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by Alex Pineda
In the US, the month of May is Mental Health Awareness Month. This annual event serves to increase public understanding of...
In the US, the month of May is Mental Health Awareness Month. This annual event serves to increase public understanding of behavioral health issues, lessen stigma associated with them, offer support, inform the public, and promote public policies that will benefit the millions of Americans who are affected by mental illness.
Mental health is a universal issue. Sometimes, external factors, such as stress or worry at work, can have a negative impact on your mental health. Workplace mental health is a subject that is becoming increasingly important. It's not surprising that, in a society where work takes up the majority of our time, both our mental health and our career can have an impact on how well we perform professionally.
One in four of us will experience a mental health issue at some point in our life, according to estimates from the World Health Organisation (WHO), which also notes that illnesses like depression and anxiety-related conditions can cost the global economy up to USD 1 trillion annually in lost productivity.
As a result, businesses everywhere are taking greater measures to assist the mental health of their employees. The value of work-life balance is now extensively promoted by many companies, and many even permit "mental health days" for their staff. Even if such employer-sponsored programs are really beneficial, it's crucial that we also make time to care for our own mental health.
Make mental health a priority
While most of us are aware of how important it is to take care of our mental health, doing so can be more challenging in workplaces where there are frequently lots of distractions. Prioritising our mental health might be neglected in crowded offices or other workspaces as we concentrate on meeting client deadlines, interacting with coworkers, advancing our careers, and many other factors. There are things you can do to prevent your mental health from deteriorating while you are working, despite the distractions.
Why is maintaining our mental health while at work important?
Even though many people still find it awkward or difficult to discuss this subject, having mental health problems at work is becoming more and more common. Given how much time we spend at work, it is crucial that we take care of our mental health.
Encouraging good mental health at work has many advantages, and not just for the individual employee.
What are the advantages of making sure people are mentally healthy and fit while they work?
Employees are more likely to transfer a healthy mental and physical state into their work environment and feel more capable of accomplishing more when they are in this state of mind. Additionally, workers who have assistance at work are less likely to need long periods of time off for stress and burnout or to take sick days for their mental health.
Improved Job Performance
Employees are more likely to take pride in their job in environments that support healthy mental health, which can enhance performance. This may be due to the fact that they feel more confident in themselves when their mental health is in good shape, or because they are better able to feel inspired and passionate about their work since they aren't deterred by overwhelming emotions of stress and difficult emotional states.
Reduced Staff Turnover
Talent is more likely to stay at a company that makes an effort to help its employees in every aspect of their lives, including supporting their mental health. Employee satisfaction and motivation at work can increase when they feel supported and empowered by their company, and happy employees are less likely to look for new chances elsewhere.
You can preserve your mental health at work by simply adopting certain healthy behaviors. Here are our top suggestions for improving your your mental well-being.
Learn To Say No
Knowing your capacity for work is essential to avoiding overstretching yourself at any time, but it's much more crucial when you're experiencing poor mental health. Of course, it's natural to want to please your boss and coworkers by completing multiple tasks and duties well, but there are times when you can only perform at your peak when you don't take on too much.
Understanding Workplace Stress
Most of us may occasionally suffer some level of work stress, whether it comes from the strain of making a deadline or dealing with a challenging client. When your stress levels become excessive and start to have a detrimental impact on your wellbeing, issues may occur.
Start by developing a better awareness of stress, such as learning how to recognise it and more about its origins, in order to manage your stress levels. You will be better equipped to think of workable solutions when you are more aware of what is generating your stress.
We are accessible at all times thanks to modern technology, which might lead to an unhealthy "always-on" culture. You can promote excellent mental health by striving for a better work-life balance. It's crucial to feel content with your time spent both at work and away from it.
Set some boundaries early on to prevent yourself from feeling unable to unwind properly while away from work and from feeling unable to ignore the messages from work that keep appearing on your phone. Setting some boundaries and keeping your work within the office can be accomplished by doing something as simple as leaving work on time and not working through lunch.
Taking Time To Look After Yourself
It's critical that you carve out time to take care of yourself, whether that means going outdoors for five minutes to breathe some fresh air or taking advantage of a mental health day if your employer provides one. Sometimes all it takes to make you feel less stressed and anxious is a brief change of scenery.
Additionally, you should prepare to use your annual leave entitlements all throughout the year. You must take time off from work if you want to maintain good mental health. Even if you don't go on vacation, a week or two at home away from work will do wonders for your mental well-being.
Speak To Your Employer
Sharing your vulnerabilities and seeking help when you need it requires courage.
The next step might be to speak with your manager or employer if you believe that you are unable to control your stress on your own. By doing this, you can aid them in understanding the elements of your employment that are worrying you and in finding solutions.
Your company owes a duty of care to you, their employee, in every industry and in all positions. Tell your manager how you are feeling and what your doctor has advised, and then work together to determine if there are any changes that can be made to your working environment to ensure that you are comfortable there.
While speaking up and discussing your mental health at work can be intimidating, as the saying goes, a problem halved is a problem solved. Therefore, talking to someone you trust is one of the most empowering things you can do if you feel like you need help.
Believe it or not, relationships at work have a significant impact on both mental health and job satisfaction. According to research, those who have healthier relationships in life typically live longer. Don't be hesitant to engage in more social interaction with your coworkers or go on a work outing.
Inform your employer if social interactions at work are currently not encouraged in your office. Take advantage of these social benefits and spend some time with your coworkers away from the office. Every organization ought to provide opportunities for social engagement.
Introduce Self- Care Practices Into Your Routine
Self-care activities are an effective approach to promote mental health, and the good news is that you can carry them out throughout your working day.
Self-care doesn't always mean having a bubble bath or reading your favourite book; it can also entail setting limits at work or treating yourself to lunch at your favourite restaurant. These simple self-care practises can uplift your mood and foster a sound mental condition, both of which are necessary for a contented and effective employee.
One of the most recommended ways to maintain your mental health and wellbeing is to stay active. This can be challenging, though, if your profession demands you to spend a lot of time sitting at a desk or standing still.
Think about the various simple ways you might include fitnesininto your workday. It's not necessary to schedule a spin class for lunch; it might be as easy as using the stairs rather than the lift or going for a 15-minute walk in the afternoon. To ensure you are moving during the day while working from home, try giving yourself a reason to leave the kitchen table or your home office at least once.
Seek Treatment When Needed
Always talk to a professional if you ever feel overly stressed or mentally ill. 80% of workers who received treatment for mental health issues reported increases in their job happiness and productivity, according to the Centre for Workplace Mental Health. Many companies offer resources and access to mental health professionals so having the bravery to seek the help is a great step in bettering your mental health.
Taking care of your mental health at work starts and ends with taking care of your mental health in general. It will be beneficial in the long run to develop excellent habits that will support maintaining your mental health.
Start using the aforementioned ideas in your life right away. It's simple to let work influence how you feel and dictate your mood, but with a little time and effort, you can reclaim your power and work to attain good well-being at both work and home.
If you need to seek help or advice regarding mental health or if you or someone you know is struggling or in crisis, help is available. Call or text 988 or chat 988lifeline.org. You can also reach Crisis Text Line by texting MHA to 741741. You can also call 1-800-985-5990 or text “TalkWithUs” to 66746 at the SAMHSA Disaster Distress Helpline. Trained crisis workers will listen to you and direct you to the resources you need.
by Brooke Feinglass
Understanding how to talk about mental health in the workplace is an important skill we should all master. But it’s not as easy as it sounds....
Understanding how to talk about mental health in the workplace is an important skill we should all master. But it’s not as easy as it sounds. There’s still a stigma in many workplaces around mental health, which makes the process of opening up about it to employers and colleagues daunting.
Many business leaders and human resource professionals are making mental health and workplace well-being a top priority. Despite this, many employees still do not feel comfortable discussing any mental health issues they are currently experiencing with their management. This is usually due to apprehension about jeopardizing their professional reputation or causing future problems.
With one in six people experiencing a common mental health problem in any given week, creating an open and supportive work culture has never been more important. Starting a conversation on mental health may seem daunting, but it doesn’t have to be difficult.
It has therefore never been more important to prioritise the mental health of our workforce. With that in mind, here’s some helpful tips on how to improve mental health in the workplace.
Create an Environment of Openness
The first step in promoting mental health is to foster an atmosphere of open communication. None of the following suggestions will be successful if people suffer in silence or are scared to express their concerns.
That being said, talking about your own mental health at work is a big step, and getting started can be difficult. It takes bravery to stand up and discuss such a private matter. It is critical to foster a culture in which mental health can be openly discussed and managed.
An easy method to communicate this with your staff is to emphasize the importance of mental health and urge them to be honest about it. The purpose here is not to persuade people to reveal their illnesses or to make them feel uncomfortable. Rather, the idea is to foster a welcoming environment in which people can share (on their own terms) when going through a difficult moment.
The following actions help create an open and safe environment:
- Be open about your personal difficulties. If you've ever experienced excessive stress, overwhelm, or burnout, be honest about it. This normalises the discussion about mental health and the problems we all face, and it allows others to participate.
- Actively communicate to people that they are supported. Make it a point to emphasise how open employees may be with you.
Finally, recognising that an employee is struggling is the first step towards assisting them. And having a safe and inclusive atmosphere is critical to supporting and protecting employees' mental health.
Regular Check-Ups With Your Team
You should be friendly and available, and you should encourage team members to talk to you if they are experiencing difficulties. Your management approach should be tailored to the demands of each individual. For example, if someone works from home, you could ask them whether they prefer to communicate by phone, video meetings, or email.
Meetings and one-on-ones are excellent venues for openly discussing mental health issues. You may use this opportunity to find out how your employees are feeling and if they have any worries. If they have an issue, encourage them to seek assistance or share any helpful initiatives you may have. You should check:
- How they're feeling
- How their work is going and if they need support
- If they have the right setup when working from home
It may appear tough to approach and communicate with an employee who has a mental health problem. If you feel an employee has poor mental health, you should schedule a conversation as soon as feasible as an employer. This should be the point at which they feel at ease and ready to speak with you. You must:
- Make sure you talk to them in private
- Be flexible about when and where
- Approach the conversation in a positive and supportive way
Know Your Resources Available
You should know what resources and support you can offer and signpost them clearly. If your company has any internal resources, it's a good idea to share them with your employees. There is also a lot of mental health help available online. So, if you notice an employee is anxious, worried, or depressed, encourage them to seek assistance. For example:
- An employee assistance programme (EAP) offering staff counselling
- 'Drop-in' sessions with someone from Human Resources
- A third party to talk through any issues
Employee assistance programs, or EAPs, are employee benefits programs designed to help employees resolve issues that could impact their life. The idea is to address personal issues before they interfere with work performance.
While EAPs are beneficial, and companies that provide them see a significant reduction in absenteeism and workplace stress, they are woefully underutilized. According to multiple research, EAP utilization is less than 10%. It may be challenging for someone to discuss their mental health. As a result, it's critical that you remain calm, patient, sympathetic, and re-assuring.
Have Honest Conversations
Make it a point to have regular and normalized conversations about mental health. Talking about mental health more openly can help to break the stigma. Ask straightforward, non-judgmental questions and allow your team to express themselves in their own words about how they feel and what assistance they require. It can be difficult for anyone to open up about their mental health, so be friendly and let your colleagues know you're here to help.
If someone approaches you to discuss their mental health, you should thank them for opening up to you. Give them as much time as they need to talk about their mental health.
During the conversation, you should:
- Listen carefully to what they say
-Try to identify what the cause is, for example by keeping questions open ended
-Think about ways to help, for example, if there's any support they can get at work
-Reassure them – let them know you'll help them get the support they need
If either of you needs to think about what's been discussed before any decisions are made, you should agree to have some time to think things through.
Some people may take longer than others to open up about their mental health, if at all. Remember that everyone has varying levels of comfort and preferences, especially when it comes to discussing something as intimate as mental health. Don't let this deter you from letting them know you're willing to listen if they want to talk about it.
Being Clear about Confidentiality
It can be challenging to open up about any health concerns, especially mental health concerns. Assuring your employees that any information they provide will be kept confidential may aid in breaking down barriers. It's sensitive information that should only be disclosed with a small group of people.
You should reassure the person that you will not disclose anything they tell you with anybody else unless there is a compelling cause to do so. If there is, you should be explicit about who and why you will share information.
Getting Support for Yourself
You might find that you need advice and support for your own mental health. For example, you might be under more pressure than usual to support your team and resolve problems.
It might help to talk things through with someone who can support you, for example:
- Your own manager
- Someone else at work
- A mental health 'champion' or network at work
- A counsellor, if you can access one through work
If your organisation offers counselling, it'll usually be through a scheme known as an employee assistance programme (EAP).
by Jacob Stevens
Currently, one out of every six workers is dealing with a mental health issue such as anxiety, depression, or stress. This can prevent people from...
Currently, one out of every six workers is dealing with a mental health issue such as anxiety, depression, or stress. This can prevent people from giving their best effort. When employees are healthy, motivated, and focused, organizations perform better.
Smart companies help employees who are dealing with mental health issues cope and recover. Employer assistance is critical in deciding how effectively and fast people are able to return to peak performance.
Standing by employees who are experiencing a mental health condition allows you to retain a great employee while also delivering a message about your organization's values. All employees must see that their company lives its values and treats its employees well. Trust and integrity are crucial drivers of engagement, and firms that support their employees reap the advantages in terms of employee loyalty and commitment.
The World Health Organization (WHO) estimates that depression and anxiety cost the global economy $1 trillion per year in lost productivity. But WHO also found that for every $1 spent on treating common mental health concerns, there is a return of $4 in improved health and productivity.
Employees are less prone to develop problems if they believe they can discuss openly about their mental health. This could result in:
• Less time off for poor mental health
• Increased workplace morale
Employees are typically too afraid to notify their boss about a mental health problem, which causes problems to escalate. According to a recent survey, one in every five employees felt they couldn't tell their supervisor if they were extremely stressed at work, and less than half of those diagnosed with a mental health problem had told their boss.
Companies must provide a clear message to employees that their mental health is important and that being upfront about it will result in assistance, not prejudice. One straightforward method to convey this is to state that mental health will be managed in the same manner as physical health.
Why is corporate culture so important?
Cultural development may not appear to be a priority at a time when many businesses are struggling, but we believe the contrary is true.
In terms of the epidemic, managing and assisting employees who were hesitant to return to work required careful planning. Employees needed to understand what actions their companies had done to assure their safety and that their well-being was (and continues to be) a top concern. Trusting an employer to do the right thing and handle concerns responsibly is essential for creating trust and minimizing present fears that may be contributing to poor mental health.
Creating a Supportive Environment
The first step in creating a workplace that supports employees' mental health is to raise awareness and de-stigmatize mental illness or sickness. As an employer, you must prioritize both mental and physical wellness.
You should establish an environment in which your staff feels comfortable discussing mental health freely. Provide resources to help employees understand more about mental health or illnesses, as well as information on how employees who are experiencing difficulties can seek help. When you openly discuss mental health, employees are more likely to feel comfortable with the concept and reach out to managers or coworkers if they are experiencing difficulties.
For example, you should:
- Organizing workshops, mental health training programs or lunch-and-learn sessions to educate employees on mental health issues, their signs and symptoms and how to seek help could all effectively remove that stigma.
- Make sure employees have regular meetings with their managers, to talk about any problems they're having
- You can also establish a workplace environment that is supportive of mental health by:
- Encouraging social support among employees, such as an organized support group that meets regularly
- Setting up an anonymous portal through which employees can reach out to let HR or managers know that they’re struggling with high stress and need help
- Providing training on problem-solving, effective communication, and conflict resolution
- Promoting your employee assistance program (EAP), if you offer one
Develop Employee Mental Heath Resource
Consider providing employee assistance programs (EAPs) and other measures to improve employee well-being. These tools can offer guided meditation and therapy to employees in order to help them manage stress, anxiety, or depression through coaching, exercises, and information.
You may also provide mental health experts with counseling services, as well as training and support groups focusing on mindfulness and self-care. Giving your staff the tools they need to manage their emotional well-being can help them succeed both inside and outside of the workplace.
Work-life balance, or its absence, can have an impact on an employee's mental health. Work-life balance is an important part of a good workplace, and businesses should provide flexible work alternatives. Maintaining a work-life balance reduces stress and helps to prevent job burnout.
Employers around the country are embracing workplace flexibility to help employees better balance their professional and personal lives. Workplace flexibility can include flexitime, telecommuting, and unlimited paid time off (PTO) policies, albeit this varies by organisation. Employees benefit from flexible schedules in terms of job satisfaction, improved health, higher work-life balance, and less stress.
Address Workplace Stress
Almost 80% of Americans say their jobs are stressful. Employee weariness, irritation, and health problems can all be exacerbated by chronic working stress. Furthermore, workplace stress costs US employers $300 billion in lost productivity each year.
While it may not be possible to completely eliminate job stress for your employees, you can teach them how to manage it effectively. A tremendous workload, intense pressure to perform at high levels, job insecurity, long work hours, excessive travel, office politics, and disagreements with coworkers are all common job stressors.
Various activities can be implemented to help reduce employee stress, which can improve health, morale, and productivity.
- Make sure that workloads are appropriate.
- Have managers meet regularly with employees to facilitate communication.
- Address negative and illegal actions in the workplace immediately—do not tolerate bullying, discrimination or any other similar behaviors.
- Recognize and celebrate employees’ successes. This contributes to morale and decreases stress levels.
Evaluate Your Benefits Offering
Examine the advantages you provide to ensure that they also help mental health. Examine your present health-care plans. Do they provide coverage for mental health services? Examining your organization's offerings is critical to fostering a culture that promotes employee mental wellness.
In a similar way, consider what volunteer benefits you might provide to promote mental health. To support your staff, consider providing simple incentives such as financial planning guidance (since financial stress often contributes to poor mental health), employee discount programmes (where employees can access gym memberships, stress-relieving massages, or acupuncture at a reduced cost), and EAPs.
Accept and Apply Constructive Employee Feedback
Once your mental health program has been implemented, it is critical to collect feedback in order to assess its effectiveness. Surveys, focus groups, or one-on-one talks can be used to get feedback on the program's ability to address the mental health needs of your staff.
Paying close attention to your team's recommendations and concerns will help you improve the program to better meet their needs. This also encourages a sense of investment and involvement. When your team members believe that their voices are being heard and that their thoughts are valued, they are more likely to feel connected to and dedicated to the organization's mission and mental wellness programs.
Provide Mental Health Training For Managers
One of the most major barriers to mental health care at work is the stigma associated with mental health. Despite recent societal efforts to de-stigmatize mental health, problems persist. To guarantee that there is no stigma associated with mental health in your organisation, it is critical that management is appropriately trained in recognising the indicators of mental illness, excessive workplace stress, workplace bullying, and exhaustion.
Managers should also be prepared to address potentially tough conversations with staff about their mental health. Finally, rather than avoiding the subject, they should be prepared to speak honestly about mental health.
Staff should feel more confidence talking to management about their mental health if you take proactive initiatives to build a more open and friendly culture. However, keep in mind that culture change does not happen overnight, and that the individual relationships between managers and employees are critical to getting this right.
When individuals can get care early, they are more likely to avoid developing a more serious problem. As a result, it is critical that companies have clear, well-publicized channels in place for employees to voice issues and that effective action is taken swiftly when employees seek assistance.
by Aryana Imani
Recruiting the right talent for a job is a complex process that requires skill, expertise, and experience. In today's competitive job market,...
Recruiting the right talent for a job is a complex process that requires skill, expertise, and experience. In today's competitive job market, finding the right candidate or job can be a challenging and a time-consuming task for both employers and job seekers. The process involves numerous steps such as posting job ads, reviewing resumes, screening candidates, and conducting interviews, among others. This is where a specialist recruiting agency can make all the difference.
In this blog post, we'll explore the benefits of hiring a specialist recruiting agency for both candidates and clients.
Staffing and recruitment agencies assist both job seekers and companies in finding and hiring employees. But that's just the beginning. We do a lot more than just connect individuals with jobs.
We carry out a variety of duties for businesses that lack the time, knowledge, or resources needed to manage a range of responsibilities. These activities include, among others, executive search, thorough background checks, onboarding and training, payroll and benefits, and outsourcing some or all of an HR operation.
These activities also involve short- and long-term staffing and recruiting. While recruitment focuses on filling long-term positions, staffing typically entails contract (temporary) employment.
Staffing and recruiting is a $500 billion global business (Statista, 2022). In the U.S., the staffing industry generates more than $152 billion in annual revenue, employs more than 3 million workers during an average week and hires about 16 million contract workers each year (American Staffing Association, 2022). The U.S. recruiting industry reports more than $23 billion in revenue per year (IBISWorld, 2021).
Why use an agency?
The decision to hire an agency depends on several factors, among them the number of positions you need to fill, how soon you need to fill them, how often you require staffing/recruiting services, the type of candidate(s) you seek to attract and hire, your budget, and your in-house capabilities.
Working with staffing and recruitment agencies offers many benefits for both candidates and clients alike.
- Access to a Wide Range of Job Opportunities
Specialist recruiting agencies have connections with numerous companies, and they are often the first to learn about new job openings. This means that job seekers who sign up with a recruiting agency get access to a wider range of job opportunities that they may not have known about otherwise. Recruiting agencies can match candidates to positions that suit their skills and experience and increase their chances of finding their dream job.
Franklin Fitch Highlight: industry agnostic yet specialized in IT infrastructures. We also take the time to get to know you, your background, and your preferences to present the most relevant opportunities. This also helps us advocate for your needs to the client and get them to know you beyond your resume.
- Personalized Career Advice
Specialist recruiting agencies offer personalized career advice to job seekers. This includes guidance on job interviews, salary negotiations, and career development opportunities. Recruiting agencies can also help candidates identify their strengths and weaknesses and provide guidance on how to improve their chances of landing a job.
Franklin Fitch Highlight: Since we specialize in IT infrastructure, we have a deeper understanding of industry-specific preferences and market knowledge that allows you to better navigate your search. Furthermore, our commission scheme gives us further incentive to advocate for what’s in your best interest. Basically, the more money you make, the more money we make. You can trust we will always guide you in the right direction.
- Efficient Job Search
Job hunting can be a daunting task, especially for those who are already employed. Specialist recruiting agencies can help streamline the job search process by sending job alerts and notifying candidates of job openings that match their skills and experience. This saves candidates time and energy and allows them to focus on other aspects of their lives while the agency does the job searching.
Franklin Fitch Highlight: With your permission, we store your information in our system. After we have our initial conversation, you’ll continue to pop up in our searches for relevant opportunities. When we present these to you, we’ll have a head start since we’ve saved your preferences.
- Access to Unadvertised Jobs
Many companies do not advertise their job openings, but instead rely on specialist recruiting agencies to fill them. By signing up with a recruiting agency, candidates can gain access to unadvertised jobs that they would not have known about otherwise. This increases their chances of landing a job that is not only a perfect fit for their skills and experience but also meets their career goals.
Franklin Fitch Highlight: With 11 years of business, we have repeat clients that work exclusively with us, meaning we get first access to their jobs. Furthermore, with direct contact to the client and hiring managers, we get more information on the job than what you’d know from an advertisement.
- Access to a Larger Pool of Candidates
Specialist recruiting agencies have a vast pool of candidates at their disposal. This means that clients can access a larger talent pool than they would have been able to reach on their own. Recruiting agencies have connections with a wide range of candidates, including passive job seekers, who may not have applied for the job otherwise.
Franklin Fitch Highlight: With 11 years in business, we have a global internal candidate database of thousands of candidates with whom we’ve built already built a relationship with
- Time and Cost Savings
Hiring a specialist recruiting agency can save clients time and money in the long run. The agency handles the entire recruitment process, including advertising, screening, and shortlisting candidates, which frees up the client's time to focus on other important aspects of their business. Additionally, recruiting agencies have a deep understanding of the job market and can negotiate salaries and benefits on behalf of the client, saving them money in the long run.
Franklin Fitch Highlight: Large, global team working around the clock to fill your vacancy. We specialize in filling difficult positions. We frequently see applications-to-offer placements in less than 2 weeks.
- Expertise and Experience
Recruiting agencies specialize in the recruitment process, and their staff are highly skilled and experienced in finding the right candidates for the job. They have a deep understanding of the job market, industry trends, and the skills required for specific roles. This expertise and experience enable them to identify the best candidates for the job quickly and efficiently.
Franklin Fitch Highlight: We qualify and screen candidates before sending them to you. The goal here is to ensure candidates are qualified and help us highlight how they meet your needs. This helps us align candidates’ needs and preferences with yours. Continuous technical training. Follow the sun model for maximized access to candidates.
- Better Quality Hires
Specialist recruiting agencies have a reputation to uphold, and they are invested in finding the best candidates for their clients. They have access to a vast pool of talent, and they use their expertise and experience to identify the best fit for the job. This ensures that clients make better quality hires that are a perfect match for their business needs.
Franklin Fitch Highlight: Our priority is to find the best candidate whose experience and preferences align with your needs and offerings. We have detailed rebate plans in the case that a candidate doesn’t work out because we prioritize your success.
In conclusion, hiring a specialist recruiting agency offers numerous benefits for both candidates and clients. It provides candidates with access to a wider range of job opportunities, personalized career advice, and an efficient job search.
Looking to hire into your evern growing IT teams or alternatively, looking for a new and exiting role in the technology space but not sure where to start? Get into contact with one of our specialized consultants and get your security team hired today! We can ensure an A-list of candidates and a cooperative and extensive relationship with both clients and candidates.
by Adam Cooper
A comprehensive employee retention program is a key differentiator in tight talent markets. In today’s war for talent, it is common to focus on...
A comprehensive employee retention program is a key differentiator in tight talent markets. In today’s war for talent, it is common to focus on attracting talent to offset any turnover an organization may have experienced. While this approach is crucial, managers must also identify the underlying cause of the issue and consider the reasons why their best employees are quitting 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?
The ability of an organization to maintain its employees under contract results in a more reliable, effective workforce. Businesses that are serious about keeping their best employees develop policies and initiatives designed to lower employee turnover.
Those who are successful in generating high employee retention rates are in a better position to accomplish business objectives and attract new hires. A company's ability to hold on to its talent, especially in competitive hiring talent, has significant implications for its ability to operate at a high level, free from the disruptions that employee turnover brings. As a result, a well-established, well-executed employee retention strategy is a key competitive differentiator.
The likelihood is high that the departing employee will mention one or more of the following reasons for quitting their role:
- Inadequate salary
- Limited or no access to opportunities
- Not a Cultural Fit
- A perks and benefits package that isn’t competitive
- Feeling overworked and/or unsupported
- Limited career advancement
- A need for better work-life balance
- Lack of recognition
- Boredom with the type of work
- Unhappiness with management
- The desire to make a change
- More exciting job opportunities at other companies
Exit interviews can provide invaluable insight into the employee perspective of your company and help determine whether your employee retention strategies need improvement. Here's how to reduce employee turnover, retain top talent, and establish an engaged workforce. Replacing employees who leave and training new ones to replace them costs a lot of time and money.
Employee retention strategies for job satisfaction
Candidates with in-demand talents won't likely have to wait long to find new employment, even though the labor market favors employers in some industries and places. Numerous businesses continued to hire throughout the pandemic, and many more have accelerated hiring in recent months.
1. Onboarding Process
2. Employee Compensation
3. Work Benefits and Perks
5. Investment in Employee Engagement
6. Feedback on Performance
7. Training and Development
8. Work-Life Balance
9. Flexible Working Arrangements
10. Diversity and Inclusion
If you sense your business is at risk of losing top talent, you need to move fast to shore up your employee retention strategies. We've 10 retention techniques to reduce the risk of turnover based on years of developing and managing high-performing technology teams.
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. Don't short-change this important first action. The orientation you give new hires, whether in person or digitally, can set the tone for their entire employment with your company.
2. Employee compensation
Companies must provide competitive salaries to their employees, which means they must continually review and revise pay scales. Even if your company is now unable to raise salary, think about if you might be able to offer additional forms of compensation, including incentives. Don't forget to enhance retirement and health benefits, which can also aid increase employee job satisfaction.
Offering benefits can attract new employees, re-engage current employees, and improve employee morale. Flexible schedules and remote work choices are the benefits that many professionals value most. Also, a third of the professionals indicated that paid parental leave is a major benefit.
The competitive incentives that the tech sector is known for providing, which might include unlimited vacation days, modern workspaces, and discounts at the best restaurants, are helping tech companies retain more of their workforces. These special benefits support retaining happy and engaged staff members.
4. Invest in employee engagement
Employee turnover might become a problem in the highly competitive tech sector if retention methods aren't put in place. High levels of employee engagement indicate that team members understand the organization's objectives and are actively working to achieve them.
Asking your employees what they need to feel happier at work and how, if given the chance, they would improve the company are simple, day-to-day actions you can take to improve employee engagement in addition to offering appealing benefits packages and perks. This will highlight actionable steps for organizational improvement. A great way to do this is through employee surveys. Encourage your employees to share ideas and ways to innovate through frequent brainstorming sessions and by fostering an open-door management policy.
The transition to remote and hybrid employment has highlighted how crucial effective workplace communication is. Whether they are based on-site or remotely, your employees should feel comfortable approaching you at any moment with suggestions, queries, or problems.
Also, as a team leader, you must ensure that you are contributing in a good way to the team's overall goal of fostering timely, constructive, and effective communication. To gauge each team member's workload and level of job satisfaction, be sure you actively engage with them on a regular basis.
6. Continuous feedback on performance
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. 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.
7. Training and development
You can assist staff in identifying opportunities for professional progress, such as the requirement for learning new skills, as part of offering ongoing feedback on performance. One method to guarantee a successful future over the long term is to invest in the career and skill development of your talent.
Your staff need to be upskilled more than ever as technology continues to disrupt the way we operate. Those who upskill acquire new skills as the demands of the workplace change. Your teams will feel supported and have the knowledge and credentials necessary to contribute to the success of your business if you provide internal trainings, access to collaborative learning opportunities, educational resources, or the choice to take external courses.
Tuition reimbursement is another chance for employees to advance their careers that many businesses provide. Although initially it may seem like a significant investment, over time your staff will develop the abilities needed to test new markets, create new goods or services, and assist you in outpacing the competition. Investing in the professional growth of your employees should be a top concern.
8. Work-life balance
What message are your employees receiving from your time management? Do you anticipate employees to be available around the clock? To be happy at work, one needs to maintain a healthy work-life balance.
Employees need to know that their bosses are aware of their personal lives outside of work and that managing a work-life balance can be particularly difficult while working from home. Urge workers to establish limits and take vacation days. And if working late into the night is necessary to finish a job, think about compensating by giving them more time off.
9. Flexible work arrangements
Top talent in the tech sector today demands flexible work arrangements that promote a better work-life balance in addition to the ability to work remotely. According to 92% of the tech companies surveyed by the Consumer Technology Association, keeping employees happy requires offering flexible work arrangements like flexible scheduling and location.
10. Foster a culture of diversity and inclusion
Employees value diversity in the workplace more and more, particularly in the tech sector. 3 out of 4 employees, according to Built In, prefer to work for diverse firms, offering employers who place a high priority on diversity a major competitive edge. Regrettably, the tech sector still has a long way to go before their teams are more diverse. In reality, men currently control 75% of the tech occupations in the United States, according to Zippia.
In order to ensure that employees are treated fairly and that companies have access to the greatest talent, it is important to look beyond colour, language, and gender. Moreover, inclusion and higher levels of team satisfaction are influenced by diversity.
In today’s tight labor market, the importance of employee retention strategies can’t be overstated. Since a few employees leaving the organization can quickly lead to lost morale and unmanageable workloads, it’s essential to be proactive by implementing effective employee retention strategies such as compensation reviews, recognition programs, and opportunities for upskilling and reskilling.
Employees who feel valued and believe that their companies are invested in their success will be happier, more productive, and more loyal—a win 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 for more information here.
by Ben White
Finding the right person to join your IT team to help your business grow and succeed can be a daunting task. From the right cultural fit, ensuring...
Finding the right person to join your IT team to help your business grow and succeed can be a daunting task. From the right cultural fit, ensuring the skill set meets your required standards and the time and resources to find the candidate, the process can be challenging.
In recent years, we have seen a significant influx in the amount of contract and contract-to-hire roles across the country. In fact, a study conducted by Freelancing in America found that approximately 57 million Americans have switched to contracting and the number will exceed 90.1 million by 2028.
According to Mercer’s Global Talent Trends 2022 study, six in 10 C-suite executives worldwide expect temporary workers to substantially replace full-time employees at their company in the next three years. One of the most pressing issues for employers is the shortage of available tech specialists. In the current digital age, the demand for tech products and services is burgeoning. If you’re finding it hard to recruit permanent staff with suitable skills, is it time to think about how contractors could help your business?
The rewards of hiring the right IT contractors, however, can be substantial. From reducing costs to expanding your in-house capabilities, the benefits of an IT contractor can be invaluable.
Here are some of the reasons that hiring managers in the industry give, when making the decision to add to their IT team, by hiring contractors:
1) Utilise specific skills for certain projects or in times of technological change.
- Contractors can provide specialized IT services that a company may not have access to in-house, which makes it easier to scale operations up or down as needed.
2) Less management and training are required as they will have often completed the same tasks before, therefore usually only need the original brief to get started.
- They can bring fresh insights, ideas, and perspectives to the table. This can be invaluable for businesses looking to stay ahead of the competition.
3) Flexible workforce can help manage uncertainty during an economic downturn, without the commitment of a long-term hire.
- Contractors can free up your time, allowing you to focus on the strategic and day-to-day operations of your business. This can be especially helpful if you're working on a specific project or trying to advance your market position.
4) Additional workforce to support high demand.
- Contractors can be hired on a project-by-project basis, allowing businesses to access the expertise and talent needed to get the job done quickly.
5) Contract roles can typically be filled quicker, and interview processes can be shorter.
- While their hourly rate may cost more in the short-term, with their help, you can get the job done faster, saving you time and money in the long run and making it a worthwhile investment.
6) A prolonged vacancy in a permanent position can be filled with a contractor until you are ready to hire on a FTE basis.
- Hiring full-time can be time-consuming and costly if you get it wrong. A contractor can help to bridge the gap between roles, provide fresh perspectives and bring extra skills to the table, until you find the right fit for the job. Plus, there’s always the option of hiring that person on a longer-term basis.
