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December is the month of Preparation

December is the month of Preparation

Its hard to believe the end of 2017 is racing towards us.

December – Advent Calendar time. And it’s the concept of preparation that strikes me today.

It seems as though a lot of changed during 2017 and that the pace of this change is getting ever faster. Yet some of the key issues we faced in 2017 haven’t actually gone away.

Finding and retaining good quality talent is just as relevant in the final few weeks of the year as it was at the beginning. In fact – if anything its more critical. The skills gap and shortage of tech talent is still there – It is time to listen to the rhetoric. In turbulent political and economic times it is challenging to find a way to plug the leak that is the high attrition rate amongst good staff. And yet when we break down what actually makes an employee stay – it would seem that Christmas is an excellent time to make a start on doing just that. Money is less important than you might think, (which is good in today’s climate!) and in the season of goodwill – it is easier to focus on giving – which for the most part is what contrbutes to an employee’s feelings of satisfaction at work.

So for today – in this festive season – let’s take a moment to review – to prepare – to make sure that 2018 truly does become the year that good people feel valued and appreciated at work.

 

Some key facts to consider:

IT professionals get twice as many recruitment mails than other professionals!

Contributing factors to employees leaving range from lack of career advancement to culture to lack of recognition. Money is a factor – but get the career aspiration loop right and recompense becomes a much smaller problem than you may think.

It costs your business about half an annual salary to find a replacement employee.

And those new employees are far less engaged and therefore more likely to move on faster which creates cultural uncertainty and higher stress in those remaining employees.

The bottom line is that there is very little point in having an excellent hiring strategy if you then forget all about the employee the minute they sign on the dotted line. Recruitment needs to come hand in hand with retention. And that strategy needs to fit your unique company culture. We know the talent is out there – but the competition is fierce. If your organisation won’t look after its key assets – someone else will!!

 

Top Tips:

Communicate

Have an optimal onboarding process

Promote your company culture

Develop Effective Leaders

Recognise and Reward

Train and Develop

Provide Challenges

Offer Flexibility

Pay attention to top performers

Offer an attractive compensation package (think past purely salary here!)

Work – Life balance

Be fair

Be honest about change

Foster good teamwork

Why do we need diversity in HR? Does diversity breed creativity and productivity?

Why do we need diversity in HR? Does diversity breed creativity and productivity?

How can the least diverse sector be the lead in changing the diversity paradigm?

Diversity (or lack of) is one of our key focus areas. Saxus is strongly committed to building a diverse future – with particular focus on cognitive diversity rather than the broad-brush gender /race / sexuality diversity of yesterday. A diversity based on true self rather than extrinsic factors…

This search for greater creativity and spark has led me through many thought processes and one in particularly is this:

HR is, quite possibly, one of the least diverse sectors in business. It is the one area of the C suite where women outnumber men. The majority of HR graduates are women…

Is this a case of women rising – or is this in fact a lack of diversity issue that we seem comfortable to ignore?

HR has historically been a “people-focussed” side of the business with a strong leaning towards administrations. Historically women have been the mainstay of secretarial functions and so the move to a career in HR has been an easy one. In fact, for many women the move to HR was clearly a step in the right direction – the pay was better, the career opportunities better and perhaps more importantly – the dinosaur (male) bosses of the 1970s were comfortable with women in this so called more “caring” profession. Today 73% of HR Managers are women. (source: 2015 Bureau of Labor Statistics)

So – the real question here is… Is this a problem? The rise of women in the workforce is a good thing, the inclusion of greater numbers of women in the C suite can only be beneficial – and – let’s face it – historical work patterns do lead towards a gender bias in other professions (think nursing and teaching!). But if we have realised the need for less gender bias in these professions – then why are we still so secure with the world of HR being a female only zone?

HR is the gatekeeper to our organisations. If diversity breeds more creativity and productivity – then why wouldn’t your Human Resources department be the first place you look to change the status quo? Talk of diversity is cheap when the first people you interact with are not showing the way as role models themselves.

So, do we need to change?

Well I would argue that this is a resounding YES. Diversity is an all-encompassing factor in the way we improve all aspects of our world of work. A greater diversity in HR will filter through to the rest of organisation.

