FF Focus

Millions of employees from various industries throughout the world have left the job in the last year and a half. Many have attempted to explain the mass exodus, but reports indicate that it may be due to inadequate pay, limited career advancement, poor work-life balance, general dissatisfaction with management or the company, and a variety of other factors.

In competitive employee markets, a comprehensive employee retention programme is a critical differentiation. It is common in today's war for talent to focus on acquiring talent to counteract any turnover an organisation may have experienced. While this approach is critical, managers must also identify the root cause of the problem and consider why their best employees quit in the first place.

Today's IT jobs impact virtually every aspect of a company, therefore it's essential to have effective retention strategies to reduce turnover. How do you keep your employees? 

Employers are having to revaluate what makes their company worth working for as employees decide what's best for them. If you believe your company is at risk of losing top talent, or if you have already begun to lose your best employees due to the Great Resignation, it is important to examine some employee retention techniques. We've 10 retention techniques to reduce the risk of turnover based on years of developing and managing high-performing technology teams.

1. Hiring For Cultural Fit

Hiring the proper individuals is frequently the first step in retaining employees. And, having a recruitment process that ensures you're hiring the right people is the best way to ensure you're hiring the right people. People can gain knowledge and skills. Hiring someone who understands your cultural values, on the other hand, will result in more loyal and engaged staff. New personnel can integrate more quickly into the team. They are more at ease and can contribute more quickly.

It is recommended not to subject candidates to a lengthy and time-consuming process because it may send them away. More importantly, conducting interviews in a way that allows you to better understand the prospect and if they have the necessary abilities for the post or will be able to develop them on the job.

Bad hiring decisions account for 80% of all employee turnover. One should try to think outside the box and go beyond the standard interview questions. Pose questions about your company's core values. Describe how the role links to the values. It will help them understand what is expected of them.

2. Make an effort to create welcoming work environments

Employees must work in surroundings where they feel supported; this is critical to employee retention. As a result, seek to create an environment in which people may thrive and perform to the best of their ability.

Every new hire needs to be prepared for success right away. In addition to the job, your onboarding process should teach new hires about the corporate culture and how they may contribute to and succeed in it. The orientation you give new hires, whether in person or digitally, can set the tone for their entire employment with your company.

Some of the most effective ways to accomplish this are to provide enough on-the-job training, to practise good and clear communication, and to offer benefits and bonuses.

3. Employee compensation

Employees frequently depart because they believe they are not sufficiently compensated for their efforts. For example, according to LinkedIn's Global Talent Trends Report 2020, firms rated highly in offering fair compensation had a 56% reduced rate of turnover.

As a result, one best practise for enhancing employee retention is to ensure that employees are adequately compensated, beginning with a base pay. Consider giving increases, promotions, or taking on new tasks.

4. Perks

Offering benefits can attract new employees, re-engage current employees, and improve employee morale. Employee retention relies heavily on benefits and bonuses. Offering them demonstrates to employees that you actually care about their well-being and may provide them with a sense of security in their lives. For example, perks such as health insurance ensure that employees may obtain adequate care if they become ill.

Fitness discounts, access to corporate promotions, or even delivering coffee in the workplace might be added advantages. If you want to include perks that are directly tied to employee wishes, solicit feedback from employees on what they would like to see presented.

5. Professional Development Opportunities

Employee retention relies heavily on training and development.

Employees who are not appropriately trained for their employees may feel underprepared for their jobs or underperforming. If employees believe they are unable to do their duties, they may seek options that provide full onboarding and on-the-job training.

94% of employees surveyed by LinkedIn for its annual Workplace Learning Report said they would stay at a company longer if it invested in their professional development. Businesses that do not give these internal training opportunities are passing up a great opportunity to alleviate the global skills shortage. 75% of businesses who cite recruiting challenges say it's difficult to locate applicants with the capabilities they require. As a result, many businesses are providing internal training opportunities to upskill their existing employees.

6. Communication

Employee retention relies heavily on communication. People are more likely to feel prepared for their employment and to ask questions if they are unclear when they understand what is expected of them and there are open lines of communication.

As a team leader, you must also ensure that you are contributing positively to the overarching goal of the team, which is to create timely, constructive, and effective communication. Make sure you actively engage with each team member on a regular basis to measure their workload and degree of job satisfaction.

7. Continuous feedback on performance and Career Development

The yearly performance review is being replaced with more frequent meetings with team members by many businesses. Discuss your employees' short- and long-term professional goals during these one-on-one meetings, and assist them in imagining their futures with the business.

Working with employees to construct a career path at work is an excellent method to increase retention. It provides people with a goal to strive for and can be a strong motivator.

Quarterly, bi-annual, or annual career discussions in which managers sit down with employees and discuss where they want to go, how they may get there, and what possibilities are available are excellent ways to put this into practise.

While it's never a good idea to make promises you can't keep, work through prospective professional progression scenarios with a colleague and develop a practical strategy for achieving your objectives.

8. Work-life balance

Employees who believe they are expected to be in work mode 24 hours a day, seven days a week may experience stress and burnout. They may also choose to work somewhere else where they know it is encouraged to have a life outside of work.

Instead, promote work-life balance and establish boundaries. For example, you could argue that people should set aside time to do work and then set aside time to put everything away and pick it up the next day.

Encourage staff to take time off when needed or even take breaks during the workday to promote this

8. Flexible work arrangements

Since the lockdown, hybrid workplaces have become a hot topic. It is the ability to work in the office or remotely, depending on one's preferences. However, some employers are wary of the idea of a virtual workforce. However, the option to work remotely can benefit both employees and employers. Yet, some employers are not entirely all-in with the idea of a virtual workforce. But the option to work remotely can be a win-win situation for both employees and employers.

Employees save time and money by not having to commute. They've got a better work-life balance and fewer distractions. Working from home is also a lot safer alternative. Employers, on the other side, can save money on infrastructure and overhead, eliminate office politics, and reduce absenteeism.

The best thing is that there are no geographical restrictions when it comes to employing employees. As a result, you have access to a larger pool of talent.

9. Foster a culture of diversity and inclusion

Employees are increasingly appreciating workplace diversity, particularly in the technology industry. According to Built In, three out of every four employees want to work for diverse companies, giving employers who prioritise diversity a significant competitive advantage. Unfortunately, the tech industry still has a long way to go before its teams are more diverse.

It is critical to look beyond colour, language, and gender to guarantee that employees are treated properly and that businesses have access to the best talent. Furthermore, diversity influences inclusion and higher levels of team satisfaction.

10. Provide Actionable Feedback

Employees want to know how they are doing, so offering feedback is essential. They will be aware of areas of strong performance as well as specific talents that require development.

Providing this feedback demonstrates to employees that you are concerned about their performance and how it affects the organisation. When you provide actionable feedback, you demonstrate that you care about their progress and aren't merely telling them to do better without providing any extra guidance.

Employees who aren't given feedback are left puzzled about their performance and wondering if they need to make changes. They may seek employment elsewhere where they may learn more about how they're doing.

The value of staff retention strategies cannot be emphasised in today's tight labour market. Because a few employees leaving an organisation can quickly result in low morale and unmanageable workloads, it is critical to be proactive by implementing effective employee retention strategies such as compensation reviews, recognition programmes, and opportunities for upskilling and reskilling.

Employees who feel appreciated and believe their organisations are invested in their development are happier, more productive, and more loyal—a win-win situation for everyone.

Are you a candidate interested in  finding a job opportunity that is aligned to your aspirations or goals or a client looking for to build out your technology teams but need help when it comes to recruitment planning, processes, attraction, and retention? Get in touch today with one of our recruitment consultants today.

As companies compete for specialised professionals, discussions on the future of work are increasingly focusing on the advantages of blended workforces. While many businesses have typically preferred permanent employees over contract labour, this is changing. More executives and hiring managers have discovered they need to explore beyond standard resourcing strategies in a tight employment market caused in large part by the pandemic.

The scarcity of available computer specialists is one of the most urgent challenges for companies. The demand for technological products and services is increasing in the digital age. However, according to IT Nation's People and Skills Report, IT job prospects have reached a 10-year high and now account for approximately 14 percent of the overall UK workforce. According to the Office for National Statistics, job opportunities in the UK will outnumber unemployment for the first time in 2022.

If you're having trouble hiring qualified permanent employees, is it time to consider how contractors can help your company? These choices may appear expensive on paper, but there is a wider picture to examine.

Flexibility

It is challenging to optimise the amount of employees in your workforce. It is about balancing the amount of employees so that they do not exceed the budget while also not becoming understaffed. Using contractors gives your company the flexibility to avoid these extremes.

Contractors will quickly assist you in meeting your needs. In the tech industry, you may be given enormous assignments or unique projects that require your organisation to rapidly expand up. Contractors provide your organisation with a one-of-a-kind opportunity to be flexible, which is critical in the tech era.

Skills

Some businesses are hesitant to engage with contractors because they believe it would prevent great talent, but this is not the case. Because of how quickly in-demand talents can change in the computer business, many highly talented individuals choose to work as contractors.

Furthermore, the tech industry often requires a fairly specific set of talents. These specialised skills are usually only necessary for a brief period of time. Using contractors to address these skill gaps within your company for certain projects and business goals is an easy option.
 

New Ideas and Abilities

Contractors generally have a lot more exposure to diverse firms and working settings because of their expertise working with multiple clients. As a result, they frequently add new perspectives and insights to the initiatives in which they are involved.

Their lack of ties to the company also provides them with the advantage of being able to examine an issue objectively and propose effective ideas that go beyond the status quo. A contractor's independence from a company also allows them to facilitate decision-making and adopt new methods without fear of internal bias.

Trial Run

Hiring a new permanent team member is a significant investment. In the fast-paced world of technology, finding and acquiring the appropriate talent can cost your company a lot of money. Even so, you can't be confident that they'll be a good fit. Utilise tech contractors to reduce the use of those resources.
A trial run will be important in determining whether or not that person is a good fit. It will also help you determine whether the position is something you will require in the long run. With the current increase in IT employment, how can you be certain that your firm has the correct tech position? Using contractors is a great way to test new positions you are considering acquiring for the long run.

Cost-Saving Methods

Contractors are cost-effective resources for meeting project-driven demands as well as unforeseen upticks in internal operations and systems. Working with a contractor can help you save money on initial hiring costs if your budget is a barrier to employing fresh talent.

When compared to hiring permanent employees, outsourcing is an excellent way to save money. Take a look at the following:

- No holiday, sick, or overtime pay

- Only compensated for the exact set of hours you require them to work

- Reduced overhead costs

- Insurance covered by the agency 

- Tax and pension dealt with by the contractor 

- Controlled staffing budget 

Many businesses have begun to reconsider their employment practises in the present economy, particularly in the fast-paced area of technology. Using contractors allows your firm to be more flexible, save money, gain access to a broader range of capabilities, and test the waters with tech jobs and people.

Has your organisation considered maximising on the trend by utilising contractors? Or do you require further assistance in navigating the world of contracting? Our team of recruiting professionals is ready to talk about the opportunities that contractors can bring to your firm. Contact us right away to learn more about how we can help you.

Every job applicant has a sizable social media presence, regardless of the position. including a wide range of services, from more specialised ones like gaming websites to well-known ones like Facebook, YouTube, Twitter, and TikTok. These stories reveal a variety of details about a candidate's opinions, attitudes, and behaviors.

An applicant's social media activity and profiles can reveal a lot about them. It should come as no surprise that businesses are increasingly checking applicants' social media profiles as part of the hiring process. A business's inventory of risk-prevention tools must include social media monitoring as it develops its working cultures and procedures.

Your personal social media profiles can seriously affect your professional life. In a 2020 survey by The Harris Poll, 70% of employers surveyed said they believe every company should screen applicants' social media profiles during the hiring process. Additionally, 78% of employers believe current employees should maintain a work-appropriate social media profile.

Since we tend to think of our personal social media accounts as "personal," chances are that looking at an applicant's profile can provide insight into their personality that goes beyond their resume. But are these reviews being done correctly, fairly and compliantly?

What is a social media screening?

Social media screening is typically conducted prior to hiring when an applicant applies for a job. It examines an applicant's social media profiles and activities, including what they post, like and comment on. Some of the platforms they are likely to check are LinkedIn, Instagram, Facebook, Twitter, TikTok, and WhatsApp.

The check identifies a candidate’s online presence to look for negative behaviours such as bullying, racism, nudity and excessive bad language. It also identifies potential privacy issues, such as leaking information, and content that could potentially damage your organisation’s reputation.

A social media check is designed to complement the range of standard recruitment checks that employers usually carry out, from CV screening and references, to ID and criminal record checks. The checks complete the picture of an applicant, giving the employer valuable insight into how a person is likely to behave in the workplace.

In general, employers pay attention to all warning signs. This could include sharing illegal activity, offensive comments, violent or aggressive behavior, sexually explicit material, or confidential information.

Follow these tips to increase your chances of getting a job with potential employers when they look at your social media: 

Don't delete your profile.

Some candidates may be tempted to completely remove their internet identities out of fear of finding something humiliating or unfavorable, but employers warn that this tactic can backfire. If they couldn't find a candidate online, about 1 in 5 employers indicated they wouldn't interviEw them.

Not only would it appear as though you are trying to conceal something, but deleting your profile won't necessarily ensure that the data is gone forever.Instead, make sure that your social media accounts are updated and tidy.

Use social media to your advantage.

Contrary to popular belief among job seekers, most employers look for reasons for hiring someone. More than 1,000 companies were questioned by Harris Poll, and the results showed that 67% of them are seeking proof of an applicant's qualifications before hiring them. This demonstrates to potential employers that you value your online presence by including your social media accounts on your resume.

Maintain the accuracy of your social media profiles, particularly LinkedIn, so that they accurately reflect your most recent employment history and achievements.

Google yourself.

Google yourself for a minute once every few weeks or months. It's wise to anticipate what may surface since this is probably where your employer will start when looking at your web presence. By doing this, you can make sure that the top search results reflect what your employer wants to see.

You might also think about enabling Google notifications for yourself so that you'll be alerted as soon as something new appears. You're good to go if everything continues to be positive. There are businesses you may work with to enhance your web profile if there is something you'd prefer to remove.

Make your social media profiles private

You should create at least one social media account just for business and keep personal accounts private because it is acceptable for employers to look at public social media accounts.

Be cautious of recruiting managers that ask for details that aren't readily available online. This should raise a red signal for the organisation because it is comparable to employers asking inappropriate questions during interviews.

Does background check show social media?

Background checks often do not reveal social media accounts .Most background checks contain information on credit history, legal difficulties, and job history. On a background check, social media accounts could occasionally surface, though.

There are businesses that perform background checks based on social media, but it is a different paid service.

What to avoid on social media

The study found that a whopping 55% of employers who use social media screenings said they found content that made them not hire a candidate.

Follow these guidelines to keep your online presence professional:

1. Avoid posting anything that may be offensive.

2. Be purposeful in your posts. Ask yourself: What is my goal with this post? Is this best for a private or public site?

3. Keep it simple: remember that less is more on your public profiles.

4. Never complain about employers or colleagues on social media

Even if you have found a job, you should not neglect your online presence. The study found that 78% of employers use social media to find out about current employees.

If you're looking for help throughout the hiring process, our team of experienced consultants are here dedicated to helping you through the process, from advising you on your social media presence, to interview preperation. Get in contact with us today to speak to one of our team. 

Do you have a tech job interview coming up? Are you considering applying to tech positions? These interview tips will help you land the job.

Standing out in a job interview can be a challenging task, especially in a competitive job market. A new job can unlock a whole world of possibilities, but the pressure to favourably present your skills, experience, and your ability to make a good first impression can make any job search an intimidating endeavour. However, with proper preparation and a strong understanding of what the employers are looking for, you can increase your chances of impressing the interviewer and landing the job.

Learn how to ace an interview with our steps that will help you stand out and succeed:

1. Conducting Research

This is one of the most basic yet effective interview preparation tips. You'd be surprised at how much research on the company, role, and interviewers can help.

Educating yourself on the company for which you are interviewing serves two purposes. For instance, it ensures that the company's mission and culture align with your personal interests, career goals, and values. Second, your ability to authentically incorporate this knowledge into an interview demonstrates that you are thoughtful, well-prepared, and genuinely interested in joining their team.

Prepare by thoroughly reading the website, following their social media feeds, searching Google for any interesting or relevant results, searching GlassDoor for reviews, and reviewing the LinkedIn profiles of anyone participating in the interview. Take notes to assist you in developing questions that demonstrate a genuine interest in the company and what they do.

Another area to research which again is a very popular question within in an interview is based upon the role your applying for. In every job you apply for you should read through the job specification to help understand the requirements of the role and the desired skills your potential employer is seeking. An in depth understanding of this will allow you to highlight and prepare your applicability for the role, therefore enhancing your likelihood of being successful within the process.

Researching the interviewer is generally underused, however can be so beneficial. A quick scan of the interviewers LinkedIn profile can allow you to understand the individual and perhaps presents an area of relatability. Therefore, this illustrates you’ve gone that extra mile to prepare for the interview which will set you apart from other candidates.

2. Closely study the job description

Before an interview, head back to the job posting. Go through the description with an eye toward interview questions. Note key phrases or skills mentioned in the job description and pick examples that show your expertise in those areas. For example, if the posting mentions project management skills, list specific times you effectively led projects. You can take these concrete examples and integrate them into your answers to interview questions.

3. Make sure your formal and professional

Yet again, such a simple tip that so many candidates fall down upon. In every interview you conduct you should always make sure you attend on time and are dressed accordingly. It is always better to overdress rather than underdress as once again it show you’ve made more of an effort with the process. This is particularly important in first stage interviews and first impressions, as they are key to an individual’s perception of yourself and this professional manner should be retained throughout the whole process.

If it’s a remote interview, be fully dressed and set up to test your equipment well before the interview starts. Phone or video interviews often precede in-person interviews lately. Although everyone is familiar with the frustration of technical difficulties, a bad connection, dim lighting, or a noisy background can distract from the great impression you’re hoping to make. Ace an interview (even from a distance) with our remote interview tips.

4. Prepare for the typical job interview questions

The number-one way to learn how to ace an interview is to come prepared with strong answers to interview questions. While you won’t know exactly what will be asked, you can increase your odds of doing well by researching common job interview questions such as 'Why do you want this job’ and coming up with 50- to 100-word answers.

5. Practice your answers to technical questions

Tech job interviews often come with technical questions. The specific questions depend on the role and job title. In addition, interviewers want to know how you approach problems, where you go for information, and how you work with others. 

Common technical questions include:

• How would you solve this particular tech problem?
• What steps do you take when debugging code?
• What's your strongest coding language?

Brush up on technical skills relevant to the job. And don't worry if you can't immediately answer the question. With technical questions, your approach and problem-solving often matter as much or more than the specific answer.

6. Ask Questions

It's also crucial to ask relevant questions. Avoid walking into the interview without questions for the company. Even if you've done your homework, not asking questions can suggest you aren't invested in the job. Show your interest in the company and the position by inquiring about the company's history, culture, and values. Ask them what tech stack they use, what tools you will get the opportunity to be hands-on with. This will demonstrate your research and preparation, as well as your desire to learn more about the company and the role. If you’re struggling for ideas on questions check out our blog about the best questions to ask in an interview.

7. Showcase Your Value

During the interview, make sure to highlight how your skills and experiences can benefit the company. Use specific examples from your past experiences to demonstrate how you have added value to previous employers. For instance, if the job requires experience in Linux administration, refer to specific times in your past where you have been involved with that.

8. Be Honest

We’ve all been there when a difficult question arises within an interview or a difficult topic you’re unsure of comes up. In this situation, although it may be tempting to provide a satisfactory answer, it is more important to remain truthful so if you lack experience, or think your potentially weaker in a certain area, it is okay to admit this! Employers will respect your honest and transparency with them and it keeps the relationship authentic with themselves. There is no point lying regarding something in an attempt to get further within a process as this will ultimately come back to bit you in the end.

9. Ask Questions

Even though you may feel like you’re being interviewed, ultimately it is a great chance for you to ask questions and gain further insight in to the company and the role. So many candidates fail to do this, but is so important to ask questions throughout and at the end of the interview. This can help clear up any uncertainty on the role and make sure your 100% committed to the role and the process. Furthermore, discussing the company and role with the employer will help build rapport and shows you care about the next move in your career. Normally, I would suggest preparing around 8-10 questions to ask, some of these may be answered by the interviewer throughout anyway.

Overall, by following these tips, you can increase your chances of standing out in a job interview and impressing whoever it is that you’re speaking with. Remember that the key to standing out is to be well-prepared, confident, and enthusiastic about the opportunity. With the right attitude and approach, you can increase your chances of landing the job.

I understand these may seem like simple tips but these tips are so effective and can be used to in every interview at any stage!

Professionals today have a wide range of employment possibilities, so businesses must step up their hiring practises. The competition gets tougher every day. Even while we are unable to forecast what will occur in five years, we do know that this tendency won't be abating anytime soon.

Leaving candidates with a positive impression of you is the ultimate goal. How? Through candidate experience, that is. To convince candidates to trust you with their job possibilities, you must provide a positive candidate experience. Before getting into the details of how to improve the candidate experience. First, let's discuss what candidate experience is and how significant it is.

What Is Candidate Experience? 

The entire hiring process that a candidate goes through is referred to as the candidate experience. It simply refers to how candidates are made to feel during their interactions with you. As more and more businesses realise how important it is to establish a healthy relationship with potential employees, it has gained a lot of ground recently.

Why Is Candidate Experience Important?

Candidate expectations are rising and will continue to do so in the upcoming years, thus candidate experience is crucial. Within 60 seconds of discovering a company online, candidates have already made up their minds about it. This implies that you have less than a minute to make an impression on candidates searching for your business, and first impressions matter.

Candidate Feedback Spreads Quickly and Far

Nowadays, everyone shares everything online. 60 percent of respondents surveyed, according to a Forbes article, had unfavourable candidate experiences at some point, and 72 percent of them shared those experiences online or with friends, family, and coworkers. Because of this, it's more crucial than ever to make investments to ensure that candidates have a pleasant experience from beginning to end.

The Job Market Is Oversaturated

Finding excellent applicants is now more straightforward than ever thanks to the growth of online recruiting and remote employment. That's excellent news for businesses that need to fill positions. Today's candidates are motivated and eager to work, so you have more opportunities than before. Contrarily, this signifies that the competition is fierce!

Businesses are known for their hiring procedures and organisational climate almost as much as for the calibre of their services and goods. As a result, in a crowded job market, your ability to draw candidates and deliver a great candidate experience will have a significant impact on your competitive edge.

First Impressions Have a Ripple Effect

The first impression a candidate has of your business will stick with them throughout the entire hiring process, so make the most of it! Candidates typically conduct their due diligence prior to your initial contact. However, the first email or meeting a candidate has with you will set the tone for all subsequent communications.

A favourable candidate experience may also contribute to a favourable perception of your goods and services. Additionally, it affects the reputation of your brand. Focusing on the candidate experience will benefit your business and brand in addition to making applicants feel welcome and respected.

Candidates Will Give as Much as They Get

The good news is that applicants are now more concerned with what they learn from an event. Forbes claims that young professionals are not afraid to change professions if the career development options offered by their current employers do not fulfil their expectations. This is particularly relevant to millennials.

Work-life balance, organisational branding, and candidate experience are no longer just trendy buzzwords. They are necessities for business. How would you like to be treated if you were the candidate and went through your hiring procedure from beginning to end? By responding to this, you'll be able to connect with your candidates and beat out the competition.

Ultimately, when you focus on the experience you provide, the returns will be in the form of committed, loyal, and passionate employees. 

The Key Is Transparency

You may discover a good amount of statistics and methods for enhancing the candidate experience online. But ultimately, from the perspective of the candidates, it all comes down to your openness and authenticity.

Be as honest and transparent as you can when communicating. Never ignore emails for weeks or months at a time. Be truthful and proactive. No matter what news you have to provide, your candidate will be happy to hear from you rather than being left in the dark.

Finally, a strong organisation brand will be created for you by combining an effective hiring process with a strong emphasis on the candidate experience. You will receive all the assistance you require in order to scale your business and recruit and keep top performers.

The year is slowly drawing to a close. While many are likely to be getting to overindulge and celebrate, there are a select few motivated job seekers out there, taking advantage of this time of year by getting those valuable applications ahead of the masses.

Many people suspend their job hunt over the holiday season thinking that this time of year is slow for hiring. In reality, it’s anything but. 

There are boundless articles online that suggest you avoid the end of the year period for applying for jobs, with most reasons attributed to company personnel on leave over the popular holiday period, or general activity in most workplaces declining. These opinions often overlook the fact that now can be an excellent time to update your CV and start your job hunt.

This article will help to shed some light on the myths around end-of-year recruitment and explain why you should begin job hunting right now, rather than waiting until January.

Nevertheless, entering before the holiday rush might be very beneficial:

1. Businesses still have hiring budgets to spend

Many articles suggest that hiring budgets will be drained by the end of the year and you should wait for the new year to begin job hunting.

The truth is, heads of departments within any company will project what their hiring plans will be for Q1 - Q4 well in advance so that the yearly budget for hires can be approved by the Finance Director. Any hard-won hiring budget will need to be utilised at year-end to ensure a similar hiring budget can be secured for the following year.

Companies often have wish lists when it comes to positions they'd like to fill, but often those positions aren't listed during the course of the year because it's not clear whether there will be enough wiggle room in the budget to bring on another salary.

As the year draws to a close, however, the dollars left over from the original budget become clearer. This allows companies to consider opening up those positions that would be highly beneficial to them, but which they previously were unsure they'd be able to afford. Keep an eye out for these types of positions that open up as the end of the year looms.

2. You can be ready to start work in January

If you’re planning on leaving your job hunting until January, you may want to reevaluate that decision. January is often a very busy time of year for many companies and so managers may struggle to fit in interviews and training of new staff members.

The end of the year, especially just before the holiday period, can often be calmer in terms of workload, making it easier for teams to consider their recruitment for the year ahead. This makes it an ideal time for you to get in touch with companies and start applying for jobs.

Many employers would like to hire new starters using a carefully planned hiring process that would ensure the right candidate is sourced the first time. Training can be conducted following a well-structured induction plan that will allow for new starters to be brought up to speed quickly and effectively.

If recruitment takes place at the end of the year, you can then be fully trained and inducted, so you’re ready to hit the ground running in January, just like the rest of the workforce.

The benefit to you of applying now, rather than waiting until the new year, is that the hiring process can be much speedier. You can expect a lower applicant rate and clearer calendars make it easier for interviews to be scheduled with the hiring manager.

3. You can beat the competition

If you wait till January to start job hunting, along with everyone else, your CV will be joining the hoard of other job hunters’ CVs on a hiring manager’s desk.

Use the myth that job hiring stops during the festive holiday period to your favor. While everyone else waits to start their job search in January, start your job hunt in earnest now. Fewer applicants mean more chances of your CV being noticed and a quicker hiring process. So, make sure you craft the perfect CV, cover letter and get job hunting now.

4. Businesses don’t stop just because it’s Christmas

Christmas is a huge national holiday, and it is easy to believe that most employers will be winding down and not interested in conducting interviews during the festive season.

While this may have been the case in the past, in the digital 21st Century, businesses don’t come to an abrupt stop just because it’s Christmas. Resist your own temptation to stop completely over Christmas and New Year and start job hunting now.

Get job hunting now

Ignore the myth that hiring managers are not looking for candidates at the end of the year.

Businesses are still recruiting and are looking to get talent in place now for 2023. Put yourself ahead of everyone by updating your CV. You may even be able to secure a new job before the end of the year and start your new role in January – a new job for a new year. Get in ahead of the rush and apply for your next role now and contact us today. There's still time to brush up on those interview skills too, to really impress your future manager - see our tips on how to prepare for an interview here.

It might be challenging to find the perfect candidate for the job, and many various aspects must be taken into account. Here, we examine the effects that experience, cultural fit, and certification may have on hiring decisions for the technology sector.

Professional Certifications

Professional credentials vary in terms of purpose, educational requirements, rigor and industry, and those who earn certification typically cite multiple benefits. At the top of the list are relevance and staying current, personal accomplishment, career advancement and marketability, and increased earnings.

Today, a wide range of independent organisations and IT vendors, such as Amazon, Cisco, CompTIA, and Microsoft, provide hundreds of IT certifications. 

Certifications can cost up to several hundred pounds. Taking the CompTIA A+ certification exams (two are required), for example, costs a total of £233 as of June 2022. The Certified Information Systems Security Professional (CISSP) costs £588.

Although an exact relationship between certification and job performance is difficult to measure, surveys show that earning a credential increases certificants’ confidence in critical thinking and professional abilities. According to the Global Knowledge and Tech Republic 2021 IT Skills and Salary Report, employees do view certification as a worthwhile career investment. Two-thirds of respondents who were certified within the previous five years reported they felt efforts to obtain a certification were worth the additional commitment. The report also noted that more than half of the respondents said employers support and recognise the value certifications provide.

Numerous research has been done to support the idea that selecting people with professional certificates will be advantageous for hiring managers. A 2021 CompTIA research study aimed at gaining insight into how IT hiring managers evaluate job candidates and the role of certifications in the hiring process, found credentials, such as IT certifications, are factors in decision-making. 

This preference for certification is largely based on improved effectiveness, as noted in the Global Knowledge 2021 IT Skills and Salary Report, which states that more than half of IT managers surveyed reported their staff was “more effective” or “significantly more effective” on the job after attaining certification.

Despite the points made above, there are still a number of reasons why IT certifications are not a reliable measure of an employee's performance.

The first of these is that the technology sector develops so quickly that, as a result of the market's shifting dynamics, a certification obtained the year before can become all but outdated the following year. Furthermore, since anybody may start a certification firm and issue certificates, the legitimacy of certifications has frequently been questioned.

The professional certification sector has been working hard in recent years to address concerns like test score validation, cheating, and other challenges that raise the question of whether a certification is, in fact, a reflection of the candidate's abilities at all.

Experience

Let's now think about the topic of experience. Without a doubt, while qualifications are helpful, nothing beats actual work experience.

According to a Foote Partners poll, experience far surpasses credentials because non-certified IT employees receive bigger bonuses than their less experienced, more certified peers. A hiring manager might judge a candidate's ability to use skills they have learned in the workplace based on experience.

Highlighting instances from the actual world shows that people can put their technical knowledge to use.

Contrary to what was previously stated, emphasizing experience also has disadvantages. Work experience can help someone get ready to perform certain tasks, but it does not mean they have learned anything.

An IT professional who has merely picked up skills on the job cannot determine whether the procedures learned at a company are "best practice"; they can only perform the task. As a result, people who have learned on the job may not be as valuable as those who have expertise and credentials since they may not be able to see the potential for development, which would lead to greater organizational efficiency.

 For example, when programming an application, the code can be written in many different ways. An IT professional who is strictly learning on the job, can’t tell whether the processes learned at one organization is the ‘best practice’ for another. At the end of the day, their work may create a functioning application, but their approach to coding may be difficult to transfer to other companies.

