Apr 6, 2016 | IT
Have you become an interview robot? It can be easy forget the aim of what you are wanting to achieve when conducting an interview – especially when you have sat through so many. If you are in need of an interview refresher, you have come to the right place. It can be difficult to determine what will equate to a good IT candidate. 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.
- “Outline any current issues or trends in technology”
Ask the candidate to outline some current issues that are impacting upon the technology industry. You are not focusing on the specific issues they discuss, but their ability to identify these issues is key. This demonstrates reactiveness and outlines how the candidate would react to any changes in technology that would impact upon them.
- “What did you do when you were asked to undertake a task you didn’t understand?”
This question provides the candidate with an opportunity to demonstrate how they problem solve and overcome issues when faced with them. You can assess how well you feel the candidate overcame the issue. Did the candidate overcome the issue through thought-out strategy and planning? Or did the candidate leave the issue to spiral until someone else became involved. Determining the quality of a candidate’s problem solving skills is crucial in determining whether they will be a good fit for the role and for your organisation.
- “Outline a time you were asked to complete a task or project that you had no previous experience in”
This could be regarding a new technology, a new industry or a project they had never undertaken before. This is a great follow up from the previous questions as it allows the candidate to further their explanation of how they respond to change and overcome issues. It is good to get to know how a candidate reacts to change to be able to gauge how well the candidate will settle into a new working environment. It is also a good way of assessing whether their answer confirms or contradicts their previous answers.
- “Do you get bored easily?”
A candidates instant reaction to this type of question is quite often ‘no’. It is assumed that boredom equates to a low performing, underachieving employee, so people will often steer clear of admitting to boredom. But in an industry such as technology, new tasks and projects are often arising, so a candidate who is frequently looking for new challenges can be a positive thing.
- “What do you expect the role to entail and what would you like the role to entail?”
This is an opportunity to manage expectations – do their expectations meet yours? At this point you can assess whether you feel the candidate understands the role and the task in hand, and also gives the candidate the chance to disclose any expectations they may have of the role. This question allows you to decide whether you feel they will perform well in the role and meet the required expectations. You also want to ensure that the candidate can get the most out of the role from a personal and professional level and will fulfil the candidate’s requirements too. If expectations do not match, it may be a big indicator that this person may not be right for the role, and may impact upon your decision as to whether to proceed any further with their application or not.
- “Where do you see yourself…?”
At this point you can give a timescale. 6 months? 1 year? 10 years? Whatever timescale you provide, it will indicate whether the candidate has any aspirations or goals, and whether they have the desire to achieve these goals. You want to find out what they want from their career. Does the candidate want to further their career through L&D, courses, qualifications or experience? At this point you can clarify whether you will be able to aid the candidate in reaching their goals. Again, this is all about managing expectations.
- Case study
Provide the candidate with a small case study outlining an issue the company may have faced in the past (this can be fictional) and ask them to provide you with a solution to the problem. It is not so much the final answer that you want to focus on, but how they break down the information you give to them and how they utilise the information effectively to come to a conclusion. This does not need to be a complex issue, the purpose of this is not put the candidate under a great amount of pressure or confuse them. It is good to encourage them to ask questions. It is important to observe the relevance of the questions and asses how they utilise the information to contribute towards the outcome.
- “Tell me about your hobbies and interests”
Do not overlook this step as unnecessary or unimportant. This is a chance put the candidate at ease, and a chance for you to get to know their personality. This question is a great way to allow the candidate to demonstrate their passion for something they enjoy doing and express their enthusiasm.
The interview process can be a stressful time for both the candidate and the interviewee. If you need help recruiting the best IT professionals, our expert consultants are on hand to help you at every step of the recruitment process. Call us on 0207 788 6600.
Apr 6, 2016 | IT
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.
As with any new way of working there are benefits and challenges. Remote working is increasing particularly within the digital sector. It is evident that remote working appeals to most employees. It allows flexibility, allows for both personal and work goals to be achieved and cuts down on wasted time and money spent on commuting.