7) It can be more cost-effective to hire a contractor as although they earn more per hour, their overall cost tends to be lower as it excludes insurance and other benefits.
- You don’t have to worry about the costs associated with benefits, insurance, and taxes when you hire an IT contractor. This can be a significant savings for your company.
8) Outsourcing contractors only when you need them is an effective way to run a business as you never have employees left with nothing to do.
- You only pay for the work you need done. You can find the right person for your project without having to make a long-term commitment.
Avoiding the risks
As businesses increasingly rely on contractors for their operations, it’s important to be aware of the risks associated with hiring them. While contractors can provide specialized skills and flexibility, there are potential risks such as non-performance, non-compliance with legal requirements and potential conflicts of interest.
That’s why it’s so important to have proper contract management processes in place—to ensure that all contractual obligations are understood and met. This includes having the right terms and conditions in place to protect the business from potential risks, as well as having regular reviews to ensure that contractors are meeting their obligations.
By taking the necessary steps to manage contractors and their contracts, businesses can ensure that they are adequately protected and that contractors are fulfilling their obligations.
Make the most of the relationship…
As with any new employee, this starts with setting clear expectations. Make sure you and the contractor understand the scope of the project and that any deadlines are agreed upon. Communication is key to ensure that everyone is on the same page.
It’s also important to trust your contractor and their skillset. You’ve hired them for a reason, so trust that they will be able to make the project a success. Offer feedback and direction to ensure that your expectations are met.
Finally, respect the contractor and their time. This means paying invoices on time and giving them flexibility when needed. Showing your appreciation will help to foster a successful relationship and make sure that the contractor wants to come back to work with you in the future.
Where to find them?
With the right resources and help, it doesn’t have to be difficult.
Franklin Fitch can help you find the right IT contractors for your business. We have a database of experienced IT professionals that we use to find the right fit for your business. Our technically trained team will also assess each candidate to make sure they have the right skills and experience for the job.
We can also provide additional services such as technical endorsements, background checks and contract negotiations. This will ensure that you get the best possible outcome from your recruitment process.
Franklin Fitch is here to help you find the best IT contractors for your business. Get in touch with us today to learn more about our services.
by Alex Pineda
Standing out in a job interview can be a challenging task, especially in a competitive job market. However, with proper preparation and a strong...
Standing out in a job interview can be a challenging task, especially in a competitive job market. 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.
What does it mean to “stand out”?
"Standing out during an interview" means you're leaving an unforgettable impression that can lead to your hiring. The company may take an interest in how much you know about the organization and your inspiration for applying to this role.
Changing positions is accompanied by getting married and moving as the top three most stressful things you can do. And it makes sense! These are huge life decisions that affect each other. Changing careers can affect the trajectory your career will take, earning potential, self-fulfillment, and of course there is always a veil of uncertainty. But some things are simply worth the risk, and if you find yourself in this situation my advice is always, always take the interview.
Here are a few ways to mitigate your risks during the interview process and make the best impression possible:
Research the company before the interview
Before the interview, take the time to research the company itself. Understand the organisation’s mission, values, and services. Furthermore, research the specific role you are interviewing for, including the responsibilities and qualifications required. This knowledge will help you tailor your responses to the interviewer's questions and demonstrate your interest in the company and position.
To your benefit it gives you insight into what the company stands for as well as any impact they may be making. If there are certain values or beliefs that you hold steadfastly a little research can shed some light on this area for you. It also simply adds an additional element of feeling prepared.
Prepare answers to common interview questions
This may seem obvious, but a question you can bank on an interviewer asking is “Why our company” or “What do you like about this role” or a question adjacent to that. It’s a generic question, however it warrants an authentic answer because it should feel a little more personal. The question between the lines of this is “what are you looking for in a new environment and why is that important to you”. Understanding this and having a little insight into your potential employer are huge green flags to the interviewer as it demonstrates a level of attention and care that could have easily been overlooked.
It's important to have well-prepared answers to these questions that demonstrate your qualifications and enthusiasm for the position. Questions like this are bound to come up in interviews and how you answer it could determine the outcome of the interview so make sure to be prepared and have a structure on how to answer.
Know your resume and have examples:
The number one advice I give to all my candidates is know your resume inside and out because anything and everything will be fair game. Your resume is the only information the hiring manager has on you up until they meet you during the actual interview. This is where they will draw first conclusions on your skill level and where they will draw their questions from
Anything on your resume is theoretical until you’re able to bring it to life during your conversation and having examples on your experiences or your projects is a tangible way you can demonstrate your skills in practice. It also provides a safe space for you to demonstrate communication skills in an area that you have operated in. Having an example pulled form experience on your resume tells the interviewer a lot, primarily that you’ve done what you say you have and that you can relay that information effectively and therefore replicate that skill or that process.
Remember to show your value
What the hiring manager really wants to know is how you can add value to the company and if you’ll be a good fit for the team. 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. Showcase your skills and talents as well as your personality, as both of those things are important and can be deciding factors in being called back for another interview.
For instance, if the job requires experience in Linux administration, refer to specific times in your past where you have been involved with that. Delineate the results you've produced for the companies you've worked for. Discuss how your strengths lead to your previous accomplishments. Emphasize the approach you'll take to replicate your accomplishments and what you can do to produce better results for the company.
Keep in mind that beyond your resume and possibly your LinkedIn profile the interviewer, regardless of who they are within the company, doesn’t have any additional information or insight into who you are and first impressions matter. Think of this as setting the foundation or the tone for the rest of the interview but possibly even beyond that, setting the tone for the onset of your working relationship especially if it’s with a hiring manager.
As cliché as it might sound you have to put yourself in the interviewer’s shoes, how would you feel or what would you think if they were late in speaking to you. When it comes to interviews it is better for you to be 5 to 10 minutes early regardless of whether it being in person, virtual, or even a phone call. Have yourself in a quiet and calming area if it is virtual and if it is just a phone call still be in a quite space where you feel prepared and at ease.
Ask relevant questions
Show your interest in the company and the position by inquiring about the company's history, culture, and values. By asking questions that will provide insight into what it’s like to work for the company, you’re showing the hiring manager that you’re truly interested in the job, plus it gives you a chance to learn more about your potential future workplace. All interviews are two-way streets so it’s important to walk out of any interview with a firmer understanding of not just the position but also of the culture you would be walking into. If it’s important to you, you should ask about it.
Companies like answering questions because asking them shows your inclination to understand key details about the position. Stick to asking questions associated with job responsibilities and qualifications. 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.
However, that being said it is also to keep questions relevant to who you’re speaking to and respective to the stage of interview. Therefore if you’re in a first stage interview out of three with HR it may not be the time or place to ask about technical projects. Conversely if you’re in a technical final it may not be appropriate to ask around holiday days or PTO. Of course these questions are important but they should be addressed to the right people at the right time. This is where working with a recruiter is helpful because a lot of those baseline questions around time off or benefits can be investigated on your behalf as they tend to have a direct line to HR without you looking like maybe you’re just in it for the vacation time.
Be genuine and authentic during the interview
Hiring managers can tell when you’re rattling off over-rehearsed answers or just saying what you think they want to hear. Both of these types of answers can make you come across as not genuine or insincere, and neither will help you move forward in the interview process. What will help you stand out is speaking authentically. After all, it’s not just skills and experience that will land you a job, it’s how you present yourself and the impression you make in the interview.
Find the balance between professionalism and personability
While you should always present yourself as a professional, it’s your personality that’s going to get you remembered and land you that job offer. They already know that you have the skills needed for the job, so now’s your chance to show them the person behind the resume. Despite it being crucial to get on with your interviewer, don't forget that you are applying for a job, and with that comes an expectation of professionality. Speak with the interviewer briefly about their hobbies and interests outside of the workplace. This discussion shows that you're trying to build an authentic connection with them.
We spend so much of our time at work it is quintessential that you are authentic to your personality during any stage of the interview process. It is also insight to the interview on whether you would be a culture fit to the team, which should also be equally important to you (even if you’re not there to make friends, no one wants to dread going into work). When you are relaxed it gives an air of confidence to your process and provides the interviewer space to relax themselves.
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. Partnering with consultancies like Franklin Fitch provides an extra level of support not only on how to interview but also market and employer insight helping you take on the next stages of your career.
For more advice on interview preparation and tips then don’t hesitate to reach out to one of our many specialised consultants for a confidential conversation.
by Jordan Guttridge
Millions of workers worldwide switched very immediately from a corporate to a home office when the COVID-19 pandemic was announced. Collaboration...
Millions of workers worldwide switched very immediately from a corporate to a home office when the COVID-19 pandemic was announced. Collaboration apps like Slack, Zoom, and Microsoft Teams suddenly became considerably more popular. Market leader Microsoft reported that as of April 2021, the number of Teams users has increased by 625 % from 20 million in November 2019.
Zoom’s uptake meanwhile was even more dramatic. Prior to March 2020, there were roughly 10 million daily meeting attendees using the video conferencing service. By April of the previous year, that figure had risen to 300 million. Because they allow millions of users to connect across time zones and geographical boundaries, collaboration apps are a crucial business enabler. However, many organizations are unaware that these same functionalities can expose businesses to major security problems.
The Advantages of Online Collaboration Tools
When offices are closed and coworkers unexpectedly find themselves far separated, the ability to interact online enables employees to work with colleagues from any location. When customers and supply-chain partners are in a similar situation, these advantages are amplified. Even while it might not be business as usual, it can still be done safely and effectively.
Beyond aiding businesses in meeting the demands set by the pandemic, these applications are favored for the higher efficiency they provide. Three-quarters of the businesses polled in a Deloitte study conducted prior to the pandemic claimed that collaboration tools can boost productivity levels by as much as 25%. Another pre-pandemic poll by Adobe found that one factor is that employees often spend three hours per day doing research and drafting emails. Collaboration technologies can drastically cut down on the amount of time needed for these tasks by making it easier to obtain relevant data.
But Are Collaboration Tools Secure?
Collaboration tool security issues have gotten worse since there are more apps available for various causes. There are many different security features offered by collaborative programs. While some have more limited capabilities, others offer fine-grained regulations for joining meetings, file sharing, chat, and external access.
Corporate legal officers, CISOs, and information governance specialists are unsure if their data archiving and cybersecurity policies are sufficient for the hazards posed by these platforms. More than two-thirds (70%) of respondents to the SOES poll indicated worry about protecting and archiving the confidential business talks that take place through these services.
These anxieties are considerably more severe in some nations. For instance, three out of four SOES respondents in the United States (75%) and Australia (76%), as well as nearly nine out of ten (88%) in the United Arab Emirates, expressed concern about the security of the collaboration tools used by their firms.
Microsoft Teams, one of the most well-known cloud collaboration systems, is frequently quite helpful in fulfilling the collaboration requirements of a remote workforce. Yet, this flexibility comes with a high risk of human error because many workers might disregard security best practises in order to complete their work more quickly. The most typical sorts of errors to prevent are:
Elevating privileges - Because Teams groups are so flexible, it is quite simple to lose track of user access rights. Even though some files may contain sensitive data, such as financial materials or intellectual property, group owners may nevertheless offer access permissions to their colleagues. This may lead to changes to Azure AD that are uncontrollable and manipulations of sensitive data in SharePoint Online.
Insecure Dating Sharing- Posting sensitive information or login credentials on collaborative platforms puts you at danger of data breaches and legal repercussions. Because they do not have access to a password manager and do not want to wait for the IT team to respond to their request for this access, some employees may, for instance, ask their coworkers to share information or credentials via chats or team talks. Sensitive information or login credentials, on the other hand, end up living outside of the safe place where they can be easily duplicated by other staff members, perhaps leading to a data leak.
Data Downloading- Downloading private information to staff members' devices through collaboration platforms raises the possibility of data leaks and regulatory infractions. Those who work remotely are more likely to make this error. Some employees may elect to download data to their devices as a simple way to make their jobs easier due to hurdles like slow VPN connections, spotty internet, and the need to spend too much time looking for the required document in the company storage.
You can start regaining control of the company data your employees are sharing over collaboration and messaging tools by:
- Listening to employees before standardizing - Before choosing a particular collection of collaboration and messaging tools, listen to your employees. Despite the fact that your products "fit the demands of the business," do your staff members believe that they also fulfil their needs? Before drawing the line, actively determining which message and collaboration tools your staff wants to utilize will help restrict spread.
- Developing an information-sharing policy- Are there particular kinds of information that staff members must never communicate over particular messaging and collaboration tools? Keep your staff aware, but also think about letting them share different types of information using the means they are most familiar with. Controlling the sharing of sensitive information on tools that are strictly prohibited will be made possible by your flexibility and their comprehension of what they can and cannot share and with whom.
-Training all employees on the policies and tools used - This should go without saying, but all too often unauthorized information sharing over unauthorized apps occurs simply because employees are unaware of the tools available or the potential financial costs to the company of using unauthorized apps.
Inviting at least some of the messaging and collaboration tools employees to feel they need into the fold – The is a main one, and it can be quite challenging. It might indicate that you need to reconsider how you approach data protection and compliance, and you might even need to invest in tools that will enable you to incorporate data sets from the various collaboration and messaging tools your employees use into your data protection, archiving, and e-discovery strategy. This is the most crucial and ultimately successful step in enabling consumers to use the tools they require to improve their performance without endangering the company.
Best practices for risk mitigation
Every company must think of a cloud collaboration platform as a brand-new component of its IT infrastructure that needs a cutting-edge security strategy. Establishing a strong design structure of groups and teams that reflects business demands and creating specific security policies are the first key elements of this. Limit the number of tools being used by your firm and offer what is required on an enterprise level.
Any plugins or other applications that various departments require should be included in this. After that, develop and put into effect a policy for using collaborative apps. This policy may specifically say that emails must be used to execute orders or agreements. Information on how to report such risks should also be included. Also, it is crucial to set up a series of training sessions for end users and instruct them on the "dos" and "don'ts" of using a cloud collaboration platform.
Companies continue to use collaboration technologies like Slack and Microsoft Teams for team development, customer meetings, and project coordination despite global limits on travel and in-person meetings. Yet, embracing these apps has brought along a fresh set of cybersecurity difficulties. As a result, CISOs and their teams must make sure that all of their organization's digital assets, such as their collaborative software and archival documents, are adequately protected by their data protection methods.
Looking to improve your cyber security structure within your business but not sure where to start? Get into contact with one of our specialised consultants and get your security team hired today! We can ensure an A-list of candidates and a cooperative and extensive relationship with both clients and candidates.
The world of technology is the most powerful and growing industry, with the potential to grow to unimaginable heights. However, it is one of the...
The world of technology is the most powerful and growing industry, with the potential to grow to unimaginable heights. However, it is one of the industries that lack diversity and inclusion, gender and race specifically. Due to this very apparent lack, it can often be seen as a deterrent for women or ethnic minorities to feel comfortable entering these environments or even believing they’d have a chance at success. Why is that?
Here is a personal account of a Black woman in tech
Q. How and what made you get into tech?
“I’ve always been interested in the growth of technology and the potential it has to change the world, I decided to study computer science at university and begin my career “
Q. What have been your biggest struggles?
“Choosing a particular path after finishing college has been a struggle and trying to find a specific role that I love at a company where I am comfortable. I’ve worked at three different fintech firms and find that I tend to be the only woman or very few women within my team, especially being in my mid-twenties.
Everyone has always been much older than me which makes social events and socializing at or outside of work sometimes awkward or boring. As you spend the majority of time at work / working, I think it’s important to have some friends or people you can relate to. It helps with motivation which in turn links to productivity and creates a safety bubble.
When you need help or make mistakes, it’s easier to approach the situation rather than approaching team members who may not be able to relate to the issue, and could potentially overreact to the mistake made. To conclude, I tend to be the only young black woman working in tech and find that the biggest struggle of this is finding someone to relate to.”
Also, here are some statistics for you to have a look at:
-Women hold one in five top science and tech jobs
- Less than 30% of people in tech are women
- Less than 5% of those women are black
- More than 50% of women in tech report gender inequality or discrimination in male dominated environments
- At Facebook, only 2.1% of tech jobs are held by Black employees
- At Microsoft, only 6.6% of employees are Black
Having diversity in tech is important for businesses to stay relevant to their customers and stay competitive in their market as it provides an opportunity for growth. Although companies are aware of this importance, 68% of business leaders still report a lack of diversity in the workplace, even after spending billions on diversity and inclusion efforts such as workshops, seminars or spreading awareness for the minority in tech. While there has been an increase in diverse hires of the years, it’s simply not increasing quickly enough and it is still something that is very much an issue.
Diversity in tech is also important as it can help businesses to understand their customers better and be more relatable to them if they have a diverse workforce. Would an all-male workforce be able to create products that can relate to or benefit a woman? There are various examples of companies who have created products without input from women of color, which is essentially bad for business as statistics show that women control about $20 trillion in consumer spending. If the company promoted diversity, and spent more time trying to hire and hire women or people of color in their workforce, it would lead to better business engagement and an increase in their customer base, as they can relate to the product more, and even better, the people behind the product.
Though women are unrepresented in the tech industry, it is even worse for women of color. Not only are they misrepresented in the workplace, but they are more likely to be subject to discrimination, and often feel intimidated, especially in all male environments. They also experience things such as being underpaid, not having career progression opportunities, being misunderstood, and receiving less support from senior leaders. These factors, lead to women/people of color find tech jobs less appealing and less accessible, as they recognize it as an industry that is simply not made for them.
Some statistics show that 61% of tech employees worldwide believe diversity and inclusion initiatives can be effective in the workplace, but 14% think it is not effective at all, for CEOs and founders, 51% of them think D&I initiatives aren’t effective. Could this be because they aren’t implementing the right practices?
Understandably, as it’s been an issue for so long, it may be hard for businesses to know where to begin when it comes to diversity and inclusion in the workplace. But here are a few ways that diversity can be included in tech:
Focusing on improving company culture
Developing an inclusive culture and allowing minorities to feel a sense of belonging, as well as recognizing inclusive holidays such as black history month and ensuring employees have undergone inclusivity or bias training. It is also important to show the misrepresented groups such as women or people of color on the company website, on the company’s social media or at conferences etc.
Changing the recruiting strategy
Perhaps working with organizations who support and develop diverse tech talent.
As well as hiring diverse talent, put an emphasis on developing diverse talent within the company
Support the growth of employees by creating training programs, giving opportunities for employees to learn new skills, and allowing growth opportunities to be more accessible and attainable. Developing a leadership training program for unrepresented employees would also be beneficial.
As written in this blog, diversity and inclusion is beneficial for those who are unrepresented to have a presence in tech and with minorities becoming more apparent in the tech world, it would encourage more people to strive for a career in tech, as they will have people to relate to, and are seeing programs and initiatives that would mean they’d be supported. It is also beneficial for companies to invest in these initiatives as it would improve their businesses and customer relationships and retention, and therefore strengthen their brand.
There is still a long way to go with diversity in tech, but it is important that it is recognized and the commitment to changing and improving it starts now.
by Chris Burnett
Imagine if Siri could write you a long essay or any other system was able to spit out a movie review in the style of poems. The options are endless....
Imagine if Siri could write you a long essay or any other system was able to spit out a movie review in the style of poems. The options are endless. OpenAI gave the public access to ChatGPT which does exactly this. The system has the ability to interact with users in an almost real-life manner through language processing tasks such as text generation and language translation.
The tool quickly went viral with it’s many natural language processing tasks and people quickly started using it across all industries. Users became transfixed by its abilities, and it quickly spread across multiple industries. But the language processing model also brought up a lot of fears. The outrage was triggered by concerns of redundancy on the part of people whose employment requires the ability to write workmanlike content. As the machine is able to mimic human-like conversation and text, one can only imagine how it could take over industries with ease.
But before analysing these concerns and the possibility of industry takeovers, it is important to understand the Nature of ChatGPT, what technology it offers and how it is applied.
ChatGPT can be used for a wide range of natural language processing tasks. Some of which are:
Language translation : If provided with a text prompt in one language and through specifying the target language, the model can generate accurate and fluent translations of the text.
Text Generation : Generates human-like text responses to prompts. This can be useful for costumer service or generating responses to online forums or even creating social media posts for marketing purposes. The options are limitless.
Text summarization : When given, the processing system is able to summarize long texts or documents.
Sentiment analysis : ChatGPT is even able to analyse a text and determine the overall tone and emotion of the piece of writing.
Overall, ChatGPT can be used for many language processing tasks. The specific applications of the model will depend on the needs and goals of the user.
ChatGPT is based on the GPT-3 architecture, which is a model that uses self-attention mechanisms to process and generate text. As of earl 2021, GPT-3 is the largest neural network ever produced. As a result, GPT-3 is better than any prior model for producing text that is convincing enough to seem human. However, there are limits to the system. Even though it is powerful, its biggest issue is that it is not consistently learning. It is pre-trained and doesn’t have an ongoing long-term memory that learns from each interaction made. There is also a lack of the systems' ability to explaining and interpreting why certain inputs result in specific outputs.
There are further concerns about GPT-3 revolving around machine learning bias. Since the model is trained to observe internet text, it similarly exhibits many human biases that are shown in online text. This can lead to texts and discourses being predominantly linked to theorists or even white supremacists. This indicates that the system can be abused and used to create hate speech, or fake-news articles which can take the media by storm and cause distress.
ChatGPT disrupting industries
New AI systems such as ChatGPT consistently create disruption in several industries. The key to adjusting is figuring out how to redesign our economic systems to fully engage these systems and the working population. We may soon have machines that can take over the work of writing out ideas fully. This will enable millions of people to now write well and upskill themselves. But in retrospect, it also calls for change and industries have no choice but to adjust to these rapid changes.
These recent advances in AI will surely usher in a period of hardship and economic pain for some whose jobs are directly impacted and who find it hard to adapt — what economists euphemistically call “adjustment costs.” However, the forward march of technology will continue, and we must harness the new capabilities to benefit society. To do so, we must ask what new systems can be built with these new tools and how can we implement it.
Being specialised IT consultants, we surround ourselves daily with the changing industry and new opportunities being created according to technological advances. If you want to stay on top of your game and stay ahead of the job market, then don’t hesitate to contact one of our many recruiters. Discuss the current job market and industry trajectory, or discuss new opportunities to further your career.
by Manuel Osaba
In my time recruiting for Franklin Fitch, I’ve largely specialized in server-specific roles. Whether it’s been cloud architects, storage...
In my time recruiting for Franklin Fitch, I’ve largely specialized in server-specific roles. Whether it’s been cloud architects, storage architects, virtualization engineers, or others, I’ve enjoyed learning about the technology. One of the components of the technical discussion that I’ve enjoyed having the most with my candidates is the difference between on-premises and cloud infrastructure systems.
Obviously, there are even hybrid cloud solutions for specialized security measures – these are especially present in healthcare storage solutions. On the whole, I thought it would be an interesting topic to explore and dive into: the differences in these infrastructure types.
On-premises infrastructure refers to a company's IT resources and systems that are hosted and managed in-house, while cloud-based infrastructure refers to a company's IT resources and systems that are hosted and managed off-site, typically by a third-party provider. Both options have their own set of advantages and disadvantages, and the right choice for a company will depend on its specific needs and goals.
One major advantage of on-premises infrastructure is that it gives a company full control over its IT resources and systems. This can be particularly important for companies that handle sensitive data or need to adhere to strict regulatory requirements. With on-premises infrastructure, a company can implement its own security measures and have full visibility into how its systems are being used. Additionally, an on-premises setup can be more predictable in terms of costs, as a company can more accurately budget for hardware, software, and maintenance expenses.
However, on-premises infrastructure also has several disadvantages. For one, it requires a significant upfront investment in hardware and software, which can be expensive. It also requires a dedicated team to manage and maintain the systems, which can add to labor costs. Additionally, on-premises infrastructure can be inflexible, as it is difficult to scale up or down quickly in response to changing business needs. Finally, on-premises systems are vulnerable to physical disasters, such as fires, floods, or power outages, which can disrupt business operations.
Cloud-based infrastructure, on the other hand, offers a number of advantages that make it attractive for many companies. For one, it is typically more scalable and flexible than on-premises infrastructure, as companies can easily add or remove resources as needed. This can be particularly useful for companies with fluctuating workloads or that are growing quickly. Cloud-based infrastructure is also generally more cost-effective than on-premises infrastructure, as companies only pay for the resources they use and do not have to worry about the upfront costs of hardware and software.
In addition, cloud-based infrastructure can be more reliable than on-premises systems, as it is typically backed by robust infrastructure and redundancies. This means that companies can experience fewer outages and downtime, which can be critical for businesses that rely on their systems to operate. Finally, cloud-based infrastructure is generally easier to manage, as it is the responsibility of the third-party provider to maintain and update the systems.
However, cloud-based infrastructure also has its own set of disadvantages. One major concern is security, as companies are entrusting their data to a third party. While reputable cloud providers have robust security measures in place, there is still a risk that data could be accessed or compromised. Additionally, while cloud-based infrastructure is generally more cost-effective than on-premises infrastructure, it can still be expensive, particularly for companies with large or complex workloads. Finally, companies may have less control over their systems with cloud-based infrastructure, as they are relying on the provider to manage and maintain the systems.
In conclusion, both on-premises infrastructure and cloud-based infrastructure have their own set of advantages and disadvantages. The right choice for a company will depend on its specific needs and goals. On-premises infrastructure offers full control and predictability but requires a significant upfront investment and is vulnerable to physical disasters. Cloud-based infrastructure is more scalable, flexible, and cost-effective, but carries security risks and may be less customizable. It will be intriguing to see what the larger trends will be regarding which industries chose to move into the cloud or on-site with the traditional options.
by Dafydd Kevis
Despite substantial progress toward LGBTQ+ workplace inclusion over the years, the community’s self-reported experiences show that complete...
Despite substantial progress toward LGBTQ+ workplace inclusion over the years, the community’s self-reported experiences show that complete employment equality is still a distant dream.
Nearly half of LGBTQ+ employees in the United States said they are still not out at work, and 75 percent said that they had unpleasant workplace encounters because of their unique identification. So, clearly, the LGBTQ+ community needs support from employees, managers, and C-suite executives.
Creating equality in the hiring process for the LGBTQ+ community, like any diversity program, begins with taking steps to assist current LGBTQ+ employees and improving workplace inclusion efforts. With that in mind, here are six ways to create an LGBTQ+ community-friendly hiring process.
We've come a long way in accepting individuals from different backgrounds. And the queer community clearly demonstrates this. So let's look at some ways to make sure your hiring procedure doesn't exclude LGBTQ+ applicants by making it LGBTQIA+-friendly:
Recognize that LGBTQ+ involves a wide range of backgrounds and populations
First, ensure that your company understands that the LGBTQ+ community is a diverse group. This group of people is diverse in terms of gender identity and sexual orientation across the board.
Utilizing the label "gay" or even "queer" exclusively could exclude individuals who are transgender, asexual, or intersex. Because your LGBTQ+ candidates will come from a variety of racial, ethnic, gender, and socioeconomic backgrounds, it's crucial to keep this in mind while developing your strategy and to draw inspiration from other elements of your D&I plan to strengthen the work you are doing with LGBTQ+ candidates.
Remove gendered language and coding from your career page and job descriptions in your application process
Making a false assumption when you first meet someone is one of the worst things you can do, and interviews are one of the worst places to do this! So, throughout your hiring process, be careful to utilize terminology that is gender-neutral.
When speaking with candidates face-to-face during your interview meetings, you should utilize gender-neutral terminology. It ought to be extended to textual materials including job postings, application forms, and other hiring requirements.
When creating your job descriptions and recruitment marketing materials, avoid utilizing gendered language or images, either directly or implicitly. Enforcing conventional gender norms in the office, whether through a clothing code, employee photographs, or wording, may reflect a company that is inflexible and intolerant of all forms of gender expression. It is simple to use gender-neutral language like "team members" rather than "men and women at our organization," but you can also use free tools like this one to examine your job descriptions for implicitly gender-coded language.
Provide training on LGBTQIA+ awareness
All businesses need to have standard knowledge, understanding, and acceptance of LGBTQIA+. One of the simplest ways to do this is to provide awareness training. It's crucial that employees' differences are valued and that they aren't solely characterized by their identities.
During interviews, avoid asking people about what their ‘labels’ are and why they identify in said ways. But on the same note, employees should also not be asked to hide their identities, either.
Through awareness training, these types of situations should be sufficiently manageable. Ensure that the training is offered to other staff and that all managers participate in it (through online or in-person sessions). Everyone will be aware of the proper language, limits, and behavior in this way. You can find training resources here.
Create appropriate LGBTQIA+ policies
You will have rules and procedures in place as an employer that safeguard your employees' welfare, health, and safety. To do this, proper LGBTQIA+ policies must be developed.
You may choose to group your regulations under equality or anti-discrimination laws. Highlight how crucial it is to outlaw discrimination based on sexual orientation or gender identity. In addition to being reiterated in handbooks and contracts, this should be made explicit during interviews.
You could also elect to include these guidelines in your LGBTQIA+ policy. Keep in mind to be inclusive and refrain from excluding certain groups. Use the abbreviation; that is why it was created. If you are unsure about what policies to include within your company please check out this HR Toolkit here
Take part in LGBTQIA+ charity events and causes
While it's great to see postings about inclusivity, it's critical to remember the past.
People underwent traumatic, challenging experiences that made it possible for us to celebrate openly today. It is crucial to give back by supporting LGBTQIA+ charitable initiatives and events.
You can accomplish this by taking part in fundraising campaigns, local celebrations, or (if you're feeling very courageous) by planning your own event. Participating is a fantastic way to increase your brand's recognition in the LGBTQIA+ community. Therefore, it fosters respect and reduces turnover when candidates perceive your company’s principles in this way. To find out some LGBTQI causes and inaitives for you to support click here.
Make the workplace safe for LGBTQ+ employees
Promoting diversity, equality, and coherence for LGBTQIA+ employees in the workplace is crucial. Everyone can then stand as recognized and valued employees in a workplace. It is crucial to take into account candidates who identify as LGBTQ+ and their safety at work. Studies show that 20% of LGBTQ+ workers have encountered hostility at work. Additionally, we have the ability as corporations to influence societal changes and attitudes. Therefore, it is crucial to take decisive action to stop discrimination in the workplace.
Highlight your organization's LGBTQ+-inclusive policies and benefits, demonstrate how you work with groups that are concerned with LGTBQ+ problems, describe your employee resource groups, and encourage team members who identify as LGBTQ+ to share their personal experiences with others. Individual team members can show their commitment to diversity on a smaller scale by simply using pronouns in email signatures.
by Ben Makepeace
We have experienced remarkably high volatility over the past three years, including supply chain disruptions, historically high inflation,...
We have experienced remarkably high volatility over the past three years, including supply chain disruptions, historically high inflation, geopolitical unrest, and of course an unprecedented worldwide pandemic and the ensuing lockdowns.
It has never been more difficult for many business leaders and entrepreneurs to navigate this environment. Fortunately, new technological solutions are being developed in concert with these issues to support forward-thinking executives in positioning their firms to succeed in the tumultuous years to come.
Knowing the top tech trends expected for 2023 is probably the most important step you can take to make sure your company is prepared for near-term success. After all, if you don't start preparing your business for the newest technological advancements as soon as the year starts, you'll already be behind!
In light of this, let's examine some of the major technological trends for 2023 as identified by Gartner Research, and consider how you may use them to prepare your company for a better, more prosperous future.
1. Digital Immune System
The past few years have seen an unparalleled focus on risk, both in the physical and digital world. Cybersecurity concerns are increasingly acute, as data breaches and other cybersecurity concerns are becoming increasingly sophisticated.
Fortunately, methods for protecting against online criminals, spammers and other unwanted online pests are improving in sophistication as well. Through observation, automation and the latest developments in design, a robust digital immune system can significantly mitigate operational and security risks.
As the utility of these tools becomes more established, expect to hear many more questions about the health of your organization’s digital immune system in the year to come, and what you’re doing to strengthen and protect it.
2. Applied Observability
The 2010s saw an abundance of tools and methods of capturing more data than anyone knew what to do with. Thus, with seemingly endless quantities of client data now available, it’s likely that the next step will be toward creating new uses for data that’s been collected.
Applied Observability uses Artificial Intelligence to analyze and make recommendations for greater efficiency and accuracy based on an organization’s compiled data. It optimizes data implementation by placing more value on use of the right data at the right time for rapid response based on confirmed stakeholder actions, rather than intentions. This can lead to real-time operational improvement, and a tangible competitive advantage for your business.
3. AI Trust, Risk and Security Management (AI TRiSM)
We’ve all heard a lot about AI over the past several years, but believe it or not, many industries are still in the early stages of AI implementation.
With the focus on risk throughout every industry post-pandemic, it’s no surprise that AI Trust, Risk and Security Management (AI TRiSM) will be a major focal point in the tech space next year. AI TRiSM combines methods for explaining AI results, new models for active management of AI security, and controls for privacy and ethics issues, all in support of an organization’s governance, reliability, security, and overall health.
4. Industry Cloud Platforms
Cloud adoption has been a major component of digital transformation for over a decade, and 2023 will almost certainly prove to be another year for more sophisticated, industry and organization-specific cloud adoption strategies. By combining SaaS, PaaS and IaaS with customized functionality, Industry Cloud Platforms may prove to be the most consequential step toward cloud adoption to date.
5. Platform Engineering
As adoption grows and digital platforms mature, expect to see an increased emphasis on customization. That’s what platform engineering offers: a set of tools and capabilities that are developed and packed for ease-of-use. For development teams and end-users alike, this could mean increased productivity and simplified processes.
6. Wireless-Value Realization
We’re still only beginning to scratch the surface of the value gained by the integration of wireless technology through a broad, interconnected ecosystem.
In the coming years, we’ll see wireless endpoints that are able to sense, e-charge, locate and track people and things far behind traditional endpoint communication capabilities. Another step towards optimization of collected data, wireless-value realization networks provide real-time analytics and insights, as well as allowing systems to directly harvest network energy.
Combining the features of an app, a platform and a digital ecosystem within a single application, superapps offer a platform from which third parties can develop and publish their own miniapps. An end user can activate micro or minapps within the superapp, allowing for a more personalized app experience.