Cultural fit

The last aspect to take into account is cultural fit. After all, the hiring manager is going to spend a lot of time with the employee, therefore it's vital how they interact and come across throughout the interview process. Indeed, others contend that the most crucial element is cultural fit because, unlike talents, personalities cannot be changed.

LinkedIn claims that after three months, most employees are comfortable in their new roles. Personal attributes, on the other hand, are far more deeply embedded and cannot be altered; if they could, it would take more than three months to do so.

Sometimes, a candidate's work ethic, honesty, and openness to learning are valued more highly than any technical expertise they may have. For instance, if a solutions provider needed to add someone to their pre-sales team, would they rather hire a person with a great personality who is outgoing and positive to win business or a pre-sales guru with 15 years of experience who is so bored with the field that he struggles to muster a smile when speaking to potential new clients?

Furthermore, because few tasks are completed entirely in isolation, the formation of teams within organisations can have a huge impact. Teamwork is therefore seen as essential for delivering high levels of customer satisfaction.

Despite this, many argue that using a person's personality to evaluate their suitability for a profession is seriously wrong. Hiring managers typically need a few minutes to form a solid impression of a candidate's personality. Hiring based on selecting candidates who are "like-minded" can have a lot of negative effects. "Good fit" in an organisation might become "the same as," which causes recruiting managers to put people on IT teams more for their interpersonal skills than for any technical advantages they might have to offer.

Conclusion

The research seems to indicate that employing people only based on their credentials, backgrounds, or personalities has both advantages and disadvantages. In light of the research done for this post, I think it would be foolish to claim that there is only one "best-fit" hiring strategy.

Depending on a number of variables, a hiring manager may give each of the three dimensions more weight.

1) Keeping the hire's seniority in mind: When evaluating candidates for a junior support position, a hiring manager will give the applicant's personality a lot of weight. They will be looking for someone who is eager to learn, receptive to new ideas, and passionate about technological advancement.

2) The duration of the position: In contrast, the same recruiting manager will give personality much less weight when selecting a temporary senior engineer to implement a certain technology. This time, they will give more weight to the experience the applicant has gained thus far in his or her career.

The fact that many hiring managers in contemporary markets will not even consider candidates for a position if they do not hold specific certifications further complicates the situation. Accordingly, they contend that the two factors mentioned above are completely irrelevant if the candidate does not possess the necessary certification.

At Franklin Fitch all of our consultants are equipped to assist you through the hiring process and assess which role would be best suited for you, check out our opportunities available here, or alternatively speak to one of the consultants here. 

Application tracking systems (ATS) are nowadays being frequently used by companies and recruiters to streamline their hiring process. There are multiple controversies as well as multiple praises to be found online about the system and its success rate. This system does allow recruiters to keep track of candidates throughout the recruiting and hiring process while having the system function on automated administrative tasks.

This means that the scanning and viewing of resumes are taken over by a system rather than the recruiter themselves. One can imagine that this stirs some controversy, as your skills and CVs are being reviewed and judged by technology (which has room for errors), rather than by humans.  

Before identifying the positives and negatives of ATS, and determining whether they are more beneficial or harmful to companies hiring processes, we want to understand how they work. 

4 basic steps to understanding how an ATS works: 

1. A job requisition enters into the ATS. This requisition (CV) includes information about the candidate’s position, desired skills, past experience, etc.  

2. The ATS uses this information to create a profile for the candidate 

3. As applicants submit their CVs, the ATS sorts and rank them based on how well they match the company profile.  

4. Hiring managers then quickly identify the most qualified candidates and move them forward in the hiring process.  

Some key features which ATS operates: 

- Resume parsing: The process of extracting data from resumes (contact information, work history, etc.). 

- Advanced search: enables you to filter applicants by specific keywords. 

- Candidate sourcing: Allows you to actively search for, identify and reach out to potential candidates.  

- Advanced analytics and reporting: This allows you to generate detailed reports on job seekers, hiring trends, and other data.  

- Ability to schedule interviews: By automating interviews, you won't have to waste time rescheduling, sending out reminders, or coordinating multiple calendars.  

- Automation based on certain events and conditions: the ATS will only be triggered to do something if a specific scenario occurs.  

All in all, an ATS seems too good to be true for recruiters. However, A study by Harvard business review revealed that 88 percent of recruiters felt that qualified candidates were ignored by an ATS because they did not match the exact criteria established by the job description. This leads us to question the effectiveness of ATS and whether it is more efficient, or if traditional methods of recruiting show more promising end results. To analyse this we will list the benefits and disadvantages of ATS and create a judgment upon the following statements.  

Benefits  

1. Streamlines the hiring process 

ATS software allows you to automate various tasks of the hiring process can save you a lot of time and free up your recruiting personnel for other high-value tasks. Posting to multiple job boards, tracking candidate applications, notifying candidates individually, and scheduling interview feedback can all be automated. Not only will it speed up the time it takes to do all of those tasks, but it will also increase the overall quality through standardization. 

2. Resume and CV scanning 

With recruiters who have to scan up to hundreds of resumes per role, even just scanning can take a lot of time. ATS software can be used to review applications and filter out candidates according to keywords and key searches based on the available position. Therefore, the number of resumes a recruiter has to review is a lot less, which opens up more time redirected to higher value items of the business.  

3. Speeds up the recruitment cycle 

Having candidates’ information centralized on a single platform gives recruiters access to organized information allowing them to review and compare candidates more easily and quickly, which leads to a lower cost-per-hire. All communications, including notes, interviewer ratings, cases, and more can be stored and viewed in one location, which simplifies and speeds up the evaluation process. 

4. Reduce unconscious bias 

As ATS is automated and runs on information and data rather than human conception, there is definitely a reduction in unconscious bias when starting the hiring process. This makes way for individuals to not be judged on appearances or any other external factors, and have more focus put on their skills and assets.  

5. Enhance reporting and compliance 

Keep management up-to-date on the candidate pipelines for each job and the effectiveness of different job boards. Easily capture track, and report voluntary EEO data, while remaining in compliance with the guidelines set forth by the EEO/OFCCP. 

Disadvantages  

1. Job-Seekers do not like them  

Studies have been conducted, identifying that 75% of clients use ATS, and 94% say that it improves the hiring process. However, this is a stark difference from what candidates are saying. They describe this type of hiring process as frustrating and full of bugs and glitches. On top of this, there is the argument that they aren’t sure their application will ever get reviewed by a human. Alongside this, most ATS also require the candidate to create a new account with the system, upload their resume and cover letter, and then also fill out exhaustive questionnaires that ask for the very same information in the resume. All in all, the user experience proves to be lacking and only aids the client.  

2. Additional cost 

The annual price tag of setting up an ATS isn’t presented as transparent as it can be. Some other costs that most ATS providers include which they don’t tell you about are: 

-Implementation time and cost 

-Integration with other systems which already exist in your company is time-consuming and resource-intensive 

-Recruiters and upper management need to change their workflow to adapt to the new systems. Several times this is not embraced easily and proves to bring in a lot of challenges.  

3. Possibility of filtering out optimal candidates 

Applicant tracking systems use optical character recognition (OCR) to “read” documents like resumes and cover letters. These systems often fail, without you being notified. And when they do work, they look for cookie-cutter resumes that most closely match the wording of your job description. Therefore, recent college graduates, borderline candidates, career-switchers, and even people that just didn’t practice good resume SEO will be at a disadvantage. It will leave extremely qualified people behind and the loss of those candidates may very well offset the positive impact of this function of an ATS.  

4. Prone to manipulation  

It is a known fact that an ATS, just like any other tool, is open to manipulation. Candidates who are well-versed with the filtering technology of the Applicant Tracking Systems can misuse the same and take advantage of the recruitment procedure. Irrespective of whether the candidate is qualified or not, he/she can simply stuff a resume with the right set of keywords to get selected. Such manipulation of the ATS can be extremely detrimental to businesses and deserving candidates. 

5. Use of keywords 

Applicants can be dismissed simply because they don’t have the proper wording on their resume/application or they did not include the preferred industry keyword in their experience description. 

Closing Arguments  

ATSs can make the often-tedious practice of hiring more manageable and efficient. While potential hires may occasionally feel uneasy about the automated process, Applicant Tracking Systems can make it easier for those clients who have learned how to handle the automated system. Of course, as with many technologically based systems, removing some of the human judgment and leaving complex decisions to be made mechanically can result in an error.  

The decision on whether or not to adopt an ATS rests on the specific needs, desires, and demands of the company. For instance, If the company has hundreds of applicants on a regular basis, then implementing an ATS might make sense. But if a company is hiring in a skills shortage, or wants to pay attention to detail when hiring the best talent, then an ATS would not be recommended. Furthermore, attention to detail is vital, which is what ATS is programmed to do, but including human emotional input and judgment when hiring is still an important aspect to have when interacting with candidates and clients.  

If you are currently looking for a new position and do not want to be filtered out by an ATS, get in contact with us and talk directly to one of our recruiters. You can also visit our blog page for more topics on recruitment, IT, inclusive infrastructure, and more.  

A personal brand has been a buzzword for some time now. So does that make it an actual ‘thing’?

In reality, it’s just a snazzy word for your reputation. Everyone has a reputation whether online or offline – some people are known for being experts in a particular field, others are known for having a humorous approach to how they communicate and in other cases, it’s a combination of several things. It really is who you are.

Having a solid and respected personal brand is beneficial at the best of times, but in this almost exclusively digital world, it could be the difference between nabbing your dream job and not. Being able to showcase your personality and allowing people to “get to know” before they meet you can be a huge advantage.

Your personal brand could be your biggest tool for ensuring you stand out. If you are an expert in something (and everyone is an expert in their chosen career, right?) or feel passionate about a topic, trend or issue you can use your personal brand to showcase yourself.

On that note, we’re here to give you five tips on how to build a successful personal brand.

Trust

Why and what you do are both explained through your own brand. Developing a personal brand helps others feel more at ease and like they know you. It builds trust with your target audience, staff, future customers, or anybody else you interact with. Additionally, having a personal brand makes it apparent what your true intentions are, which is crucial when establishing trust.

Network

A person's connection with you can be facilitated by personal branding. You can also narrow your focus to those who work in your field. Personal branding has no boundaries. It is not limited to the online world.

As your reputation grows, you will be exposed to more people, which will have a good influence and generate excellent referrals. You are, after all, the finest at what you do. Create a network of people you value and care about, and establish connections with them. They will begin to care about you if they see that you are concerned about them.

When recruiters/hiring managers are looking over job applications, LinkedIn is likely to be one of the first places they’re going to look to verify your level of expertise. Do you claim to be an expert in cloud migration? If you’ve recently written, shared, or engaged with an article about it, that’s a pretty good indication that you know what you’re talking about.  

Doing the above is a great way to virtually network. Given that we can’t network in person yet, engaging with others online and adding value to their conversations is a great way to get your name out there and maximise your connections. You don’t always need to be the conversation starter but you should try and be involved in them. You never know who might have the next job opportunity for you!

Credibility

Personal branding allows you to establish your name as a thought leader or expert in your field. It helps in gaining recognition in your area of specialty and is able to build a lasting impression on those you come into contact with both online and offline. Admiration, respect, and trust will go a long way with a person's name.

This might go without saying, but LinkedIn is the perfect space to be able to show your level of expertise and knowledge. Write articles, make videos, record podcasts, host a virtual workshop, engage with content from others, have an opinion – you get the idea.

If you’re an IT infrastructure professional, make sure your content is focused on this space alone. You don’t want to be known as someone who has an opinion on everything, but you do want to be known as someone who has an opinion on all things IT infrastructure – you want to be that guy. But don’t be robotic, be you, and make sure your personality shines through.

Builds Confidence

As you build your personal brand, you'll become more confident. The strengths and positive traits you share in public will give you confidence. However, it's critical to keep in mind that everyone is a human.

Your network might respond very well to your hardships and difficulties. A strong personal brand will highlight your personal qualities and point you in the direction of how and where to apply them.

Authenticity

This is the big one. A personal brand comes from passion, skills, goals, and values. It will help you grow from something you believe to something you live out day to day. This isn't a chance for you to create something you're not. Nobody wants to meet your fake persona. It's so easy to do when we compare ourselves to others, but people want to meet YOU.

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Do you think you’ve got an awesome personal brand? We’d love to see it! If you need help building your own personal brand, or have any other ideas on ways to do this, feel free to get in touch and speak to one of our consultants here.

Franklin Fitch is announced as the winner of the Best Recruitment Company to Work For (£5m to £20m) at the Recruiter Awards!

After being shortlisted for three awards, it was a huge honour to walk away with the award for Best Recruitment Company to Work For, especially given that we pride ourselves on being people- focused.

We were pleased to be recognised for our work to address diversity within our industry. We’re proud to run our Inclusive Infrastructure campaign, where we actively promote diversity and inclusion in our interaction with candidates and clients, as well as the way we run our business. We are providing a platform for those working within or interested in IT Infrastructure to share their experiences with us and to come up with possible solutions together.

‘Absolutely delighted to be announced as the winner of the Best Recruitment Company to work for 2022 Recruiter Awards, genuinely surprised and humbled by this accolade’, says David Annable, our Founder and CEO. ‘I'm very proud of our awesome people, it's their dedication that makes this possible. Supporting our community and seeing our values enacted daily, it is a true pleasure to lead Franklin Fitch.’

We have ambitious growth plans for our offices across Europe and the US. If you’re interested in joining the Best Recruitment Company to Work For then check out our opportunities here!

The Eisenhower Matrix, also known as the Urgent-Important Matrix, is a tool that can be used to help you prioritize tasks. The framework was designed to help prioritize tasks by first categorizing those items in relation to their urgency and importance.

It matrix was invented by Dwight Eisenhower, the 34^th president of America. He was required to make several tough decisions and achieved a lot in a small space across two terms in the office. This is down to his ability to differentiate urgent from non-urgent and important from unimportant, giving birth to the Eisenhower Matrix which urges the user to separate tasks based on these factors.

The model can be beneficial in multiple job roles, across multiple industries, but implementing this into my daily routine has been a great addition to my recruitment journey. The following four cubes of the Eisenhower Matrix have been a great tool in my transition into recruiting in the USA.

The DO quadrant falls within the urgent and important section of the Eisenhower Matrix. These are time-specific tasks that, when aren’t completed, bear huge consequences and implications. Working across two time zones is more important than ever, only having short windows to speak with candidates. Tasks that I view in this way are confirming interviews, providing interview links, and closing candidates on job offers. A task that you can hold candidates responsible for can include such as deadlining candidates sharing their updated resumes prior to submission.

The SCHEDULE quadrant falls within the important but not urgent. Tasks that fall within this section hold no set deadlines but can be significant in helping achieve long-term goals. Within the world of recruitment tasks that hold similar attributes would be team meetings, social media posts, email outreach, and business development. Business development has an interesting place within this quadrant, as there are no time limits on this outreach, but the longer it takes for an initial interaction to take place, you may miss a key window of opportunity.

The DELEGATE quadrant falls within the not important but urgent section, which creates a perplexing paradox. This would include tasks that are needing to be completed but don’t need your specific skills to be completed. Once again within the world of recruitment, this can include such things as asking an account manager to chase feedback, asking a team member to organise a team meeting, or similarly requesting a training session around a particular area of development.

The DELETE quadrant falls within the not important and not urgent section and can often be viewed as tasks that can have a negative impact on your day. This would include tasks around certain areas such as replying to spam emails, arranging plans outside of hours, or wasting time on tasks that have expired or have no impact on that day’s success.

In conclusion, why use and implement the Eisenhower Matrix?

A 2018 study examined how individuals went about deciding what task is best to pursue when given multiple choices and decisions. A total of five experiments showed that when faced with such options, people are likely to gravitate towards unimportant yet urgent tasks, that don’t hold long-term payoff over tasks that can be seen as important but less urgent, which hold a potentially greater payoff.

This was deemed by researchers to be the “merge-urgency effect” where individuals choose to indulge in tasks that look urgent, over more long-term beneficial tasks that have greater value in terms of time, value, and energy.

The infamous matrix was popularized by Stephen Covey in his best-selling book, The 7 Habits of Highly Effective People, which brought to light the effective tool. He stated that quadrant 2 is the “Quadrant of Quality”, where time spent completing these tasks increases your overall effectiveness. This is where personal and professional growth meets planning, prevention, and action.

In today’s world of technology, there are several applications out there to help you effectively manage your tasks, several of which adopt this well-known approach. When you’re faced with a set of tasks, how do you decide which to tackle first? Do you select the task that’s going to bring you closer to your long-term goals? Or do you give your attention to the most urgent item on your list?

Use the Eisenhower Matrix to avoid the mere-urgency trap and do more of what's important to you.

Recruiters provide vital links between employers and prospective workers. Some job candidates seek out their services directly. Others discover after submitting an application that the hunt is being conducted by a recruiter on behalf of a company.

Don’t be surprised if you even encounter a recruiter when you’re not looking for a job—some make “cold calls” to people they’ve identified as a good possible fit for an open position. Remember: an interview is a two-way street.

Depending on your questions, a recruiter's answers can provide plenty of key information about the employer and the vacancy itself.

Asking questions before an interview is a win-win: even if you don't like the answers, you will have saved yourself time and stress by not proceeding with the application process.

There are several reasons why asking questions ahead of an interview is a good idea:

·         The recruiter will know the employer. The employer is your recruiter’s client – it's likely that they will have a good relationship with them and will have matched candidates with them previously. Therefore, remember that they are a fantastic source of insider information to tap into.

·         To take control of your job search. A recruiter might be putting forward multiple applicants for every vacancy, so don’t expect them to automatically provide detailed information to you about every match. Make sure you ask though; this will demonstrate initiative and interest.

·         To check you have been matched correctly. A recruitment consultant is usually paid by the employer once they have filled a vacancy. They will make the job opportunity sound tempting to draw you into the process but, ultimately, it is up to you to assess whether the job is a good fit.

·         To make sure you are fully informed. Preparation is everything when it comes to recruitment, and smart candidates know that thoroughly researching the position will give them a strong advantage. It is almost a certainty that you will be competing against many other candidates for the same position – and they may well be better qualified and more experienced than you.

Here are examples of questions you can ask a recruiter to gather helpful information:

1. Can you tell me more about the job?

The interviewer has more detail about a job than what is posted online. Asking questions will help you learn more about the job. You do not have to settle for the pieces of information you see on the internet. That is what every other job seeker sees. You might want to know what working in the role entails, the hours you are expected to commit to the work, and if the position allows you to work, learn and advance your career.

2. What are the top skills needed?

To be on the safer side, you can ask the recruiter for the skills required for the role. The recruiter will be happy to provide you with this information. Whatever the needed skills are, it will help you restructure your resume to highlight the skills you have in your previous career path that match the job’s requirements.

Skills and experiences are the essential things a recruiter is looking for in a prospect. So knowing what they want and comparing it with what you have can give you an edge in the recruitment process.

Though a recruiter may not know the details of the team's day-to-day operations, this question can reveal important information on the organization’s culture, work hours, and work-life balance. They may also have some information on specific programs or projects you’ll be working on and enlighten you on who you’ll be working with.

3. What is the company culture?

Different companies have different cultures. What is obtainable where you used to work might be different from what your new job wants. A job description might list requirements or desired qualifications, but this question can open up the answer to revealing more about the role’s priorities. The team might be looking for somebody who will execute tasks or a self-starter who will bring fresh ideas to the table. The recruiter can provide you with the company’s culture and ideology. Asking the recruiter about the company culture and policies will help you assess yourself and see if you can thrive in the company.

4. What is the salary range for this role?

Before going further into the job interview, comparing the salary the job offers with the compensation you expect is reasonable. Some jobs require a lot from you but end up paying little. Knowing what the job entails and your take-home salary helps you make an informed decision about whether to take the job or not. 

Do some research ahead of time to see the typical salary range for a person in this role. Factor in your own experience, location, and expectations and come up with a range that is fair for somebody in your position. If a recruiter asks what your desired salary is, you can provide this range. You might also use your previous salary as a reference point and lay out expectations for an increase. 

If a recruiter doesn’t bring up compensation in the interview, ask about it. Though discussing salary might feel awkward, establishing expectations ensures you won’t feel undersold or that you wasted your time if you receive a low offer. The recruiter can also make sure your expectations are within their budget.

Also, asking for the salary range for the role should not be the first question. Instead, the question should come after you must have understood your role and have detailed information about the job.

5. Can you tell me about the interview process and timeline?

This question clarifies expectations around when you can expect to hear back about the next steps and what you should anticipate in interviews to come. The recruiter may share the names or LinkedIn profiles of the people you will be interviewing with and lay out how many interviews the process typically includes. 

This can also help determine if the process will fit into your timeline. If you’re looking for a job to start immediately, but the position requires you to go through security clearance which will take several months, this will be crucial information to have.

6. How long has the job been open?

Asking why an organization is hiring for a role can give you useful information about career progression opportunities, the organization’s direction, and what situation you’ll be walking into should you accept a job offer.

The previous person in the role may have moved on to a different job, been fired, or been promoted to a new position. In any case, you’ll have a better idea of the dynamics and opportunities in that role. If the position is entirely new, ask why the position was created. You’ll have better insight into whether you’ll be filling a role with clear definitions or one where flexibility will be an asset. If a job post has been up for too long, it might indicate that the working condition is not so favorable, so other jobseekers pass. Or the recruiter has not found a suitable candidate.

A similar question you can ask is, “Can you tell me about the interview process and timeline?”

When you want to apply for a job, it would be great to be aware of the recruitment timeline. The answer to these questions helps you know if the job’s timeline can fit into your schedule. 

7. Is there anything in my resume or background that could be a concern?

Perceived gaps in your work history or skill set can be a significant concern to the recruiter. Asking the recruiter if there is anything in your resume or background that could be of concern will give you the opportunity to explain the perceived gaps. However, if there is no gap in your work history, asking these questions will help you streamline your resume to suit what is acceptable in the organization.

8. Would you recommend any changes to my resume or cover letter?

When you have the opportunity to speak with a recruiter, you are free to ask if your CV is good. If it does not look too good, the recruiter can advise on making your resume stand out and meet the recruitment expectations of the hiring manager.

In conclusion

Your recruiter should not be perceived as unapproachable. Rather they should be seen as an ally. This way, you would be confident while asking questions that favor your job search. Asking these eight insightful questions correctly will provide more necessary information about a job and help you determine if the job is good for you or not.

People change careers for many reasons, not happy in their workplace, want more money, have no progression, don’t like the culture of business, or just want a change in life.

For my own story, since I was 16, I have worked in different industries going from catering, retail, and warehouse roles to sales roles. It was hard growing up because I was always an active person and couldn’t really learn from just someone talking to me and telling me what to do, I had to be physically doing it so I could understand it. There was always one point where I knew from my first job at the café that I wanted to become a manager one day which was a career goal of mine.

5 years down the line I joined Sky as a sales advisor and found a job where I felt like I could excel, the excitement of speaking to different people days, finding out more about that, and relating back to the customer as I was a massive football fan and sky being the leading broadcast for it, I could talk for days about. Being a top advisor for 2 years for customer service and sales – my monitor as a team leader down the line believed in me that I could one day make a great team leader.

By my third year I made it as Team leader – being able to teach and develop people and help them grow was a goal but I wanted more, I missed the excitement of getting a sale across the line, speaking to people on the phone, dealing with complex issues… I knew I wanted more. So, I made the decision by 26 years I wanted to take a step back in my career and try a new challenge which was working for a recruitment company. I always knew it was going to be a tough job, the long hours, the graft but life should be this – the more hours you put in the more rewards you should get, and I couldn’t get that as a team leader.

So, I made the decision to move away from it all and make my final career change, which I couldn’t be happier about. Being in a place where I’m in control of my own business, how I will make money, and the clients I want to work with while promoting my own brand.

My advice to anyone who thinks its to late to make a change, it isn’t – age 26 was the time I knew if I wanted the life I wanted, I would have to take a small step down to fulfill a change – now 6 months I couldn’t be happier how it’s going.

The moral of my story is its never too late to make a change even at any age, chase your dreams, and if that means going two steps backward to ensure you go 3 steps forward then make the change now otherwise you might not fulfill your career and personal goals if you feel you can’t do it in your current role.

It might be difficult to get rejected for a job, especially if you're trying to break into a competitive marketplace. You may feel discouraged and frustrated as a result, lose your motivation, and stop interviewing for new job opportunities. We are aware of that and have also felt similar disappointment in the course of our careers.

It's crucial not to let a job rejection discourage you from looking for other positions. So, this week, we've compiled some of our top tips on how to handle job rejection while still using it to better yourself and your prospects for the future.

Don't take it personally

It’s not about you and it’s not the end of the world. It’s about the qualifications and criteria that did not land you the job. Accept that there are wins and losses in every situation, just like in good sportsmanship, and that you were not the winner this time. It’s normal. It’s part of the process. However, remember that nothing is wrong with you or your ability. Do not hold the company or the interviewer responsible. They struggled with choosing which applicant to hire as well. Keep your relationships intact because you never know when you might find another position with this firm or run into them again.

Keep a positive attitude

Despite obstacles, keep a positive attitude. Even so, you ought to show appreciation to the interviewer for the chance and be respectful. Avoid thinking negatively about the business or yourself, and try to control your frustration. You still have to be confident and demonstrate maturity as a person. Smiling, consider it an opportunity to grow from the rejection. Genuinely being positive can make a favorable impression on people. In contrast, if you have a negative attitude, you are merely providing the employer another excuse for not hiring you.

Focus on your strengths 

You’ve come this far in your application. It means there is something about you that caught the hiring manager’s attention. It’s just not enough to land you the job. So reflect on your application journey and find out what went wrong. Focusing on your abilities is one way to maintain confidence and self-esteem. Develop your strengths and improve on your weaknesses if there are any. In this way, you can level up and be ready for your next job application.

Ask for detailed feedback 

After receiving a rejection, it's important to reflect on what happened and what you can take away from it. The most beneficial action you can do in the event of a job rejection is to ask for and pay attention to feedback. Self-reflection alone won't reveal all of the reasons why you weren't the proper fit for the position. Therefore, your first step should be to get as much input as you can from the recruiter and through them, the employer. Ask for a more thorough evaluation if the response seems a bit general or shallow. After all, you invested a lot of time and effort into the process, therefore you have a right to some useful information.

Don't be afraid to try again

When applying for your next job, remember not to let rejections get you down. Don't let one company's "no" deter you from trying again. There are plenty of additional businesses that are hiring. You just need to keep applying and never give up. If you've already experienced a number of rejections, don't give up. Never forget that if you give up now, you might miss an opportunity tomorrow.

Refine your search

Even while it's frustrating to be rejected, the interview and/or feedback process might occasionally let you realize that the role wasn't quite the right fit for you either.
Look again over the job criteria and ask yourself if you could actually imagine yourself in that role on a day-to-day basis. The interviewer might have been able to tell if there were elements of the role that didn't thrill you.

To improve your future job searches, use your experience as a guide. Perhaps the phrases you're looking at don't exactly align with your goals and desires. Did the job title's accompanying role fall short of your expectations? Did the interview make you realize that this is not quite the right sort of job for you? And if not, then what is?

Come back stronger 

It's difficult to apply for employment, especially if you've recently been rejected for a position. You will return stronger and more inspired to get going if you have taken the time to process your emotions, work on your weaknesses, and learn to highlight your strengths.

Consider each setback as an opportunity to improve your self-awareness and your capacity to overcome disappointment. Your chances of getting the ideal job will increase if you can overcome difficulties on your career path. Make it a point to remain positive and do everything you can to learn from the situation so that you will be better prepared for the next opportunity. Since everyone occasionally receives a job rejection letter, the most crucial thing is what you learn from the experience.

Asking for a salary increase is something that everyone is likely to do at some point in their career. However, having to have ‘that conversation’ can feel unnatural and the experience can be intimidating and awkward, even if you have a good relationship with your manager.

Asking for a raise can be intimidating. However, it can be the best way to obtain the compensation you deserve if your job duties have changed significantly or if your performance merits a boost. Standard pay increases range from 3% (average) to 5% (exceptional). Asking for a 10% to 20% increase, depending on the reason, is a way to open negotiations. 

The thought of asking their boss for a raise makes most people feel anxious. If your company does not provide regular annual salary increases and you are not eligible for a promotion, asking for a raise may be your only option. You should understand that asking for a raise is perfectly acceptable, and most company managers and business owners want to take good care of their employees.

If you’re struggling to pluck up the courage to broach the topic of a pay rise, try following our tips below:

Have a Realistic Figure in Mind

When you’re working out how to get a higher salary, it’s important to know your worth so that you have a realistic figure in mind when you begin negotiations.

Do your research to find out if your salary is in line with the market average, establishing what the range of pay is for both newly trained and experienced staff in the role. 

Do this by:

- Using a salary checker – the big recruitment websites such as Totaljobs, Indeed and Reed all have online tools that will show what the average salary is for your sector

- Speaking to a recruiter

- Looking at jobs boards to see what salaries are being offered

- Asking other professionals in similar roles to give you an idea of their earnings

- Check if the market rate for your salary differs depending on where you live in the country.

If you’re offered a smaller pay rise than you hoped for, try compromising by asking about a bonus scheme (if you don’t already have one in place) to increase your earnings based on performance or professional training courses to increase your knowledge and skills.

Build your Case

Gather evidence and prepare examples of your achievements that you can confidently summarise, for example:

- Initiatives you have implemented and their impact on company results

- Extra responsibilities you have taken on

- Innovation you have introduced that is reliant on your skills for success

- Training and qualifications you have gained 

- Your job milestones – top salesperson of the year, say, or winner of a recognition award, or securing the account of a leading client

- How you have developed other team members

- Lack of disciplinary action

The more evidence you can gather to back-up your proposed pay rise, the better. Discuss market factors that justify your pay rise, such as a skills shortage in your sector and high demand for your skills or qualifications.

Ensure you Ask in the Right Way

When asking for a pay rise, keep it professional at all times. Don’t be demanding and don’t speak negatively of anyone else within the business. Start by talking about why you enjoy working for the company and summarise your recent progress. For instance, you should avoid saying things like:

“I work harder than XX and I know that he’s on more money than me.”

This comes across as bitter and you don’t want to be seen as gossiping about your colleagues’ salaries. Speak calmly, reasonably and present your case clearly.

“Thanks for meeting with me today. I’ve really enjoyed being part of the [XX] team. I’ve been working here for [X] years and I’m proud of the contribution I’ve made. As you know, my targets were to [XXX]. I’m excited to share my results with you and discuss my salary.”

Conclude by getting to the point. “Given my dedication to the company’s success over the past 12 months, and my achievements, I’d like a review of my salary. Based on my research of salaries in my sector, my experience and skills, a X% increase is appropriate.”

