IT, Tech and AI Recruitment Blog

Whichever way you voted and whatever you feel about how the referendum has ended, we are now...

The UK has its highest ever employment rate of 74%, with a record 31.4 million people in...

Following the attacks at an Orlando nightclub the question is where is this behaviour allowed to...

With UEFA Euro 2016 Cup just around the corner, employers need to keep an eye out for staff...

Minimal employees have become the bane of business. These employees do just enough to get by and no more. A business with good market share and potential, a good strategy but with poor results then it almost always points to minimal employees. Sometimes owners/management see this but often it takes an outsider to point it out. Once this is understood to be the problem the question is – How to be rid of these bottom-feeders and get some good people in their place? The answer is to build it employee by employee. The following are some key concepts when considering a personnel ‘upgrade’:

A lot can be learnt for exit interviews. Exit interviews are not a waste of time, although many deem them to be. It is an important exercise in order to determine if there is anything you can do differently going forward with our remaining team. It is important to remain impartial during the interview, and to ensure a balance between obtaining the relevant information whilst allowing the departing employee the positive closure they need.

36% of people have had a pay rise this year according to Mori iPSOS. Out of the 1600 people who were surveyed, one-in-three report their pay to have been frozen this year, while 3 percent are suffering a pay cut. Although 64 percent are reporting their pay to have been revised higher, only 23 percent are reporting an increase of more than 2%.

The UK Government’s recent ‘Productivity Plan’ was heralded as lacking in original ideas and clear goals, and was attacked as “nothing more than a list of recycled policies”, by a group of MPs. It is clear that the UK is facing a long-term productivity problem which is being made worse by the financial crisis that the country has faced over the years. The economic downturn was labelled by MPs as “the most damaging financial crisis seen in generations”.

Gone are the days where an IT manager or director conducts an interview for an IT position. We are now in a time when hiring new team members is left to the HR department. It can be difficult to determine what will equate to a good IT candidate, when the interviewer has little knowledge about IT themselves. Here we have compiled a few pointers to finding a great candidate and the best questions to ask in order to prize out the information you really need from the candidate.

So we know that work life integration is on the rise, and goes hand in hand with remote working. But does it really work? New research that captured data from the UK, the United States and Germany revealed that almost 70% of people who described their team as “very successful” have more than half their team members in different locations, and collaborate freely and successfully regardless of their location. These figures demonstrate that being sat at the same desk each day with all workforce under the same roof does not necessarily equate to productivity.