8. Adaptive AI
Using real-time feedback to new data and goals, adaptive AI allows for quick adaptation to the constantly evolving needs of the real-world business landscape. The value provided by adaptive AI is apparent, but implementing these systems requires automated decision-making systems to be fully reengineered, which will have a dramatic impact on process architecture for many companies.
As noted above, you’re likely familiar with the term “metaverse” by now thanks to Mark Zuckerberg. However, if the lackluster performance of Meta’s stock is any indication, you’re one of the many who has yet to be sold on the benefits of the metaverse.
Regardless, metaverse technologies that allow for digital replication or enhancement of activities traditionally done in the physical world should certainly not be dismissed. There is far too much at stake, and the possibilities are far too intriguing for too many people to write off metaverse technologies quite yet, even if the pilot versions fail to impress.
10. Sustainable Technology
Until recently, the tech world has been single-mindedly fixated on boosting the power of new technologies. But as tech becomes increasingly integrated into every facet of our lives, we’re seeing new investments in energy efficient tech and tech that promotes sustainable practices.
Emissions management software and AI, traceability and analytics for energy efficiency are all allowing both developers to build sustainability-focused tech, and allowing business leaders to explore new markets and opportunities for sustainable growth.
If you are looking to scale your business and in need of hiring IT professionals or looking for a IT role please feel free to contact one of our team members for a confidential chat by clicking here.
by Alice Lelli
Taking breaks and vacations from work is extremely important, both for our health and our well-being. The reduction of burnout and stress through...
Taking breaks and vacations from work is extremely important, both for our health and our well-being. The reduction of burnout and stress through time off can be very meaningful for a person’s overall metal and physical state. But getting back into the rhythm of working and getting organized may not always be so easy…
Especially after the Christmas season and the festivities that it brings, it may seem like a struggle for most to get back behind their desk. Luckily, a little pre-vacation strategic plan can help you prepare yourself more for your first few days back and help you accomplish a smooth exit and re-entry! Here are some tips to help guide you into a relaxed holiday and then right back into the work life.
Make a running list of your projects before you leave
Being away from your work causes you to forget and get out of the daily details of tasks and projects. We therefore recommend making 2 lists which you can use upon your return. First, make a list of all the projects you are currently working and their corresponding status level. Second, a list noting down all projects and tasks you want to start at your return. Your priorities might change, but starting a list will give you a good starting point once you return.
Delegate the things that cant wait until you return
One project which you are working on, may need to be completed or worked on during your leave. Be sure you are clear on who is covering your urgent tasks and give your co-workers an overview of the deadline and all the information they need to succeed.
Set up an out of the office email
Don’t wait until the last second to set up your out-of-office email – Email services allow you to pre-schedule your holiday notice days in advance. Set the expectation whether you will be checking your email while you are away and leave an alternate contact if anything urgent has to be discussed.
Clean up before you leave
Organize any files or documents you have lying around your desk and create some order in your workspace! This includes cleaning up your Hard drive on your computer as sorting out your email. This step does not guarantee to come back to perfection, but you will have a better starting point.
Give yourself a buffer day
Giving yourself a buffer day between the day you return from holiday and going back to work, you allow yourself to be able to relax and be able to complete all the little tasks without being under pressure. Taking care of small tasks at home and settling in properly can make your re-entry into work much smoother.
Block time on your calendar for emails
Blocking time out on your first day back to go through your email allows you to identify what has been going since you have been gone. Alongside this, it allows you to prioritize again and determine what projects are important and which ones can be waited on.
Make a to-do list
Create a clear to-do list when returning from a longer holiday. This helps you get back into the rhythm of prioritizing and checking off tasks which could range from small to large. Small tasks are good to complete on your first day as it makes you feel accomplished and will give you motivation for the days ahead.
Schedule catch-up meetings
Scheduling meetings or catch-ups allows you to not only follow up on the people who covered your work while you were gone, but also allows you to book some time out of your calendar. Talking with your colleagues and team members as well allows you to get back into the rhythm of working and setting your priorities with projects and tasks.
Resume your usual routine
To get back into your work routine, it is also significant to get back into your usual routine after work as well. This includes waking up at the same time you usually would, go through your typical morning routine and end your day the way you usually would. Getting back into your typical routine allows you to feel more balanced in your transition.
Get lots of sleep
After being on holiday, you might feel a bit of a holiday hangover! In response to this, sleeping and getting a lot of rest can help ease the tress of starting to work again. Don’t work crazy hours to make up for the time you lost while on holiday and keep your sleeping pattern the same as usual.
Now that you have settled into the working rhythm again, it’s time to plan your next holiday! It’s always nice knowing when you will have another trip or some time off. That anticipation will you keep you driven for weeks, and helps you stay on track at work.
Taking time off to recuperate and enjoy other aspects of life than work such as travel or other activities can have a great impact on your well-being. If you are looking for a new exciting position which allows you to create such a life/work balance, then don’t hesitate to reach out to one of our many specialized consultants for a confidential conversation!
by Charlotte Drury
In our world where there is a lot of travel, migration, union, and communication going on, there is no doubt that we are continuing to witness and...
In our world where there is a lot of travel, migration, union, and communication going on, there is no doubt that we are continuing to witness and experience cultural diversity. It is such an enriching experience, but there is no denying that such diversity can also be also challenging.
Many employers say that their biggest asset is their staff, and what often makes a great team is diversity. Everyone brings something unique and valuable to the table in different ways. Cultural diversity should be embraced, because with it comes a myriad of benefits.
What is cultural diversity?
Culture is considered to be the underlying values that direct how people behave. Cultural diversity in the workplace is a result of the practices, values, traditions, or beliefs of employees based on race, age, ethnicity, religion, or gender.
Economic globalization is one of the driving forces of cultural diversity in the workplace. The modern workforce is made up of people of different genders, ages, ethnicity, religions, and nationalities. Employers have realized that workforce diversity provides both material and intangible benefits. In order for employers to reap the benefits of cultural diversity in the workplace, they must communicate their commitment to addressing the challenges of a diverse workforce. Employers must be seen to be celebrating their employees’ diversity to avoid workplace issues, as awkwardness and hostility.
Why is cultural diversity important?
We’ve touched on the idea of the benefits cultural diversity offers, but equality and diversity are something that hasn’t just received lip service within the media. There’s been extensive research into its positive effects and the importance of business inclusivity.
Studies looking at why cultural diversity is important to give us solid stats to work from when thinking about its benefits. For instance, economically, research shows that the 43 most diverse public corporations were 24% more profitable than the S&P 500. Other studies show that almost 95% of directors agree that diversity brings unique perspectives.
Ultimately, workplace diversity and inclusion allow businesses to build teams that bring different viewpoints and talents to the mix, increasing innovation and driving higher revenues.
Six benefits of cultural diversity in the workplace
1. Cultural diversity helps develop and maximise skillsets
A culturally diverse workplace empowers people to develop their talents and skills. A range of ideas and expertise enables those to learn from a more diverse collection of colleagues.
It can also boost problem-solving capabilities and increase happiness and productivity. In an environment where all voices are heard, this spirit of innovation and encouragement to contribute can drive business success.
2. Cultural diversity improves the recruitment process
Surveys show that two-thirds of candidates cite diversity as an important consideration during a job hunt. By developing a strategy for cultural diversity, you can broaden your appeal to prospective employees, and reach out to more high-level candidates across the globe. Research shows that 67% of job seekers advised that a company’s diverse workforce is a key factor when evaluating job offers. These findings demonstrate that diversity is a key aspect when recruiting the best talent. Job seekers are aware of the importance of a diverse workforce and want to be part of a company that will value and appreciates their difference.
3. Cultural diversity can help you to retain talent
Aside from attracting a broader talent pool in the first place, cultural diversity is the key to building the ideologies of respect between company and employee, and cooperation. In turn, this makes you a more attractive proposition to valuable candidates making you stand out in the marketplace.
4. Cultural diversity improves your team’s creativity
When everyone in a company is from the same background, they’re likely to have similar ideas. In order to remain competitive, companies need new ideas and concepts. A diverse workforce brings unique perspectives on how to solve problems and innovate to gain a competitive edge. A more diverse workforce allows you to bring new ways of thinking into the business that can be applied in many different ways. By listening to each employee's voice and way of thinking, a company will no longer be pigeonholed in one direction.
A company that actively encourages diversity in the workplace will see more perspectives being discussed and more solutions being thought of than ever before. This can inspire employees to perform to the highest of their abilities.
5. Cultural diversity can help increase employee engagement
The best way to learn about other cultures and ethnicities is by talking to someone with that background. Research can only get you so far and has a far less personal touch. By communicating with someone with a different culture or background you not only gain first-hand knowledge, but also connect with someone directly.
Employees who engage with others about their background during lunches or out-of-hours drinks will feel better connected to a company, feel truly listened to, and in turn engage further with their colleagues and the business.
Employee engagement helps build trust, starting from the very top and moving all the way down throughout the company. Engagement is always positive for the company, it can lead to greater motivation, collaboration, and loyalty.
6. Cultural diversity will improve your company’s reputation
A company that employs people from all different types of cultures and backgrounds will be considered a good employer. This reputation amongst employees will elevate a company’s standing and attract more people to come and work there. A commitment to diversity demonstrates that a company values fairness and equality. These characteristics have a positive effect on its reputation with suppliers and consumers. A company that openly recruits the best candidates for a job, irrespective of which group they are in, will gain customer loyalty and a good reputation.
The importance of cultural diversity in the workplace can’t be understated. Having diverse employees increases the bottom line and also assists in staying on the right side of the law. Companies that have a clear diversity and inclusion policy (and are seen to enforce this policy) benefit from happier and more productive employees and a great reputation.
by Jake Rickman
When you, as an IT leader, are able to foster innovation, it not only benefits IT itself, but the business it serves and you personally. It...
When you, as an IT leader, are able to foster innovation, it not only benefits IT itself, but the business it serves and you personally. It shows that you are an internal agent of change and a valuable asset. Companies that recognize this build their culture and processes in a way that encourages innovation. You have realized that waiting for prompting is not the right way to move forward.
Put simply, innovation is what your business needs to bridge the gap between where it is now and the future you envision in which it will thrive. So how can you encourage this innovation and drive it forward in the workplace? Below we give you some tips on how to do just that and increase the success of your teams and your company in the innovation process.
1. Define your definition of IT innovation and recognize the opportunities.
First, you need to determine if there is a culture of innovation in your organization. Whether your employees can come to you with new ideas or whether suggestions are perceived as annoying. When employees have the opportunity to innovate and contribute to your organization's mission and goals, their engagement increases. They feel part of a whole and see how their work advances the company. That's a great motivator.
But you can't just go to your employees with a vague idea to innovate. That's too broad a spectrum to give to anyone. You will not feel motivated or encouraged. Asking a team to innovate is like asking an athlete to play better. So if you want your employees to innovate and encourage that culture, you first need to define what IT innovation means for your business. It can be anything: the successful development, implementation, extension, or improvement of a technical process, a business process, or a software or hardware product. It can even revolve around cultural factors that reduce costs, increase productivity, increase the company's competitiveness or bring any other business benefit. As you may be able to tell, the range of IT innovations is very wide. So we encourage you to expand your goal and pitch this idea to your IT teams.
2. Know the difference between project management and research and development.
IT projects are inherently very project management oriented. This means they are clearly defined by deadlines, specific cost estimates, deliverables, and calculated/expected returns on investment. However, with research and development, you cannot plan into your plan that the big discovery and breakthrough will happen on a specific day. Instead, the big breakthrough will come when it does, or possibly not at all. Therefore, it is difficult to calculate the return on investment for this type of project. As an IT executive, you must decide whether the project is worth investing in or whether you want to use project management techniques instead.
3. Building an innovative/productive pipeline.
Building an innovative culture is not only people-oriented but also process-oriented. You need to develop a formalized process that identifies, collects, evaluates, and implements innovative ideas. Without this process, great ideas and potential innovations die in the bud. It must also be recognized and understood that innovative ideas can come from many directions, e.g. from your employees, internal business partners, customers, suppliers, competitors, or through accidental discoveries. The reason it is important to define the most likely sources of innovative ideas is that you can develop idea-collection processes for each source.
4. Accept the unfair expectations of others of IT.
Any software or service you develop will be compared to purchased software and services. It's not fair, but people do it anyway. Consequently, the evaluation of new processes and software must be done in this unfair sense and expectations must be set accordingly. Incorrect or excessive expectations can damage the IT team's overall reputation and make it difficult for the business to agree to fund the team's innovative ideas.
5. Note form and content.
This doctrine states that all outcomes, no matter how large or small, must have both form and content. Shape means how it looks. The content is what it says or how it works. This applies to documents, systems, processes and everything else that is shared with others. A form with no content is a new system that looks perfect but doesn't do what people want it to do. Content without form shows that the person or group delivering it offers too little and doesn't take pride in their work to make it look good. From the point of view of promoting innovation, all implemented ideas must follow this doctrine, otherwise the new innovations will not be well received by your department and thus jeopardize your entire innovation goal.
6. Create a safe environment when innovation fails.
When you are presented with an innovative idea, good or bad, commend the person's effort, interest, and initiative. When good ideas are presented, they are included in the aforementioned innovation pipeline. Less attractive ideas can become lessons in which you explain to the employee why they won't work and give them hints which ideas are more likely to win. And should you approve an idea and allow the employee to spend time implementing it, and it fails, praise the effort and don't blame the employee, or they may never propose an innovative idea again.
But how do you get your employees to be creative, innovative and risk-taking? And what exactly does it mean to be creative or innovative? These terms are thrown around so often that it can be difficult to keep track. As a result, many leaders don't know how best to encourage their employees to look at problems and processes differently. Here are some tricks to motivate your employees throughout the innovation process.
- Be clear about what you want
- Show employees that it's worth taking the risk
- Celebrate successes and learn from failures
- Provide mentoring and training
- Create a culture where people care about each other.
If you have experience in the IT industry or are new to this field and want to explore possible ideas, you can contact us and have a confidential interview with one of our recruiters! If you are looking for new vacancies, follow the link to the current vacancies page.
by Robyn Trubey
A recruitment consultant is an important link between employers and potential employees. Some applicants use their services...
A recruitment consultant is an important link between employers and potential employees. Some applicants use their services directly. Others, after submitting an application, discover that the search is being conducted by a recruitment consultant on behalf of a company.
Don't be surprised if a recruiter calls you when you're not looking for a job. The recruitment consultant simply finds that you are suitable for an open position. You also need to remember: an interview is a two-way affair.
But you also have to be sure that the position you were asked about actually suits you. Depending on the questions you ask, the recruiter's answers can provide a lot of important information about the employer and the job. Asking questions before an interview is a win-win: even if you don't like the answers, you've saved yourself time and stress by not proceeding with the application.
There are many reasons why you should ask questions:
- The HR consultant knows the employer
The employer is your recruiter's client – they probably have a good relationship with them and have already referred candidates to them. So remember, you have a fantastic source of inside information to take advantage of.
- Take control of their job search
A recruiter can propose multiple applicants for each vacancy. So don't expect it to automatically provide you with detailed information about every match. But be sure to ask; this shows initiative and interest.
- To see if the position is right for you
A recruitment consultant is usually paid by the employer when they have filled a vacancy. He will make the job offer sound enticing to lure you into the process, but ultimately it is up to you to judge if the job is a good fit for you.
- To make sure you are informed
Preparation is everything when it comes to hiring. Thorough information about the job gives them a very big advantage.
Here are a few examples of questions you might ask a recruiter...
What is the organizational culture like?
Different companies have different cultures. The new position will most likely have a different culture than where you have worked before. A job description might list requirements or desired qualifications, but asking this question can reveal more about the job's priorities. Maybe the team is looking for someone to carry out tasks, or someone to work independently and bring new ideas. The HR manager can provide you with information about the corporate culture and ideology. If you ask the hiring manager about the company's culture and policies, you can better assess yourself and find out if you would feel comfortable at the company.
Could you explain the interview process?
This question clarifies your expectations of when to expect feedback on the next steps and what to expect in upcoming discussions. The recruiter can provide you with the names or LinkedIn profiles of the people you will be interviewing and how many interviews the process typically involves.
This will also help you determine if the process fits into your schedule. If you are looking for a job that you can start immediately, but the job requires a security clearance that will take several months, this is important information to have.
How long has the position been open?
Inquiring about why a company is hiring provides useful information about career opportunities, the company's direction, and the situation you're putting yourself in when you accept a job offer.
The previous person who held the position may have changed position, been fired, or been promoted to a new position. Either way, you'll have a better idea of the dynamics and opportunities in this position. If the position is brand new, ask why the position was created. This will give you a better idea of whether the position is clearly defined or one where flexibility is an advantage. If a job has been advertised for too long, it can be an indication that working conditions are not favorable enough for other job seekers to fit. Or the recruiter has not found a suitable candidate.
What is the salary range for this role?
Before you go to the interview, you should compare the salary that the job offers with your salary expectations. Some positions ask a lot of you but are paid little. Once you know what the job entails and what salary you can expect, you can make a decision about whether or not to take the job.
Find out in advance about the typical salary range for a person in this field. Consider your own experience, where you live, and your expectations, and set a range that is appropriate for someone in your position. If a recruiter asks about your salary expectations, you can provide this range. You can also use your past salary as a guide and state your expectations for a salary increase.
If a recruiter doesn't bring up the subject of salary in an interview, ask about it. Even if it feels awkward to talk about salary. Setting expectations ensures you don't feel undersold or feel like you've wasted your time. The recruiter can also ensure that your expectations are compatible with their budget.
In addition, the question of the salary range for the position should not be the first question. This question should only be asked after you understand your role and have detailed information about the job.
Is there anything on my resume that would be a corporation?
Perceived gaps in your resume or skillset can be a big problem for the recruiter. Asking the advisor if there is anything in your CV or CV that might be a cause for concern will give you an opportunity to explain the perceived gaps. However, if there are no gaps in your resume, these questions can help you align it with what the company accepts.
Would you make any changes to my resume?
If you have the opportunity to speak to an advisor, you can ask him if your CV is good. If he's not too good-looking, he can advise you on how to make your resume stand out and meet the hiring manager's expectations.
Your recruitment consultant should not be perceived as unapproachable. Rather, he should be seen as an ally. This allows you to confidently ask questions that will benefit your job search. Getting these 8 insightful questions right will give you more information you need about a job and help you determine if the job is for you or not!
by Brooke Feinglass
Even though the split between women and men in the tech industry has become a lot more diverse, there is still an obvious divide. The main cause of...
Even though the split between women and men in the tech industry has become a lot more diverse, there is still an obvious divide. The main cause of this is a lack of diversity, awareness, and unconscious biases. The awareness of the IT profession among students and unconscious biases are just the start of a deep-rooted issue. This issue must be overcome before women's representation in software development teams can improve.
Discussions about diversity in the IT industry, include the challenges to greater gender diversity, and how having role models, support systems, and building both competence and confidence is vital for women to succeed in the tech industry.
The lack of role models is a key challenge that has to be focused on to increase the number of women in Tech. There are many successful and respected male software developers and men in IT. Seeing the lack of women makes one think, are there even actual career paths for women that will last 20 or 30 years? Especially when you look at company hierarchy, and how the amount of women in positions decreases drastically when moving higher up the cooperate ladder, it is shocking how few women you find. Archana Manjunatha, executive director and head of platform transformation and DBS Bank, explains that it gets lonelier at the top because there are even fewer women as you climb the corporate ladder. Having more role models means that other females won't feel so lonely and don’t feel that they can’t do it. To some extent, it is hard to become what you cannot see. Because that is how people choose careers and paths – when they see somebody, then it's easier for them to say “I want to become like this person”.
At the moment, when you think of an engineer or a similar role, most of the time you will think of a male in such positions. This mindset needs to be replaced with more female images so that women entering the industry are not deterred at all. However, even though this backward mindset is still very much present, there are a lot more movements and initiatives today to highlight female role models and encourage women to enter the IT industry.
Another challenge is an unconscious bias that sets in early, where even primary school children view math and science-related fields as being more suited for men. Through changing education by families and schools, this mindset could be changed. A lot of people also identify the path to a tech career as exciting and sudden. This is because most people don’t think of this field from an early age. If it is implemented properly, it can become an extremely rewarding field for several women.
Have support systems
Another challenge for women is to thrive in their career through the different life stages, where they have to juggle bringing up children and work, or even taking some time off for family before re-entering the workforce. Support systems in these instances will help women through these difficult stages. Most of the time, people are also very open to giving you the help and support that you need. Just have the courage to ask for it and you’d be surprised how much help you will be given. This will help you be able to not drop off entirely, but give you the opportunity to make a comeback at a certain point in time.
Key elements to succeed
Regardless of gender, it all comes down to competence and confidence. Building competence is extremely important, and with that competence comes confidence. When someone is an expert in a subject matter, the agenda is almost invisible at the table because people are listening to you for your expert opinions and your knowledge in the area. In return, respect will be gained. This means that women still are encouraged to upskill themselves. Technology is constantly evolving. What may have gotten you into technology, will not be there the next day. So one always has to keep themselves up to date. The growth mindset and the ability to want to keep learning are very important in the IT industry.
To show skills and benchmarks, certification can be completed which will help not only secure a position but also required to show your acquired skills.
Through the further integration of women into the tech industry, it is noted that there will not only be a more balanced gender representation in tech teams, but there will also be better delivery of code, products, and technology. We are definitely living in much better times, but there is still a long way to go. If there are only 20% of women are trying to solve the problem, it won't be solved or will take longer. The remaining 80% must become part of the solution. Otherwise, its just women talking about needing equality and not taking any action.
While challenges exist, many opportunities exist for women in the tech industry. It is understandable that a lot of women feel unsure about getting into the industry due to self-doubt. But instead of asking if you are smart enough, put in the hours, be willing to learn, really try, and give it a go!
by Steven Ewer
Franklin Fitch is announced as the winner of the Best Recruitment Company to Work For (£5m to £20m) at the Recruiter Awards!
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!
by Adam Cooper
Application tracking systems (ATS) are nowadays being frequently used by companies and recruiters to streamline their hiring process. There are...
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.
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.
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.
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.
by Isabelle Melton
Workplace inclusion helps employees of all ethnicities, backgrounds, religions, and sexual orientations thrive and feel safe in the modern workplace,...
Workplace inclusion helps employees of all ethnicities, backgrounds, religions, and sexual orientations thrive and feel safe in the modern workplace, but not only that. The best talent is attracted to and retained by diverse teams because they deliver greater results.
Developing diversity and inclusion initiatives at work is essential if a company wants to succeed in today's business climate. In order to thrive in the corporate world, you must have both because lacking one can create uproar. Diversity and inclusion may help a business in many ways, including attracting and keeping more top talent, fostering creativity, and increasing employee engagement.
Fostering diversity and inclusion strategies can sometimes be easier said than done in certain businesses, especially those that already are suffering from a lack of talent and a diverse workforce. Although having a diverse workforce can enable your business to become more creative and perform better, they can struggle to implement effective strategies that will help them do so.
Below, we look at 10 strategies on how to improve DEI in your workplace.
1. Using inclusive language
If you want to recruit more women into your organisation, you must use inclusive language in your job descriptions. Avoiding gendered language, such as using specific pronouns or masculine terms like dominant and challenging, can deter women and LGBT individuals from applying for your job openings. Not just in job descriptions, but also in other written communications, inclusive language should be used. In emails and letters, for instance, you should make sure to use inclusive language because people in the workplace will want to be addressed in the way they see fit.
2. Challenging unconscious biases
Being mindful of unconscious biases is a great idea since it will help you realise that even after implementing specific techniques inside your organisation, you will continue to view the world in a particular way. By challenging them and implementing successful tactics inside your organisation, you may help to eliminate any unconscious bias that the company may be experiencing. Unconscious bias in the hiring process is reduced by hiring managers receiving training, gender-neutral job descriptions, anonymized CVs, and a systematic interviewing procedure.
3. Educating leadership
Educating leadership and management and requiring them to attend diversity and inclusion programmes are both advantageous for a number of reasons. An organization's leadership must give a DEI plan room to grow and be held accountable for its success. The tech business is undoubtedly dominated by white men, and this is considered as one of the least diverse parts of a corporation. Second, leaders have a significant influence on the creation of corporate values and the selection of organisational strategy. Therefore, it is likely that company-wide implementation will be possible if diversity and inclusion goals are established via a top-down strategy.
One of the best diversity and inclusion methods to use is to talk about chances for mentorship that can assist your organisation attract and retain varied talent. Most women and members of underrepresented groups don't feel like they have the chance to advance, and as a result, they quit their jobs in the middle of their careers because they don't feel appreciated or challenged. Therefore, implementing a mentoring programme for people who wish to advance can aid employees in achieving personal growth and delivering success to the company. Having a mentor can aid someone in overcoming obstacles and advancing toward leadership or senior positions.
5. Cultural events
Retaining varied talent can be facilitated by designating a day to honour each of the ethnic groups that make up your organization's current diversity culture. Additionally, it guarantees that you are fostering inclusivity within your organisation because everyone will cherish and respect one another's nationality. Events like International Women's Day, Gay Pride, and the International Day of Persons with Disabilities should all be observed. By doing this, you may attract more talent by demonstrating to potential employees that your company values and promotes diversity and inclusion.
6. Diversity training
Giving your staff diversity training will increase their understanding of what makes a diverse and inclusive workplace. It is the ideal technique to show how each person can contribute to the success and growth of the company. Additionally, it teaches your staff that everyone is equal and that they should respect one another regardless of their age, gender, or race. This will not only assist your company in fostering more inclusive and varied tactics, but it may also inspire others to come up with fresh ideas for boosting workplace diversity.
7. Core company values
As long as your company values represent an inclusive workplace, communicating your fundamental principles can aid in attracting diverse talent to the tech industry. Before determining whether to apply for a job or not, candidates will always want to access and view your company's values. Today's workforce is seeking a great place to work with prospects for advancement and a healthy work-life balance. Therefore, displaying your inclusivity and diversity or showing how you are using diversity and inclusion techniques to advance will help you succeed when applying.
8. Create an environment that is suited to everyone
The leadership team and communication are primarily responsible for fostering a climate that is suitable for everyone. Leadership must be devoted to making sure that everyone in your organisation, at all levels, can operate in an inclusive environment. The working environment will be accommodating for everyone if new diversity and inclusion rules are communicated both internally and internationally and training is offered. Since workplace diversity is inevitable, it's crucial to be inclusive when establishing a welcoming workplace culture.
9. Listen to employees
One of the most important things a leader in an organisation needs to do is listen to the people. Although leadership roles will need to debate implementing diversity and inclusion policies, it is the employees who will gain or lose from such choices. A fantastic method to collect the opinions of employees on what they would want to see in their company is to create anonymous surveys for them to complete.
10. Involve employees in the hiring process
One strategy to improve diversity and inclusion within your organisation is to involve some employees in the recruiting process. Employees can provide you a more comprehensive perspective on what new hires might contribute, and they might identify skill sets that you would not. Employees will feel more appreciated and that their opinions matter when making critical decisions for the company if they are included in the hiring process.
Fostering workplace diversity and inclusion doesn’t just happen. You need to have a specific plan and devote the right resources to implementing changes that impact hiring and day-to-day team interactions. Employers can start by surveying existing employees to get a sense of their feelings and what can be done to improve DEI. Putting more effort into cultural programs will not only make the workplace a better environment; it will also improve productivity and add to the bottom line of the company in a positive way.
If you want to check our Inclusivity Infrastructure at Franklin Fitch then please click here to find out more about what we are doing.
Ransomware is one of the biggest cybersecurity issues on the Internet and one of the biggest forms of cybercrime facing businesses today. It involves...
Ransomware is one of the biggest cybersecurity issues on the Internet and one of the biggest forms of cybercrime facing businesses today. It involves the creation of malicious software that encrypts files and documents on a PC up to an entire network and its servers. Those affected are left with few options: They can either pay a ransom to get their encrypted files back, restore the data from their backups or hope that they can decrypt them themselves.
Ransomware attacks start very quickly, sometimes even with someone in an organization clicking on a seemingly innocuous attachment and then encrypting the system's files. Much larger ransomware campaigns, however, use software exploits and vulnerabilities in software to access files. The attackers secretly scan the network until they can control it as much as possible before encrypting all the data they can. Some attackers also publicly announce that they are holding corporate data hostage. They even publish the data on the Internet until the company pays the ransom to get it back. Because of the simplicity and multitude of these incidents, ransomware is now considered the most immediate cybersecurity threat to businesses and a problem that needs to be taken more seriously.
How did ransomware evolve?
Early ransomware was a relatively simple construct, using a simple code that mainly changed the names of files, making it easy to defeat. However, this evolved into a new form of cybercrime that slowly developed into advanced code that targeted corporate networks and ordinary Internet users. One of the most successful types of ransomware at the time was police ransomware, which attempted to extort victims by claiming that the PC had been encrypted by law enforcement. This way, victims were supposed to be tricked into paying the ransom, thinking that it was the police who demanded the ransom. Meanwhile, they were actually criminals who took advantage of innocent people. However, at that time, their systems were not that good, and users could simply restart their computers, after which the message disappeared. However, criminals have learned from this approach, and most ransomware programs now use advanced cryptography to truly lock down a PC or network and the files on it.
How much will a ransomware attack cost you?
The immediate costs associated with ransomware depend on the hackers themselves. But after those initial costs, which can run into the millions, money is also lost if the company can't do business. Every day, perhaps even every hour, revenue can be lost if the network is unavailable. If the company decides not to pay a ransom, hiring a security company would also incur additional costs. In some cases, these costs may be even higher than the ransom demand, but companies would rather give their money to security companies than to criminals. There is also a risk that customers will lose trust in the company due to poor cybersecurity and look elsewhere.
Why are small businesses targeted by ransomware?
Smaller businesses are more likely to be targeted because they tend to have poorer cybersecurity practices than larger organizations. Many people believe that because they are so small, they are less likely to be targeted. However, for cybercriminals, any money they can capture is good money.
What do Bitcoin and other cryptocurrencies have to do with the rise of ransomware?
The rise of cryptocurrencies like Bitcoin has increased the activity of cybercriminals, as they can use this type of malware to receive payments secretly. This way, there is no risk of authorities identifying the perpetrators. Many cybercriminal ransomware groups even offer "customer services" to teach victims how to use cryptocurrencies. This is because many victims do not know how to transfer the ransom to the perpetrator. Some companies even hoard some cryptocurrencies in case they get infected and need to pay quickly in Bitcoin to get their files back.
How can you prevent a ransomware attack?
Most hackers start by exploiting insecure Internet ports and remote desktop protocols. Therefore, one of the most important measures an organization can take to prevent this is to ensure that ports are not opened to the Internet if they are not necessary. However, if they are necessary, the company should ensure that they are protected with complex credentials. Applying multifactor authentication to these accounts can also serve as a barrier against attacks. Ensuring that the network is updated with the latest security updates should also be done, as hackers will attack commonly known vulnerabilities. Employees should also be trained on how to recognize attacks via email, as many attacks target employees who don't know any better. Antivirus software can also be downloaded to the PC to avoid potentially malicious files.
Ransomware and the Internet of Things
As much as the Internet of things improves connectivity, they have a bad reputation when it comes to security. As more and more of this type of technology comes to market, it also creates more attack opportunities for cybercriminals. This can lead to hackers taking your connected home or even your connected car hostage. The shocking thing is that even medical devices can be hacked, putting human lives at direct risk. There are also constant warnings that the growth of smart cities could be tempting for cyber attackers.
Because ransomware is constantly evolving, it's important that your employees understand the threat it poses and that organizations do everything they can to avoid infection. This is because ransomware can be crippling and decryption is not always possible.
by Ben Makepeace
Today, cyberattacks are attempted every 40 seconds, and the number of ransomware attacks is increasing by 400% annually. That's why it's...
Today, cyberattacks are attempted every 40 seconds, and the number of ransomware attacks is increasing by 400% annually. That's why it's imperative that companies and businesses take cybersecurity very seriously. But have you checked off all the boxes on the checklist to make sure you are truly secure? Do you know which data assets/systems are most vulnerable, and do you know the potential financial cost of a security breach? These are questions that need to be asked in a business of any size. That's why every company should conduct an IT risk assessment.
What is an IT risk assessment?
A risk assessment is about identifying the threats to which your information systems, networks and data are exposed. By assessing the potential consequences a company could face, it is able to prepare in advance in the event of a security breach. These assessments should be conducted on a regular basis, such as annually or when the company experiences a major change.
Cyber or IT risk can be defined as any risk of financial loss, disruption, or damage to an organization's reputation due to a failure of its information technology systems. Examples include theft of confidential information, hardware damage and resulting data loss, malware and viruses, compromised credentials, corporate website failure, and natural disasters that can damage servers.
Why do you need to conduct an IT risk assessment?
Smaller businesses in particular may think that conducting an IT risk assessment would be too big a task. But in reality, it is something that should not be missed. In order to ensure the well-being of a business, it is always good to take extra measures and make sure that it is protected. Some reasons to conduct a risk assessment are:
- It gives you a detailed list of vulnerabilities that need more attention and resources.
- It increases productivity because your security team can respond directly to problems, rather than just reacting to random issues that arise. Risk assessments also show you which areas your team should focus more on and which can be completed at a later date.
- It improves communication across the organization because the security team has to interact more with other employees in different areas. Not only does this foster collaboration, but it also creates an understanding among other employees of the importance of cybersecurity and how they can contribute to security and compliance goals.
How to conduct an IT risk assessment: a comprehensive overview
To start, you can conduct either a quantitative or qualitative risk assessment. However, it is most effective if you use both to achieve the best results.
1. Identify and prioritise assets
First, create a comprehensive list of all the company's information assets. This includes servers, customer data, sensitive documents, trade secrets, etc. As a technician, you must communicate effectively with upper management to determine which assets are important and which are not. After creating a list, gather all the necessary information about software, hardware, data and other relevant information for each asset. This will create a detailed list of all the items to focus on.
2. Identify threats and vulnerabilities
A threat is something that can cause harm to your organization. There are 3 types of threats:
- Natural disasters.
Some natural disasters can destroy data, servers and devices. Pay attention to whether any of these risks apply to your assets and whether they need to be changed to ensure security.
- Hardware failure
No matter how large or small your business is, hardware failure should be considered. Make sure all assets are up to date and not at risk of crashing.