Timing is Everything

Think carefully about when to ask for a pay rise. Don’t broach the subject publicly as it will put your manager on the spot (and will appear unprofessional); an appraisal, review or other formal meeting is the ideal setting for this conversation. Find out if you are allowed to discuss a rise outside any performance review; if not, you will have to wait. 

If possible, don’t choose a time when your boss is under pressure, or the company is in financial difficulty. More positively, and where you can, plan your meeting for the end of a big project, say, or after you have received an award, passed exams, or achieved another milestone. Request your meeting at least a week in advance and be clear about your objective so they have time to plan too.

Be Prepared to Negotiate

This is a negotiation, so be ready to answer questions, provide further evidence or to receive a counteroffer from your boss. This is where your research and preparation are worth their weight in gold. If you are told that the figure you have requested isn’t possible, summarise why it is reasonable and in line with the market, and ask for an explanation.

Be ready to compromise. Threatening to quit if you don’t get what you want is a risky strategy.  

Instead, find out if there is a package of benefits that the company could offer you to accompany a lower pay rise.

Are you prepared to negotiate a salary with a potential employer? Reach out to one of our team at Franklin Fitch to access our Market and Skills Report for the latest insight on hiring and compensation trends.

Using humour in the workplace makes employees happier, less stressed, more productive and efficient, says Vandad Pourbahrami, a humour and business consultant. In addition, Vandad, from New York-based firm Humor that Works, believes that a dose of humour can refresh, recharge and ignite creativity in your team, helping to remove the feeling of being on an endless cycle like a hamster wheel.

Laughter is the best medicine

“Humour is not just a nice-to-have, it’s a necessity in today’s overworked, overstimulated world,” says Vandad. “Using humour in your leadership and communication style has been proven to reduce stress and prevent burnout long-term.” He also says that leaders who use humour get paid bigger bonuses and find that their new ideas are more easily accepted.[1]

It has long been said that laughter is the best medicine, and given everything going on in the world today, there is no doubt that everyone could use a bit of additional frivolity. As well as lightening the mood, laughter is believed to strengthen your immune system, diminish pain and protect you from the damaging effects of stress. It has also been said that it lightens your burdens, inspires hope and connects people, keeping you grounded, focused and alert.

Humour has a raft of health benefits

“Engaging in humour is effectively a way of sharing your point of view,” says Andrew Tarvin, founder of Humor that Works. “Everyone has their own perspective and sharing it is a way to connect.” Furthermore, humour is often related to things that have happened in the past, and reflection on the past leads to more positive actions in the future.

For those who believe laughing at work is a distraction, Andrew is quick to point out that the average person spends 90,000 hours of their life working and so enjoying some of that time – especially when there are proven health and productivity benefits, is essential. “Humour doesn’t replace the work, it is like the salt of the meal,” says Andrew. “It makes people more engaged and productive.”

Humour helps us see the positive

Laughter also unites people during difficult times. “Incorporating humour and laughter into our daily lives forces us to see the positive in challenging times,” says Vandad. “People who have a ‘how can I make this funny?’ perspective are generally happier, and their joy attracts and unites others.”

So, whether you’re an aspiring stand-up comedian, or simply someone who is good at retelling stories or acting out events, let’s remember that laughter not only lifts our moods, but also increases productivity. It’s a win-win for all

.[1] https://www.humorthatworks.com/benefits/30-benefits-of-humor-at-work/

If you don't know much about the recruitment industry, it can appear very cloak and dagger. We're sorry to burst your bubble, but it's not nearly as exciting or scandalous as people make it out to be.

People hear the word "headhunter" or "external recruiter" and immediately take a defensive stance. Yet HR professionals, especially with today's shortage of skilled workers, often rely on the expert knowledge of external recruiters to find suitable candidates for niche vacancies.

We pride ourselves on the level of care we have for our candidates and clients, besides, nothing on earth matches the feeling of placing an all-star candidate into their dream role.

In the IT industry, candidates with expert knowledge and skills are needed. Specialist IT recruitment consultants can help, yet the negative stigma surrounding recruiters can make this difficult. So what common ideas about recruiters are true, and which are myths?

Initially, applicants might be unsure whether they want to put their job search in the hands of a recruiter and whether they can trust them – the same can be said for organisations looking to hire. Recruiters are often met with statements such as "we don't need that", "we have our internal recruiter" or even "we already have enough applicants". So where does this initial rejection come from? Below are some of the common misconceptions that we hear about the recruitment industry…

Recruiters ...

1. ... only work with established companies on management roles.

This isn’t true. Time is money, both companies and applicants know that. The selection process - from the initial selection to the interviews - takes time. Not only large companies, but SMEs can benefit from the network and talent pools of recruitment agencies. Recruiters have already established relationships with decision-makers at a variety of companies and organisations, which makes it easier for candidates to get their applications seen and heard.

2. ... take a cut of your salary.

This is wrong! The candidates' salary remains untouched, nor is it lowered to compensate for the cost of the recruiter. In fact, recruiters often help candidates negotiate a better salary. Many people simply can't believe it, but it's true - for candidates, working with recruitment agencies is completely free of charge.

3. ... have no idea about the job they’re recruiting in.

More often than not, recruiters specialise in a niche industry that they spend years learning about. At Franklin Fitch, our consultants have in-depth tech and IT training that equips them with the skills needed to fully understand the job spec that they’re hiring for. Our teams stay up-to-date with the latest industry news and developments, which furthers their knowledge and understanding of the IT industry.

4. ... work only to get commission.

Some recruitment agencies indeed work on a commission basis, but that doesn’t mean that money is their only motivator. The goal of every consultant is a long-term partnership with their clients, which can only be achieved after a first-class service has been provided. Adding true value to your client’s team through an excellent hire will foster a solid, long-term relationship. The same applies to the candidates - the satisfaction of all parties is essential for success.

5. ... approach candidates from other companies.

Due to the scarcity of skilled workers in the technology industry, it can be difficult to find qualified individuals for vacant positions. To ensure the best possible shortlist for their client, recruiters often headhunt candidates who are already employed. However, it’s up to the candidate to decide whether or not to apply for the new position. Let's put it this way - recruitment consultants enable further career development and training opportunities for their candidates.

6. ... take forever to get back to you.

This shouldn’t happen, but depending on the company and its application process, it can occur. Rule of thumb: the larger the company, the longer takes the application process. Recruiters keep in touch with their candidates throughout the process and keep them updated on their current application status.

If a candidate has great skills and would be an asset to our clients, even if they aren’t right for the particular role they’ve applied for, we’ll always want to keep in touch in case a similar opportunity opens up.

7. …poach back candidates from where they’ve placed them before.

Although we like to stay in touch with our candidates, the idea of attempting to take them from a position we've just placed them in is absolutely ridiculous to us. At the end of the day, candidates who stay with our clients for an extended period of time and accomplish great things for their company leave a lasting positive impression of us as a recruitment firm.

It means that the fee that the client paid was well worth the investment, plus it's actually harder for us to try and place a candidate who is seen to be a "job hopper". So the logic behind this way of working just doesn't add up, and any recruiter attempting to poach their candidates back is, to put it mildly, foolish.

8. …don’t work for free.

This is a very common misconception, and we wish people would simply ask us about it. To begin with, our services are always completely free to the candidate; as a jobseeker, you would not have to pay us anything.

Our fees are paid by the client only after we have found the right person for the job and they have begun in their new role. Furthermore, as an added layer of protection for the client, we have a rebate period during which if the newly placed candidate leaves or is deemed unsuitable for the job, we do not receive our fee.

Furthermore, as salespeople, we love to try to negotiate, so we'll frequently throw in extras like competitor research or market and skills reports to increase our chances of finding the ideal candidate.

9. …are ridiculously expensive full stop.

True, we do charge a fee from our clients when we place a candidate, but those fees are extremely flexible. We'll always be fair on cost and try to give the best deal wherever possible, especially if you're looking to fill a large number of vacancies or if you choose to be an exclusive client because retaining great relationships is more important to us than getting a big payout.

Also, have you considered how much a bad hire can cost you? It could end up costing you twice as much as a recruiter's fee in training, holiday and sick pay, and salary.

10. …will just send out any CV for roles with their clients.

Any recruitment consultant who is competent will understand that sending clients candidates who aren't a good fit or aren't interested in the role serves no purpose.

People believe that recruiters simply advertise vacancies and send anyone who applies to the client for review; however, this could not be further from the truth. We actually vet each and every candidate to ensure they are qualified for the position and would be a good cultural fit for the company. It all comes down to quality!

We hope this clarified the most common misunderstandings about recruitment. If you have any questions, feel free to contact us!

Searching for candidates with the ideal mix of qualities, including a solid education, relevant work experience, and the appropriate technical skill sets and expertise, is a crucial component of an efficient hiring strategy. Another factor to consider is culture fit, which is equally vital, if not more so.

Hiring for culture fit is about bringing employees into the mix whose beliefs, behaviours, and values align with those of your organization. This is not the same as hiring people who merely share similar backgrounds and experiences. It’s essential to include diversity while hiring for culture fit because different perspectives and experiences will help your company improve and scale.

Finding someone who shares the same outlook and attitude as his or her possible co-workers is a key component of determining whether a candidate is a good cultural match while conducting an interview.

Why Does Company Culture Matter?

Establishing a solid culture that you can promote to candidates right away provides potential employees an idea of what it's like to work for your company. Before wasting any more of either party's time, they can search elsewhere if they don't think they would perform well in that environment.

A applicant who isn't a good fit might end up going through the full process and being hired if your hiring procedure doesn't take your culture into consideration, simply because neither party was aware of the mismatch. A strong business culture that can be effectively articulated to candidates should be an essential component of your hiring strategy given the high cost of staff turnover.

Your company culture not only aids in bringing in new talent but also aids in keeping the talent you already have happy and working for you rather than leaving for the competition. One of the primary causes of job satisfaction and employee engagement is a happy, healthy workplace, which is why your hiring strategy should include a focus on cultural fit.

The best talent may be attracted by fantastic salary and benefits, but it takes much more to keep them for the long run. Your staff members will be more devoted and enthusiastic about supporting the accomplishment of your corporate objectives when they perceive that they matter to you and are genuinely invested in your company.

Why Culture Fit Should Be Included in Your Hiring Strategy

Here are some of the most important reasons your company can benefit from emphasising culture fit in your hiring approach.

Increased Employee Satisfaction

Employee happiness increases productivity, engagement, and drive for achievement.. That's a critical combination in any industry, where employees are entrusted with your company's health. In an ideal world, who wouldn't want to enjoy going to work every day?

High-Level Performance

Workers are eager to take on new challenges and responsibilities when they feel like they belong. Their willingness to go above and above helps the entire team. The result? High-level performance from your employees.

Decreased Turnover    

Employee turnover is expensive. People remain in positions they enjoy. Happy workers are 12 percent more productive at work and have a stronger sense of ownership over the long-term success of the business. They want to remain and continue to fulfil their roles.

Lower Stress Levels

Lack of a cultural fit for a job is a major contributor to workplace stress, which can be reduced by aligning the values of the organisation with the employees. Stress can damage relationships between coworkers and prevents employees from performing their jobs effectively. Be aware of how new recruits will affect (and be affected by) existing dynamics because cohesive teams produce more.

Employee Loyalty 

Everyday participation at work shouldn't make employees dread it. Employees identify with the company's success and contribute to the broader purpose and goals of the firm if they perceive themselves as valuable team members. If they feel accountable to both their company and their coworkers, they are less likely to leave. Excellent hires infuse their teams with fresh energy, inspiring creativity and innovation and igniting motivation.

The Wrong Cultural Fit in the Workplace is Bad for Business   

Customer care suffers when you hire someone who doesn't fit your culture; this effect extends beyond management and other employees. An entire office's morale can be negatively impacted by one employee, which increases the risk of poor performance.

Maintaining the good name of your business depends on hiring for cultural fit. Dissatisfied cultural fits frequently become disengaged at work. You can save money in the long run by weeding out candidates who don't fit your culture throughout the recruitment process.

The culture and objectives of your organisation cannot be taught to someone. However, you may ensure the success of your company and the pillar of your fundamental values by hiring the best applicant.

It is obvious that finding the correct cultural fit for your company can have a good influence in a variety of ways.

How To Hire For Culture Fit

After learning how crucial company culture is and how a poor match can damage your entire organisation, you may be asking yourself, "How can I prevent these issues? How am I meant to determine whether a candidate will fit into my culture before they have even started working for me?

There are a few things you may do to gain some understanding before making a further investment, even if there is no perfect way to ascertain a candidate's genuine attitude and personality before you contact with them on a daily basis. Although it's not impossible, it does require a little more time and money up front, but in the long term, it will be well worth it. Pay attention to these pointers while hiring for culture fit:

Clearly Define your Company Culture and Values

Clearly defining your vision and values is the first step in making sure a prospective hiring is compatible with your company culture. Obtain buy-in from the entire organisation and document your corporate culture in your employee handbook so that it is constantly accessible.

Reference your Company Culture and Values in Job Description

Make sure your job postings mention your culture and utilise language consistent with company values right from the start. Candidates should know after reading your job description whether they would fit in with your workplace and should apply or not.

During the interview process, talk about these principles and what it really means to be a member of your company's culture.

Be open and honest about the environment that exists at work every day. Inform potential hires about any cultural efforts your team members can take part in and how they help to create a positive, healthy work environment. Examples include a business wellness programme or regular social outings.

Ask Culture Fit interview Questions 

To find out if their responses are consistent with your values, ask candidates "How would you manage yourself if presented with XYZ ethical challenge" or "How would you treat a fellow employee in XYZ situation" during interviews in order to identify if their mindset would align with the businesses.

Get to know Potential Candidates on a more Personal Level

In a formal interview situation, it might be challenging to evaluate someone's personality and moral character. Before spending money on hiring a top prospect, take them out for lunch, coffee, or to a company-wide social function to evaluate how they get along with other team members.

Focus on Company Culture During Onboarding

While onboarding should go over processes and daily job duties, it is also the perfect opportunity to discuss your corporate culture. Don't assume that your new hires are aware of your company's principles or how you expect them to conduct themselves and treat others; instead, be sure to clarify everything to them before they begin working in their new position.

Check-in with New Hires

To make sure your new hires feel like they are integrating into your culture and are at ease in your workplace environment, check in with them at the end of their first day, week, and month. If there is an issue, it may ideally be dealt with immediately this way rather than escalating or spreading.

An important factor in determining a company's success is its culture. It is essential for enhancing productivity, performance, and employee engagement. Employees that feel more a part of their workplace are happier, have higher levels of job satisfaction, are more devoted, work more, and are more likely to stick with their organisation. Cultural compatibility is crucial for this reason.

You’re in the interview and they ask you, “why are you applying for this position?”… or “why did you apply for this job?”…Are you prepared with what you want to say?

It's one of the most straightforward interview questions, and how you respond could determine whether you get the job or not.

The employer will be able to see from your response how excited you are about the chance and what made you want the position. There are two main reasons why employers ask candidates such questions as "why did you apply for this job?" or "why are you interested in this position?" They'll check to see first if you've done your homework and are aware of what their job entails. Second, they want to know if you have considered your career and know what you want.

Focus on the position for which you are interviewing when responding to this question. Instead of expressing reservations about your current work or employer, try to focus your conversation on the prospects you see with the new employment. Confidence and professionalism will be communicated by positively structuring the dialogue.

There are a few general measures you may take while you get ready for the interview, though you should definitely develop an answer to this question that highlights your distinctive abilities and traits in relation to the position:

The Position

By preparing for this question prior to the interview, you'll be able to respond to the hiring manager's question quickly and professionally. You must first comprehend the position's responsibilities in order to formulate a response. It is a good idea to read the job description in its entirety before the interview. Will you be interacting with customers? Are you going to be in charge of accounting-related duties? This information is crucial for understanding which of your qualifications are most pertinent to the position and for effectively expressing your reasons for applying for it.

Research the Company

Be careful you read the job description and research the firm before the interview. You might express a specific interest in the position to the interviewer by demonstrating that you did your research on the organisation and its business strategy.

     - The company website: Begin with the “About Us” page, and look for company press                releases, blogs or social media profiles.

     - Outside media coverage: Find recent news stories or press releases related to the                  organization.

- Personal networks: Consider reaching out to your own connections to learn about the company culture and inner workings.

Take a note of the company's values and mission statement and think about whether it is something you are or could be passionate about. When asked why you want the job, you can then talk about how you want to help them on their mission to achieve certain goals or that you are aligned with some of their core company values.  

Structure your Answer

Condense and organise your response after researching the company and the job description in relation to your background. Even while writing down your response can help, you get better at it, you should be ready to speak out even if you don't have the information in front of you. Instead of memorising it, keep in mind a few important points you wish to make.

Consider including the following three pieces of information in your response while preparing your response:

- How would this job help you improve professionally?

- How does the job fit in with your long-term objectives?

- What makes this job unique?

- What about you makes you a particularly good fit for this organisation or job?

Your response should demonstrate that you read the job description in its entirety and thoughtfully considered if the employment was actually a suitable fit for you both now and in the future. Finally, it shows that you are more interested in that particular position than other comparable roles.

Focus on the job at hand 

- 'I want this job because I have clear skills that will help me achieve...' 

- ‘This role will give me the opportunity to combine both my skills in [skill 1] and [skill 2] to achieve...’  

- ‘I love [job role specific task] and my last job took me away from that. So now, I’m looking to find a role that will let me get back to working on projects I really enjoy and after looking at the job spec I think this role would be perfect with that.’ 

You want to make sure that you are matching specific skills you have obtained to parts of the job role with these answers. This demonstrates that you have done your research and are confident in your ability to complete the job to a high standard if hired. Keep it brief because there will be plenty of other opportunities in an interview to discuss your skills and go over your CV in greater detail.

Write down any recent accomplishments or challenges you've faced recently that may be relevant to this new job. Consider how this will benefit the role, team, and company for which you are applying.

You should also demonstrate to the hiring manager that you spent time researching the position and how it relates to your career goals and specialties.

A better way to explain why you want the position

One of the keys to developing a compelling answer to the question "Why do you want to work here?" is to flip the question: "Why would this company want to hire me?"

In other words, consider what you have to offer and how you can make an impact rather than why you need the job. Here are three questions to think about as you prepare your response:

How can you help the company succeed?

Learn about what's going on in the company and its industry. Is it currently offering new products or services? What kinds of competitive pressures does it face? Consider this environment and ask yourself, "What knowledge and experience do I have that would be especially useful to this employer right now?"

What past career successes could you potentially repeat at this company?

How did you meet or exceed your employers’ expectations in previous jobs? What problems did you play a significant role in solving? What ideas did you introduce that helped the company save money or otherwise boost its bottom line? What lessons have you learned that you could apply in the future to create value for the potential employer?​​​

How will you complement the company’s culture?

Many employers consider a candidate's ability to fit into the organisational culture to be an important hiring factor. So, research the company's culture and determine what appeals to you the most. Include, for example, if the firm encourages entrepreneurial thinking, which is important to you, in your response.

The answer to the question "Why do you want to work here?" depends on the job and the organisation — as well as you and how you want to express yourself. Understanding what employers are unlikely to want to hear is the first step in developing a meaningful response for almost any interview situation. Here are a few examples:

"To be honest, I just need a job, and this one looked promising." To be sure, this is a straightforward response. However, it does not demonstrate a genuine interest in the position or the company. Furthermore, the hiring manager may be concerned that you will leave the company for a more appealing opportunity. 

"I see this as the first step towards bigger and better things." While no employer expects every employee to stay with the company for the long haul, a response like this suggests you're more concerned with the future than the present. It also implies that you've already got one foot out the door before being hired.

"I've heard that this company provides competitive pay and benefits." Any company wants to be known as an employer of choice, and leading companies understand that in order to attract top talent, they must offer competitive compensation. However, they do not want to hire people whose primary motivation for working for the company is financial gain.

End your answer with a question

Ending your response with a pertinent question for the interviewer is a great strategy to differentiate yourself from other job candidates. The interview becomes more conversational when you conclude your statement with a question. Additionally, it demonstrates that you're not afraid to seek clarification when necessary.

Consider working with a recruiter if you are currently seeking employment. See this page to learn more about how Franklin Fitch's talent solutions specialists can help you find a new job, whether you want to work remotely or on-site.

When it comes to efficiently recruiting prospects, you need some hard data. You can spend all the time you want writing an excellent job description. A candidate's decision to apply for a job may or may not depend on some of this information. Is the position in a place they are willing to relocate to or work at? Does it have any particular experience needs that most people don't meet?  

The location and type of role are both necessary information, but some of this data may be more optional than others. We are specifically discussing the salary range.  

The underlying question is: Should salaries be mentioned in job descriptions in order to attract top people with high potential? The inclusion of a wage can attract interest in your position in the current, fiercely competitive employment market where businesses are vying for skilled candidates. 

When looking for a new career, money may not be everything, but it is undoubtedly significant. When looking at job listings, candidates prioritise the job's details above salary information, although 61 percent of candidates still expect to see compensation information among the top three things. Many businesses still choose not to disclose compensation information in job postings, frequently out of concern that doing so would put them at a competitive disadvantage or fuel employee animosity.  

However, there is a rising global movement to turn salary transparency into the law, not just a new standard. The reason for this is that a growing body of research demonstrates that employers who are open about their pay scales may draw better, more diverse talent, making compensation transparency a realistic means of promoting an equitable workplace.  

A salary range in your job descriptions can be beneficial, but it can also be harmful. It has been said that having a salary lessens the other's advantage in the market and bargaining position. On the other hand, some businesses feel that disclosing their salaries to applicants enables them to be open and honest (building trust). Knowing the advantages and disadvantages of both sides can help you decide whether or not you want to list it.  

It’s a hot-button topic right now and you’re looking for answers so read below to find out.

Reasons against including a Salary in Job Descriptions 

Concerns over how Existing Employees will React 

Existing employees will pay attention to companies that post new job listings. The ability for other employees to see a new hire's wage is another drawback of putting it in job postings; when this happens, morale and workplace cohesion may suffer. They might check the ad to see the qualifications that their employer is seeking. They may feel underpaid and slighted if they learn that the starting salary is higher than their own. Employees may then start looking for other positions or requesting raises as a result. This may raise personnel turnover and wage costs in the short run. 

Competitive Advantage 

Businesses that operate in competitive industries compete for the best talent to fill open positions. The claim is that if a company mentions a salary in a job advertisement, a rival may notice it and offer more money (and/or benefits) to entice that person, diminishing competitive advantage.  

Higher Paid Positions Assume Salary Negotiations 

The compensation negotiation procedure is expected of applicants for senior, management, and director level positions. Candidates at this level typically assign a value to their own knowledge, experience, network, etc. As a result, they are more inclined to disclose to the employer their desired compensation in their application (through a CV, cover letter, or other means) and to discuss it once the position has been extended to them.  

Provides More Negotiating Power 

If a job is advertised without pay, the employer has the negotiating position. Some companies believe that giving candidates the upper hand when negotiating a compensation package is to include a salary rate in their job descriptions. This allows businesses to raise salaries for preferred candidates who may have turned down the salary listed, and, on the other hand, to cut salaries for those candidates who aren't as desirable. 

Salary Shouldn't be the Deciding Factor 

Employers are seeking experts and skilled individuals that will not only be qualified but also fit into their business. Candidates are more inclined to focus on income when it is included in job ads and either ignore other benefits of working for the company (if it is too low) or become ignorant of the fact that the company culture is not a good fit for them. According to this reasoning, it discourages applicants who are "money-focused" and draws in those who think they are qualified for the position and the company. Reasons for including a salary in job descriptions 

Reasons for Including a Salary in Job Descriptions 

Transparency 

Candidates seeking a new position want to work for a company that values its employees and is open and honest with them. For the majority of these applicants, it all begins with the job advert. Even though their corporate culture and ethics mention it, organizations risk giving the impression they are not open and honest with their employees by omitting the compensation.  

Company and Candidate Time Saved

The role, location, and compensation are the first three main considerations for candidates while looking for a potential new job or career opportunity. The candidate can concentrate more on the business and the job description if the compensation is disclosed.  As a result, businesses may devote more time to reviewing applications and less time to attracting candidates. You can use a salary rate as a screening method to filter out applicants you wouldn't be able to afford or who might not have the qualifications for the position. 

The Focus is more on the Candidate and the Role 

A candidate who has responded to a job advert with a salary has accepted the salary on offer. Therefore, this gives companies more time to explore the candidate’s experience, abilities, qualifications, etc; thus, making more informed hiring decision. 

Some employers may be hesitant to include a salary range in their job postings, which is understandable. Smaller or niche businesses may be unable to compete with larger enterprises and do not wish to be perceived as second-tier.

And, while money is a big motivator for job seekers, it isn't always the main one. Non-monetary benefits such as superior cultures and remote opportunities can also sway public opinion. However, the transparency and ease of use that including a salary range provides cannot be overstated. After all, a candidate will only accept what they are worth, so why deceive?

Creating a company vision may be simple, but getting your employees to buy into it is tough. Even the best employees can struggle with this at times, and may require direction on how to best match their vision with the company's.

Employees must closely align with their company's values and goal in order to attain this vision. Only 40% of millennial employees polled felt closely linked to their company's vision, according to Gallup's 2016 research, How Millennials Want to Work and Live. This gap will almost certainly result in a lack of direction and disgruntled staff.

Here is how to get your valued employees to align with your company vision:

1. Set clear company goals

Every company needs a set of clearly stated objectives that employees may follow and match with their personal objectives. This allows them to prioritise their tasks and concentrate their efforts in the most effective way possible. The more specific the objectives, the better!

2. Hire the right culture fit

Hiring people that fit your company's culture minimises turnover, increases job happiness, and improves the quality of work you do. Employ people who have the necessary skills and personality attributes for your company's culture, not just those who meet the job description.

3. Play to employee strengths

According to Gallup's "State of the American Workplace" report from February 2017. They discovered that focusing on an employee's strengths rather than trying to improve their faults is far more effective. Know your employees' talents so you can align them with the company's goals.

4. Get top management to involved

Employees must hear the company's vision at all times in order to become aligned with it. During the hiring process, the vision should be communicated, incorporated into the onboarding process, and then continually reinforced during their employment. When this happens, employees are more likely to have a sense of belonging and are less inclined to leave. Top management must be actively involved and regularly communicate and remind staff of the company's objectives.

Video interviews are an important part of the hiring process and are becoming more popular and they're definitely here to stay. Understanding the requirements of a video interview will help you feel more at ease and succeed during the process. In this article, we'll go over what a video interview is, how to prepare for one, and how to handle any potential issues that may arise.

With the rising quality and dependability of low-cost video conferencing software (such as Skype and FaceTime) and hardware (such as microphones, headsets, and webcams), video interviews have become a popular method of evaluating candidates.

- They are less expensive and faster. Simply put, it is much easier to schedule a hundred video interviews than it is to schedule the same number of in-person interviews. They are easier to schedule, less expensive to run, and the entire process is much faster.

- They work well. A five-minute video interview is worth 200 written responses.

They're more equal and fair, both geographically and financially. Any candidate with a computer and an internet connection - or even just access to a local library - can conduct a video interview. This allows companies to broaden their search and gives all candidates an equal opportunity.

- A virtual interview broadens an employer's talent pool, just as it does your job search. Traveling a long distance to attend a first-stage interview in person can be inconvenient, especially if your chances of advancement are uncertain.

- They are an excellent baseline test of candidates' technological abilities. If a candidate can easily set up a decent video interview, they at least understand how to work with technology.

- When compared to methods such as phone interviews or lengthy aptitude tests, it is an effective way of narrowing down candidates for in-person interviews.

- Unlike a phone interview, a virtual interview allows you to fully present yourself. Positive body language and a confident demeanour can help you advance to the next stage.

Choose a Suitable Location

It's important to choose a quiet and appropriate environment for your video interview. If you want an interviewer to focus on you, go somewhere with few interruptions. Select a wall with a neutral background and, ideally, no photographs or artwork behind you. Make sure you have adequate lighting, either from natural light or from a nearby light source. Set up your camera so the upper third of your body is clearly visible to the interviewer.

It is critical that you have a stable internet connection at your location. Whether you're concerned about your home's internet speed, ask if your local public library has a private room that you may reserve. Even if they have better internet, coffee shops and other communal locations should be avoided.

How to present yourself

Wear smart clothes that look professional. Go for something plain that does not look distracting on camera. Try not to wear a lot of jewelry. Avoid anything that could distract you and be noisy when you move. You want to make sure that you're dressed appropriately for you if video interviews, it doesn't have to be the traditional suit, but make sure you're wearing something smart and also make sure there's no distractions in the background

Research the company culture before your interview, so you have a good idea of what's appropriate. Position the camera so that you are looking up slightly and centred on the screen. While it's likely that the interviewer will only see your upper half, it's still a good idea to wear professional trousers or a skirt in case you need to stand up for any reason.

You should do some practice runs. Record yourself and watch the recording back. Make sure you:

• be clear when you speak
• do not talk too fast
• pause at the end of a question so that you don’t talk over the interviewer (there is a slight delay online)
• smile and look interested
• sit up straight and have good body language
• keep up good eye contact – look at your camera rather than at the screen

Arrive Early and Review your Setup

You want to give a really good first impression to your next potential employer and it’s a sign of professionalism for you to arrive on your video interviews approximately five minutes before they start. This gives you time to review and ensure all your technology is working before the interview, make sure you have a strong internet connect and to make sure that you've got the right link. Ensure you check the camera and audio on your computer or phone and if you're going to wear headphones throughout the interview, ensure sure they're compatible with the software.

Check to make sure your computer’s camera, microphone and internet connection are working. Do a trial run with a friend or family member, if possible, so you have ample time to adjust if your equipment or software isn’t working properly.

Be sure to clean up the profile you’re going to use or create a new professional account.

You don’t want to get off to a bad start with a screen name like ‘LITTLEMISSXXX’ and a profile picture showing you drunk and passed out.

Expect to field some common interview questions like:

Expect to field some common interview questions, including:

• Tell me about yourself.
• Why do you want to work here?
• Why are you leaving your current job?
• What are your weaknesses?
• What's your expected salary?

Use Video Interviews to your Advantage

 You've got a lot of great resources that you can have open while she sat at home. During your interviews, you can have the company website, you can have your resume open in front of you. You can have the interviewers LinkedIn profile, actually using all the things to your advantage should make a great first impression and make sure you got there in the smash video interviews.

Prepare questions to ask them

You will usually be asked if you have anything you’d like them to address if your application is taken to the next stage or if you have any questions, so don’t forget to think of a few questions for them too. Asking thoughtful or insightful questions could set you apart from other candidates. Not sure what to ask? Have a look at the top ten questions you should ask the interviewer.

To Conclude

It's imperative that you are able to check all the things that you can control within the interview; however, we do understand that some things do go wrong with doing video interviews. That is part of doing them remotely, but control of the controllable.