But will employers reap the same reward from implementing a remote working plan. It is actually proving beneficial to both staff and employers, with firms who advocate remote working stating that it is a great way of attracting and retaining staff and increasing productivity. It also shows the employee that you trust them and demonstrates your confidence in them to which, in turn, will boost their confidence.
It is argued, however, that implementing remote working policies can be a challenge and that potential issues with technology pose a great threat to the employee’s productivity levels.
Although this is a growing concept that proves to be working for those organisations who practice this working method, most companies do not cater for this type of working environment. In fact, it is discouraged due to rules, regulations and set working hours. Perhaps now is the time to rethink the way we structure the working day, and allow more flexibility.
Let us know your thoughts on the issue. You can follow us on Facebook, Twitter and LinkedIn.
Apr 6, 2016 | IT
98% of executives check their work emails during personal time outside of the workplace and 63% check emails as often as every hour according to research conducted by Gyro and Forbes Insight. Team Viewer and Harris Interactive furthered this, reporting that 61% of employees are willing to work during vacation. Reasoning for this was put down to the nature of their role. In particular, Managers and Directors feel they have no choice due to ongoing responsibilities.
Professionals are increasingly willing to blur the line between work and home. It is argued that if people love what they do then why should there be a strict divide between work and home? There has always been a strong emphasis on prioritising between work and lifestyle through creating a work-life balance. Whilst this concept remains a fundamental part of maintaining job satisfaction, minimising stress levels and ultimately maintaining good health and wellbeing, the focus is now on managing time effectively so that you can integrate the two without added stress.
Work-life integration is a concept that allows workers to accomplish both work requirements and personal requirements in a more blended process. It is about allowing flexibility meaning time does not have to be so rigidly split between working hours and non-working hours. This works well for those who are happy to take a 6am conference call but then take an hour out mid-afternoon for a gym session; or for those who prefer to be able to take calls from family members and friends, but then are willing to take work calls during holidays or attend to emails at night.
The rise of the remote worker has contributed significantly to the shift from a ‘work-life balance’ to integrating work duties and lifestyle. Technologies and platforms such as Office 365, Google Docs, Skype and social media platforms have played a big part in allowing remote working to take place and has made work life integration far more possible than ever before. It is suggested that by 2020 the number of people working from home at least once a week is set to increase by over 60%.
Let us know your thoughts on the issue. You can follow us on Facebook, Twitter and LinkedIn.
Apr 6, 2016 | IT
Just how important is employer branding? The transparency that social media has brought to employer branding has prompted the need for a strong brand advocacy.
Richard Mosley, author of The Employer Brand supported this “the most important change [in employer branding] has been a shift from promoting employer brands through recruitment advertising campaigns to a more diverse flow of authentic, employee generated content through social media.”
Websites such as Glassdoor are contributing to the shift in power, with companies needing to sell themselves to candidates as opposed to candidates having to sell themselves to the company. We also know that due to growing competition in acquiring talent, people now have a far greater choice over where they work. This means employer advocacy is more important than ever before.
Recent research into the importance of employer branding has finally put some hard figures to the issue, supporting that a poor employer brand can be detrimental to your company and it will cost you.
The study comprised of over 1000 nationally representative respondents, all of which are full time professionals. The top three concerns that would deter a potential candidate from taking a role within a company included a lack of job security, dysfunctional teams and poor leadership. Almost half of the respondents said that they would rule out working for a company all together if they displayed any of these traits.
The three traits that potential employees look for when applying for roles are employer stability, opportunities for career growth and the chance to work within a good team. These traits are considered as important to potential employees and demonstrate a good reputation.
The research revealed if the reputation of the brand is poor, that a pay increase of at least 10% was needed in order to entice a new employer. This translates to approximately £3,297 per hire.