- Malicious behavior
Disruption, interception and impersonation can target your data and servers. Determine which areas are most at risk from outside malicious behavior.
3. Analysis of technical and non-technical controls and determination of the probability of an incident.
Technical controls include encryption, intrusion detection mechanisms, and identification/authentication solutions. Security policies, administrative measures, and physical/environmental mechanisms must also be analyzed and fall under non-technical controls. These controls must be used to assess the possibility that a vulnerability can be exploited. This can be assessed using simple categories that rank the potential occurrence from high, medium, and low.
Assessing the impact the threat could have also helps prioritize your security risks across teams. You are now able to delegate which issues require immediate action and which can wait until they are resolved.
4. Design controls
Once you have prioritized and detailed all of the potential risks, you can begin to create a plan to mitigate the most pressing risks. Senior management and IT should be heavily involved in this part of the assessment to ensure that the controls address the risks and align with the overall plan and goals of the organization. You may also need to engage professional services to develop a new set of controls. Don't be afraid to enlist the help of IT and security experts!
5. Document the results
Risk assessment reports can be very detailed and complex, or they can be a simple overview of risks and recommended controls. Ultimately, your report will reflect both your audience and your organization's information security posture. Documenting all findings and their analysis is intended for senior management to communicate the issues and methods to address them in a clear and concise manner.
It should also be noted that a risk assessment as such should not be a one-time exercise, but an ongoing process. As your system environment changes, so do the chances for potential security breaches, data loss, etc.
by Jasmine Ellis
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...
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.
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.
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!
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.
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.
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.
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.
by Ben Makepeace
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...
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 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 organizations 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 $299 as of June 2022. The Certified Information Systems Security Professional (CISSP) costs £$699.
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 recognize 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.
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 organisational 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.
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.
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 organizations 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 organization 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.
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.
by Charlotte Drury
“Mental health” refers to your overall psychological well-being. It includes the way you feel about yourself, the quality of your...
“Mental health” refers to your overall psychological well-being. It includes the way you feel about yourself, the quality of your relationships, and your ability to manage your feelings and deal with difficulties. Anyone can experience mental or emotional health problems — and over a lifetime, many of us will.
You may have noticed that we're making huge strides in destigmatizing mental illness, and that's great. The importance of treating your mental health as you would your physical health is a pretty well-accepted principle. It's becoming less taboo to talk openly about therapy and mental illness
This year, on World Mental Health Day, we've pulled together some of the most impactful and least intimidating ways to take care of your mental health so that it becomes something we do—not just something we talk about.
There is no health without mental health. To help with day-to-day stress and challenges, we’re offering 8 tips to boost yours.
1. Talk to someone you trust
Talking to someone you trust – whether a friend, a family member or a colleague – can help. You may feel better if you are able to openly share what you are going through with someone who cares about you. If you live in an area where face-to-face interactions are limited, you can still stay connected with your loved ones through a video call, phone call, or messaging app.
2. Look after your physical health
Taking care of your physical health helps improve your mental health and well-being. Be active for at least 30 minutes daily, whether that’s running, walking, yoga, dancing, cycling, or even gardening. Eat a balanced and healthy diet. Make sure to get enough sleep.
3. Do activities that you enjoy
Try to continue doing the activities that you find meaningful and enjoyable, such as cooking for yourself or your loved ones, playing with your pet, walking in the park, reading a book, or watching a film or TV series. Having a regular routine with activities that make you feel happy will help you maintain good mental health.
4. Steer away from harmful substances
Don’t use harmful substances such as drugs, alcohol, or tobacco to cope with what you’re feeling. Though these may seem to help you feel better in the short term, they can make you feel worse in the long run. These substances are also dangerous and can put you and those around you at risk of diseases or injuries.
5. Take two minutes to focus on the world around you
Help free yourself of constantly swirling thoughts by reconnecting yourself with where you are at this moment in time. Follow along with the video below or simply take three slow deep breaths, feel your feet grounded on the floor and ask yourself:
6. Eat a brain-healthy diet to support strong mental health
Foods that can support your mood include fatty fish rich in omega-3s, nuts (walnuts, almonds, cashews and peanuts), avocados, beans, leafy greens (spinach, kale, and Brussels sprouts), and fresh fruit such as blueberries.
7. Learn new skills
Research shows that learning new skills can also improve your mental well-being by:
Even if you feel like you do not have enough time, or you may not need to learn new things, there are lots of different ways to bring learning into your life.
8. Seek professional help
If you feel like you cannot cope with the stress that you are facing, seek professional help by calling your local mental health helpline or getting in touch with your counselor or doctor. Remember you are not alone, and there are things you can do to support your emotional well-being.
by Isabelle Melton
Cybersecurity Awareness Month, every October, is a collaboration between the government and private industry to raise awareness about digital...
Cybersecurity Awareness Month, every October, is a collaboration between the government and private industry to raise awareness about digital security and empower everyone to protect their personal data from digital forms of crime.
The month is dedicated to creating resources and communications for organizations to talk to their employees and customers about staying safe online. While most of cybersecurity news articles are about massive data breaches and hackers, it can seem overwhelming and feel like you’re powerless against it. But Cybersecurity Awareness Month reminds everyone that there are all kinds of ways to keep your data protected. It can make a huge difference even by practicing the basics of cybersecurity.
93% of company networks are now breachable by hackers, one source notes, and nearly 1 in 3 organizations say they don’t have the funding for proper cyber protection. With that in mind, any month might be a good month to be more cyber aware.
So here are tips and best practices that everyone can use to feel a little safer online. Here are some simple things you can do to make sure you’re protected:
Choose strong passwords and make use of a password manager rather than re-using passwords on multiple sites.
With so many essential services available through the internet today, passwords may be the only thing standing between your accounts –and the sensitive financial and personal information they contain – and cybercriminals. Because so many passwords have been exposed in data breaches, it’s vital that you don’t employ the same one for multiple accounts. Should someone intercept one account’s password, you don’t want them gaining access to others. A strong password should contain a minimum of twelve characters (though more is better) and should not be easily guessable. Because they’re even longer, passphrases offer additional security.
Consider a password manager such as the free open-source password vault KeePass. With these services, you need to remember only one strong password, which will then give you access to all your others. Keeps stores your account passwords in a strongly encrypted database.
Use two-factor or multi-factor authentication (MFA) on all of your accounts.
Implementing two- or multi-factor authentication adds a layer of protection beyond the passwords that safeguard your accounts. Once it’s set up, users need to present an additional form of identity verification before they’re granted access to accounts or online resources. This additional factor could be evidence that they have a smartphone (proof of receipt of a text message), access to an email account, a unique code or token, a fingerprint, or even a retina scan. With MFA in place, even if you do fall victim to a phishing attack, there’s an extra barrier standing in the way of cyber criminals seeking to make use of compromised credentials.
Educate yourself, your co-workers, and your employees about the latest cybersecurity threats.
When it comes to cybersecurity, knowledge is power. Because attackers are always on the lookout for new ways to hoodwink potential victims, it’s critical to remain aware of the dangers associated with internet use. The better you understand the tactics criminals are currently employing to gain access to user accounts or personal and financial information, the less likely you are to be tricked.
Take phishing as an example. It used to be that these fraudulent email or text messages were rife with grammatical errors and spelling mistakes, but that’s no longer the case. Today’s most sophisticated phishing messages feature pirated logos and other branding that’s nearly impossible to distinguish from the real thing. For this reason, you should never click on a link in an email to visit a banking website. Instead, bookmark a link to what you’re certain is the authentic and trustworthy site. Many banks offer automatic alerting whenever transactions are initiated – an extra layer of protection that it’s worth enabling. In addition, it’s always a good idea to call your financial institution if you notice questionable activity in your account. Be sure to use a known phone number to reach them when you call, not one that arrived by email.
Keep software up to date.
Software vendors frequently update their products and as soon as vulnerabilities are discovered, they issue patches that fix problems that have been discovered. Some of these vulnerabilities are severe, in some cases even enabling malicious third parties to completely control someone’s computer without their knowledge. Cybercriminals are constantly scanning the internet for machines that are running older versions of software that contain vulnerabilities that can be exploited. Enabling automatic software updates is an easy way to protect yourself from these sorts of attacks. It ensures that all new patches will automatically be applied to your computer as soon as they’re released.
Use antivirus software and install a firewall
Antivirus programs and firewalls are designed to prevent malicious code from infecting your computer. This includes malware that’s arrived via infected email attachments, malicious links in email messages, and so-called “drive-by downloads” – automatic downloads initiated by compromised websites. Because antivirus and firewall technologies usually work by blocking known threats, it’s important to ensure that your software will receive automatic updates. This provides protection based on the most recent information and guards against the latest threats.
by Jordan Guttridge
A risk assessment is about identifying the threats to which your information systems, networks, and data are exposed. By assessing the potential consequences a company could face, it is able to prepare in advance in the event of a security breach. These assessments should be conducted on a regular basis, such as annually or when the company experiences a major change.
1. Identify and prioritize assets
First, create a comprehensive list of all the company's information assets. This includes servers, customer data, sensitive documents, trade secrets, etc. As a technician, you must communicate effectively with upper management to determine which assets are important and which are not. After creating a list, gather all the necessary information about software, hardware, data, and other relevant information for each asset. This will create a detailed list of all the items to focus on.
Some natural disasters can destroy data, servers, and devices. Pay attention to whether any of these risks apply to your assets and whether they need to be changed to ensure security.
Disruption, interception, and impersonation can target your data and servers. Determine which areas are most at risk from outside malicious behavior.
by Jake Rickman
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...
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 34th 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 organize 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.
by Jack Brameld
In May, Microsoft announced large-scale changes to what has been a staple among service providers reselling Microsoft services. Specifically,...
In May, Microsoft announced large-scale changes to what has been a staple among service providers reselling Microsoft services. Specifically, we’ll see the end of “Silver” and “Gold” status, to be replaced by the new Microsoft Cloud Partner Program (MCCP), which comes into place on October 3rd 2022.
This drastic change will impact nearly half a million service providers, the company said, “This deep relationship between Microsoft and our partners spans more than 30 years and, in that time frame, our partners have provided unique solutions across numerous industries, helping countless customers succeed in an ever-changing world. They especially have played a pivotal role in helping businesses adapt amidst the pandemic. As things continue to change and evolve, we are committed to investing in and delivering what partners need to innovate, grow their businesses, and deliver on the promise of digital transformation for customers across organizations and industries.”
The Microsoft Partner Network (MPN), was formed in 2009 and was replaced by the Microsoft Partner Program (MPP), although it has always been changing and upgrading the transition to MCCP is a huge step for all partners, most notably MSPs who have already been reselling Azure and other cloud services.
One of the fastest growing cloud marketplace companies in the world stated how so many companies have begun to rely on Microsoft for this service. Microsoft has since issued this as a response; “we have been preparing for this re-alignment throughout 2022 with a focus on ensuring our partners, who rely on our consolidated billing, automated provisioning, and PSA integrations, can take full advantage of Microsoft’s new approach, with no disruption to operations, and opportunities to attract more customers who are increasingly relying on cloud services.”
Meyer, an ex-senior executive at Microsoft explained that this is about much more than a name change:
“MCCP is a reflection of Microsoft’s vision and investment in cloud services, and their recognition of the overall modernization of IT across the entire digital supply chain,” Meyer said. “Way beyond the end-of-life for MPN Gold and Silver status, the MCPP is truly about driving new proficiencies in a cloud-first world as more discovery, procurement, delivery and management of technology is happening online, through marketplaces like ours.”
The new Microsoft Cloud Partner Program will aim to drive and promote partners' development in six technology areas:
This will further impact partners’ license in how they internally use and distribute Microsoft’s products from a ‘’Solutions Partner level’’ to ‘’specializations and expert programs’’.
This is Microsoft’s response to accommodate for the rapidly expanding market, do you think it was the right decision?
by Ben Makepeace
Inclusive hiring practices are in the spotlight as they have become increasingly vital to every organization’s success. Inclusive hiring...
Inclusive hiring practices are in the spotlight as they have become increasingly vital to every organization’s success. Inclusive hiring translates to improved employee retention and productivity and a host of other organizational benefits.
Nowadays, there is so much emphasis on diversity and inclusion in the workplace that recruiters want to make sure that their hiring practices are conducive to meeting their diversity and inclusion goals, which means they need to think about inclusive hiring and determine how that can be incorporated into their daily recruiting practices.
In order to create an environment that celebrates diversity, it's essential for recruiters to adopt inclusive hiring practices that will make it easier to hire talent from underrepresented backgrounds. The following are some strategies that facilitate the process.
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 practices 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 practices 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 organization 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 them 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 from a more diversified demographic.
Screening and Interviewing
Preventing 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 CVs or abandoning CVs entirely in favor of another way of candidate screening.
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 incorrect reasons.
Minimizing 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:
Conduct panel interviews to reduce interview bias and provide 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. That 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 different points of view and using 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 mold 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 actually enjoy their time at your company. Each employee has a 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.
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.
by Chris Burnett
Recruiters provide vital links between employers and prospective workers. Some job candidates seek out their services directly. Others discover after...
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 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.
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.
To say that cloud adoption has been accelerating might be an understatement. Enterprises want the speed, agility, simplicity, and lower...
To say that cloud adoption has been accelerating might be an understatement. Enterprises want the speed, agility, simplicity, and lower costs that the cloud offers. The days of running a costly data center are long gone.
Despite IT managers appreciating the benefits of the cloud, surveys reveal that a genuine concern for many businesses is vendor lock-in—being forced to stay with a vendor who no longer meets their needs. And with each passing year, this anxiety increases, preventing you from moving with the agility and quickness you need to succeed.
What is the greatest method to alleviate these concerns? Implementing a multi-cloud approach.
Businesses used a variety of database providers even before the cloud was established. This approach is nothing new; we are simply transferring it to the cloud.
There's a good chance that your company already employs cloud computing for IT infrastructure updates, automation, cybersecurity, and other functions. However, you are not required to choose a certain cloud server or provider. In fact, you can use multi-cloud solutions for your business and benefit from them for years to come.
Nevertheless, implementing and optimizing many clouds can be challenging, especially if you don't have a strategy beforehand. Let's examine a straightforward yet efficient three-step process for moving to several clouds today to avoid severe issues.
Step One: Map Your Cloud Zoning Policy
Create a map of your cloud zoning strategy and plan as your first significant step. In a word, the cloud zoning decisions you make can affect your obligations, expenses, and even how well the multi-cloud configuration will ultimately work.
The processes and apps that will operate on each specific cloud server or provider are mapped out as part of your cloud architecture. In essence, you choose what must run on numerous clouds at once, what data must be transferred between clouds, and what applications are locked into one cloud.
Want an example? A cloud zoning policy may specify whether you should maintain your data analytics and web browsing on the same cloud servers or with different cloud providers.
Regardless of whether you put everything up yourself or use a service, you should outline your cloud zoning rules. In the latter situation, providing a read-to-go zoning map will facilitate the service's work and reduce the likelihood of errors and/or hiccups.
How to Determine Optimal Cloud Zoning
It can be challenging to determine how to best utilize cloud zoning. Identifying your specific areas of focus is the most effective approach to do this. Instead, think about how your multi-cloud approach will benefit your company.
Say you want to ensure that your service is always available for your customers or visitors, even in the event of a service interruption or a data breach. In this situation, you can configure your cloud zoning strategy to distribute the data load evenly among several clouds at once.
Or, say you want to guarantee that your users are accessible worldwide, 365 days a year. In that situation, you can configure your cloud zoning regulations to ensure that users can access your information or websites whenever they want from any location in the world.
In essence, decide what is most important to your business and what you want from multi-cloud optimization, then zone your cloud apps and rules in accordance.
Step Two: Architect the Multi-Cloud Environment
The multi-cloud environment's architecture is the next crucial step. This entails taking a close look at the environment's high-level design and building a solid base for multi-cloud servers.
At this point, you should at least have a rough understanding of how your company will expand and how the multi-cloud architecture will help it meet its resource requirements. You must be aware of:
• The locations where your apps for data science and machine learning should be
• The market that your product application targets
• The location of your data warehousing
• Location of the cloud security server
• How each of those processes develops in conjunction with the others
Cloud-agnostic projects and apps don't need to be portable; instead, they can rely on managed services or proprietary IT infrastructure from your company. You need to identify these projects and apps during the architecture phase of a multi-cloud setup.
How to Set Up an Ideal Multi-Cloud Environment
You should adopt a flexible and containerized approach to get the most out of a multi-cloud environment. This not only saves money but also enables you to configure your multi-cloud system as adaptable as possible.
You may collaborate with almost any infrastructure-as-a-service (IaaS) provider if you construct or plan your multi-cloud architecture so that it is flexible and containerized. As a result, you are free to choose between different cloud hosts or service providers as needed, depending on your budget or other considerations.
Make sure you conduct extensive forecasting to achieve this. You need to determine how much data storage you'll need for computing, how many databases use your business will need, how many computer nodes you'll probably need, and so on.
Additionally, containerization in a multi-cloud setup makes it less likely for other servers or processes to fail as a result of a ripple effect if one goes down.
Step Three: Prep for Contracts and Forecast Costs
Taking care of the financial side of the multi-cloud transition for your company is the final phase. Along with projecting expenditures, you need to get ready for contracts and commitments. Forecasting is essential during this stage because you'll be choosing different cloud services and getting ready for contracts.
As a result, you need to be aware of how flexible your budget is in comparison to your infrastructure needs. You must specifically match the costs to each multi-cloud forecast and create a budget for your total resource and financial consumption. You should be aware of:
If your response to the third question is "no," you might need to choose a more reasonably priced option or change the design and zoning rules of your multi-cloud system. You won't encounter a crisis scenario where you already have your multi-caught environment up and operating but can't pay for it, requiring you to scurry as a result, if you project costs in advance.
Minimize Commitment Risk
Fortunately, there are strategies to reduce commitment risk and prevent financial catastrophes. You can, for instance, use variable commitment alternatives like those offered by AWS or commitment buy-back guarantees. These include computer savings schemes, which have relatively low savings rates and use cloud resources globally.
Of course, you can and should also exercise very rigorous budgeting and accounting. You'll have a better idea of how much money and other resources you need once you make sure that your commitment costs and savings are attributed to the correct services, server resources, applications, etc. This will help you avoid overcommitting to a provider who is too expensive and giving them an unreasonable amount of money.
When you carefully arrange your application migrations between various providers, you can further reduce the risk of commitment. Budgetary expenditures may rise sharply if moving programs and data between providers takes longer than expected or encounters unforeseen difficulties. As a result, you must ensure that your migrations are simple and rapid, or that a cloud service provider gives assistance during this time (possibly as part of a deal to get you to sign with them in the first place).
As you can see, switching your business to many clouds just takes a few months. Even if you flawlessly execute the aforementioned processes, keep in mind that your commitments, performance, and prices won't be optimized to their fullest extent. However, with the correct planning and preparation, you can position your business for long-term success and the advantages of using several clouds.
You will receive more help and support throughout this process from the correct cloud services provider, and you will be able to utilize the extra resources swiftly and simply from a multi-cloud configuration.
by Brooke Feinglass
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...
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.
by Ben Makepeace
Professionals in the field of cyber security are continually defending computer systems from numerous cyber threats. Every day cyberattacks target...
Professionals in the field of cyber security are continually defending computer systems from numerous cyber threats. Every day cyberattacks target businesses and private systems, and the diversity of attacks has expanded quickly.
Numerous factors can lead to a cyberattack. The first one is financial. An online hacker can deactivate a system and demand money to reactivate it. More advanced than ever, ransomware is a sort of software that demands payment in exchange for the return of services.
Individuals are also targets of cyber-attacks, owing to the fact that they store sensitive information on their mobile phones and use insecure public networks.
In order to strengthen cyber security, it is essential to keep track of how cyberattacks are evolving and growing. Earning an online cyber security master's degree can be very advantageous for cyber security professionals who want to increase their understanding of threats and cyber security information.
What Is the Definition of a Cybersecurity Threat?
A cyber security threat is any potentially hostile attack that aims to destroy data, obstruct online transactions, or access data unauthorizedly. Potential cyber risks include corporate spies, hacktivists, terrorist groups, hostile nation-states, criminal gangs, lone hackers, and dissatisfied workers.
Sensitive data was exposed by several high-profile cyberattacks in recent years.
Cyber attackers can use sensitive data from an individual or a business to steal information or gain access to financial accounts, among other potentially harmful acts, which is why cyber security professionals are essential for protecting private data.
Here are the top five most common cyber threats:
1. Malware and viruses
Computer programs known as viruses attack and replicate on host systems. Infections, viruses, worms, trojans, rootkits, and other similar words are also used to refer to malware. Any application that does not belong to the user is considered malicious software. A virus is often a harmful piece of code that can harm your system if it is not removed. Your security measures ought to lessen malware attacks.
2. Theft of Identity
When someone gains unauthorized access to sensitive information, such as financial data, intellectual property, medical records, trade secrets, customer lists, or employee information, they are said to have committed data theft. Data thieves utilize social engineering techniques to con people into exposing passwords, private keys, login information, credit card numbers, and other sensitive data. The prevention of data theft mainly depends on user knowledge and education.
3. Website Hacking
Web hacking is the term for the unauthorized use of equipment and methods to attack networks or websites. Websites, software, and network infrastructure all have vulnerabilities that hackers are continuously searching for. These assaults can range from straightforward website vandalism to full server takeovers.
4. Social Engineering
Social engineering is the practice of persuading others to take actions they otherwise would not. Social engineering methods are often used by cybercriminals, ranging from simple phishing scams to more intricate plans involving malware. When engaging with unknown parties online, users should use caution, and they should never click on links without first checking their validity.
5. Cryptocurrency Mining
The process of employing computers to carry out repeated calculations (known as hashes) to validate transactions on the blockchain, which records cryptocurrency balances and transfers, is known as cryptocurrency mining. In return for processing transactions and defending the network, miners receive fresh money. In addition to maintaining the security of the network, miners also give cryptocurrency exchanges liquidity.
by Adam Cooper
The lack of women in technology is a controversial subject that is difficult to solve. There are many reports of bias, unequal pay, and restricted...
The lack of women in technology is a controversial subject that is difficult to solve. There are many reports of bias, unequal pay, and restricted opportunity. The tech sector is still having trouble locating, hiring, and retaining women despite data that shows a strong link between having more women in leadership positions and higher returns on invested capital and sales. With only 19% of the tech sector in the UK being female, women continue to be underrepresented. Only 26% of positions in the US's tech sector are held by women, and only 16% of those are at senior ranks.
As well as attracting more women into tech roles, companies also need to work harder at retaining female tech talent. Women leave the tech industry at a rate that is 45% greater than that of men, claims Forbes. According to a study done by Indeed, a lack of professional advancement is the main cause of this, closely followed by inadequate management and slow salary increases. Only 50% of the women polled in the analysis believed they had the same possibilities to hold senior leadership positions as their male colleagues, according to the report.
If the UK's industry is to continue to develop and stay ahead of competitors, gender parity in the tech sector must be achieved. According to the McKinsey Delivering through Diversity report, businesses were 21% more likely to achieve above-average profitability when comparing those in the top quartile for gender diversity on their executive teams to those in the bottom quartile.
What can businesses do, then, to recruit and keep women in the tech industry?
There are some practical steps you can take if you wish to increase diversity and benefit from the creative input of the other half of the human race. Here are some recommendations for tech companies looking to attract and retain outstanding female talent.
1. Actively Seek out and Employ Women
The first step to adding more women to your team is as easy as it sounds: actively seeking out additional female applicants. You should let people know that you wish to hire women for tech roles from both inside and outside of your networks.
2. Give women a voice
Creating mentorship programs and employee resource groups exclusively for women is one of the best methods to support and retain emerging female IT talent and enhance long-term engagement in a career. Although hiring more women for tech jobs is imperative, the only way to truly support and inspire women is to give them platforms. Examples of such platforms include inviting women to panel discussions, allowing them to share their experiences with various outlets, and simply giving credit where it is due internally. Their perspectives contribute to both the ongoing and upcoming conversations within our industry.
3. Competitive and fair salary
At the beginning of their careers and throughout, women in technology prioritize their salaries. Since the implementation of the gender pay gap reports, businesses must disclose their gender pay gap. Equal compensation for equal work is obviously of utmost importance. Therefore, implementing transparent pay practices ensure that women enter into companies on fair pay and do not undersell themselves at the interview stage.
A key strategy for attracting and retaining female IT talent is representation. It is possible to improve a company's reputation and set a good example by openly advocating and championing equality. Recruitment and retention are strongly related; for instance, if a female candidate observes women working for the company in high roles, it may inspire her to pursue a similar position. In the computer sector, 39% of women and only 8% of men see gender bias as a barrier to advancement. Giving women equal opportunities for advancement and highlighting their achievements is crucial for attracting and retaining women in tech roles.
5. Gender-neutral recruitment process
Tech organizations must develop a flexible recruiting strategy that considers the unique needs and goals of women in order to strive toward achieving a gender-balanced workforce. The hiring process can be improved by making little modifications, such as utilizing gender-neutral wording in job descriptions. According to research, job descriptions that deliberately discourage women from applying for positions—particularly in the computer industry—are skewed toward men. According to a study by LinkedIn, women believe they must satisfy all requirements before applying for a job, whereas men often do so after satisfying approximately 60% of them.
Blind hiring practices are another strategy to recruit female employees. These can include pre-employment tests, gender-neutral CVs, blind candidate screening, and even requirements that shortlists have an equal number of men and women.
6. Inclusive work culture
It goes without saying that if a company or place of employment develops a reputation for having a hostile atmosphere for women, it will deter female candidates and make it more difficult to keep women in the workforce. Companies must regularly review their workplace policies to support new diversity and inclusion initiatives.
Sending surveys to the workforce is one approach to accomplish this, allowing the workers to offer a candid opinions on concerns pertaining to culture and solutions. Introducing minimum standards can also contribute to a more inclusive workplace. For instance, businesses could mandate the presence of at least one female worker on internal committees that make decisions about dress codes, partnerships, and diversity initiatives.
by Jasmine Ellis
One of the biggest issues facing the tech sector is still finding qualified and appropriately skilled workers. Nearly half of tech recruiters say...
One of the biggest issues facing the tech sector is still finding qualified and appropriately skilled workers. Nearly half of tech recruiters say they are having trouble finding qualified applicants, according to research released by CodinGame and CoderPad. To attract the top personnel in a candidate-driven market, IT recruiters will prioritize candidate experience during the hiring process in 2022, according to the same survey. Expanding the talent pool and considering how neurodiverse people could succeed in tech professions are two ways to address the present hiring problems in the industry.
Though many modern digital companies are getting better at ensuring that their workforces are diverse, it's important to note that a company is six times more likely to exhibit enhanced innovation and agility if it has an inclusive culture. How neurodiversity is managed at work is one sign of an inclusive culture. Fortunately, our understanding of how the human brain functions are improving. People are therefore better able to receive a diagnosis, therapy, medication, etc.
Implementing systemic support, however, is equally essential. Many business executives are unaware that neurodiverse people frequently do better in computer occupations. This is a strong argument in favor of embracing neurodiversity in the workplace, particularly in IT roles.
Neurodiverse Workers: An Untapped Talent Pool
While technology is transforming the way we work at an ever-increasing pace, there’s one seemingly intractable problem holding it back: the tech talent crisis.
• Recent studies indicate that the lack of tech talent is at its worst point since 2008.
• According to 65% of companies, hiring difficulties are affecting the tech sector.
• Data analytics, cyber security, artificial intelligence, and transformational skills are particularly hard to come by; if nothing is done, a 3 million-person worldwide tech job shortfall is predicted by 2030.
On the other extreme, neurodivergent people are more likely to be unemployed or underemployed, underpaid, and poorly supported. What’s more, many autistic workers are feeling unable to disclose that in their workplaces.
• More than 15% of the world's population, or one in seven people, has a neurodivergent condition, which is a catch-all phrase for those with autism, ADHD, dyspraxia, and other neurodevelopmental disorders.
• Around 85% of people who are neurodivergent are jobless or working lowly jobs that are much below their ability and testing level.
• Only 16% of autistic adults in the UK have a full-time paid job, while only 32% of autistic adults work for pay.
• Of autistic adults without jobs, 77% said they wanted a job.
Although the digital talent gap is a growing issue, there is a sizable population with the necessary abilities that has been completely ignored by the industry up to this point: people who are neurodiverse, particularly those who have autism.
Why Neurodiverse Workforces Matter
What are some of the most popular soft talents when looking for strong candidates for IT roles? Most frequently, job postings call for applicants who actively strategize novel approaches, think creatively, and so on. People with neurodiversity frequently excel at these talents. Of course, it's important to consider the benefits of having a neurodiverse workforce.
Benefits of a Neurodiverse Workforce
Gaining a Competitive Advantage in the Market
While neurodivergent people frequently struggle with social interaction, communication, and some cognitive functions, they are also more likely to show intense focus and subject knowledge because of their particular interests. In addition to possessing specialized knowledge or technical proficiency, neurodiverse people thrive in repeated jobs. In other words, they have the expertise that is currently particularly needed in the IT industry, where the digital revolution is compelling businesses to embrace more cutting-edge technology in order to satisfy client needs more quickly.
Tackling Skills Gap and Labour Shortages
Across the board, there is a severe talent shortage in technology. The sector's fastest-growing skill cluster, data analysis, is predicted to rise by 33% over the next five years, according to the most recent reports. Meanwhile, the biggest skills gaps in the UK's tech sector are in big data, data analysis, and architecture, as well as cybersecurity.
The population's neurodiversity may be able to address the main problem facing the sector: closing the IT skills gap. This underrepresented group of applicants has a wealth of talent and skill to offer. Despite this, among all handicap categories, those with autism have the startlingly highest unemployment rates.
Bringing Innovation into the Game
The term "neurodiversity" describes the various ways in which people's brains function and process information. Employees who are neurodivergent give fresh insights that can foster innovation, from coming up with answers to difficult problems to creating creative strategies and products.
Industry leaders are fast realizing the great benefit neurodiverse teams can provide to organizations that strive for excellence and innovation.
Fostering a Culture of Inclusion
Employing neurodivergent individuals fosters an inclusive culture that benefits the entire workforce. Remarkable changes can be made to a workplace's culture by neurodiversity in teams, or the collaborative impact of working with individuals who have different cognitive ideologies. For example, communication becomes more effective and clearer, teamwork picks up steam, and employees feel appreciated for their distinctive individuality. Promoting both innovation and empathy within the organization, is a fantastic thing to accommodate individual requirements from which everyone may gain.
How to Promote Neurodiversity in Tech Jobs
Supporting neurodiversity in the workplace frequently begins with the hiring process. A thorough hiring procedure is required for many tech positions to make sure that candidates possess the hard, soft, and social skills needed to succeed at work.
It's time to widen the hiring pool, though. Start by thinking about your recruitment strategy.
Many neurodiverse job candidates are looking for positions that will help them and offer the infrastructure they need to thrive and perform well. Everyone struggles in situations that seem to be working against them, and nobody wants to hide who they are at work.
Start by re-examining the terminology you employ during the hiring process. Do you actually provide accommodations for individuals with neurodiversity? Are open conversations between neurodiverse people permitted at work? Do you allow neurodiverse people to make adjustments and changes that suit them, which is even more crucial?
Educating hiring managers
Educating your hiring managers, recruitment teams, or business partners is also crucial. Numerous neurodivergent people find it difficult to maintain eye contact or are reluctant to shake hands. There is no justification for discriminating against individuals based on these "atypical" behaviors during job interviews.
Refresh, renew, and customize the candidate recruiting process. The interview process is increasingly being co-created by some businesses and employees. Some people prefer to meet you in person, while others prefer to communicate with you via video call.
Embracing Neurodiversity in the Workplace
Your business will be able to develop the most innovative concepts, novel tactics, and successful plans by actively seeking out varied individuals.
Everyone benefits from building support mechanisms for a neurodiverse workforce. While gaining tangible business advantages like higher productivity, revenue, etc., you are promoting the humanity of your employees.
by Jordan Guttridge
You have successfully applied and are now just one step away from your dream job. The interview is a great opportunity to show what you can do....
You have successfully applied and are now just one step away from your dream job. The interview is a great opportunity to show what you can do. Unfortunately, there are also some traps lurking here that you can fall into. We have summarized 6 tips for your next job interview and tell you the most common mistakes so that you can fully concentrate on the interview.
If you prepare and do your research, you can score points in the interview. Be aware of the products and services offered, the company values and philosophy, and the turnover of the company. Also, find out about the competitors and the target group. With your in-depth knowledge, you can show HR management that you are interested in the company and have prepared yourself well.
Plan your Journey
The journey is the first hurdle on the way to the interview and should therefore be planned carefully. Find out about the route, make sure you plan enough time, and, if in doubt, leave yourself a buffer. This way you are relaxed and can fully concentrate on the conversation. The following applies to video interviews: test the technology and find a quiet place with an attractive background.
Choosing the Right Outfit
Choosing what to wear for an interview isn't easy: you don't want to be overdressed or overdressed. We can advise you to dress according to the industry, but you should not disguise yourself and slip into another role. You should feel comfortable in your skin and radiate this to the outside world. Clean clothes should be a requirement no matter where you applied. In a large corporation or a bank, you should appear serious, in a medium-sized company or a start-up a shirt, blouse and jeans are usually sufficient.
Appearance in the Company & Self-Confidence
Body language provides constant information about our emotional state and our behavior. These signals are picked up and evaluated by the people around us, especially in a professional context. Gestures, facial expressions, eye contact, posture, and way of speaking are the important points. When we feel tense or nervous, it can hurt our body language - for example, when we don't make eye contact. A posture that is too tense can quickly be perceived as unsympathetic or aggressive.
A good method is to mirror the interlocutor. This creates trust and sympathy in the subconscious. However, you shouldn't delve into every move made by the recruiter. Spending more time observing the movements instead of paying attention to the questions is suboptimal. But if you know the basic principle, you can apply it in a targeted manner and build sympathy.
Be Authentic and Honest
Authenticity pays off - always! Your potential employer wants to get to know you and nobody else. So, let your personality shine and be honest. Little lies might seem like a good idea at first, but they aren't. The truth is always the best choice, avoiding unpleasant surprises or even losing your job.