What is workplace culture?
This is essentially the personality of a workplace and every organisation has one. It determines the attitude, energy and productivity of a working environment, and part of your job will be to fit in. Your employer will likely have judged you to be a good match for the organisation’s culture during the interview process. It’s worth asking where you can find information about the culture and values of the organisation and the principles that they apply.

What is appropriate workplace behaviour?
It’s possible, and is certainly encouraged, to become friends with your colleagues, but the workplace also tends to be a place of more formal behaviour and standards. This means that the way you dress, talk and behave needs to be professional.

1. Dress appropriately
Even if your workplace doesn’t require you to wear a suit or uniform, it’s important to show you’re ready to work. Gauge what your colleagues wear and make sure your clothes are clean and neat.

2. Pay attention
Communication is about listening as well as talking. By paying attention and trying your best to concentrate, especially when people are explaining new tasks or processes, you’ll know what people expect of you and you’ll pick things up quicker.

3. Ask questions
It’s okay to ask questions or take notes for reference. This will show you’re interested and engaged in your work.

4. Follow the rules
Workplace rules exist so that everyone stays happy and safe. Following them shows your honesty and integrity and lets your employer know they can trust you.

5. Be part of the team
Teamwork plays a huge role in the workplace. It’s important to get on with the people you work with as you’ll be spending a lot of time with them. Make an effort to interact with them and get to know them.

Figuring out the culture of a new workplace and finding your way in it takes time and nobody will expect you to nail it on day one. However, by thinking about your behaviour and being enthusiastic and open to new ideas and ways of working, you can make your first impression a positive one.

A job interview is an opportunity for the organization to find out what it wants to know about finalists for a position, but it is also an opportunity for each finalist to find out what he or she wants to know as well. Interviewing is a two-way street.

As much as the hiring manager wants to know more about the individual they hire, the individual wants to know about the hiring manager, future co-workers, and the organization. A finalist that neglects to prepare and ask questions during an interview misses opportunities to impress the hiring manager and to gather more information that will inform the decision to accept a job offer.

This is a scenario-based question that really should be answered on an individual basis. It depends on the specific information you want to get out of the interview or the interview, or if you just want to see if it's a good fit. However, there are a few things that you can stick to consistently.

To begin, make sure your queries are tailored to the individual you're interacting with. Going on a call with HR and asking them questions regarding technological environments can appear to be poor judgement at times.

Second, I believe you should make sure to ask thought-provoking questions. The questions should allow you to get the information you require and desire from the interview. It is today, more than ever, used as a two-way street. Future growth opportunities, firm expansion plans, strategy, technology plans, points, ambitions, and realistic roadmaps are all good things to ask.

The most important thing is that you're demonstrating an interest in the position and showing that you've done your research beforehand and gathering the information that you need to make an educated decision at the end of the interview on whether it's the right fit essentially.

There is no right or wrong answer to which questions to ask; just make sure you've thought about them ahead of time. Before going into an interview, I normally recommend preparing six to eight questions. The reason for this is that some of these issues are likely to be covered throughout the interview, and you don't want to be left speechless when it comes to the questions part at the end.

Finally, I usually prefer to end an interview with a question, such as 'do you have any reservations about anything I've done or said today?' This just allows you to manage any objections that are voiced and maybe offer them a cause to rethink their thoughts or opinions.

If there is one thing that makes me smile in the morning, it’s knowing that I get to spend the day working with a wicked group of people I’m lucky enough to call my colleagues. And hopefully soon, actually see them in the flesh in the office… madness!

Having people at work who you can call your friends has a lot of benefits. Whether it’s someone to eat lunch with, take a screen break with or even sit next to, work feels more fun with friends.

Research taken from the Personality and Social Psychology Review looked into the connection between forming meaningful relationships at work and our health. The data showed that those with strong relationships with their colleagues reported having better health and wellbeing. So if you and your co-workers feel like a community, the more likely you’ll feel physically and mentally healthy at work. Win-win!

This research isn’t alone. Experts agree that friendly colleagues foster a better work environment. “A department, or company, that works well together, has the most success together”, says corporate veteran and author Andy Teach. “When you enjoy working with your colleagues and look forward to interacting with them, everyone benefits.” High morale at work leads to better productivity.

We wanted to conduct our own research into this theory. We asked the question “what do you love most about your current role?” and the results were as follows:

41% - my team/colleagues

25% - the work itself

18% - the benefits/flexibility

16% - the salary

The majority of people surveyed said that their colleagues were their favourite thing about work. This only bolsters the importance of creating and fostering friendships with your colleagues – it’s more than likely that they’ll be your favourite part of going to work!

At Franklin Fitch, our company culture is something we’re proud of. We’re a tight-knit bunch who work collaboratively across our international offices, and that’s the way we like it.

Can you see yourself working with a team like us? If so, get in touch to find out about our hiring plans. 

Franklin Fitch is proud to have been awarded a 2-star accreditation from Best Companies, representing "outstanding" levels of employee engagement. 

For the 2nd year in a row, Franklin Fitch has been named an Outstanding Company to Work for! 

We are beyond proud to share that Franklin Fitch is now...

- An Outstanding Company to Work For.

- #23 Best Company to Work for in the UK Recruitment Sector.

- #31 Best Mid-Sized Companies to Work for in the UK.

- #13 Best Companies to Work for in London.

We are ecstatic with our Best Companies rankings; achieving "outstanding" levels of employee engagement indicates our leadership team's vision, our company's ethics, and our people's dedication.

Our people are our most valuable asset, and we're grateful to know that they feel valued. Thank you very much to everyone who participated in the survey and for all of your hard work in driving Franklin Fitch forward.

We couldn't be prouder of this achievement. We consider our people to be our biggest asset, and knowing that they feel engaged at work is very important to us. Having an engaged workforce encourages people to feel connected to each other and our aims at Franklin Fitch, meaning we all want to work towards a shared goal.

Looking forward, we're already getting started on analysing and implementing the feedback from the Best Companies survey. This data will provide invaluable insights into what we can do to make Franklin Fitch the very best place to work - because that's the standard we're aiming for. 

This feedback comes at a great time for us, as we've got ambitious growth plans moving forward. We want to reach 100 heads by November 2023, and are looking for talented people to join us on this journey. Do you think this might be you? Are you keen to hear more about what it's like to work at Franklin Fitch? Get in touch with us today!

Interested in a career in recruitment but feeling overwhelmed with questions? Want to know more about graduate opportunities here at Franklin Fitch?

We sit down with our Academy Manager, Charlotte, to answer some of the most common questions that she gets from graduates seeking a career in recruitment.

How can I get a job in recruitment?

Stick to the basics, so find a company that fits your ideals, apply and prepare really well for the interview.

What are the typical working hours like? Have you ever been asked to work weekends?

Our standard working hours are 8.30am - 6pm and Consultants do work either side of that, depending on workload. I've never been asked to work weekends, but in recruitment, the more you put in, the more you will get out - but it's completely up to you.

How important is your work environment for your success in recruitment?

It's really important, it's just great to collaborate and bounce ideas off different Consultants with different approaches, tends to make you better in the end. Recruitment is full of lots of highs and lows, so it's good to celebrate those or commiserate those with other Consultants.

How does the Academy work?

It's a team set up to equip Consultants that have no recruitment background with the tools they need to then move on to have a successful career in senior teams in recruitment.

Do I need to know all about IT before applying?

Absolutely not. There is technical training as part of your onboarding here and most of our highest performers had no technical understanding before they came into the business and now they're experts, so don't worry.

What does the first week in the Academy look like?

The first week is fairly easy really, it's geared towards you getting to know everyone in the business and it usually ends with a social event on the Friday.

What is the training like at Franklin Fitch?

The training is a long programme that follows you from trainee all the way through to director-level. It's a multiple-strand approach, so we do variations of classroom, theory, workshops, listening sessions and live coaching depending on your learning style and your individual needs at the time.

What are the incentives like?

The incentives are really varied and really fun! We've done everything from Las Vegas, skiing trips, Dublin, watersports, London nights out - so really varied and they tend to be lots of fun.

How quickly can I progress through the business?

Each stage at Franklin Fitch has a structured career path so it's standardised targets that you can hit. So the short answer would be, as soon as you want to but realistically you're looking at your first promotion within 6-8 months.

Can you actually earn the figures that we see on the adverts?

There are some massive figures going around on some of the adverts out there. The short answer is yes, you absolutely can earn those figures in recruitment. We are confident we'd get Consultants there, but we focus on those smaller steps at first, to get you there. The building blocks to get you to that success.

If there are any questions that haven't been answered, or you want to find out more about the graduate opportunities that we have at Franklin Fitch, drop Dane a message!

With so many options to choose from, it isn’t always straightforward making crucial career decisions after graduation. This is particularly the case if your degree doesn’t guide you into a specific profession, such as law, accounting or medicine.

If you’ve got academic ability, interpersonal skills, and a competitive edge, there will be many employers looking to hire you. So whilst it can be a case of simply establishing where your main attributes lie, and what you’d like to do, this can be much easier said than done.

According to the latest FT survey, competition is fierce, opportunities are scarce and earning and growth potential can be low in the job market. However, starting a career within the recruitment industry can provide the perfect opportunity to learn and develop a fantastic array of skills and business attributes.

More companies are using recruiters due to the high demand for talented people in the industry. Recruitment consultants use their knowledge, expertise and judgment to match talented candidates to business’ job opportunities. Most companies have realised that their most valuable asset for success is their employees, giving recruiters the change to make a real impact on the economy and business growth.

Agencies are not only seeking the skilled candidates for their clients but looking for the top talent to join their own workforces. There is a significant demand for enthusiastic, ambitious professionals who are self-driven, hardworking and want to “be their own boss”. Recruitment companies are looking for those personalities that can build rapport, handle negotiations, influence and manage relationships.

Here are 8 reasons why recruitment is a good career move for you:

• High remuneration – Recruitment is built on financial incentives for performance, through commission, rewards and trips away. The more activity you create, the more successful you are in delivering the recruitment solutions inevitably means the more reward you gain. Types of incentives at Franklin Fitch includes: Trips to Miami, Las Vegas, Dublin, Cannes, Skiing, Water sports and many more!
• Scope for development – Recruitment agencies don’t want a high turnover, they invest in their staff to help them grow and develop as a successful recruiter with expenses on training programmes, coaching and mentorship. Agencies are moulding their staff into business leaders of the future.
• Variety of work – Recruiting gives you flexibility you may not get in other industries. For instance, one day you may be on the phones working that ‘wolf of wall street’ lifestyle, the next you’ll be out and about meeting clients and candidates, attending meetups, finalising contracts.
• Progression Opportunities – Top performers will advance their career quickly in recruitment, moving into more senior leadership roles. Recruitment is solely judged on performance, not time served or waiting for someone to take a step down.
• Competition is exciting – As a recruiter, you are in head to head competition with other consultants and recruitment companies. You’ll be a successful recruiter if you find competition exhilarating, challenging and enjoyable.
• The opportunity to meet the best – You’ll be speaking with the top talent of whatever industry you choose every day. Allowing you to develop your own specialisms, understand a particular sector inside and out and growing your connections for future job prospects.
• Consultative approach – Recruitment is for people who aren’t afraid to push themselves. You aren’t selling a product, you’re selling people. People are unpredictable and difficult to manage on the candidate and client side. You are developing skills to consult with clients to find out what they need to make their business grow and help them find the candidates who will make that happen.
• Human interaction – A highlight with recruitment is the interaction you get on a daily basis. You spend the majority of your time speaking with clients and candidates, understanding their needs and developing your relationships to help advance your career.

Diversity and Inclusion have been around for a while, but 2020 was the year that many businesses started to take the matter seriously. The global pandemic raised questions around remote working, coupled with the tragic murder of George Floyd and subsequent Black Lives Matter protests that swept the globe brought matters around diversity and inclusion to the forefront of conversations.

As a business, where is your place in this conversation?  Hiring, retaining and nurturing a diverse workforce that is representative of the wider population is something that all organizations need to invest in.

Widening the diversity of your candidate pool will give you more chance of finding the best person for the job. Combined with studies from McKinsey and the Harvard Business Review which demonstrate that diverse teams have real benefits to business outputs, as well as it being “the right thing to do” – investing in a diverse and inclusive recruitment practice should be at the forefront of every business in 2021.

A diverse recruitment strategy alone isn’t enough – it has to be part of a bigger commitment to move away from the dreaded “cultural fit” to a more inclusive culture that fits around each individual, no matter what their background. Only by nurturing this diverse talent in a culture of inclusion, are you able to tap into the diverse perspectives and thoughts being offered by your workforce.

Hiring and retaining a diverse workforce can’t be done overnight – it’s a long-term commitment. Below, we outline some of the practices we use to hire diverse teams for our clients, as well as internally at Franklin Fitch.

Is your branding inclusive?

A recent study by PWC showed that 86% of female millennials and 74% of male millennials seek out employers with a strong record of diversity. One way to show these millennials of your commitment to diversity and inclusion is by visually showing a diverse workforce in your marketing materials. Are you able to use diverse imagery?

The Flexible Job Index says an estimated 87% of employees want to work flexibly – meaning if you want to have access to the best possible talent, you need to show that your organization is happy to support those who choose to work flexibly. Are you able to show your commitment to flexible working with real case studies? Include these case studies in your marketing materials.

Avoid sweeping statements such as ‘we value diversity and inclusion’  unless you follow them up with specific examples of what you’re actually doing to place value on D&I. What exactly is your organization doing to champion diversity and inclusion? Use real and specific examples in your branding and communications.

Are your job adverts attractive to all?

You can be sure that if an applicant is looking at nothing else – they’re looking at your job advert. Therefore it’s worth spending time ensuring your adverts will attract a variety of diverse individuals to your organization. There are a few easy ways to do this:

• Use a debiasing tool to ensure that gender-neutral language is used. Language such as ‘competitiveness’ or ‘assertiveness’ can discourage women from applying.

• Advertise the role with some degree of flexibility to ensure that parents can apply.

• Focus on competencies, attitude and aptitude rather than formal education/qualifications.

• Instead of including a general equal opportunities statement, be clear in saying that the organizations actively encourage applicants with diverse backgrounds and perspectives and explain why.

• Describe the culture as inclusive and one that aims to fit around individuals – rather than wanting to hire people who fit into a specific culture that could be exclusive. Focus around looking for a ‘values fit’ rather than a ‘cultural fit’.

Make use of the variety of platforms and job boards that actively recruit people from underrepresented groups to advertise your vacancy. As well as listing your vacancy on your company website, utilize identity-based networks to advertise job listings.

Spend time cultivating networks of underrepresented groups by attending events and networking. Are you able to partner with one of these organizations?

How are you ensuring that bias doesn’t creep in when interviewing?

It’s an almost impossible task to prevent unconscious bias creeping in when interviewing someone. It’s not something to feel guilty about – it’s unconscious! But is it important to take steps to prevent it from occurring, and knowing when to recognize it.

Hiring managers are often reliant on ‘intuition or a ‘gut feeling’ when making hiring decisions. These feelings often occur when we like someone because we believe them to be similar to ourselves. Acting on these gut feelings results in a homogenous work culture where everyone comes from similar backgrounds/experiences – the very opposite of what we want to achieve.

The easiest way to avoid unconscious bias when interviewing is to ask competency-based questions. This prevents talented candidates from being filtered out of the interview process because of their diverse or individual differences.

When the final decision is being made, ensure it is made by a panel/group of people, rather than an individual. It’s much more difficult to act on feelings of unconscious bias when in a group.

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Diversity and inclusion is a long game, and isn’t something that can be “solved” overnight. It requires continuous work from organizations large and small. Don’t be afraid of getting things wrong – it’s a learning curve.

If you’re keen to hear more about how we hire diverse teams both in our external recruitment practice and internally at Franklin Fitch, please don’t hesitate to get in touch.

Work is an important aspect of many of our lives. It is where we spend the majority of our time, where we earn our money, and where we frequently establish friends. Having a career that you enjoy can be beneficial to your mental health and overall well-being.

Many employers and business owners believe that an employee's mental health is not their problem. However, how an employee feels, thinks, and acts has an impact on everything from productivity to communication to their capacity to maintain workplace safety.

All mental health problems will not be prevented or reduced by a healthy workplace environment. These will still come from life experience and past trauma, which all contribute to the development of mental health issues. Good mental health at work, on the other hand, goes hand in hand with good management, and there is solid evidence that companies with high levels of mental wellbeing are more productive. Taking care of one's well-being at work can boost productivity by as much as 12%.

Dealing with stress in the workplace has long been a problem for businesses. Everyone who has ever held a job has, at some point, felt the pressure of work-related stress. Any job can have stressful elements, even if you love what you do. In the short term, you may experience pressure to meet a deadline or to fulfil a challenging obligation. But when work stress becomes chronic, it can be overwhelming—and harmful to both physical and emotional health.

Stress is a normal part of life; some stress is beneficial and motivating, but when stress becomes overwhelming, it can have a negative impact on a person's mental health. Recognising the warning signs and intervening early can help prevent feelings from spiraling out of control. Taking steps to manage workplace stress is critical for both employers and employees in order to create a mentally healthy working environment where people feel supported.

Common sources of work stress

- Certain factors tend to go hand-in-hand with work-related stress. Some common workplace stressors are:

- Low salaries

- Excessive workloads

- Few opportunities for growth or advancement

- Work that isn’t engaging or challenging

- Lack of social support

- Not having enough control over job-related decisions

- Conflicting demands or unclear performance expectations

One of the most important steps an employer can take to improve an individual's well-being, as well as the health of their entire company, is to assist them in improving their mental health. So, how can you foster a positive mental health culture in the workplace? Let’s look at some scenarios and strategies you can employ the next time you're stressed at work.

Reduce the Stigma

Talking about mental health used to be a taboo subject, and it still is for some individuals. Establish a safe space for people to communicate about their mental health by discussing stress management, self-care, and mental health in emails, meetings, and other places. Employees who feel free to be themselves at work are more likely to speak up without fear of being judged or facing repercussions.

Manage your Workload

When we work too much, we put ourselves at risk of burnout—a psychological syndrome that leaves us constantly exhausted, overly cynical, and feeling like nothing we do matters.

Everyone needs help from time to time and discussing your workload with your manager is important if you’re struggling. Simply getting your worries off your chest can help, and together you can work to set realistic targets. It’s okay to place boundaries: say no. Strong boundaries are essential in any healthy relationship, including your relationship with your employer.

Accepting a task that you are unable to complete may result in an excessive amount of stress in addition to the task being poorly completed. And without clear boundaries around the workday (and even during the workday), you’ll always be tempted to keep working. You might have a conversation with your boss about expectations and deadlines. They might be able to help you set boundaries at work and resolve any time-management issues you're having.

An important strategy to help manage your workload is prioritising your work. By learning how to prioritize means getting more out of the limited time you have each day. It’s one of the cornerstones of productivity and once you know how to properly prioritize, it can help with everything from your time management to work-life balance.

Discuss Mental Health in the Workplace

Openly discuss and bring up concerns such as stress, depression, and anxiety in the workplace, and make it apparent that everyone struggles to be mentally healthy at times. Encourage your managers to recognise the indicators of mental illness and to talk to their colleagues about it. Leaders can help by sharing personal tales regarding their mental health, such as problems they've faced and how they overcome them. Employees who bravely and honestly share their issues can help build a sense of trust, knowing that they will be supported if they come forward with their own problems.

Promote a Healthy Work/Life Balance

Productivity will undoubtedly decline without a proper work/life balance, and people will eventually burn out. This could mean finishing work on time, avoiding sending emails 'out of hours,' or not working while you're sick. Allowing employees uninterrupted time to relax, socialise, and pursue hobbies outside of work is a crucial way to support them and create a great workplace culture.

Make Wellness a Priority

Make it a priority to assist employees in developing excellent mental health practises at work. Employee wellness includes not only mental but also physical health – therefore to promote wellness it is important that the company encourages exercise for example with a walking club at lunch. For mental health, encourage mini breaks and be mindful of workloads.

Identifying Patterns

Knowing what your stressors are can help you anticipate them, making long-term stress management easier. For example, if deadlines make you anxious, you may need to request longer lead times or begin earlier. If you don't have enough time to complete all of your responsibilities, you may want to automate some of them. If this isn't possible at work, try to spend some time thinking about it outside of work. Consider making a list of everything that usually causes you a lot of stress at work. Try to write at least two possible ways to deal with those stressors next to each.

Ask For Support

Clarity about expectations and performance are important steps toward feeling more confident and less stressed at work. However, having an honest and open relationship with your boss is a critical factor. Having a difficult conversation about workplace stress, especially with your boss, is never easy. However, it can assist you in focusing on what is best for your own mental well-being, which will benefit the company.

They will have the tools and resources to inform you about what the workplace has to offer. Many workplaces provide programmes such as counselling to assist you in getting through these trying times. Take the time to explain how you manage your professional and personal lives to a friend, co-worker, or family member. Don't be afraid to express your worries and concerns. The vast majority of people are going through the same thing and are unsure how to discuss it with others. If you're feeling disconnected from your co-workers, try to find a way to reach out to them. When you are able to express your emotions, your thoughts become clearer.

Encourage Mentoring and Peer Support

People sometimes find it easier to talk to people who aren't their superiors. Outside of the line management system, peer supporters would allow employees to support one another. This would provide a safe environment for someone to address any concerns they may have concerned their mental health. Implementing an Employee Assistance Program (EAP) or a Health Cash Plan might be quite beneficial. This will make it easier for employees to access health benefits while also providing a safe environment for them to discuss issues.

To summarise, a positive company culture can have a significant impact on mental health. This year has brought significant change to many organisations, affecting how we grow and experience culture. However, by focusing on these areas, you may help to create a workplace that prioritises mental health.

These small steps can make a big difference in reducing stress, building resilience, and improving your mental health in the workplace.

Whether you're actively looking for new work or happy in your existing position, it's a good idea to keep your CV updated on a regular basis. As your career progresses, you may acquire valuable new talents, experiences, and attributes that will appear on your CV. It's a good habit to examine your CV on a regular basis to highlight your most current accomplishments and eliminate any outdated information.

Your CV will most likely be your first opportunity to impress hiring managers, so it must effectively highlight your talents, experience, and qualifications. According to studies, recruiters spend only seven seconds on average looking at a CV before assessing whether or not a prospect is suited for the position. As a result, first impressions are crucial to success. So, before you start looking for a job, clean up your CV and give it a makeover.

Here are 4 keys things to keep in mind when updating your CV on a regular basis: 

Tailor to the Specific Job

One of the most important things to remember when writing a CV is to personalise it to the job description and company you're applying to. No two positions are the same, and no two CVs you submit should be the same. It's a good idea to do some research to make sure your CV is optimised for the employment role you want. Look at job ads and job descriptions for the role you desire and underline common keywords that you can use in your CV.

Examine company websites and professional networking sites for talents, qualifications, and values that are significant in your chosen field. Locate relevant keywords in a particular job description to include in your CV. Where applicable, add those keywords throughout your skills section and other areas. When you apply to a second job, spend an extra 10 minutes repeating this process rather than sending in the same CV, and you’ll have a much higher chance of success.

Make it Easier on the Eyes

Don't only change the text on your CV; pay attention to the design as well. CVs are summaries of your whole professional and academic experience, plus a little more, so expect them to be rich. Make sure there's plenty of white space so the hiring manager can easily read it. Use clear titles for the various subsections so that they can skip right to the bits that are most interesting to them.

Other design components should also be considered. Choose a legible font and avoid using too many colours. Use clean columns to keep things organised, and if you haven't done, insert bullet points beneath career history and other relevant parts.

Remove Unnecessary Information
When you add a new piece of information to your CV, you can generally remove an old piece of information. Remove prior positions that are no longer relevant to your target position to make room for more information about your professional goals. You can consider eliminating your school achievements and solely mentioning your degree-level qualifications as your job progresses. This can free up space for you to emphasize more professional achievements that recruiters will find more impressive.

Proofread

The value of proofreading cannot be underestimated. A single spelling or punctuation error could turn off a hiring manager, so double-check, triple-check, and quadruple-check your CV before sending it out.

In today's job market, your ability to acquire your desired job is no longer only determined by your technical abilities. Every job has essential hard skills and experience necessary for the work. Despite the importance of these abilities, there are specific "soft talents" that employers seek for when employing new employees.

While technical skills are commonly discussed during interviews, it is becoming increasingly important to assess a candidate's prospects of integrating into the company's culture and work environment. Soft skills include human characteristics like as communication, time management, teamwork, and work ethic.  Soft skills are more important than ever.

Here are 10 soft talents that employers are looking for if you're thinking about improving yours:

Creative Problem-Solving Skills

Within companies, problems will always arise. Employees who can solve problems and identify solutions are more valuable to a company than those who find problems but no solutions. Some managers prefer to have an issue given to them together with possible remedies at the same time.

Be an Effective Communicator

Employers value individuals who can communicate well both verbally and in writing. It is impossible to overstate the impact of excellent communication. Employees must be able to communicate as well as listen in order to work effectively with bosses, co-workers, and clients in the workplace. An excellent communicator can inspire others, explain complicated situations, and provide vital feedback.

Leadership Skills

Leadership is not simply being the one in charge and leading a team. It's your ability to persuade other employers, especially your peers, to hire you. Employers want employees who can collaborate with others, explain their expert viewpoints, and persuade them to make decisions that are in line with their ideas. Persuasive leaders travel from project to project, use their abilities to ensure that their portion of the project is completed on time.

A Positive Attitude

A positive attitude can go a long way toward turning around a department or company. It's crucial for businesses to have that energy in the office since having employees with a positive attitude can be contagious. It keeps individuals going when they're stressed, makes difficult job appear less challenging, and can make a workplace more pleasant.

Adaptability

Even without the challenges of the past few years, change is an important part of the modern workplace. Due to the rapid growth of technology, we are constantly doing things differently. Adaptability allows us to be more flexible and adapt to change. Many of us dislike change but learning to adjust to constantly changing needs and goals in the job while maintaining a positive, problem-solving mindset can make you an invaluable asset to your business. It will also help you stay relevant in your profession so that you can continue to be a valuable contributor in the future.

Time Management

This is an important soft talent that benefits both you and your employer. Time management refers to the ability to organise your schedule on a daily and weekly basis in order to complete jobs on time and efficiently. Taking care of any of these concerns and managing your time will show management that you are dependable and that you will give them your all every day.

A Strong Work Ethic

A strong work ethic is the will to work hard and achieve success. Finding and hiring people with a strong work ethic is critical to any company's success. A strong work ethic is difficult to instil and even more difficult to maintain if one does not already exist. Having a strong work ethic is incredibly valuable in any profession or business. Employers prefer to hire people who will work to their full potential. It's not about being perfect; it's about being trustworthy and professional, as well as respecting your co-workers and workplace.

Emotional Intelligence

The ability to notice, assess, and respond to your own and others' emotions is referred to as emotional intelligence. This soft skill, like communication and adaptation, goes beyond understanding and controlling your own emotions to placing yourself in others' shoes for optimal collaborative production and success. It can also aid in stress management, conflict resolution, and the assessment of nonverbal cues.

Teamwork

Employees used to look for jobs that matched their desire to work independently or in a team setting. Those who believe they know how to do the job and don't trust others to do their part might cause stress in the workplace and reduce overall efficiency.

Much of the work in today's workplace is done in groups; while employees must be able to work individually (sometimes as part of a team), you will almost certainly be part of a group working toward a common goal. Now you must be able to complete all of this while not in the same room as your co-workers. Learning to trust others, collaborate, and provide and accept feedback is a challenging talent to master, but if you can, you'll be well ahead of the competition.

Perform Under Pressure

Working under pressure requires dealing with constraints that are frequently beyond your control. Last-minute adjustments, impending deadlines, and a lack of expertise required to complete your job are all possibilities. When urgent needs emerge, you can keep your calm instead of being stressed out and overwhelmed if you have work under pressure skills. And no matter where you work, there will surely be times when you are required to work under pressure.

To Conclude

At each step of the job search, it's critical to cover both your hard (technical) and soft (transferable) skills. Consider how you'll express these abilities in your CV, and practise describing them in person before your interview. To give your future employer a greater understanding of your traits and abilities, include real-life examples of how you've used your soft skills.

Keep in mind that you offer a lot more to the table than just technical abilities. Soft skills are valued by employers since they show your personality and attitude. It's a big part of who you are!

As a recruiter, much of the advice I've seen published about the hiring process is aimed at the candidate, and how to make your profile more appealing to a client. The current job market, on the other hand, is very candidate driven, with each candidate we see having multiple opportunities and offers. As a result, it is now more important than ever to make your company and job as appealing as possible.

Below are some tips on how you can go about ensuring you maximise your possiblities of securing high quality candidates in the hiring process:

1. Strong Job Advert

A job advert is one of first impressions a candidate will get of a both you as a company, and then about the role. Knowing this, you need to really make your advert stand out from the rest. Use your advert to sell back to common desirables that candidates in your market often look for. If you have really strong benefits, include them! If you have a great development programme, mention this! By doing this and putting a little bit more time into your advert, it will not only increase the number of responses, but increase the quality of people.

2. Have a Good Hiring Process

The current market moves very fast for good candidates. If your interview process is too long, or too straining on the candidate’s time, this can be the reason for losing a candidate to a company with a faster process. It may be hard to hear, and although WE may know that your company and the opportunity you have is amazing…the market is filled with hot job opportunities who are all looking for your good candidate. Is not doing that technical test really going to affect you in the long run, or are you going to be more affected by losing out on good candidates?

3. Choose the Right People to Interview

It’s all well and good to shorten and improve the length of your hiring process, but it is then important to be selective about who you are putting in to interview candidates. From previous experience, this person needs to be able to truly represent your company, be a good advocate for your brand, and give a good first impression. By only choosing the decision makers to conduct the interviews, this can lose rapport with the candidate who may want to get a sense of what the company is like from someone more junior.

4. Competitive Salary, and a Strong Offer

The most obvious way to secure good candidates, but something I see getting overlooked way too often, is the importance of paying a competitive salary. This is something that we as recruiters can definitely help you with as we have extensive market knowledge and will have insight into what salaries competitors are paying, and what good candidates are expecting. It is easy to think your job opportunity is amazing even at an average salary rate, and although this saves you money, it will not appeal to candidates who are financially driven. The national average in the US for a salary increase is 14.8%, meaning candidates will expect a good offer for them to consider leaving. On top of this, it is important to make your first offer strong. It is extremely hard to go to a candidate with a second offer after you have already low-balled them. They will ask questions like…If that flex was there to start with, why did they try and offer me lower? Do they really appreciate my value by offering me lower than we originally agreed?

5. Use Us Recruiters!

Although potentially a bit biased, one of the best bits of advice I can give regarding securing good candidates in a tight market, is to utilise your chosen agencies…this really is what we are good at! As recruiters, we have extensive market knowledge and can help add value to your hiring. We also build up strong relationships with candidates and are trained negotiators, so will actively help you secure the candidate through knowing their selling points and lowering their expectations if needed. We also have the time and resources that are required to find those candidates that aren’t on job sites and aren’t going to reply to your job adverts. Don’t miss out on an entire pool of candidates, let us help.