As with most things – the path to change starts with enlightenment – it’s about changing education and perceptions. A male nurse 20 years ago would have been a standout feature of medical care – now it’s just a healthcare professional.

Graduate programmes need to actively encourage men to consider a career in HR –and job descriptions need to show less gender bias. HR is not purely an admin role. It is strategic and critical to business success. After all, if we all agree that our people are critical to our organisation – then surely the department geared towards those people is an integral part of corporate success?

First impressions matter.

If diversity matters – then perhaps it’s time to change the face of HR?

Cognitive Diversity

Cognitive Diversity

“If you’re constrained by classical, conventional wisdom on appointments in recruitment you’re never going to optimise the situation. You need people to bring different thought processes and challenge the system, you need a cognitive diversity”

Dave Brailsford

Far too often , in work , and in life – we seek out people that validate ourselves. We look for the familiar, the mirror image. We cultivate (very often unconsciously!) a culture of “groupthink”. Corporations have bought into the commercial proposition that a diversity of gender, race, ethnicity and sexuality improves our workforce. Yet all to often we overlook the diversity of thought that could truly innovate within our workplaces.

Cognitive diversity means breaking away from the perceived norm of thought process; defined as differences in perspective or information processing styles.

Cognitively diverse organisations are more genuinely inclusive and collaborative places to work.

Tech is a classic example; when looking at the companies who are now positively recruiting individuals with Aspergers or on the Autistic Spectrum. These are companies who have recognised the power of “difference” – and are using these differently wired brains to enhance performance and innovation.

We do tend to recruit in our own image – its human nature to want to fit in. But this functional bias slows the process of innovation and performance down. In a time of huge disruption – agility is critical to staying ahead. If all our talent is only able to think in one way – we reach an impasse. Teams of cognitively similar teams may be great while situations are stable – but our digital world isn’t waiting.

A First rate Madness by S. Nasser Ghaemi explores the differences further still – looking at Politcal leaders with a history of mental illness. So called “healthy” leaders such as Tony Blair operated well during politically stable times – but compare that with Churchill and the crisis after crisis that required a mind more able to change on a sixpence.

Tips for better Cognitive Diversity

Change your recruitment process:

If we always do what we always did… then we always get what we always got. A cliché – but valid. Cognitive diversity is a far less obvious recruitment challenge. Many people do not come into an interview situation expecting to show how different they are to the organisation they want to work for – so searching out cognitive diversity is an obstacle in itself. Corporations and recruiters must work together to ensure that job descriptions and interview processes seek out competencies of those who are willing and able to challenge groupthink. Seek out talent from different pools, look for the curious, the open minded, the insightful. Don’t look for the mirror image of the rest of the team!

Perhaps consider using a recruitment algorithm to help reduce some of the natural human bias – use a diverse group of people to interview

Be Yourself:

Management needs to change to show that authenicity is welcome here. Generate an inclusive culture that empowers learning from everyone. Debate welcome here – challenge welcome here. Status quo no longer relevant. A manager that can enable employees to truly express themselves will encourage cognitively diverse and collaborative teams

Active Promotion:

Organisations must actively practice what they preach and positively promote differences in thinking styles across the corporation. This needs to be factored into career development and progression to back up the culture of true human diversity in real terms. Reward innovators and encourage disruptive thinking

For further reading take a look here:

https://hbr.org/2017/03/teams-solve-problems-faster-when-theyre-more-cognitively-diverse

Teams Solve Problems Faster When They’re More Cognitively …

hbr.org

The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies – Scott Page

http://nonprofitprofessionals.com/2014/01/from-rhetoric-to-practice-recruiting-strategies-to-make-diversity-more-meaningful-in-your-organization/

Corporate Yoga

Corporate Yoga

Historically, “Flexible Working” has been seen of the domain of the working mother. Trying to return to a previous career – juggling work demands and the school run. It conjures up images of telephones in one hand and a screaming baby in the other. Harried women trying to “have it all”

Outdated?

Absolutely.