Answer the Questions Specifically
You should express yourself clearly and precisely when answering questions in the interview and not beat too many words around the bush. Please take a moment before you answer. Do it discreetly by taking a sip of water and then responding to the question. Filter out the core of the question and formulate the appropriate answer. Make sure to create a casual atmosphere by smiling or even giving some humorous answers. Also, keep in mind that talking bad about the job or even the department head is by no means well received. So think about good answers to unpleasant topics and try to create positive parallels to your current professional situation.
The interview is a great opportunity to show what you can do. Unfortunately, some pitfalls are lurking here that you should avoid. With these 6 tips, you are guaranteed to make a great impression and get the job! We keep our fingers crossed for your next job interview! As recruiting experts, we have a direct line to employers from a wide variety of industries and are happy to support you in getting a little closer to your dream job.
One of the biggest issues that organizations today must deal with is cyber risk. The Global Risks Report 2022 from the World Economic Forum...
One of the biggest issues that organizations today must deal with is cyber risk. The Global Risks Report 2022 from the World Economic Forum demonstrates how rising digital dependence and digital transformation have increased cyber threats. However, according to the survey, cybersecurity failure is still seen as a serious short-term risk, and high-value organizations frequently experience breaches that have a major negative impact on their performance.
According to a recent Acronis report, 80% of businesses experienced a cybersecurity breach in the past year, up from 68% the year before. The high levels of danger now exist are demonstrated by the fact that 9% of businesses experienced at least one cyberattack every hour. This shows that businesses are becoming more open to cyber-attacks, yet most are not prepared to defend themselves in a way that keeps up with the more sophisticated attackers.
In the upcoming years, it is anticipated that the number of cyber threats to businesses will continue to increase. Today, cybersecurity is an essential part of an organization's business plan to guarantee data privacy and prevent the expense of reacting to a cyber-attack.
Even though IT security is a vital part of a security strategy, employees are one of any organization's most vulnerable areas. Employees are on the front lines of the battle against cyber risks as a result of the focus of many cyber criminals on assaulting individuals through malware, phishing, and other scam activities.
Fostering a cybersecurity culture can outlast individual turnover and isolated occurrences and can provide a stronger front against cyber threats than any one policy or process. By integrating cybersecurity into organizational processes and practices and keeping an open conversation, you may develop a cybersecurity culture.
Analyze the culture and determine the current state of organizational security. Recognize the strategy for dealing with audit results, the top technology and security priorities, and any metrics in place for tracking the development. Additionally, be aware of behaviors that could increase risk, like as BYOD rules, international travel, unencrypted communication (such as instant messaging), data storage on personal devices, unconventional computer setups, and usage of unapproved software.
Outline the mission
Establish what constitutes security and technological achievement before settling on specifics. To make it easier to communicate, turn the mission into an "elevator pitch." When the company succeeds, it should be celebrated to reinforce the importance of security and to solidify the culture.
Win employee support
Headline-making breaches may not feel applicable to all departments. Earn employee support with department-level conversations about the impact of cyber threats to ensure staff realize the value of security and aren’t tempted to circumvent processes.
Define roles and expectations
Remove uncertainty with a thorough plan that outlines roles, objectives, and duties for departments in the event of a cyber-attack. By adding other departments, you can broaden the scope of who is responsible for promoting security outside the IT security team. Build trust that, in the event of a mistake, firm security professionals will come up with solutions, provide assistance, and avoid taking responsibility.
Invest in training
Expect the IT department to regularly train personnel on attacks and the resulting areas to watch. Clearly express all cybersecurity policies and guidelines. A consistent onboarding program for new hires should also be in place. These issues, ought to be on the agenda:
- Password management
- Encryption and digital signing, if applicable
- Phishing attacks
- Backing up work
- Sending personal or sensitive information
- Account Access
- Policies and best practices
- Lean on an outside party to handle training if internal resources aren’t available
Create a conversation
Similar to any culture, the story is frequently its basis. Discuss cybersecurity constantly, draw lessons from news about the topic, and keep staff members up to date on best practices. Regular training sessions, forums, or newsletters can all offer regular forums for cybersecurity discussion. Encourage a question-friendly climate, and make sure staff members are aware of whom to ask. Equally crucial: check to see if the response contains a lot of jargon.
Employees with the skills and knowledge to take action will embrace personal responsibility for supporting security in an organization with a strong cybersecurity culture. Employees may even actively defend the company as they become more aware of cybersecurity procedures thanks to this collective approach, which transforms them from risk factors to security advocates. A preventative approach will undoubtedly pay off for both individuals and corporations given the escalating costs of cybercrime.
by Charlotte Drury
Asking for a salary increase is something that everyone is likely to do at some point in their career. However, having to have ‘that...
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.
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:
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:
The more evidence you can gather to back up your proposed pay rise, the better. Discuss market factors that justify your pay rises, 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, and reasonably and present your case.
“Thanks for meeting with me today. I’ve 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, an 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 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.
by Ben Makepeace
The onset of the pandemic accelerated global firms’ plans to redefine how their businesses operated, in particular how they managed their wide...
The onset of the pandemic accelerated global firms’ plans to redefine how their businesses operated, in particular how they managed their wide area networks (WANs), with software-defined WANs flourishing and secure access service edge (SASE) emerging.
Software-defined WANs deliver clear benefits and have reached a maturity level that warrants consideration for customers with branch offices. However, enterprises must also weigh the challenges and have accurate anticipation of SD-WAN advantages and disadvantages before they decide to adopt this technology.
Advantages of SD-WAN
Users always enjoy long-term cost savings when using SD-WAN. Compared to an MPLS deployment, SD-WAN allows cost savings of almost 50%. Except for critical data, all the low-priority tasks can be assigned to expensive links. And for important tasks, expensive connectivity links can be used.
Whatever application is used in SD-WAN, it can improve its performance. Each of the network traffic works differently. All the traffic those are critical and in real time can be automatically routed to links with higher bandwidth. This ensures that there are fewer latency issues and packet loss which eventually leads to improved application performance.
Most of the networks are subjected to additional layers through the process of digital transformation. This often leads to poor network performance. SD-WAN can reduce this concept by simplifying the infrastructure. Moreover, it is necessary to consider looking for the right SD-WAN service provider with less capacity.
SD-WAN comes with various transport mediums all of which can provide alternate paths. For example, if the SD-WAN is two or more mediums. Imagine Fiber, DSL, and LTE. In case of failure, SD-WAN can use the other two mediums.
One of the reasons why many companies prefer adopting SD-WAN is its cloud access. Even if a branch is located remote, the employees can still access cloud applications. This too with improved application performance. When there are business-critical applications, the traffic can be directed through the data center.
Disadvantages of SD-WAN
SD-WAN lacks when it comes to on-site security features. Although SD-WANs are equipped with some standards and methods for security, still it is not adequate. Therefore, a data breach in one single machine could affect the entire organization.
Businesses have a problem adapting to SD-WAN solutions. The existing staff may find it difficult to understand this technology which rises the need to have skilled staff. Now, this can be expensive for companies with low budgets. This is one of the reasons why businesses are still depending on old connections.
Not all the SD-WAN solutions can support WAN routers. If an SD-WAN configuration is used in a WAN router, its ethernet connection will probably interfere with WAN architecture. For preventing this, it is advisable to use methods like time-division multiplexing.
All the units and connections are centralized in SD-WAN. As a result, having an SD-WAN always creates new errors. In some instances, small errors resulting from incorrect configuration can cause major errors. Besides that, SD-WANs also experience jitters and packet loss.
By default, routers are equipped with the functionality to work without updates. But for routers, those with SD-WAN configuration require regular firmware updates.
If the updates are not provided, the routers may eventually experience failures or even stop working. These updates make sure that the routers are bug-free and their functions are fastened.
by Dominique Lianos
When it comes to efficiently recruit prospects, you need some hard data. You can spend all the time you want writing an excellent job description. A...
When it comes to efficiently recruit 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 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 prioritize 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.
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 value to their 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
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 a more informed hiring decision.
According to a report published by Dell Technologies and authored by the Institute For The Future (IFTF) and a panel of 20 tech, business,...
According to a report published by Dell Technologies and authored by the Institute For The Future (IFTF) and a panel of 20 tech, business, and academic experts from around the world, states that 85 percent of the jobs will exist in 2030 haven't even been invented yet.
"The pace of change will be so rapid that people will learn 'at the moment using new technologies such as augmented reality and virtual reality. The ability to gain new knowledge will be more valuable than the knowledge itself," Dell Technologies said in the report Given the rapid pace of change in the workplace, particularly when we consider all of the things that have changed over the last ten years, such as social media, artificial intelligence, and automation, it, it doesn’t seem an unlikely statistic.
The work human beings do will continue to shift as some jobs become obsolete and new jobs emerge as technological advancement will replace outdated positions and produce new ones that combine human and machine collaboration. Moreover, the expertise and skill set we'll require in the future varies greatly from those we currently require. Soft skills will grow in importance as the demand for things machines can’t do continues to increase. However, the ability to understand and work confidently with technology will still be critical.
With that in mind, here are four digital skills you need to cultivate to thrive in the new world of work:
Digital Literally refers to the abilities required to learn, function, and get around in an increasingly digital world. We are able to interact with technology effortlessly and confidently when we possess digital literacy skills. This entails abilities like:
● Keeping on top of emerging new technologies
● Understanding what tech is available and how it can be used
● Using digital devices, software, and applications – at work, in educational settings, and in our everyday lives
● Communicating, collaborating, and sharing information with other people using digital tools
● Staying safe and secure in a digital environment
The fourth industrial revolution, which is presently underway, is characterised by numerous waves of new technologies that merge the digital and physical worlds. Consider the abundance of "smart" everyday items like watches and internet-connected thermostats that are available on the market.
Data literacy is one of the crucial talents we'll need in the future because all of that new technology is based on data.
A fundamental understanding of the significance of data and how to transform it into insights and value is known as data literacy. You'll need to be able to access the right data, work with it, interpret the results, share your findings with others, and, if required, challenge the data in a business setting.
Today, "technical talents" encompasses a wide range of abilities; future employers won't just require IT and engineering expertise. A wide range of technical abilities remain of utmost value even as the nature of work changes and processes become more automated.
Technical skills are essentially the practical or physical abilities required to do a task successfully. Although it is true that coding, AI, data science, and IT skills are in high demand, there is a far wider market for these skills. Being a plumber requires technical expertise. The same is true for truck drivers, nurses, carpenters, and project managers.
As new technologies emerge, we will require increasingly specialised technical skills in every business. As a result, you should be ready to constantly learn and concentrate on your professional development through a combination of formal education, training, and on-the-job training.
Digital Threat Awareness
The world is becoming increasingly digital, and cybercriminals are becoming more sophisticated and smarter This implies brand-new dangers that could significantly affect both our personal and professional lives.
Digital threat awareness refers to being aware of the risks associated with utilising digital devices and the internet, as well as having the tools necessary to protect your company and yourself.
Our digital fingerprints are bigger than ever since so many of our activities—from scheduling doctor visits to placing takeaway orders on Friday nights—take place online.
Digital threat awareness means understanding the biggest threats in our everyday lives, including:
● Digital addiction
● Online privacy and protecting your data
● Password protection
● Digital impersonation
● Data breaches
● Malware, ransomware, and IoT attacks
In order to reduce the dangers posed by these cybersecurity threats, we should all strive to have healthy relationships with technology and educate people on how to get the most of technology without letting it take over our lives.
by Dominique Lianos
While diversity, equity, and inclusion have come a long way, there is still a long way to go before women's professional achievements are valued...
While diversity, equity, and inclusion have come a long way, there is still a long way to go before women's professional achievements are valued equally with those of males. How can we enable women to achieve workplace gender equality?
According to the World Economic Forum, it will take 132 years to close the gender gap at the current rate. The pay difference between men and women over the world is about 57%. In some circumstances, this is because men and women perform the same jobs but are paid differently.
It's not always that easy, though. According to a survey from the World Economic Forum, women are more likely than males to work in professions that pay less. In highly compensated industries like finance and technology, men still predominate. Only 22% of managerial roles are now held by women globally. This occurs frequently because the current system penalizes women who leave their careers to have children.
Women are given more career control when they are empowered in the workplace. You may secure their professional growth, which is crucial for developing long-term employees, by investing in training, mentoring, equality programs, educational grants, and promotion into senior-level jobs.
Why empower women in the workplace?
Why is female empowerment so important? Why do we even need to bother? The quick response is that female empowerment gives women the resources they need to be in charge of their own life. As a result, women can realise their full potential, which benefits the entire planet. This implies that people can support economies, offer their skills to the workforce, and assist establish more stable job markets. Not to mention that having women on boards gives organisations access to a wider range of perspectives and ideas.
Amplify Women’s Voices
One of the most important methods to empower women is to guarantee that their views are heard in meetings and that they are given credit for their ideas. Start by giving women a seat at the table and a voice. If a woman has an excellent idea, support her and see to it that she receives credit rather than allowing another person to do so. This occurs most frequently in industries like technology where males have the majority of the authority and women are underrepresented.
Other workers need to make sure that women have a legitimate platform and devoted airtime to prevent these scenarios. There are strategies everyone can apply to avoid stealing ideas from women in group discussions. For instance, give credit to the author of the concept whenever you discuss it (even if it inspired a new idea of your own). Ensuring that everyone’s voice is amplified is a team effort and requires always having each other’s backs even if you don’t agree with everything that is said.
Remind Women that they are Valued
Women frequently feel scared to express their thoughts in environments where men predominate, for fear of coming out as overly frank. The inverse is also true when they might attempt to pass for "one of the guys" to have their opinions heard.
Reminding women that they are valued for who they are and that you recruited them because of their special viewpoint, talents, commitment, and hard work ethic is crucial. Even while it might seem apparent to you, until you are in someone else's position, you cannot truly understand how they are feeling. You don't know how a coworker inwardly responds to situations or what they have personally experienced, even if you are also a female employee. So, do your best to be compassionate and honest with how you feel about every woman’s performance.
There are numerous ways that your company can put these values into practice. Training in bias awareness is the initial stage because until you address your actions, you won't know what you're doing incorrectly. The next step is to encourage a secure environment where everyone feels free to express their issues and challenges and knows where to find support. Promote specific training or activities for women, such as focus/support groups, public speaking competitions, and negotiations. All minorities should ideally be given access to these changes so that everyone can feel free to succeed at work as an expression of who they are.
Create Equal Pay
Even after the Equal Pay Act was passed in 1970, equal pay remains one of the largest problems with gender disparity. According to this law, all employees are entitled to equal pay for equally valuable work. However, the UN estimated that as of 2020, women continue to earn about 84 per cent of what males do. The gender wage gap is still a problem because this figure is considerably lower for women of colour, women who are immigrants, and women who are mothers.
Equal pay for equal work is not only the law, but it also has advantages for your company. Women who receive equal pay are more likely to believe that their work is appreciated equally to that of their male coworkers. This may also inspire female workers, boosting production and efficiency for your company.
Employers must make sure that men and women performing the same positions are putting in the same amount of labour to guarantee true pay equality. Because women are frequently held to greater standards than males, wages may not be equal. This is because women may prove themselves by completing twice as much labour for the same pay. Pay equity audits are one easy method businesses can fix this. Keep an eye out for differences in pay rates. Then, regardless of an employee's gender or ethnicity, make sure that all employees with comparable experience in a similar function are paid equally to their counterparts.
Anyone who wants to build enduring relationships and move up the corporate ladder must be extremely adept at networking. However, for many women, networking can be crucial for surviving and moving up the corporate ladder. A vital, encouraging environment can be created by establishing a network where women can communicate with one another. This can make women feel comfortable talking about problems like equality and gender difficulties at work.
Women can share ideas and advice on how to advance in their careers through professional networks. Additionally, it can assist women in locating qualified mentors in their areas who can aid them in developing their skills. Male allies have the chance to propose qualified female coworkers or friends for positions by networking. As a result, when you post job openings, more women might apply, giving you a bigger pool of prospects to pick from.
Utilise Mentorship Schemes
Similar to networking, mentorship programmes help women develop the skills necessary for career advancement. Through a female mentor, women can be assisted in developing their knowledge and experience, which can boost both the mentor and mentee's confidence. Women may relate to female mentors more readily than they would a male mentor. Due to the likelihood that their experiences will be similar, female mentors can serve as more effective role models for women.
Mentorship programmes can not only provide role models but also assist women in realising their value. Speaking with other women about their goals might help dispel stereotypes that many women have been subjected to since they were young, such as the notion that being strong and outspoken at work makes one angry and unpleasant.
Many businesses all over the world provide mentorship programmes and other initiatives to aid in the advancement of women in the creative industries. Examples include Chicks in Advertising, Animated Women UK, SheSays, and Code First Girls. You may give your female employees a sense of empowerment and skill development by involving them in programmes like this.
Stand up Against Discrimination
The most crucial step toward empowering women in the workplace is undoubtedly speaking out against discrimination. Women shouldn't have to worry about discrimination at work, but it's also crucial for them to know that if it does occur, it will be reported. What would you do if you overheard a blatantly sexist remark or noticed that a woman was required to put in more effort than a man in the same position? Always speaking up against this discrimination should be the response to this question.
Standing up for women who face discrimination at work will make them feel appreciated and valued. Although it won't solve the problem, how prejudice is handled in the workplace says a lot. When you do speak out against discrimination, make sure to do so respectfully and safely. Make sure you have management's backing if you need it.
Every employee needs to know how to deal with offensive language and prejudice. This entails following the appropriate processes as well as discussing things out (and knowing when to do which).
Searching for candidates with the ideal mix of qualities, including a solid education, relevant work experience, and the appropriate technical skill...
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?
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.
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.
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.
According to Gartner, Inc., enterprise IT spending on public cloud computing will surpass investment in traditional IT in various market segments in...
According to Gartner, Inc., enterprise IT spending on public cloud computing will surpass investment in traditional IT in various market segments in 2025.
Only those enterprise IT categories within the markets for application software, infrastructure software, business process services, and system infrastructure are included in Gartner's "cloud shift" research. By 2025, traditional solutions will account for only 41% of IT investment in these four areas, while 51% will have moved to the public cloud. In 2025, cloud technologies will account for over two-thirds (65.9%) of application software investment, up from 57.7% in 2022.
As organizations adjusted to a new business and social dynamic during the past two years, the transition to the cloud has further intensified as a result of COVID-19. The risk of technology and service providers becoming obsolete or, at best, being relegated to low-growth areas is increasing, according to Michael Warrilow, Research Vice President at Gartner.
Traditional products will make up 58.7% of the addressable revenue in 2022, but their growth rate will be substantially slower than that of the cloud. Long-term digital transformation and modernization activities will be accelerated until 2022, which will further accelerate the migration to the cloud due to the demand for integration capabilities, agile work processes, and composable architecture. Technology product managers should use the cloud shift as a measure of market opportunity.
According to Gartner, the migration to the cloud will affect enterprise IT investment of more than US$ 1.3 trillion in 2022 and approximately US$ 1.8 trillion in 2025. The development of new technologies, such as distributed cloud, will amplify the ongoing disruption of the IT industry by cloud. The distinction between traditional and cloud products will increasingly become hazy.
Enterprise adoption of distributed cloud has the potential to hasten the cloud transition since it expands the addressable market by bringing public cloud services into traditionally non-cloud domains. Due to its capacity to satisfy location-specific needs including data sovereignty, low latency, and network bandwidth, organizations are examining it.
Gartner advises technology and service providers to actively target market segments where the move to the cloud is occurring in addition to looking for new, high-growth cloud possibilities to benefit from it. Infrastructure-related categories, for instance, are likely to grow more quickly than enterprise applications, a segment that has a high level of cloud penetration. With their go-to-market strategies, providers should also focus on certain personas, adoption profiles, and use cases.
by Patrick Griffiths
Artificial Intelligence (AI) has become an important aspect of the future. These days, it seems to be a topic that everyone is thinking about....
Artificial Intelligence (AI) has become an important aspect of the future. These days, it seems to be a topic that everyone is thinking about. Although this significant trend in technological advancement has been known to us for some time, we have recently noted that AI is becoming one of the most sought-after specialties among job seekers.
A decade ago, AI technology appeared like something out of science fiction; today, we unknowingly employ it in everyday activities like automation, facial and speech recognition, and intelligence research. According to data, during the past four years, the use of AI in several commercial areas has increased by 270 %.
The demand for artificial intelligence is being driven by the expansion of automation, 5G, databases, cloud computing, and a number of other factors. It is projected that AI's inclusion into cybersecurity services would be driven by its capacity to detect cyber risks.
But what will AI mean for the future of work? As computers and technology have evolved, this has been one of the most pressing questions.
Before we delve into the specific ways that AI will affect the future of employment, it's critical to define AI simply. Artificial intelligence is simply "the ability of a digital computer or computer-controlled robot to accomplish tasks often associated with intelligent beings," according to a simple definition. The word "AI" has evolved to refer to any developments in computing, systems, and technology that enable computer programmes to carry out activities or address issues that call for the kind of reasoning we associate with human intelligence, even picking up from prior experiences.
The Impact of AI in Information Technology
Many fundamental problems in the IT business are now being solved and optimised by new developments brought about by the digital transformation and the adoption of AI technology by many industries. Almost all technological applications, including information technology, are centred on artificial intelligence (AI). The load on developers has been lessened by the integration of AI systems by increasing productivity, increasing efficiency, and guaranteeing quality. Previously nearly impossible, the development and deployment of IT systems on a broad scale is now feasible thanks to AI's creation of sophisticated algorithmic functions.
More Secure Systems
When it comes to protecting confidential data of any kind, including financial and personal information, data security is crucial. Large volumes of consumer and strategic data are kept in storage by both public and commercial enterprises, and they must always be kept secure. Artificial intelligence can offer the necessary level of security to build a high-security layer inside all of these systems by utilising cutting-edge algorithms and machine learning. AI will assist in identifying potential risks and data breaches while also offering the necessary precautions and solutions to prevent any system flaws.
Enhanced Coding Productivity
In addition, artificial intelligence employs a number of algorithms that can directly assist programmers in finding and fixing software issues as well as in the authoring of code. In order to help engineers write clean, bug-free code, several forms of artificial intelligence have been developed to make suggestions. This has increased efficiency and productivity. The AI system will be able to make helpful suggestions by analysing the structure of the code, which will increase productivity overall and reduce downtime during production.
The fact that much of the "legwork" can be completed with little to no human involvement is one of the main advantages of automation. IT organisations can greatly reduce the number of human hours spent on backend procedures by automating them with deep learning applications, which can provide significant cost benefits. The effectiveness of many AI-enabled techniques will also increase over time as their algorithms learn from their blunders.
Fraud detection has become considerably simpler for businesses thanks to modern technology. However, it has also increased the number of methods that fraudsters are committing fraud at the same time. For the majority of firms, identifying fraud will require a multi-layered strategy that often includes statistical data analysis and AI. Several Artificial intelligence tools are employed in the detection of fraud. One of these is machine learning, which is significantly more efficient than people at processing massive volumes of data.
Additionally, it may be made to improve over time in terms of speed and precision. By examining past data that featured comparable conditions, machine learning techniques will be able to spot patterns of fraudulent behaviour. The IT department will then use the synthesized data to take the appropriate action against these cyber criminals as well as build more effective preventive measures for the future.
Improved Quality Assurance
Using the appropriate tools during the development cycle is a key component of quality assurance. To put it another way, AI techniques can assist software engineers in using the appropriate tools to resolve various application defects and difficulties and automatically modify them throughout the development cycle.
Better Server Optimization
The hosting server is frequently inundated with millions of requests every day. When this occurs, the server must load any requested web pages from users. Some servers may become unresponsive and eventually slow down due to the constant barrage of requests. AI can assist with host service optimization to raise overall operations and customer satisfaction. AI will be employed more and more as IT needs grow, helping to meet workforce needs and facilitating a smoother transition between present business and technical operations.
Should Companies Implement AI?
Organizations can incorporate artificial intelligence into their processes in a variety of ways. To optimise the business's procedures is one of the most popular justifications. Let's take the example of using AI to automatically remind teams, clients, and departments. In addition to handling a wide range of tedious and repetitive duties that would otherwise take up a lot of people's time, it may also be used to monitor network traffic. They will then have more time and energy to devote to the more important facets of the company as a result of this.
The tailored customer experience that AI has to offer is another bonus for businesses looking to utilise it. This will cover everything from making recommendations to responding to inquiries, guiding customers toward items, and more. Businesses can also utilise AI to combine massive amounts of data, which can result in the discovery of strategic insights and business intelligence that might not have been made otherwise.
Will AI Replace IT?
One of the main reasons some businesses are hesitant to use artificial intelligence technology is that they worry that it will render a lot of employment outdated and irrelevant. These expressed worries that "robots" will replace people are not entirely unwarranted because some tasks are better performed by cutting-edge AI, especially when they call for the processing of large amounts of data.
However, when it comes to some particular tasks that require human intelligence and emotion, AI will not perform better than humans, contrary to what some people may believe. The backing of artificial intelligence by information technology is crucial for this reason. AI benefits the IT department in a variety of ways, not by replacing it.
In many areas of information technology, human input is necessary and cannot be substituted by artificial intelligence. Instead, businesses should concentrate on how IT specialists can use AI to increase their organization's overall effectiveness.
by Dominique Lianos
You’re in the interview and they ask you, “why are you applying for this position?”… or “why did you apply for this...
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:
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.
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.
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.
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.
by Robyn Trubey
Pride Month is all about celebrating LGBTQ+ communities across the globe and being proud of who you are no matter who you love.
Pride Month is all about celebrating LGBTQ+ communities across the globe and being proud of who you are no matter who you love.
The suggestion to call the movement 'Pride' came from L. Craig Schoonmaker who in 2015 said:
"A lot of people were very repressed, they were conflicted internally, and didn't know how to come out and be proud. That's how the movement was most useful, because they thought, maybe I should be proud."
Pride is celebrated in the month of June across the world in honor of the 1969 Stonewall Uprising in Manhattan; a pivotal point in the Gay Liberation Movement. On June 28th, 1969, NYC police raided the Stonewall Inn, a gay pub located in Greenwich Village.
The raid sparked riots when police roughly hauled employees and patrons out of the bar, which lead to 6 days of protests and violent clashes with law enforcement outside the bar on Christopher Street and in the neighbouring streets and parks. These riots served as a catalyst for the gay rights movement around the world.
Here is a round-up of some of the most influential and notable people in the tech industry who identify as LGBTQ+.
Name: Tim Cook
Role: CEO of Apple
Tim Cook isn't only one of the most powerful LGBTQ+ people in tech, but one of the most powerful people in tech EVER. Cook was Apple's CIO, prior to becoming the CEO in the summer of 2011.
Cook came out publicly as gay in 2014 in personal essay he wrote for Bloomberg Businessweek. He mentioned that whilst he wanted to keep his private life private, he felt it was his duty to come out in a way to help the gay community. In the essay, Cook said:
"It has been tough and uncomfortable at times, but it has given me the confidence to be myself, to follow my own path, and to rise above adversity and bigotry. It's also given me the skin of a rhinoceros, which comes in handy when you're the CEO of Apple."
Name: Arlan Hamilton
Role: Co-Founder & CEO of Backstage Capital
Hamilton is a managing partner at Backstage Capital, a VC firm she started in 2015 when she was homeless. Backstage invest in companies which are led by underrepresented founders, such as women, people of colour and LGBTQ+ individuals.
In a September 2018 cover story, Fast Company said Hamilton was "the only black, queer woman to have ever built a venture capital firm from scratch".
Name: Joel Simkhai
Role: Founder of Grindr
In 2009, Joel Simkhai founded Grindr, a dating app for men in the LGBTQ+ community. Simkhai told Business Insider that the app stemmed from his "selfish desire" to meet more gay men, which now has almost 4 million daily users.
Simkhai remained the CEO of Grindr until 2018, when the app was sold for more than $150 million to a Chinese gaming company.
Name: Leanne Pittsford
Role: Founder & CTO of Lesbians Who Tech
In her time, Leanne Pittsford has founded three tech-centric diversity initiatives:
- Lesbians Who Tech
- Tech Jobs Tour
Since 2012, Lesbians Who Tech has offered opportunities to give visibility and equality to LGBTQ+ women and non-binary individuals in the tech sector. Her other two initiatives are aimed at mentoring and recruiting underrepresented groups in the tech industry.
Pittsford got married in June 2017 to political consultant Pia Carusone.
Name: Megan Smith
Role: Former chief technology officer of the United States
Megan is an award-winning entrepreneur, engineer and tech evangelist. She was appointed in 2014 under President Obama as the first-ever female US CTO Prior to this, she aided with the launch of some fantastic initiatives such as Women Tech-makers and SolveForX during her time as VP at Google. To add, she was also the former CEO of PlanetOut – a leader of the online LGBT community back in the very first few years of the Internet.
After leaving the White House in 2017, Smith helped the Tech Jobs Tour to bring diverse talent into the tech sector. Smith is also the founder and CEO of shift7, a collective focused on bringing together figures in tech and public service.
Name: Leanne Pittsford
Role: Founder and CEO of Lesbians Who Tech
Pittsford has founded three tech-centric diversity initiatives: Lesbians Who Tech, include.io, and Tech Jobs Tour.
She defines herself as “an entrepreneur, investor and thought leader at the intersection of technology and economic opportunity for All Americans and believes that economic power is a driving force for cultural and societal change! Lesbians Who Tech is the largest LGBTQ community of technologists in the world – with over 40,000 members to boast and more than 5,000 attending the annual summit every year!
It offers programming and opportunities to give visibility and opportunity to LGBTQ+ women and non-binary individuals in the tech sector. The other two initiatives are aimed at mentoring and recruiting underrepresented groups in tech.
by Ben Makepeace
High-profile cyberattacks, data breaches, and ransomware attacks have dominated the headlines over the past year or so, causing organizations all...
High-profile cyberattacks, data breaches, and ransomware attacks have dominated the headlines over the past year or so, causing organizations all around the world to review their cybersecurity strategies. For organisations that do not regard cybersecurity as a business investment, the destructive effects of cyberattacks on a company's ability to operate will increase in the future.
The Gartner Security & Risk Management Summit, June 20-21 in Sydney, Australia, delivered sobering revelations about the future of cybersecurity — with the aim of helping security and risk management leaders succeed in the digital era.
Richard Addiscott, senior director analyst, and Rob McMillan, managing vice president, of Gartner, highlighted important patterns in their opening keynote talk. One of these trends was the emerging relationship between Executives performance evaluations and the capacity to handle cyber risk.
Gartner’s experts noted that almost one-third of all nations will regulate ransomware response within the next three years; and security platform consolidation will help organisations thrive in hostile environments.
“We can’t fall into old habits and try to treat everything the same as we did in the past,” Addiscott told attendees. “Most security and risk leaders now recognize that major disruption is only one crisis away. We can’t control it, but we can evolve our thinking, our philosophy, our program and our architecture.”
Gartner recommends that cybersecurity leaders build several strategic planning assumptions into their security strategies for the next two years:
1. Consumer privacy rights will be extended
Privacy regulation continues to expand and the tech analyst predicts it will be extended to cover five billion people, and more than 70% of global GDP. It said organizations should track subject rights request metrics, including cost per request and time to fulfill, to identify inefficiencies and justify accelerated automation.
2. By 2025, 80% of enterprises will adopt a strategy to unify web, cloud services and private application access
Garter said with the rise of hybrid work, vendors are offering integrated services across web and cloud-application security. The benefit here is tighter integration, fewer consoles to use, and fewer locations where data must be decrypted, inspected and re-encrypted.
3. Many organizations will embrace zero-trust, but fail to realize the benefits
The tech analyst predicts that by 2025, 60% of organizations will attempt to adopt zero-trust security, a concept that assumes there is no traditional 'perimeter' to the corporate network, so all devices and users have to be regularly re-authenticated. But it said more than half will fail to realize the benefits.
Replacing implicit trust with identity -- and context-based, risk-appropriate trust -- is extremely powerful, said Gartner, but requires a cultural shift and clear communication that ties it to business outcomes to achieve the benefits. And not all companies will be successful.
4. Cybersecurity will become key to choosing business partners
Gartner predicts that 60% of organizations will use cybersecurity risk as a "primary determinant" in conducting third-party transactions and business engagements by 2025. Only 23% of organisations monitor third parties in real time for cybersecurity exposure, according to Gartner. But as a result of pressure from customers and regulators, it believes organizations will start to insist on measuring cybersecurity risk, ranging from simple monitoring of a critical technology supplier to complex due diligence for mergers and acquisitions.
5. Ransomware payment legislation will rise
At the moment there is little legislation around when companies can -- and can't -- pay ransomware demands. That could be about to change; Gartner predicts one in three countries will introduce such laws soon. The decision to pay the ransom or not is a business-level decision, not a security one. Gartner recommends engaging a professional incident-response team as well as law enforcement and any regulatory body before negotiating.
6. Hackers will weaponize operational technology environments to cause human casualties
Attacks on OT -- hardware and software that monitors or controls equipment, assets and processes and is often the brains behind industrial systems in factories or power grids -- have become more common and more disruptive, Gartner said, warning that threat actors will have "weaponized" operational technology environments to cause human casualties by 2025. "In operational environments, security and risk management leaders should be more concerned about real-world hazards to humans and the environment, rather than information theft", according to the analyst firm.
7. Resilience will be about more than just cybersecurity
By 2025, 70% of CEOs will drive a culture of organizational resilience to deal with threats from cybercrime, but also from severe weather events, civil unrest and political instabilities, Gartner said: "With continued disruption likely, Gartner recommends that risk leaders recognize organizational resilience as a strategic imperative."
8. Cybersecurity will matter for the CEO's bonus
By 2026, 50% of C-level executives will have performance requirements related to risk built into their employment contracts, Gartner said. As boards now increasingly regard cybersecurity as a business risk rather than just a technical problem, accountability for cyber risk will shift from the security leader to senior business leaders, it said.
by Chris Burnett
Video interviews are an important part of the hiring process and are becoming more popular and they're definitely here to stay. Understanding the...
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.
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.
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.
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.
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.
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.
by Simon Nicholls
DevOps culture and procedure are critical for enterprises to keep up with the pace of cloud-native software development, especially when code...