We talk about diversity and establishing inclusive teams a lot as recruiters. A varied workforce brings to your firm an unique set of viewpoints and opinions. In reality, businesses with a diverse staff outperform their competitors and report happier employees.

Despite the hype, just around half of firms have strategies in place to attract a diverse workforce. Approximately the same number of companies do not keep track of workforce diversity.

Unfortunately, bias – even if it is unconscious – can impede some businesses from naturally achieving diversity. It's critical for your recruiters to have initiatives in place that encourage more diverse hires in order to build inclusive teams.

Inclusive hiring can help your team develop more quickly, produce happier employees, form stronger teams, and help your company outperform its competition. Here are a few best practises for inclusive recruitment that your organisation can use.

What is inclusive hiring?

The inclusive hiring process actively accepts a wide range of traits and viewpoints that candidates offer to the firm. It's not just about filling quotas by hiring persons from underrepresented groups or those with disabilities. Instead, inclusive hiring practises seek to level the playing field for all applicants in order to combat bias in hiring and discrimination in general.

In an inclusive recruiting environment, multiple perspectives, beliefs, and values are considered in order to reach a common goal. Your employees will be forced to think outside their comfort zones and challenge new notions or ideas by having a diverse workforce.

It's difficult to avoid unconscious bias when examining a candidate's job application, even with the greatest of intentions. Organizations that want to improve their team's diversity and attract the greatest talent can't afford to have recruitment practises that unintentionally exclude specific groups of people. Bias can occur at any point of the hiring process, but the talent attraction stage, application review, and face-to-face interview are the most important to investigate.

Through job ad placements, bad language choices in job descriptions, and bias in the interview stages, your organisation may be unwittingly decreasing the number of quality applicants from the very beginning of the recruitment process.

Requirements for the Job

Taking a second look at what you're asking of them is one of the simplest methods to attract more diverse prospects. When you're interviewing candidates for an open position, you'll probably have a list of requirements in mind. While having certain standards can be beneficial, adhering to them too rigidly can actually hinder your chances of finding a quality hire.

Your ideal applicant may have five years of industry-specific expertise, but if you focus solely on this criteria, you'll overlook a multitude of other candidates with diverse backgrounds. While this assures that you select someone with the degree of expertise you require, it also eliminates individuals who may be exactly what you need with only three or four years of experience.

Language Used for Audience

Job descriptions can either entice or repel candidates depending on the language used. A good job description speaks to a wide range of candidates while being explicit about the skillsets required. Leading with sensitive, thoughtful, and inclusive language demonstrates to prospects that you are a diverse workplace that evaluates all applicants regardless of gender, race, disability, or status.

Make sure you get it correctly by removing any terminology that could be interpreted as catering to a specific demographic. When it comes to hiring, use inclusive language, which means avoiding gender-specific vocabulary and words, as well as industry jargon. Begin with a job title that is devoid of any references to gender or industry. Keep things simple and concentrated on the task at hand. Work on removing masculine and feminine words as well from job postings.

Advertising the Role

Consider where you're advertising if you want to create a truly inclusive process and attract applicants from various backgrounds. Elite universities may produce outstanding individuals, but they struggle with diversity, as do many other institutions. Your search may be too restricted if you notice that your candidate pool is made up of people with similar educations, histories, and experience levels. After all, similar individuals prefer to apply for employment through the same routes.

While knowing how to connect with the people you want to apply for your open positions is beneficial, you shouldn't limit your prospect pool too much. Get imaginative about where you post your openings to reopen it and attract more different applications.

Many candidates may be looking for jobs via print ads, contacting and visiting job fairs and boot camps, conducting searches on social media, or using their mobile devices to access job adverts. With this in mind, try looking for new employees in a variety of venues; this increases your chances of recruiting for a more diversified demographic. 

Screening and Interviewing

Preventing and Exclusion in the CV Review

It's even more important to have an effective screening process in place if you've drawn a larger pool of applications in order to objectively evaluate your candidate pool. This is when bias, whether conscious or unconscious, may creep into decision-making and undermine all of your hard work in attracting diverse candidates.

This problem has two solutions: removing identifying information from CV’s or abandoning CV’s entirely in favour of another way of candidate screening.

• Blind hiring involves removing any information from resumés that could cause bias, such as age, ethnicity, gender, education, and geographic location. Ideally, only the facts that matter will be left: their skills, experience, and achievements.

• The practice of replacing CV’s with skills testing is gaining traction in the recruitment industry. The idea is to hire based on skills rather than background. Candidates are tested for technical skills (such as coding) and soft skills (like communication), then graded and ranked according to their performance — creating a shortlist of top candidates without any identifying information.

The blind hiring method delays rather than removes bias if your recruitment process includes a face-to-face or video job interview. The key advantage is that you can rest assured that the shortlist of candidates for interviews was generated without bias, and that no promising candidate was screened out for the incorrect reasons.

Minimising Bias in the Job Interview

If you have conducted a blind hiring process up to this stage, the job interview should be the first moment you see the candidate’s ethnicity, age, gender, and appearance. Unconscious bias is therefore unavoidable, but it can be minimized in the following ways:

• Screen questions for exclusive language

• Ask every candidate the same set of standardized questions and stick to the script.

• Use the same assessment criteria and debrief for every candidate.

• Avoid one-on-one interviews. Have a panel of at least three interviewers.

• Make sure your panel is diverse

• Beware of hiring for likeability.

• Don’t make a decision based on the interview alone.

Conduct panel interviews to reduce interview bias and provide for a variety of perspectives during the interview process. You can gather feedback, viewpoints, and ideas from people with a variety of requirements and expectations if you have a lot of people following along in the hiring process. Those outside of your recruiting and hiring staff should be involved in the hiring process. By reaching out to other departments, team members, and company executives, you can eliminate bias by considering other points of view and use their diverse experiences to build an inclusive workplace for newcomers. 

Onboarding New Hires

The first step is to have an inclusive hiring process. Employees who don't fit a homogeneous mould will be unhappy in their new jobs if you simply focus on developing an inclusive hiring procedure and overlook your company culture.

You need to build an inclusive work atmosphere to persuade them to stay––and to actually enjoy their time at your company. Each employee has an unique voice in an inclusive workplace culture, which encourages them to be themselves. Not only are their particular needs met, but they are also encouraged to devote time to personal duties that they consider vital.

To Conclude

There should be a purpose and meaning behind establishing an inclusive workplace and recruitment process, not just another box to check.

There are numerous reasons why having a diverse workforce is advantageous, but it won't happen immediately. As a result, for modern firms, putting in place the proper processes and mechanisms to build an inclusive recruitment team is a step in the right way.

The efforts you take to increase inclusive hiring should be tracked and reviewed on a regular basis, with training being a top emphasis. If you want inclusive hiring to work, you need buy-in and passion for what you're attempting to do.

Dealing with stress in the workplace has long been a problem for businesses. Everyone who has ever held a job has, at some point, felt the pressure of work-related stress. Any job can have stressful elements, even if you love what you do. In the short term, you may experience pressure to meet a deadline or to fulfil a challenging obligation. But when work stress becomes chronic, it can be overwhelming—and harmful to both physical and emotional health.

Stress is a normal part of life; some stress is beneficial and motivating, but when stress becomes overwhelming, it can have a negative impact on a person's mental health. Recognising the warning signs and intervening early can help prevent feelings from spiraling out of control. Taking steps to manage workplace stress is critical for both employers and employees in order to create a mentally healthy working environment where people feel supported.

Workplace stress manifests itself in a variety of ways, and it is critical to understand how to recognise it and effectively deal with it so that it does not escalate. Let's take a look at some scenarios and strategies you can employ the next time you're stressed at work.

Common sources of work stress

Certain factors tend to go hand-in-hand with work-related stress. Some common workplace stressors are:

- Low salaries

- Excessive workloads

- Few opportunities for growth or advancement

- Work that isn’t engaging or challenging

- Lack of social support

- Not having enough control over job-related decisions

- Conflicting demands or unclear performance expectations

Manage your Workload

When we work too much, we put ourselves at risk of burnout—a psychological syndrome that leaves us constantly exhausted, overly cynical, and feeling like nothing we do matters.

Everyone needs help from time to time and discussing your workload with your manager is important if you’re struggling. Simply getting your worries off your chest can help, and together you can work to set realistic targets. It’s okay to place boundaries: say no. Strong boundaries are essential in any healthy relationship, including your relationship with your employer.

Accepting a task that you are unable to complete may result in an excessive amount of stress in addition to the task being poorly completed. And without clear boundaries around the workday (and even during the workday), you’ll always be tempted to keep working. You might have a conversation with your boss about expectations and deadlines. They might be able to help you set boundaries at work and resolve any time-management issues you're having.

An important strategy to help manage your workload is prioritising your work. By learning how to prioritize means getting more out of the limited time you have each day. It’s one of the cornerstones of productivity and once you know how to properly prioritize, it can help with everything from your time management to work-life balance.

Establish boundaries

In today’s digital world, it’s easy to feel pressure to be available 24 hours a day. Establish some work-life boundaries for yourself. That might mean making a rule not to check email from home in the evening, or not answering the phone during dinner. Although people have different preferences when it comes to how much they blend their work and home life, creating some clear boundaries between these realms can reduce the potential for work-life conflict and the stress that goes with it.

Identifying patterns

Knowing what your stressors are can help you anticipate them, making long-term stress management easier. For example, if deadlines make you anxious, you may need to request longer lead times or begin earlier. If you don't have enough time to complete all of your responsibilities, you may want to automate some of them. If this isn't possible at work, try to spend some time thinking about it outside of work. Consider making a list of everything that usually causes you a lot of stress at work. Try to write at least two possible ways to deal with those stressors next to each.

Ask for Support

Clarity about expectations and performance are important steps toward feeling more confident and less stressed at work. However, having an honest and open relationship with your boss is a critical factor. Having a difficult conversation about workplace stress, especially with your boss, is never easy. However, it can assist you in focusing on what is best for your own mental well-being, which will benefit the company.

They will have the tools and resources to inform you about what the workplace has to offer. Many workplaces provide programmes such as counselling to assist you in getting through these trying times. Take the time to explain how you manage your professional and personal lives to a friend, co-worker, or family member. Don't be afraid to express your worries and concerns. The vast majority of people are going through the same thing and are unsure how to discuss it with others. If you're feeling disconnected from your co-workers, try to find a way to reach out to them. When you are able to express your emotions, your thoughts become clearer.

Give Yourself a Break

If you've been under a lot of stress at work, it's okay to reward yourself and find a work-life balance. Create habits! It's possible that this is easier said than done... Try muting teams or deleting the email app from your phone. This is especially useful if you work remotely, as it can be difficult to unwind after a long day at work.

Why not make the most of your paid holidays? Take advantage of the time off you are entitled to and use it to reset your mind: plan a holiday, go to movies, visit family, or do anything else that you enjoy and will help you feel more relaxed. Try to balance things out by taking advantage of your free time, such as weekends. These activities can assist you in unwinding and enjoying life. This, in turn, can fuel your creativity and help you find fresh perspectives on your work.

These small steps can make a big difference in reducing stress, building resilience, and improving your mental health in the workplace. If you're still stressed about working in your current role and are open to looking for opportunities then contact our recruitment team today.

With many employers struggling to retain good quality IT staff, professionals are increasingly likely to be presented with a counteroffer when they announce their resignation. These enticing offers can cause you to seriously reconsider your decision to leave, whether they offer you a promotion, more flexibility, and responsibility, or a pay raise. But that's exactly the point.

The decision of whether or not to accept a counteroffer is an important one that may have a lasting impact on your career. It's a fantastic issue to have. If your boss/employer is willing to up the ante in order to keep you, you're obviously doing something right. Moving on to a new company, on the other hand, may provide you with additional benefits and opportunities that your current employer does not provide.

It can be difficult to decide whether to accept a counteroffer, and there are numerous factors to consider.

Aside from salary, the costs of advertising your job, filling the vacant position you leave, and training a new hire can total tens of thousands of pounds. Furthermore, many IT and digital jobs are currently difficult to fill due to current skill shortages. Such difficult positions can remain open for months or even years, inadvertently costing companies money by delaying them from meeting their objectives. Employers do not make counteroffers because they like you and will miss having you around. Although their counteroffer may make you feel special, the main reason businesses make counteroffers is to save money.

What is a Counteroffer?

A counteroffer is an offer made in response to another offer. It is an employer's bid to keep a high-performing employee from leaving in a recruitment scenario, and it is usually made after the employee has handed in their notice. A counter-offer is intended to persuade you to reconsider your resignation, and it usually includes a pay raise or promotion.

Employers make counter-offers for the following reasons:

- To keep the employee's knowledge of the company, customers, and processes.

- To save money on hiring and training a replacement.

- To avoid burdening the rest of the team with extra work.

- Keeping employee morale and team relationships high.

Why You Might Accept a Counteroffer

Over 50% of employees accept counteroffers. At the time, it can seem like the right decision as you won’t have to master the working methods of another company or build relationships with new colleagues. Being offered more money is one of the most common reasons that employees will accept a counteroffer. This will work well if you are satisfied with your current position, like the company, and get along well with your work colleagues. You get to stay in a place that is comfortable for you, and you are fairly compensated for the work that you do.

Accepting a counteroffer should be done with caution, as the employer may question your loyalty to the company, and you may be perceived as only interested in financial gain. 80% of employees that accept a counteroffer leave within six months and 90% within a year. Proving that money isn’t always enough to overcome the problems that made you want to look for a new job in the first place.

Why You Shouldn’t Accept a Counteroffer

Unfortunately, there are more reasons to turn down than accept a counteroffer.

Consider the Reasons for Wanting to Leave

Getting a raise is, at best, a temporary fix. Only 12% of employees resign for financial reasons; poor work-life balance, a lack of career development opportunities, and a lack of benefits are increasingly motivating factors to leave. So, chances are you're looking for a new job for other reasons than a higher salary, and these reasons aren't going away with a higher salary. Consider why you started looking for other opportunities in the first place. Most likely, salary was a factor, but it was not the only one. Perhaps you felt stuck, with few opportunities for advancement, or you realised you were comfortable but not reaching your full potential.

Trust is Broken

Accepting a counteroffer will almost certainly harm your relationship with your current employer. Your resignation will be interpreted as a lack of dedication to the company. The desire you expressed to leave may indicate that you are not as loyal or committed as other employees, which may have an impact on your career development as you may be passed over for promotions in favour of co-workers who have not attempted to leave.

Will Things Really Change?

The frustration, suffocating feelings, and dissatisfaction that drove you to look for new opportunities will remain, and the raise in pay is unlikely to make them any less unbearable. Whatever turned you off about your job before the new offer will irritate you even after you accept it. Perhaps you were passed over for a promotion or were simply not given the opportunity to advance. You most likely expressed these concerns to your employer at some point, but they were not effectively addressed. These issues are likely to persist after you accept the counteroffer and will eventually force you to resign – this time for good.

Will my Job Security be Affected?

Accepting a counteroffer significantly reduces your job security. Your boss has worked hard to keep you from leaving, but you can bet that when it comes time to make redundancies or reduce personnel, you'll be near the top of the list because you've already tried to jump ship. This desire to leave may indicate that you are not as loyal or committed as other employees, which may have an impact on your career development as you may be passed over for promotions in favour of co-workers who have not attempted to leave.

How to handle a Counteroffer:

Whatever your reasons for resigning are, don't accept or reject a counteroffer right away. Here are some suggestions for dealing with a counteroffer.

Speak with your manager about the terms of the offer- Go to your manager and ask them why they want to keep you. Is it because you are valued, or is it just to save money on turnover? You don't have to make a decision right away; ask for a day or two to think about it. Take some time to think about their proposal so you can be confident you're making the right decision.

Compare the offer with your new job offer- Compare the strength of the counter-offer to the offer from your prospective employer. Consider factors other than salary and benefits. Consider which company will best help you advance your career in the long run. Where can you grow the most? Which provides more opportunities for advancement? Consider which company best aligns with your values; company culture and vision are important factors to consider because they can influence how engaged, motivated, and happy you are at work.

Speak to your Recruitment Consultant- If you're using a Recruiter, notify them as soon as possible about the counter-offer. They'll have been through this process with other candidates before and can give you their professional opinion on what else you should think about. It is in their best interest to assist you in making the right decision, as their client will be looking for candidates who want to stay long-term and advance within their company, rather than leaving after a few months and returning to their previous employer.

Revisit your reasons for leaving- Most counter-offers include a pay increase, but money is rarely the primary reason someone leaves their job. Many people look for work elsewhere in order to improve their work-life balance, gain more experience and responsibility, or work in a more dynamic work environment. Consider why you looked for a new job in the first place, and whether the counter-offer meets all of your requirements.

Listen to your inner voice- You've probably heard the advice to 'trust your gut' or 'go with your gut'. This is also true when looking for a new job. Although you should be methodical in weighing the benefits and drawbacks of the counter-offer versus the new job offer you've accepted, if you have a nagging feeling that staying isn't the best option, pay attention to it. Whether it was due to a lack of inspirational leadership, limited opportunities, or subtle office politics, your inner voice was telling you to leave and look for another job, and ignoring it could cost you in the long run.

Making a Final Decision

It can be difficult to decide whether or not to accept a counteroffer. It is critical to consider each of the previously discussed points and create a list of pros and cons. You may discover that you require additional information about your potential new employer. In this case, it's often best to consult with your recruiter so you have all the information you need to make the best decision for your personal and professional development.

If you want to begin searching for the job but want to look at the other options, but don't know where to start. We're here. Contact us to today to find out the amazing opportunities.

Coming from a university background completing a BSc and MSc in Sport and International Business, you see both sides of university life. The relatively easy undergrad where every day is a weekend, there are no ties or commitments, and heaven forbid you get two one-hour lectures back-to-back. Then there's the full-on, demanding MSc, where you're drowning in deadlines and your workload triples.

You must develop strategies to help you deal with the news pressures and workloads. This can be a valuable learning experience in dealing with real-world pressure and stress. The coping strategies you learn here will help you manage and reduce stress later in life. You work hard to meet deadlines and maintain a work-life balance with sports and social circles, and then one day you turn in your last assignment and the adult world knocks.

This gives you some breathing room as you try to find your way. Trying to find that path can be difficult and perplexing at times. I'd advise you to keep an eye out for potential opportunities that will allow you to develop whatever qualities are important to you. Recruitment seemed like a no-brainer to me. Coming from a hardworking family, recruitment allowed me to continue to build on the skills I learned in my master's programme and previous experiences in my current line of work.

Coming from a social and sporting background, recruitment allowed me to continue to evolve social aspects of my life by developing communication styles. It gave me the ability to take on personal responsibilities and manage my own workload. Recruitment is a profession that rewards hard work, and it is often said that "what you put in, you get out." It is not an easy journey, and I would not recommend it to everyone, but it can be a highly rewarding and exciting career.

To be successful in this field, you must be resilient and willing to roll with the punches. No recruiter is finished after their first day, and I doubt they ever will be. Be prepared for highs and lows. You must enter this field with an open mind so that you can absorb all the necessary information and learn from those around you. You'll get into the swing of things once you've found your feet and your own style. Then success will begin to arrive, and your efforts will be rewarded. Dividends will be paid on what you have invested. Simply buckle up, brace yourself for the blows, and settle in for the ride.

In the digital era, applying for jobs has never been easier. However, a consequence of this – along with the effects of COVID-19 on employment – is that applications per role are sky-high.

In a competitive job market, a standout job application is worth its weight in gold. A study revealed recruiters spend just 7.4 seconds looking at the resumes of job seekers – so being able to make an impression quickly is essential.

So, what can you do to make your job application stand out from the pack? 

Follow these tips to make changes to your job application and improve your chances of success for a job interview.

‘I’ve never seen it so competitive out there’, says Practice Manager Simon Nicholls. ‘With that many people applying for the same role it’s impossible as a recruiter to review all of the candidates, and similarly impossible to get attention as a candidate’.

Despite this, there are things that you can do to make it as easy as possible to make your application stand out. Simon shares his advice below.

1) Make sure the role is a perfect fit for you

It’s common for people to apply to anything and everything when job hunting. This not only wastes your time, but also the recruiter/hiring manager who has to go through the applications. If your profile doesn’t match the job description, you won’t get the job – simple as! With this in mind, you do want to challenge yourself to a role that you know you can do, but requires some brain power and is engaging. Some people suggest your profile needs to match 80% of the job description – this isn’t an exact science and varies every time but might be worth keeping in mind.

2) Apply to the role on the job board/LinkedIn etc

This might sound like it’s a given, but you’d be surprised how many people call/email to say they’re interested in a job but haven’t actually applied yet. Job applications can be tough, so try not to procrastinate and get it done. You’ll be in a much better position after you’ve applied to the role.

3) Track down the recruiter on LinkedIn and send an InMail & Email. This InMail/Email should include a very short overview of your suitability e.g.

"Hi Simon. I've just applied for the ROLE in LOCATION. I feel I am a good fit for the following reasons:
- The rate/salary is in line with my expectations
- I am based near to the location (description)
- I have experience in X, Y and Z and companies A,B and C
- I am immediately available for interviews and starting
Please let me know if we could discuss this role further."

4) Follow up with a call (but at the same time don’t spam call)

It’s all about getting your name heard! (and having the application to back it up…)

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This may not be a sure-fire guide to get your application viewed by decision-makers, but it can sure help. If you have any more suggestions or questions regarding this topic feel free to get in touch!

As recruiters, we get the opportunity to speak to a whole host of hiring managers, each facing their own challenges when looking to bring the best talent on board and grow out their teams. Although even the largest, most resourceful companies are still likely to face their fair share of tests, this article will focus on identifying the key challenges faced by SMEs when hiring for their IT/Infrastructure teams, as well as looking into best practices and new ideas on how to solve them.

I am in contact with a range of SMEs, speaking with hiring manages to get to the bottom of what works, what doesn’t and how they have managed to improve and streamline their recruitment processes. Outlined below are some of the key talking points that arose, which will hopefully provide insight and assist in building a hiring process that works for you.

What to focus on when hiring IT/Infrastructure employees?

Believe it or not, a surprisingly large number of hiring managers found putting too much emphasis on a candidate’s technical capabilities was ineffective in the initial recruitment stage. It was an almost unanimous agreement that on reflection, more focus should have been placed on values fit and working attitude. Bringing in someone that shares the values of the company, as well as having a positive can-do attitude can have a huge impact on SMEs.

Having a team of motivators is a sure way to maintain positivity, overcome challenges and create opportunity for innovation. Someone could be exceptionally talented in terms of technical ability, yet if they aren’t invested and motivated to make things work, they’re probably going to be more of a detriment to the business in the long run. As the saying goes, “one bad apple can spoil the bunch”.

Unlike technical skills, mentality can’t be taught. So, when it comes to technical skills vs mentality, let’s call it even. Hitting that perfect balance of technical prowess and personality fit in a new hire is any SME’s dream!

Make your interview process more effective

Giving candidates reasons to buy into the company from the start is crucial for attracting talent (and it only takes 10 minutes). The current market is extremely candidate driven; strong candidates are likely to have multiple other processes going on alongside the opportunity you’re offering. Ten minutes on the phone is all it takes to create a good first impression and make candidates feel like you are valuing their application and are aware that interviews are a two-way street. You are aiming to put your company at the forefront of the candidate’s mind.

Testing technical ability

The interview processes at SMEs are often far more thorough than some of the larger companies I’ve worked with, and why shouldn’t they be? The associated risk of every hire is far greater than in larger and more established companies. Holding some form of technical test, whether it’s an online screen share, or a verbal test in the interview from one of the senior team members is a great way to separate the technically strong from the lesser capable.

There are two big “don’ts” when it comes to testing technical ability. Firstly, jumping straight into a technical interview as a first stage, without previously giving buy-in to the company (yes, this again). This can be hugely off-putting and can give a sense of elitism to your hiring process.

Secondly, putting candidates through a ridiculously long process, just to prove what they’re capable of. The candidate shouldn’t need to be asked the same questions by 4 different people within the organisation. This can give the impression of poor communication and time management within the business, whether this is the case or not. Candidates are often reluctant to commit to such a long process for a job that they ultimately might not land.

One of my clients mentioned the idea of collaboration-based interviews. The way this works is that they get the candidate to participate in a real-life situation. Sit in on a brainstorming session with the team, focusing on how best to overcome a specific, real problem. This way you can test the candidate on how well they collaborate, how confident they are giving their own ideas and how they communicate these ideas to a wider audience. This also gives a positive experience to the candidate as they get a real insight into what it would be like working in the company – and ultimately the team.

Finally, something hugely important for all companies, big or small, is responsiveness and feedback. This is so vital, yet still not on the priority list for many companies. Due to the competitiveness of the industry, candidates can be off the market within a matter of days. If you aren’t providing constructive feedback on profile submissions or interviews within two days maximum and keeping candidates in the loop, assume that your competition is, and expect to be left behind!

How does your tech stack correlate with talent attraction?

I asked each hiring manager: “when choosing your tech stack, do you think about how that correlates with talent attraction and current technical trends for when you’re likely to be growing the team further down the line?” This often prompted the response: “I’d never really thought about it until now”.

Around 90% of the people I spoke to stated that the tech stack was chosen with the sole focus on implementing the best tools for the product, without giving a thought to how their choices would affect the future hiring process. Makes sense! However, keeping talent attraction in mind when discussing technical decisions is no bad thing. This doesn’t mean that you should pick a tool unsuitable for the job just because it’s the “next big thing” but keeping up to date with the latest versions of the tools and technologies that you’re using is likely to appeal to potential candidates when the time comes to grow out the team. Emerging technologies will also keep your product/service scalable as you continue to expand.

Being open to implementing new technologies and offering an element of technical freedom to your IT employees can also be a great way to attract talent, encourage innovation and ensure that your hires have the mindset of continuous development (which is the attitude needed in most successful tech SMEs).

How do you compete with the tech industries “Top Dogs”? And do you need to?

Interestingly, the majority of people I spoke to didn’t feel as though they are competing with large organisations on anywhere near the same level that they are competing with other SME’s. This is due to the belief that the majority of candidates either have the appetite for an SME, or they don’t.

If you have a candidate with their mind set on working in a small, more open environment, how do you attract them to yours? Many thought that it is more effective to focus on offering the candidate intangible benefits such as technical freedom, ownership over projects, the chance to make a real difference on projects and the company as a whole. This would often be more appealing than trying to match the ‘competitive’ financial packages that are being offered elsewhere.

Whilst these benefits will appeal to a “smaller company” minded candidate, it’s important not to use these benefits as leverage to negotiate a lower salary. Underwhelming a candidate with a job offer is a sure-fire way to put them off!

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If you have any questions, comments, or tried and tested methods for attracting talent to SMEs that haven’t been covered here, please feel free to contact one of our team members to discuss.

The battle for talent is at an all-time high with organisations doing whatever they can to attract and retain industry-leading talent. Whether or not you choose to accept this, the reality is that we are currently in a candidate-driven market and if organisations fail to adapt, they risk falling behind in the race to the top.

 I recently spoke with a client who had been struggling to remain competitive due to having a six-stage interview process, and a technical assessment which even their most Senior Engineers were unable to complete. This resulted in candidates being unwilling to go through such a long, drawn-out process or receiving offers from companies with a more streamlined process. Thankfully, they were an adaptive company who were willing to recognise their downfalls and make changes to the way they structured their interview process. Following this, they reduced the size of the process by 50% and have since been thriving ever since.

I've summarised 5 key points in which organisations can do in order to attract and retain the top talent:

1. Get your job description and advert right

A well-written and informative job post that defines abilities and needs should not only weed out unsuitable individuals.

2. Communication

Once applications begin to roll in you must ensure that the candidates are acknowledged and informed on the next step. When you ask someone for an interview, tell them everything they need to know beforehand, including who’s doing the interview, how long it’s likely to last, if there are any tests, and who to contact if they need to change or cancel the interview.

3. Get your interviews right

In some circumstances, two or three step interviews are necessary, but with the current unemployment rate at around 4.1% it is likely that you will be competing with other employers and roles and let’s face it, nobody likes the waiting game created by an unnecessarily lengthy interview process.

Most of us expect to have a couple of interviews for a position. But many more than that and you risk losing Don’t forget about video interviews either – even though things are now returning to normality after the COVID-19 pandemic, a video interview could be much quicker to schedule. And it also means you can recruit from further afield. You could always look to carry out first interviews by video and then bring the best candidates in for a face-to-face later.

4. Remember that one size doesn’t fit all

Always have a plan for your interviews. You’ll want to tailor each one for the candidate you’re talking to. So, make sure you’ve studied every CV – there’s bound to be some specific skill or experience that you’ll want to ask them more about. Having said that, you’ll also want to have some standard questions you ask everyone. This is a great way to help you choose between similarly qualified candidates.

5. After you’ve found your person

You’ve got your perfect candidate. So don’t wait around to make your offer. And when you do, make sure you give them a deadline as to when you want their decision. A couple of days should be enough, although bear in mind they might have other companies interested in them as well – so try to be flexible if they need a bit more time Once they accept, keep in touch with them before they start. This will help make onboarding go much more smoothly.

My advice is therefore aimed towards both clients and candidates. Candidates: You are in demand. Understand your value and do not settle for long drawn-out interview processes where you are made to jump through hoops which even existing employees are not able to. Clients: Adapt. It is a candidate-driven market and I appreciate that you may have traditional processes which you have worked in accordance with for many years, but the most successful organisations are those which are able adapt in an ever-changing and increasingly competitive market.

For some time, the four-day work week and demands for this new style of working to become a reality in the workplace have been gaining traction.

While the five-day week was once a great concept for getting the most out of employees, it was developed during a time when industrial labour was the norm. However, in today’s society modern technology has significantly sped up the way we work, and that the five-day week is no longer necessary.

Across the globe, businesses big and small, have been experimenting with how feasible, productive, and profitable a transition to working four days a week may be. Trials of a four-day work week have been successful in New Zealand, Sweden, and Spain, with the United Kingdom being the most recent country to test the concept in the hopes of achieving the same level of productivity in fewer hours of labour. 30 large companies will be participating in trialling a “4-day work week” for 6 months with researchers measuring not only productivity but also the impact on workers’ wellbeing and assess the program’s effect on the environment and gender equality.  

The UK trial will follow the 100:80:100 model, where workers receive 100 per cent of the pay for 80 per cent of the time - in return for committing to maintain 100 per cent of their previous productivity. As a result, the individual would work approximately 28 hours over four days.

So, what are some key pros and cons of the 4-day work week?

Advantages of a four-day working week

Better Work-Life Balance

Allowing employees to take an additional personal day allows them to focus on personal projects, pursue hobbies, and spend more time with their families, all of which may be beneficial to their mental health.

It seems to reason that having more leisure time, working fewer hours, and spending less time in front of a computer screen will lower stress. Employees who have a better work-life balance are healthier and more productive.