Agility is a not a modern phenomenon – there has Always been the need to be able to do things differently – to maximise the opportunities that all elements of the workforce are able to offer, in a way and time that suits life. But more often than not, the stuffed shirts of the boardroom decided that change was not in fact a good thing, That innovation , god forbid, may actually increase productivity and perhaps mean change for themselves. And so we carried on doing what we always did.. and guess what…

The outbreak of the 2nd world war truly started a work revolt. Women were managing traditionally male dominated jobs and the home – and guess what – necessity truly was the mother of invention and this proved that looking at things differently still got the job done.

Back in those days the game of Women’s Football had a greater following than the mens…

But back then there were not the opportunities to practice genuine agility in the workplace. The modern technologies that we take for granted as a means to stay connected just didn’t exist. There was a genuine need to be always physically present at work.

But today we don’t have those restrictions. Technologies have moved on so much that there is a strong case for advocating more , not less, agile working. And before I become accused of too much femininism – there is no reason that this need to have a role that fits around the school run / life should continue to be the mainstay of women.

Surely the holy grail of work should be the ability to get the job done – in way that is most productive to the business whilst still allowing a high quality of life. A balance that leaves the employee empowered and ready to work during those “agile” hours?

So what does Agile Working mean?

Its an incredibly difficult definition to make – perhaps because quite simply there isn’t just one definer.

The RICS highlighted the fact that work is an activity, not a place – and that points us towards remote working – but it again it cant just be as simple as that. Some jobs do require you to be in a certain location..

So I would argue that Agile working isn’t just about time and space, its also about doing work differently, being more effective. Being outcome focussed rather than hours driven.

The Agile Future Forum whose aim is to provide leadership and practical support to disseminate agile working practices, considers these practices across the 4 dimensions of: time (when do people work?), location (where do people work?), role (what do people do?) and source (who carries out work?).

But however you choose to define it – the aim of agile working must surely be to ensure that you capture the most effective talent – utilising the right people, process, technology to ensure the most effective outcomes of a task.

Task Driven working – without restrictions as to how and where that is carried out.

It sounds amazing – and something we should all aspire to. Yet the concept of allowing more people to work in this more innovative way has been a slow burner. There is a reluctance to relinquish direct control over staff members – a fear that performance will drop without big brother peering through the office window. A reluctance to give up that concept of office “facetime” – the more hours I am here the better I must be.

This is an antiquated old school tie attitude – and one that needs vast readjustment. But like all leaps of faith – they require a degree of trust. Trust in your staff (which brings us back to the need to hire well!), trust in your technologies and trust in yourself.

By all accounts BT is trying to adopt a truly agile approach – they are using it in call centers – allowing carers to come back to work – in a virtual call center – sometimes even in shifts as short as 30 minutes. And they are finding it pays dividends. Ironically staff are now “working” longer hours – the need for “facetime” gone – and commuting down means that employees are actually able to devote more at work time.. to work. KPI performance has increased and employees are happier.

Plot this against the national return to work rate for mothers which sits at approximately 40%.. at BT that figure is over 90% – directly reported as being due to the adoption of agile working practices.

Sickness rates are down and the ability to employ a more diverse workforce is up. Stress related illness alone is reporting a 35% decrease. Cognitive diversity breeds innovation – and the ability to become a more socially inclusive employer brings business benefits and personal ones.

A side effect of this agility is also an improved carbon footprint. Sustainibility is high on the government agenda and BT has witnessed agility bring improve its sustainability.

But agility can’t happen all by itself. A company must have a cultural mindset that welcomes innovation and strong trust in its people. Cost per head – technology is cheaper than space – so business wise it makes financial sense to consider a different approach. Diversity improves innovation and empowered and engaged employees deliver far more when they are genuinely trusted to get on with task focused work.

And so on that note – I will stop working for my agile employers on a Tuesday night and sign off happily… (as Tuesday nights when the kids are in bed is a time and a place that works for me… Task completed, no boundaries!!)

http://fmlink.com/articles/british-telecom-moves-one-step-beyond-flexible-working-to-agile-working-2/

https://www.glassdoor.co.uk/blog/9-companies-really-flexible/

 

BOO!!!