DevOps culture and procedure are critical for enterprises to keep up with the pace of cloud-native software development, especially when code deployments happen multiple times per day. The capacity to construct, populate, and grow cloud apps and infrastructure in real time, frequently through code, offers for extraordinary agility and speed. Security, on the other hand, is frequently left in the dust when things move so swiftly.
The reality is that many businesses have yet to figure out how to effectively secure the cloud. A lack of cloud security knowledge, along with legacy security regulations that do not cover the cloud and a scarcity of cybersecurity expertise relevant to cloud systems, is a problem. And thieves are eager to exploit these flaws: according to a 2021 research, nearly half of the more than 2,500 publicly publicised cloud-related vulnerabilities were discovered in the recent 18 months.
Security must be integrated at every level of the DevOps life cycle, also known as DevSecOps, due to the flexible nature of cloud technology. Any firm that uses the cloud must adopt a DevSecOps approach, which necessitates new security guidelines, policies, procedures, and technologies.
There are two primary goals of DevSecOps-
1. Secure Code
2. Speedy Delivery
Advances in IT like cloud computing, shared resources, and dynamic provisioning requires application security in every stage, and DevSecOps entails the same.
The Cloud is a Vulnerable Platform
Data breaches are one of the most pressing risks for any company today. The methods employed by attackers to enter cloud settings differ from those utilised in on-premises environments. Malware attacks are rare; typically, attackers take use of misconfigurations and other flaws.
Another important worry is that most firms employ multi-cloud, which might result in a lack of visibility. It can lead to cloud workloads and traffic not being properly monitored, allowing attackers to exploit security flaws. DevOps teams also have a habit of giving people considerably more privileges and permissions than they require to do their jobs, which increases the risk of identity-based attacks. According to studies, identity-based assaults were used in roughly 80% of cyberattacks to compromise legitimate credentials.
Installing cryptominers onto a company's system is another option for attackers to profit from cloud vulnerabilities. Cryptocurrency mining necessitates a significant amount of computational power. Threat actors will employ hacked cloud accounts to carry out this operation and make as much money as possible while draining the company's resources.
Security Shifting to the Left
Protecting the cloud entails safeguarding an ever-increasing attack surface that includes everything from cloud workloads to virtual servers and other cloud-related technology. Attackers are continuously on the lookout for weak points in systems, especially susceptible cloud applications. With more organisations turning to the cloud than ever before to fulfil the needs of a remote workforce, the number of cloud apps available has grown.
Traditionally, security is applied to code as the final step before it is released. When vulnerabilities are discovered, the release is either postponed or the development team is forced to hustle to fix each security flaw while the security team scrambles to review the updates. Shifting security left for DevOps teams guarantees that vulnerable code is found as it is built rather than during the testing phase, lowering costs and resulting in secure cloud apps.
Shift left security is a critical component of the software development life cycle, and getting it correctly should be a top concern. Organizations can accomplish DevSecOps and greatly reduce security issues surrounding cloud-native software and application development by incorporating security into the early phases of the development process.
Cloud security that is effective can enable DevSecOps
DevSecOps technologies and techniques can help companies develop a strong and secure cloud foundation. Cloud security requires a unified view of multi-cloud environments and constant intelligent monitoring of all cloud services. That unified visibility must be able to detect misconfigurations, vulnerabilities, and security threats while also giving developers and DevOps teams with actionable insights and automated remedies.
Additionally, it's critical to have the correct security policies in place that enforce cloud security standards throughout the entire infrastructure to satisfy (or exceed) industry and government regulations. This encompasses everything from multi-factor authentication to general security best practises for all employees, as well as a robust incident response system that guarantees the organisation is ready for an attack.
Up-to-date threat intelligence, on the other hand, should always be at the heart of any good cloud security strategy. Adversaries are continuously devising new techniques to attack the cloud and looking for flaws to exploit. It's critical to have the most up-to-date information about threat actors and their techniques, and then apply it to breach detection. Threat intelligence allows security teams to anticipate attacks and properly prioritise protection, mitigation, and repair in order to avoid them. DevSecOps provides enterprises with the prevention, detection, visibility, and reaction tools they need to defeat attackers by delivering all of this functionality from and for the cloud.
by Jordan Guttridge
Juneteenth is a commemoration of the end of the United States' historic practise of slavery, which takes place on June 19th. In this sense,...
Juneteenth is a commemoration of the end of the United States' historic practise of slavery, which takes place on June 19th. In this sense, Juneteenth is a day dedicated to celebrating the "freedom" of all Americans.
Whether you grew up celebrating Juneteenth or are unfamiliar with the festival, here's what you need to know about its meaning, how it came to be, and why it is so important to so many people.
History of Juneteenth
The Emancipation Proclamation (signed by President Abraham Lincoln on January 1, 1863) is widely regarded as the official end of slavery. While this isn't totally accurate, many African descendants were enslaved for several years following the proclamation. That's because Lincoln's edict was more concerned with preserving the Union than with abolishing slavery.
In an open letter to Horace Greeley, the editor of the New York Tribune, Lincoln stated, “My paramount object in this struggle is to save the Union, and is not either to save or destroy Slavery.”
"If I could rescue the Union without freeing a single slave, I would do it; if I could save it by freeing all the slaves, I would do it; and if I could save it by freeing some slaves while leaving others alone, I would do it." What I do in regards to slavery and the coloured people is because I believe it aids in the preservation of the Union." Lincoln, who was known for his forthrightness, plainly saw his proclamation as a political instrument rather than a method of liberty.
Its impact confirms this. "All persons held as slaves" within the rebellious states "are, and henceforward shall be free," Lincoln announced in his Emancipation Proclamation of 1863. This meant that the proclamation only applied to states that had seceded from the Union, leaving slavery in border states and Southern states under Northern rule unaffected. Furthermore, the promise of abolition that Juneteenth commemorates was conditional on the Union army's victory in the Civil War, which did not occur until April 1865.
But here's where the significance of Juneteenth comes into play: The Union had to enforce emancipation even after slavery was proclaimed abolished. After Union troops commanded by Major General Gordon Granger arrived in Galveston on June 19, 1865, roughly 250,000 individuals in Texas were still enslaved when the war ended and all of the enslaved were set free.
Although slavery would not be abolished in all states until the 13th Amendment was ratified in December 1865, June 19 — Juneteenth — was the day when the last enslaved persons in America were freed, resulting in tremendous celebrations.
How do people celebrate Juneteenth?
The first Juneteenth anniversary celebration took place in 1866, a year after Granger's order. Since then, events in various parts of the US have carried on the practise of recognising this significant day. In 1872, a group of freed slaves pooled $800 to buy ten acres of property in Houston, Texas, for the city's annual Juneteenth celebrations. Emancipation Park was the name given to the area, and it is still used for Juneteenth festivities today.
Following the 2020 racial justice uprisings, an increasing number of businesses have opted to make Juneteenth an annual holiday for their employees. Texas was the first state to declare Juneteenth a state holiday in 1980, and the day is now recognised as a state holiday in 45 states and Washington, D.C.
Despite the lack of official recognition by the federal government, the holiday has survived thanks to rich traditions. Every year on June 19th, since the first Juneteenth, little communities across the United States have exploded in celebration. However, everyone has an own perspective on how to commemorate Juneteenth. Grand parades or community meetings may be held, as well as vibrant celebrations such as festivals with local musicians performing, storytelling, picnics, and a Juneteenth mainstay – barbecues. Red drinks and delicacies are traditionally served at these barbecues, with red representing resilience.
Why does Juneteenth matter?
Juneteenth's history encapsulates both the good and the terrible of what makes the United States what it is: it's a symbol of emancipation, but one that was postponed owing to white supremacy's persistent hostility and resistance to equality - something that all too often feels very American.
After all, what good is freedom if you're treated as a second-class citizen? Black people have fought for equality and a different sort of freedom from the beginning of Juneteenth to the present day.
“Today's political climate is the result of a concerted effort over many years to teach individuals a revised history: that the system of slavery was related to state’s rights, when in fact it was a treasonous act that this nation must not revisit. One of the ways we can prevent another uprising of a treasonous act [like slavery] is to recognize milestones like Juneteenth,” president of the NAACP, Derrick Johnson says. “I think the significance and purpose of recognizing Juneteenth is something that all citizens should acknowledge because, if there is not a retelling or remembrance of the true history in this nation, we're doomed to repeat it.”
In a country that prides itself on being the “land of the free,” this is just one of our many national contradictions and hypocrisies, another one of which is, notably, right around the corner: The 4th of July. It’s a day meant to celebrate when America declared independence from the British in 1776 and is referred to as “Independence Day,” despite the fact that black Americans weren’t even considered to be people at that time.
“This Fourth July is yours, not mine. You may rejoice, I must mourn,” said Frederick Douglass on July 5, 1852, during an event commemorating the signing of the Declaration of Independence. “I am not included within the pale of glorious anniversary! Your high independence only reveals the immeasurable distance between us. The blessings in which you, this day, rejoice, are not enjoyed in common. The rich inheritance of justice, liberty, prosperity and independence, bequeathed by your fathers, is shared by you, not by me.”
by Adam Cooper
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,...
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.
by Brooke Feinglass
Virtualization is a process of creating a virtual environment. It enables users to run different operating systems on a same computer. It creates a...
Virtualization is a process of creating a virtual environment. It enables users to run different operating systems on a same computer. It creates a virtual (rather than physical) version of an operating system, a server, or network resources. Virtualization can be considered as part of a broader trend in IT environments that will govern themselves based on perceived activity and utility computing in many organisations. The most crucial goal of virtualization is to reduce administrative tasks while improving scalability and workloads. However, virtualization can also be used to improve security.
In today's work context, virtualization offers numerous advantages. Running many workloads allows physical server resources to reach their full potential. Operating system instances are able to be divorced from the underlying hardware and move freely between several hosts in a cluster setup without causing any negative consequences.
High-availability mechanisms that were never before possible, such as the ability to restart virtual machines on a separate server if the primary host dies, are now possible. By abstracting the network from the underlying physical network switches, wiring, and other devices, virtualized networking provides many of the same benefits to network traffic.
In this article, we will see how virtualization technology is improving security by means of innovative ways security problems and challenges are being met with virtualized solutions.
Security is of Primary Concern
Organizations today are quickly recognising how critical security objectives are, regardless of the project or business activities involved. However, security is being scrutinised more than ever before, particularly with regard to technology infrastructure. Large-scale, high-profile data breaches that make significant news headlines are not the type of attention that companies want. Ransomware attacks that disrupt business-critical systems are equally alarming. Today's businesses must have a razor-sharp focus on security concerns and how to effectively address them.
With any plans to integrate new technologies or go forward with new infrastructure, security cannot be an afterthought. It must be built into the project as a required component to ensure that essential aspects of the security thought process are not overlooked. The virtualization era has altered the way businesses think about security and privacy. Many of the security boundaries that existed in the strictly physical world have been broken down because to virtualized technology.
After installing new technology, many companies consider the security concerns. Virtualization has numerous advantages, making it simple to sell in IT architectures. Virtualization can help you save money, improve business efficiency, reduce maintenance downtime without disrupting operations, and get more work done with less equipment.
The following are the few ways to minimize risk and improve security through virtualization:
Sandboxing is a security strategy that isolates running applications from untrusted third parties, vendors, and websites. It's commonly used to run untested code or programmes. Sandboxing's major purpose is to increase virtualization security by isolating an application to protect it from external malware, destructive viruses, and stopped-running apps, among other things. Put any experimental or unstable apps in a virtual machine. The remainder of the system is unaffected.
Since your application can be attacked maliciously while running in a browser, it's always a good idea to run your apps in a virtual machine. Virtualization and sandbox technology are closely related. Virtual computing provides some of the advantages of sandboxes without the high cost of a new device. The virtual machine is connected to the Internet rather than the corporate LAN, which protects the operating system and apps from viruses and other malicious threats.
Server virtualization is the process of dividing a physical server into smaller virtual servers in order to maximise resources. The physical server is divided into many virtual environments by the administrator. Hackers nowadays frequently steal official server logs. Small virtual servers can run their own operating systems and restart independently thanks to server virtualization. Stable and compromised programmes are identified and isolated using virtualized servers.
This sort of virtualization is most commonly found on web servers that offer low-cost web hosting. Server utilisation manages the complex aspects of server resources while enhancing utilisation and capacity. Furthermore, a virtualized server makes it simple to detect dangerous viruses or other harmful items while simultaneously safeguarding the server, virtual machines, and the entire network.
Network virtualization combines network hardware and software resources, as well as network functionality, into a single virtual network. Virtual networks, which use network virtualization, reduce the impact of malware on the system. Furthermore, network virtualization produces logical virtual networks from the underlying network hardware, allowing virtual environments to better integrate.
Isolation is an important feature of network virtualization. It allows end-to-end custom services to be implemented on the fly by dynamically combining various virtual networks that coexist in isolation. They share and utilise network resources received from infrastructure providers to operate those virtual networks for users.
Segmentation is another important element of network virtualization. The network is divided into subnets, which improves performance by reducing local web traffic and enhancing security by making the network's internal network structure invisible from the outside. By generating single instances of software programmes that serve many customers, network virtualization is also utilised to develop a virtualized infrastructure to fulfil complicated requirements.
This lets users to generate, change, and delete photos while also separating the desktop environment from the computer that is used to access it. Administrators may simply manage employee computers with desktop virtualization. This protects people from attacking computers with viruses or gaining illegal access.
Additionally, the user gains additional security from the guest OS image for the desktop environment. Such environment allows the users to save or copy data to the server rather than the disk, thus making desktop virtualization more secure option for networking.
On the security front, virtualization is possibly one of the most effective strategies that businesses can use to combat harm and criminal intent. These principles demonstrate how virtualization can help your firm reduce risk and increase security.
Regular upgrades and vulnerability scans are required for all technology-based systems (virtualization included) to reduce the chance of weakness, and the adoption of hardened virtual machine images is strongly recommended.
by Emily Jones
June is Pride Month, a month dedicated to honouring LGBTQ+ groups and celebrating the right to be oneself. It is a celebration of people coming...
June is Pride Month, a month dedicated to honouring LGBTQ+ groups and celebrating the right to be oneself. It is a celebration of people coming together in love and friendship to illustrate how far LGBTQ+ rights have progressed and how much work remains in some areas.
Acceptance, equality, honouring the achievements of LGBTQ+ persons, learning about LGBTQ+ history, and raising awareness of issues affecting the LGBTQ+ community are all part of Pride Month.
The initial organisers picked June to commemorate the Stonewall riots in New York City in June 1969, which sparked the contemporary gay rights movement. The majority of Pride festivities take place in June each year, while some areas celebrate at other times of the year.
But how did the last half-century of Pride become what it is today, and what are the best ways to celebrate? Let's take a look at Pride's history, its impact around the world, and what the future holds for the movement.
What is Pride Month?
Pride Month is an entire month dedicated to uplifting LGBTQ voices, celebrating LGBTQ culture, and advocating for LGBTQ rights, and it is founded in the long struggle of minority groups to overcome discrimination and be accepted for who they are. There have traditionally been parades, protests, drag performances, live theatre, and tributes and celebrations of life for members of the community who have died as a result of HIV/AIDS during the month of June around the country. It's a combination of political campaigning and a celebration of everything the LGBTQ community has accomplished over the years.
Where did it start?
Pride Month commemorates the June 1969 Stonewall Riots.
In the early hours of June 28, 1969, police raided the Stonewall Inn, a gay bar in New York's Greenwich Village, and began dragging customers outside. Tensions quickly escalated as patrons resisted arrest and a growing crowd of bystanders threw bottles and coins at the officers. The LGBT community in New York, fed up with years of harassment by authorities, erupted in three-day neighbourhood riots.
The Stonewall Riots gave the global 'Gay Liberation' movement a new push. Encouragement of talks regarding the lives and perspectives of LGBTQ+ people was a key component of this movement, as did fighting for fundamental change in how LGBTQ+ persons were viewed by society. In the UK, for example, the Pride movement witnessed the emergence and establishment of grassroots organisations that sought to stop the mistreatment of LGBTQ+ individuals. The Campaign for Homosexual Equality is a key example of this.
Brenda Howard, a bisexual activist, organised the first Pride event in New York City on June 28, 1970. The first march, dubbed the Christopher Street Liberation Day March (after the street on which the Stonewall Inn is located), was a mix of celebration and protest. The next year, in 1971, Howard organised another event, and Pride marches sprung up all around the world.
The Stonewall Inn was designated as a historic landmark by the city of New York in 2015, and President Barack Obama later declared it as a national monument in 2016.
What has the Pride Movement achieved?
Since the Stonewall Riots, LGBTQ+ people have fought globally for their rights and liberties. In most countries, more than 2,000 years of homophobic, biphobic, and transphobic persecution have been significantly scaled back in less than half a century, which is a remarkable achievement. All of this achievement is the product of national and worldwide LGBT+ groups' courageous, imaginative, and unwavering campaigning despite all odds.
Following the first Pride, the number of nations that have legalised homosexuality has increased, and same-sex marriage is now permitted in over 30 countries. LGBTQ+ people today have personal and political rights in countries around the world, including Colombia, New Zealand, Iceland, Ireland, and the United Kingdom (for example, equal partnership).
The Pride movement is still fighting for LGBTQ+ rights in the twenty-first century. Following a protracted campaign for state support and safety, Serbian LGBTQ+ activists held a successful Pride march in Belgrade in 2014. In 2014, Denmark became the first European country to enable transgender people to have official documents (such as passports) that reflect their gender identification, thanks to the work of LGBTQ+ activists.
Why is the History of the Pride movement important today?
It is important to learn about and remember those who fought for the right to celebrate Pride in order to truly appreciate it.
1. Remembering that Pride began as a protest reminds us of how Pride can continue the battle for LGBTQ+ rights around the world today.
2. Knowing who founded the Pride movement serves as a reminder that Pride Month events must be inclusive.
3. Reflect on how the Stonewall rioters were treated highlights the significance of Pride as a celebration.
Learning about the origins and history of Pride and the Pride movement not only informs us about why Pride month exists, but it also demonstrates how this past is essential to how people will celebrate Pride in the future. Pride is "a reminder of the strength of standing together in spite of those who wish to divide us," according to Stonewall. Because of the efforts of LGBTQ+ activists and individuals from all around the world, Pride is a unique event.
by Adam Cooper
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...
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.
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...
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.
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.
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.
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.
Preventing and Exclusion in the CV Review
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.
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.
by Ben Makepeace
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...
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 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.
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.
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.
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.
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.
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!
by Charlotte Robinson
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....
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.
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.
by Oliver Boulton
Cloud computing has existed for nearly two decades. Cloud computing has grown in popularity among IT and business professionals over the years....
Cloud computing has existed for nearly two decades. Cloud computing has grown in popularity among IT and business professionals over the years. Businesses are more aware than ever before that cloud computing is the way of the future and want to incorporate it into their operations. Public cloud services from Amazon, Google, Microsoft, and others are seeing a major rise in usage as the pandemic validates the necessity for cloud. According to Gartner, this trend will continue, with public cloud services expected to rise by more than 18% in 2021 and continue to grow at a steady rate through 2024.
What is the Cloud?
The cloud, in simple terms, is a collection of servers that host databases and software and are accessible over the internet. These servers are spread across the globe in data centres. Businesses can reduce the need for duties like server maintenance and administration by using cloud computing. Cost effectiveness, security, ease of management, scalability, and reliability are all advantages of cloud platforms.
The epidemic of COVID-19 has accelerated cloud migration. Many businesses have already made the switch to cloud platforms and are seeing increased productivity and profitability, and others are starting to gradually shift.
What's the bottom line? Digital transformation and cloud migration are critical in today's complex business world.
What is a Private Cloud?
A private cloud is one in which the servers are owned by and dedicated to only one business (referred to as the user or tenant). A private cloud can be developed on-premises, using hardware that you control and operate, or hosted by a third party in a data centre. The fact that the servers are inaccessible to other users is the most important distinguishing feature.
The owner is in charge of server management and maintenance, as well as future capacity and performance planning to suit organisational needs. Long lead times are frequently required for provisioning extra hardware and services (power, broadband, cooling, and so on) to satisfy future demand. It's popular among businesses that manage sensitive data and value the adaptability and scalability it provides.
Advantages and Disadvantages of Private Cloud
A private cloud, like any other technology, has advantages and disadvantages. A private cloud can provide a better level of security and service to industries with highly specialised demands, such as government and defence. Companies outside of these areas may nevertheless benefit from a private cloud if they have data-intensive customers in highly secure fields.
Here are some other vital advantages that are offered by the private cloud:
Security- Since organisations can physically secure their servers and access data through private networks, private clouds provide a high level of security.
Control- Private clouds give businesses the freedom to control their data and customize their core architecture as they want. It also makes monitoring easy and effective.
Customization and Reliability- The private cloud allows organisations to customize the components of their infrastructure in order to improve performance. Private clouds can also be trusted and are incredibly reliable.
Performance- Public clouds suit companies with powerful computing needs since they offer space for upgrading the infrastructure.
Latency is Minimal- Because resources are closer to users, data stored in an on-premises private cloud may be served rapidly, avoiding latency (i.e. delays in data transfer).
Despite having a plethora of advantages, the private cloud has its own dark side. Here are some disadvantages of private clouds:
Cost- Private clouds are expensive compared to public clouds. Components such as software licenses, hardware, network infrastructure, and labour costs contribute to the increased costs.
Maintaining and Deploying- The business needs to hire a qualified team to maintain the infrastructure which increases the cost of operation. However, you can overcome this challenge by hiring a managed cloud service provider to do the heavy lifting.
Limited Remote Access- Due to its security-first approach, remotes access is limited, which tends to reduce performance in some cases
What is Public Cloud?
A public cloud is a cloud architecture provided by third-party cloud vendors via the public internet that shares resources among multiple unconnected tenants. This strategy allows businesses and developers to have affordable access to high-performance computers, storage, infrastructure, and software.
Advantages and Disadvantages of Public Cloud
Using a public cloud as well as private cloud storage has advantages and disadvantages. Understanding the advantages and disadvantages can help you decide if the public cloud is right for you.
Here are some other vital advantages that are offered by the public cloud:
Cost-Effective. In contrast to building a data centre, you do not need to invest money upfront to accommodate public cloud; you can use pay-per-use model.
Fast setup. Further, most public cloud services are designed to be easy to start, though there are exceptions.
Reliability. Public cloud platforms are reliable because backup data centres are always there in the event of failure.
Scalability and stability – Public cloud services allow you to scale up and down as needed, and they are simple to set up and manage.
Here are some of the disadvantages and challenges you may face when using the public cloud:
Security Limitations — This is the main concern for businesses that want to integrate cloud computing into their workflow. Defence contractors and banks, for example, may require a higher level of security protection. A private cloud makes it easier to meet these security standards.
Limited customization capabilities and poor technical support: The public cloud's multi-tenancy prevents users from personalising certain components. In addition, most public cloud providers provide inadequate or no technical support, which might limit performance.
Latency. Most businesses don't care about fractions of a second, but in other industries, even little delays in transferring or retrieving data to and from the cloud can cause performance issues.
You don't have to choose between a private or public cloud; you can also adopt a hybrid cloud strategy. The presence of various deployment types (public or private) with some form of integration or orchestration between them is referred to as hybrid cloud.
A hybrid cloud makes sense in a number of situations:
To improve disaster recovery time: A hybrid cloud is a solid solution for storing backups and using them in a disaster recovery situation for firms that value speed and dependability. In this case, the strategy is to have a "warm disaster recovery" service on standby in case of a calamity and then switch to it when needed.
To comply with legal obligations: Some laws compel you to keep data within a certain geographical footprint. One method to achieve these needs is to use a hybrid cloud.
For data-intensive tasks: Companies or departments that operate with significant amounts of large files, such as media and entertainment, can benefit from a hybrid cloud strategy. They can use on-premises technology to get fast access to huge media files and use a scalable, low-cost public cloud provider to store data that isn't accessed as frequently—archives and backups, for example.
Choose the Best Cloud Model for Your Needs
Both models have advantages and disadvantages and work differently in different contexts The most essential aspects in choosing a cloud for most businesses and organisations will be affordability, accessibility, reliability, and scalability. Your type of organisation, laws, budget, and future plans will determine whether a private or public cloud, or a combination of both, is the right answer for your needs. The good news is that there are numerous options to suit almost every use case or budget.
by Isabelle Melton
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...
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:
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.
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?
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.
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?
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.
by Chris Burnett
Are you stuck deciding whether to take that great new job or accept your boss' counteroffer and stay where you are?
These enticing offers can...
Are you stuck deciding whether to take that great new job or accept your boss' counteroffer and stay where you are?
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.
On the one hand, 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. Your decision will most likely have a significant impact on your career and should not be taken lightly.
Why do companies make counter offers?
Is your current employer making a counteroffer because they are concerned about losing a valuable employee or for other reasons? In a candidate-led market, where competition for talent is fierce, counteroffers are becoming increasingly common. Counteroffers are understandably, incredibly flattering, and can evoke lots of new emotions that make you wonder why you ever wanted to leave your employer in the first place. However, keep in mind that a counteroffer from your employer or a senior executive within the company is not about you.
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.
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 opportunities 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.
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.
by Dafydd Kevis
The increased reliance of business on their IT functions means that the cybersecurity sector is required to evolve and grow almost on a daily basis....
The increased reliance of business on their IT functions means that the cybersecurity sector is required to evolve and grow almost on a daily basis. From single phishing attacks to nation-state attacks used in the midst of the theatre of war, the versatility required from cyber professionals and organisations has never been so imperative, especially with the constant changes in threat landscapes and business operations.
Although not conventionally correlated, the global pandemic has directly influenced complexities in developing robust security architectures. The rise in remote working and the increased preference for cloud-based approaches have ensued major shifts in not just technical advancements, but also in operational.
How has COVID influenced operational arrangements?
The position of CISO has seen advancements in many aspects, from increased salary ranges to restructured hierarchies. With cybersecurity being viewed more as a business risk as opposed to a technological risk, the role of CISO has become fundamental to every business and therefore expanded to include business continuity decisions and liaising with board members for wider business decision making.
As the cybersecurity landscape continues to evolve the more prevalent the CISO is in the overall success of a business, especially considering the shift to more remote working. We have seen an increased requirement for senior cyber professionals to join organisations and begin maturing and building out their internal security functions.
What technological advancements are influencing the cybersecurity landscape?
The biggest driver of change has been the quick implementation of cloud-based services since the onset of the pandemic. This has meant that cybersecurity strategies have too required quick implementation of new and robust procedures and tools to remediate the increased variety in threats.
The increased aggregation of company data into cloud systems means an efficiency and practicality on terms of the client, however the provider becomes a prime target for data breaches and attacks. With the likes of IaaS and PaaS, the responsibility of securing data, user access, applications and operating systems falls under the remit of the organisations and at differing levels, requiring comprehensive plans and strategies to ensure robust security protocols. IAM and PAM requirements are prevalent in job specifications at the moment, simple access practises are no longer acceptable in environments with increase collaboration and remote access requirements.
What does the future of the cybersecurity landscape look like?
Ultimately, the cybersecurity landscape will continue to evolve and develop to coincide with the constant shifts in attack vectors. Organisations will continue to utilise the most up-to-date systems and platforms available and with this leaning more towards cloud-based computing, robust security strategies, functions and tools will become highly sought after.
There are increasing calls for more governmental regulated approaches to cybersecurity and defence, particularly due to recent events in which cyber attacks are being used in the theatre of war.
There is no doubt that cybersecurity will be at the top of corporate agendas in the post-COVID era, it will be interesting what innovations and transformations will come as a result of this.
by Lauren Greene
Who, what, where, when, why?
Despite common misconception, the concept of a metaverse isn’t a new one. First introduced in 1992,...
Who, what, where, when, why?
Despite common misconception, the concept of a metaverse isn’t a new one. First introduced in 1992, sci-fi writer Neal Stephenson coined the term 'metaverse' to describe a 3D virtual space. This idea was then realised for the first time in 2003 through an online multimedia platform called “Second life”.
Since then, there have been numerous examples of gaming platforms exploring the potential applications of this concept. For example, in 2020 the immensely popular video game Fortnite conducted a virtual Travis Scott concert within the game, and 12.3 million people worldwide tuned in. A more general example is any game within the MMORPG (Massively Multiplayer On-line role-playing game) genre such as World of Warcraft, where thousands of players can inhabit the same virtual space, with players logging in and out continually, and able to interact in various ways.
The Covid 19 pandemic has been a large extrinsic motivator for the growth of this industry, accelerating and driving the convergence of physical and digital. Companies invested heavily within collaboration and messaging technologies such as Teams, Zoom and Skype, and have now created a digital hiring, onboarding, and remote working world.
Meta, the rebrand of Facebook, and Microsoft, are leading the path for the metaverse alongside other large names in the tech industry which are all racing towards securing their name and real estate in the 3D VR world that will soon become a reality.
The evolution of emerging technology and digital transformations will see a huge transition for the main 3 pillars of human activity: Work, Education and Entertainment.
Over the years, Retail as an industry has taken a huge, and successful move onto online platforms, saving money for physical resources, allowing mediation of our activities remotely, and putting products in the hands of consumers worldwide. The metaverse could be the next evolution of this journey, allowing consumers to get that physical feel whilst they shop online from the comfort of their own homes.
Many companies are already looking at being a part of this virtual world and benefiting from a dedicated virtual space in which they can conduct interviews, doctors’ appointments and try on clothes without moving a muscle.
On a larger scale, geopolitics will see an impact, which could be both a help and hinderance to have present governing bodies for smaller counties but to also create communities transcending borders in reality.
Understanding how the Metaverse will be accessed
To first give a broad understanding of how the metaverse will be accessible, you first need to understand the different tech behind it. Extended Reality (XR) covers both Virtual Reality (VR) and Augmented Reality (AR) where VR enables you to fully immerse yourself in a 3D platform with the use of a headset whilst AR will overlay images onto the real world.
Whilst the metaverse doesn’t have to exclusively exist in XR, it’s the version of it that does that’s getting the most attention. This is because more immersive, experiential environments are central to the whole concept – something that XR interfaces lend themselves to very well.
Meta is focusing heavily on the VR aspects through its well renowned and recently bought hardware brand Oculus. 3D environments, avatars, and gamification – three fundamental aspects of the concept – all fit well with VR interfaces. And AR, too, with its potential to blur the distinction between virtual and real worlds, is another idea that meshes well with the metaverse concept.
2022 should see the release of Meta’s Horizon platform as an expanded VR world, this will be the first step into giving people a sensation of what the metaverse could become, and VR will be the window through which they experience it.
How will it ‘feel real’?
As a running trend for technology becoming smaller and more powerful, over the next few years we will also see this for VR which is a huge benefit for lighter headsets.
First seen in CES 2022 was the rebrand of the chunky VR sets to sleek and easily wearable AR devices which will be made available to buy over this coming year. HTC also made a device called the flow which is a slimmer stand-alone model making this device easier to use which focuses on entertainment and mental health.
AR devices will get lighter, too – California start-up Mojo-Vision has already demonstrated the potential for AR contact lenses that project information directly onto the retina.
Other innovations will attempt to solve the problem of enabling realistic movement within virtual environments (which will always be a problem if your actual environment doesn’t match the size and proportions of your virtual one and isn’t free of hazards that might cause you to trip over!). Proposed solutions to this problem include both boots, as offered by Ekto VR, and treadmills, like the one developed by Virtuix.
Another technology known as haptic feedback will attempt to solve the problem of providing sensations of touch in XR environments. One example is the Teslasuit that provides tactile feedback through electrostimulation. The suit currently costs around $20,000 and, among other uses, is used by NASA for astronaut training, but we can expect to see smaller-scale consumer versions on the market in 2022.
We can also thank the 5G rollout which is picking up pace in 2022 to become a mainstream proposition with speeds 20 times quicker than existing networks for data transmission. In addition to increasing this differential, the benefits also include different types of data and services. This is likely to include the large data volumes needed to run XR, making wireless and cloud-based VR and AR a possibility. Plutosphere, for example, and other start-ups offering similar services, let users stream VR games from cloud servers. This will dramatically lower the barriers to entry for many businesses wanting to deploy XR solutions without making large infrastructure investments.
How will this impact us?
Within education, XR technologies make it easier for students to visualize concepts – from the numbers used in accounting to historical events or even the inner workings of reality exposed through quantum physics – in interesting and engaging ways. Evidence suggests that when we learn through experiencing in this way, rather than simply reading dry facts, we can improve our knowledge retention by 75 to 90%.
Examples in a working environment include VR being used for training and to simulate operations in dangerous situations, such as the FLAIM system used to train firefighters to tackle wildfire and aircraft fires. AR is increasingly being used to provide real-time inputs to trainees during on-the-job learning, such as using computer vision-equipped glasses and headsets to recognize and warn of potential dangers in the work environment.
For businesses, AI will be able to inform target audience creation, creative optimization, and inventory forecasts.
In the agricultural world we have seen a ‘bovine’ matrix for happy cows testing in Turkey, where cows will experience a virtual open field and sunny setting rather than cooped up in a milking parlour which has proved results in higher quantity and quality of milk. Despite the positive results for farmers, the process raises serious questions about ethical farming. Would more milk be worth putting animals in a bovine matrix where they have no perception of the real world (a cooped-up milk farm with tens of other cows)?
Complexities and challenges of a new reality
Regulators will need to be put in place with facial expressions, blood pressure etc. being tracked for digital rights. On top of this if this is a pixelated replica of our universe, will this face balkanization as seen in our world where the internet already operates in different parts of the world.
Even more of a frightening thought is with a Metaverse containing so much private information, what risk is there for digital espionage and how much technical support will the Infrastructure and Security of a platform of this size need?
Control of data will also be the control of market. The opening advantage in the metaverse will go to those with the data to make the new virtual activities relevant to the user. The result is no different from the present online world in which those with the data hoard it to control the market.
Facebook algorithms are programmed to maximize user time on the site to maximize the number of advertisements that can be sold. As the algorithms are programmed to maximize engagement this means the algorithms send to each user news that is in line with their pre-established views, not news that creates a shared foundation. Even worse, is that one of the best ways to hold engagement is to create conflict and outrage, regardless of the veracity of the claim. This brings us around to the development of government-overseen behavioural standards protected consumer, workers, and competition in the industrial revolution—while simultaneously enabling a vibrant and growing economy. Where the digital revolution requires similar government-overseen standards. Facebook is currently discussing behavioural standards for the metaverse, but it is not sufficient. Many people are looking to distract from our current challenges with the shiny new metaverse, however we have yet to resolve the challenges in the current online universe—problems that will simply metastasize into the metaverse if not dealt with.
by Patrick Griffiths
Efforts to increase diversity in the tech industry are missing a critical element if neurodiverse hiring practices are not included.