The study also revealed that that in order to compensate for a poor reputation, a company with over 10,000 employees or more could be spending £5.3million in additional wages.
According to the study, job applicants soared by up to 500% when a company showcased aspects of their working environment on social media.
“The crucial first step is to understand why you’re struggling to hire,” said Mosley. “Some organisations help employers determine levels of awareness among the talent groups they are seeking to hire, what these people currently associate with the employer and how this aligns with what they’re looking for.
“Once this is clear, it makes it a lot easier to define a more compelling employer value proposition, focus your communication efforts and ensure you deliver on your promises.”
Read our tips for creating a strong employer brand.
If you are looking for someone to help you to improve your employer branding then please contact us on 0207 788 6600 and our expert consultants will help you find the right HR professional for the role.
Mar 7, 2016 | IT
When applying for new roles, the quality of your CV is of paramount importance and instantly determines to a recruiter whether you are going to be suitable for the role or not. It is estimated that the average number of applicants one corporate job attracts in the UK is 250. Often, out of these only 4-6 people will be called for interview and 1 who will get the job. These are tough odds for those on the search for a new role. The jobs market is extremely competitive, so ensuring your CV is the strongest it can be is fundamental in your job search. Here are a few pointers to ensure your CV will stand out from the crowd:
Current Job Status
Not only do the details of your current job role give an indication of whether you the relevant experience for the role they are applying for, but it poses the question – why are you wanting to leave? If a candidate has only a few months in their most recent role, recruiters will often want to know why you are moving on so soon. Were you fired? Are you simply hating the role? It is always better to be honest about why you are wanting to move on, regardless of the reason. This is an opportunity to disclose your current status. Do not worry about the reasoning behind your wanting to leave, what really counts is your experience and ability to do the job.
Experience
Recruiters will scan your CV and try to determine whether you have a flow of relevant job progression shown in your previous roles. Increasing levels of responsibility is a good indication that the candidate is consistent and has a focus. Make sure that your CV gives an honest representation of previous positions. Do not try to mislead recruiters by over-exaggerating your responsibilities – the truth will always come out. Demonstrate throughout your resume where you added value to the company and describe positive contributions you made to the business.
Skills and Keywords
Don’t forget, a recruiter will only spend less than 30 seconds looking through your CV, so it’s crucial that you highlight skills and keywords that are relevant to the job that you are applying for. This demonstrates that you already have the experience required by your potential employers. You must ensure that keywords are easy to spot, so a clear, concise and well laid out CV makes all the difference. This does not mean your CV can’t be authentic. You must not, however, under any circumstances add keywords to your resume that you haven’t any experience in. Recruiters are on to you and if they find out you have lied, it will be an instant no-no.
Gaps
People have a misconstrued idea in employment, that if you have gaps in your CV it will be an instant rejection. This is simply not the case. If you have a gap in your CV, explain why there is. You may have taken some time out to start up your own business that didn’t work out, or taken a few years out to raise children. That’s fine, just explain that. Gaps will never go against you if you can show that you did something productive in that time. Where recruiters become skeptical about gaps in employment, is when a candidate cannot support their reasoning or are coy about their time out of employment. In some instances candidates may be reluctant to discuss time out of employment due to personal reasons, and feel they have to go into great detail – you don’t! Just explain to recruiters why you may feel uncomfortable divulging such information.
Education
The necessity to highlight in detail your education varies depending on the role being recruited for. It is necessary to highlight relevant certificates and diplomas, particularly if they are listed on the job description as essential or desirable. You may feel it beneficial to provide a brief outline of any key learning outcomes that may contribute to enhancing your ability to fulfil to the role. But try to limit the level of detail you go into when describing your qualifications, particularly if they may be irrelevant to the job role. A small overview of your education is all it needs.
If you need any assistance in your job search, then please do not hesitate to call us on 0207 788 6600 and one of our friendly expert consultants will be happy to help.