BOO!!!

Love it or loathe it – Halloween is upon us once again!

Superstitions and Folklore abound on All Hallows Eve – black cats, jack-o-lanterns, trick or treating and various other delights involving rather a lot of dead or spooky things!

In fact the tradition of Halloween is said to be a rather more Christian affair. Starting on Oct 31st “All Hallows Eve” supposedly starts off the festival observing Allhallowtide –  the time in the Christian Year dedicated to remembering the dead, including saints (hallows), martyrs and all the faithful departed believers.

Not quite so scary now hey!!

 

A lot of superstitions have their roots based in something relatively sensible, and the hauntings of Halloween got me to thinking about the superstitions we carry with us to work!

The really interesting thing about “superstitions” is that they may actually work!

Superstitions can give people a security and an elevated sense of belief in their own abilities and talents. Just think of the All Blacks and their Haka – that may take on an extra level of superstitious confidence and RWC2015 finals – on Halloween!

In the workplace – superstitions tend to be more of the lucky tie and socks variety – but I am taking a wild guess that most of us carry some form of “lucky” behaviour / clothing or ritual with us. Be that coffee in a certain mug or making the early train..

Here at Saxus and ISR we have a number of “lucky interview outfits” that apparently always have always worked – well, the people concerned now work here – so enough said!!

So enjoy the hauntings of Halloween, revel in the All blacks Haka – but for a bit of serious work advice take a read here:

https://www.recruiter.com/i/are-your-superstitions-hurting-your-job-hunt/

 

BOO!!!!!!

Good Morning Sunshine!

Good Morning Sunshine!

Whilst browsing some news articles this morning,this jumped out at me!! http://recruitingtimes.org/business-movers-shakers/7450/how-successful-people-start-their-day-infographic/

 

It was 6:20am and I was already at my desk – in my pyjamas (I work from home!) – doing everything that pre-children I swore I would never do… Tea, dressing gown, not at all ready for “work”. And yet – this quiet hour between 6 and 7am has become one of my most productive.

The way you start your day has an awful lot to do with how it will finish.

I am NOT a morning person. I don’t like the cold, not keen on the dark and I really love my bed. Yet this first hour of my day really sets me up.

Why?

What changed?

Well… to put it simply – my attitude. I could get up and GetON. Or I could get up and whinge. One way meant the work got done – which fires you up for more.

The other – well – you know how that one looks.

So stop pressing the snooze button. Welcome the day. Get up and Get ON – see how your start can affect your finish.

Your morning may not look how quite you imagined – but the results may surprise you. And there is no one size fits all for a morning routine. What matters is that it works – and it sets you up for the day ahead.

For me this means no procrastinating. Straight up – slippers on it’s true. But that first cuppa counts and that initial hour of quiet pyjama’ed productivity makes all the difference. I never thought I could love mornings.. but there is a quiet satisfaction in my new routine.

 

Take a look at the habits of some seriously successful people here.. http://recruitingtimes.org/business-movers-shakers/7450/how-successful-people-start-their-day-infographic/

Not your average Recruitment Company…

Not your average Recruitment Company…

Ruth Maskrey is our Senior Delivery Consultant. Ruth hails from sunny Stockport and prior to joining ISR spent her formative work life as a Soft Skill Systems Trainer and credits this as one of the keys to her success in the recruitment sector. Ruth is one of those rare individuals with an infectious personality who always has a smile on her face and a positive outlook, even in difficult situations. Ruth loves dealing with people, and is always committed to delivering outstanding service to everyone she interacts with and this comes across clearly to everyone who has the pleasure to speak with her!

Let’s see what Ruth had to say……..

 

  • WHAT ARE THE MOST/LEAST ENJOYABLE ASPECTS OF RECRUITING?

Most = helping the candidates through their journey – knowing they have put the effort   and energy into the interviews, taken on board the preparation you have given them and then be offered the role J

Least = knowing a really good candidate has withdrawn from the process when it’s been a struggle to find somebody with the right skills

  • WHAT IS THE BIGGEST CHALLENGE OF THE JOB?

