper. But there are some clear signs that go beyond a rough start to the year. Signs that it might be time to take your feelings seriously. Wanting change doesn’t mean you’re ungrateful or impatient. Often, it means you’ve outgrown something that once fit. 1) You’re tired in a way sleep doesn’t fix If you’re constantly drained, even after rest, it can be a sign your job is taking more energy than it gives back. 2) Your confidence has taken a hit You second-guess yourself more. You feel behind and that you’re “not as good as you used to be.” That’s often less about your ability and more about the environment you’re in. 3) You’re bored, stuck, or quietly disengaged Not every job needs to feel exciting every day, but if you’re no longer learning and growing or being challenged, it can start to feel pointless. 4) You’re always waiting for things to improve You’re holding out for a restructure, a new manager, a calmer workload, a better quarter. But months pass and nothing really changes. 5) You’re doing the work, but you don’t care anymore This one is easy to miss because you can still be performing well. But when you’ve emotionally checked out, it’s hard to stay in a role long-term without it affecting your wellbeing. 6) You feel like you’re shrinking to fit the job Your spark has gone, you’re quieter than you used to be, and you feel less confident and energised. Less “you”. That’s a signal, not a personality change. 7) You dread specific parts of the week (and it’s predictable) If your anxiety spikes before certain meetings, certain people, or certain days, it’s worth asking why. 8) You can’t picture yourself there in a year This is one of the clearest indicators. If thinking about staying fills you with dread or resignation, it’s often a sign that you already know more than you’re giving yourself credit for. If you’re nodding along, you might already have your answer to “how do I know if I need a new job?” Often, it’s when staying feels heavier than leaving. Should you try to fix your current job or is it time to move on? This is where people tend to get stuck. Because leaving isn’t always the answer. But staying and hoping things improve without changing anything rarely works either. A good way to look at it is this: if the job is fixable, the problem is usually specific, and there’s a realistic path to making it better. It might be a temporary rough patch if: A workload issue that can be reset (not just “this is how it is here”) A role that can be reshaped with clearer priorities A manager who listens and actually follows through A company that invests in your development A culture that’s generally healthy, even if you’re in a difficult season In other words, you still have influence. If you can make a few changes and feel noticeably better within a month or two, that’s a sign it may be worth trying to fix first. If it’s time to move on, the issue is usually structural. Better habits, increased resilience, or a longer weekend won't solve the problem. How do you know when it’s time to change jobs? If the issues are consistent and outside your control or affecting your wellbeing, it’s usually a sign it’s time to move on. You’ve raised concerns before and nothing changes The culture drains you, even when you’re performing well You don’t feel valued, trusted, or supported The expectations are unclear or constantly shifting Your growth has stalled and there’s no path forward You’re spending more time managing stress than doing meaningful work You don’t need your job to be perfect, but you do need it to be sustainable. Ask yourself: “Repairable” vs “Repeatable” – is this a one-off situation I can repair, or a repeating pattern I keep having to tolerate? What to do if you’re not ready to quit (but you know something needs to change)? Not everyone reading this is ready to hand in their notice, and that’s okay. Sometimes the first step isn’t leaving. It's getting clearer what your options are and what's going to be best for you in the long run. Here’s a simple way to approach this: 1) Pinpoint what’s actually causing the dread Is it the work itself? Is it the pace and pressure at work? A lack of career progression? Is leadership lacking or you need more support? Does the team dynamic need improvement? Are you feeling undervalued or underpaid? 2) Decide what “better” would look like Are you needing more flexibility? Are you seeking a clearer path? Better management? Or a different kind of role entirely? This matters because it helps to switch your mindset from feeling hopeless to moving towards something. Sometimes clarity comes from learning what else exists. Exploring how different industries work, or how skills transfer across sectors like rail, nuclear, or utilities, can help you understand what “better” might look like for you. 3) Try one change inside your current job That could be: A conversation about expectations A reset on workload and priorities Asking for development or progression planning Changing projects or responsibilities Setting firmer boundaries If you try to fix it and things genuinely improve, great. If you try to fix it and nothing changes, you've also learnt something valuable. You don’t have to stay stuck If Blue Monday has made you stop and think, that’s not a bad thing. Sometimes it’s the moment you realise you’ve been pushing through longer than you should. Whether you decide to improve things where you are or start exploring something new, the important part is knowing you have options, and you don’t have to figure it out on your own. If you’re starting to think about what else might be out there, it can help to understand how hiring works today. Especially if it’s been a while since you last looked. Knowing how CV screening works can remove a lot of unnecessary anxiety before you even take the first step.