Mar 7, 2016 | IT
Technology continues to develop and progress at a phenomenal rate and these advances in technology means that skill sets required are continually changing. Now is a great time for opportunity and growth for IT professionals. The rate of growth in technology means that IT skills are in high demand meaning opportunity for a higher salary, job security and job advancement. The evolvement of IoT, Big Data and Cybersecurity continues to dominate the spotlight in the world of technology. So what skills will IT professionals be needing in 2016 in order to keep ahead of the game. Here we have complied a list of the most in-demand skills needed in order to keep up with the ever-evolving tech industry.
Big Data
The growth of demand for talent in big data is set to continue to increase. Talent in the Big Data field is rare but demands are high as businesses are becoming more aware of the importance of data science and are striving to improve their business processes by becoming more data driven. Data Scientists, DBAs and Database Technology Engineers; and Quantitative Analysts and Managers are some of the most sought after talent in technology at the moment. Demand for talent far outpaces the supply of talent in the current market and companies are requiring a high level of quantitative and technical expertise. If you are experienced in the field of big data then you will frequently be sought after and are unlikely to go short for job offers.
Cybersecurity
The expansion of the IoT market and increasing connectivity means an increase in potential hacks. The UK Governments budget pledge of almost £140million to develop applications for IoT and Smart Cities is sure to create great opportunities for businesses to become more efficient in their processes and aid in creating exciting new products to bring to the market; but also poses great threats. 2015 saw some of the most destructive hacks to date and the sheer breath and sophistication of these hacks means that attacks are getting worse at a far more frequent rate. Cybersecurity is therefore becoming a priority to businesses and protecting Intellectual Property, Operational Infrastructure and customer data is becoming more crucial than ever before. It is reported that security skills are in high demand due to short supply and companies are fighting to obtain the best talent to help them to identify weaknesses in their security and improve their security processes.
Cloud Computing
Businesses have rapidly been moving into the cloud for quite some time now. Companies are increasingly requiring experts in cloud adoption and integration. It has been predicted that a large majority of IT budget will be spent on cloud computing investment in 2016. The movement in hybrid cloud deployment will mean that this will be a highly sought after skill of IT professionals who specialise in cloud computing. Yulitza Peraza, analyst in quantitative services at 451 Research said: “Cloud computing is on the upswing and demand for public cloud services remains strong. However, public cloud adoption continues to face hurdles including security concerns, transparency and trust issues, workload readiness and internal non-IT-related organisational issues”. It is clear from this that cloud support will continue to remain required by businesses – now may be the time for IT professionals to get one step ahead of the game by immediately doing all they can to enhance their credentials when working with the cloud.
Coding
Research suggests that the internet has generated 2.6 jobs for each lost to technology related inefficiencies. This indicates that having the skills and experience in coding can help to future-proof your ability to find work in the modern economy. Coding became part of the school curriculum in 2014 –and with good reason. It has been estimated that over the next 10 years there will be 1.4 million jobs in computer sciences and only around 400,000 graduates qualified to do them. Linda Liukas, co-founder of coding workshop programme Rail Girls, believes that coding is “the literacy of the 12st century”. IT recruiters are always looking for candidates with experience in HTML, Java, JavaScript, PHP and Python. If you can include these skills on your resume then you are ticking all the right boxes. All businesses want to ensure that their website looks great and has robust, secure and stable back-end software to support it.
Mobile App Development
There is a constant need for web and app developers due to the rate at which new and improved smart phones and tablets are being released. As a result of this growth, there is a demand for new apps to be developed for both IOS and Android. According to Gartner, by the end of 2017, market demand for mobile app development services will grow at least five times faster than internal IT organisation’s capacity to deliver them. If you have experience with C++ and Java, and the newer programming languages such as Apple Swift and Hybrid App Development, then you will be invaluable to companies wanting to create new and innovative apps.