Increase in Productivity Levels

Working fewer hours has been found by researchers to increase productivity. Employees may feel better and more content as a result of spending less time at work, allowing them to focus on their task while they are there. Employees who are happier and more content are more focused on their jobs when they are at work, according to the theory behind a shorter week.

Perpetual Guardian, a significant New Zealand company, experimented with a four-day work week and discovered that not only did productivity increase by 20%, but work-life balance scores improved from 54% to 78%.

Smaller Carbon Footprint

Shorter working hours are associated with a lower carbon footprint, thus cutting our work week from five to four days might be beneficial to the environment as well. Employees will need to commute less if their work week is cut short, lowering their carbon impact. Research published recently by the environmental organisation Platform London showed that moving the economy to a four-day, 32-hour working week—crucially, with no reduction in pay for workers—would reduce the UK’s carbon footprint by 127 million tonnes per year.

Recruitment and retention

Workers demand more flexible work patterns as a result of the growth in hybrid and remote working during the pandemic. This is clearly a bonus that persuades employees to stay at a firm. Employees are encouraged to work week after week when they know they'll get a three-day weekend. It's still a somewhat uncommon benefit, but it may be a terrific way to attract top people and keep them motivated. 

Disadvantages of a 4-day work week

It Doesn’t Suit Every Business Model

Unfortunately, a four-day workweek isn't suitable for every company. It's only a feasible choice for businesses that can convert their entire operation to a new style of functioning. Longer hours and work-related stress.

Difficult to Implement

Changing from a five-day to a four-day workweek is difficult to implement. Schedules must be revised, policies must be amended, and personnel must be informed of the changes. Because this changes the way all areas of your business work, it may take some time to implement.

Increased Deadline Pressure

Workers will have fewer days to finish tasks while working the same or less hours per week. When employees have less time, they may feel more pressure to get things done. On days when you aren't working, work from other companies may still pour in, adding to your stress.

Although the reduced work week has been successful for many European firms, it remains to be seen whether a 4-day week is the solution to the changing 21st century workplace or not.

The four-day approach may not be appropriate for all industries but what research and statistics have shown is that companies who place a greater emphasis on employee well-being, engagement, morale, and productivity reap the advantages.

When you receive a call or email from a recruiter, your first instinct is to hang up or ignore it, but you should view it as a learning opportunity, even if you aren't seriously considering leaving your current position.  

In most circumstances, the experience will help you learn more about yourself as a job candidate and give you an idea of what employers are looking for – information that will prove invaluable when time comes to make a change.  

When given a compelling opportunity, we've seen people, who weren't previously considering a career transition, dramatically transform their perspective — and approach — and end up better off.  

So, if you  are  contacted by a recruiter, consider asking some questions and building a relationship as you never know what you might find out. Below are some questions you should consider asking.

Consider asking:

Why is the position open? Determine whether the position is a newly created one or one that has become unoccupied. If the latter, inquire as to why the prior occupant of the position left and how long the position has been open.  

What skills and experiences do the hiring managers value the most? Request a list of the needed skills and experiences for the position from the recruiter. Having such a list will make comparing the employer's criteria to your own skill set and deciding whether to pursue the opportunity much easier.  

What does the day-to-day of the job look like?  This is a great approach to get past the repetition of a job description and gain a better understanding of what the role requires. Ask questions to help you figure out how you'll spend the most of your time.  

Why did you connect with me? What about my background indicates that I'd be a good fit for the job? The answer to this question can reveal how individuals outside your organisation evaluate your work and successes, as well as how rigorously the recruiter did their homework, which could indicate how well they understand the role they've been hired to fill.  

Is there anything concerning about my CV or background? This is a great tool to see how competitive you are for the job, and it will also give you information to help you plan a strategy for filling any perceived gaps in your cover letter, resume, and interview. 

What kind of flexible work arrangements does the job offer? This is particularly essential knowledge in the COVID era, when many people have become accustomed to working from home and may wish to do so in the future. Understanding the variety of advantages that come with a position in general is also a useful approach to learn about the culture and values of the company. 

What can you tell me about the company's culture? What are the organisation's values, and how do they manifest themselves in its work? Organisational culture and values are important considerations for most people when deciding whether to accept a new position. Inquire about details that go beyond what's on the organization's website or in a handbook, such as how the organization's principles are demonstrated in day-to-day activities. Inquire about the company's professional development opportunities, human resources practices, and everything else that goes into developing a healthy organisational culture. 

What work has the organisation done to become more diverse and inclusive? What has been done to make the organisation more diverse, inclusive, and equitable? This will be critical in 2023 for applicants looking for inclusive and progressive workplaces. Inquire about training and development opportunities that concentrate on diversity and equality.  

What does the interview process look like and how long does it take? If you choose to pursue the opportunity, the answer to this question should offer you an idea of how much time commitment you'll be required to make, as well as whether it's something worth investing your time and energy in. 

The questions above are meant to be a starting point for assessing whether a potential career is a suitable fit for you and deciding whether you want to pursue an opportunity presented to you by a recruiter. It’s always good to think outside the box and come up with a couple more questions of your own. Moving to a new company can be intimidating, but it's also a fantastic — perhaps the best — way to grow your career. Before making a decision, gather as much information as possible and act on it. 

If you're in need of help with your job hunt or just need some free, confidential advice regarding the hiring process please contact one of our team.

My name is Patrick Griffiths and I’ve been working at Franklin Fitch for over a year. I’m a Recruitment Consultant and I’m about to tell you about how I made the decision to transition into recruitment. 

Before becoming a Recruitment Consultant, I did something entirely different; I owned my own Fencing company. When I ran my own fencing business, instead of sitting in front of a computer typing on a keyboard, I worked extremely hard physically. I've always wanted to work in an agricultural field, such as forestry or sustainability. Due to this, my parents decided that sending me to an agricultural school would be the greatest option, and I thrived. 

Following my undergraduate degree, I launched my own company and began building and installing fences across the rural areas of England. It was a difficult and gruelling profession, but one that I liked. After a few years of fencing, I've chosen to broaden my professional options and pursue a job in another industry. I was delighted to have found a company like Franklin Fitch; they have a clear career pathway for individuals, tailored to each person to help them develop and excel through learning and training. I learned from my previous career that the more you work, the more you get out of it; and that is already one of the primary parallels between the fencing and recruitment industries. 

My decision to leave fencing was partially motivated by a desire to try something new. When I discovered the recruitment profession, I was astounded at how many transferable talents I had from fencing that I could apply here as well, such as the capacity to communicate with people in a professional setting or delivering excellent service to clients.  

Fencing was physically demanding, whereas recruiting was mentally demanding. You'll learn how to deal with rejection and identify your major motivators in this section. Even if things went utterly wrong occasionally, you must keep going day after day to be successful. I'm delighted I took the plunge into recruitment, and I'm excited to be on my way to being a senior consultant. My strong work ethic sets me apart from people who have never worked before, and my professional expertise also helps me perform better. 

So yes, fencing might be something completely different, but it helped me perform even better in recruitment. Just be brave and make a move if you think recruitment might be the right thing for you to do. 

When searching for a new role, quality over quantity wins every time. I see many candidates who take the approach of submitting hundreds of applications for any role with a relevant title, who then end up frustrated when they receive little to no response. Learning why these are mistakes can help you avoid wasting time and focus on the position perfect for you.

So how can you fix this?

Be Specific – think about your next career move before starting to apply and only apply to roles that are truly relevant and match your skillset. Candidates that use job search sites to apply for many jobs at the same time and have a CV that is overly generic will almost certainly be sent to the bottom of the stack. The CV should demonstrate that the candidate has the qualifications to perform a certain job and that they would be a suitable fit for the position and the firm. This is why individuals who submit many applications rarely receive a response from recruiters. It is preferable to spend time researching the organisation and reworking a job application to meet the job description.

Tailor your CV – this can be difficult to do for every application, but for the ones that you're really interested in and believe you're a good fit for, it's worth it. It doesn't need to be a re-write, a quick re-shuffle of your technical skills and highlighting the skills that match the job specification on the first page makes a world of difference. Take the time to personalise job applications to indicate that you are qualified to fill specific jobs. (Extra Tip: Ask your recruiter if they have any advice on what changes you could make to put you in better stead!)

Follow up – don't let your CV get lost in the pile. If you've applied for a role and you can see a recruiter is managing it, follow up! Send them an email or a LinkedIn message to let them know you've applied and that you've read the job advert and explain briefly why you believe you're a good fit. This really helps you stand out from the crowd.

I'm a firm believer that It's better to do 10 deep applications than 100 shallow ones!

My name is Anthony and I’ve been working at Franklin Fitch for over 3 years. I’m currently a Senior Recruitment Consultant, but prior to taking a chance and embarking upon my recruitment career, I was a DJ in which I performed around the world.

I first started getting into music when I was 12 years old and whilst music was my passion, I didn’t earn money with it in the beginning, so I had to get myself a job. After my A-levels I started working in a law firm whilst listening to drum and bass, house, and techno music. I’ve learned a lot about property law and administration, but realised quickly that that’s not for me as it’s a very black and white world you live in. So, I invested more time into becoming a DJ, travelled from country to country for gigs, and played for a huge amount of people. I’d consider myself a people person as playing to the crowd and talking to people is part of my daily business.

In terms of my journey into recruitment, my first intention was to earn more money and have a regular salary and a structured full-time job. As soon as I’ve started the job, I realised that there are much more similarities to my previous career steps than I thought and the transferable skills, which I learned from performing, helped in my transition into recruitment. Recruitment and law for example both have clients you need to communicate with. So, in both working environments communication and confidence are key to be able to reach your targets.

Both of my prior employment taught me how to be a friendly and social person while remaining professional and appropriate at the same time. Being a DJ entails connecting with the crowd and responding to the music preferences of the listeners. When working with various types of clients on various types of issues, I've also learnt to be versatile. This capacity to adapt to diverse personalities now sets me apart from my co-workers.

Recruitment is a challenging job with a high variety of tasks, but less pressure than working in a law firm for example. Apart from the salary what I love most is that you learn from people about people, you communicate and collaborate. So, within recruitment, I found a job that brings out the social aspect as well as the routine that I was looking for. So don’t hesitate and decide to take a chance and make a change, maybe this is also going to be your future.

The Great Resignation is here, and its real. A new era for the workforce as we emerge from the pandemic. In this new era, we see a critical movement from employees – a change in their hearts and minds about where and how they want to work. According to the U.S. Department of Labor, during the months of April, May, and June 2021, a total of 11.5 million workers quit their jobs. Anthony Klotz, the Texas A&M psychologist who coined the term “The Great Resignation,” believes a major factor in job departures is that people are re-evaluating their relationship to work in the wake of COVID-19. 

Workers have been able to reassess their jobs, working circumstances, and long-term ambitions as a result of the epidemic. Many have experienced “pandemic epiphanies” making workers less likely to maintain positions they find unsatisfactory, and more likely to feel empowered in their search for better (or more fulfilling) roles in the workforce. As a result of this paradigm change, a significant number of people are looking for new occupations, and many firms are striving to fill available positions.

If considering making a change in your career our advice is to critically evaluate each of the following:

• The Job- Is your new position exciting to you? Is it a test for you? It might be the first step toward a new professional path or functional area. Alternatively, you may go into a firm where you've always wanted to work. If you're leaving to perform the same job for greater money, we recommend that you consider the various factors that led to this decision.

• The Purpose- How does the goal of what you're going to undertake align with your own personal values? Consider how your own values connect with the firm, the products they sell, the services they provide, or the personal cause they support. As you invest in the moral good, your purpose will fuel your enthusiasm and transform your career into more than just employment.

• The Leadership- We know that one of the main reasons employees search for new chances is because of their direct or immediate superiors, it is critical to assess new leadership during the change process. Find a leader that will push you to be a greater contributor by challenging, coaching, and supporting you; one who will support your professional goals and objectives, your passion, and is focused on your best interests; one who will not hinder or stop you from advancement due to self-serving motives.

• The Culture- Make sure you're familiar with the company's culture before you start working there. Assess if the firm as a whole invests in its culture and holds the leadership accountable for their behaviour and actions in achieving the stated cultural objectives, rather than merely reading the companies' value statements. It's just as vital to find your people and a sense of belonging as it is to be paid and have opportunities. If you miss the target on this, you'll rapidly become unhappy and demotivated.

Over the last several months, there has been a significant surge in competition for experienced talent, particularly in the Solution Provider and Consultancy market, where demand for individuals with a strong balance of technical competence and client-facing abilities has skyrocketed. Returning to the office and taking advantage of the market are two prominent reasons applicants have offered for quitting. Clients that are taking advantage of the market are doing so by listening to their current employees in order to improve retention, as well as modernising archaic recruitment methods in order to secure the finest personnel.Companies must consider adaptation and flexibility in this new era of the job market if they want to keep people and guarantee that they are satisfied in their roles.

Prior to working in recruiting, I worked as a Sales Negotiator for an Estate Agent. My work involved dealing with vendors and purchases, as well as supporting and guiding individuals through the sales process by identifying potential house buyers' needs and comparing their criteria to available properties in the portfolio to discover the ideal fit.

When the opportunity to pursue my dream of relocating to London arose early this year, I made the transition to recruitment. I was drawn to recruitment, particularly in IT since it provided me with the stability and opportunities for advancement that I desired. I was able to draw on my previous experience working in a sales-oriented environment, and I immediately discovered that I had transferrable skills that I could use in my new position. There were numerous parallels between the two jobs, particularly the challenges experienced while attempting to execute a candidate placement or a housing sale. From the early qualifying conversations to discuss requirements and desires, through the coaching of the induvial throughout the process, giving guidance and assistance, to the initial offer and acceptance of the contract or property, the linear structure of the procedures is directly comparable.

My experience in the real estate sector taught me the value of resilience and how to cope with difficult situations given that recruitment can be deemed one of the tougher industries to break into. One of the obstacles I've encountered, and which I'm sure many other recruiters have as well, is when a placement receives a counteroffer and accepts it. It happens in the home market when someone goes through the full process and then backs out at the last minute, leaving you discouraged, questioning your talents, and damaging your confidence.

However, every cloud has a silver lining and there are some key take away points from situations of setbacks:

• View every setback as an opportunity to learn. No matter how long you've worked in the recruitment market, there's always potential for improvement. Take notes on the process and identify any potential red flags that you may have overlooked. Inquire about the issues that were detected and learn why they occurred; this will guarantee that you don't make the same error next time and can reduce the danger of a setback. If you can spot the red flag sooner in the procedure the next time, you'll save time and resources.

• See how flexible the individual you're dealing with is. To identify what the individual need and how far they are willing to go, and this will allow you to determine boundaries. To learn more, be inquisitive and ask questions. People may need to be pushed to share key details that are critical to your ability to assist them.

• Lean on the more experienced people in your team. They can be your sounding board to discuss issues you may be facing and can provide a wealth of information and expertise on how to cope with setbacks and overcome obstacles.

• Concentrate on what you have control over. Although setbacks are inevitable, how you respond to them is entirely up to you. Don’t allow them to define who you are and what you do next in your career. Because there is no such thing as a flawless approach to recruit, there are always things you can improve and adjust.

• Be accountable to yourself. Determine what went wrong and why it happened. You'll be able to make the required adjustments to guarantee it doesn't happen again once you've had time to think on the process.

Prior sales expertise helped me make the transition into recruitment, but it wasn't necessary because with the right support and training, you can flourish in any profession. I've learned to bounce back from setbacks and have been able to develop professionally and personally as a result.

What does it feel like to be the Best Small Recruitment Business in the land? Hopefully we’ll get to find out in October when the Global Recruiter Awards happen in London.

Why? Because we’re delighted to announce that Franklin Fitch is one of five shortlisted businesses in the running for the long-standing and industry-respected title of Best Small Recruitment Business.

Commenting on the shortlisting, Steven Ewer said:

“In the month that we are celebrating 10 years of Franklin Fitch, it’s great to get recognition from Global Recruiter on our successes over what has been a challenging year to say the least. Despite all the chaos that has been happening around the world, the team here has stuck together and grown across the board.

Headcount has increased in all our locations, and we’ve moved to bigger spaces in both our Cardiff and Austin offices. Most importantly though, we are pleased to have continued to connect brilliant IT infrastructure talent with companies across Europe and the US, building great partnerships along the way.

This will probably be our last year of being eligible to enter this category so it would be great to sign off with a win. There are some brilliant recruitment businesses shortlisted alongside us – congratulations to them as well. I look forward to hopefully celebrating with everyone in October.”

You can view the Global Recruiter Awards shortlist in its entirety here.

The shortage of cybersecurity professionals is nothing new. The unemployment rate in cybersecurity has been at 0% since 2011 – a fact unmatched by any other industry.  According to Cybersecurity Ventures, there will be 3.5 million unfilled cybersecurity jobs worldwide by the end of the year, up from 1 million positions in 2014.

This issue has only been exacerbated by the pandemic. Businesses globally were forced to adopt a remote working model where employees were often working from personal PCs, laptops and phones with limited antivirus software. 

According to IBM, remote working increased the average cost of a data breach by $137,000. Despite these heightened security threats, many businesses are still cutting their cybersecurity budgets as we move through 2021. 

Even with the ever-growing threat of smarter and more advanced security breaches, the security industry is under-resourced to fight hackers. 

What can be done to address this issue? 

Upskill more people

Sounds simple, but giving people the skills needed to fill these roles is the single more effective way to close this talent gap. It’s clear that there isn’t enough talent to fill the roles needed, so businesses, organizations and educational programs need to take responsibility in training people in the skills needed. 

Organizations already have the wheels in motion for this. Massachusetts-based MassCyberCenter is partnering with businesses, academia and the public sector to train new cybersecurity workers to fill the more than 9,000 vacant cybersecurity jobs.

The NYC Economic Development Corporation has launched Cyber NYC, which aims to grow the city’s cybersecurity talent pool through training and education programs. 

The Cyber Innovation Center in BossierCity, Louisiana, plans to broaden its cyber skills preparation to 10 million students and 50,000 teachers in K-12 across the US – building a pipeline of young cybersecurity talent. 

Build a youth movement

Encouraging and nurturing young people to become future cybersecurity experts will ultimately solve the cyber skills shortage of the future. Instilling enthusiasm and excitement around cybersecurity and STEM from an early age will organically grow a new generation of talent. 

Various organizations are doing this already. Girls Scouts of the USA have joined forces with Palo Alto Networks to deliver the first-ever Girl Scout Cybersecurity badges for girls in K-12. 

The National Security Agency has been educating young people in cybersecurity through their GenCyber program since 2014. The NSA’s summer camp, Camp Cryptobot, runs annual cybersecurity camps to build the next generation of cybersecurity workers. 

Focusing on the impact that a cybersecurity professional can have on people, businesses and even nations can encourage young people to become invested in the industry. Framing cybersecurity as a career that helps people, does good and is morally right is something that young people in today’s world are keen to make time for.  

Diversity and Inclusion

Diversity and inclusion are particularly important in the fight against skills shortages. Untapped talent pools exist that often go unnoticed in the recruitment process.

How can the cybersecurity industry tap into neurodiverse talent pools, for example? Autism affects more than one in 100 people which means a huge amount of talent. However, only 16% of autistic adults are in full-time employment, and out of the ones that aren’t, 77% would like to be according to the national autistic society’s research.

The lack of awareness around neurodiversity often acts as a barrier of entry for neurodiverse professionals looking to enter the cybersecurity space. Educating decision-makers in unconscious bias is one way to create a more inclusive hiring process that can open doors for unnoticed talent. 

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As recruiters in the cybersecurity space, we know too well the need for talented candidates in this space. Do you have a cybersecurity role that you’re struggling to fill? We have a pool of talent that could be the perfect fit for your role, so don’t be afraid to get in touch.  

Franklin Fitch is proud to have been awarded a 2-star accreditation from Best Companies, representing "outstanding" levels of employee engagement. 

In addition to the 2-star rating (out of a possible three), Best Companies recognised Franklin Fitch as one of the following:
London's 30 Best Small Companies to Work For 2021
Recruitment's 40 Best Companies to Work For 2021
The UK's 100 Best Small Companies to Work For 2021

We couldn't be prouder of this achievement. We consider our people to be our biggest asset, and knowing that they feel engaged at work is very important to us. Having an engaged workforce encourages people to feel connected to each other and our aims at Franklin Fitch, meaning we all want to work towards a shared goal.

Looking forward, we're already getting started on analysing and implementing the feedback from the Best Companies survey. This data will provide invaluable insights into what we can do to make Franklin Fitch the very best place to work - because that's the standard we're aiming for. 

This feedback comes at a great time for us, as we've got ambitious growth plans moving forward. We want to reach 100 heads by November 2023, and are looking for talented people to join us on this journey. Do you think this might be you? Are you keen to hear more about what it's like to work at Franklin Fitch? Get in touch with us today!

What actually makes a real difference in driving greater inclusion and diversity in tech?

This was the question that framed the Tech Talent Charter Inclusion in Tech Festival, which took place at the end of February. We attended the virtual festival as a signatory of the TTC, which ran nine sessions that presented headlines from their 2020 Diversity in Tech Report. The festival shared the key insights and strategies from experts and employers of tech, with a focus on actionable insights.

Day one started by looking at where we are on diversity and inclusion in 2021. Pulling on data and key insights from the 2020 Diversity in Tech report, it was encouraging to see “slow but steady” progress within the tech industry. TTC signatories reported that 22% of their tech engineering roles are occupied by women – up from 17% in 2019.

There is still more work to be done. Although more than 80% of respondents agreed that “initiatives in the workplace to improve gender and ethnic diversity in tech roles are necessary”, 22% would have concerns raising a D&I issue, rising to 32% among ethnic minority groups.

Panellists discussed how unconscious bias training alone is not very effective at changing behaviors. We also need to look at key systems and processes to remove the opportunity for bias to unintentionally creep in.

Tough conversations are the start of meaningful change. While many businesses have the right diversity intentions, reluctance to speak up due to fear of saying the wrong thing often prevents inclusion. These conversations might be tough, but they’re essential in order to close the digital skill gap.

“You need diverse people at the table to help design the solutions”, said Steve McCrystal of Unilever. “We must design for inclusivity”.

Although it’s expected to take time, it’s important to move to a culture where people are genuine allies to their colleagues in different situations from them. This is how we create inclusion at work.

The conversation on day two focussed on diversity outside of gender.  Letting individuals decide for themselves what they need rather than assuming their needs – what one black colleague wants is different from what another wants.

Panellists stressed the importance of such initiatives coming from the top of an organisation. The tone needs to be set by the leadership team that diversity and inclusion is a resource, rather than ‘another thing to do’.

The term BAME is often used when discussing ethnic minorities, yet this category is too broad when looking at diversity in tech workers. For example, Indian tech workers make up a much higher percentage of the workforce than black tech workers.

When thinking about recruitment, diversity and inclusion must be baked in from the start – not as an afterthought. Spending time creating diverse shortlists is essential, which often requires stretching beyond our usual networks.

Take inspiration from digital tech skill training providers who have inclusive and specific approaches and are training black people. 

Day three of the festival focussed on the practicalities of opening more doors into tech. TTC signatories are already making moves to get more people into tech. Across signatories, women represented 25% of technical role holders compared to the UK average of 19%.

The TTC’s ‘Doing it Anyway’ campaign focussed on women who retrained and found new careers in tech. Some of these women shared their insights and experiences on day three of the festival.

When it comes to a career in tech, don’t be afraid to rethink your approach. There are so many different routes into tech – find the learning style and route that suits you.

The phrase “squiggly careers” was used to describe the often non-linear careers that people can have and still be successful. Diversity of experience is vital to bring fresh ideas to the table.

The final takeaways of the festival were around continuing to learn. Don’t be afraid to make mistakes, but be accountable. By acting now, we can improve the future of tech talent so that everyone benefits.

Before I started in Recruitment, I used to produce TV shows for Channel 4, Discovery and the BBC.

One of my fondest memories was the time I bumped into Paul Daniels in the corridors of the BBC Studios when he was a participant on Strictly. We locked eyes and he immediately asked if I wanted to see a magic trick, even though he was just about to go on stage. 

I said yes (of course) and he produced a deck of cards from his waistcoat pocket (because naturally, Paul never left home without a deck of cards on his person). 

It was refreshing to interact with someone you grew up watching on TV to be exactly as you imagined them to be. Something you most definitely cannot say for every celeb… 

We spend majority of our lives working, so it makes sense to choose a job that brings us some level of happiness.

Covid-19 has changed our day-to-day life as well as the outlook for people and businesses. It's not just our physical health that's at risk. Our mental health has also taken a hit, with the economic uncertainty, sporadic lockdowns and shift to remote working. As a result, employees around the world are feeling unprecedented levels of stress and anxiety, according to bodies such as the World Health Organization and the Lancet Commission on Global Mental Health.

If the rising cost of living, career demands, and the constant striving for work-life balance meant a high level of stress for many of us pre-Covid-19, the challenges are greater now. No wonder businesses and organizations are doubling down on efforts to prioritize employee well-being. Things like routine "check-ins," mentoring programs, and company-sponsored mindfulness training are increasingly becoming the norm.

But are there actions we can take at an individual level to protect our wellbeing? What can we personally do to boost our own resilience, manage stress, safeguard our feelings of purpose and positivity, and bring our "best selves" to work in spite of the uncertainty?

Below, we share our top tips on how to stay happy at work. 

Find a Job you Enjoy

For some people, a fulfilling career may entail finding a job that allows them to use skills they are proud of. In other cases, a rewarding career may be work that you are passionate about or find personally satisfying.

Every employee is not happy at work every day, and even jobs that you are passionate about can be frustrating or tedious at times. However, if your job is something you enjoy and are proud of, you are more likely to be happy at work. Examine yourself, your skills, and your interests to find something you can do every day.

Self-Development 

Take care of your professional development. In today’s working world experience is key, so ask for training opportunities to develop and improve your skills.  Take charge of your own development by investing in your personal and professional growth. Create a career plan and goals, and then pursue them.

Request specific and meaningful assistance from your boss. Look for tasks that will help you reach career milestones or learn new skills. Pursue opportunities and connections that interest you, even if your current employer isn't creating them for you.

You are more likely to be satisfied in your current position if you feel in control of your career and can see yourself improving and growing.

Ask for Feedback 

Receiving feedback on your work can either provide positive reinforcement that makes you feel valued, or it can fill in key skill and understanding gaps that will help you do your job and fit more successfully into your work environment. Employees who do not receive this feedback from their managers, on the other hand, frequently feel undervalued, unable to do their jobs, and unhappy at work.

If you aren't getting regular feedback from your boss, start being proactive about asking for it. Request feedback from your boss at the end of major projects, or discuss with the management team the implementation of regular employee assessments to help everyone succeed in their jobs.

Talk to your customers, too; if you're serving them well, their feedback will be affirming. The more feedback you receive, the more likely you are to be successful at your job. This will lead to more positive reinforcement that increases your sense of happiness at work.

Talk to your Colleagues 

Keeping a good relationship with your colleagues will brighten up your mood every day. It also helps you make yourself more comfortable in your workplace. Find your people. Hang out with coworkers who share your values and interests. This can take a lot of pressure off you at work. Being able to share your feelings and concerns with people who understand definitely helps to minimize stress.

If you dread coming to work on a Monday morning, perhaps you're not getting the job satisfaction that you deserve in your current role. We have loads of amazing opportunities available, whether you're an IT Infrastructure professional or looking to start a career in recruitment - feel free to get in touch.

Be Organised and Don't Bite off More Than You Can Chew

Create a manageable schedule to handle your workload. When you accomplish something, you'll feel empowered, no matter how small of a win it was. On the other hand, if you feel overwhelmed, you'll be more dissatisfied on the job. Being proactive and getting your tasks in order can lead to greater satisfaction, more confidence, and motivation.

Failure to keep commitments is one of the most serious causes of work stress and unhappiness. Employees frequently spend more time making excuses for failing to keep a commitment and worrying about the consequences of incomplete tasks than they do working.

Create a system for tracking your commitments and managing your schedule to reduce stress and unhappiness at work. Maintain sufficient organisation so that you can quickly and accurately determine whether you are able to commit to a request or a new assignment. If you don't have time, don't volunteer for extra work or office tasks.

Reward Yourself

Identify a reward outside of your job, and indulge yourself. Whether it be dinner with friends, a movie, exercise, or a manicure, treat yourself every once in awhile. Just as stress from home can interfere with work, the positive aspects of your life can influence mood at work as well.

Focus on the Positive

Find the things that bring you joy at work, even if those things are as simple as your coworkers or the nice view from the conference room window. You're in charge of your own mindset. Steering yourself toward the positives can help make your job more enjoyable. Fussing about the negatives may cause you to become burned out.

Participating in a toxic work environment will increase your unhappiness, regardless of how much you enjoy your job. Choosing to be happy at work entails avoiding as much as possible negative conversations, gossip, and unhealthy work relationships.

Negative people have a profound effect on your subconscious, regardless of how positive you feel. If you notice that certain groups at work are more likely to engage in negative behaviours such as gossip or complaining, try to avoid them. If that isn't possible, try to steer the conversation towards more positive topics.

You don't need to love your job, but it shouldn't make you miserable on a regular basis. If creating any happiness at work feels impossible, you may be stuck in a toxic work culture or a job that simply cannot be a good fit for you.

In that case, it may be time to re-evaluate your employer, your job, or your entire career. Even if you have to remain in your current position for a while longer, actively searching for a new job that is more in line with your professional interests and personal values may be the best thing you can do to gain a sense of control and put a smile on your face once more.

If you want to begin searching for the job which will make you happy but don;t know where to start. We're here. Contact us to today to find out the amazing opportunities to help you find that job to make you smile.

While December might feel like a strange time to be making new hires, it’s actually the ideal month to be hiring new talent into your business before the chaos of January commences. Most businesses tend to be fairly quiet during December, which makes it the perfect time to focus on hiring. Here are a few reasons why….

Franklin Fitch is named as the Best IT/Technology Recruitment Agency at the 2020 Recruiter Awards!

After being shortlisted in three categories in this year’s Recruiter Awards, it was a huge honour to walk away with the award for best IT/tech recruitment agency, especially given that we were up against some great companies within the industry.

The awards evening was held virtually, meaning our whole team were able to watch from their desks (be it at home or in our socially distanced office). We were ecstatic to be recognised for our hard work during what has been a challenging time across the whole industry. It’s safe to say that the Franklin Fitch cheers could be heard a mile off!

A few notes from Recruiter Awards regarding our win:

“To give its clients valuable up-to-date information, building on the traditional salary survey, Franklin Fitch released its Market & Skills Report. Sent to more than 19,000 infrastructure professionals in the UK and Germany, with a diverse response across all demographics, the survey looked into the topics and trends affecting its clients on a daily basis, not just around pay rates, but what talent in the IT Infrastructure space was demanding.”