Candidate commitment

  • WHAT HAS BEEN YOUR MOST MEMORABLE MOMENT IN THE JOB?

Placing somebody in a role which took around 6 months from the start t to the end, the candidate relocated from Cheshire to London.  Met him recently and he loves his job and his family have settled into their new home

  • WHERE DO YOU SEE Your Career IN 10 YEARS?

Managing staff / mentor

  • ANY TOP TIPS FOR CANDIDATES?

Market yourself, add more information on to your CV, be professional but friendly on the phone and don’t use the word “like!”

  • ANY TOP TIPS FOR CLIENTS?

Be quicker with constructive feedback on why somebody isn’t right for the role

Tell us what you’re not looking for

  • LIFE’S BIGGEST CHALLENGE?

Work life balance – knowing you have commitments but also knowing you have a role to fill

  • TWO HOBBIES – AND WHY?

Trampolining – I used to compete before my kids were born and recently started going to an adult class – my mind says I can still do it but my body disagrees – brings back happy memories and my competitive streak!

Spinning – it’s a challenge every time I go, but so proud of myself for getting through the class alive

  • TWO PET HATES AND WHY?

Liars

Lateness

  • WHAT’S ONE QUOTE THAT YOU LIVE YOUR LIFE BY?

Que sera sera

  • WHAT IS YOUR GUILTY PLEASURE?

Laying in a bubble bath watching Jeremy Kyle on YouTube

 

Contact Ruth on:

0161 972 4863
07463 071 240

 

Not your average Recruitment Company

Not your average Recruitment Company

Checking in as “Mr Smith”

 

Saxus Solutions is Mike Smiths’ 1st child – originally conceived back in 2003 – long before the 3 real children actually arrived on the scene.

Mike is a man with his own brand of work ethic. He works (and plays!) hard – and expects the same level of commitment from the team that he surrounds himself with. It was one of the major reasons why he chose to go it alone back in 2003. “I had fallen into recruitment almost by accident! Having spent 20 months overseas working in the fitness industry I returned to the UK without a clear plan. A friend introduced me to recruitment – and it turned out that working in fitness was a great grounding for sales. To get the best out of people in the Gym you need to find out what motivates them, their passions – and how to help them to keep going – turns out I am pretty good at finding out what makes people tick – and putting that to best effect”

Mike is a Sports Science graduate – and frequently has used sport as an analogy for business

It’s not the will to win that matters – everyone has that. It’s the will to prepare to win that matters. – Paul “Bear” Bryant

But most of all – this is a man who works as hard for your careers as he does for his own. He firmly believes that everyone has the right to enjoy, achieve and be rewarded in their working lives.

 

  • What are the most enjoyable aspects of recruiting?

We get people work – hopefully good and fulfilling work – what a great thing to be doing!

  • What is the biggest challenge of the job?

Ironically – given that we are a recruitment agency, the hardest thing is to find the right people to work internally. We are trying to create more than just your average recruitment agency – and that means we are looking for exceptional people to work for Saxus. People that share our vision and passion for getting people not just any job, but THE job. And we want people working for us that feel the same way about their own jobs!

  • What has been your most memorable moment in the job?

There have been so many over the years that it’s difficult to choose one – so I won’t. Instead I will say – that the things I remember best are our repeat customers. Candidates and clients alike – that come back to us to find the right fit. And that’s because we have provided a memorable service for them. These are the bits I remember best – and there are a lot of them!! Must be doing something right!!!

  • Why a merger?

As we all know all too well – the economic climate over the last 6 or so years has been challenging at best. We aren’t an enormous agency – we value the personal touch. But that brings with it a different set of issues – and merging with a like-minded organisation has been the best way to capitalise on the now (hopefully continuing!)improving economy, and thereby enable us to continue offering our best in class service.

  • Why choose ISR to partner?

ISR was the natural choice – I have known Iain personally for 20 years – I know how hard he works and how committed he is. We share a similar background – and we definitely share the same vision.

  • Where do you see IS Recruitment / SAXUS Solutions in 10 years??

As a highly respected services company that offers a diverse set of solutions, throughout Europe!

  • Any top tips for candidates?