If you’d like to speak to one of our expert recruitment consultants about hiring IT personnel for your team or would like further advice regarding your skill set, then get in touch with our team here.
Mar 7, 2016 | IT
Internet of Things (IoT) is quickly becoming a phenomenon that is taking over our everyday lives. Mundane objects such as vehicles, household appliances, office appliances and even buildings are now becoming digitally connected, enabling intercommunication and autonomous machine-to-machine data transfer. The growth of IoT is moving at a dangerously fast pace, and it has recently been suggested that the number of active wirelessly connected devices will exceed 40 billion by 2020. Rapid adoption of IoT means that these devices are attractive targets for criminals.
Recent vulnerabilities in IoT devices, continue to highlight the seriousness of enhancing and improving the security of these devices. Earlier this month it was reported that a number of baby monitors were being compromised, enabling hackers to change camera settings, monitor live feeds and provide access to other hackers to monitor live feeds. The security of internet-connected cars was also under scrutiny recently, when it was revealed that a number of malicious activities enabled hackers to take control of entertainment systems and even shut down cars in motion. Malicious actives such as these are now also posing great threats to health. Wearables such as the Apple Watch, and Android Wear are being compromised to enable hackers to use the motion sensors within these devices to steal information and even health data. Some hacks involve medical devices which could have consequences on patients’ health.
It is not the first time that these sorts of issues have arisen. When the US introduced RFID tags to passports, personal data could be accessed from 30ft away, using a device that was easily available on sites such as EBay for as little as £180.
IoT security is now an issue of high importance and concern. Figures from a study undertaken by Strategy Analytics that looked into IoT system security, revealed that 70% of IT departments spend less than 20% of their time securing corporate network and data assets; while 56% agreed that their firms had or may have experienced a successful security breach.
Laura DiDio, SA director of IoT Systems Research and consulting and author of the report stated that “the survey results are a huge wake-up call.” DiDio furthered this, “IoT environments exponentially increase the size of the attack vector since companies have so many more devices, end points and applications to secure.”
What is being done?
Manufacturers and security firms are now trying to secure the world of IoT before it spirals out of control. Leading tech firms such Vodafone and BT have set up the Internet of Things Security Foundation, a not-for-profit organisation, designed to vet internet connected devices to identify vulnerability and offer assistance in security. Ben Azvine, global head of security research and innovation of BT said that the foundation will help IoT tech go mainstream without compromising privacy. Other founding members of the organisation include Imagination Technologies, Royal Holloways University of London, Copper Horse Solutions, Secure Thingz, NMI and PenTest Partners.
John Moor, director of the IoTSF, said the foundation was set up to meet an urgent need. “With so many concerns and a new complexity of security in IoT, it is important that we now start the necessary work in earnest to address known, yet not always addressed, and emerging vulnerabilities,” he said. “The scale and scope of the issues are formidable and as such they require a formidable response. This can only be achieved effectively by working together”.
Additional efforts are being made in order to tackle the issues in IoT security. Platforms such as Google’s Brillo, the Qualcomm’s AllJoyn platform and Apple’s HomeKit have been designed to enable large networks of IoT devices to identify and authenticate each other in order to provide higher security and prevent data breaches.
What’s next for IoT Security?
More still needs to be done to ensure a safe user experience to all who integrate these internet-connected devices into their day-to-day lives.
Gateways that connect IoT devices to company and manufacturer networks need to be secured in addition to just the devices themselves. Repositories where IoT data is stored are also attractive targets to hackers who use big data to make money- the security of these data archives also needs to be considered. Security updates both manual and automatic are still risky, safeguards need to be implemented in order to prevent updating interfaces from becoming security holes themselves.
It is inevitable that IoT is soon to play a far more pivotal role in our day to day lives, and will revolutionise the world of technology. But this major issue needs to be addressed and efforts need to be made by all in technology to ensure a safe user experience by all.