How to pass CV screening in an AI-first hiring world

Artificial intelligence is a near-permanent part of the hiring process. For candidates, particularly those working in highly regulated, delivery-critical environments like energy and rail, that shift has raised understandable questions about how to pass CV screening when algorithms are involved. The reality is more reassuring than it sounds. AI isn’t replacing human judgement; it’s helping many hiring managers and recruiters manage mass volume and improve consistency so they’re able to focus their time where it adds the most value. The strongest CVs in 2026 won’t be the ones trying to “outsmart” technology. They’ll be the ones that present experience and capability clearly enough for both systems and people to understand. In this article you’ll find more information on (click below to head to sections relevant to you): What is an applicant tracking system and how does it work? Is ATS AI? Understanding what’s automated and what isn’t Why is ATS rejecting my CV? How to pass CV Screening by working with the system Do recruiters use AI detectors? Positioning your experience in an AI-led hiring market What is an applicant tracking system and how does it work? An applicant tracking system (ATS) is software used by employers and recruitment partners to manage applications. It helps organise CVs, track candidates through the hiring process, and ensure roles are filled in a consistent and auditable way. These systems are particularly common in nuclear and utilities sector environments where governance and delivery compliance matter. When organisations are hiring at scale or operating within tightly controlled frameworks, an ATS provides structure. At a basic level, an ATS: Collects and stores CVs Extracts information such as job titles, skills, and experience Matches applications against role requirements Helps recruiters prioritise relevant profiles Is ATS AI? Understanding what’s automated and what isn’t A common misconception is that ATS platforms are fully “AI-driven” decision-makers. In practice, most use a combination of automation and logic rather than advanced artificial intelligence. Typically, this includes: Rule-based screening (such as mandatory qualifications or clearances) Keyword and skills recognition Ranking based on role alignment Some newer platforms use AI-assisted matching, but final hiring decisions still rely on human assessment. Recruiters review shortlisted CVs to understand context and credibility, particularly where experience spans complex projects, regulated environments or long-term programmes of work. ​“AI won’t replace advisors, but it can help us eliminate mistakes earlier and get people cleared faster. It’s about making the process smarter, not colder.” - Phil Bell, Candidate Services Team Leader Why is ATS rejecting my CV? If you’ve ever applied for a role and heard nothing back, you’re not alone. It’s rarely a reflection of your capability or the system “rejecting” you unfairly. More often, it’s because the information isn’t as clear or aligned as it could be. Common AI CV screening challenges include: Experience that isn’t clearly mapped to the role requirements Missing or unclear terminology linked to the working environment Job titles that don’t reflect the actual scope or seniority of the role Overly designed layouts that don’t parse cleanly Descriptions that list responsibilities without showing outcomes What recruiters are really looking for AI CV screening is designed to highlight relevance, not to judge quality in isolation. What systems and recruiters are collectively trying to identify is: Evidence of relevant working environments Transferable technical and operational capability Accountability within complex or regulated frameworks Collaboration across disciplines, stakeholders or suppliers Tangible outcomes, such as delivery, improvement, mitigation, continuity AI may help identify potential matches, but credibility is built through clarity and substance. A useful way to think about it is this: AI looks for alignment. Humans look for assurance. How to pass CV screening by working with the system Passing CV screening doesn’t mean removing personality or over-optimising language. Working with the system means understanding that clarity helps everyone involved. When your CV is easy to interpret, it allows technology to do its job and gives recruiters a clearer picture of how your experience translates into real-world impact. Use role-relevant language naturally Applicant tracking systems work by identifying alignment between your CV and the role requirements. That means the language you use matters. But only when it’s genuine. Review the job description carefully and reflect the terminology used where it genuinely applies to your experience. This helps systems recognise alignment while still sounding like you. This might include: Technical skills or methodologies Types of environments you’ve worked in Regulatory or compliance frameworks Project or operational contexts The goal isn’t repetition for its own sake, but clarity. If you’ve worked in highly controlled or safety-led settings, say so. That context is often as important as the role title itself. Keep structure clear and consistent Clear structure benefits automated screening and human review alike so they can quickly understand your career story. This is especially important where recruiters are reviewing CVs across multiple roles or large programmes of work. A well-structured CV makes it easier to see progression, responsibility, and relevance at a glance. Best practice includes: Standard section headings (Profile, Experience, Qualifications) Recognisable job titles Reverse-chronological experience Clean formatting without heavy graphics or columns Focus on impact, not just responsibility Listing responsibilities tells recruiters what you were hired to do. Showing impact explains how well you did it. This kind of detail is often what differentiates candidates in critical infrastructure within energy jobs or nuclear roles, where impact is closely tied to continuity, reliability and risk management. Where possible highlight: What you delivered or improved The scale or complexity involved The risks, constraints or standards you worked within Be honest and specific AI doesn’t reward exaggeration, and neither do recruiters. Overstating experience or using vague language may not stop your CV from passing an initial screen, but it will surface later. Usually at interview stage. Clear, specific detail builds confidence and trust. It also helps recruiters advocate for you when discussing your profile with hiring managers who are looking for proven capability. Do recruiters use AI detectors? There’s growing concern about whether recruiters actively check for AI-written CVs. In reality, most aren’t focused on detecting how a CV was written. Using tools to help structure or refine content isn’t an uncommon practice. What matters is the quality and accuracy of what’s presented. Red flags tend to be: Generic statements with no supporting detail Overly polished language that lacks substance Claims that don’t align with the candidate’s actual experience AI can help you write more clearly but ownership of the content always sits with you. Not sure how your CV is being interpreted? Working with a specialist recruitment partner can help you sense-check how your experience is coming across to both the systems and people making hiring decisions. Explore current roles or register your CV to get tailored guidance. Positioning your experience in an AI-led hiring market In delivery-critical sectors, such as utilities jobs and rail roles, CV screening still prioritises clarity, credibility, and relevance. Recruiters are looking for evidence that you understand the environments you’ve worked in, the standards you’ve operated under, and the impact of your contribution. AI may support the early stages of screening, but it’s your experience and track record that ultimately matter. A well-structured CV simply ensures that experience is visible from the outset.