Efforts to increase diversity in the tech industry are missing a critical element if neurodiverse hiring practices are not included.
According to, 72% of HR professionals said neurodiversity was not included in their people management practices, and 17% said they didn't know if it was. This untapped talent market exists primarily as a result of a lack of awareness and comprehension of neurodiversity.
There is a lot of ambiguity in the terminology. The term "neurodiversity" refers to people who have certain neurological conditions or who are on a neurodiverse spectrum. Autism spectrum disorder, dyslexia, dyspraxia (a neurologically based physical disorder), social anxiety disorders, and other conditions fall into this category. People on the neurodiverse spectrum frequently struggle with social interaction and communication in the same way that a neurotypical person would, but many people with these 'disorders' also have above-average abilities, often in areas such as pattern recognition, concentration, memory, or mathematics.
However, when compared to other minority groups, neurodivergent individuals are frequently overlooked, and this problem exists across multiple conditions and on a global scale.
How can neurodiverse talent benefit a company's workforce?
Neurodivergent candidates are hardwired to think outside the box and are gifted in skills required for digital success. People with ADHD, for example, have exceptional focus and problem-solving abilities. Autistic people, on the other hand, are meticulous and have higher analytical thinking abilities.
Organizations can reap significant benefits from encouraging neurodiversity in terms of innovation, creativity, and thought diversity. It can also benefit neurotypical employees by allowing them to grow and prosper in a variety of ways.
How can organisations alter their hiring processes to attract neurodiverse talent?
Traditional hiring, employment, and workplace management models have a flaw in their design: they are centred on neurotypical people. A traditional job interview can be problematic because it favours neurotypical candidates while automatically excluding neurominorities. You may struggle to understand social norms and nonverbal communication if you have a neurodivergent condition such as autism or dyspraxia. Autistic people are also prone to sensory processing issues, which makes a panel interview difficult to navigate because the candidate must focus on multiple people's verbal and nonverbal communication at the same time.
The interview process can also be modified to create a welcoming environment for neurodiverse candidates. Instead of a panel of interviewers, you could, for example, conduct a series of sequential interviews with one interviewer at a time.The interviewer can give candidates extra time before and after the interview to settle in and have the best opportunity to demonstrate their technical knowledge and communication skills. In addition, an external job coach can help [candidates] prepare for interviews and provide support throughout the hiring process — and even afterward.
What are some effective strategies for creating an inclusive environment for neurodiverse candidates?
It is critical to educate neurotypical employees on the dos and don'ts of communicating with neurodiverse employees. Managers and team members must be trained in advance in order to get the most out of neurodivergent individuals. Greater education and understanding of our cognitive differences will not only help to dispel some of the misconceptions but will also encourage neurodiverse employees to feel more comfortable opening up to their employers and make it easier for managers and colleagues to understand the type of support they require.
Inclusion can also be seen from the standpoint of physical space in the office. According to the research, neurodiverse people are more sensitive to noise, smell, light, and crowded places. As a result, placing their workstations in less congested and dimly lit areas of the office can boost their productivity. Organizations can also provide noise-cancelling headphones to their neurodiverse employees to create a distraction-free environment.
When communicating with a neurodiverse individual, managers and team members should be clear, concise, and complete. They should avoid asking open-ended questions and be specific about who needs to do what by when. It is also preferable to use literal expressions rather than metaphors or ambiguous messages.
Creating a neurodiverse-friendly hiring process and workforce will require hiring managers and employees to take a step back, remove assumptions and communicate in a new way. The bottom line is that inclusion is worth the extra effort and ultimately companies are missing a critical element if neurodiverse hiring practices are not included.
by Oliver Boulton
The battle for talent is at an all-time high with organizations doing whatever they can to attract and retain industry-leading talent. Whether or not...
The battle for talent is at an all-time high with organizations 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.
One of the biggest downfalls that organisations are facing is failing to streamline their interview process to remain competitive with progressive organisations who are willing to adapt. 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:
A well-written and informative job post that defines abilities and needs should not only weed out unsuitable individuals.
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.
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.
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.
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.
by Robyn Trubey
International Women’s Day (IWD) is a day to celebrated annually on the 8th of March. The purpose of the day is to highlight how far women have...
International Women’s Day (IWD) is a day to celebrated annually on the 8th of March. The purpose of the day is to highlight how far women have come in society, politics and economics, whilst addressing the inequality women face and what we can do to minimize these issues going forward.
IWD stemmed from the labor movement in 1908, which saw 15,000 women marching through New York demanding shorter working hours, better pay and the right to vote. One year later, the Socialist Party of America declared the first National Women’s Day.
Clara Zetkin, who was an advocate for women’s rights, suggested the creation of an international day to celebrate women. She put her case before the International Conference of Working Women in Copenhagen in 1910, where a 100 women from 17 countries, agrees unanimously.
IWD was first celebrated in 1911 in various countries in Europe, before the day became official in 1974 by the United Nations. The day adopts a different theme year-on-year, with this year calling for women around the world to #BreaktheBias.
In the build up to IWD, I have been highlighting numerous influential women in STEM. I wanted to put the spotlight on just a few of the many female role models, working tirelessly to make the technology industry more visible and accessible to others, helping to close the gender gap. This series considered what these women are doing to encourage greater diversity and representation in their fields.
1. Kimberly Bryant
Name: Kimberly Bryant
Role: Founder & CEO of Black Girls Code
Bryant earned a scholarship to Vanderbilt University, where she studied an electrical engineering degree with minors in mathematics and computer science. After graduating, she took on technical leadership roles in several pharmaceutical and biotech companies.
Later on, her daughter's interest in computer science highlighted the lack of Black women in STEM professions. She realized this wasn't due to a lack of interest, but very few opportunities to access and gain exposure to these topics.
Bryant founded Black Girls Code in 2011, a San Francisco based nonprofit that exposes girls of color ages 7 to 17 to STEM subjects. This provides the opportunity for them to learn in-demand skills as they think about what they want to be when they grow up. The organization has the goal of teaching 1 million Black girls to code by 2040. Today, the organization has 16 chapters across the US and 1 chapter in Johannesburg, South Africa.
2. Safra Catz
Name: Safra Catz
Role: CEO of Oracle
Catz immigrated to the US from Israel at age 6. She earned a bachelor's degree from the University of Pennsylvania's Wharton School and her Juris Doctor from Penn Law.
Catz began as a banker at Donaldson, Lufkin & Jenrette, working her way through the ranks and eventually becoming the senior vice president of the firm. In 1999, Catz joined Oracle as their senior vice president. She joined the company's board of directors in 2001 and was named president in 2004.
Under Catz's direction, Oracle initiated more than 130 acquisitions and mergers over the next decade. The most well-known of these acquisitions was direct rival PeopleSoft, which Oracle acquired in 2004 for $10.3 billion.
In 2014, Catz became co-CEO of Oracle, along with Mark Hurd, and later became the sole CEO in 2019. She also teaches accounting at the Stanford School of Business and was elected to the board of directors of the Walt Disney Co in 2017.
3. Ellen Pao
Name: Ellen Pao
Role: Co-Founder & CEO of Project Include
Pao learnt how to code at age 10 from her mother, who was working as a computer engineer at the University of Pennsylvania. Pao later graduated from Princeton University with a BSc in electrical engineering and a certificate in public policy. She also earned a Juris Doctor from Harvard Law and an MBA from Harvard Business School.
After working for several Silicon Valley companies, she became the technical chief of staff at Kleiner Perkins Caufield & Byers, a San Francisco venture capital firm. She later sued the company for bias and gender discrimination.
In 2013, Pao became Reddit's head of business development and strategic partnerships, then interim CEO in 2014. Pao is an advocate for women's rights and transforming corporate culture, and she banned the use of unauthorized nude photos on Reddit. This move inspired other social media platforms to institute similar policies.
Pao later resigned from Reddit and founded Project Include with other #WomenInTech. The group's mission is to address and prevent sexism and gender discrimination in Silicon Valley, and to improve diversity and inclusion within tech companies.
4. Susan Wojcicki
Name: Susan Wojcicki
Role: CEO of YouTube
Susan Wojcicki originally pursued a career in academia, after graduating from Harvard with a BA in history and literature. In her final year of study, she developed a passion for technology. She went on to earn a MSc in economics from the University of California Santa Cruz and a MBA from UCLA.
She returned to Silicon Valley to work in Intel's marketing department and later moved to Menlo Park, where she rented her garage as office space to Larry Page and Sergey Brin, the founders of Google. Wojcicki was Google's 16th employee and very first marketing manager, assisting in the creation of Google Images and Google Books.
Wojcicki helped develop AdWords and AdSense, Google's advertising and analytics products. She became Google's senior vice president of advertising and commerce, where she led the company's advertising and analytics division, including Google Video.
She proposed acquiring YouTube, who was a direct competitor of Google Video. In 2006, Google purchased YouTube for $1.65 billion. She became the CEO in 2014, and continues to lead the Google subsidiary in its role as one of the most influential and frequently used platforms on the internet.
5. Reshma Saujani
Name: Reshma Saujani
Role: CEO of Girls Who Code
Originally graduating from the University of Illinois with a bachelor's degree in political science and speech communication, Reshma Saujani went on to receive her Master of Public Policy degree from Harvard's Kennedy School of Government and her Juris Doctor from Yale Law School.
In 2010, Saujani was the first Indian-American woman to run for US Congress, when she campaigned for a New York House seat. She was the first person to run a political campaign using Square to receive donations. Whilst visiting educational institutions as part of her campaign, she witnessed the gender gap in computer classes.
In 2012, Saujani founded Girls Who Code to address the gender gap in the tech industry, with programmes from grades 3 all the way through to college. The organisation offers online resources, books, summer immersion and campus programs, clubs and college alumni programs. To this day, the organisation has served more than 450,000 girls, approximately half of which are from underprivileged communities; made up of Black, Latina and low-income girls.
Saujani published a book, Girls Who Code: Learn to Code and Change the World, in 2017, to promote the tenets of her organisation.
6. Gwynne Shotwell
Name: Gwynne Shotwell
Role: President and COO of SpaceX
Gwynne Shotwell achieved a Bachelor and Master of Science degrees in mechanical engineering and applied mathematics from Northwestern University. Shortly after graduating, Shotwell enrolled in Chrysler Corp.'s management training program to begin her career in the automotive industry. However, she quickly changed course to work on military space research contracts with Aerospace Corp. in El Segundo, California. There, she became the chief engineer of an MLV-class satellite program, where she researched and developed policies for commercial space exploration for the Federal Aviation Administration and NASA.
In 2002, Shotwell's interested in space made her a ideal candidate for #SpaceX, who brought her on as their 11th employee and VP of business development. She is now the company's president and COO, so is responsible for day-to-day operations and company outreach and development.
SpaceX was the first private company to launch a commercial satellite into orbit, and is now the world's largest commercial satellite constellation operator. They were also the first private company to send humans into orbit and to the International Space Station.
Shotwell was introduced to the Women In Technology International Hall of Fame and was named one of Time magazine's 100 most influential people in the world in 2020.
We have come a long way since IWD officially began in 1911, however, there is still so much that can be done to create a fairer society for people of all genders. This year, IWD has encouraged individuals to ‘think globally, act locally’, so do your bit that the future for girls is bright, equal, safe and rewarding.
What will you be doing to celebrate International Women’s Day this year?
by Dominique Lianos
Elon Musk, Steve Jobs, Bill Gates, Mark Zuckerberg – there are many male leaders in tech. But what about the decades of further women...
Elon Musk, Steve Jobs, Bill Gates, Mark Zuckerberg – there are many male leaders in tech. But what about the decades of further women technologists? From COO of Facebook, Sheryl Sandberg, to CEO of YouTube, Susan Wojcicki, women have continued to make waves in the technology business.
Despite the fact that more women are dominating the headlines, they are still underrepresented in boardrooms around the world. According to theOffice of National Statistics (ONS), only 31% of UK tech jobs held by women, while women make up fewer than 20% of technology jobs in the US, according to Evia data.
In fact, according to INvolve's data, men named David and Steve are more likely to lead FTSE100 companies than women and ethnic minorities which is a shocking realisation that businesses need to push for an increase in gender balance.
March 8th marks International Women’s Day: a global day celebrating the social, economic, and political achievements of women. It’s also a day which calls for action to accelerate gender parity. The theme of this year’s event is #BreakTheBias highlighting that gender balance isn’t just a women’s issue, it’s a societal issue. Whether campaigning for equal wages or calling for a crackdown on harassment, now the race is on to create a board room which is diverse, a workforce which is inclusive and a society where difference is valued and celebrated.
Thankfully, times are changing, and more women are being encouraged to join the ranks of inventors and creators who are driving world-changing technical advancements. Diversity is a significant societal issue, but it is equally significant in the corporate sector.
Diversity in the workforce amounts to a wider range of perspectives and experiences, making it a valuable business asset and a win-win situation for all.
It all starts with education
Education is one of the barriers. Despite 74% of females demonstrating an interest in STEM (science, technology, engineering, and mathematics) in middle school in the United States, just 0.4 percent choose degrees in this field, according to research from the non-profit organisation Girls Who Code.
Due to a lack of resources and information from a young age, as well as role models within the industry, just 3% of women choose a technology-based career as their first option, according to PwC's own study, Women in Tech: Time to Close the Gender Gap.
To encourage women to explore STEM subjects, we need to provide a welcoming learning atmosphere. Not only is the professional world dominated by men, but so is the educational world. As a result, it is critical to create an environment or community in which women feel at ease in STEM fields. Breaking down gender biases and supporting young women interested in STEM fields – regardless of their level of skill – should be a top priority for any modern company. Why? Diversity has been shown to boost workplace innovation, productivity, and, ultimately, profitability.
Making space for women in STEM
With the increasing demand for new technology, there is an urgent need for women to be better supported in pursuing STEM careers.
If barriers are to be broken, preconceptions challenged, and hurdles conquered in regard to women's participation in and contribution to innovation, educators, corporations, and individual mindsets must be broadened. More coding clubs in schools are needed. More female role models and mentors are needed. In the workplace, we must overcome gender bias. Companies must also provide more flexible working conditions for women, such as programmes to assist women who are returning to work or improved maternity leave policies.
In the future, the technology sector should contribute to a more gender-balanced world, honour women's accomplishments, and raise awareness about bias. It will aid the growth of the technological sector, stimulate new talent, and make a significant difference for women. While we've made significant progress in recent years, the technology sector still has a long way to go before it is genuinely diversified.
Despite the fact that more women are dominating the headlines, they are still underrepresented in boardrooms around the world. According to theOffice of National Statistics (ONS), only 31% of UK tech jobs held by women, while women make up fewer than 20% of technology jobs in the US, according to Evia data.
March 8th marks International Women’s Day: a global day celebrating the social, economic, and political achievements of women. It’s also a day which calls for action to accelerate gender parity. The theme of this year’s event is #BreakTheBias highlighting that gender balance isn’t just a women’s issue, it’s a societal issue. Whether campaigning for equal wages or calling for a crackdown on harassment, now the race is on to create a board room which is diverse, a workforce which is inclusive and a society where difference is valued and celebrated.
Due to a lack of resources and information from a young age, as well as role models within the industry, just 3% of women choose a technology-based career as their first option, according to PwC's own study, Women in Tech: Time to Close the Gender Gap.
by Jordan Guttridge
When it comes to IT, companies must make critical strategic decisions all the time. In doing so, it is essential to keep an eye on industry trends...
When it comes to IT, companies must make critical strategic decisions all the time. In doing so, it is essential to keep an eye on industry trends and developments. Looking ahead to 2022, there are several themes that have emerged because of the pandemic, as well as some that come up year after year.
In this article, we've compiled a list of our top IT trends for 2022, as well as looking at the overall direction in which the information technology market is moving.
With more staff working remotely and the cloud becoming the norm, it's critical for businesses to start thinking about network security in new ways. Cybersecurity mesh is a flexible architecture that combines best-of-breed, stand-alone security solutions to improve overall protection. It enables organisations to separate policy decision-making from policy enforcement: a cybersecurity mesh creates security perimeters around individuals rather than just the company. Organisations will be better equipped to protect data and information using this mesh technology, including what's inside the facility walls as well as what's on the outside.
Data is one of a company's most valuable assets. To be able to carry out operational and transactional activities reliably and cleanly, it is vital to maintain excellent data quality. The "cleaner" the data, the more accurately, solidly, and confidently it may be examined and used to make business decisions."Data fabric," according to Gartner, is a design idea that acts as an integrated layer, or fabric, of data and processes. Data fabric makes use of both human and machine skills to access data that is already in place or to facilitate data consolidation when necessary. It allows for the flexible and reliable integration of data sources across platforms and business users, ensuring that data is available wherever it is needed, regardless of its location.
Gartner defines PEC as featuring three technologies that protect data while it is in use. These technologies include:
- A trusted environment where sensitive data can be processed or analyzed.
- Performs processing and analytics in a decentralized manner.
- Encrypts data and algorithms before analytics or processing.
With this trend, organizations are empowered to conduct research securely across regions and with competitors without betraying their confidentiality.
According to Forbes, PEC allows different parties to extract value and achieve significant results from data in untrustworthy environments, letting them to interact without disclosing personal or sensitive data. According to Helpnet Security, as privacy and data protection legislation become more prevalent, more breakthroughs in data privacy have been created. PETs uses privacy-protection to extract value from data in a safe manner without jeopardising confidentiality, using a data-driven approach to security and privacy.
For a long time, Hyper Automation has been spoken about in aspirational terms, with the technology being dubbed '"the next frontier for organisations globally" by Deloitte. It's been featured on Gartner’s top 10 key technology trends for 2020 and 2021 and according to Gartner, during the next year, 85 % will enhance or maintain their hyperautomation investment strategy. Hyper automation is a method for quickly identifying, vetting, and automating as many business and IT activities as possible. The faster provisioning and utilisation of IT infrastructure saves time, people resources, and money. Employees will be able to focus on more critical / strategic duties as a result. Additional benefits include reduced error rates and faster scaling of various IT infrastructures, whether on-premises, in the cloud, or hybrid.
Cloud computing surged in 2020 and 2021 as businesses turned virtual to adapt to the worldwide pandemic by focusing on digital service delivery. In 2022 we will undoubtedly witness further rapid acceptance and growth in 2022, with predictions from Gartner, global spending on cloud services is expected to reach over $482 billion in 2022. Cloud-native platforms take advantage of cloud computing to provide enterprises with elastic and scalable capabilities that allow them to respond quickly to digital change. Cloud-native solutions are an improvement over the typical lift-and-shift approach to cloud, which loses out on the benefits of cloud and adds complexity to maintenance.
Every day, the world generates approximately 2.5 quintillion bytes of data, and this figure is growing at an exponential rate. However, the effectiveness of that data is limited by the processes in place to manage, control, and assess it. Because this massive effort is practically impossible to complete manually, businesses therefore turn to artificial intelligence (AI). To make AI delivery more efficient, AI engineering automates data, model, and application upgrades. AI engineering, when combined with robust AI governance, will operationalize AI delivery to assure its long-term economic value.
By addressing common business challenges, the top strategic technology trends will advance digital capabilities and generate growth. Different trends will have different impacts on people organisations. Because most of the trends are tightly intertwined, different combinations of technology are likely to be necessary to compete at different stages of the company growth cycle.
For businesses that want to stay relevant to their customers and purposeful to their employees, diversity is essential. It plays a big part in...
For businesses that want to stay relevant to their customers and purposeful to their employees, diversity is essential. It plays a big part in attracting and retaining talent being competitive in a market where employees hold many of the cards. An inclusive work environment not only creates a culture of growth and progression, it also offers opportunity to win new business and embark on a wider range of projects.
This month is dedicated to commemorating black history and leveraging this period of awareness to effect positive change. At Franklin Fitch, we are actively working with our clients and their employees to reach a new talent pool, foster an inclusive culture, and inspire a a more diverse audience to join the tech industry.
This month is also a time to recognise the need for change in order to promote diversity and inclusion, particularly in the tech industry. It's one thing to say that more diversity is needed. But how much do you truly know about diversity in tech and how it affects your company?
This article aims to give you an overview of diversity issues in tech and how we can improve them.
Why is diversity in tech important?
You might be wondering why diversity in the IT industry is so critical. There are moral reasons for prioritising diversity in technology, such as greater equality. There are also important business reasons for supporting workplace diversity.
Racial diversity in tech is also a big problem. At Facebook, only 2.1% of tech jobs are occupied by Black employees. The situation is marginally better at Microsoft, where Black individuals making up 4.7% of the workforce. Black employees are frequently discriminated against in the tech workforce with 62% of Black workers reporting that they have experienced discrimination. This could range from being underpaid compared to a colleague doing the same job, to receiving less support from senior leaders or being passed over for growth and development opportunities. This makes tech jobs less accessible, and appealing, to those individuals.
Many businesses, particularly those in the "Big Tech" sector, have consistently stated their commitment to diversity. However, data on diversity in the tech industry shows that this has only modestly improved over time. More work is needed to increase racial diversity in the tech industry without a doubt.
How a Lack of Diversity in Tech Harms Businesses
A diversified workforce allows a company to better understand its consumers and end-users. People now have increased expectations for products and services that cater to their various requirements and tastes. Having a more diverse workforce implies having a wider range of viewpoints, opinions, and backgrounds. You'll have greater creativity, and a wider range of skill sets if you work with a diverse group of people. Plus, you'll have more options for solving business challenges, which will help your organisation succeed.
The world is bursting at the seams with diversity. Our tech-based world can't tap into the full variety of knowledge and experience of that diversity if there isn't diversity in tech.
We've seen how a lack of diversity in technology contributes to negative customer experiences, such as when AI fails to recognise customers with darker skin tones on several occasions. To prevent overlooking the blind spots in tech invention and development, we need to encourage more people from diverse backgrounds to enter technological professions.
Be Geographically Inclusive
There's no reason not to encourage remote work in the post-pandemic world. Remote employment has offered up amazing options for everyone. Companies could take advantage of this by being flexible with their work schedules as one example.
Because many tech companies are concentrated in expensive locations, the industry has lacked diversity for a long time. Companies must be open to remote work in order to appeal to people based in places across the country they are based in, or even the world.
Another alternative is to establish satellite offices in different parts of the country. In the US, new digital centres are springing up in less expensive states. Georgia, Texas, Delaware, Virginia, Connecticut, and Maryland are six states outside of the usual tech clusters of California, New York, and Massachusetts that rank high on the Tech Talent Diversity score. They also have a higher proportion of workers in tech employment and are located in states with lower living costs than the present tech clusters; and diverse employees are more likely to be found in these locations than in ‘traditional’ tech centres like Silicon Valley.
Attracting more Diverse Talent
Companies must adjust their recruitment and hiring methods in order to increase diversity in the tech industry. When it comes to filling a job vacancy, hiring managers must play an active role in attracting a diverse pool of candidates. They can do so by undertaking unconscious bias training, forming multi-person interview panels comprised of diverse staff, and other methods.
An applicant may have no clue what your organisation is doing to assist diverse employees when they apply for a position. You can recruit more diverse talent by promoting your initiatives and recognizing diverse employees via marketing channels and in interviews themselves.
Posting a job post won't actively seek for diverse talent. Instead, go out to organizations that advocate and promote diverse IT talent, and form partnerships with organisations that can help bridge the gap.
Put Effort into Nurturing and Retaining Talent
Hiring a diverse pool of IT talent is merely the beginning of the solution. Companies must build an inclusive workplace after acquiring diverse talent in order to retain their hires. Many firms are aware of the diversity aspect of diversity and inclusion and understand that a diverse workforce is crucial to its reputation and success in a global market. It's the part about inclusion that many don't get - establishing an culture where individuals can be themselves, where their unique talents and perspectives are valued, and where they want to stay.
To appreciate diversity and establish meaningful relationships, it is critical to foster inclusion and create a culture of belonging. It can provide possibilities for employees to learn from one another and collaborate on new ideas. When employees feel included in their work environment and have opportunity to develop new skills, collaborate with people from different backgrounds they are more likely to stay.
Many businesses have recognised the need of cultivating diversity and inclusion within their organisations and have begun taking significant actions to do so. However, much effort has to be done to enhance diversity in the tech world, as well as in tech-related occupations and professions in other industries. Diversity and inclusion in the IT business isn't just a "nice to have," it's a “must have” for the industry's future success.
by Leonie Schaefer
Brooke Feinglass, a member of our US Austin team, relocated to Austin in July 2021 and enrolled in the Franklin Fitch Academy Program. She has been a...
Brooke Feinglass, a member of our US Austin team, relocated to Austin in July 2021 and enrolled in the Franklin Fitch Academy Program. She has been a part of our training programme since joining the team, which has provided her all the tools she needs to get started in the recruiting industry. We chatted with her about her time in the Academy, her decision to work in recruiting, and how she's adjusting to her new job and team at Franklin Fitch.
Introduce yourself, your career journey at Franklin Fitch, your current role and your responsibilities.
I started my career in recruiting as a Trainee Consultant in Franklin Fitch's Austin, TX office at the end of July 2021. I had no idea what I was doing and spent most of my days attempting to soak up as much knowledge as possible from my colleagues and received specialised training and development from Academy Management Charlotte from beginning to end. With the help of my supervisors and colleagues, I gained confidence in dealing with applicants and made my first placement in September. I was promoted to Consultant in November after placing four candidates. Now that I've gained a thorough grasp of the hiring process, I'm tasked with sourcing, qualifying, and managing prospects throughout their job search, attempting to make the process as painless as possible.
Since joining Franklin Fitch what has been one of the biggest challenges you have faced?
Finding a strategy that helps me keep organised has been my biggest problem since joining Franklin Fitch. I've been able to discover strategies to successfully manage my time and keep organised with my calendar as a result of my training, which is a valuable life skill to learn and develop.
What was the training programme like for you at Franklin Fitch?
My training at Franklin Fitch consisted of discussions, peer mentoring, technical studying etc. and I was extremely impressed throughout the entirety of it. The thoroughness of the program and its attention to detail assured me I was surrounded by people that wanted me to the best I could be.
What are your thoughts on being on the programme and why did you choose a career in recruitment at Franklin Fitch?
Franklin Fitch's training programme continues to impress me. All of the training is designed to provide you with the support and resources you'll need to succeed. It's a true mash-up of several sorts of training, including on-the-job coaching, listening, and observation. The use of KPI challenges and activities to motivate you to meet your goals while still having fun was fantastic and made the experience even more pleasurable.
I chose a career in recruitment at Franklin Fitch because I wanted a company to give me the dedication, attention and training needed in order to be a great recruiter.
Any advice you would give to future recruiters?
Pay attention to what your peers are saying and learn from them. Everyone has a range of expertise and experience, and they are always eager to help if you have a query or want guidance.
by Charlotte Robinson
Microsoft launched Windows 11 on the 5th of October 2021 as a free upgrade. Throughout the previous 3 months, I have had many interesting discussions...
Microsoft launched Windows 11 on the 5th of October 2021 as a free upgrade. Throughout the previous 3 months, I have had many interesting discussions with candidates on whether Windows 11 is as good as it has been made out to be. Throughout this Blog post I will discuss some of the benefits and disadvantages of Windows 11 and would be interested to know your opinion on the matter.
Microsoft has made it clear that Windows 11 is available for all. There is no additional fee to be incurred for downloading Windows 11. However, it is not available to all, as the update is only compatible with a Trusted Platform Module (a dedicated chip that handles encryption) 2.0 and an Intel Core 8th generation processor which came out in 2017. This means that most computers that are over 4 years old, are unable to receive the update. This is a huge problem for companies which have older infrastructure as Windows 10 will only receive one upgrade a year until 2025, after which it will be decommissioned. This gives companies only 3 years to upgrade their computer hardware.
Despite the update being challenging to get hold of, it does bring its benefits. For Gamers, it provides automatic HDR which makes the games’ visuals more vibrant, and the direct storage helps the graphic card and the Solid State Drive (SSD) communicate faster.
Additionally, for MacOS users like myself, it should become easier to navigate the Windows 11 as Microsoft have opted for a new MacOS style taskbar. Unlike the MacOS where you can pin the task bar to any of the 4 sides of the screen, with Windows 11 it can only stay pinned at the bottom, a feature that could prove annoying. Furthermore, there has been confusion that users have been unable to see their live applications on the task bar, making navigation harder for the user. As well as the new tool bar, Windows 11 will also come with a “Microsoft Chat” App, very similar to iMessage and Facetime from Apple. The Chat App uses the users Phone Number or Email-ID to enable the chat feature.
One of my favourite new features will be the different Window Sizes, by that I mean there are “Snap Layouts” on Windows 11 which allow you to have more than one application or document open on your screen at once. I for one love this function as I work in my second language, making online dictionaries my best friend. It will be so much easier to be able to have a dictionary and document open at the same time on the same screen. Moreover, it allows you to get more work done as you can see a larger variety of tasks you are working on. Home office plays a key part in our working lives at the moment with not all of us having access to multiple screens, “Snap Layouts” provides us with an alternative. On the contrary, one could also argue that by having more tabs open, it leads to more distractions, as you are not focused on one task.
The Windows 11 browser of choice is “Edge Browser”. This browser allows you to have sleeping tabs which can save memory and Central Processing Unit (CPU) usage. In addition, Windows 11 remembers what apps you had open the last time the was computer on. This has benefits meaning you can jump straight back in where we left off, but also means that if we want to start fresh the next day, we must make sure that we have shut all applications down at the end of the day.
I am really excited to be able to use the new Windows 11. I look forward to using the new taskbar, the “Snap Layouts” and the setting to have my last opened applications open again when I start in the morning. What is your opinion?
by Brooke Feinglass
Every February, people in the United States celebrate the achievements and history of African Americans as part of Black History Month. It's also...
Every February, people in the United States celebrate the achievements and history of African Americans as part of Black History Month. It's also an opportunity for people to learn more about the effects of racism and how to challenge negative stereotypes. It’s been celebrated in the United States for close to 100 years. But what is it, exactly, and how did it begin?
The first commemoration of Black History Month took place in 1915, when Carter G. Woodson, dubbed the "Father of Black History," founded the Association for the Study of Negro Life and History, an organisation dedicated to researching and promoting achievements by African Americans and other people of African descent.
Carter G Woodson, the son of former slaves, was born in Virginia in 1875. Growing up, he had limited access to a good education and career possibilities, but after accumulating money from working as a coal miner, he was able to attend one of the few high schools for black students. He made up for lost time by graduating in less than two years, despite arriving late to high school. Woodson served as an education superintendent for the US government in the Philippines after graduating from Berea College in Kentucky. Before coming to Harvard, he received his bachelor's and master's degrees at the University of Chicago. In 1912, three years before founding the ASNLH, he became only the second African American (after W.E.B. DuBois) to earn a doctorate from that institution.
Carter G. Woodson, a University of Chicago alumni with many Chicago connections, travelled from Washington, D.C. to take part in a nationwide commemoration of the 50th anniversary of emancipation sponsored by the state of Illinois. Thousands of African Americans travelled from all around the country to visit exhibitions showing their people's development since slavery was abolished. As he joined the thousands of Black Americans overflowing from the Coliseum, which housed exhibits highlighting African American achievements since the abolition of slavery, Woodson was inspired to do more in the spirit of celebrating Black history and heritage. Before he left Chicago, he helped found the Association for the Study of Negro Life and History (ASNLH). A year later, Woodson singlehandedly launched the Journal of Negro History, in which he and other researchers brought attention to the achievements of Black Americans.
Woodson witnessed how black people were underrepresented in the books and conversations that shaped the study of American history. On February 7, 1926, Woodson organised and supported the inaugural "Negro History Week" to commemorate and increase awareness of African American history. This week was chosen because it coincides with the birthdays of both Frederick Douglass, an abolitionist, and former US president Abraham Lincoln. During the Civil War, President Abraham Lincoln led the United States, which was mostly fought for the enslavement of African Americans in the country.
Negro History Week" had grown into Black History Month on many college campuses by the late 1960s, thanks in part to the civil rights movement and a rising awareness of Black identity. And in 1976, according to Texas A&M University Afro-American history professor Albert Broussard, it was renamed Black History Month and expanded into a month-long celebration.
In 1976, President Gerald Ford declared Black History Month, encouraging people to "seize the opportunity to acknowledge the too-often overlooked contributions of African Americans in every field of effort throughout our history."
In 2016, Barack Obama, the nation's first Black president, issued his last proclamation in honour of Woodson's project, which is now considered one of the country's oldest organised historical celebrations. “As we mark the 40th year of National African American History Month, let us reflect on the sacrifices and contributions made by generations of African Americans, and let us resolve to continue our march toward a day when every person knows the unalienable rights to life, liberty, and the pursuit of happiness.”
Today, Black History Month is a time to recognise African Americans' contributions and legacy throughout American history and society, from activists and civil rights pioneers like Harriet Tubman, Sojourner Truth, Marcus Garvey, Martin Luther King Jr., Malcolm X, and Rosa Parks to leaders in business, politics, science, and culture.
Carter. G. Woodson worked tirelessly throughout his life to promote black history in schools, to raise awareness of his mission, and to assist school systems in coordinating their efforts, leaving an everlasting legacy behind.
Diversity and Inclusion isn't a new concept. For years, business functions have worked to make their teams as diverse as possible, bringing...
Diversity and Inclusion isn't a new concept. For years, business functions have worked to make their teams as diverse as possible, bringing together people with different ideas, perspectives, and working styles to increase team effectiveness by up to 35 percent. In business, diversity and inclusion are all about ensuring that all employees have a level playing field, and that your staff reflects the broad mix of society. Your team should be made up of a diverse group of people with various backgrounds and experiences.
Here is a vast array of benefits when making the recruitment process more diverse. Here are our top benefits of a more diverse recruitment process:
New Perspectives and Innovation- A diverse team allows businesses to be more innovative, creative, and productive. Employee diversity contributes to fresher and more diversified ideas, as well as a variety of different opinions and experiences, which can assist in solving challenges and promote innovation. Individuals with a variety of cultural backgrounds, religious beliefs, and skill sets make for well-rounded teams, allowing for faster and more informed decisions.