Easy – Preparation! It’s critical! We can help with this!!

  • Any top tips for clients?

Hire for potential. By that I mean look for those candidates that show a willingness and ability – but necessarily all the current correct skills. Think long term. If a candidate can already do everything then where do they go? If you can take the right attitude and develop it – you may have a total career match!

  • What is your advice for anyone looking for a career in recruitment?

Take a long term view and make sure your success is by design and not through luck. Design a process that works for you, understand your business and do not focus on the money. If you focus on the service, the financial and personal rewards will come!

  • How do you maintain balance?

This is a difficult one, and one we all need to work at constantly. I love my job – and I think it’s really important for my kids to see me work hard and be happy doing so. That said – I also have to remember to evaluate all my opportunities. There may be another time to have a meeting – but my kids will only ever have one 1st day of starting school. It’s about working smarter these days. Use the advances in technology to our advantage, make the time count – and that gives you the opportunity to ensure that there is a balance.. but it’s tricky.. perhaps the best advice is to turn the work mobile off for at least some of your weekend… down time does make you more productive..

  • Life’s biggest challenge?

Not checking your work emails all weekend!! What was that I said about balance?!

  • Two hobbies – and why??

Running – I have run track all my life and have really enjoyed getting back into it again as a “veteran” athlete. I love the challenge, it keeps me fit and is a great way to let off steam

Reading and Learning. Not something I would ever have considered as a hobby at school – but I am now a voracious reader. I am also studying for a Masters Degree in Social Anthropology – and the reason why we do the things we do is fascinating. There are books everywhere in our house – from the dodgy chick lit (my wife NOT me!) to Foucault to “the Tiger who came to Tea”. I am hoping that my kids will also learn to love learning – just because you can rather than necessarily to pass a test!

  • Two pet hates and why?

Liars – I can deal with most things – but people who try to squirm out things by lying don’t go down well. We all screw up – it’s how you deal with it that makes the difference!

Mess… interestingly none of us in my family are great at being tidy – yet we all hate mess… There is obviously a solution that we haven’t figured out yet.. But I would love to be better at sorting the chaos of a home with 3 young kids!

  • What’s one quote that you live your life by??

Play the Hand you are dealt!!

Just because Fate doesn’t deal you the right cards, it doesn’t mean you should give up. It just means you have to play the cards you get to their maximum potential.

  • What is your guilty pleasure?

I am lucky in that my life is full of experiences that give me pleasure. As for a guilty one…..if it made me feel guilty I probably would not do it…either that or I just do not have a conscience!!

And so there you have it – Mr Smith. A man who genuinely believes that excellence is a direct result of always trying to do better. And in that respect – we can all achieve excellence – just keep on keeping on!!

 

Contact Mike at:

Saxus
45 Beech St
London
EC2Y 8AD

TEL: 0207 953 9760
FAX: 0207 593 9764

Not your average Recruitment Company

Not your average Recruitment Company

MEET OUR NEWEST TEAM MEMBER

 

The IS Recruitment team is continuing to grow to meet the increasing needs of our clients and we are excited to announce that we’ve added a new member to our team. Emma Lloyd joins us as a Senior Consultant. Emma has spent the last 12 years, providing Change and Transformation recruitment & consultancy services to various sectors particularly within the financial services arena.  Emma’s direct and personal style, has allowed her to develop long lasting business relationships over the years, most of which are still ongoing.

Having represented her county & country she is particularly proud to have a World Team Championship and World Individual title to her name at the Mounted Games. Emma has developed a sense of discipline and dedication which she applied to her career and credits this as one of the reasons for her success.

Let’s see what Emma had to say further;

 

  • WHAT ARE THE MOST/LEAST ENJOYABLE ASPECTS OF RECRUITING?

Most = People and relationships are the best part of my job.

Least = I find it so hard to see really great people who are out of work lose their self-belief.

  • WHAT IS THE BIGGEST CHALLENGE OF THE JOB?

Not enough hours in the day!

 

  • WHAT HAS BEEN YOUR MOST MEMORABLE MOMENT IN THE JOB?