Let us know your thoughts on the topic. Will IoT revolutionise the world in the way in which it is meant to, or will it leave users open to serious risk and compromise of privacy? Tweet us @ITRecruitment or join in the conversation on our Facebook.
If you need help in hiring the next best IT professional to join your team, then call us today on 0207 788 660 and one of our friendly expert consultants will help you with all your recruitment requirements.
Feb 29, 2016 | IT
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 the well being, 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.
Some of the key issues that became apparent within the study is that digital presenteeism is having an adverse effect on managers; long hours are increasing stress levels – and even cancelling out annual leave entitlement; and workload is impacting on health and well-being. This being said, job satisfaction levels have increased from 55% in 2012 to 67% in 2015.
The Age of Digital Presenteeism: High connectivity = High stress
61% of Managers reported that they find it difficult to switch off from work commitments due to accessibility to emails. Remote access and connectivity to office functions, have been widely appraised by Managing Directors in a bid to reduce lost working hours due to absenteeism and unusual circumstances e.g. weather, however remote access is having adverse effects on Managers. 61% say that technology makes it hard to switch off, furthering this – those who struggle to switch off reported lower productivity levels and job satisfaction, and more frequent stress. In a bid to reduce the adverse effects of technology, 39% believe that out-of-hours, remote access to emails should be restricted by their employers.
Long Working Hours Cancels out Annual Leave Entitlement
A staggering 92% of managers work longer than their contracted hours. ‘Always on’ management is beginning to take its toll on UK Managers, with a staggering average of 29 days extra work a year in additional unpaid overtime, annual leave entitlement is being cancelled out by overtime all-together. 54% of Managers stated that long working hours are having a negative impact on them, however this is a 5% decrease from 2012. It is reported that stress is 3 times more common among those working longer hours, supporting this, 20% of those working over 3 hours extra per day said they often feel stressed.
The Effects of Workload on Health, Well-being and Motivation
The majority of Managers’ report a negative impact on their health and well-being due to workload. The list of health implications that workload is having include mood swings, lack of appetite and overeating, and even depression and panic or anxiety attacks. Sleep loss tops this list with 57% reporting insomnia and muscle aches, followed by headaches and constant irritability. Managers in the public sector are currently facing significant organisational challenges including low motivation, productivity and job satisfaction. Motivation in private sectors, however, remain higher. This also applies to those organisations experiencing internal growth.
The Implications of Poor Management Strategy
The worst perceived management styles generate 4 times more stress than the best perceived management styles. According to the report, the ‘worst’ styles include secretive, risk-averse and authoritarian management styles; however, accessible, empowering and trusting methods of management come out on top as the most favorable styles of management. The favored methods drive job satisfaction levels up to 2.5 times more than the less-preferred methods. It was reported that the top engagement drivers are as follows:
- The sense of achievement you get from your job
- Your sense of feeling part of a team
- Your relationship with your manager
- Your ability to decide how to complete your projects and tasks
- Your prospects for career enhancement.
Job Satisfaction on the Up
In contrast to the disheartening figures and statistics, job satisfaction is improving. 67% of managers overall are satisfied with their job – a significant increase from 55% in 2012, and a further 62% in 2007. One would wonder how this can be the case, given the unfavorable figures. However, there are some factors that significantly contribute to satisfaction. 39% reported that their satisfaction was down to growth of the organisation. 79% feel that their line manager trusts them, with a further 61% stating that they feel fairly treated by their employer. And finally, 76% say they are proud to work for their employer and believe in the values of the organisation.
Read our 5 steps to improving Managers’ well-being here.
Feb 19, 2016 | IT
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. To help you attract the best and keep the attention of the best candidates, we’ve suggested a few pointers.