Talent Pool- Making your recruitment process more inclusive implies attracting more candidates from various backgrounds and sources. You'll always reach the same type of people if you don't change the way your recruiting process is arranged. If you work to eliminate barriers to entry, you’ll have the pick of the most high-performing candidates, which enlarges your talent pool and improves your chances of finding the ideal hire. Aside from the fact that diversity enhances your existing business, 67% of people think about it when looking for work. It's critical to hire a broader range of people in order to attract more suitable applicants. Investing in tools that source qualified candidates across all backgrounds will result in you being able to access a larger talent pool.
Improved Culture- A more diverse workforce fosters a more open and adventurous workplace culture. Working with people from various origins creates a fascinating day-to-day culture and allows employees to bond over their diverse backgrounds and past experiences and learn from each other.
Faster Time to Hire- Vacancies are filled faster when there are more candidates, and they are of higher quality. You'll have everything you need to move through the recruitment process quickly if you create a more inclusive and diverse pool of candidates.
There are numerous advantages to making your recruitment process more inclusive, including the ability to attract high-quality individuals from all walks of life. Businesses that actively seek to ensure that they appeal to a diverse variety of candidates will distinguish themselves against the competition.
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...
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.
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 organization'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 organization 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 2022 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.
by Gareth Streefland
When searching for a new role quality over quantity wins every time. I see many candidates who take the approach of submitting hundreds of...
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!
We spoke with Garett, who joined Franklin Fitch's Academy Programme in July 2021 and has swiftly progressed through the ranks, most recently...
We spoke with Garett, who joined Franklin Fitch's Academy Programme in July 2021 and has swiftly progressed through the ranks, most recently being promoted to Recruitment Consultant, about his experiences in the programme, his best piece of advice and how he's adjusted into his job and team at Franklin Fitch.
I'm Garett Bechdolt (aka GABE), and I work at Franklin Fitch as a recruiting consultant. I started as a trainee in the Austin office in June 2021, with no prior recruitment experience. My current responsibilities involve working with clients on business development, communicating with candidates, and managing both candidates and clients through their individual interview procedures.
Learning efficient strategies to govern your candidates has been one of the most difficult problems (apart from sharing a small workspace with JOGU). Early on, I struggled to gain candidate buy-in, but I've made significant progress in this area in the last several months. The idea is to simply listen to the individual to determine their requirements, and then demonstrate how you can meet those needs. They are more likely to pick up the phone when you call again if they believe you understand their position effectively.
The Franklin Fitch Academy leaders are fantastic mentors, and they make sure that we are following daily practises that are the foundation of a successful recruiter. There are a lot of moving components in recruiting, but they make everything as simple as possible to understand.
I chose a career with Franklin Fitch because I see great opportunities in our market, and I believe that we have the pieces in place to grow very quickly. I was also impressed with everyone I spoke with during my interviews, and I don’t think there is anything they told during that process that wasn’t true. Everyone within the company are always so helpful, and you can always reach out to anyone and they will be extremely supportive.
Listen to your mentors and observe their work often. Your team around you should have the experience to guide you through difficult situations as they arise. It is important to listen to them when they give you feedback and do everything you can to incorporate it into your work. Spending time studying why they have been successful can unlock your ability to do the same.
by Ben Makepeace
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...
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 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 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 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.
by Patrick Griffiths
At their first summit meeting since Joe Biden took office in January, the US President met with Russian President Vladimir Putin in Geneva to discuss...
At their first summit meeting since Joe Biden took office in January, the US President met with Russian President Vladimir Putin in Geneva to discuss a cybersecurity arrangement. This follows a series of high-profile cybersecurity attacks in the US, many of which are suspected to have originated in Russia.
Perhaps the most high-profile example – the Colonial Pipeline ransomware attack – was carried out by hacker group Darkside who are thought to be Russian. Putin told reporters that the attack had “nothing to do with Russian authorities”.
Is there much evidence to suggest that many ransomware gangs are Russian? Surprisingly so… Over the past few years, patterns have been observed by experts that point in one clear direction. Ransomware groups predominately operate during Moscow working hours, use Russian-speaking forums, and avoid attacking Russia or former Soviet states.
"The intelligence and research community believes that the attacks are coming from former Soviet bloc countries, namely Russia, Ukraine, and others", says former Russian hacker and now cybersecurity expert Dmitry Smilyanets to the BBC.
That’s not to say that all ransomware groups are from Russia. The most serious ransomware attack in history was by hackers from North Korea in 2017, which impacted hundreds of hospitals in the UK.
Just this week, six suspected hackers were arrested in Ukraine for links to a ransomware group known as Clop.
Yet these instances are few and far between. Most experts agree that the destructive ransomware attacks of recent are originating in Russia and its former Soviet neighbors.
How do Biden and Putin plan to resolve this? Neither side gave any details on how their cybersecurity arrangement will look moving forward, but we can expect some tensions given the history of the US-Russian relationship.
written by Evangeline Hunt
by Ben Makepeace
Ransomware attacks on the rise
For the first time in 40 years, Americans found themselves queueing for gas last month. The long line of cars...
Ransomware attacks on the rise
For the first time in 40 years, Americans found themselves queueing for gas last month. The long line of cars across the East Coast was a result of the ransomware attack on the Colonial Pipeline – one of many recent, high-profile ransomware attacks.
Just last week hackers attacked JBS, the world’s largest meat processor, shutting down facilities in the US, Canada and Australia.
In both of these cases, ransoms were made and paid. A total of $15 million in ransom was paid, which Colonial Pipeline CEO Joseph Blount said was the “hardest decision I’ve made in my 39 years in the energy industry”.
There appears to be a recent focus on supply chains, perhaps due to the huge knock-on effect that not paying the ransom can have – meaning it always gets paid.
What does the future of ransomware attacks look like? And how can organizations protect themselves from such attacks?
Predicting ransomware attacks over the next ten years
Cybersecurity Ventures predicts that ransomware will cost its victims over $265 billion annually by 2031.
“Ransomware is expected to attack a business, consumer, or device every 2 seconds by 2031”, says Cybersecurity Ventures founder Steve Morgan. This figure is based on 30% year-on-year damage costs over the next ten years.
We are seeing ransomware becoming more and more advanced – as expected. Attacks are moving away from locking users out until they pay, to multi-pronged attacks where ransomware is only the beginning.
Always one step ahead
Despite organizations putting plans into place to protect themselves from a cyberattack, they aren’t doing it fast enough. Hackers appear to be one step ahead of everyone else, meaning organizations find themselves responding to attacks once they’ve already happened, rather than planning to prevent them.
Malware attackers are only getting craftier and more advanced, meaning organizations need to move quickly to try to get ahead of the hackers.
Internet of Things devices are rapidly growing in numbers, which opens up concerning new avenues for ransomware attacks. Each of these connected devices provides a potential hacking opportunity, which could have a devastating impact.
IoT devices such as healthcare monitors or self-driving cars are examples of where the consequences of such an attack could be life-threatening. Smart-city initiatives that will be prevalent in 2031 means that we will be surrounded by devices susceptible to compromise – such as road safety signs and public lighting.
Not enough talent
Part of the reason that organizations are often chasing their tail with cybersecurity efforts is because of the global shortage of skilled cybersecurity professionals.
Cybercriminals know that organizations are slow to patch their vulnerabilities – and use this to their advantage.
This isn’t going to change any time soon, although by 2031 it’s expected that the majority of systems will be running via the cloud – where full-stack architectures can more easily patch vulnerabilities.
The unlimited storage capabilities of the cloud means that constant backups can be made for easy restoration of data if an attack were to occur.
Yet the human error still remains – opening malicious email attachments or similar.
What can be done about this?
Organizations need to have a cybersecurity strategy in place to prevent against future attacks. Part of the strategy could include ongoing company-wide education, tech that scans emails for malicious attacks, a solid plan of action if a malicious link is clicked, public awareness of the impact of ransomware attacks, etc.
The potential cost of a ransomware attack isn’t just the ransom itself – but could include the damage/loss of data, downtime, lost productivity, the investigation into the attack, restoration of data, and any reputational harm and remaining clean-up.
The only way to ensure that your organization is implementing everything it needs to do to be cyber-safe is to have a dedicated cybersecurity professional ensuring this is done. This is easier said than done when the unemployment rate in cybersecurity has been at 0% since 2011.
If you are looking to hire a cybersecurity professional but are not having much luck, we might be able to help. We have a pool of talent that could be the perfect fit for your role, so don’t be afraid to get in touch!
For a long time, organizations have focused their efforts and investments on financial capital rather than their human...
For a long time, organizations have focused their efforts and investments on financial capital rather than their human capital. However, with a lot more studies being conducted and evidence showing the significant impact top talent has on business performance, the focus of organizations has seemed to slowly start shifting.
Knowing the value of talent for companies, there also comes a problem with it; talent is very scarce. A company needs to be outstanding in order to make scarce top talent apprised of their existence. The market is highly competitive; the more an employer understands talent’s needs and core motivations, the easier it will become to attract the exact people wanted and needed. Talent is as varied as the many job opportunities out there, so it is of utmost importance to match the right talent with the right job for long-term success. To do so, talent has to be looked at from all different perspectives such as age, gender or geographical location.
Building a strong EVP is one of the key attributes it takes to attract top talent, establishing an outstanding talent magnet position in the market, and communicating it successfully to the target audience. However most companies face limitations, especially when it comes to finding the best and brightest candidates. Therefore recruitment agencies out there can help them tap into different and broader talent pools. Recruitment needs to be a pro-active process, “employers cannot wait for the new talent to find them; they have to go out and look for it”. (Hillenbrand, 2020, p. 4)
Passive jobseekers make up a great share of talent and therefore have to be actively sourced and reached out to. There are many different possibilities on how to reach out to all the bright and different talent out there. Instead of focusing on only a few talent pools, companies should embrace diversity to fill open positions and take advantage of the effect it has on overall business success.
Recruitment agencies act as a middleman, a third party between the candidate and hiring company. Recruiters usually have a deeper talent pool than the in-house talent acquisition teams, as it is their job to have a large database with potential candidates to reach out to. They also do not wait for active applicants but put themselves out there, actively searching for talent. Hiring a recruitment agency is also time-saving, they take on the pre-screening and selection of potential candidates. It also makes the hiring process more efficient, as good recruiters act in the interest of the client and the candidate and think long-term. They know their market, what the client expects from a candidate and what the candidate will be able to deliver.
In order to attract the right talent, it is not only crucial to understand what talent wants, but also where required talent can be found and ways to make contact. Therefore, understanding the channels that are being used by jobseekers to search and apply for jobs will help to implement the right technology when reaching out to potential candidates, which will also differ from geographic location and age. Some information is more valuable than others for candidates when reading a job description. Recruiters ensure the right information is available upfront to an interview in order to increase the efficiency of the hiring process. The more transparency a candidate can get, the better he or she is able to understand what to expect from their potential future job and employer.
In conclusion, recruiters provide you with an exclusive and specific selection of top talent for your business. If you want to find out how Franklin Fitch can support your recruitment process please reach out to Carmen Hiemisch (email@example.com or +49 69 971 94 2913).
Source: Hillenbrand, P. “The people-first approach to business building”, McKinsey Digital, 2020, p. 4
written by Carmen Hiemisch
What do Bitcoin, Charlie Bit My Finger, and Beeple’s digital art all have in common? They’re all powered by blockchain – a digital...
What do Bitcoin, Charlie Bit My Finger, and Beeple’s digital art all have in common? They’re all powered by blockchain – a digital list of records that are linked together using cryptography.
Blockchain-powered tech has risen in popularity, most notably in the form of cryptocurrency. But more recently, the sale of NFTs (non-fungible tokens) online for often millions of dollars has created a new buzz around blockchain.
Blockchain was originally created in 1991 with the purpose of timestamping digital documents so that they couldn’t be tampered with. This new tech went mostly unused, until it was adapted by Satoshi Nakamoto in 2009 to create the digital cryptocurrency Bitcoin.
A blockchain is a decentralized ledger that is open to anyone. The complex properties of a blockchain make it near-impossible to tamper with. Each block contains a unique “hash” – like a fingerprint, plus the hash of the previous block. If a single block is tampered with, the hash will change and won’t correctly match the hash of the next block – invalidating the chain. This makes blockchains a very secure way of storing data.
These days, blockchain is essentially a peer-to-peer network that enables trusted trade between individuals without the need for a mediator. Mediators can be anything from banks, online servers such as eBay or Amazon, or physical shops.
This is all well and good, but it sounds a bit hypothetical. Where is blockchain being used in our lives as of now, and where can we expect to see it in the future?
Like any new technology, its potential is still being unlocked. The most commonly known use for blockchain tech as of present is Bitcoin. Cryptocurrency uses blockchain encryption techniques to control the creation of monetary units and to verify their transfer between users of the peer-to-peer network. This removes the need for banks and even physical money.
In theory, blockchain can be applied to any sort of trade – be it goods or services, energy, or something like voting.
Most recently there has been a surge in the sale of non-fungible tokens, which are powered on the Ethereum blockchain. Non-fungible means something unique and can’t be replaced with something else – like a piece of art, or a song. Bitcoin, or a dollar, is fungible – one bitcoin can be traded for another bitcoin and it’s exactly the same.
The Ethereum blockchain is the cryptocurrency used to support NFTs – it stores extra information that makes them work differently. NFTs can really be anything digital, such as art, music, tweets, memes, videos, etc. A lot of the excitement surrounding NFTs is around digital art. Yes, artist Beeple did sell a piece of digital art at Christie’s Auction House for $70 million… The exact piece of art can be viewed online by anyone – yes anyone. But only one person “owns” it. The authenticity of this ownership is powered by blockchain.
Is paying $70 million for a piece of digital art crazier than buying a tweet from the founder of Twitter for $3 million? I can’t decide…
What makes blockchain so interesting is that its potential is only just being unlocked. Until recently, we wouldn’t have thought that it was possible to “buy” a tweet – but apparently it is. Who knows where this exciting new tech will go next… any ideas?
by Leonie Schaefer
As we approach the halfway point of 2021, it’s a good time to reflect on the trends that were predicted for the year. Most of us were relieved...
As we approach the halfway point of 2021, it’s a good time to reflect on the trends that were predicted for the year. Most of us were relieved to say goodbye to 2020. A year full of uncertainty and change. Not all of them were bad – the past year pushed engineers into a new way of collaboration to build, deliver and manage IT Infrastructure.
This digital transformation has become crucial for business success. As a result of the challenges of the past year the following DevOps trends have gained more attention:
1. In 2021 Service Mesh has increased and become one of the key components of the dedicated infrastructure layer built into an app as that’s how parts of an application can share data with another. Service mesh is used to facilitate service-to-service communications between services. Due to factors from choosing particular tools, people will be forced to use them. This means, as tools become a more and more inseparable part of other solutions, more service mesh will be used. On top of that, it will provide the features and standards within each application and therefore represent the platform for ALL kinds of applications.
2. DevSecOps is gaining more importance, ensuring security for businesses of any size as working with cloud-based technology is becoming part of our daily workspace. Vulnerabilities and security gaps need to quickly be noticed, detected and diminished by the DevSecOps team.
3. Kubernetes is an open-source container-orchestration system for automating computer application deployment, scaling, and management. It was originally designed by Google and is now maintained by the Cloud Native Computing Foundation. The use of Kubernetes continues to grow in 2021 as they are needed to build complex cloud-native infrastructures for automating computer applications. As these are difficult to understand, in 2021, cloud operators and practitioners create new supporting tools and will benefit the tech community. These tools focus especially on data science, visibility and secret management.
4. AI & ML driven DevOps approach: nowadays, traditional organizations need to handle a massive amount of data that is being generated with immense speed, variety and volume. To be able to analyze and compute this data of any scale and size, organizations work with AI (Artificial Intelligence) and ML (machine learning) as they are the boosters to transform the workflow of teams. ML helps to understand where blockages or capacity issues that occur in the delivery lifecycle and therefore improves developing, deploying, delivering and managing applications properly.
5. Observability or monitoring is the question. As systems are transforming into more complex, cloud-native and open source microservices running on Kubernetes, more engineers will be mindful of observing and monitoring the application to identify and respond to outages and events. This deeper insight into downtime is an approach to monitor, analyse, trace events to investigate the specific causes and pinpoint the impact on the company.
Excited for the second half of 2021? Well, if you weren’t yet, then you should be now. The fact that DevOps is the best solution to increase quality, save time and money for companies hasn’t changed. But still, a new era is well underway in this cloud-centric and all-digital world. Therefore, upgrading and integrating techniques and tools are required for the rapidly changing market needs.
written by Sophie Finsterer
by Adam Cooper
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...
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!
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 share.
This week is Mental Health Awareness Week, which focuses on the theme of nature. During the long months of the pandemic, millions of people...
This week is Mental Health Awareness Week, which focuses on the theme of nature. During the long months of the pandemic, millions of people globally turned to nature as a coping mechanism - with 45% of people reporting that being in green spaces had been vital for their mental health.
There is lots of research to support the role that nature can play in protecting our mental health. This week, the Mental Health Foundation is encouraging those who can to spend some time connecting with nature.
We care deeply about mental health at Franklin Fitch. Our charity of the year for 2021 is Heads Together, who are fighting the stigma around mental health. We've shared some of the ways in which we are connecting with nature this week, and encourage you to do the same.
Algida Gaidyte: 'I'm going to give my houseplants some extra love this week."
Richard Shayler: 'I'm growing some basil plants"
Charlotte Drury: 'My friend and I are growing spring onions from the end bit of old spring onions that we had in the fridge. They've already shot up after only a couple of weeks.'
Dane Keenan: 'I'm going to make the effort to eat my lunch outside rather than at my desk.'
Konstantin Ehrenberger: 'I'm going to take a picnic to Brickwell Park, where the oldest Oak tree there is over 600 years old.'
Carmen Hiemisch: 'I'm cycling to work this week rather than getting public transport.'
Parnian Faqiryar: 'I'll ditch the bus this week in favor of walking to work.'
Luned Jones: 'I'm spending a day at Kew Gardens with family and friends.'
Patrick Griffiths: 'I've been growing apples from the seeds, I even had to re-pot them this week'.
Dominique Lianos: 'Myself and my housemates are growing various herbs that we've already used in our cooking'.
Mona Aboud: 'I plan to take a walk in the forest this week.'
Maike Nenninger: 'I'm going to my parents' place with a protected landscape area for a family walk in the woods.'
Gareth Streefland: 'I'm going surfing in Swansea at the weekend.'
How do you plan to connect to nature this week? For resources, tips and more information on Mental Health Awareness Week, please visit the Mental Health Foundation website.
A new Oxford University study reveals “little evidence” of a link between technology use and mental health problems in...
A new Oxford University study reveals “little evidence” of a link between technology use and mental health problems in teenagers. This comes in the run-up Mental Health Awareness Week, which has the theme of ‘nature’ for 2021.
Over 430,000 10 to 15 year-olds from the UK and USA took part in the study, which found a small drop in the association between depression and social media use from 1991 to 2019.
"We couldn't tell the difference between social-media impact and mental health in 2010 and 2019”, said co-author Prof Andrew Przybylski. “We're not saying that fewer happy people use more social media, we’re saying that the connection is not getting stronger.”
Despite this, Przybylski said it was still too early to make any firm conclusions, and “certainly way too soon to be making policy or regulation.”
While this study is good news for the tech industry, it goes against several reports that suggest a more harmful relationship. Mental health problems amongst young people are rising, and technology and social media are often blamed.
Regulators often point to risks of addiction, depression and anxiety among young users. In teenagers, multiple reports link social media use with feelings of suicide and depression, particularly among teenage girls.
The World Health Organisation recommends that children under five should spend no more than one hour a day in front of screens.
Moving forward, more research needs to be done to confirm or deny this link. Taking time away from social media and screens certainty won’t do any harm in the run-up to Mental Health Awareness Week.
by Dominique Lianos
The shortage of cybersecurity professionals is nothing new. The unemployment rate in cybersecurity has been at 0% since 2011 – a fact unmatched...
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.
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.
by Steven Ewer
Franklin Fitch is proud to have been awarded a 2-star accreditation from Best Companies, representing "outstanding" levels of employee...
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 recognized 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 analyzing 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!
by Jordan Guttridge
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...
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.
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.
by Dominique Lianos
Since the pandemic began, tech has become an essential tool for us to stay in touch with our loved ones, exercise, work, and study. Yet not...
Since the pandemic began, tech has become an essential tool for us to stay in touch with our loved ones, exercise, work, and study. Yet not everyone has access to the same tech – known as the digital divide, which appears to be widening.
Some young people might be able to complete all of their school work, while others only some if they have to share a device amongst the whole family or don’t have a strong enough bandwidth. Some homes don’t have any internet at all, making it impossible for children to engage in remote learning.
Research from Ofcom UK revealed that 1.8 million children in the UK have no access to a laptop, computer or tablet. Speaking on this issue, the Children’s Commissioner for England, Anne Longfield, said ‘if a child doesn’t have access to broadband, data, or the devices, then they’re not going to be able to lean, and that’s just unacceptable.'
This week, the creator of the world wide web has spoken out about concerns over the widening digital divide. In his annual letter to mark the anniversary of the world wide web, Sir Tim Berners-Lee said A shocking number of kids in the UK don't have meaningful connectivity’.
Sir Tim is calling on businesses and governments globally to make fiber broadband available for all a priority, with a push to connect young people to the internet. He quotes $428 billion (£306bn) which needs to be invested by governments and the private sector to achieve this aim by 2030. Although this sounds like a huge investment, the economic benefit would be equally huge.
One way in which private businesses are tackling this problem is through satellites. Elon Musk’s SpaceX program is already working on this. Their Starlink satellite internet constellation consists of thousands of small satellites in low Earth orbit (LEO), which work with ground transceivers to deliver high-speed internet access to consumers globally.
SpaceX has currently launched 1,035 Starlink satellites into space. The current consumer setup cost for Starlink’s internet is $499 plus a $99 monthly service fee. So while such programs are doing great work to implement the internet in more remote regions, it does nothing to tackle the socio-economic problem of those who cannot afford the internet. Potential solutions to this problem including driving down the cost of accessing the internet, which requires the development of low-cost technologies – not a simple fix.
Furthermore, individuals might be able to assess the internet, but there are additional barriers such as the ability to process the information that the internet is giving. This is more of a barrier in developing countries, where access to education in general is a challenge.
As IT Infrastructure specialists, we know how important this infrastructure is to keep the world connected. IT Infrastructure exists to provide secure connectivity, efficiency, and growth, so we developed our recruitment service to do the same.
IT infrastructure has been our sole focus since we were founded in 2011. We're proud to have placed thousands of IT professionals into meaningful roles that work to implement connectivity across the globe.
We pride ourselves on trusted partnerships, whether you're looking for a new role in IT Infrastructure, talent for your team or considering joining Franklin Fitch. Why not start that partnership today?
by Steven Ewer
Dice recently released their 2021 Tech Salary Report – an annual report featuring detailed information on tech salaries and compensation across...
Dice recently released their 2021 Tech Salary Report – an annual report featuring detailed information on tech salaries and compensation across the US. Despite the devastating impact of Covid-19 on both personal and professional lives, the report shows promising results for technologists. The average tech salary in the US increased 3.6% between 2019 and 2020 – to $97,859.
Texas gives California a run for its money
Texas is solidifying its space as one of the top tech states, as salaries rose 5.6% in comparison to California’s 1.8% increase. Although Silicon Valley still boasts the highest tech salary, it also has an extremely high cost of living.
This might explain why some of the most prestigious tech companies, such as Oracle and Tesla, are moving their headquarters out of Silicon Valley and into Texas. The Texas government’s aggressive pro-business stance, as well as a lack of state income tax, make it an attractive home for businesses.
Austin continues to have one of the fastest-growing tech salaries across the country with a 9.7% rise in 2020. This is an exciting time for Austin as 39 tech companies established a presence in Austin during 2020.
A year into the Covid-19 pandemic marks a year of fully remote working for many businesses and technologists. As it became apparent that tech workers could work effectively (and often, better) from home, questions arose around the future of physical office space. If technologists can work remotely, will we see them move away from high-cost areas such as Silicon Valley? Given the increase in remote working, we might have the answer quicker than expected.
Remote working makes digitization a priority
The occupations that saw the largest salary increase over the past year were the ones that helped businesses analyze data, digitize and evolve, and generally keep them safe and efficient during the pandemic.
Remote working forced many employees to work from their personal laptops and phones, which provided hackers with ample opportunity to attack businesses. Businesses needed skilled technologists to plug these insecurities – hence Cybersecurity Analysts had the largest growth in salary out of all technologists at 16.3%.
Cybersecurity Analysts had a much higher salary growth than the more senior Cybersecurity Engineers, which suggests that shortages in the cybersecurity space led to employers increasing their offers to more junior technologists.
"As employers adapted to the pandemic by quickly shifting to remote work, we saw immediate needs for technologists skilled in preparing entire offices and teams to go virtual, and for cybersecurity experts to secure new cloud networks," said Michelle Marian, CMO of DHI Group, parent company of Dice. "As a result of dispersed teams and networks due to the massive adoption of remote work, the need for cybersecurity and cloud-based roles grew significantly in 2020, with cybersecurity analysts seeing the largest salary growth during the year."
It's not all driven by COVID
Some occupations saw salary growth that is likely unrelated to the pandemic. The longer-term growing importance of data to businesses in every industry caused an influx of demand for Data Scientists, which in turn pushed up their salaries by 12.8%.
Businesses are continuing to realize the importance of collecting and analyzing large amounts of data, which can go on to inform long-term strategies. Similarly, the salaries of Data Engineers, who build-out and maintain data infrastructure, increased by 4.7%.
How are we expecting technologists' salaries to look in 2021? It will be interesting to see how the success of remote working changes the landscape of salary adjustment based on location. We’re happy that our home is in Austin, which continues to solidify its place as one of the top tech hubs in the country.
by Patrick Griffiths
To celebrate Black History Month, we have been sharing the stories of black tech heroes of the past, present, and future. While it’s important...
To celebrate Black History Month, we have been sharing the stories of black tech heroes of the past, present, and future. While it’s important to recognize and celebrate this month, we must remember that American history is black history – which is important to celebrate all year round.
So what is the IT and tech industry doing to support their black employees and promote diversity and inclusion? And what can we do at Franklin Fitch to play our part?
The tech industry is, unfortunately, notorious for lacking diversity. This isn’t new information – 2014 saw several tech giants including Apple, Facebook, and Microsoft release their first diversity reports. The results were as expected – there wasn’t much diversity.
These companies have continued to share their diversity stats year-on-year. While we might have hoped, prayed, and dreamed of progress, the reality is far from that. Facebook has gone from a workforce that was 3% black in 2014 to 3.8% black in 2020 – this simply isn’t good enough.
After publishing these initial figures in 2014, tech companies acknowledged the stark gap and publicly stated their mission to improve it. This mission was reiterated, six years later, after the murder of George Floyd and subsequent Black Lives Matter protests that swept the globe.
Following the protests, Facebook CEO Mark Zuckerberg said that Facebook “needs to do more to support equality and safety for the Black community through our platforms” and pledged to donate $10 million. While this sounds good on the surface, we’ve heard it all before. We need to see these promises showing up in the data before we can say congrats.
Diversity and inclusion targets are built into businesses with progress in mind, but this progress is not held to the same standards as other business targets – such as profit. The lack of consequences for failing to hit these targets makes the promises feel empty and unimportant.
It’s not just about hiring. The tech industry also faces challenges with retention of people of color. Stanford professor Margaret Neale says there is substantially higher turnover of people of color compared to white people in tech companies.
In a study that looked into who is leaving the tech industry and why, the results found that the main reason that minorities were leaving their current role was unfairness, mistreatment, or stereotyping.
So how can the tech industry combat this unfairness? It has to come from a genuine diversity and inclusion strategy that creates real opportunities for progression and mentorship, a respectful work environment, and a truly inclusive culture.
There is countless evidence to prove that diversity has real benefits to business outputs. A much-quoted McKinsey study reveals the following:
‘Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians.’
Similar evidence was found in research from Harvard Business Review, which explained that diverse teams are better at problem-solving due to diversity of thought – they can create more innovative solutions.
So it’s a no-brainer. Improving diversity and inclusion within the tech industry will benefit everyone. So what are we doing are Franklin Fitch to advance the cause?
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 have four goals: to raise awareness; give people a voice; tackle bias; and build diverse and inclusive work cultures. 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.
Do you want to get involved with Inclusive Infrastructure by sharing your opinion or experiences? Get in touch for more information.
by Jordan Guttridge
February marks Black History Month in the US, so we are celebrating black tech heroes of the past, present and future. Now more than ever we can see...
by Dominique Lianos
February marks Black History Month in the US, so we are celebrating black tech heroes of the past, present and future. Now more than ever we can see the power that IT and Technology have to bring communities together, inspire us, and change the world for the better.
We want to shine a light on a few of the black pioneering leaders in our industry, to give a platform to diverse technologists across the world. This week we tell the story of a present-day black tech hero – Kimberly Bryant.
Kimberly Bryant is an African American engineer and founder of the organization Black Girls CODE. BGC gives young black girls access to STEM topics such as coding and other in-demand skills in tech. Her long-term goal is to provide black girls with the skills to occupy some of the 1.4 million computing jobs currently available in the US.
Born in Memphis Tennessee, Kimberly Bryant gained a degree in Electrical Engineering and Computer Science from Vanderbilt University. Her early career focussed on high-volage electronics, and later moved on to biotechnology and pharmaceutical companies.
Bryant founded Black Girls CODE back in 2011 after noticing a lack of programs in tech and coding that focussed on girls. This came about after her daughter Kai found an interest in video game development.
Kai attended a tech camp over the summer that spurred her interest in computer science, but she struggled to relate to anyone in the class. Out of 40 students, there were only a couple of girls and no students of color, plus the instructors were all white men.
Bryant recognized similar biases in Kai’s summer camp that had been present throughout her studies and career. She wanted to create an opportunity for her daughter where she could really relate to her peers and mentors.
"I knew at that very moment I had to do something," Bryant said. "I wanted to create an easier path for my daughter. I wanted her to have all the opportunities that were available to her.”
This desire for that opportunity fuelled the creation of Black Girls CODE. Bryant launched a pilot class in 2011 – a six week program in San Francisco that taught the basics of coding and computer science to a class of ten girls.
The following year Bryant was contacted by software consultancy company ThoughtWorks who had heard about Black Girls CODE and wanted to know how they could help. ThoughtWorks provided resources in the form of office space, equipment, and instructors to help BGC operate.
Bryant wanted to take BGC out of San Francisco, so used ThoughtWorks offices in six cities across the US. Named the BGC Summer of Code, Bryant and her colleagues taught over 1,000 girls in 2012. The response to BGC Summer of Code was the catalyst for the chapter-based model still present in BGC today.
Fast forward to today and Black Girls CODE has taught over 14,000 girls, with the aim of reaching 1 million by 2040.
"We're really starting to see the results of the program in terms of the success of the kids and how confident they are, what leadership skills that they develop,” says Bryant. “They're now starting their own careers in the field of STEM or Computer Science based on the seed that we've been able to plant."
Bryant’s work goes beyond giving black girls practical skills to work in STEM fields (although this is a big part of it). Supporting these girls to become creators of technology rather than just consumers is a powerful tool to address systemic biases in race and gender that are present across the world. It changes the lives of not only these girls, but their families and their communities.
The competitiveness of the tech field coupled with a lack of representation of black women is enough to discourage young black girls from pursuing such careers. Implicit and explicit biases create an environment where these girls are often marginalized and victimized. Black Girls CODE offers a safe space by giving them practical skills as well as confidence in their abilities to be successful in this industry.
"We want to be the Girl Scouts of Technology - creating a pipeline for women of color tech leaders, innovators and creators”, says Bryant. “We are disrupting the tech sector and changing the ratio #1GirlAtATime."
Over the following months, Black Girls CODE has a variety of virtual events, workshops, and presentations on offer. In April, BGC is partnering with Nike to host a virtual three-day hackathon called Just Hack It: Powering Human Connection. For a full list of events, please see the BGC website.
February marks Black History Month in the US, so we are celebrating Black tech heroes of the past, present and future. Now more than ever we can see...
February marks Black History Month in the US, so we are celebrating Black tech heroes of the past, present and future. Now more than ever we can see the power that IT and Technology have to bring communities together, inspire us, and change the world for the better.
At Franklin Fitch, we want to shine a light on a few of the Black pioneering leaders in our industry, to give a platform to diverse technologists across the world. Starting by looking back, we tell the story of NASA mathematician Katherine Johnson.
Katherine Johnson was an African American mathematician whose work for NASA was critical to the first crewed launch into space. During her 35-year career, she used her brilliance with numbers to master complex manual calculations that pioneered the first use of computers within NASA.
Some of Johnson’s most notable works include calculating trajectories, launch windows, and emergency return paths for astronauts Alan Shepard and John Glenn – the first Americans in space.
Born in 1918, Katherine Johnson’s curiosity and intelligence propelled her ahead in school. By the age of 13 she was attending the high school on the campus of West Virginia State College.
Johnson enrolled in the college at age 18 – mastered the math curriculum and found a mentor in Professor W. W. Schieffelin Claytor, the third African American to earn a Ph.D. in mathematics.
In 1952, Johnson was told about open positions at the all-black West Area Computing section of NASA (known then as NACA). She began working in the summer of 1953 as a "human computer", analyzing data from test flights.
In keeping with federal workplace segregation, Johnson and other African American “computers” had to use separate bathrooms from their white colleagues – as well as working and eating separately. Their office was named “Colored Computers”.
Johnson reflected on being an African American woman during that time:
“We needed to be assertive as women in those days – assertive and aggressive – and the degree to which we had to be that way depended on where you were. I had to be. In the early days of NASA women were not allowed to put their names on the reports – no woman in my division had had her name on a report. I was working with Ted Skopinski and he wanted to leave and go to Houston ... but Henry Pearson, our supervisor – he was not a fan of women – kept pushing him to finish the report we were working on. Finally, Ted told him, "Katherine should finish the report, she's done most of the work anyway." So Ted left Pearson with no c