I have been really lucky to work on some complex Change & Transformation programmes over the last decade.  I can’t single just one moment out, but I get a real sense of pride from my candidates or consultants from a week, month, year or decade ago delivering high impact change.

 

  • WHERE DO YOU SEE Your Career IN 10 YEARS?

In an ideal world opening an office for ISR in Barbados!

 

  • ANY TOP TIPS FOR CANDIDATES?

It is really important to take the time to get your submission right first time – there are rarely second chances!  Work with your recruitment consultant to understand the role, culture and the clients’ goals before preparing your resume & additional information.

 

  • ANY TOP TIPS FOR CLIENTS?

It’s really important that the right balance is found between the delivery requirements of the business against procurement/HR’s drive to reduce recruitment spend. Once the right recruitment/resource partner has been selected then open & honest communication throughout the process is paramount.

 

  • LIFE’S BIGGEST CHALLENGE?

Utilising your time properly, it is so easy to get caught up in the ‘trivial’ that you miss what is really important.

 

  • TWO HOBBIES – AND WHY?

Horses have been a huge part of my life and I am really grateful for the opportunities I have been given; I’m particularly proud of representing my county, region & country in a number of disciplines.

 

I’m a sports fan in general but I’m an MUFC girl (tricky when my boss is a blue).

 

  • TWO PET HATES AND WHY?

Traffic jams and ‘Middle-lane hogs’ – I spend far too much time sat in traffic jams and a lot of these could be avoided if only people could drive properly!

 

  • WHAT’S ONE QUOTE THAT YOU LIVE YOUR LIFE BY?

Go hard or go home!

 

  • WHAT IS YOUR GUILTY PLEASURE?

Taylor Swift!

Not your average Recruitment Company

Not your average Recruitment Company

Michael O’Leary is our resident Insurance and Wealth Management Consultant here at Saxus; he has been with the organisation since 2011 after studying in Computing and Management at Loughborough University, which has enabled him to have a deeper understanding of IT Recruitment and the latest technologies. Michael plays an integral role in the team here at Saxus having worked on all areas of the business over the last 4+ years covering the full project lifecycles and numerous technologies (.NET being the most prominent).

Michael prides himself on getting to know both his candidates and clients personally to ensure that the optimum level of service is delivered consistently. He doesn’t just know technical people – he actually knows what those people do.

Let’s see what Michael had to say…

WHAT ARE THE MOST/LEAST ENJOYABLE ASPECTS OF RECRUITING?

Most = Helping people into work / that ideal job

Least = Candidates that don’t turn up to arranged interviews/then dodge all efforts which is made to contact them.

WHAT IS THE BIGGEST CHALLENGE OF THE JOB?

Changing the somewhat tainted opinion of the stereotypical ‘recruiter’. in doing so, opening up clients eyes to better ways of working

 

WHAT HAS BEEN YOUR MOST MEMORABLE MOMENT IN THE JOB?

Placing your first candidate is always up there

 

WHERE DO YOU SEE Your Career IN 10 YEARS?

Who knows!?

 

ANY TOP TIPS FOR CANDIDATES?

In-depth interview preparation – looking at the company website is very veneer and everybody does that. More is needed in order to stand out from the rest.

 

ANY TOP TIPS FOR CLIENTS?

Feedback – whether good or bad is always key!

 

LIFE’S BIGGEST CHALLENGE?

Not enough hours in the day

 

TWO HOBBIES – AND WHY?

Fitness – Personally a healthy lifestyle and exercise plays a pivotal role in my life

Football – has been since a very young age

 

TWO PET HATES AND WHY?

Plug socket switches ‘on’ & not off

People using ‘like’ as a fill word

 

WHAT’S ONE QUOTE THAT YOU LIVE YOUR LIFE BY?

 “Speak how you wish to be spoken to, Treat people how you want to be treated”

 

WHAT IS YOUR GUILTY PLEASURE?

Farley’s rusks! :)

JOB DESCRIPTION: A UK based software and services company that provides systems to the financial services market with an international client-base is looking to add a C# Developer to their current team.They are seeking a developer to work with the Development and Support group on their leading edge financial applications. Candidates will be considered with

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