Good Communication
One of the frustrations of candidates during the hiring process is the lack of communication from employers. Spending time perfecting a CV, completing an application form and particularly preparing for an interview takes time and effort, so if they’re not successful or there is a hold-up of any kind, keep them updated and offer a proper explanation. Once you have selected your interview hopefuls, providing them with adequate information to allow them to prepare is only fair. Do you have any further resources that would allow your candidates to swot up about your organisation? Or could you provide details on what to expect during the interview?
Make Them Feel Comfortable
Your interview candidates are your guests, so making them feel comfortable in a situation where they’re likely to be nervous should allow them to open up and enjoy the experience as much as possible. A friendly tone and attention to the small things can make all the difference; for example offering candidates a drink or explaining what’s going to happen next should help to put them at ease. Initial icebreaker conversations and chit-chat are another way to help your candidates settle in, offer introductions to everyone they will be meeting that day, don’t rush and try to minimise distractions.
Show Them You’re Interested
Treat each candidate like they’re you’re best candidate. If a candidate has a bad experience at an interview or is not made to feel welcome or valued they’re less likely to want the job, but also less likely to speak positively about the company to others. So do your research, read their CV or application form and don’t duplicate this information when asking questions; if you ask what university they went to, they’ll know you haven’t done your research.
Provide a Realistic Job Preview
The interview is a great time to show candidates around, allow them to meet the team and get a real feel for your business culture. So as well as going into detail about the role and its requirements so candidates know what they can expect if successful, it’s a time to really sell your organisation.
Ask Open Questions
The kind of interview questions you ask will depend entirely on the role you’re recruiting for, however open questions that encourage candidates to tell a bit of a story are often well received. Questions such as “what is something you’d be happy doing every single day for the rest of your career?” or “what’s the biggest decision you’ve had to make in the past year and why was it so big?” give candidates an opportunity to talk about something they’re passionate about. Their answers may also give you a good feel for their personality and charisma.
For support and advice during your organisation’s interview process contact Langley James’s recruiting experts who are available to help you every step of the way.
Feb 15, 2016 | IT
It was reported last week that a recent study showed that women are better at coding than men. It comes from a study into the service GitHub – an online software building service of which over 12-million people use to “discover, fork, and contribute to over 31 million projects.” (GitHub, 2016). The study suggested that pull requests – or suggested code changes – made by women were more likely to be accepted, with a 78.6% rate, than those made by men, with a mere 74.6% rate. Gender information is not requested, and often unidentifiable, however was identified for the study through profile information or email addresses cross matched with Google+. The study suggested that there may be a bias when it comes to gender. Women’s acceptance rates were higher than men’s, however only when using gender neutral profiles within the developer community of GitHub. The figures dropped drastically to 62.5% when their gender is identifiable.
This mirrors the current employment climate. 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.
There is no easy solution for the issue. Gender imbalance is one that has been ongoing for centuries, and unfortunately the commendable efforts and initiatives aimed at tackling bias seems to be failing to reduce these gaps. In a bid to close inequalities, encouraging women into technology from an early age is crucial. Egnyte CSO Isabelle Guis commented on education, “I believe a major reason that we are seeing more men than women working in the technology industry is education. There are fewer women in technology graduate programmes and in the marketplace because STEM subjects are still perceived by some to be ‘male’ subjects.”
Although the figures may appear disheartening, the discussion of women in technology has been far more prevalent in recent months, and the skills gap has truly brought to life the urgency of encouraging people of all ages and genders into the tech industry. These figures certainly give women wanting to pursue a career in tech the push they may need, and the technology industry reason to open doors for women, whilst contributing to narrowing the ever growing skills gap. Could 2016 see a boom in women in technology?
Feb 9, 2016 | IT
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.
- Businesses will outgrow their systems
The pace of change within the modern business is only becoming ever faster; manufacturing departments can require the processing of thousands of parts, components and materials, dealing with an innumerable amount of suppliers; this department is supported by logistics planning that depends upon supplies where commodities fluctuate hour by hour, and HR departments need to account for millennials and the younger generations who are entering the jobs marketing and contributing to higher rates of employee churn. The strain of all this upon IT systems of old is unbearable, with these old school solutions failing to deliver the complex analytics that such business operations command.