Comments from the judges:

“An excellent understanding of their sector and adding value with data-driven insights (market and skills report). Consultants have to pass a test on sector – Franklin Fitch also trains its staff in skills relevant to the sector. Showed they care and would add value to the process.”

We were pleased to hear of the positive impact of our previous Market and Skills report given that we are in the process of compiling another one to be sent out to tech workers towards the end of the year.

“We are ecstatic to be announced as the winner of best IT/ Technology Recruitment Agency 2020 in the prestigious Recruiter Awards last night,” says David Annable, our Founder and Director. “It's a testament to the whole team's hard work and dedication throughout one of the toughest periods. I'm humbled by this achievement and very proud of our people and community.”

We have ambitious growth plans for our offices across Europe and the US. If you’re interested in joining the best then we’d love to hear from you!

written by Evangeline Hunt

There is no denying that recruitment has been slow recently. And by recently, I mean the past six months. Covid hit our industry hard, but after what feels like an age, we’re starting to see the light at the end of the tunnel.

Companies are starting to hire again which means now is the time for us to put our foot on the gas. But this might feel challenging after so long out of practice. Getting back into the swing of things can feel difficult, especially as we adjust to the so-called ‘new-normal’.

Maintaining productivity is key during this transition period. We all know what it’s like to experience a lull in productivity – it can be frustrating and demotivating. We’re here to give you our favourite productivity hacks to keep you motivated as you put in that grind!

Organise your day into time blocks

Start the day by looking at your to-do list and assigning yourself specific time blocks for each task. If you have to look for candidates today, assign it an hour – then move in. This will make your hour more focussed knowing you have limited time to get it done, and prevents time wasting and procrastination. It can also just make you feel more organised, which in itself can be a motivator.

We all need breaks

We're only human – and all of us need short breaks fairly often. Don’t be hard on yourself by saying you don’t have time. Taking small breaks will ensure that your working time is more productive – which saves time in the long run.  

Reward yourself

As recruiters we like to be rewarded for hitting certain metrics. But this doesn’t have to come from someone else and it doesn’t have to be for big things. It can be as simple as making a cup of tea after your next CV send out, or having a walk around the office after an hour of work. Small targets will make each task feel small itself – winning!

Don’t start the day with admin

Admin can be done any time of the day, and is actually quite a good task to do when you’ve run out of brain power near the end of the day. Instead, start your day with the most challenging tasks – the things that require the most brain power to get through. It’s only natural to get a little tired towards the end of the day, so having something easy rather than challenging to fill your time later on will seem less daunting.

Learn to prioritise

Prioritisation can sort your never-ending to-do list into something that resembles organisation. It goes without saying that the most important things go at the top… but sometimes there is the temptation to start with the easy stuff. Don’t do it!

Get out of the office

Having a change in environment is so important. On your lunch break try to get outside for some fresh air and to stretch your legs. Changing your environment is important when taking breaks – it can be hard to shut off from work at lunch time if you remain in the office. Besides, fresh air is never a bad thing.

Hot drinks

The thing that unites office workers across the world – a love of hot drinks. We’re not suggesting 27 cups of coffee each day, but caffeine can stimulate your brain and help you focus.

If all else fails, try something a bit more structured

Trying something like the Pomodoro Technique can be an easy way of ensuring your day has some structure. This technique encourages you to break your day up into 25 minute chunks of work separated by a five minute break. It’s a firm favourite of many, so it might be worth giving it a go if you’re finding nothing works for you!

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What is your favourite productivity hack? If we’ve missed a good one we’d love to hear it!

With unemployment figures rising across the globe, companies run the risk of taking their eye off the ball when it comes to paying attention to the experience that people who are looking at, or indeed applying to opportunities and engaging with businesses.

Even if you’re not actively recruiting at the moment you need to focus on candidates whether they are active or passive. A proactive approach to candidate experience in the current climate will pay dividends down the line.

We take a look at three areas all businesses should continue to invest in and pay particular thought to regarding candidate experience.

Walk in their shoes

It is a tough time for many people at the moment but if we are working in businesses then we need to understand that many people are either not working or seriously want to consider their career options.

Before you dismiss speculative applications, reject messages on LinkedIn (both direct and from recruiters) or ignore social media messages, take a moment. Many people are not purposely trying to waste your time, they don’t know the ins and outs of your business so appreciate their point of view.

Emphatic approaches and processes will position companies as an employer of choice even more so in the ‘new world’.

Communicate

Some things never change. If you have “live” roles and people apply, then you simply have to listen and communicate on a regular basis. People want to understand the process from applying to roles all of the way through to interview and offer stage.

Many of these processes have changed, maybe indefinitely, so this is even more important now.

Recruitment is often a process of rejection. People know this but they want to be told. This doesn’t necessarily mean a dissertation on every application, that’s unrealistic, but ignoring is rude.

Have you been transparent? Does your website explain the recruitment process with clear timescales to manage expectations? Do you have email templates to facilitate communication? Could you pre-record videos from hiring managers that updates on applications?

Oh, if you don’t have live roles and there are still some floating about online then you should take them down. There is nothing worse than presenting an opportunity that simply does not exist.

Technology

We have spoken previously about interviews moving online but this is only one aspect of the candidate experience where technology plays an important part. We’ve forever heard of clunky ATS (Applicant Tracking Systems) that frustrate applicants.

There is no better time to review the experience of your candidates across all technology touchpoints. Are you using a chatbot on your Facebook page? Have you looked at using AI in the screening stage of recruitment? Is the way you do video interviewing secure enough?

Technology’s role in candidate experience cannot be understated. Choice and accessibility are absolutely essential, so you need to ensure that everything you use (and offer) is fit for purpose.

Here at Franklin Fitch, we speak with businesses and advise them on candidate experience. We have the benefit as recruiters to experience the processes across a wide range of companies and industries. The common theme is that the ones who invest time and effort in CX secure and retain the best talent on the market.

In the current climate, it would be remiss to think that it will be “easy” to pick up talent and bad candidate experience can be damaging in both the short and medium-term.

If you’d like to speak to us about our thoughts on best practice of candidate experience, please get in touch.

As well as insisting on social distancing measures needed to get your staff back in the office, even on a more flexible basis, there are a number of things that you can be doing to make the return as seamless as you can. 

There is no doubt going to be a novelty factor in terms of getting back to work and seeing colleagues in the flesh again. But creating a framework for returning to the workplace is key. We know that many businesses have been working extremely hard in putting processes in place, but these need to be flexible and adaptable in line with individual needs and the wider uncertainty that the ongoing pandemic presents.

Mental health

The toll on peoples’ mental health during lockdown periods across the world is largely unknown at the moment. Employers need to ensure that they have resources (and people) who are on-hand to help with questions and concerns as people start getting back on public transport and getting back to work.

Some relevant resources that may be of interest can be found here.

Communication

In many cases communication levels have increased over the past months. The use of technology in the form of Microsoft Teams, Zoom, Google Hangouts and the like has been positive.

It’s essential that this communication is maintained as people return to the workplace. We simply can’t go back to ‘normal’ as employees now expect higher levels of transparency and communication than they did prior to lockdown. Make sure that you outline the how, what, where and when and stick to it.

With a likely more flexible workforce in terms of time and place companies are going to need to make sure that inclusivity of access to leadership and equality in communication is high on the agenda.

• Be empathetic - what is it that people need to know?

• Do you need different messaging for your employees – both those coming back to the physical workspace and those who may be remaining at home?

• Do you need to communicate what you’re doing with customers? What about your suppliers and investors?

The office and technology

Most companies would have carried out the necessary risk assessments in relation to getting back to the office, but the reality is that the workplace is not going to resemble what it did pre-Covid.

If you’re a business that traditionally collaborates together and utilises meeting rooms then you need to plan ahead. Do you forgo the room and stick to ‘virtual’ meetings even if you’re in the same office? Do you need to remove chairs from boardrooms? How can technology play a role in this?

We’ve just picked out three areas here that you need to be thinking about as a business and at Franklin Fitch we have started to see people come back into the office if they feel it’s safe to do so. If you want to find out how we’re doing it then please just drop us a message.

Equally, if you’re doing something that you think is unique in terms of returning then we’d love to hear about it.

As the UK eagerly awaits to hear how Boris Johnson's plans to pull the UK out of lockdown, most of us are continuing to work from home.

For lots of businesses, employees will continue with remote working for as long as possible. Unsurprisingly, motivation could be flagging after so many weeks in the home office and the challenging business markets.

Now, more than ever, it’s important to keep your team engaged while working remotely – not just to keep spirits high, but also maintain an effective workforce.

How best to do that? Here are three simple steps to follow….

Set realistic goals

Lots of businesses operate by setting goals for their employees to meet. The current crisis has impacted most businesses in some way or another, meaning that the goals you set your team may have to be adjusted to suit the current business climate.

Although we can say that it’s ‘business as usual’, it’s likely that most employees are going to be slightly more distracted than usual – not because remote working is distracting, but because we are in a global pandemic and everyone is concerned about the future.

Adjusting your team’s goals will encourage your team to push towards an achievable target, rather than giving up on something unrealistic in these times.

As always, the best way to set goals is the SMART criteria – specific, measurable, attainable, realistic, time bound.

Keep company culture strong

While it might be hard to keep the company culture alive when everyone is working remotely, it can and should be a priority. Keep the usual traditions up, just make them remote.

Friday office drinks can be done over Zoom, run club can happen separately and achievements shared on Strava.

Create fun additional games and challenges to bring teams together – office quizzes, crazy hat day, or new incentives. Doing some teams challenges will remind everyone that they’re not working solo, but are a vital member of the team.

Keeping the social side of work strong is important as without it, the “work” side of the job is the only side. Adding a little fun to the mix will encourage your team to keep logging on, day after day.

Internal communication channels are essential

Having a central internal communication channel where teams can chat is essential. The office comradery can be hard to replicate online, but encouraging you team to engage with these channels will help keep some of that alive.

Wish colleagues happy birthday, celebrate achievements (personal and professional) and make jokes as if you normally would in the office.

Praise your team when they hit targets and make it visible to everyone. Recognising the wins in your team will encourage productivity and efficiency from those being praised, while empowering the rest of the team to do the same.

These are just a few of the things that we've been doing at Franklin Fitch to keep everyone happy and motivated - the possibilities are endless. What are you doing to keep your remote workers engaged?

There is no doubt that the current crisis has impacted us all personally and professionally in some way. Since March, many people around the world have had to adapt their entire lives.

Businesses and leaders have had to shift the way that they motivate their staff; companies that are still hiring have had to ensure they can effectively onboard remotely and more attention than ever is focused on mental health and wellbeing.

But what does a post-Corona world of work look like?

For thousands upon thousands of people, working remotely is nothing new and for many businesses, they operate perfectly well without numerous physical “offices”. So, is it the case that this crisis is just going to speed up the ‘future of work’?

There are three key areas where we could see change happening:

1. Reduced need for office space.

Not everyone likes remote working, we suspect many can’t wait to get back into an office, but the choice will be there. Businesses will look at their costs, their people and their productivity and we will see increased levels of remote working.

This will shine a light on many of those we work with, as companies look to ensure that the infrastructure and security of networks is of the highest standard with workforces spread around locations.

We are likely to see policies and procedures to make remote work more widely available and businesses will realise that they are able to tap into a greater pool of highly skilled workers than they were previously.

2. A new Culture of Collaboration.

In a time of isolation, we have seen increased levels of collaboration. Companies, and indeed, countries have come together to work on solutions for the greater good of everyone – not just their shareholders. Automotive companies have been manufacturing ventilators and breweries have been creating hand sanitiser, just to name a few.

This heightened awareness of threat, in whatever form, should mean that companies and individuals create a Culture of Collaboration that transcends competition and borders – looking at the much bigger picture rather than the short-term shareholder gain.

3. People are going to expect more when searching for roles.

When companies start to hire post-Corona there will be a shift in what potential employees demand from the business they work for. This had already started to happen but will be emphasised much more in the future.

People are going to ask how businesses reacted and coped with the pandemic and what is in place moving forward to support them should it happen again. This builds on the increasing demands around flexibility, remote working set up and commitment to work-life balance, but it will be key.

Companies will be focusing a lot more on their employer brand, not just from an attraction point of view but from a retention and culture perspective. People have long memories, so some companies are going to have to make a significant shift in what they offer to remain competitive.

Or maybe nothing will change?

Some of the biggest companies in the world including Facebook, Google, Amazon and Nike quickly mobilised to set up virtual operations in light of the outbreak, and, to be fair we did here at Franklin Fitch as well (albeit on a smaller scale!). But will they/we stick with these new ways of working?

In reality, probably not 100%.

People, companies and nations will look at the positives and negatives and create a “new normal” that works for their employees and their customers and that will look different for everyone.

The businesses that have a strong culture that is constantly looking to innovate and adapt will realise the good to come out of these challenging times and will as such benefit. Those who believe there is nothing we can learn and revert to type, probably won’t.

What do you think that life after Corona will look like?

“Working from home” is probably the phrase that most populates my LinkedIn feed at the moment. With a pandemic upon us and self-isolation very much in place, everyone has very quickly been adapting to a new way of life.

I know that reading about the stories of others going through similar experiences to my own brings me a sense of comfort and unity. I figured that if anything is important in times like these, those two things are probably towards the top of the list.

Working from home as a concept was always attractive to me; as I work in a sales focused job with a big focus on teamwork and office culture it was something that was not really on the radar for me, and perhaps that was part of the appeal. Given that, it might be surprising to hear that while packing up my desk on that last day in the office, what I felt most of all was a sense of dread. Something that in concept had always seemed positive and shiny, was now an idea that held no appeal for me. 

My experience however, has been very different to my imaginings, and with the third week of home-working now in progress I am still not convinced on where I stand.

The Positives:

1. I have gained over two hours of my day back. I am better rested, have more time for recreation (within the boundaries of social distancing of course!), and overall have seen a definite improvement to my mental and physical health. There are suddenly hours in my day that I never knew existed.
2. My job, which I imagined would be hugely challenging when not immersed in the buzz of the office, is actually fairly easy to do from home. In fact, there are fewer distractions (which I am extremely susceptible to) and as a result I tend to get more done, in a shorter period of time.

The Negatives:

1. Working from home can get lonely. When having a bad day, or getting off a tough call, it’s nice to be able to turn to your left or right, talk it through with a colleague and laugh it off.  Even just talking to someone while making coffee or catching up over lunch gives you an element of social interaction you can’t get at home (and while virtual calls are there, it just isn’t quite the same).
2. My working hours have taken on a life of their own. I no longer have working hours. Countless times I have found myself sending out LinkedIn messages at 11pm or replying to my emails on a Saturday afternoon. Since working from home, recruitment is at my fingertips from the moment I wake up until the moment I go to sleep, and while I am fortunate enough to enjoy what I do, sometimes I end up feeling like I am running on a bit of a hamster wheel.

Overall, I would say my experience working from home has been a bit of a double-edged sword.

The positives have definitely proved to me that working from home can indeed be an extremely attractive prospect but when taking into account that it hasn’t been all work-life balance and metaphorical sunshine, it leads me to believe that my mother may have been right when she warned me about too much of a good thing…

The onboarding process is very important

"We place a lot of importance on the onboarding process,” says Franklin Fitch Founder David Annable. “When employees are physically distanced from their team members and managers it can be easy to feel isolated and disengaged. This is especially true for new employees who haven’t had chance to experience the company’s culture. Ensuring the onboarding process and training has the same impact when done remotely is not easy.”  

Video calls and screen sharing are a lifesaver

Isra Suet joined Franklin Fitch as a recruiter in mid-February. Just four weeks into her new position, she has found herself working from home, conducting all her business and training remotely after the UK government ordered employees to work from home where possible. Video calls and screen sharing have been her lifesaver. 

“The group chats at the beginning and end of every day are a great support,” she says, adding that she particularly likes the fact it isn’t all work and that people discuss their feelings, along with general chats about the current situation. “I’m new to the company so am missing out on all the opportunities to socialise, so this aspect is very important.”  

Fewer distractions

Despite knowing she is missing out on some of the support and camaraderie of the office environment, Isra is finding the positives in home working. “There are very few distractions and minimal noise, which makes it much easier to focus on calls,” she says. 

Vincent Mertens, who managed just two weeks in the Franklin Fitch office before having to work from home, agrees. “Being onboarded remotely is not ideal, but it has been quite positive given the circumstances.” He too believes making calls has been easier without so many people around him, though admits that it will be harder to rectify mistakes as there is no one to hear them.

Maintain as much contact as possible

Charlotte Drury, who heads up Franklin Fitch’s Academy and is responsible for a lot of the training and onboarding, says the key is to keep up as much contact as possible with the new starters and recent joiners. For her, technology such as CloudCall, which makes it easy to listen into calls and provide remote coaching, and Microsoft Teams, which facilitates instant messaging and group video calls, are essential.    

“It is definitely more difficult than doing it face-to-face,” says Charlotte. “But we’ve been doing a lot of screen sharing and peer learning. The raft of technology available gives many more possibilities.”   

Better onboading increases retention

The key, according to Charlotte is to use the expertise of different people within the business, such as letting a colleague who is particularly familiar with Linkedin host a webinar on how best to use it for recruitment. “In the office, the onboarding process would involve introductions to, and learning from, many different people, so we need to try and replicate this as much as possible remotely,” she says.  

According to figures from onboarding specialists, Click Boarding, new employees who go through a structured onboarding programme are more likely to still be with the organisation after three years. In addition, organisations with a standard onboarding process experience 50% greater productivity from new hires. 

First impressions count

So with the old saying ‘you never get a second chance to make a first impression’ still holding true, it is essential you make sure you decide what sort of impression you want new hires to have of your organisation and how best to portray it, whether in person or remotely. With all of today’s technology, there is no reason it should be very different. 

Key tips for remote onboarding: 

1. Make sure internally you know what message you want to share with your new employees and have a plan of how to disseminate it, particularly who is responsible for each part 

2. Ensure new employees have all the required equipment to do their job and know how to communicate with key contacts and who to go to if they have a problem 

3. Organise video introductions to team leaders and members, HR personnel and admin contacts 

4. Arrange all necessary training, including IT, HR, team and role-specific 

5. Set times for future meetings to ensure the new employee doesn’t feel isolated and make sure the goals and targets are clear  

by Claire Shoesmith

It’s all about upskilling 

“We are investing in our people from day one,” says Charlotte Drury, who heads up the academy in London. “Recruitment, particularly in London, can be very hire and fire, but for us it is about giving our people the best framework within which to learn and succeed.” 

“Ultimately we see them upskill much quicker and it enables us to expand at a much faster pace.” 

Role plays, one-to-one tutoring sessions, classroom teaching, peer coaching and group breakfast meetings are all in a week’s work for Charlotte, who is constantly on hand to support her team of graduates. Whether she’s listening in to a candidate call to help one academy member ‘seal the deal’, or providing guidance to another on how to handle a specific recurring situation, Charlotte’s presence is a great reassurance for the academy members. 

The level of support is great 

“It’s great to have someone who is solely dedicated to your progress,” says Marima Kauser, who seven months after joining the academy as a graduate has passed her probation and is preparing to move onto one of Franklin Fitch’s specialist recruitment desks. “There’s not many places where you get this level of support.”  

For Charlotte, the academy is all about opportunity. After working in 360 recruitment for two years, she was looking for the next challenge and liked the idea that people entering the academy wanted to progress. While the London academy is still in its infancy – the first graduates joined in late summer 2019 and are just coming to the end of their six-month probation period, Franklin Fitch has been doing it very successfully in Frankfurt for three years. “There is a very clear progression between the academy and becoming a fully-fledged consultant,” says Charlotte. “There are plenty of good role models to follow and people to help with ideas and issues along the way.” 

No cap on the opportunity to earn 

Unlike some trainee schemes where graduates are separated from the rest of the business, the Franklin Fitch Academy members have the opportunity to work alongside, and learn from, other more experienced members of the business. “Even though the academy members are learning, they still have the opportunity to do the whole job,” says Charlotte. “Their opportunity to earn isn’t capped and if they find the right candidate for a high-level position, then the commission is theirs.” 

For Sian Llewellyn, internal recruitment lead at Franklin Fitch, the key to the academy’s success is the combination of opportunity, structure and support. “Our graduates need to be motivated, eager to learn and willing to work hard,” she says. “If you combine those attributes with our proven academy model, the potential rewards for the individual participants are significant.” 

Anyone interested in joining Franklin Fitch’s Academy or simply wishing to find out more about it should contact Dane Keenan.

Video calls and online chats are important social tools for many of us, so why not use them for business too? At a time when meeting face-to-face is being discouraged in a bid to contain the outbreak of Covid-19, many firms are doing just that and using virtual methods, such as video conference calls, to encourage business continuity.

In the recruitment business, interviews are key. They are the chance for candidates to meet their potential employer, get a feeling for the people and the business, and also to showcase who they are and what they can do. For employers, they are the chance to meet the potential employee, get a feeling of whether they would fit in with the office culture and obviously, to quiz them about their skills and experience. Doing this over the phone or by video link rather than face-to-face is a very different proposition.

Remote interviews can save time and stress

“Remote interviewing is nothing new,” says Steven Ewer, head of Franklin Fitch’s UK and US operations, adding that many of his clients have been using it for the initial interview stage for a long time. “Collaboration tools are so strong that actually there is no reason why the quality of your interview process needs to change.”

In reality, remote interviews can save time and stress both for the candidate and the company. Individuals need to set aside less time as they don’t have to travel and can fit a video call into a lunch break or even before work. Similarly, companies can schedule more interviews if they don’t need to spend time showing each person into the office.

That however, is a concern for some people. Steven says he has clients who are concerned that candidates want to see what the office environment is actually like and there is also the issue of how you check technology knowledge that would normally be tested in the confines of a controlled environment. In actual fact, he believes the company culture is the people and you can get a good feeling for that from a video call.

Treat it the same as any interview

“You need to treat a video interview in the same way you would a face-to-face interview,” says Steven, adding that many people forget they can be seen and can become easily distracted. He believes a video interview is preferable to a phone-only interview as it not only helps concentration and focus but you also get a better sense of the individual’s character. He does point out however, that it can be harder to gauge reaction and that body language is hyper-exaggerated on screen – not a big issue, but something to be aware of.

“And if you really want your candidates to see the office, the technology is there,” he says. “You can do virtual walkthroughs if you want and thanks to Google it is now even possible to see into buildings.”

“You don’t miss much by interviewing remotely,” he says. “It’s more of a mental issue.”

Companies need to adapt their hiring processes

Given the current situation – many European countries and much of the US is on lockdown and the majority of office-based staff are working from home, face-to-face interviews are a no go for the time being. Companies that want to hire – and there are still plenty of them – will have to change their recruitment processes and adapt.

There are signs this is already happening. Global downloads of business apps that facilitate remote interviews and working such as WeChat Work, Zoom, Microsoft Teams and Slack have risen nearly five-fold since the start of the year, according to data from app analytics firm Sensor Tower. In the first week of March there were 6.7 million new users across the App Store and Google Play, compared with 1.4 million in the first week of January.

So, gone are the days of being judged on your pre-interview handshake. Now, if you get it wrong, it’ll be the quality of the video backdrop that you’re remembered for. So don’t forget to move away from the drying washing!

We're still hiring

For anyone looking for a position in IT infrastructure or companies with roles to fill, we are still here and busy making the most of the technology on offer to continue hiring both for ourselves and clients as normal. Give us a call on 0203 696 7950 or email info@franklinfitch.com.

Remote interview advice for candidates:

1. Treat it like a face-to-face interview – it is no different
2. Don’t forget that you can be seen – your body language still needs to be positive
3. Practice beforehand. If necessary call a member of your family or a friend to check all your technology is working properly and you can be heard clearly. Provided you feel comfortable, use a headset as it usually makes for a clearer conversation
4. Make sure you have a neutral background, no drying washing etc.
5. Dress as you would for a face-to-face interview

Remote interview advice for interviewers:

1. Prepare in exactly the same way you would for any interview
2. Communicate openly and clearly – allow more time for candidates to move between questions
3. Make you start on time
4. Ensure there are no distractions
5. Emphasise the employer brand and take time to describe the company culture

by Claire Shoesmith

The delay in the implementation of the IR35 reforms will give companies the opportunity to hold on to critical members of their workforce and quickly employ new staff to fill gaps at what is a very uncertain time.

Contract staff can be mobilised quickly and relatively easily, something which is an attractive proposition for businesses in the current environment. The postponement of the IR35 reforms, which were originally due to come in on April 6, were announced by the UK government this week as part of a £330bn package of measures aimed at helping businesses survive the economic uncertainty. The delay – until April 6 2021, will allow firms that aren’t willing to take on permanent staff to continue to issue temporary contracts to fulfil specific needs without the worry of being liable for incorrect determinations.

Perfect timing

Simon Nicholls, Practice Manager for the contract recruitment market at Franklin Fitch, welcomed the postponement, saying: “Delaying the reforms is perfect timing as it will help bridge the gap in the market in the coming months.” He said that demand was so high in some areas of the market that companies are offering contracts with immediate starts after just one video interview.

“In times like this, flexibility in the hiring process is key,” said Simon.

It is important to note that this is just a postponement however and that the changes are still due to come into force next year. At Franklin Fitch we have been preparing for this year’s planned deadline and have done a lot of work to ensure most of the contract roles we work on have been assessed ahead of time using Qdos. (Just to recap, one of the main changes to the IR35 legislation, which is aimed at removing the tax advantages of providing services via a limited company for individuals who are not truly working for themselves, is that the responsibility for determining the IR35 status of the contractor will fall to the company rather than the individual themselves.) Until the new deadline however, it remains the responsibility of the contractors – as it has done for the past 20 years - to make sure their contracts are outside of IR35.

No time for complacency

Still, this is no time for complacency on either side. Businesses need to start preparing now. Anyone seeking advice on how to approach the reforms successfully, should contact our contract team on contracts@franklinfitch.com.

We’ve already successfully helped a lot of our clients and can do the same for you ahead of the 2021 implementation deadline. The time to act is now. Not later.

by Claire Shoesmith

It’s official, the coronavirus is here. Yesterday the UK Prime Minister advised people to avoid non-essential travel and where possible to work from home to help slow the spread the of the Covid-19 virus that has already killed thousands of people around the world. Many European countries and parts of the US are already on lock-down. At Franklin Fitch we are heeding the advice and from today, most of us are working from home.

Thanks to technology such as Skype, Microsoft’s Teams and Zoom Video Communications, to name but a few, remote working is relatively simple. Provided you have access to a computer and an internet connection, most people can continue doing their job in the same way they would in an office. Meetings, document sharing and even interviews (we will return to this in a separate blog) can all be done remotely online – it just requires a bit more planning and perhaps a little more discipline from the individual workers to ensure they remain engaged and motivated.  

It's about collaboration and communication

Some companies had already made the decision for their employees to work remotely before yesterday’s announcement, but it was one that was not taken lightly at Franklin Fitch. Ultimately we are a business built on collaboration and communication, and while this can be successful at a distance, it is something that David Annable, the firm’s founder, believes is even better done face-to-face.

“We are all about collaborative working,” says David. “And what’s the easiest way to achieve that? – to sit at a desk with other people.” For him, there are huge benefits to sitting in an open-plan office surrounded by colleagues doing a similar job. As well as the collaborative aspect, he believes the learning and emotional support provided by nearby colleagues is very important.

“Being present in the office means you are more aware of what is going on with your colleagues and are able to see the visual clues to help you provide the right emotional support at the right time,” he says.

People can work just as well remotely

Still, the government advice is very clear and we fully support the move to reduce close contact in the office, especially when our employees can do their job just as well remotely. We will continue to offer the same level of training and support to our staff and engagement with our candidates and clients via email, phone and video conferencing.

For many, flexible working is nothing new – in fact, according to a study by business payment advisers Merchant Savvy, 61% of global companies already allow their staff to work remotely for at least some of their working week. But for those who usually travel into an office each day and not only enjoy the company of, but also learn from, the colleagues sitting around them, the isolation of home working can be difficult. We at Franklin Fitch are very aware of this and will be keeping in close contact with all our employees, candidates and clients to ensure that not only business continues as usual, but also that their health, both mental and physical, remains strong .

We are open for business

Contact us on 0203 696 7950 or email info@franklinfitch.com

by Claire Shoesmith

Year two can often be an anti-climax, but not for Franklin Fitch’s Welsh operation. Not only are they today remembering their national saint, David, but they’re celebrating a spectacular 212% jump in turnover, 90% increase in headcount and more than 60 placements. 

What do pancakes and job interviewees have in common? The more top-quality ingredients they contain, the better they are.

While this may be a rather tenuous link, for most people chocolate AND banana is better than just chocolate OR banana on their pancake. Similarly, for many roles, being experienced in network infrastructure AND security makes you a more valuable candidate than someone who is only experienced in network infrastructure, but lacks any security experience.

“In the past, if you worked in network infrastructure you worked in network infrastructure,” says Dave Annable, Franklin Fitch’s founder. “Today, for many roles you need to know about network infrastructure and automation and development and understand how security plugs in. The technology is merging.

“Technologists have to be more agile. They have to think about the bigger picture and the impact any changes to the IT infrastructure will have on the whole business.”  

Traditionally pancakes were eaten on Shrove Tuesday, the day in February or March immediately preceding Ash Wednesday, to use up rich, indulgent foods before the fasting season of Lent began. While it has become enshrined in Christian tradition, some believe that it did in fact originate from a pagan holiday, where eating warm, round pancakes – symbolising the sun – was a way of celebrating the arrival of spring.

Pancake races

Today, for many it’s an excuse to overindulge on something that is normally considered a treat. Organisations often hold pancake races, where people run whilst flipping their pancakes in a in a bid to raise money for charity. (Legend has it that the tradition of pancake races stems from the 15th century when a particularly disorganised woman rushed to confess her sins while mid-way through making pancakes.)   

At Franklin Fitch we’re as particular about our pancake toppings as we are about our need for particular skillsets. For one team it’s network security and wireless operations, alongside chocolate and strawberries (the German contingent). For others, it’s automation and artificial intelligence, alongside lemon and sugar (traditional English), or data and infrastructure management, alongside maple syrup and bacon (the US and Canada).

Raising money for charity

This year we will be celebrating Shrove Tuesday by eating pancakes and raising money for The Ocean Cleanup, a charity that is designing and developing advanced technologies to rid the world’s oceans of plastic.

We at Franklin Fitch are passionate about doing our bit to help, especially when we can fill our bellies at the same time!

To find out more about our chosen UK charity click on The Ocean Cleanup or if you’re in Germany, it’s Ocean Care.

by Claire Shoesmith

With yet another school holiday upon us, the struggle to juggle working and childcare rears its head again and with it, the issue of flexible working.

With school children getting an average of 13 weeks holiday a year – that is 65 working days, compared with 28 days (including bank holidays) for most private-sector employees, it is not surprising this is an issue. For many working parents, this can lead them to question their priorities and in the worst cases, to quit their jobs. Offering flexible working can help alleviate some of these issues, and in fact, has been shown to increase productivity and make workers happier and healthier. It’s a win-win for all.

