IT, Tech and AI Recruitment Blog

A recent study into the quality of working lives, conducted by London’s Chartered Management Institute, produced some startling results. The aim of the study was to explore Managers’ wellbeing, motivation and productivity levels of managers, to determine contributing attributes that affect these factors, and to provide a solution to these issues. The report demonstrates the impact that leadership and organisational structure has on health and well-being. The results from the study aim to provide lessons and insights into what managers can do to improve their working life, and what line managers and directors can do in helping managers achieve a healthy working environment.

You’re recruiting for a new employee and you want to really get the most out of the process and hire the best candidate in the most effective and efficient way. You have your hiring goals and business objectives in mind and obviously want to do what’s best for your organisation. However, it’s important to remember that your candidates are interviewing you too. They’re testing out whether your company is a good fit for them and whether the role you’re offering matches their expectations.

Huffington Post Tech UK, 2015 reported that only 17% of the IT industry is made up by women. This is an unsurprising figure, given than women reportedly earn around 25% less than men in the IT industry. Pair these stats to the fact that the current skills gap is due to increase to 745,000 by 2017, and 1-million by 2020, it becomes appallingly evident that this is not just a diversity issue, but an economic one too.

The core challenge of business intelligence has always revolved around a debate of holding onto centralised IT systems that deliver complete control and governance, and the solutions of tomorrow that can deliver better intelligence, although requiring a release of the typical governance control that older systems provide. This choice is then a stark one, yet these four reasons make the case all the stronger for moving away from legacy systems.

Glassdoor recently ranked ‘HR Manager’ forth in a list of the UK’s 25 best jobs. Based on the number of job openings, career opportunities and earning potential, HR Manager may not seem the glamorous or high-flying role you’d expect to see near the top of this list but there’s more to working in human resources than is often given credit for.

CRM systems have been around, in one form or another, since business began. In the pre-computerised world there were record cards and good old fashioned one-to-one interactions where personal relationships where built. However in the global operating world things are a whole lot more complex.

Over 80% of IT professionals place high importance on companies investing in the latest releases of technologies. With the current jobs market far more stable than previous years, UK workers ultimately have a far greater choice over where they work, who they work for; and have a greater level of trust in their future in employment. Employer branding is a phenomenon becoming ever more prevalent as the job market continues to grow.

These two global giants have well and truly shaken up a digital revolutionising within their markets. So it seems more than pertinent question to ask: just how did these two once fledgling start-ups do it?

The recent floods that devastated much of the UK just after Christmas turned lives and businesses upside down, and goes to show that this kind of extreme weather can strike at any time. In order to try and prevent and minimise damage, having policies and procedures in place and ensuring all your employees are aware of them could make the world of difference when faced with emergencies like the weather-induced chaos of storm Desmond, Eva and Frank.

It’s no doubt that awareness of cyber security is increasing. More people now know more about the risks, or at least the basic steps they need to take to cover themselves and their organisations. However, as the world becomes more connected than ever, hackers are becoming more inventive and more sophisticated in their attacks. It’s important that companies can move with these developments and changes to create a culture that adopts an up to date, risk-based, multi-layer defence framework.