- The analytic capacities of desktop tools that work alongside legacy systems are not only lacking, but leading to potential business disasters
The analytics solutions that have been tacked onto legacy systems have been designed to meet the needs of varying departments, however such systems have placed the importance of speed over and above accuracy, as well as aesthetics and ease of use over capability. Quite simply put this will lead to intelligence that is incorrect, resulting in business decisions where the incorrect choices are made.
- Legacy systems are simply throwing good money after bad
Legacy systems are inherently difficult to maintain and manage, and whilst transferring to a modern business intelligent solution comes along with what can be an intimidating price tag (as well as extensive soft costs, most significance of which is training) the eventual costs, both in terms of implementation, as well as the implication upon business decisions, come in far below the option of continuing with an outdated alternative.
- CIOS have the chance to opt for a data-driven culture, rather than data that lacks integrity
CIOs have a chance to truly drive for change, they can drive down cost whilst investing in BI solutions that deliver value; this compares to continuing with legacy systems that will only continue to provide ever less accurate data, leading to their companies falling behind within the commercial world. What’s more within this newly established data-driven culture, and with the right platform, the previous pressure placed upon systems by reports and analytics can achieve saved resources that may be better spent upon other projects.
James Langley are the go-to recruitment specialists for IT talent that delivers the business intelligence solutions tomorrow, today; through the right people, placed within the right positions, they are helping their clients ensure that dated IT systems are a thing of the past.
Jan 29, 2016 | IT
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. Generally a stable profession with an average base salary of £50,000 for HR Managers the human resources department is often overlooked by other members of the workforce. A CIPD survey reported that a quarter of employees ‘don’t know’ what the department really does – a surprising figure considering the function is so central to so many business decisions. However, it’s time HR stands firmly in the limelight – it’s not only an essential piece of the organisational jigsaw, but some would argue it’s the most rewarding.
Creating Positivity and Changing Lives
A large part of your role as HR manager is to improve employee welfare, whether that’s sensitively managing a workplace dispute or ensuring everyone has the most appropriate equipment to do their job safely and comfortably. Constantly striving for a better, more positive environment for the organisation as a whole will help employees to enjoy their time at work as much as possible. HR teams may also be required to assist with more personal issues where the right help and advice could really play a part in changings someone’s life.
Long-term Opportunity
As well as an above average salary, a career in HR will usually be a stable one that will see you through to retirement. There are many avenues to explore in the field of HR such as payroll, employee training and development, workforce planning or employee relations and there’s often the option to switch industries fairly easily too. Similarly, if you did ever fancy a change of career you’ll have built up many transferable skills that may allow for a step sideways. Companies will always need an HR department, and although there are continual technological advances in software and HR management tools this people-focussed role is by no means at risk of being taken over by the machines any time soon!
Being Involved
Although in some cases unfortunately HR is still hiding its light under a bushel, or more accurately sitting quietly in the corner of the office, if the function is running successfully you should be a truly integrated member of the whole team, at the heart of the employee hub. You’re involved in hiring and have an influence on who joins the organisation, as well as helping these new team members integrate and develop. You’re in a position of trust to many and will have the opportunity to speak to and work with employees from across the whole organisation. You may also be involved in the organisation of social activities and team building.
Of course, there’s the tough side to working in HR too, making decisions about redundancies and cutbacks will never be easy, and the profession can come under fire when it’s often the one handing out the bad news. However as a field, HR is constantly evolving not only technologically, but legally, economically and in terms of diversity and cultural awareness. This means you’ll handle issues, meet people and deal with situations you may never have expected, always learning and growing with the role and its responsibilities.
If you’re an HR manager and you’re looking to grow your HR team, we can help. We’re in contact with many HR professionals across the UK looking for new roles.
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