Millennials value flexibility

The way people work has changed a lot over the past decade and the desire for flexibility is no longer just the preserve of working parents. Improvements to technology have made it easier for individuals to work from remote locations and an increased tendency to spread teams around the globe means that 9-5 working is not always necessary. Moreover, Millennials, who account for the largest proportion of workers, have been reported to value flexibility over remuneration, meaning that if businesses want to target the biggest talent pool, they need to be open to flexible working.

As a result, businesses are increasingly providing their employees with the option to decide where, when and how they would like to work and the benefits are being seen on both sides. According to IWG’s 2019 Global Workplace Survey, flexible working could save 115 hours of commuting time a year – equal to 14 million working days. Given the large percentage of workers who cite commuting as the worst part of their day, working closer to home is becoming an increasingly popular option.

Significant tangible benefits

A study by the London School of Economics (LSE) found that in addition to increasing productivity, flexible working also helps to reduce absenteeism and enhances employee engagement and loyalty. It also significantly widens the pool of applicants for vacant roles, as well as helping to retain the existing skilled staff.

As with anything, there are also possible disadvantages. For some, the line between home and work life can become blurred, leading to an inability to switch off. For others, being given the opportunity to work flexibly can fuel a feeling that they owe the company more. There is also the possibility of fewer benefits and lack of career progression prompted by the reduced hours and minimal face-time in the office. Furthermore, missing out on the camaraderie and social aspect of the office environment can have a significant impact on some employees and leave them feeling both uninspired and isolated.

What’s more, one school of thought believes that flexible or part-time working is responsible for a significant element of the gender pay gap. Women who work part-time tend not to progress so far or as fast in their careers and earn significantly less over their working life than men in full-time roles.

Careful management and communication is key

For the employer, giving employees the option to work flexibly is effectively a gamble. After all, what works for one individual doesn’t necessarily work for another. Allowing one employee to work flexibly can lead to resentment amongst others who feel they too should be given this opportunity. In reality however, the success of flexible working depends on the role concerned and the mentality of the individual themselves. If not carefully managed, flexible working can lead to inefficiencies and a drop in quality of work, but with the right management and communication the benefits mentioned above can work for all sides.

As already mentioned, flexible working is no longer just about parents working. It concerns anyone who wishes to work part time, job share or work alternative hours in order to fit around other commitments or simply to improve their work-life balance. (UK employment law stipulates that anyone who has been with their employer for more than 26 weeks has the right to request flexible working. The employer however doesn’t have to grant it.)

Significant progress

While significant progress has been made - more than half of UK workers work flexibly in some way, according to a study by the Chartered Institute of Personnel and Development (CIPD), there is still a lot of unmet demand. The same study also found that 68% of employees would like to work flexibly in a way that is not currently available.

The key to achieving this is about more than individuals requesting flexible working. Instead, there needs to be a change in the habits and mindset of many organisations. There is plenty of evidence to showcase the benefits, it’s now time for society to acknowledge them and challenge the preconceptions about working practices.

by Claire Shoesmith

Three quarters of contractors are planning to leave their positions due to the proposed changes to the IR35 legislation, according to a survey by offpayroll.org. The lobby group cited mistrust of HMRC, having enough cash reserves to see them through whilst not working and confidence that they are in fact legally self-employed and will have no issues getting work in the future.

In a week when yet more protests have taken place against the proposed IR35 reforms – more than 500 protestors gathered outside parliament on Wednesday – we look at what the changes really mean, and whether contractors do actually need to quit their jobs.

What does the reform mean?  

From April 6th, the responsibility for declaring the tax status of a hired employee – one deemed inside IR35 - switches to the organisation rather than the individual. Currently, this lies with the contractor. The aim of the reform is to remove the tax advantages of providing services via a limited company for individuals who are not truly working for themselves. In other words, those employees whose working practices are more akin to those of traditional employees. This is why you will have seen some of the larger banks such as HSBC enforcing policies to prevent the use of limited company contractors.

The market response

Different businesses have approached the reform in different ways. Some businesses, as previously mentioned, are simply stopping using limited company contractors. Others have decided the best route forward is to deem all contracts within IR35 to remove the risk entirely. This is contrary to the case-by-case nature of the policy (and short-sighted in my opinion). 

On the other hand, some companies have educated themselves on the reform and will make a number of small changes to the way they operate and produce their contracts to ensure contractors remain outside of IR35. This, we believe is the way forward. Our aim is to ensure that all contracts are IR35 compliant and we use Qdos Contractor, a specialised tax consultancy business with over 30 years’ experience, to do this. To give some context, their assessment tool was used in the private sector for TFL and The Home Office. They were then audited by HMRC (the worst-case scenario!) and not a single assessment was challenged by HMRC. This is a tool that works!

The impact moving forward - the rise of the Service Provider and the umbrella

A number of banks and financial services companies rely heavily on the services of limited company contractors for project and BAU work. Due to the ad-hoc nature of this work, they cannot simply replace the contractors with a permanent employee. This means that they’ll need to use a service provider to bridge the gap. As a result of this, we will likely see a higher number of individuals contracted by service providers who are willing to shoulder the risk, rather than end-clients. My issue with this is that if the end-client is willing to pay for both the day rate as well as the service providers’ fees, could they not pay this sum to the contractor in order to mitigate the effect of IR35 on their rate? On the flip side of this however, some of the larger banks are now outsourcing their IT abroad meaning the money is leaving the UK economy completely, leaving neither HMRC or the contractors effected better off.

The other option is to go through an umbrella company. This means when the reform comes into force there will be no need to review your contract and you can continue to operate as you did before the reform, as the umbrella company has you covered. Many companies are also significantly increasing rates to cover the higher tax deductions. The downside, however, is that, more often than not, you can end up taking home substantially less than you would have done through a limited company before the reforms were introduced. Especially now that a number of contractors are being forced to pay the apprenticeship levy and the company’s national insurance as well as umbrella fees.

A move to the dark side?  

Some of the contractors I’ve spoken to recently are deliberating a move over to permanent employment. A number of people no longer see the value in contracting if they are put into a higher tax bracket. Many people seem to forget that the reason contractors do earn more than permanent employees is due to their convenience and the risk that they’re willing to shoulder. Contractors receive none of the benefits of permanent employment such as holidays or bonuses and often work outside of normal hours, not to mention their lack of job security. If their take-home pay doesn’t accurately reflect this risk, then it’s no longer worthwhile for them. As a result of this, we could see an increase in contractors seeking permanent roles. 

There are also contractors I’ve spoken to with fewer roots in the UK who are now taking their skill set elsewhere in Europe.

It’s not all bad… 

There could be some positive outcomes for contractors. Firstly, if contractors become less readily available, it could result in companies being willing to pay above market rate for their services. Secondly, in order to make contracts IR35 compliant, companies can make some small changes to ensure it is clear they are employing the person’s services rather than the individual themselves. One of these changes is to offer remote working. This means we could see an increase in the number of contracts offering remote working, which is actually already a common request amongst contractors. 

It’s all speculation

The exact impact of the changes remain to be seen. With less than two months to go until the April 6th implementation date, protests are still ongoing and many groups are continuing to lobby the government.

There are a few things to consider though, firstly the CEST tool for determining IR35 compliance is unfit for purpose and should bear little weight in whatever decision you make. Secondly, every instance should be considered on a case-by-case as HRMC has stated that blanket statements do not constitute as reasonable care. It is also worth noting that so far, HMRC has a notoriously low win rate on all IR35 cases which have been taken to court. It is also very unlikely that small to mid-sized companies will actually be audited by HRMC and companies of less than 50 employees are not subject to this legislation.

At this stage, jumping ship seems like a hasty reaction. As does not considering inside IR35 roles (especially if the rate is increased to compensate tax deductions). Whilst we do try to convince all our clients to access fairly and keep roles outside IR35 where possible, it’s not always the case. As the heading suggests, at this moment in time its all speculation and it requires clients, recruiters and Candidates working in unison to find the best possible solutions.

For anyone concerned about their own position or looking to move into a suitable contract role, do give us a shout at info@franklinfitch.com.

by Claire Shoesmith

The Welsh may have lost to the Irish at rugby at the weekend, but they’re not losing when it comes to business. Cardiff, their capital city, has been named as one of the best places to do business.

In line with the devolution of the political landscape, businesses are now broadening their horizons and operating successfully in regional towns and cities across the UK, according to a study published this week by the Sunday Times. This spreading of the power outside of London coincides with the launch of our new Welsh language website last week and is something that we at Franklin Fitch are passionate about.

Push to keep talent in the city

“Having an office here in the city definitely helps when it comes to recruiting for local businesses,” says Lewis Andrews, practice manager for Franklin Fitch’s Cardiff office. “There is a big push here to keep talent in the city and prevent it from moving to London.”

Once the biggest coal exporting port in the world, Cardiff has transformed itself in recent years from an economy reliant on industrial production to a digital technology hub. According to the 2019 UK tech on the global stage report by Tech Nation, the Welsh capital is considered to be one of the fastest growing tech hubs in the UK with £120m worth of technology investment in the three years to 2018.

Adding weight to this, another report by Tech Nation found that in 2019 alone, Wales’ 3,605 digital tech firms turned over £1.1bn and employed 45,000 people. Franklin Fitch is taking advantage of this upsurge at its Cardiff office, which since opening in March 2018 has grown to five full-time recruiters. Their focus is placing candidates in positions across the southwest of England and Wales, with almost a third of the roles being in Wales itself.

Cardiff is a growing tech hub

The significant growth in the sector has come in part from the city’s high quality of life and affordable cost of living, but also from partnerships with the universities. In addition, the government has invested heavily in technology hubs such as Eagle Labs and the Tramshed in a bid to create Wales’ own specialised tech industry and prevent talent leaving Wales and moving to other cities, including London, Bristol and Bath.

Andrews is quick to point out the benefits of working and recruiting locally, particularly in a city where 80% of the businesses are SMEs. (There are only 6-7 businesses in the city centre that are classified as large, with only four in the whole of Wales with turnover exceeding £1bn.) “There is definitely a push to funnel local talent into local businesses,” he says.

Let’s hope the support is as strong for the local (Welsh) rugby team in their next match against France later this month.

by Claire Shoesmith

Employment is tight, organisations are struggling to find highly-skilled technology workers and if we’re honest, the UK isn’t helping itself when it comes to attracting talent – by leaving the EU we just restricted our access to a large number of workers.

Whether it’s the uncertainty around immigration and the right-to-work in the UK post-Brexit, the upcoming changes to the IR35 legislation, or the fact that the technology sector is not good at appealing to a diverse range of employees, there are many reasons that the industry is struggling to recruit.

So what can be done to address this?

David Annable, Franklin Fitch’s founder, believes the key is to embrace the full available range of talent. Whether you’re a baby boomer with substantial on-the-job experience; a generation x’er who’s grown up with IT; a millennial who has had digital technology thrust upon them from birth; or an entrepreneurial and tech-savvy member of generation z, each individual has something to offer.

Immigration has transformed the workplace

Since the end of the 1950s, immigration has transformed the UK. Back then, fewer than one in 25 of the population was born outside the country, according to figures from the Migration Observatory at the University of Oxford. Today that figure is closer to one in seven. With the tight employment market – unemployment is at its lowest for more than 70 years – these overseas workers are essential to the healthy running of the UK economy.

Similarly, the age and gender demographic of the working population has changed significantly, with many tech workers both starting their careers earlier and finishing them later. Employing people with varying levels of experience can add a lot of value to a business, but is something that needs to be embraced right across the enterprise to avoid any risk of discrimination.

A study by CW Jobs found that 41% of IT and tech-sector workers said they had encountered age discrimination in the workplace, compared with only 27% across other industries. Moreover, 29, the age at which IT and tech workers first experienced ageism at work was significantly below the wider workforce average of 41.

Diversity brings benefits

There are benefits to both ends of the age spectrum. Many youngsters start writing code as teenagers because they’re fascinated by technology. By the time they graduate, they already have many years of relevant experience and a good grasp of the latest technology trends. They are generally considered to be open to new ideas and not tied to a particular design or coding approach.

By contrast, more experienced tech workers bring valuable insight from previous roles and in many situations use prior experience to successfully influence how challenges are solved. However, there is also a risk that experience brings a pre-determined mindset entrenched in a particular technology or methodology. In addition, experience often generates an aversion to risk, making these individuals less likely to move to smaller, developing start-ups or to stay in, or move to, a different country where their future may be uncertain.

Gender is an equally divisive issue, particularly in the technology sector. While just over half of the 6.5 million Britons working in professional occupations are women, the ratio falls to just one in six amongst the 998,000 working in IT and telecommunications, according to 2018 data from the Office for National Statistics (ONS). The disparity is even more pronounced amongst programmers and software development professionals where the ratio falls to just one in eight.

It is widely accepted that a diverse workforce is more successful. Whenever there is too much of one type of person and a lack of diversity in ways of thinking, experience levels and perspective, it’s easy for unconscious bias, stereotypes and singular mindset to take over not only individual workplace cultures, but even entire industries.

It's about identifying a need and filling it with the best person

“By failing to appreciate the benefits of a diverse workforce you are placing your business at an immediate disadvantage and potentially missing out on certain valuable skillsets,” says Annable.

“The key in most cases is agility. The technology sector is changing fast, and anyone that is able to do the same will thrive with it.”

by Claire Shoesmith

The actual act of Britain leaving the EU later today is expected to trigger a gradual upturn in the UK recruitment market, according to the latest Recruitment Sector Barometer.

After a long period of uncertainty – Britain voted to leave the EU in 2016 - employers and employees can now at least seek some solace in the fact Brexit is finally happening – even if the terms are unclear.

Although neither side of the negotiating table can say exactly what Britain’s departure means, the future is now marginally more predictable. This will enable businesses to make more informed decisions on discretionary hiring, fuelling the thaw of potential hiring freezes, and allowing candidates some comfort when being approached about new job opportunities.

All this said, we still live in an uncertain post-Brexit world where market conditions may change rapidly in the coming months and years. Businesses will need to adapt and be flexible to suit the conditions. The speed at which particular trade agreements are struck will dictate which sectors grow first and fastest. Agile organisations that are able to adapt quickly to these changes are most likely to seize the opportunities and generate the cash flow to invest in growth.

“Brexit uncertainty has undoubtedly caused many organisations to delay discretionary hiring decisions for the last three years,” the report says. “Boris Johnson’s announcement that, as of 1 February, the UK will no longer be an EU member will be the trigger some organisations need to start recruiting for certain positions.”

The Q1 2020 barometer found that recruitment leaders expect the market to improve slightly during 2020 after a challenging 2019, with net 59% of recruitment companies predicting net profit for the coming 12 months will exceed the prior year. In addition, the barometer found that industry optimism is at its highest level in a year, supported by a general expectation that Q1 2020 will outperform the year-earlier period in permanent and contingent recruitment as well as executive search.

One particularly interesting finding was that for the first time since the barometer began, the most commonly cited ‘top three challenge’ facing recruitment companies was economic conditions (63%), taking over from the availability of candidates (56%), which had until now always topped the challenges rankings.

(The quarterly barometer is conducted by Alex Arnott, specialist recruitment board advisor, in association with Recruiter magazine.)

by Claire Shoesmith

About three million new 50 pence pieces will enter circulation as official tender on Friday to mark Britain’s departure from the EU. Engraved with the message ‘Peace, prosperity and friendship with all nations’ (in our opinion, a rather ironic message for something that sees us leaving a union of nations) and the date of 31 January 2020, UK Chancellor Sajid Javid said the coins mark the beginning of a new chapter for the UK.

For businesses and job seekers however, what that new chapter actually means is still not clear. With just a day to go until the UK officially leaves the EU, uncertainty is still rife.

Aside from a special clock on the front of No.10 Downing Street counting down the final hour before the official 11pm (GMT) exit, Britain’s long-awaited departure from the EU is expected to bring few immediate changes.  

For politicians, it will mark the start of what is likely to be an uphill battle to get a trade deal done by the end of the year. It will also initiate the debate around security and intelligence cooperation, fisheries, data, education and research collaboration. So far, remarkably little is known about Boris Johnson’s specific plans.

For job seekers with British passports it may mean easier access to better jobs with higher pay as competition from rival applicants from outside the UK decreases. The exact rules surrounding the employment of non-Britons post-Brexit are still unclear, with talk of an Australian-style point-based system, which would mean individuals with certain desired skills can remain. Until this is finalised, there is no doubt that competition for the top talent will increase in what is already a tight employment market.

For businesses, the likelihood is that they will have to pay more as they compete for a smaller pool of skilled workers. The UK is already experiencing a technology skills shortage and Brexit is only likely to exacerbate the situation. Organisations will need to widen their reach and consider recruiting outside of their traditional talent pools. They should also consider rethinking their requirement criteria or even employing individuals with less experience and providing on-the-job training to help employees develop the desired skills.

The supply of people is not the only post-Brexit concern. The movement of data and how it is protected is an important issue which needs addressing. For many technology companies data is a precious commodity, so how it is moved to and from the EU once the UK becomes a separate entity needs to be resolved quickly and clearly to prevent any interruptions to business.

One thing that is clear is that Britain must react now and do what it can to maintain its position as a leading technology hub, ensuring it can still attract and rettain the top talent. Any change brings uncertainty, but it also brings opportunity. Whether you’re an organisation or a potential employee, the key is to use this change to your advantage and see it as a chance to innovate, improve and become stronger. That way, if something gets lost along the way, it won’t be you.

by Claire Shoesmith

What has the potential to impact the contract and permanent employment markets in opposite ways at the same time? No, this isn’t a joke, it is a serious question to which the answer is the upcoming changes to the UK’s IR35 legislation.

From April 6^th, private sector companies will be responsible for determining the IR35 status of their current and future contractors. As a result, the number of so-called ‘off payroll’ contractors is expected to dwindle, making it harder for organisations to fill highly-skilled project-based technical roles. To take them on as permanent employees, which would be welcomed in today’s tight recruitment market, organisations will need to pay more to compensate for the loss of the benefits associated with being self-employed (not paying tax or national insurance contributions).

The latest changes to the IR35 legislation are designed to remove the tax advantages of providing services via a limited company for individuals who are not truly working for themselves. In other words, those employees whose working practices are more akin to those of traditional employees.

The changes were introduced in the public sector in April 2017 and are due to come into effect in the private sector in April this year. From then, the responsibility for declaring tax status will lie with the organisation rather than the individual. The change has prompted many large businesses, including HSBC, Barclays and Lloyds, to consider the way they work with contractors and in the majority of cases, to make a blanket statement saying that they will no longer be engaging with contractors via their own personal service companies (PSCs).

While the actual impact of the changes on the private sector are yet to be seen, we can learn from the experiences of the public sector. Nearly three years into the new regime and the changes have been blamed for a series of delays to public sector IT programmes. A report by the Chartered Institute of Personnel and Development (CIPD) and the association of Independent Professionals and Self-Employed (IPSE) published in June 2018 found that nearly three quarters of public sector hiring managers reported challenges in retaining contractors. It also found that more than half believed they had lost contractors due to the legislative changes.

Moreover, figures released by the UK’s Office of National Statistics (ONS) in November showed that after a decade-long boom in IT contractors, the number of freelance technology workers fell by 2.4% to 121,989 in 2018, compared with the previous year.

While the new regime is without doubt the most fundamental change to the operations of IR35 since its inception, it doesn’t necessarily spell the death of the contractor. Many of these highly-skilled and very valuable individuals will be able to continue contracting via their Limited Companies, provided the end clients can provide recruitment agencies with an IR35 status determination. Companies not willing to embrace the changes will look to force contractors into permanent roles or make them switch to Umbrella companies.

 Simon Nicholls, practice manager for the contract recruitment market at Franklin Fitch, says: “We’re seeing a lot of panic from both our clients and the contractors we work with around the IR35 changes. However, if companies have a mechanism to assess IR35 status in a genuine, fair and pragmatic way then it should be business as usual.

“This is where we are educating clients currently in the hope that contractors can continue working in the same way, and clients have access to the vital flexible resources needed.”

As the saying goes, one man’s loss is another man’s gain. In this situation, while the contractor market may be at risk of losing some valuable assets, there’s every chance that the permanent market could reap the benefits as the tight employment market – unemployment is at its lowest for over 70 years - forces organisations to do whatever they can to ensure they attract and retain the best talent.

by Claire Shoesmith

A new year, a new you, or so the saying goes. For some this will mean a new job, for others it will be new resolutions, but for the remainder, it will simply be a continuation of the same, picking up where they left off sometime before Christmas. Even if it’s the latter, there’s no room for complacency. The IT world is constantly changing, and so should you if you want to keep on top of your game and get the most out of 2020.

Whilst we at Franklin Fitch have many skills, unfortunately crystal-ball reading isn’t one of them. However, being involved in two of the fastest moving industries – IT Infrastructure and recruitment, we have no doubt that 2020 is set to be an exciting year. So, what do we expect the first year of the new decade to bring, and more importantly, what can you do to ensure you stay ahead?

Here we look at the five top trends we expect to be dominating the market over the next 12 months and how we believe you can use them to your advantage.

1. A tighter permanent recruitment market

There are several reasons for this: unemployment is at its lowest rate for more than 40 years (the latest figures from the UK’s Office of National Statistics (ONS) released in December show the unemployment rate fell to 3.8%, its lowest level since 1974) and the ongoing uncertainty surrounding Britain’s departure from the EU. The upcoming change to the IR35 legislation is also having an impact, but we will examine this in more detail in another article.

Finding individuals with the required skills and experience to fill roles in cutting-edge sectors, such as serverless and cloud technology, DevOps, containerisation, networking and cyber security has never been easy, but it’s now harder than ever. Not only are there not enough Britons out there seeking these positions, but we are now faced with a likely shortage of skilled migrant workers thanks to the uncertainty around Britain’s future immigration policy. While there is much talk of an Australian-style point-based system, which would allow those with the necessary skills to take these roles, David Annable, Franklin Fitch’s founder, says that all the uncertainty is reducing the attractiveness of the UK as a place for non-Britons to work.

While the tight market makes it more difficult for businesses looking to hire highly-skilled security architects, network engineers or chief information (security) officers, it is also an opportunity for the UK’s top technology talent. 

2. Higher salaries

The knock-on effect of a shortage of candidates is obviously an increase in salaries. With fewer people to fill the roles, particularly in the highly-skilled areas of networks, servers, security or data, it goes without saying that those individuals capable of doing the job will need to be paid more to attract them to, and keep them in, the role.  

3. Candidate-led hiring

Another feature of a tight employment market is that it places the power very firmly in the hands of the candidate. Employers will need to work harder to attract and retain the right people, says Annable.

Training and development will be key to ensuring employees remain engaged and hopefully prevent them being enticed away to other roles. In our 2019 Market and Skills Report, the opportunity to progress featured highly, just behind salary, in the rankings of what candidates consider to be most important when choosing a new job.

4. Increased focus on employee benefits, including flexibility

Getting the right work-life balance has long been a talking point. While no definitive solution to the age-old challenge has been found, organisations have become much more open to alternative ways of working, including flexible hours, job sharing and the option to work from home. This is understandably not an option for all roles, but in today’s tight job market, organisations are going to have to pay more attention to the requests of individual employees and seek to accommodate their demands to attract the top talent. Again this offers a great opportunity for job seekers.

5. Ongoing emphasis on diversity in the workplace

Improving diversity and inclusion is not just a box-ticking exercise. Organisations are at last starting to realise the benefits of a diverse workforce. According to the latest figures from the UK’s Office of National Statistics (ONS), just over half of the 6.5 million Britons working in professional occupations are women. While this is indeed progress, it has unfortunately not filtered through to the IT and telecommunications’ sectors, where the ratio is just one in six.

However, the IT sector fares better when it comes to ethnic diversity, with the latest ONS figures showing that of the 1.84 million professionals who work in science, engineering and technology, 85.1% are white, compared with 87.6% across the UK workforce as a whole.

While the debate rumbles on as to how to achieve increased diversity in gender, ability, ethnicity and sexual orientation, you can expect organisations to try their own variations of quotas and targets to help achieve their goal. For some individuals, this will be an opportunity.

To conclude, there is no doubt that the tight employment market offers highly-skilled IT candidates the chance to shine and move ahead of the curve, but they aren't the only ones. The market situation also creates a significant opportunity for recruiters to face up to the challenge of finding the right person for the right role in a market where organisations themselves are likely to struggle. 

If 2020 is looking like a good year for candidates, then it's also not looking too bad for recruiters.....

by Claire Shoesmith

It was a fantastic night at Recruiter Magazine’s Investing in Talent Awards where we were delighted to pick up the award for Best Company to Work For (11-49 employees) as well as being shortlisted for two other awards.

In what was the most competitive category on the night, with 10 consultancies shortlisted, the award recognises the recruitment company “that provides the most effective work environment, incentives, benefits, professional development/training, internal communications, ‘best practice’-orientated management, inclusion, and social responsibility activity.”

The evening didn’t get off to the best start for one of the team, Chris, realising that his newly purchased suit still had the security tag attached. A dash to Oxford Circus was needed, and all was quickly forgotten when the Franklin Fitch name was announced and the team proudly walked up on stage to pick up the trophy.

Dave Annable who collected the award with the team from Hays’ Director of People & Culture, Trisha Brooke reacted to the recognition with pride:

“I was genuinely surprised when we were announced as winners, we’ve been working hard to build a great business, and to receive some external validation and recognition is fantastic. The whole team are bought into our vision and we are committed to the ongoing development of each person working for us, whatever their role.

We have ambitious growth plans for all of our offices in Europe and the US, so hopefully the 2019 awards will see Franklin Fitch feature in the 50 – 99 headcount category!”

We’d like to thank Recruiter Magazine for putting on an excellent evening and congratulate all other winners and shortlisted companies and individuals.

For many, when they hear or read the word ‘Brexit’ they roll their eyes with disillusionment of the ongoing saga. After all, it has been 36 months since the United Kingdom voted to leave the EU and it is still no closer to recognising what that may mean – or even if it will happen.

But it would be remiss not to understand that it affects people. People who have ambition, dreams, careers, relationships and families.

At Franklin Fitch we have a presence in the UK and Europe. We work together, overcome challenges together and celebrate successes together. This is down to our people.

A number of these people are EU citizens living and working in the UK with genuine concerns around Brexit and what it may mean for them. One of these individuals is Oliver Neukamm, who has worked at Franklin Fitch in London since January 2017. He reflected after Theresa May’s recent crushing defeat in Parliament after MPs voted on her negotiated Withdrawal Agreement:

“I’m disappointed and astonished at how the country seems to be dismantling itself.

I’m currently enjoying my work and have had a very successful career to date in the UK. Myself and my partner (a British citizen) are currently in the process of purchasing a property so I want to be here for a while longer!  I’m lucky in the sense that I have the security that Franklin Fitch will support me and sort out any visa requirements should they be needed, but I can imagine that many others in similar situations are more concerned.

From my point of view a ‘No Deal Brexit’ wouldn’t be good for anyone and I personally don’t think it will happen when it comes to the crunch. I hope that the current political purgatory ends as soon as possible to give everyone some clarity and security.”

Oliver’s comments first appeared in the German newspaper, Frankfurter Allgemeine on the 16^th of January.

https://www.faz.net/aktuell/wirtschaft/wie-geht-es-eu-buergern-in-grossbritannien-vor-dem-brexit-15991775.html

Are you a Network Visionary?

The Network Architect

Do you want a thriving IT career? This is the roadmap to becoming a successful Network Architect.

The Role:

Compared to a traditional Network Engineer, who is focused on implementing and troubleshooting, a Network Architect designs computer networks. This means constructing layouts for the usage of hardware and software and creating models to predict future network needs, using network modeling tools such as Opnet, OMNeT++ and NS2. Furthermore, architects are involved in the analysis of business requirements, project planning and budgeting, and often require softer skills including stakeholder management to complement their technical abilities. This requires a lot of diplomacy and consultancy skills.

But, Network Architects are among the highest paid employees in the IT-world.

Skills & Certifications:

The role of a Network Architect usually requires a bachelor’s degree. Furthermore, several network certifications are highly recommended. These include Expert level certifications, such as Cisco Certified Design Expert (CCDE) or Cisco Certified Internet Expert (CCIE). Also beneficial are certifications such as ITIL and TOGAF or even the Cisco Certified Architect (CCAr).

Knowledge in key areas such as cloud computing, virtualization, programming, security and application design are also in high demand.

However, it should not be forgotten that building your experience is as important as having a degree.

If you put in the time and effort into gaining professional skills, certifications and experience in the networking field, the position of Network Architect could be the ultimate goal in your IT career.

As attractive as a counter-offer may seem, you should seriously consider if it’s wise to accept it. If you have already decided to move on from your current job, you shouldn’t let anyone change your mind.

As soon as you hand in your notice, a lot of bosses will try and convince you to stay – the standard counter-offers include higher salary, more training and development, more new technologies, etc.

So your mind starts wandering: “What if they are right?” “Should I give my old job a second chance?” “Who knows, what the new job might be like – it could be even worse than the current one…”

Please stop this thought process right now! Counter-offers have a lot of traps that you might not detect at first. In most cases, people regret accepting counter-offers.

Why does your employer only react to your wishes now?

Counter-offers are quite a common thing – and here’s why:

1. Your boss thinks: “Another company is interested in our employee – maybe we need to change something…” – no one likes to change so some people will try and avoid it for as long as they can.
2. You would leave a gap, which would be very time consuming and expensive to refill.
3. Depending on your specialisation and due to numerous amounts of skills gaps, it can be extremely hard to find the right candidate to replace your position.

Let’s imagine you accept the counter-offer – what happens next?

Your boss is happy you stayed, and he doesn’t have to replace you, so he pays more attention to you and your needs for a while. You might get that pay rise, better working hours and that long-desired bonus. Then your boss eventually realises – you wanted to leave. So, he will keep a close eye on you and what you do: a person that decided to leave once might do it again. Unfortunately, that makes you a very unsafe candidate for any upcoming promotions – because if they invest in you today how do they know you won’t take your expertise to a competitor tomorrow. Chances are, your boss only wants to keep you until he has found the right replacement. Once you realise what’s happening – the job offer you secured back when you decided to leave will be long gone.

Why is your employer only appreciating your value now?

Receiving a pay rise is a nice perk – but was the pay rise really the reason you wanted to leave in the first place? Money is important, but usually there are more reasons for an employee to leave: no career progression, no work-life-balance, not enough appreciation, bad atmosphere within the team, feeling bored or overwhelmed with the tasks. If you are now still considering accepting the counter-offer from your boss, then please make sure you mention the other issues you have within the company – more money alone won’t make you happy. In a lot of cases, and we are speaking from experience, accepting a counter-offer has made candidates unhappier rather than happier.

If you are looking for a new position within IT Infrastructure, contact Xenia Kusainov today or browse our current vacancies here.